The hiring challenge
The agency did not need a Creative Director who only reviewed concepts. The person had to manage important client relationships, understand the account commercially and still be close to the creative work — content ideas, campaigns, direction, production and the quality of the final output.
That combination made the pool much smaller than a normal creative-title search. Portfolio quality alone was not enough; client ownership and delivery responsibility mattered just as much.
Our recruitment approach
mujobs mapped creative leaders across agencies and adjacent environments, screening for the combination of client-facing responsibility, creative ownership and production depth. Outreach was built around the actual scope of the role rather than a generic Creative Director vacancy.
More than 110 relevant candidates were mapped and the search achieved more than 78% positive replies from the targeted market.
For employers hiring a Creative Director, MuJobs combines role-specific market mapping, active sourcing and direct candidate outreach. We clarify relevant experience, motivation and availability, then coordinate the next conversations around the hiring brief.
The outcome
The position was successfully closed in 2.5 weeks. The search gave the agency both the hire and a wider view of senior creative talent in the Swiss market.
Understanding the position
Creative leadership combines taste, judgement and the ability to deliver through other people. When client ownership is part of the position, the profile also needs commercial confidence: understanding the brief, managing expectations and protecting the quality of delivery. A portfolio should be read alongside the person’s role in making the work happen.
Questions that make the brief more precise
- What did the person direct, create and delegate?
- Which client relationships and commercial conversations did they own?
- How did they move a concept into production while maintaining quality?
Planning your next recruitment assignment
Start with the work the new person will own, the business context and the constraints that cannot change. Separate essential experience from preferences. That gives the market mapping a clear direction and makes it easier to explain why someone belongs on the shortlist.
A similar title is only a research starting point. In an initial conversation, we would clarify the project or team, the practical conditions and the evidence you need to make a decision. The scope of sourcing, candidate qualification and interview coordination can then be agreed around the actual requirement.
Marketing recruitment that connects ideas and execution.