Marketing Manager – Lighting
Operating for 50 years, this privately owned Lighting manufacturer has enjoyed revenues doubling over the past six years to £60m in the UK. This increase has been gained through organic growth; with the company operating through a number of autonomously run market sectors (housing, industrial, leisure, transport, education as examples). Over the past 15 years the company have expanded their operation into a number of European and North American countries. The organisation have instilled a progressive, non-bureaucratic culture that rewards commitment and a forward thinking approach. Employees are actively encouraged to empower their ideas, helping the business move forward.
The Marketing Manager would be responsible for developing and implementing marketing strategies that contribute to continued organisational growth. A main objective will revolve around implementing a focus away from a historic reliance on distribution channels. Acting as the driver and visionary to target new sectors, this person will be the steer on a long-term market needs, translating into high growth strategies – particularly the M&E Contractor and specification channels.
The business challenge
Due to the company’s desire to shift sales focus more into the specification field, clearly this person would come from direct competition. To further compound this, due to the diversity of their range, our client wanted someone with exposure to the aforementioned areas within lighting. With the company operating a 7.30am start and being 15 miles from a major town, Collingwood’s Consultant, Mark Goldsmith, would be looking for someone who would be open to relocation.
Following thorough research into the lighting manufacturing marketplace within the UK, Mark presented the client with 62 companies from which to headhunt. After speaking to every Marketing Manager identified (41 Marketing Managers in total) Mark presented the manufacturer with 5 candidates who were interested in the opportunity presented. The client agreed that Collingwood should interview all 5, and face-to-face interviews quickly followed. Mark concluded that 2 candidates in particular stood out.
Having shared management information weekly, both in terms of market reaction to the position, locations and salary expectations, the client was confident in Collingwood’s recommendation and interviewed the 2 candidates put forward. Due to the calibre of 1 of the interested parties being so high, the company offered a 15% increase in expected salary. Mark then managed the offer and relocation phases to successful completion.