AC Lion Digital Executive Search

We're thrilled to announce a major milestone here at AC Lion: Stacey has been promoted from Vice President to Managing Director! For over 14 years, Stacey has been an integral part of our leadership, consistently raising the bar as a champion of best practices and strategy. She's dedicated countless hours to training, mentoring, and ramping up our team members, ensuring everyone achieves excellence. Stacey has consistently been a top performer, setting the standard and embodying the very best of AC Lion. This promotion recognizes Stacey’s extraordinary contributions, relentless commitment, and unwavering passion for driving success across our organization. Please join us in congratulating Stacey on this well-deserved promotion- here’s to continued success and leadership! #Promotion #Leadership #ACLion #CareerGrowth #CelebratingSuccess

🚀 Hiring! 🚀 Our client—a fast-growing wellness brand with 350K+ engaged subscribers—is looking for a Director of Business Development to build brand sponsorships from the ground up. If you have the connections, creativity, and deal-making chops to land premium partnerships in media, wellness, and lifestyle, this NY-based hybrid role is for you! Ready to shape the future of wellness content? Reach out to Cary Quintana🔗 #Hiring #BusinessDevelopment #Wellness

🌟 We're Hiring: Platform Sales Director! 🌟 Our client, a trailblazer in data & audience solutions, is scaling fast and looking for a Platform-focused Sales Director to build strategic partnerships with DSPs, DMPs, AI platforms, CDPs, and more. If you’re a driven platform seller ready to make an impact in a high-visibility role, this is your chance to join a team at the forefront of innovation and audience intelligence. Excited to learn more? 🚀 Apply now—link in the comments! 🔗⬇️ #Hiring #AdTech #SalesLeadership

We're excited to share 3 unique SaaS AE opportunities—all individual contributor roles. Whether you're a scrappy enterprise hunter, a market research pro, or a MarTech maven, let's connect to explore your next big move! #SaaS #Recruitment #Opportunities

🚀 Exciting Opportunity Alert! 🚀 We are on the lookout for a strategic VP of Marketing to join a pioneering programmatic media buying and audience intelligence platform. This role is perfect for someone who thrives in highly regulated industries and is ready to lead brand growth and customer acquisition. Key Details: - Location: NYC or DC Area (preferred) - Experience: 10+ years in marketing, with at least 5 years in a senior role within AdTech or Digital Media. - Skills: Proven ability to navigate regulatory requirements like GDPR and CCPA, manage remote global marketing teams, and develop innovative digital marketing strategies. What You'll Do: - Craft and execute a global marketing strategy that expands customer reach while ensuring compliance. - Establish the company as a trusted leader by maintaining consistency and transparency across regions. - Drive engagement through innovative acquisition and retention campaigns. - Stay ahead of evolving regulations to align marketing efforts with legal standards. - Lead and mentor a global marketing team in a remote-first environment, fostering a culture of innovation. - Utilize data-driven insights and automation to enhance marketing effectiveness while adhering to data protection standards. - Oversee the marketing budget to maximize ROI within regulatory guidelines. This is an incredible chance to make a significant impact in a dynamic environment. If you or someone you know fits this profile, I encourage you to connect or share this post. Link to apply in the comments section! #Marketing #Leadership #Opportunity

We've interviewed senior business leaders in the last few weeks, to bring you insights about the hiring issues and business challenges they are facing - and that are impacting the executive jobs market today. Please feel free to add your own experiences and observations in the comments, to add to the discussion.

Traditional assessment methods often don't effectively capture the soft skills of candidates. However, by incorporating gamification techniques into the recruitment process, employers can create fun and engaging evaluation methods that accurately measure these important attributes. Gamification involves applying game design principles, elements, and mechanics to non-game environments. In recruitment, this method allows you to identify potential employees with valuable workplace soft skills such as: > Teamwork. > Communication. > Leadership. > Adaptability > Problem-solving. These competencies are crucial in-game scenarios and are often missed during interviews. While anyone can claim to have strong leadership qualities, gamification provides an interactive way to observe these skills. Learn more about how gamification can transform your recruitment process: https://lnkd.in/dJYvCD56 #Recruitment #Gamification #SoftSkills

Attracting top talent starts with your employer brand. Here’s how to build a brand that top professionals want to join: 1. Showcase what makes you unique. Your employer brand is more than a logo - it’s your company culture, values, and employee experience. Make it clear why people would want to work with you. 2. Emphasize innovation. Growing sectors like fintech, SaaS, and AI demand adaptability. Show your commitment to innovation to attract talent ready for change. 3. Focus on growth opportunities. Top candidates want to grow. Highlight opportunities for professional development and career progression. 4. Foster an inclusive environment. An inclusive work culture is a magnet for top talent. Highlight how your environment welcomes and supports diverse perspectives. 5. Leverage your company values. Your values aren’t just words; they’re what make you stand out. Candidates look for companies where values align with action. 6. Deliver a strong employee experience. Every touchpoint matters. From hiring to onboarding, each interaction should reflect the experience that makes your company a great place to work. Build an employer brand that talent can’t ignore, and you’ll attract the people who will drive your success forward. What’s one quality about your company culture that attracts top talent? Let us know in the comments.

In a fascinating article by Alexander Puutio on Forbes, it's argued that one of the most significant consequences of the AI boom isn't about software—it's about people. We're moving from an era where specialization reigned supreme to one where rangeful universalists are poised to dominate. AI's true transformative power lies in its ability to augment human capabilities, not just replace them. What makes someone a rangeful universalist is their intellectual curiosity and potential that set them apart, allowing them to leap across silos with ease. This shift means human connections and the ability to turn known facts into actionable insights will become paramount. The entrance fee for climbing the modern corporate ladder has historically been specialization. But as AI continues to evolve, rangeful thinkers are likely to rise to the top. Now could be the perfect time to start recruiting these versatile minds. Check out the full article for a deeper dive into this interesting perspective: https://lnkd.in/eeZbzUqR #HiringTrends #AI #Recruitment

How to avoid common hiring mistakes and build a strong team.   Hiring has changed a lot over the last few years.  Remote interviews, AI tools, and higher expectations from candidates have made it essential for companies to rethink how they recruit.  As a result, avoiding costly mistakes is key to finding and keeping the best talent.   Here’s how to improve your hiring process: 1) Focus on soft skills:  Skills like communication, teamwork, and adaptability are more important than ever.  2) Make diversity and inclusion a priority:   Write inclusive job descriptions, use blind recruitment methods, and build interview panels that reflect different perspectives.   3. Modernize your methods:   AI tools, virtual assessments, and social recruiting can help you find and evaluate talent you might miss with traditional approaches.   4) Build a strong employer brand:   Use social media to highlight your culture, share employee stories, and clearly communicate your values to potential candidates.   5) Improve the candidate experience:   Respect candidates’ time, keep communication clear and timely and provide feedback when possible. 6) Balance experience with potential:   Don’t overlook candidates with less experience but strong growth potential. Look for qualities like curiosity, problem-solving, and a willingness to learn.   7) Invest in onboarding:   Set new hires up for success with thorough training, regular check-ins, and strong mentorship. 8) Use employee referrals:   Make the process easy, and reward employees for helping find great talent.   Small improvements in your approach can lead to big results. What steps have helped you improve your hiring process?