Define the Job Before the Search Begins
A role becomes much easier to discuss when we can picture its actual week. Before a search begins, the useful work is deciding where this person will spend their time, what they will own, and what the team already has covered.
I've seen some wonderfully ambitious job descriptions which seem to be searching for three different people.
A Head of Content role might ask for editorial direction, production oversight, senior client leadership, and new-business development. None of those responsibilities is unreasonable on its own, but the company needs to decide where this person will actually spend their time.
Before opening a search, I'd love to see more creative leaders put the upcoming assignments on the table. Who already owns production? Where does the team need stronger editorial judgment? Which client relationships need a senior partner, and how much room is there for someone to make those decisions?
The title should follow the work, not become a container for every unresolved responsibility.
When a company can explain what success will look like in the actual week, the hiring conversation becomes much more interesting. Candidates can ask better questions, and interviewers have a shared understanding of whom they're trying to find. It's also where thoughtful creative recruiting begins.
Three Questions Before Opening a Search
Put the upcoming assignments beside the proposed job description. Use the work to decide what the role needs to be.
Where will this person spend their time? Name the recurring work and near-term priorities. Check whether the responsibilities can realistically fit into one role.
What does the team already have covered? Identify who owns production, client relationships, and creative decisions today. Be clear about the gaps the hire is meant to address.
What will success look like in the actual week? Describe the decisions and contributions you expect. Use those expectations to align the interview team and help candidates ask useful questions.