Marketing leaders who know your business model, have led comparable work, and can own the priorities that need attention now.
When campaigns, launches, customers, and revenue goals cannot wait, Scion connects you with experienced interim chief marketing officers, marketing officers, VPs, and heads of marketing. Your dedicated recruiting expert builds the search around your industry, commercial model, strategic goals, team, and the work the executive needs to own.
Scion can generally begin your search the same day after intake and present relevant talent as quickly as 48 to 72 hours, depending on requirements and qualified candidate availability. We coordinate evaluation, interviews, and agreed assignment setup. Candidate presentation does not guarantee a start date.
Company-wide figures supplied by Scion, as of 2026. Executive placement retention is not an interim CMO assignment success rate or a guarantee for this search.
Scion’s 2026 Best of Staffing client and talent awards recognize the service behind our recruiting relationships. Your organization works with an expert who clarifies the marketing mandate, targets relevant leaders, coordinates communication, and helps you compare experience that matters to your business.
Explore our recruiting recognition
Selected publications and industry coverage featuring Scion Staffing.
The search should follow the bottleneck. A leadership vacancy, acquisition funnel problem, major launch, and brand integration require different executive experience. Tell us the decision, deadline, and team responsibilities that need attention; we help turn them into a practical leadership brief.
Commercial direction, marketing accountability, and leadership through transition.
Maintain campaign momentum, team direction, agency coordination, and budget ownership while you decide on permanent leadership. We assess the marketing environment the executive will inherit and the work that needs continuity from the first week.
Target experience diagnosing acquisition channels, funnel conversion, positioning, lifecycle programs, and sales handoffs. The brief should identify which commercial outcomes need attention and how the business will evaluate progress.
Put an accountable leader behind the GTM plan, buyer and customer insight, sales enablement, launch sequencing, and cross-functional coordination. We clarify the deadline, approvals, resources, and product readiness that shape the assignment.
Connect messaging, brand architecture, websites, agencies, and marketing teams under a clear mandate. We target relevant transaction or repositioning experience and distinguish immediate continuity from the decisions that need executive-team approval.
We recruit executives for the specific work ahead. Explore the functional variants below to see the leadership experience and priorities your brief can target. Your expert helps distinguish an enterprise CMO assignment from hands-on VP leadership, a specialist implementation project, or agency support.
Rebuild an acquisition engine around qualified demand, channel economics, and sales conversion.
Search experience can include paid and organic acquisition, lifecycle marketing, demand generation, funnel measurement, and coordination with revenue teams. We assess what candidates owned, how they diagnosed the bottleneck, and the conditions under which their work changed the business. Your brief should separate an acquisition issue from pricing, product adoption, retention, or sales execution.
Channel assessment, acquisition cost visibility, pipeline quality, conversion ownership, and an agreed testing plan.
Give a product launch, market entry, or pivot an accountable marketing owner.
Target executives who have translated product capabilities into a clear value proposition, buyer segmentation, launch priorities, and sales enablement. We align the search to the business model, buyer, product maturity, and route to market. A new geography, enterprise segment, or product tier may need different experience from a routine campaign launch.
Positioning, customer and buyer insight, launch coordination, sales readiness, and adoption measures.
Bring clarity to the story customers, employees, and partners need to hear.
We look for experience with brand architecture, messaging, reputation, organizational change, and coordination across commercial teams. Following a merger, pivot, or period of brand erosion, the executive needs to distinguish immediate communication needs from longer-term positioning work. Your leadership team retains approval of the direction and claims the business will make.
Narrative and messaging, brand decisions, stakeholder alignment, website priorities, and communication ownership.
Connect marketing systems, measurement, and execution to the business goal.
Evaluate leadership of marketing technology, customer data, automation, attribution, and the operating processes around the tools. We clarify whether the role requires executive ownership or a specialist systems implementer. AI initiatives and personalization should be scoped around approved uses, data access, review requirements, and the teams responsible for delivery.
Stack assessment, measurement definitions, data governance coordination, automation priorities, and implementation ownership.
Build a shared plan for marketing investment and sales execution.
Target executives who have worked with enterprise sales, account-based marketing, field programs, partner channels, and revenue operations. The search considers sales cycle, deal size, customer mix, pipeline definitions, and the relationship between marketing activity and opportunities. We look for practical evidence of alignment rather than relying on a general growth title.
Account selection, sales and marketing handoffs, field priorities, partner programs, and shared pipeline reviews.
Put hands-on leadership behind a team that needs direction and delivery.
An organization may need a VP or head of marketing with operational depth rather than an enterprise CMO mandate. We clarify budget ownership, team size, agency relationships, decision authority, and executive reporting. The scope determines the leadership level and candidate profile, without assuming a title alone determines cost or capability.
Campaign continuity, team management, budget discipline, agency coordination, and priorities the business can execute.
