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Find and hire a senior
As VP of Digital Marketing and Analytics recruiters, we run executive search for VP and SVP of Digital Marketing and Analytics. We place leadership-team operators who run digital marketing on measurement and attribution, own the analytics function, and build the data-driven org beneath them, not channel leads who outsource the numbers. Short list in 30-45 days.
As VP of Digital Marketing and Analytics recruiters, we run executive search for VP and SVP of Digital Marketing and Analytics
This VP seat is for the operator who refuses to separate digital marketing from its measurement. We assess each short-list candidate on whether they genuinely ran channels against attribution and built the analytics to steer them, not just commissioned a dashboard, because that integration is the whole reason the combined seat exists.
A VP of Digital Marketing and Analytics carries both the marketing number and the credibility of the measurement into the exec team, and builds an org spanning channel and analytics talent. We assess for the commercial judgment, org-building record, and executive presence the seat demands.
Our search is led by a Partner inside a collective deep in digital, performance, and analytics talent. She reads a VP candidate's record of running marketing on measurement and building a data-driven org the way a peer on the leadership team would, not the way a resume presents it.
As VP of Digital Marketing and Analytics recruiters, we run retained executive search for the leader who owns digital marketing and its measurement together. VP of Digital Marketing and Analytics, SVP of Digital and Analytics, and VP of Growth and Analytics. These searches open when a company decides marketing and its numbers should answer to one leader: a brand unifying channel marketing and analytics under a single VP, a business building a data-driven marketing org, or an organization that needs an executive who can run the channels and own the attribution that justifies them.
Every retained search starts with a 60-minute working session that ends in a written scope. The scope names what the role owns, digital marketing strategy and channels, measurement and attribution, the analytics function, the data stack, the budget, the org being built or inherited, where it sits on the leadership team, and who it reports to. We calibrate to the combined data-driven mandate, not a channel-VP profile with analytics bolted on.
This search turns on two things a resume understates: whether the candidate truly ran marketing on measurement rather than alongside it, and the org they built and led to do both. We assess each short-list candidate on the channels and attribution they owned together, the data-driven decisions they drove, and how they hired and structured the channel and analytics talent beneath them. The written candidate document maps each candidate's combined track record to your business.
Searches surface candidates from our direct-placement network first, deep in digital, performance, and analytics leadership, then expand via targeted, often confidential, outbound to sitting VPs. Short list lands at roughly 6-8 named candidates with a written assessment per name.
Most retained searches our VP of Digital Marketing and Analytics recruiters run at this level bundle these workstreams.
| Feature | Chameleon Collective | Traditional retained search firm | Contingency recruiter |
|---|---|---|---|
| Time to short list | 14-21 days | 30-45 days | Variable, volume-driven |
| Integration + org-building assessment | Yes, written per short-list candidate | Variable, often a polite glance | Rarely, resume-keyword driven |
| Runs-marketing-on-measurement verification | Yes, assessed explicitly | Inconsistent | No |
| Leadership-team / budget readiness read | Yes, exec-presence assessment | Inconsistent |
Common questions from CMOs, CEOs, and chief data officers evaluating a VP of Digital Marketing and Analytics search.
A VP of Digital Marketing leads channels and acquisition. A Director of Analytics owns measurement and insight. This VP seat sits on top of both: it runs digital marketing on attribution and owns the analytics function, with a leadership-team seat and the org beneath it. We assess for executives who genuinely integrated the two, which is the rare profile this hire requires.
We assess it explicitly. Many VP candidates ran channels and consumed a dashboard someone else built. Our written assessment covers whether each candidate owned the attribution that steered their channels, the data-driven decisions they drove, and the analytics talent they led, with targeted back-channel to confirm it.
Most retained searches at this level close in 45-60 days from kickoff to signed offer, with the short list in 14-21 days. Searches run longer when the combined seat is being defined for the first time, which we flag during calibration.
Most Chameleon retained searches at the VP level run $45K-$95K with a fixed cap, depending on the breadth of the combined mandate and the size of the org beneath the seat. We quote a fixed number after calibration, not a percentage of comp.
Both. We screen against the leadership mandate first, then you and your exec team review every short-list candidate yourselves with our written integration and org-building assessment as a reading aid.
Yes. Our collective includes Fractional and Interim VP-level digital and analytics operators who can hold the leadership seat while the search closes, then hand off cleanly to the permanent hire.
Our retained agreements carry a 12-month no-fee replacement guarantee. If the placement leaves or is asked to leave within 12 months, we run the search again at no fee. At the VP level the calibration depth is what keeps us from using it.
Directly. The engagement partner runs your search end to end, with no junior researcher layer between you and the recruiter.
The marketing number and the measurement behind it cannot drift for a 45-60 day search. Our collective includes Fractional and Interim VP-level operators who can hold the combined seat and steady the org while the search closes, then hand off cleanly to the permanent hire.
Get In Touch
Tell us whether this seat truly runs marketing on measurement, the budget it carries, and the org being built beneath it. We'll tell you what kind of search fits, how long it should take, and what the fixed cap will be.
Our retained agreements carry a no-fee replacement if the placement leaves or is asked to leave within 12 months. We invest heavily in mandate and measurement calibration at the VP level, where a mis-hire is most expensive, so we rarely have to use it.
| No |
| Engagement fee structure | Retained, fixed cap | Retained, % of comp (typically 25-30%) | Contingency, % of comp on placement |
| Replacement guarantee | 12 months, no fee | 6-12 months variable | 30-90 days typical |
| Interim VP bridge | Yes, from internal collective | No | No |
| Onboarding support | 90-day post-placement bridge | Limited to start date | None |
Tell us whether this seat truly runs marketing on measurement, the budget it carries, and the org being built beneath it. We'll tell you what kind of VP search fits and the leadership-team bar.
Spotlight
A deeper read on a few of the operators above: who they are and what they bring.
VP and SVP of Digital Marketing and Analytics placements across consumer brands, DTC businesses, and growth companies, where the seat sits on the leadership team and owns both halves: digital marketing strategy and channels, and the measurement, attribution, and analytics function that proves and steers it, plus the org running both.
Featured Case Study
Mansur Gavriel
Retail & eCommerce
Luxury retail brand Mansur Gavriel was transitioning into a direct-to-consumer business model and needed to rebuild their marketing team to align with this new direction. The challenge was not just about hiring top talent but also ensuring that the new hires seamlessly integrate with Mansur Gavriel's brand values and the new business model.
Chameleon Collective's Dan Clifford stepped in as Mansur Gavriel's Interim CMO. He collaborated with the Mansur Gavriel team to create a marketing and hiring plan that aimed to fill 12 critical roles in brand, eCommerce, and creative fields. The approach involved extensive candidate identification and hiring, with a keen focus on the candidates' alignment with Mansur Gavriel's business transformation.
Under the interim leadership of Dan, Mansur Gavriel successfully hired for crucial roles including Creative Director, Social Media Manager, Growth Marketing Manager, Retention Marketing Manager, PR Coordinator, and eCommerce Manager. In addition, they also successfully replaced their former Director of eCommerce. The transition led to the creation of a strong and culture-aligned marketing team. Chameleon Collective continues to maintain a robust relationship with Mansur Gavriel's leadership, further aiding their growth plans. The placement of their full-time CMO in 2022 marked a significant milestone in the transformation journey.
“When a business needed a leader who could run digital marketing on its numbers and build the org behind both, Chameleon ran the search calibrated to leadership-team scope, placing an executive who integrated marketing and measurement rather than one who kept them apart.”
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