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Example candidate
Example candidateSofia M.
National GC VP of Marketing
- VP Marketing at $8B national GC
- Led 3 Directors + team of 12 across BD partnership
- Marketing-to-P&L attribution model owner
SMPSHubSpotBoard-Facing
Retained VP of Marketing search for construction firms — enterprise brand strategy, C-suite marketing-to-P&L accountability, and multi-region marketing team leadership. Construction-industry fluency required. Board-referenced, confidential outreach.
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Example candidateA structured retained-search process for the C-suite marketing seat — where the wrong VP Marketing lets brand equity drift and marketing-to-P&L accountability disappear.
60–90 minute session with CEO / board. Align on brand maturity, marketing-to-BD partnership, marketing team situation, and confidentiality.
Discreet outreach across a targeted candidate universe. Shortlist of 3–5 VP Marketing candidates with board memos, references, and independent 360 diligence.
Final CEO/board slate. Replacement guarantee protects the placement through the transition window.
VPs of Marketing anchor enterprise brand strategy and C-suite marketing-to-P&L accountability. Enterprise-brand history, marketing-to-P&L discipline, and marketing team scale-up experience separate a VP Marketing who compounds pursuit efficiency from one who churns brand budget.
Every VP Marketing candidate has enterprise construction-industry brand history — not agency generalists claiming construction adjacency.
Verified marketing-to-P&L accountability referenced from prior CEOs and CFOs on pipeline attribution and revenue impact.
Reference-verified marketing team scale-up experience from prior team members.
Every candidate is board-referenced, CEO-vetted, and matched to your firm. Anonymized examples below reflect real retained-search profiles.
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Example candidate.png)
Example candidate“VP of Marketing” means different things across firm types and brand maturity. Below are the retained-search specializations we handle:
We’ll help you scope the mandate on the CEO / board kickoff — brand maturity, BD partnership, and marketing team situation.
VP Marketing hires live and die on enterprise-brand history, marketing-to-P&L discipline, and marketing team scale-up experience. Below is what every candidate has documented before you meet them:
Verified enterprise construction-industry brand history.
Reference-verified from prior CEOs and CFOs on pipeline attribution and revenue impact.
Reference-verified marketing team scale-up experience from prior team members.
Verified board-briefing discipline on brand strategy, pipeline attribution, and marketing budget.
Reference-verified BD-side collaboration referenced from prior VPs BD and Directors BD.
Base + variable + LTI + equity architecture aligned with board and CEO expectations before finalists.
Time to CEO / board-facing shortlist is typically 4–6 weeks. Total time to placement is typically 60–120 days.
All VP-level searches are retained. Fee is typically 30–35% of first-year cash comp.
Yes. Retained-search discretion is standard.
Yes. CMO and CBO placements are core adjacencies covered as retained C-suite search.
Every candidate has verified enterprise construction-industry brand history — not agency-side account tenure.
Yes. Every VP Marketing placement carries a replacement guarantee. Guarantee terms are confirmed in the retained-search agreement.
Yes. Team builds (VP Marketing + Directors + Managers) route through executive search plus embedded recruiting.
Generalist ES firms lack construction-industry brand fluency at the VP Marketing level. iRecruit.co VP Marketing recruiters verify enterprise-brand history and marketing-to-P&L discipline — every candidate is matched to your firm.
60–90 minute CEO / board kickoff. We’ll align on brand maturity, marketing-to-BD partnership, marketing team situation, and confidentiality — then start the retained-search process.
