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VP Digital Marketing & Communications - Job creation

/ 01 Our Client's context

Parisian ready-to-wear fashion house with an international reach

Created nearly 10 years ago in Paris, this ready-to-wear company creates collections of minimalist and timeless clothing highlighting the brand’s know-how around the codes of craftsmanship and heritage. Still growing strongly, the house has rapidly expanded its distribution and, although present in over 200 points of sale and in more than 30 countries, its internal operations are still at the “start-up” stage, with a historic team around the Founder, who is heterogeneous, passionate and for some of them, not very experienced.

/ 02 The meeting & the project

Co-defining the mission

We met the founder when he was wondering about the direction to give to his acquisition talent strategy, particularly around the issues of Image, Marketing strategy and communications.

Aware that in order to accompany the strong growth of the brand, in a global context especially in the digital field, he needed to recruit a relatively senior talent to create a strategic marketing and communication pole and then recruit and manage his future teams, he didn’t really know where to start.

/ 03 Our support on this assignment


As always, was designed and thought “sur-mesure”. Upstream, we helped it to qualify its needs and expectations and we studied its internal structure to understand what type of profile in terms of expertise and what type of cultural fit in terms of personality we should seek to approach.

Our solid knowledge of communication and marketing strategies for all levels of positions in the FRLG sector allowed us to clarify the responsibilities, processes, cultural contexts, level of autonomy, salary scales, talent expectations, and to prepare a strategy of approach and sourcing really specific to its context.

/ 04 The result

A structured methodology for success

So, after drawing up the role, the job description, the envisaged talent pool, the selection process and the projection exercises for the shortlisted talents; we started the mission at the end of March 2019.


We were therefore able to immediately approach the talents that we had already pre-identified, organize the first meetings less than 2 weeks after the start of the mission and after a multi-stage selection process chosen by our Client, the finalist talent signed his offer 5 weeks after his initial meeting, i.e. 7 weeks after the start of the mission.


The contribution of the talent we placed proved to be key in supporting the brand’s growth; and after having created its role from scratch, set up the first processes and launched the recruitment of its teams, the digital and strategic transformation of the company’s communication are already clearly visible and differentiating.

Recruit a Talent

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