The Challenge
This agency runs enterprise engagements in the Adobe Digital Experience ecosystem, selling multi-crore, multi-quarter deals into BFSI and large conglomerates. The role they needed to fill — Director of Growth — wasn't a volume hire. It called for someone who could carry a large new-business quota, sell credibly to CMOs and CTOs inside complex buying committees, diagnose ambiguous problems (is this a marketing issue, a data issue, or an experience issue?), and work fluently with ecosystem partners like Adobe to shape and close deals. Getting a senior leadership hire like this wrong costs far more than taking the time to get it right.
What Changed
Scooter sourced and screened 80 candidates against the company's specific bar for the role. Finalists went through a structured video interview scored against the actual judgment calls the role demands: how they open a conversation with a senior enterprise stakeholder, how they've personally led a large, complex deal end-to-end, how they'd diagnose a client's ambiguous martech problem, and how they've worked with an ecosystem partner to shape an opportunity. That structured format let the hiring team compare finalists on substance, not just resume pattern-matching.
The Results
The candidate ultimately hired had the strongest video interview performance in the pool, with a leadership background spanning MarTech and AdTech roles, including running his own venture and leading enterprise accounts at a global media agency. He came in above the company's original budget band. The company chose to pay for the stronger match rather than compromise on a cheaper candidate — a call the structured video evidence made easier to justify internally, since the hiring team could see and hear the candidate defend a real deal story rather than take a resume's word for it.
Hiring for a senior, quota-carrying leadership role? Talk to Scooter.