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Hi Guys...
I have a total of 5.5 years of experience with current CTC as 11.5 lpa.
I have a offer from Infosys of 17 lpa
But my company wants to retain me and they are giving me an opportunity for Canada onsite in return of retention(no raise or bonus)
Please suggest me, if i should take the onsite opportunity or keep looking for counter on my current offer.
I have 70 days of Notice Period left.
Tech stack- python/ AWS/ data engineeringDeloitte
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I'd personally wonder what % of job is "managing/politics" and what % is actually "doing/making/writing/art directing/etc"...and which they need more based on their current creative staffing. I still prefer the latter but know that ECD requires the former.
Make clear what you want and what you believe on in terms of what the work should be and ask if the rest of leadership is alligned.
Never been in the position (clearly from the title) but I suspect you might want to know how much are they willing to let you control/change out of the gate. How to ask that in a professional capacity - maybe what amount of staff can you directly effect or something like that?
How well can you sell a great, but entirely uncomfortable or off-brand, idea?
How aligned is every department to the goals you’re hiring an ecd for? (Aka do strategy and account also want to do this type of work)
What’s your approach to PR? For the work and for people.
Will you have approval (or at least a strong voice) on hiring decisions, new business decisions, and how the agency grows and invests in itself.
Depends who you are interviewing with.
If it’s CCO then try to connect about people you both might know. Connect over a piece of their work you like. Ask how they hell they sold it in etc.
If it’s with accounts then dig into who is retained. What accounts can be grown. Which clients are ambitious. Ask about profitability and utilization. Get a vibe check on their taste.
If it’s strat then get into what ads they like and why. Get their taste. Ask them to share a brief. You can pick up a lot of red flags here.
If it’s production then vibe check on ad taste. I want to know their horror stories and how they dug themselves out of crazy productions.
Thanks everyone for the thoughtful contributions. This is so helpful. 💛
Good list of questions above. Thanks.
Also ask what they think the team and agency would need to benefit from the next person in this role, can be enlightening to the skeletons in the closet. What needs to happen to get to the next level agency/talent wise.