Creative Recruiting Director

Key Responsibilities:

Creative Talent Acquisition

• Lead end-to-end recruitment for Copywriters, Art Directors, Designers, and other creative disciplines at all levels across Publicis creative agencies.
• Identify, engage, assess, and attract exceptional creative talent across disciplines, capabilities, and levels.
• Develop a deep understanding of each agency's creative capabilities, culture, clients, and talent needs.
• Partner with Chief Creative Officers, Executive Creative Directors, Creative Directors, and other leaders to define the skills, experiences, portfolios, and profiles required for critical hires.
• Evaluate creative talent through portfolio and book reviews, relevant category and client experience, creative reputation, awards and recognition, and career trajectory.
• Deliver an exceptional candidate experience from initial outreach through offer and close.
• Talent Magnet & Creative Network
• Serve as a recognized and trusted connector within the advertising and creative industries.
• Bring an extensive, established network of Copywriters, Art Directors, Designers, creative teams, and creative leaders.
• Continuously build relationships with high-caliber creative professionals, even when there is no immediate opening.
• Develop proactive talent communities and pipelines for critical and emerging creative capabilities.
• Maintain strong relationships with candidates, creative leaders, industry influencers, portfolio communities, and other relevant talent sources.
• Act as an ambassador for Publicis agencies and strengthen their reputation as destinations for exceptional creative talent.
• Attend leading advertising, design, and creative industry events on behalf of Publicis creative agencies, representing the network, strengthening its visibility in the creative community, and building relationships with exceptional talent and industry influencers.

Strategic Talent Mapping

• Proactively map the external creative talent landscape across priority disciplines, capabilities, levels, and markets.
• Identify rising talent, established leaders, creative teams, and individuals whose capabilities could strengthen the agencies.
• Develop external talent pipelines for roles that are difficult to fill, recurring, or strategically important.
• Understand competitor and agency talent ecosystems and provide insights into where strong creative talent sits in the marketplace.
• Anticipate future talent needs instead of waiting for open requisitions.

Strategic Partnership

• Serve as a trusted talent advisor to Creative, HR, Talent, and business leaders across the agencies.
• Balance network-wide collaboration with the distinct creative identity, culture, and hiring needs of each agency.
• Challenge hiring assumptions when appropriate and help leaders think more broadly about skills, backgrounds, portfolios, and potential.
• Bring external market intelligence into talent and workforce discussions.
• Advise leaders on talent availability, competitive dynamics, candidate expectations, and closing strategies.
• Partner with recruiters and HR teams across Publicis to share talent intelligence and improve hiring outcomes across agencies.
• Support new business opportunities and rapid staffing needs by maintaining ready access to strong creative talent pipelines.

Data & Recruiting Excellence

• Use recruiting data and market insights to inform sourcing strategies and hiring decisions.
• Track talent pipelines and provide visibility into market availability and recruiting progress.
• Leverage AI, technology, portfolio platforms, industry networks, and modern sourcing approaches to identify talent and increase recruiting effectiveness.
• Contribute to the continuous improvement of creative recruiting practices, tools, and processes.