CMO – Growth and Brand — Multi-Function Shared-Services Network

The mandate

A Singapore-led shared-services network is trying to attract data, product, controls and transformation talent while seeking larger global mandates. The board has decided that reputation and growth need one evidence-led executive agenda.

The newly created CMO – Growth and Brand will influence a network of approximately 2,050 employees and material partners and services worth around S$690 million annually. Scope includes market insight, employer and enterprise proposition, global sponsor content, executive positioning, communities, digital channels, events and measurement. Commercial and people leaders own mandate and workforce outcomes. The CMO ensures that what the network claims is distinctive, true and experienced consistently enough to earn consideration.

This is not a consumer-brand assignment and should not produce a high-volume recruitment funnel. The leader must choose scarce audiences, establish why credible candidates and sponsors decline, and fix the proposition with operating owners before buying reach. Confidential client work and internal performance data need careful evidence design rather than vague superlatives.

The network operates across countries with different employment markets and cultural interpretations of headquarters language. A common brand should create recognition without erasing relevant local proof. The CMO will set principles and evidence standards while allowing market teams to express them credibly.

Reputation during operational difficulty will be part of the mandate. A service incident, workforce decision or sponsor disappointment can expose a gap between polished messaging and accountable response. The CMO will establish escalation, fact verification and spokesperson discipline, working with legal and operating owners without suppressing legitimate employee or customer concerns. Recovery communication must explain what changed and avoid using brand activity to outrun unresolved service facts.

Internal leaders will receive practical guidance on evidence, disclosure and when silence damages trust more than a careful factual response.

Why this seat is open

No predecessor exists. The board approved planned new hiring after separate talent, communications and sponsor campaigns failed to address the capability gap coherently. A four-to-six-month process permits assessment across B2B services, technology and specialist-talent marketing. Current functions continue their approved work until the CMO establishes priorities.

What you will own

• Research priority talent and sponsor audiences, including non-selection, declined offers and lost mandates.
• Define a network proposition grounded in real careers, services, outcomes and executive access.
• Remove claims that cannot be substantiated and assign operating owners to proposition gaps.
• Build evidence for global sponsors without revealing confidential clients or protected performance data.
• Create specialist communities and expert-led content with clear consent and information safeguards.
• Align candidate, onboarding, employee and sponsor experiences around the same core promise.
• Measure qualified consideration, conversion, pivotal retention and mandate influence alongside channel performance.
• Build an internal brand and growth team and govern agencies against accountable outcomes.

The first 12 months

During the first 90 days, the CMO will complete a perception and proof audit, select two scarce-talent segments and one global sponsor audience and remove unsupported messages. Baselines will include qualified application, offer acceptance, six-month retention and sponsor consideration before campaigns launch.

By month eight, expert-led propositions should operate in selected markets, candidate journeys should reflect verified work and sponsor materials should use referenceable service outcomes. Agency scope will narrow to specialist capability, and executives will follow common disclosure and evidence standards.

At year-end, qualified applications in target segments should improve by 30%, offer acceptance by 12 percentage points and six-month retention by five points. Sponsor consideration for the selected mandate should rise by 20%, with no substantiated misleading claim, confidentiality breach or employee advocacy issue.

What the board will measure

• Alignment of promise, employee experience and sponsor evidence.
• Quality and conversion in scarce markets rather than gross reach.
• Brand influence on funded global mandates and pivotal retention.
• Responsible expert advocacy and treatment of confidential information.
• A strong internal team with lower dependency on broad agency activity.

The person

You are a CMO or senior B2B technology, professional-services or employer-brand executive who has shaped consideration among scarce specialists and enterprise decision-makers. You use research and operating proof rather than slogans. Experience connecting talent and commercial reputation in a global network is particularly relevant.

You bring 22–28 years of experience and have influenced a portfolio above S$395 million and an employee or partner audience of 1,450 or more. Evidence should include a claim you withdrew, a specialist market you improved and a sponsor decision your work influenced. The board expects commercial discipline and information judgement.

This is an onsite Singapore role with travel across the network’s principal talent and sponsor markets.

Compensation and terms

Base pay is S$360,000–480,000 plus annual incentive. Performance will cover qualified talent outcomes, sponsor consideration, mandate influence, reputation integrity and team depth. Impressions alone create no reward. Final terms depend on relevant scope and current mix, with the planned process able to consider contractual notice.

Confidentiality

The network, services, employee research and sponsor opportunities remain anonymous. Further evidence is available only to qualified candidates under confidentiality. The Singapore base and approximate population should not be used to infer the employer.