In today’s high-stakes talent market, gut instinct isn’t enough. When you’re hiring executive-level talent to help scale your business, you need insight, foresight, and speed. That’s where data-driven recruiting strategies come in — and why Driggs Search uses a smart, analytics-forward process in every executive search we lead.
One recent search illustrates the power of that approach.
The Challenge: Finding a Forward-Thinking Analytics Leader
Our client — a rapidly growing consumer wellness company — was in the market for a Senior Analytics Manager to help build out the company’s data infrastructure and provide strategic insights to guide its next phase of growth. But they didn’t just need a technical mind — they needed someone who had led teams, managed change, and scaled analytics in complex, global environments.
The Candidate: Why Richie Stood Out
Richie was one of several candidates we reviewed, but data made it clear: this candidate wouldn’t be on the market long. His résumé alone was impressive, but we always dig deeper — using tools, metrics, and our experience to evaluate not just “can they do the job?” but “how will they help this company grow?”
Here’s what the data told us:
- Proven Trajectory: Over a decade with a respected Fortune 500 technology company, Richie had been promoted multiple times, moving from technical support to team leadership to a global analytics role.
- High-Impact Projects: He had developed real-time KPI dashboards, redesigned reporting systems in Salesforce, and helped reduce operational inefficiencies across global teams.
- Assessment Scores: Richie scored in the top percentile on our proprietary leadership and problem-solving assessments — indicators of both cognitive agility and team compatibility.
- Educational Fit: His MBA and technical undergrad gave him the right blend of business acumen and hands-on experience — exactly what the client’s leadership team needed.
- Geographic Advantage: Richie lived just minutes from the company’s headquarters — making him a cultural and logistical fit from day one.
- Right-Time Market Positioning: Our market data showed his compensation expectations were fair — and that someone of his caliber would likely be off the market soon and hired by another scaling company.
The Outcome: Quick Decision, High Impact
Thanks to our data-informed approach, we helped our client move quickly and confidently. They extended an offer before Richie could explore other opportunities — and within weeks, he was already contributing to the company’s executive decision-making processes.
Why It Matters
This case isn’t unique — it’s a clear example of why real-time market intelligence, candidate performance metrics, and a strategic recruitment partner can be the difference between making a great hire and missing out entirely.
At Driggs Search, we don’t just send resumes — we send game changers.
If your company is scaling and looking to build out its leadership team with strategic, data-validated hires, we’d love to show you how our process can deliver results. Contact Scott Driggs, CEO of Driggs Search, at scott@driggssearch.com or 801-253-1818.