Hiring a VP of Digital for a major television network

The challenge: A successful TV network with headquarters in NYC was behind the curve in transitioning to digital, and they needed to hire an experienced and politically savvy digital operator who could lead a team of 15 creators and partner with other departments to ensure the best content is published online

Television network

Wanted: A politically savvy digital expert to help transition a network

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 twin needs: a person who could partner with other departments, and someone with high content standards who could get the best work out of the team.


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.

little generic box icon

Measurably increase collaboration with other departments within 90 days

Advocate for the content department and develop partnerships with on-air shows to develop original content for online audiences

little generic box icon

Develop popular original content for a general audience that exceeds traffic goals within 180 days

Establish content KPIs across web and social. Lead the team in developing new content ideas and franchises. Assign, edit, and publish work.

little generic box icon

Re-organize the content department to align with new mission within 180 days

Assess the existing team and create a plan to re-organize and hire along newly established content needs

VP Editorial, Digital
Necessary behaviors to achieve outcomes
Candidates must exhibit:
Strategic thinking
Politically savvy
High standards

The results

little generic box icon

22 candidates evaluated

Through a combination of personal network sourcing and online research, we identified 22 candidates that had the requisite skill set. After evaluating those candidates, we chose 7 to join us in a 45-minute screening interview.

little generic box icon

Seven candidates shortlisted

After screening the candidates, we referred seven to our client's hiring committee. To help evaluate those candidates, we provided our client with a custom scorecard that allowed them to force rank the people they interviewed.

little generic box icon

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

We'd love to work with you. So would Tita. That's Tita.

Thanks lover :) If you're super excited to be emailin', try steve@thisisdelightful.com
Well that didn't work. Must be the weather. Try again?
Steve Bryant's dog Tita
We'd like to send you love letters. 100% not creepy.
You're a dear. If you need to get in touch directly, email steve@thisisdelightful.com
Curses. Something went wrong while submitting the form.
© 2022 Superior Hugs, dba Delightful. All rights are lefts.