TRC

TRC

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.

The brief

As the market evolved, leadership realised that the company’s next phase required a dedicated expert who could construct a true growth marketing ecosystem. To support this, 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.

“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

The challenge

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. 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.

Previous recruiters had focused too heavily on SAP background rather than identifying someone capable of transforming TRC’s growth infrastructure, and both attempts had failed.

The process

Search 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.

1. Role Clarity and Stakeholder Alignment

Search For Hire worked directly with the CEO and senior leadership to define the proper role scope, required competencies, growth expectations, and a 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 Search for Hire

2. High-Level Market Search and Screening

Instead of prioritising SAP experience, the search prioritised growth strategy maturity, ability to build systems from zero, enterprise communication skills, comfort diving into outdated or legacy processes, and a balance of strategic and hands-on execution. Within 10 days, the top candidate was identified.

3. Structured Five-Stage Interview Process

The hiring pipeline included two technical and behavioural interviews with Search For Hire, a CEO interview, a senior leadership interview, and a 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 for Search for Hire

4. Offer and Onboarding Support

Search For Hire handled salary negotiation, expectations alignment, and onboarding design to ensure an immediate impact once hired.

The outcome

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 a complete maturity lift across the company, the beginnings of a scalable growth engine, and a stronger strategic foundation for the next decade.

Why this matters

For established businesses making their first dedicated marketing hire, the temptation is to hire for category knowledge, someone who already knows the industry. TRC’s experience shows why that instinct can fail. What they needed was not another SAP specialist. They needed a systems builder: someone who could take 35 years of world-class delivery and turn it into a predictable, repeatable growth engine.

Reframing the brief, away from SAP experience and towards growth architecture capability, was what unlocked the right candidate pool. That reframe was only possible because Search For Hire took the time to understand what success actually looked like in the role, not just what the role was called.

The five-stage interview process, culminating in a 3/6/9 month plan with budgets and ROI forecasting, ensured that the hired candidate had already demonstrated strategic depth before day one.

That level of process rigour is what separates a confident hire from a costly gamble, especially for a first-time marketing investment of this scale.