Your next marketing executive needs to understand the customer, the business model, and how marketing works with product, sales, finance, and operations. Scion assesses the experience behind the title: what the leader owned, the teams and budgets involved, and the conditions under which the work was delivered.
We discuss strategic judgment alongside practical execution. A CMO hired for enterprise demand generation may need different experience from a leader rebuilding a consumer brand, integrating acquired businesses, or standing up a startup marketing function. The search targets the conditions of your mandate and the direct knowledge the executive needs.
Established relationships, referrals, and targeted outreach help us reach relevant leaders. Our company-wide private network includes 950,000+ professionals, with over 16,000,000 national candidate options across roles and services. Those figures describe broad recruiting reach, not available interim CMOs. Experience, interest, and availability are confirmed during the search.
Share the experience your team needsIndustry knowledge matters alongside the buyer, route to market, company stage, and commercial structure. Explore these environments to see the experience we can target. Your business does not have to fit a single category, and the examples are search criteria rather than claims about current candidate availability or market demand.
Match the executive to your buying motion, product stage, and commercial model. A product-led business, an enterprise sales organization, and a channel-led company can require different leadership experience.
Search criteria can include product-led growth, enterprise account-based marketing, demand generation, positioning, lifecycle programs, and coordination with product and sales. We discuss how you measure acquisition, customer value, retention, and pipeline so candidates understand the actual commercial priorities.
Interim SaaS GTM CMO, Interim Technology CMO, Interim Growth CMO
Target leaders who understand the relationship between channels, customers, inventory, and margin. Your assignment may involve ecommerce, stores, marketplaces, or a mix of wholesale and direct channels.
Relevant experience can include paid acquisition, retail media, influencer and partner programs, loyalty, lifecycle marketing, and seasonal planning. We clarify launch or peak-period dates, inventory dependencies, and the role of finance and operations in approving spend and priorities.
Interim DTC CMO, Interim Retail CMO, Interim Omnichannel Marketing Leader
Define the audience and the organization before choosing the marketing profile. Marketing to health systems, payers, professionals, or consumers can involve different buying processes and review responsibilities.
We assess relevant sector and go-to-market experience and clarify how the executive will work with your legal, privacy, medical, or regulatory review teams. The search can target B2B2C positioning, partner relationships, service adoption, or product commercialization without treating a marketing title as a compliance guarantee.
Interim Healthcare Marketing CMO, Interim HealthTech Marketing Leader, Interim Life Sciences CMO
Align the marketing mandate with the approved portfolio priorities, ownership structure, and reporting expectations. An acquisition, carve-out, or brand consolidation needs a brief grounded in the work to be done.
Target experience with marketing spend assessment, commercial integration, brand architecture, repeatable pipeline programs, and sponsor communication. We distinguish day-one continuity from a longer value-creation plan and clarify who approves budget, positioning, and organizational changes.
Interim PE Portfolio CMO, Interim Turnaround CMO, Interim Carve-Out Marketing Executive
Look for leaders who understand client trust, expertise-led selling, and the organization’s review process. Search criteria should reflect the service model, audience, and length of the buying decision.
Relevant experience can include thought leadership, reputation, enterprise pipeline, partner marketing, product positioning, and collaboration with legal or compliance teams. We clarify approved messaging, customer evidence, and internal review responsibilities before defining the assignment.
Interim FinTech CMO, Interim Professional Services CMO, Interim Financial Services Marketing Leader
Define how the brand reaches customers and how marketing coordinates with the service or product experience. A consumer product launch and a multi-property hospitality business have different operating dependencies.
We assess brand, channel, customer lifecycle, local or national campaigns, and the executive’s ability to work with operations and commercial teams. Your search can emphasize repositioning, loyalty, seasonal priorities, agency management, or a transition in marketing leadership.
Interim Consumer Brand CMO, Interim Hospitality Marketing Leader
Build the search around customers, distribution, technical products, and the sales process. The executive may need experience working with dealers, channel partners, field teams, and complex buyer groups.
Relevant criteria include product positioning, sales enablement, market-entry planning, partner programs, and the connection between demand generation and commercial follow-through. We discuss how marketing supports the sales cycle and what leadership the current team needs.
Interim Industrial CMO, Interim B2B Marketing Executive, Interim Channel Marketing Leader
An interim marketing leader should understand mission, organizational stakeholders, and the objectives of the assignment. Your audience may include students, donors, members, program participants, or community partners.
We clarify whether the mandate covers marketing, communications, enrollment, member engagement, or coordination with fundraising. Search criteria can include stakeholder communication, brand stewardship, audience development, digital programs, and team continuity. Development responsibilities should be defined separately when they are part of the role.
Interim Nonprofit Marketing Leader, Interim Education CMO, Interim Communications Executive
Match the executive to the company stage and the work that needs hands-on ownership. A founder-led business may be establishing positioning, a repeatable acquisition motion, or its first formal marketing team.
