How Denholm found the right hire for Dexcom

The challenge

Dexcom is a global medical technology business with operations across North America, Europe, the Middle East and Asia-Pacific. When the team approached Denholm, they had already been searching for a Consumer Growth & Performance Marketing Manager for six months.

The available talent pool in the target geography was limited, while the role called for a particular combination of growth marketing experience, commercial thinking and the ability to develop within the business.

Caroline Chivers, Director Marketing UK & Ireland at Dexcom, was open to candidates with the aptitude, attitude and potential to grow into the role. That gave us scope to look more closely at what people could bring rather than narrowing the search around a rigid checklist of previous experience.

Our approach

The search began on 1 May 2026 with a detailed understanding of Caroline’s leadership style, priorities and what success would look like in the role.

That helped shape the search around the experience, aptitude and potential Dexcom really needed. With a limited number of candidates in the target geography, narrowing the search to people who ticked every box would have significantly reduced the available pool.

Mapping the market

We mapped the available market, worked through our networks and approached candidates directly, looking closely at core capabilities, learning agility and the personal attributes needed to develop successfully in the role.

Looking beyond the CV

Gareth spent time understanding how each candidate’s experience mapped to the opportunity, alongside their motivations and development potential.

This became particularly important with Sheetal Vasnaani. She had already applied directly to Dexcom and received a rejection. Gareth found her independently on LinkedIn and asked her to provide a written account of how her experience mapped to the role before arranging a video call to explore that experience further.

Giving both sides a clearer picture

Throughout the search, Gareth made sure candidates understood the opportunity and what would be expected of them, while giving Dexcom a clear assessment of each person’s strengths, motivations and development potential.

This produced a strong shortlist combining immediate experience with longer-term potential, aligned with the requirements of the role and the way Caroline wanted to build her team.

The outcome

An offer was accepted on 4 June 2026, bringing a six-month search to a successful conclusion in just over a month with Denholm. Sheetal Vasnaani joined Dexcom as Consumer Growth & Performance Marketing Manager.

Sheetal’s appointment also demonstrated the value of taking a closer look at the available market. She had previously applied directly to Dexcom and been unsuccessful. Gareth’s assessment of her experience, communication and fit for the opportunity brought her back into consideration and ultimately led to the appointment.

Client feedback

“It’s been a pleasure working with Gareth. He takes the time to really understand both the brief and the people involved, which makes the process feel thoughtful rather than transactional. His communication is clear, timely and honest throughout, and Gareth consistently brings forward high quality candidates who are well aligned to both capability and culture.

I’ve appreciated Gareth's professionalism, market insight and the way he has built long term relationships rather than focusing on quick wins. I wouldn’t hesitate to recommend Gareth and Denholm Associates to others.”

Caroline Chivers, Director Marketing UK & Ireland, Dexcom

Candidate feedback

“I had actually applied directly to Dexcom for this role and received a rejection within a day. Gareth then found me independently on LinkedIn and reached out about the same opportunity.

Rather than simply putting my CV forward, he asked me to send over my profile along with a written account of how my experience mapped to the role. He actually read it, then arranged a video call before interview to understand how I presented and communicated.

Throughout the process, Gareth gave me useful insight into the opportunity and the business. He made me want the Dexcom role more than other opportunities I was considering, and I genuinely don’t believe this match would have happened without him.

In a world of automation and noise, Gareth is the human connection that so many candidates and companies are desperate for. I hope more recruiters take note.”

Sheetal Vasnaani, Consumer Growth & Performance Marketing Manager, Dexcom

The value of working with Denholm

• Reframing the search around the experience, aptitude and potential the role genuinely required
• Mapping a limited geographical talent pool and approaching relevant candidates directly
• Assessing motivations, learning agility and development potential alongside existing experience
• Giving Dexcom a strong shortlist after six months of searching
• Identifying a successful candidate whose potential had previously been missed through the direct application process

Dexcom secured its Consumer Growth & Performance Marketing Manager just over a month after Denholm began the search.

Explore the expertise behind the search

Dexcom's search brought together healthcare, technology and growth marketing expertise. Explore Denholm's work across Healthcare & Life Sciences, discover our Marketing, Communications & Creative specialism, or learn more about our approach to recruitment.

Or, if you’d rather just have a conversation, call us on 03303 359 818 or email connect@denholmassociates.com.

 

More questions worth asking...

What do you do when a specialist search has stalled?
Start with what the search has already told you. A limited shortlist can point to a combination of location, experience, salary or expectations that is restricting the available market. Reassessing what someone genuinely needs to bring on day one, and where there is room to develop, can open up candidates the original search may have missed.

How much should potential count when the talent pool is limited?
Separate the experience someone needs immediately from what they can realistically learn. For Dexcom, aptitude, learning agility and development potential became important parts of the assessment alongside existing experience. That gave the search more room without losing sight of what the role needed to deliver.

Could your recruitment process be screening out people you should meet?
Yes. Sheetal had already applied directly to Dexcom and been unsuccessful before Gareth found her independently. A deeper assessment of how her experience mapped to the role brought her back into consideration. Application processes are useful filters, but for harder-to-fill roles, there can be real value in taking a closer look at people who don't appear to be an immediate match.