For founders and executives building Commercial and Digital teams.
Replace bottlenecks and firefighting with control, momentum, and growth by putting the right people in charge when execution matters most.
The situation most leaders face
You don’t hire for convenience.
You hire when execution becomes the bottleneck.
What usually shows up first:
You’re pulled into daily problems your team should own
Projects slow down. Deadlines slip.
Growth targets come under pressure.
Board and leadership conversations get more tense.
The truth
Too often, the way hiring is handled doesn’t relieve this.
Instead, it creates friction.
It delays execution.
It increases the risk of the wrong decision.
This is the moment when hiring becomes either a liability — or a real growth lever.
When hiring becomes a growth lever
This isn’t about filling headcount.
It’s about putting the right ownership in place to change how the business runs.
What clients typically see:
Clear accountability instead of constant escalation.
Faster execution and reliable delivery.
More focus on strategy.
Predictable growth instead of reactive scaling.
A business that runs without founder dependency.
Stronger execution. More control.
A business that keeps moving when you step away.
Where hiring became a growth lever
Ontruck — Chief Revenue Officer (VC-Backed SaaS Scaleup)
Pressure
Business expansion under investor pressure, with no revenue leader in place. Go-to-market execution and revenue targets at risk.
Results
- Chief Revenue Officer hired in 44 days
- Promoted to COO after 3 years
- The company reached profitability
What changed
A dedicated CRO took over sales execution, freeing the CEO to focus on scaling the business.
“Leopold stood out by his strategic approach and insights — we only interviewed top-notch candidates.” — CEO, Ontruck
YOGABODY — Growth Leadership Build (Founder-Led Ecommerce Startup)
Pressure
Growth heavily dependent on paid acquisition, limiting scalability and putting pressure on margins.
Results
- +20% YoY organic growth
- 3 senior growth hires still in role after 2+ years
- Reduced dependency on paid acquisition
- Average hiring cycle shortened to 31 days without sacrificing retention
What changed
An internal organic growth engine was built, reducing reliance on paid channels and stabilising long-term growth.
“Leopold played an integral role in our recent hires. He was thorough and professional and ultimately very successful in helping us fill some very important positions. Highly recommend.” — CEO & Founder, YOGABODY
SamBoat — Marketing & Product Leadership Build (Marketplace Scaleup)
Pressure
Rapid European expansion without senior Marketing and Product leadership in place. Growth execution and international rollout at risk.
Result
- 4 senior leadership hires delivered in 38 days average
- CMO, SEO Lead, Senior Product Manager, Senior Product Designer
- +28% revenue growth YoY
What changed
Marketing and Product execution moved from fragmented ownership to dedicated leadership, allowing SamBoat to scale faster across markets.
Leopold delivered fast, efficient, and pragmatic solutions — top-quality candidates aligned with our goals.” — CEO, SamBoat
Avis Budget Group — In-House Performance Marketing Build (Global Enterprise)
Pressure
Building an internal performance marketing team to replace agency dependency across EMEA. Revenue performance and campaign control at risk during the scale phase.
Result
- 6 senior performance marketers hired in 36 days
- Multilingual EMEA team built (FR, IT, DE, NL, EN, NO)
- +22% YoY revenue growth
- +25% YoY profit growth
- Average team tenure: 2 years 9 months
What changed
Performance marketing execution moved in-house, giving leadership direct control over acquisition performance, margins, and scaling decisions.
“Working with Leopold was a game-changer. High-quality candidates started flowing, and half of my team was built through his support.”– Performance Marketing Director, Avis Budget Group
Regus — Multilingual Sales Hub Build (Global Enterprise)
Pressure
Launching a new European sales hub in Barcelona with little margin for delay. Revenue continuity depended on building a multilingual sales team fast.
Result
- 53 multilingual sales hires delivered in 8 months
- 35-day average time-to-hire
- +35% revenue growth within 12 months
Impact
Sales leadership launched a fully operational European hub on schedule, avoiding ramp delays and protecting revenue momentum during relocation.
“The task was enormous… Leopold consistently delivered quality hires with minimal attrition.” — Sales Director, Regus
How I work
One accountable partner.
One business-critical outcome.
What this means in practice:
You work with one decision owner from first discussion to final decision.
Role scope and expectations are pressure-tested against real market conditions before hiring starts.
Candidates are evaluated on execution ability and ownership, not just experience on paper.
I stay involved through decision and early onboarding to reduce early failure risk.
The objective: A hire that performs, holds, and creates leverage inside your business.
Who this is for
This is designed for leaders who:
Treat hiring as a business decision, not an HR task.
Expect ownership and execution, not just role coverage.
Are under real growth or delivery pressure.
Want one accountable partner, not a fragmented process.
It’s not built for transactional recruitment.
It’s built for business-critical roles.
Next step
If this reflects your situation, the next step is a short strategy conversation.
We’ll use this call to:
Clarify the real execution problem the role needs to solve.
Define what this hire must actually deliver.
Identify risks before committing to the search.
Decide whether now is the right moment to move.
Make the decision with clarity and control.
No pitch. We assess the hiring problem and whether it’s the right moment to move.