We target experience with comparable products, buyers, resources, and operating conditions. The search can prioritize a launch, funding-related transition, commercial reset, or the foundation for a permanent marketing leader. We discuss what the interim executive can own and what remains with founders, product leaders, and investors.
Interim Startup CMO, Interim VP of Marketing, Interim GTM Leader
Your organization does not have to fit one category. Tell us who buys, how revenue is generated, and which marketing decisions need executive leadership.
We build the search around relevant evidence, including industry knowledge, transferable commercial experience, organizational scale, systems, and assignment history. Local, statewide, national, onsite, hybrid, and remote options can be considered against your business requirements.
Interim CMO, Interim Marketing Officer, Interim Head of Marketing
You do not need a completed job description to begin. Share the business situation, preferred start date, marketing responsibilities, and work arrangement. Your dedicated Scion expert helps clarify the remaining details and keeps the search focused on relevant leadership.
Define the commercial priorities, authority, reporting line, team, budget, systems, duration, and stakeholder relationships. We clarify how marketing connects with sales, product, finance, and your executive team. The desired timing is part of the brief from the first conversation.
Activate relationships and targeted outreach, confirm interest and availability, and compare relevant assignment experience. Scion coordinates interviews, feedback, and appropriate reference discussions so your team can make an informed hiring decision.
Discuss the agreed assignment terms, executive commitments, employment arrangement, and onboarding responsibilities. Your expert helps coordinate the practical steps toward the start and stays connected during the engagement.
We can generally begin the search the same day after intake. Relevant talent may be presented within 48 to 72 hours when requirements and qualified availability align; the start date depends on selection, onboarding, and the executive’s commitments.
The executive’s first priorities should reflect your business, not a generic turnaround promise. Discuss what needs continuity, what needs diagnosis, and which decisions require approval. Clear responsibilities help you compare candidates and support the selected leader’s transition.
Define the customers, markets, launches, campaigns, and revenue relationships that matter. Agree on the few outcomes the executive needs to own and the resources available to address them.
Clarify pipeline definitions, channel reporting, acquisition economics, customer or retention measures, and how marketing work will be reviewed. Your team and executive should agree on useful evidence before promising an improvement.
Establish reporting lines, agency responsibilities, budget approval, cross-functional meetings, and review points. Give the executive appropriate access and a clear route for decisions that need leadership, legal, privacy, or technical review.
This is a conceptual assignment-planning framework, not a statistical forecast, a guaranteed result, or a fixed timetable.
Your Scion expert coordinates the recruiting process from the brief through candidate evaluation and agreed assignment setup. We discuss timing and dependencies, manage candidate communication, and help you evaluate the experience relevant to the role.
For executives employed by Scion under an agreed W-2 assignment, Scion coordinates applicable employment onboarding, timekeeping, payroll, and related administration. Benefit options and employment provisions follow eligibility and agreed terms. Your organization controls marketing systems access, business authority, spending approvals, legal or privacy review, and operational decisions.
We clarify who owns each onboarding step before the executive starts. Keep priorities, feedback, and changes in scope visible during the engagement so the parties can align the work and discuss next steps under the agreed terms.
Discuss supported interim marketing leadershipScion’s US-based recruiters serve employers in all 50 states, including every US city and communities without a Scion office. Our national recruiters live and work across the country. The locations below support local relationships, while your industry, commercial needs, and work arrangement guide the search.
We can consider a leader near your headquarters, someone ready to travel between offices or customer markets, or an appropriate hybrid or remote arrangement. Define the meetings, launches, team relationships, and executive responsibilities that require physical presence. We confirm location, travel expectations, working hours, interest, and availability during the search.
Your organization does not need to be in a listed city. A single-site company, multi-state business, or distributed team can receive a national search focused on the marketing experience and strategic goals that matter.
27 office locations
No listed office matches that search. Scion still serves your location across all 50 states.
An interim CMO can own agreed responsibilities while your organization defines or recruits the permanent role. Set the brief around continuity, near-term commercial priorities, and the decisions that should remain with the executive team or incoming permanent leader.
Scion can discuss a separate permanent CMO search and help align reporting relationships, confidentiality, and handoff expectations. An interim executive’s possible interest in a permanent appointment should be discussed explicitly under the engagement terms.
Executive leadership and hands-on production roles solve different needs. Scion also recruits marketing professionals for temporary assignments and direct-hire positions. Discuss the team capacity, specialist skills, and leadership responsibilities separately so the recruiting scope reflects what the business needs.
Use these answers to choose your next step, then discuss the role with Scion so experience, timing, and engagement terms match your organization.
