How an SAP Retail Technology Specialist Made Their First Strategic Growth Hire
With more than three decades of trusted work in retail technology, TRC has built an exceptional reputation grounded in expertise and long standing client partnerships.
As the business evolved, they saw an opportunity to scale their impact even further.
To support this next stage of growth, TRC looked to hire a senior marketing leader who could strengthen their presence, amplify their expertise, and build a more predictable engine for long term expansion.
Where Speed Meets Quality
Role Hired
Hire secured in 10 days, after two failed attempts with previous SAP-focused recruiters.
Building
Built TRC’s growth engine within the first months.
Process
From technical and alignmen, to meeting the CEO.
TRC is a long standing global consulting and technology provider specialising in end to end SAP Business Suite solutions for enterprise retail brands.
The company has operated for more than 35 years and is trusted by some of the largest retail names across North America. Their longstanding partnerships with industry giants, including SAP and previously Oracle and Microsoft, helped them build a strong presence in the market.
As the market evolved, leadership realised that the company’s next phase required a dedicated expert who could construct a true growth marketing ecosystem.
“A seamless way of hiring talent.
We have worked with the team at SEO for Hire for many years now and we’ve always found their dedication, support, and results to be excellent.
Any time we are on boarding new talent, Josh and his team makes the entire experience seamless without the headaches I used to associate with this process..”
Patrick Nolan
COO of TRC
TRC's Hiring Challenges
TRC is a highly respected, long established enterprise with deep expertise and decades of trusted client relationships.
As they prepared for their next stage of growth, they identified an opportunity to enhance their marketing capability and build the foundations for a more scalable, modern growth engine. This wasn’t about fixing gaps, but about supporting a business ready to elevate its market presence even further.
Their priorities included:
- Introducing a structured marketing and growth function
- Evolving long standing systems and processes
- Finding the right senior marketing leader
- Securing a hybrid strategic and operational marketer
The ideal hire needed to understand the nuances of enterprise technology, blend high level strategy with hands on execution, and build new marketing foundations.
This was a pivotal role for TRC to amplify everything they had built and support their next phase of growth.
Our Strategic Hiring Solution
SEO for Hire reframed the entire search from the start. Instead of prioritising SAP experience, the team focused on identifying someone who could architect a full growth function, challenge systems and create a structured, measurable approach to lead generation.
The first step was aligning closely with TRC’s senior leadership to clarify the real expectations of the role, map out the long term contribution of the hire and define what success needed to look like within the first year.
SEO for Hire approached TRC’s challenge with a full funnel hiring strategy designed for precision and speed.
1. Role clarity and stakeholder alignment
We worked directly with the CEO and senior leadership to define:
• Proper role scope
• Required competencies
• Growth expectations
• First 90 day roadmap
“TRC did not need someone to just run campaigns.
They needed someone to turn 35 years of world class delivery into a repeatable, measurable and scalable growth engine. Our job was to filter for that level of thinking.”
Josh Peacock
Founder & CEO of SEO for Hire
2. High level market search and screening
Instead of prioritising SAP experience, we prioritised:
- Growth strategy maturity
- Ability to build systems from zero
- Enterprise communication skills
- Comfort diving into outdated or legacy processes
- A balance of strategic and hands on execution
Within 10 days we identified the top candidate.
3. Structured interview process
The hiring pipeline included:
- Two technical and behavioural interviews with SEO for Hire
- CEO interview
- Senior leadership interview
- Final stage presentation
The presentation required a 3, 6 and 9 month plan outlining systems, budgets, forecasting and expected ROI.
“Finding a senior marketer who is willing to get dirty, dig into legacy systems and build new structures from scratch is rare.
We worked backwards from that profile and sourced for capability, not titles.”
Daris Benallal
Head of Recruitment
4. Offer and onboarding support
We handled salary negotiation, expectations alignment and onboarding design to ensure an immediate impact once hired.
Results Summary
The Growth Marketing Manager was hired on a 100k salary with performance bonuses.
Within the first 30 days they interviewed every department to understand TRC’s ICP, messaging, voice and market position.
Within months, the business experienced:
1. A complete maturity lift across the company
2. The beginnings of a scalable growth engine
3. A stronger strategic foundation for the next decade
The Takeaway for Agency Founders
Your agency may not be 35 years old, but the lesson is the same.
You cannot scale on referrals alone.
When your systems rely on past reputation instead of predictable demand generation, growth becomes inconsistent and vulnerable. The right marketing hire not only builds an engine but also lifts the entire maturity of your company.
Hiring the wrong person slows you down. Hiring the right builder changes everything.
FAQs
How long did it take to complete the hire?
The full sourcing process took ten days, with interviews and offer management completed shortly after.
Why did previous recruiters fail?
They focused too heavily on SAP background rather than identifying someone capable of transforming TRC’s growth infrastructure.
Did the candidate need SAP experience?
No. TRC needed a systems builder rather than another subject matter specialist.
Was the role remote or location dependent?
The role was fully remote across the UK, which allowed for a broader search without limiting seniority.
What made the role difficult?
The hire needed to embrace both strategy and hands on execution while being confident enough to challenge decades old processes.