Our Process leverages the speed of contingency with the quality and depth of retained.

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The Search Process

Step 1: Intake
Upon selection for a search, we conduct an intake meeting to jump-start the process. As part of this step, we address how best to position the client to the most relevant potential candidates of interest.
In this step we identify our client's "Dream Candidate", and discuss the key points of experience and cultural relevance we are looking for.
Step 1: Intake
Upon selection for a search, we conduct an intake meeting to jump-start the process. As part of this step, we address how best to position the client to the most relevant potential candidates of interest.
In this step we identify our client's "Dream Candidate", and discuss the key points of experience and cultural relevance we are looking for.
Step 2: Pipeline Reports
Over the coming weeks, we will establish a consistent process for identifying, qualifying, and presenting a comprehensive pipeline of potential candidates. We will then preliminarily qualify these executives through research and telephone contact.
From our findings, we will generate a Pipeline Report of potential candidates. The results will be submitted in a standardized format on a weekly basis and reviewed in phone meetings with the client. These weekly sessions serve as a stake in the ground to discuss the search both specifically and broadly.
Step 3: Contact and Selection
Subsequent to initial qualification, we will meet with local candidates in person and remote ones by video conference to conduct in-depth qualifications.
The best of these candidates will be presented to the client for review and selection for direct discussions.
Step 3: Contact and Selection
Subsequent to initial qualification, we will meet with local candidates in person and remote ones by video conference to conduct in-depth qualifications.
The best of these candidates will be presented to the client for review and selection for direct discussions.
Step 4: The Offer
We will partner with the client in the selection of the final candidates and in the offer process.
Typically, we extend the offers, handle the negotiations and deliver the selected candidate. We work diligently to remove potential surprises from the process throughout, inclusive of “pre-closing” candidates.
Lionseye Group will inform the candidates who were not selected, and will run point for on-boarding and follow up as agreed on with the client.

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Case Studies

Case Study

TEGNA

President Digital Transformation

Case Study

Essence

Digital media agency CEO

Case Study

First Look Media

Cause Driven SVP People & Culture

Case Study

TEGNA’S SUCCESS CASE

In addition to the partnerships Lionseye has with companies across the digital native ecosystem, we are particularly proud of the relationships we have that result in bringing senior level digital talent to forward thinking companies with legacy offline business models. One such relationship is with TEGNA, the result of Gannett splitting itself into two publicly traded entities (Gannett & TEGNA) in mid-2015.

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TEGNA’s primary business model is focused on its large network of regional affiliate network (NBC, ABC & CBS) broadcast TV stations. TEGNA’s ad supported revenue model is tactically driven by a combined sales force of approximately 500 local ad sales professionals. This sales force, with its relationships with local businesses across the country, represents a meaningful competitive advantage.

Through a partnership with The Boston Consulting Group, TEGNA was looking to capitalize on its core local ad sales relationships to expand its product offering and revenue streams to include an OTT advertising option in supplement to its broadcast operations. A plan formed to create a new, start-up division within the auspices of TEGNA’s public company structure to define and execute against the core strategy of offering clients an effective and efficient means to extend their audience reach to the digital realm.

Lionseye Group worked in close partnership with TEGNA and The Boston Consulting Group to 1) define what the ideal leadership profile would be for this new division and 2) subsequently executed a tight search process resulting in the placement of the new division’s (now know as Premion) President as well as its Vice President of Business Development.

Case Study

Essence

Essence is a global digital agency recently purchased by WPP’s GroupM and formerly the world’s largest independent buyer of digital media. Clients include Google, eBay, Expedia and Barclays. The agency is more than 450 people strong, manages over $700MM in media spend, and deploys campaigns in 71 markets via offices in London, New York, San Francisco, Seattle, Singapore and Tokyo.

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Challenge: Formed in 2005 in London, Essence has experienced exponential growth over its relatively short life to date. The firm delivers exceptional results for its clients through the application of its proprietary technology to better target, track and measure campaign results. Essence was in need of an experienced digital-centric media agency professional to head its North America operations.

LionsEye Delivers: In just eight weeks, we placed a stellar candidate with Essence to lead the firm’s North American growth. A 22 year agency/marketing/media veteran, he was most recently EVP Managing Director with Starcom MediaVest. He hit the ground running, and has proven a key addition to the firm’s senior management team. As evidence of the candidate’s superior fit and subsequent success, he has since been promoted to the role of CEO of the Americas!

Case Study

First Look Media

First Look Media, founded by Pierre Omidyar, also the founder of eBay, is a truly unique multi-media company that fearlessly puts the First Amendment at the front of all it does. In Pierre’s words, “Our nation is stronger when we protect the rights of individuals to speak their minds, associate with whomever they please, and criticize their government and others in power.”

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We were honored to partner with First Look to run an efficient and effective search for its then newly created role of Senior Vice President People & Culture. We are firm believers in the importance of cultural fit in concert with functional relevance for all of our searches, and the experience working with First Look was successful largely in part due to our understanding of the entity’s uniquely cause driven nature.

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