At Hope & Glory, success comes from listening first and tailoring every search with care. Here we share case studies to show how thoughtful recruitment can solve complex challenges in marketing, media and communications.
One of Australia’s biggest food companies faced mounting regulatory scrutiny, shifting government policy and growing public expectations around sustainability and community impact. Without a dedicated voice in political circles or a coordinated external affairs strategy, the business risked being reactive rather than influential.
The CEO sought senior expertise to lead government relations, manage stakeholders and protect the company’s licence to operate. For Hope & Glory, this was an opportunity to demonstrate the impact of specialist recruitment in marketing, media and communications at the highest level.
“We really enjoy working with Hope and Glory and really see our relationship as a partnership.
Matt and his team are invested in finding the right people to fit our fund and always deliver amazing talent while making the process easy and seamless.”
We began with an in-depth briefing with the CEO to clarify expectations and challenges. Through targeted market mapping and discreet approaches, we identified leaders with the right blend of government relations expertise and external affairs experience. Every candidate was evaluated for credibility, influence and cultural fit. Open communication and structured updates ensured the process remained transparent, rigorous and aligned with long-term objectives.
The appointment delivered more than a quick fix — it has endured. The new Head of Government Relations & External Affairs brought political fluency, commercial acumen and credibility, enabling the company to shift from reactive to influential in policy debates. This longstanding placement strengthened reputation, built trust with regulators and stakeholders, and gave the CEO a strategic partner. The result: sustained influence, clearer decision-making and greater confidence in the company’s licence to operate.
A mid-sized superannuation fund was competing in a crowded market where brand visibility and member growth were critical. With rising competition from larger funds and ongoing regulatory change, the business risked falling behind without stronger marketing capability. The absence of a dedicated leader to drive brand strategy and acquisition left growth ambitions vulnerable.
The executive team identified the need for a Brand & Acquisition Manager to sharpen positioning, build awareness and accelerate member acquisition. For Hope & Glory, this was an opportunity to demonstrate specialist expertise in marketing, media and communications recruitment, matching sector knowledge with creative leadership skills.
“We really enjoy working with Hope and Glory and really see our relationship as a partnership.
Matt and his team are invested in finding the right people to fit our fund and always deliver amazing talent while making the process easy and seamless.”
We partnered with the leadership team to clarify the brief, focusing on both immediate acquisition targets and long-term brand strategy. Through targeted search and advertising, we identified candidates with financial services experience as well as consumer marketing expertise. Each was assessed for creativity, commercial acumen and cultural fit. Transparent communication throughout the process kept the client fully informed and engaged.
The appointed Brand & Acquisition Manager brought fresh thinking and proven experience in driving growth. By blending sector knowledge with consumer marketing insight, the new leader strengthened brand presence, increased acquisition momentum and positioned the fund for future growth. The placement in its early days is delivering, with measurable improvements in member engagement and acquisition performance.
A newly created government department was tasked with driving major reform and improving citizen trust. With ambitious change, heightened public expectations and multiple portfolios to manage, the organisation needed a strong communications function from day one. Without this, the risk was inconsistent messaging and missed opportunities to build credibility during transformation.
The executive team required a Chief Communications Officer to design and lead a progressive communications function. The role demanded deep government knowledge, proven communications leadership and the credibility to work closely with Ministers, senior leaders and the wider community. For Hope & Glory, this was an opportunity to demonstrate the impact of specialist recruitment in marketing, media and communications at the highest level.
“We really enjoy working with Hope and Glory and really see our relationship as a partnership.
Matt and his team are invested in finding the right people to fit our fund and always deliver amazing talent while making the process easy and seamless.”
We worked with senior stakeholders to refine the brief and clarify the leadership qualities required. Market mapping focused on executives with both public sector and large-scale organisational experience. Discreet approaches and structured assessments ensured candidates were evaluated on capability, political fluency and cultural alignment. Regular updates and clear advice kept the process rigorous, transparent and aligned to organisational priorities.
The appointment of the Chief Communications Officer gave the department the leadership required to shape identity, unify messaging and strengthen public trust. This longstanding placement has guided strategy, supported Ministers and embedded communications excellence. The result: a communications function that underpins transformation and drives long-term influence.
As an employer hiring staff, this guide helps you choose the right recruitment partner – covering key factors, avoiding pitfalls, and attracting top talent.
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