How We Recruited Seedtag’s North American Leader in Less Than Three Weeks

How We Recruited Seedtag’s North American Leader in Less Than Three Weeks

Executive Search Client

Seedtag
Global Neuro-Contextual Advertising Company

MarketSearch Recruiting
Specialists in Retained Marketing, Growth and Go-to-Market Executive Search

Search Assignment

Managing Director, North America
U.S. Market Launch and Expansion

Search Outcome

Accepted offer in less than three weeks
The placed executive later became President, North America and was subsequently promoted to Global Chief Revenue Officer.

Executive Summary

Seedtag’s CEO came to us directly from the company’s headquarters in Spain with an important U.S. growth assignment: recruit the senior executive who could launch, build and lead Seedtag’s North American business.

This was not a search that could be handled by posting a job and waiting. Seedtag needed a proven digital media executive who could provide executive-level consulting, build the go-to-market plan, establish credibility with agencies and brands, and translate a successful international business into the U.S. market.

We understood the mission immediately. We went directly into our trusted network, found the right executive and completed the retained search—from signed terms to an accepted offer—in less than three weeks.

The long-term outcome is the real story. The executive we placed was promoted to President, North America and then, in May 2025, to Global Chief Revenue Officer. Under his North American leadership, Seedtag reported 120% year-over-year regional revenue growth in 2024, including an 88% year-over-year increase in the U.S. during the first quarter.

That is what a successful executive search should look like: fast when it needs to be, exact from the start and valuable years after the placement is made.

About Seedtag

Seedtag is a global Neuro-Contextual Advertising company. Powered by Liz, its proprietary AI built on neuroscience, Seedtag decodes real-time signals of interest, emotion and intent to deliver relevant, privacy-first advertising across CTV, video and the open web.

The company operates at the intersection of contextual advertising, artificial intelligence, digital media and privacy-first audience engagement. Its specialties include contextual advertising, contextual targeting, Neuro-Contextual Advertising, exchange technology and digital advertising.

The Client Situation: A Global AdTech Company Entering the U.S.

Seedtag had built a strong international business and was ready to move quickly into the U.S. market. The opportunity was significant, but so was the importance of getting the first senior North American leader right.

The person stepping into this role would not inherit a mature U.S. operation. This executive would be responsible for helping shape it.

Seedtag needed someone who could understand the technology, communicate its value, advise at the executive level and create a practical market-entry strategy. The person also needed the credibility, relationships and commercial instincts to build momentum inside a highly competitive digital advertising market.

For an international CEO leading the search from Spain, this also required a retained search partner who already understood the U.S. talent market and did not need to be walked through the digital media landscape.

The Leadership Challenge: Finding a Builder, Adviser and Commercial Leader

The title was Managing Director, but the mandate went well beyond general management.

Seedtag needed a senior leader who could:

• Build and execute the North American go-to-market plan
• Provide executive-level digital media consulting
• Introduce Seedtag to agencies, advertisers and strategic partners
• Translate a global value proposition for the U.S. market
• Build early commercial traction and a strong market presence
• Operate comfortably across marketing, media, sales and revenue strategy
• Create a team and operating foundation capable of scaling
• Represent the business with the maturity and credibility expected of a market leader

This was a very specific profile. Seedtag did not simply need an available executive. It needed a proven operator with the right network, the right market experience and the ability to build something from the ground up.

The Search Mandate

We were retained to identify and recruit the executive who could lead Seedtag’s fast U.S. launch and establish its North American business.

We aligned with the CEO on the real mission behind the title: find a digital media leader who could combine strategic consulting, go-to-market planning, commercial leadership and hands-on market building.

The cultural match mattered just as much. The successful candidate needed to work effectively with a Spain-based CEO and global leadership team while moving independently and decisively in North America.

Our Process

We did not post the position and sort through applications. We went directly to the market and into a network we already knew and trusted.

Because we understood the mandate from the beginning, there was no wasted motion. We focused on executives with credible digital media experience, strong agency and brand relationships, a consultative approach and a clear record of building go-to-market plans.

Our process centered on four things:

1. Getting the mission right. We defined the business outcome Seedtag needed, not simply the responsibilities attached to a title.
2. Working from a trusted network. We directly approached executives whose experience and reputations were already known within the digital media market.
3. Testing for builder mentality. We looked for someone who could create the North American operation, not merely manage an established team.
4. Moving with urgency. We kept the CEO close to the process, maintained direct communication and moved quickly when the right candidate was identified.

The result was an unusually efficient retained executive search: less than three weeks from signed terms to the candidate signing the offer letter.

The Placement

We recruited the successful executive directly from our trusted network to lead Seedtag’s expansion in North America.

He brought the combination the assignment required: deep digital media experience, executive-level advisory ability, commercial judgment and the ability to turn a go-to-market plan into an operating business.

