Executive search for a Sales and Marketing Director of an Engineering Company

The Overview

An established engineering company needed a Sales and Marketing Director to improve sales operations and lead long-term growth. Specialising in gear and actuation products, the company required someone with both technical expertise and strong commercial skills.

The short-term focus was to streamline sales processes and systems. Mid-term goals included growing the customer base and improving satisfaction. Long-term, the role would evolve into a leadership position, shaping the company’s future direction.

The company sought someone who could make an immediate impact while driving lasting change.

Understanding the Role and Sector Research

The Sales and Marketing Director position was central to the company’s strategy, focusing on:

• Optimising sales processes and securing orders.
• Building strong customer relationships to ensure loyalty.
• Increasing market share through smart strategies.
• Leading the sales team and driving high performance.
• Designing marketing campaigns to improve visibility.
• Managing multimillion-pound budgets and KPIs.
• Negotiating contracts for mutual benefit.
• Leveraging engineering expertise to meet customer needs.

The niche nature of the gear and actuation industry required a combination of technical knowledge and commercial leadership. Our sector research highlighted candidates who had experience in similar industries and were comfortable with tools like Monday.com.

Finding the Perfect Candidate

To locate the best candidates, we tailored our search. Key efforts included:

1. Market Research: Targeting professionals with over ten years of sales or marketing experience, ideally in engineering or technical sectors.
2. Technical Focus: Prioritising candidates with mechanical engineering degrees and experience in gear actuation or similar fields.
3. Leadership Assessment: Evaluating candidates capable of mentoring teams, tracking performance, and managing processes.
4. Cultural Fit: Seeking individuals aligned with the company’s values of ambition and customer-centricity.
5. Strategic Vision: Checking for candidates with strong contributions to both short- and long-term business goals.
6. Proven Change Agents: Selecting individuals with experience in leading organisational change and fostering results-driven cultures.

We narrowed the pool to candidates combining technical expertise with leadership and strategic capabilities.

How We Finalised Our Shortlist

To refine our shortlist, we assessed candidates based on:

1. Relevant Experience: Confirming alignment with the company’s technical and commercial priorities.
2. Leadership History: Evaluating their success in setting up effective sales processes and inspiring teams.
3. Cultural Fit: Using interviews to ensure alignment with the company’s values and vision.
4. Technical Acumen: Testing their ability to communicate solutions and work across technical departments.
5. Strategic Thinking: Reviewing their ideas for growing market share and improving processes.

We presented a shortlist of leaders who matched the position’s demands and strategic goals.

The Outcome

Within ten weeks, we placed a candidate with more than 15 years of senior sales experience in the engineering sector. They had expertise in gear actuation, a degree in mechanical engineering, and a proven record of delivering results.

Since joining, the new director has:

1. Improved Sales Systems: Boosted productivity through streamlined processes.
2. Expanded Customer Reach: Added key accounts and strengthened loyalty among existing clients.
3. Transformed the Team: Built a high-performing team, fostering a collaborative culture.
4. Increased Market Presence: Launched campaigns to boost visibility and market share.
5. Achieved Revenue Milestones: Took significant steps toward meeting the eight-figure order intake goals.
6. Enhanced Company Values: Improved employee alignment with the business’s vision, driving engagement.

The director’s impact highlights the importance of recruiting for both immediate results and sustained growth.

Final Thoughts

This case shows how hiring leaders who combine technical expertise, strategic thinking, and cultural alignment can drive lasting success. The right recruitment strategy ensures businesses not only meet current goals but also build foundations for the future.

We specialise in matching companies with visionary leaders who inspire teams, drive change, and deliver measurable value.

For more information, contact us:

Call: 0207 160 6996
Email: info@executiveheadhunters.co.uk