Ask about your marketing leadership needScion can generally start your search the same day after intake and present relevant talent as quickly as 48 to 72 hours, depending on your requirements and qualified candidate availability. Share the role, immediate priorities, preferred start date, and work arrangement so we can focus the search. Candidate presentation is not a guaranteed start date; your selection, onboarding needs, and the executive’s commitments affect when the assignment can begin.
Yes. We target industry and commercial experience relevant to the mandate, including business model, buyer, sales cycle, customer journey, ownership, and company stage. We compare what candidates actually led and the conditions of those assignments. Sector knowledge is one part of the match, alongside leadership scope, systems experience, availability, and the executive’s ability to work with your team.
Scion recruits interim chief marketing officers, marketing officers, VPs and heads of marketing, growth and demand generation leaders, product marketing and GTM executives, brand and repositioning leaders, MarTech and digital transformation executives, and revenue or field marketing leaders. The title and seniority should reflect the work, authority, team, and budget the role needs to own.
Yes, when demand generation is part of the defined assignment and the selected leader has relevant experience. Search criteria can include acquisition channels, funnel measurement, lifecycle programs, pipeline quality, and coordination with sales and revenue operations. We clarify whether the primary issue is acquisition, conversion, positioning, retention, or commercial follow-through. Results depend on your product, market, resources, execution, and the agreed mandate.
Yes. We can scope interim marketing leadership around a product launch, market entry, pivot, brand repositioning, acquisition integration, or carve-out. Clarify the deadline, approvals, customer audiences, agency relationships, and cross-functional dependencies. We target executives who have led comparable work and assess the decisions they actually owned rather than assuming every CMO has the same background.
Yes, depending on the work and suitable candidate availability. Scion’s US-based recruiters serve all 50 states and can consider local, statewide, and national leadership options. We discuss physical presence, travel, working hours, time zones, customer or team meetings, and executive communication before evaluating interest and availability.
Pricing depends on experience, leadership scope, duration, budget and team responsibilities, location, travel, and the agreed employment arrangement. Share your budget and priorities so Scion can explain applicable compensation and service terms. A hands-on VP of marketing and an enterprise CMO may involve different mandates; we define the scope rather than assume one title has a fixed price.
For a leader employed by Scion under an agreed W-2 assignment, Scion coordinates applicable employment onboarding, timekeeping, payroll, and related administration. Benefit options follow plan eligibility and agreed terms. Your organization controls marketing systems access, budget approvals, legal and privacy review, agency authority, business decisions, and internal introductions. We clarify responsibilities before the executive starts.
Yes. Define which agencies and vendors are involved, who approves work and spend, and what authority the interim executive will have. Relevant candidate experience can include briefing agencies, evaluating performance, coordinating creative and media work, and aligning external partners with internal teams. Contractual commitments and approval rights remain governed by your agreements.
The duration follows the leadership gap or initiative. A launch, vacancy bridge, integration, repositioning, or marketing reset can need different timelines and review points. We discuss expected duration, milestones, and possible extensions under the engagement terms. There is no single standard length for every interim marketing role.
Yes. Scion can discuss a separate permanent executive search while an interim leader owns agreed marketing responsibilities. Define the transition, reporting structure, and handoff so both searches support the same commercial direction. An interim executive’s possible interest in a permanent role should be discussed explicitly under the applicable terms.
Yes. A business may need hands-on team leadership, campaign continuity, and agency coordination rather than a broad enterprise CMO mandate. We clarify decision authority, budget, team size, executive reporting, and the outcomes that matter, then align the search to the appropriate leadership level.
We compare candidates’ leadership history with the agreed brief: industry or business-model knowledge, customer and channel experience, team scope, systems, budget responsibilities, and comparable assignments. Interviews and appropriate reference discussions help establish what the executive actually owned. Scion coordinates evaluation and useful context while your organization makes the hiring decision.
Yes, when the mandate requires marketing executive ownership and suitable experience. We clarify the systems, measurement needs, data access, approved AI uses, review process, and implementation teams. An executive marketing role is different from a specialist systems implementation project. Your privacy, legal, security, and technical teams retain their relevant review and approval responsibilities.
Experienced executives can apply through Apply with Scion and search current opportunities on our jobs page. Share your roles, industries, business models, location, travel preferences, availability, and examples of assignments you have led. Applying introduces your experience to our recruiting team but does not guarantee an assignment.
Use Request Staff to share the marketing leadership need, industry, immediate commercial priorities, location or work arrangement, and preferred timing. You do not need a completed job description. A dedicated Scion expert helps turn the information into a practical brief, discusses relevant experience, and coordinates the next steps.
Share your industry, business model, immediate priorities, and preferred start date. A dedicated Scion expert will help align the search to proven marketing leadership experience and coordinate the next steps with you.
Request an interim CMOIntroduce your background in marketing leadership, industries, GTM models, team scope, and assignments. Include location, travel preferences, and availability so our team can understand the opportunities relevant to you.