#talent-strategy

#talent-strategy

In today's fast-moving business environment, marketing is no longer just a support function-it's a core growth engine. Yet, many companies unknowingly sabotage their own success by building weak or undersized marketing structures. I've seen this firsthand, where a small team was expected to "do it all," from strategy and demand generation to creative execution and analytics. The result was predictable: missed opportunities, burnout and a marketing function that couldn't keep pace with company ambitions.

Professional services firms such as blue-chip law firms and management consultancies have long relied on a simple talent strategy: hire large amounts of eager and capable young associates to do the "heavy lifting" at the firm, freeing up partners and other senior staff to sell new work and set strategy. These associates would then be winnowed out over time. They either moved on to other work (often the firm's clients),

Gaëlle Le Meur's appointment as Chief People Officer at Driscoll's marks a strategic move to enhance the company's global talent strategy and organizational effectiveness.