Whitewall Marketing appointed a new Managing Director to lead the agency into its next chapter as an employee-owned business, combining people-first leadership with commercial growth.
After 20 years leading Whitewall Marketing, Founder and Managing Director Susan Cresswell reached a natural turning point. The agency she built from the ground up was thriving, and with plans already in motion to transition Whitewall into an Employee Ownership Trust, the focus shifted to the future. It was time to appoint a new Managing Director who could lead the business into its next chapter while protecting the culture, creativity, and values that had been built over two decades.
This was a significant leadership hire. The right person needed to be a people-first leader who could inspire, nurture, and empower the team, as well as a commercial driver and rainmaker who could spot and seize new opportunities. They also needed to be a strategic marketer with a digital-first mindset, ready to keep Whitewall ahead of what’s next. Finding someone who could genuinely balance all of that was critical.
As Susie put it, “When it’s your company, which you’ve owned for 20 years and you’re looking for your replacement, you really need a recruitment agency you can rely on and, more importantly, one you can trust.”
In a challenging market, Susie had built a successful, profitable, people-focused business, and it was important that every candidate understood that from the start. Together, we shaped a clear and honest proposition, positioning Whitewall as a progressive marketing agency with a distinctive employee ownership model and a future someone could genuinely help shape.
Whitewall has long been well regarded in Scotland’s marketing scene, known for strong client relationships and consistently good work, even if it hasn’t always shouted about it. To bring that story to life, we created BrandBox, a digital showcase designed to reflect Whitewall’s culture, ambition, and direction. Alongside this, we ran a targeted search, building a diverse longlist before refining it to a focused shortlist.
Throughout the process, close collaboration was key. “They took the time right from the start to understand our organisation, culture, and specific needs,” Susie said, “and worked closely with me to develop a credible shortlist of candidates. Their market experience and insight, combined with targeted headhunting, meant we met agreed timescales without any compromises.”
Experience alone wasn’t enough. Leadership fit mattered just as much. Using our behavioural profiling platform, we carried out a job survey to understand the traits and behaviours that would help someone thrive at Whitewall. Shortlisted candidates completed behavioural profiles exploring leadership style, decision-making, and development strengths. These insights shaped second-stage interviews and helped test alignment with Whitewall’s culture and future direction. Candidates also received a summary of their own profile, adding something tangible to their experience and reinforcing Whitewall’s people-first approach.
“The added value of BrandBox, detailed behavioural profiling, and interview support made a massive difference,” Susie reflected. “It gave me confidence at every step of the process and really helped me make a well-informed final decision. It felt like a genuine collaboration from start to finish.”
From the candidate’s perspective, the experience was equally considered. Emma Houston, who was appointed as Whitewall’s new Managing Director, described the process as refreshingly human. “Beyond just understanding my CV, they understood my career aspirations and motivations,” she said. “They helped me find a role that felt like a solid and progressive next step. They were reliable, insightful, and transparent, and made the whole process smooth.”
From brief to placement, the process took under two months. Whitewall Marketing entered its next phase as an employee-owned business with renewed momentum, clear direction, and the right leader in place to take it forward.
