UpGuard · Executive search
Restarting a critical sales enablement search.
- My contribution
- Restart the search and manage candidate and stakeholder engagement through to an accepted offer.
- Outcome
- An accepted offer approximately 10–12 weeks after restarting the search, followed by positive early feedback.
UpGuard’s growth required stronger sales enablement capability. I took a fresh approach to an unfinished search, identified relevant scaling experience and helped an initially hesitant candidate build confidence in the opportunity.
Restart a search that had not secured an appointment.
UpGuard needed a VP of Sales Enablement to support commercial growth. I picked up the unfinished search in late October or early November, with limited handover and pressure from senior revenue leaders to fill the role.
Find scaling experience beyond the current job title.
I worked with the Chief Revenue Officer and SVP of Global Sales to clarify the profile: someone who understood selling and could develop others through coaching, communication and presentation.
I researched high-growth businesses with comparable deal sizes, sales activity and geographic reach. This led me to a candidate below VP level in a much larger business that had scaled rapidly. Her experience was relevant to the broader remit at UpGuard.
Help a hesitant candidate see the opportunity.
The candidate enjoyed her current role. Across several conversations, I explained UpGuard’s growth journey, stage of development and the contribution she could make. A conversation with the hiring manager helped build her interest and confidence.
I maintained candidate and stakeholder communication through a multi-stage selection process over Christmas, and worked through remuneration considerations with the business.
An accepted offer in approximately 10–12 weeks.
The candidate accepted in early to mid-January. Early feedback was positive about her engagement and initial contribution. My contract ended before I could assess longer-term impact.