This was not a resume match. It was a mission match.

The Measurable Outcome

The clearest measure of an executive search is what happens after the person is hired.

The executive joined Seedtag in 2022 to spearhead its North American operations. He was promoted to President, North America and then named Global Chief Revenue Officer in May 2025, taking responsibility for worldwide revenue strategy across Seedtag’s markets.

Seedtag publicly reported that, under his leadership:

• North American revenue grew 120% year over year in 2024
• U.S. revenue increased 88% year over year during the first quarter
• Canadian operations reached EBITDA profitability within nine months of launch
• The company expanded relationships with major brands including Amazon, Toyota, NerdWallet and Jaguar Land Rover

MarketSearch was initially hired to solve a North American leadership need. The executive we placed grew into a global C-suite role.

That is a huge success for Seedtag, for the candidate and for MarketSearch. It demonstrates what happens when a client is clear about the mission, the search partner understands it completely and the right person is brought into the business at the right time.

Why This Search Matters

Fast searches are only impressive when the outcome lasts.

The speed here came from preparation, specialization and network—not from cutting corners. We knew the digital media market, understood exactly what Seedtag’s CEO was asking us to solve and had direct access to the kind of executive the company needed.

The person placed did more than accept the job. He built the region, produced measurable growth, earned multiple promotions and ultimately took on Seedtag’s global revenue leadership.

That is the standard we want attached to our work.

“We understood the mission 100%, went directly into a network we trusted and delivered the right executive in less than three weeks. His progression from launching North America to becoming Global Chief Revenue Officer is the best possible measure of the search.”
— David Honig, MarketSearch Recruiting

Why CEOs Use MarketSearch for Senior Marketing and Growth Leadership

MarketSearch is a retained marketing executive search firm built around specialization. We place senior leaders across marketing, growth, demand generation, product marketing, performance marketing, digital media, eCommerce, communications and revenue-focused go-to-market roles.

We work directly with CEOs, founders, private equity firms and senior hiring leaders when the assignment is important, time-sensitive and too specific for a generalist search process.

We do not post and wait. We define the mandate, identify the relevant market and directly recruit proven leaders—many of whom are not actively looking for a new role.

Our job is not to send volume. Our job is to understand the mission and deliver the right person.

Ready to Hire a Senior Marketing, Growth or Go-to-Market Leader?

If your company is entering the U.S., building a new market, replacing a senior leader or needs an executive who can create measurable growth, let’s talk.

MarketSearch will help define the mandate, identify the right talent market and recruit a leader capable of creating real long-term value.

Speak directly with David Honig about your search.
Email: MarketSearch29@gmail.com
Website: www.marketsearchrecruiting.com

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Frequently Asked Questions

What executive did we recruit for Seedtag?

We recruited the executive who would lead Seedtag’s launch and expansion in North America. The assignment centered on building the U.S. go-to-market plan, providing senior digital media leadership and establishing the company’s regional commercial operation.

How long did the Seedtag retained executive search take?

The search took less than three weeks from signed terms to the candidate signing the offer letter. The speed came from a clearly defined mandate, direct CEO access, MarketSearch’s digital media expertise and outreach through a trusted executive network.

What happened after the executive joined Seedtag?

The placed executive advanced from leading North America to President, North America and then Global Chief Revenue Officer. Seedtag reported 120% year-over-year North American revenue growth in 2024 and promoted him to the global role in May 2025.

Why was this Seedtag executive search difficult?

Seedtag needed more than a traditional country manager. The company required a builder who understood digital media, could advise at the executive level, create a U.S. go-to-market plan, develop senior agency and brand relationships and work effectively with global leadership based in Spain.

Does MarketSearch recruit leaders for U.S. expansion?

Yes. MarketSearch helps international and domestic growth companies recruit senior marketing, growth, digital media and go-to-market executives who can launch new markets, establish teams and build the commercial foundation for scale.

What types of executives does MarketSearch recruit?

MarketSearch recruits CMOs, Chief Growth Officers, VP and SVP Marketing leaders, Heads of Growth, Demand Generation executives, Product Marketing leaders, Performance Marketing leaders, Digital Marketing leaders, eCommerce executives, communications leaders and select revenue-focused go-to-market executives.

Why use a retained executive search firm for a market-entry leadership role?

A market-entry role requires precision, discretion and direct access to proven executives who may not be actively applying for positions. A retained search creates alignment around the mandate and gives the search partner the ability to thoroughly recruit, assess and close the right leader.

What makes MarketSearch different from a general executive search firm?

MarketSearch specializes in marketing and growth leadership. That specialization allows the firm to understand the work quickly, reach the right executive network and evaluate candidates against the business outcome—not simply the title or resume.