A Filcro Media Staffing - Media Technology Executive Search Case History

Chief Technology Officer (CTO)
Global Broadcast, Cable & Interactive Networks

New York, NY - USA
FMS OIC reporting to
Board of Directors, CTO and Executive Search Committee
Diversified Global Media & Entertainment Conglomerate
Client Situation
Succession Plan and Upgrade of Global IT Across all Media Platforms
Executive Search Committee Industry and Business Sector Inclusion

  • Television Networks - Cable & Broadcast - International, National, Regional & Local
  • Radio Broadcasting Networks - International, National, Regional & Local
  • Wireless / Mobile Content Producers - International, National, Regional & Local
  • Online Interactive - International, National, Regional & Local
  • Network & Syndicated Programming Producers - TV, Radio, Interactive, Wireless

The executive search committee (ESC) of the client company was comprised of the President, CEO, current CTO and SVP of Human Resources acting as the liaison for the (ESC).  The (ESC) identified Filcro Media Staffing (FMS) and Tony Filson (TF) functioning as Officer in Charge of Search (OIC) to conduct a national search to identify the proper executive capable of facilitating the current CTO’s succession plan and the board of director’s desire to enhance the global technological resources of their media holdings across all media platforms.

The CTO had a clear vision of where the diverse media holdings needed to be technologically in international, national, regional and local markets and he was exceptionally articulate and exact in what he was seeking strategically and tactically to assure that his successor could manage this global media and entertainment conglomerate, well into the future.

The diversity of the company's global media portfolio would require the OIC to recruit a CTO with broad acumen and a sophisticated comprehensive overview of advanced multimedia, multicast and  multiplex broadcast technologies.  For terrestrial distribution, MSO relationships and FCC mandates this new CTO would require exceptional hard and soft skills.  The new CTO would manage many IT and broadcast vendor relationships across three continents; this would require a fiscally mature executive with extensive build-out, operations and maintenance experience globally. With a large multinational and multi language staff reporting into this executive, an executive who was known as a adept mentor with the ability to manage soft and hard assets remotely would be essential.  Technology issues associated with international government regulations, business affairs and monetization were complex and we required an executive who could utilize the firm’s extensive resources effectively to manage these areas with autonomy.

Some of challenges facing the new CTO

  • Global Dissemination Across Multiple Media Platforms
  • Optimizing and Upgrading Resources for TV, OD, Radio, Interactive and Wireless
  • Change Management
  • Vendor Management in International & Domestic Markets
  • Optimizing Sales Technology to Enhance Revenue Across All Platforms
  • Centralize Control of International Technology Assets
  • International Government and Domestic FCC Compliance
  • Management of a Diverse Multinational Staff
  • Attracting and Mentoring Staff to Facilitate Technology Initiatives and Implementing Best Practices
  • Integration of media platforms for monetization of multicast products and services Solution

Based on the OIC’s recruitment experience with prior advanced media technology searches and an awareness of other global media organizations technology infrastructures; compiling, verifying and vetting the initial search universe took approximately three weeks.   With a finite number of appropriate media technology executives capable of moving the organization globally to their next generation of technology across all of the firm’s media platforms it was apparent who was qualified from a mechanical perspective well before the initial round of interviews in New York, Atlanta, and two locations in Northern and Southern California.

The OIC’s (TF) objective was to attract the proper media technology executives who would fit well within the organizations unique culture.  With all the ideal technology executives currently under contract and well vested within their current broadcast and media conglomerates it was essential that the proper assurances be put forward while recruiting to attract the “ideals” who were exceptionally talented and sought after IT executives. All exhibited the career progression and stability sought in the new CTO to maintain continuity in the client’s global technology organization.

The current CTO needed to know that this incoming executive would not only assume the initial role prescribed but that he could take over the CTO position during a brief transition and afford the organization the growth and continuity they were seeking  well into the future.  An extensive round of interviews in New York with the CTO, CEO and other senior level executive of the hiring company provided the assurances they were seeking that the proper executive had been identified and that he was indeed uniquely qualified as the single most qualified candidate for the position globally.

 Successful candidate identified

The executive recruited and attracted by the FMS OIC for the organization was currently managing (7) seven major TV broadcast and cable entities for one of the largest U.S. based multinational media and entertainment conglomerates in the world.  In his previous roles this technology executive managed across every media platform relevant to the organizations diverse global media infrastructure to include: Multicast of Cable TV, Broadcast TV, Radio, Interactive, On Demand, OOH, Mobile and Wireless assets.

The executive was currently managing over 70 senior technology employees across The Americas, Europe and Asia with total technology and financial controls within these geographics for global dissemination.  His total reports on a dotted line and vendor management exceeded that of any other candidate by two fold.

With a proven history of efficacy in managing and introducing new technology from a hard asset and human resource perspective he was respected below, on and above line by everyone who came in contact with him personally and professionally.  This level of respect by his peers and those who reported into him would also be an asset in attracting and retaining highly valuable technologists for the client company.

Oddly, one of the most challenging  aspects of this technology executive search was negotiating the executive's release from his current contract due to the timing of a noted media industry merger.  At all times, this executive exhibited traits inherent to someone with a fine character, intelligence and honor.  It was a pleasure working on this search with the current CTO and attracting such a fine executive to carry forward the firm's reputation as a leader in global media technology and entertainment.

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