Customer success story

A Remote COO For a 250+ International Team Content Agency

Industry
Writing and Editing
Location
United States
Type
B2B

Roles hired

David Peterson

COO

The Intro: 

Vincent D’Eletto & Tommy Joyner – the CEO & CMO at WordAgents – a Content Agency with an international team of over 250 members needed to hire a COO for their agency.

Initially working with a Fractional COO who had already brought a TON of value to the team by setting up their systems and processes on top of helping the team develop their strategic plans, the co-founders still felt overwhelmed with the task of running the company’s day-to-day operations.

It was then that they realized that perhaps what they needed more was a  full-time COO who can work closely with the team in developing strategies and implementing them with the aim of effectively reaching the company’s lofty goals. However, finding the right candidate was a challenge.

The Challenge:

At that time, WordAgents was just starting to develop its internal HR Team. Already stretched thin with the company’s activities, they realized they needed help in finding their ideal candidate for COO.

“We felt that we needed outside help bringing on an executive,” Vincent says. “We just wanted the right candidate in the seat so we can move forward as quickly as possible.”

Having decided that a recruitment agency was the way to go in finding them an A-player candidate, they decided to look for an agency that could understand their niche market on top of having a deep understanding of how remote work and online marketing agencies operate.

“We interviewed, I don’t know if five or six other services (before Remotivate) and no one else could really understand what that role is”- said Vincent.

“That’s actually a problem with some recruitment agencies.” Anna, the COO of Remotivate, a remote-work-focused recruitment agency states. “Besides lacking comprehension of the companies they represent, most are not really equipped to handle remote-specific positions.”

The Solution:

Working with Remotivate, Vincent and Tommy are appreciative of how streamlined and efficient the processes were.

“Just being able to see all the candidates in one view in the ATS system, see their various scores for their interviews, to see their various documents and resumes, you know, it just made life so easy” – said Vincent.

Tommy also adds that finding the right candidate on their own would have been difficult and time-consuming, taking approximately six months.

In just three weeks, Remotivate was already able to connect them with three highly qualified candidates, saving them valuable time, money, and effort.

The whole hiring process involved inviting over 300 candidates which were narrowed down to a pool of 53 qualified applications.

Those 53 applicants were sorted and further filtered to produce a selection of 5 candidates and were interviewed by Remotivate’s hiring managers.

The result was the top 3 candidates who were then endorsed to a final chat with the co-founders.

The Result:

The top 2 frontrunners who were selected after their conversations with the company’s CEOs were then sent their final test projects. The test project would prove to be the most critical part of Word Agents’ final selection of candidates.

Candidate A was a perfect culture fit. However, the test project submitted while reflecting high-level ideas and plans didn’t quite contain the substance and detail that the company’s founders were looking for. 

Candidate B provided an extremely detailed plan for how they would execute a plan of action for the business’ main challenges within 90 days.

So the decision was made!

Remotivate jumped in to complete reference checks and provide the selected candidate with an offer. 

“So far, it’s been a fantastic fit. Really, not only is David on the same wavelength as Tommy and I, but he’s been able to jump in with the team right away and just really make a connection almost immediately”- reports Vincent.

“We’ve already established that he’s the guy that we want to have here moving forward” – adds Tommy.

If you or your team could use some help hiring an A-player, or even if you just need more qualified candidates for your pipeline, just grab a time slot on Anna’s calendar here, and book a free demo call with her to find out how to take your remote hiring process to a whole new (and much better) level!

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