Recruit 4 COMEX members for post-series B scaling
Recruit 4 COMEX members for post-series B scaling
Results
Results
Mission context
Mission context
Mytraffic was founded in 2016 by Hakim Saadaoui (former VP Strat at Areva) and Gautier Machelon (Serial entrepreneur: Reveal, Javelo & Work4 ). Their mission is to bring the same quantity and quality of data to the real world as already exists for digital via an innovative SaaS solution.
In concrete terms, Mytraffic helps its customers develop their business, analyze and forecast performance, understand customer habits and perform benchmarking by providing real-time traffic data.
How do they do it? They retrieve data from open data or suppliers, then integrate this GSM, transaction or geoloc data into their tool.
Since 2016:
- They have found their product market fit and have already won over 420 customers in 7 countries:
- Real estate asset managers (Nuveen, Klépierre) & Brokers (JLL-
- Brands (Ralph Lauren, McDonalds, Carrefour, Nespresso).
- Public sector (Brussels, Angers, Caisse des Dépôts).
- They have gone from 2 to 120 people and have grown x2 every year.
At the end of 2022, Mytraffic raised €30 million in Series B financing from VC funds Alven, Axa and Kernel. The aim of this round is to conquer an international market worth €10 billion.
Mytraffic therefore called on Sonnar to help it put together an individually excellent and collectively compatible ComEx team to meet this ambitious challenge.
What made the difference
Confront and align the many stakeholders on the skills required and the scope of the position when defining the need to avoid waste and present the right profiles at the start of the search.
Calling in "experts" from each business area helped us to understand the business challenges of the position and the expectations of the various personas, so that we could refine the contours of the position and maximize the attractiveness of the opportunity when meeting candidates.
Use the Sonnar network (~150 managers/executives) to speed up searches and rapidly build up a pool of quality candidates.
Confront and align the many stakeholders on the skills required and the scope of the position when defining the need to avoid waste and present the right profiles at the start of the search.
Calling in "experts" from each business area helped us to understand the business challenges of the position and the expectations of the various personas, so that we could refine the contours of the position and maximize the attractiveness of the opportunity when meeting candidates.
Use the Sonnar network (~150 managers/executives) to speed up searches and rapidly build up a pool of quality candidates.
Supporting candidates at every stage (briefing, debriefing and coaching) is key to building trust and facilitating closing.
Confront and align the many stakeholders on the skills required and the scope of the position when defining the need to avoid waste and present the right profiles at the start of the search.
Calling in "experts" from each business area helped us to understand the business challenges of the position and the expectations of the various personas, so that we could refine the contours of the position and maximize the attractiveness of the opportunity when meeting candidates.
What made the difference
Confront and align the many stakeholders on the skills required and the scope of the position when defining the need to avoid waste and present the right profiles at the start of the search.
Calling in "experts" from each business area helped us to understand the business challenges of the position and the expectations of the various personas, so that we could refine the contours of the position and maximize the attractiveness of the opportunity when meeting candidates.
Use the Sonnar network (~150 managers/executives) to speed up searches and rapidly build up a pool of quality candidates.
Confront and align the many stakeholders on the skills required and the scope of the position when defining the need to avoid waste and present the right profiles at the start of the search.
Calling in "experts" from each business area helped us to understand the business challenges of the position and the expectations of the various personas, so that we could refine the contours of the position and maximize the attractiveness of the opportunity when meeting candidates.
Use the Sonnar network (~150 managers/executives) to speed up searches and rapidly build up a pool of quality candidates.
Supporting candidates at every stage (briefing, debriefing and coaching) is key to building trust and facilitating closing.
Confront and align the many stakeholders on the skills required and the scope of the position when defining the need to avoid waste and present the right profiles at the start of the search.
Calling in "experts" from each business area helped us to understand the business challenges of the position and the expectations of the various personas, so that we could refine the contours of the position and maximize the attractiveness of the opportunity when meeting candidates.
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