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Commercial Director Job Description

How to Hire a Commercial Director

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Commercial Director Job Description

Our company is hiring a Commercial Director to plan, develop, and implement our commercial strategies to meet company objectives and business goals. You will maximise opportunities for generating revenue, profit, and sustainable growth. You will play an integral role in determining our pricing models and leverage your market understanding to steer product development and direction. The ideal professional will have extensive commercial awareness coupled with a strategic mindset and excellent communication and leadership skills.

Commercial Director Duties and Responsibilities

  • Develop and introduce commercial strategies
  • Monitor and report on commercial performance
  • Conduct market research and analyse data
  • Build relationships with clients and stakeholders
  • Support and collaborate with senior managers and executives

Commercial Director Skills and Requirements

  • Strong commercial awareness
  • Excellent organisational skills and strategic thinking
  • Proven experience overseeing large teams
  • A degree in business administration, management, or similar
  • Sales and marketing experience

Personalising Your Commercial Director Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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