Filling a critical role at a renowned publication

The challenge: With exciting new leadership and facing a full online relaunch, a renowned legacy publication with headquarters in NYC needed to hire a hard-nosed and creative newsroom leader who could partner with the EIC to develop coverage areas, expand the newsroom, edit copy, and mentor a young team

Online Publication

Wanted: an experienced newsroom leader to grow a re-emerging title

We use scorecards to help clients identify exactly what they want their hire to achieve. After researching the client's business and goals, we developed a job description and scorecard that emphasized the client's start-up nature and exciting journalistic vision, and which would help us identify excellent candidates who were excited to achieve the organization's goals


What a person needs to accomplish in this role. Where job descriptions focus on what the person will be doing, outcomes focus on what the person must get done. Most of the jobs we hire for have three to eight outcomes. Below is a sample list of appropriate outcomes for this role.

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Develop the business beat to publish shareworthy content within 60 days

Work with the EIC to articulate the business beat's mission and prioritize appropriate stories. Assign staff and freelance to prioritized stories. Edit and position to reflect the publication's mission and voice.

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Hire 2-3 reporters within the first 180 days

Source, interview, and hire reporters (experienced and young/hungry) who are excited to relaunch a publication, don't want to spend their days aggregating other pub's stories, and can write the second day story first

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Improve the output of junior reporters within the first 180 days

Mentor the cub reporters in the newsroom, leading them to select and write stories that align with the publication's mission and grab the right kinds of attention

Business Editor
Necessary behaviors to achieve outcomes
Candidates must exhibit:
High standards
Organization and planning
Ability to hire
Strategic thinking

Exceptional candidate hired within eight weeks

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75 candidates evaluated

Through a combination of personal network sourcing and online research, we identified 75 candidates that had the requisite skill set. After evaluating those candidates, we chose 12 to join us in a 45-minute screening interview.

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Five candidates shortlisted

After screening the candidates, we referred five candidates from a variety of publications, and who had a diverse (but on-target) set of reporting and editing skills.

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One dynamic hire

After several rounds of interviews, we helped our client make an offer to the candidate that possessed both the requisite skills and the engaging personality to succeed in a dynamic, growing organization.

Our recruiting process

Based on our 15 years of experience building teams and hiring for clients, and using the wisdom of Randy Street and Geoff Smart (Who: The A Method for Hiring), we've developed a powerful methodology for consistently sourcing the best candidates:

Get to know the business and understand the opportunity

The first thing we do is get to know your business, your products, your customers, and your personnel. These are simple but powerful conversations that help us build a complete picture of where you've been, where you're going, and who you need to help you get there.

Develop the hiring strategy and job description

We help you position the role within the org and the marketplace. Then we help you refine, or we create from scratch, a job description that matches that strategy and is designed to capture the attention of the target candidates.

Create the hiring scorecard

We create a scorecard that describes exactly what you want a person to accomplish in the role. The scorecard lists outcomes and competencies you're looking for, giving you a clear picture of what the person you seek needs to be able to accomplish.

Source the candidates

We don't just post job descriptions on hiring sites. Using the hiring strategy as our guide, we ask our network for referrals and target appropriate sectors to find qualified people who may not be actively looking for a new role.

Help select the talent

We work with your hiring manager to develop an interview process that makes sense for your org. We assign roles and specific questions to interviewers, then help you rank candidates according to the scorecard. Finally, we help you make the offer. If desired, we can operate as both a facilitator and a negotiator on your behalf.

Let's work together

We'll find them for you

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