Note: Captivate Talent is dedicated to sourcing and placing exceptional individuals, ensuring that our talent pool represents diverse perspectives, backgrounds, and experiences.
This case study includes a diverse hire, furthering our commitment to diversity and our ability to match top-tier talent from all backgrounds with organizations seeking to build a more inclusive and innovative workforce.
When Magic initially approached Captivate Talent, they were approaching 8-figures in annual revenue. They were looking to add a sales leader who could build an outbound motion and put a framework in place.
After finding the right candidate, Magic came back to Captivate a little over a year later when they needed the next level of sales leader.
This time, they needed someone who could elevate the existing sales process and make it repeatable across the entire global sales ecosystem. This person would also need to align sales and customer success—a crucial element to Magic’s sustainable growth.
Captivate once again delivered, finding an experienced sales leader in less than 2 months to help Magic achieve its goals.
“The reason we came back to Captivate to find our Global Head of Sales and Customer Success was because the feedback and iteration was fast the first time.
Within the first 2-3 interviews from Captivate’s candidates, we had the right person in mind.”
Thanks to a tight process executed by Captivate and strong partnership with the senior leadership team, Magic was able to find their ideal hires quickly.
Captivate was able to go from role kickoff to offer in just under 2 months in their most recent search, finding Magic’s Head of Sales and Customer Success.
Consistent communication allowed Captivate to iterate quickly and deliver what ended up being their ideal candidate within the first 3 interviews.
Since Magic was growing rapidly, both hires were needed urgently. They had a list of unique candidate requirements due to the complex nature of their business.
They needed someone who had experience in scaling sales, building a customer success and post sales cadence , working internationally, and, most importantly, operating within the same business model.
Magic had an internal team that had referrals from their network, but they weren’t able to uncover the volume of qualified candidates within the timeframe that they needed.
As the process progressed, they realized they didn’t have the time or resources to commit to building a fully flushed out funnel.
They needed a partner that they could debrief with, that could guide the conversations, show data/history when they needed it, and help them build a reliable scoring rubric.
Captivate Talent integrated with the Magic team seamlessly throughout both searches. Since Captivate already had an extensive network of sales leaders, they could surface appropriate candidates quickly.
Speed and accuracy in candidate delivery allowed Magic to iterate quickly on their ideal candidate profile and feel confident when they identified the right person..
From the beginning, Captivate’s goal was to design a search experience that didn’t require additional work from Magic and didn’t take away from their own process.
Even though Magic already had a strong interview process in place, working with Captivate allowed them to refine it and make it more strategic.
Captivate provided salary benchmarks based on the work they did at similar stages. They consulted Magic’s senior leadership team on compensation plans, job requirements, and screening best practices.
Magic felt that Captiate also did a great job in highlighting why certain candidates were better than others, based on the business needs at the time.