Skip to main content
CMO
TEAM

CMO + TEAM RECRUITER TOOLKIT

Is this really one job?

Senior marketing leaders should own the marketing function.

The problem starts when the same VP or CMO is also expected to personally execute across demand generation, paid media, content, product marketing, marketing operations, analytics, AI, and everything else.

Use the Marketing Role Scope Check to separate leadership responsibility from execution workload and see what the company actually needs.

Analyze a Marketing Role

Built for recruiters evaluating VP Marketing, Head of Marketing, and CMO searches.

WHEN TO USE IT

When a marketing search starts looking like five jobs in one.

The Role Scope Check is most useful when a client needs senior marketing leadership but the job description also includes significant hands-on execution.

Use it when you hear things like:

  • “We need someone strategic, but also very hands-on.”
  • “They need to own pipeline and run the campaigns.”
  • “They’ll manage the team, but they’ll also write and execute.”
  • “We expect them to own our CRM, reporting, and marketing operations.”
  • “They should be able to use AI so we can keep the team lean.”
  • “We need one person who can do a little bit of everything.”

Broad ownership is normal for a senior marketing leader.

Broad ownership plus hands-on execution across multiple specialist disciplines is a different problem.

MARKETING ROLE SCOPE CHECK

Separate ownership from execution.

For each marketing function, identify:

  1. whether the senior leader will own it,
  2. whether the senior leader is expected to personally execute it,
  3. whether someone on the existing team already executes it well.
Ownership is not the problem.

The Role Scope Score is driven primarily by hands-on execution burden and uncovered capability gaps.

MARKETING ROLE SCOPE CHECK

Analyze the role.

  1. 01 / 05ROLE CONTEXT
  2. 02 / 05LEADERSHIP + EXECUTION
  3. 03 / 05CURRENT TEAM COVERAGE
  4. 04 / 05REVIEW
  5. 05 / 05REPORT

Tell us about the role.

What does the company most need from this hire? Select any that apply

RECRUITER QUICK REFERENCE

What to do when the search is over-scoped.

If the Role Scope Check shows that the company needs both senior leadership and substantial specialist execution, CMO + Team can become an alternative to forcing all of that work into one permanent hire.

  1. 01

    INTRODUCE CMO + TEAM

    Bring us into the conversation as a fractional marketing leadership and execution option.

  2. 02

    WE SCOPE THE FUNCTION

    We evaluate the existing team, identify capability gaps, and determine what should be led, executed, hired, or supported fractionally.

  3. 03

    YOU STAY PART OF THE OPPORTUNITY

    If the company becomes a CMO + Team client, the referring recruiter can participate in the engagement economics and receive preferred consideration for appropriate future permanent marketing searches, subject to client preference.

Partner Economics

For referred CMO + Team engagements:

15%

of collected service revenue
Months 1–12

5%

of collected service revenue
Months 13–24

At a $15,000 monthly CMO + Team engagement:

Year 1 service revenue:
$180,000
Recruiter share at 15%:
$27,000
Year 2 service revenue:
$180,000
Recruiter share at 5%:
$9,000
Potential two-year recruiter revenue:
$36,000

The recruiter is paid by CMO + Team from collected service revenue. The client is not charged an additional recruiter referral fee on top of the CMO + Team service fee.

WHEN THE SEARCH DOESN’T FIT

Don’t force five jobs into one hire.

Use the Role Scope Check to understand what the company actually needs. If the answer is leadership plus specialist execution, bring CMO + Team into the conversation.

Talk to CMO + Team