The transition doesn’t always
follow the hiring plan.

I take responsibility for agreed marketing priorities during a hiring transition. Work continues while you prepare the role, search, or wait for the start date—and we prepare to pass that work on.

• Customer research, positioning, and messaging where needed
• Core website, sales, and campaign copy
• Campaign direction, specialist briefs, and review of work and results
• A clear handover to the incoming marketer

We agree the priorities, time commitment, decision authority, and transition point. Your team or suppliers coordinate production and specialist implementation.

Progress is disappointing, priorities keep changing, or the working relationship is difficult. We examine the marketing itself and the conditions around it, then put the initial corrections into practice.

• Review the work, results, expectations, and both perspectives
• Distinguish direction, capability, capacity, resources, and working-relationship problems
• Agree revised priorities, responsibilities, and a realistic way to assess progress
• Support the first changes and review what happens

If the previous marketer has left, we review what happened before defining the replacement. The purpose is to reach an honest diagnosis, including when the role or person needs to change.

Before adding another person, we review what the first marketer is doing, what is working, and what is falling short. We work out whether the gap calls for more capacity, specialist expertise, or a change in priorities.

• Review workload, results, capabilities, and available support
• Separate a genuine staffing gap from work that should stop or change
• Define the next role or external specialist contribution
• Clarify responsibilities, resources, and how to assess the options

For an additional hire or specialist support. When the first appointment has failed and you need a replacement, begin with the Reset.