VP Sales & Marketing Search – Ventilation OEM
Originally published: March 2026 | Reviewed by Rob Cohlan
Rob Cohlan, founder of HVACExec.com and a specialized IAQ and HVAC executive recruiting firm, led a planned succession search for a VP of Sales and Marketing at an energy recovery ventilator and dedicated outdoor air system manufacturer.
The engagement began 90 days before a long-tenured Chief Sales and Marketing Officer retired.
The placed VP’s start date exactly matched the retirement date. The sales and marketing function transitioned with no leadership gap.
This case study explains the role requirements for an IAQ and decarbonization-focused HVAC OEM, how HVACExec managed a delayed timeline without losing finalist-quality candidates, and how the process was sequenced to land the offer and start date precisely on the target day.
Succession Timing Snapshot
- Advance runway: 90 days before the retirement date
- Pipeline design: 4 high-pedigree passive candidates managed through a five-week relationship-first period
- Finalist stage: 3 finalists advanced to in-person interviews after one withdrawal
- Outcome: accepted offer with a start date aligned exactly to the retirement date
- Continuity: no disruption to sales and marketing leadership coverage
If you are planning a fixed-date leadership transition, submit a job order to map the timeline, candidate profile, and risk controls.
The Market Context. ERV and DOAS Growth Is Driven by IAQ and Decarbonization
This manufacturer builds ERV and DOAS solutions used across residential, light commercial, and applied HVAC applications. Demand is shaped by building ventilation expectations, electrification, and energy performance priorities.
Many buyers anchor decisions to indoor air quality and ventilation standards, as well as to the broader push toward building decarbonization and Net-Zero energy standards.
That context matters because the VP needed to lead teams selling to technical buyers who evaluate IAQ outcomes and energy-recovery efficiency simultaneously.
The Real Constraint. A 90-Day Window With Passive Candidates
A planned succession search with a fixed retirement date creates a paradox. The deadline is known early, but the best candidates are usually not in motion. They are stable, perform well, and move slowly.
This search required three things at once.
- Identify true IAQ and ventilation pedigree, not adjacent HVAC generalists.
- Maintain engagement across a five-week period before the intensive interview cycle begins.
- Land the offer and start date precisely on the retirement day.
What Does the VP Role Require to Replace a Long-Tenured CSMO
Replacing a long-tenured commercial leader is not a simple promotion slot. Direct reports, channel partners, and internal stakeholders expect the successor to arrive with credibility on day one.
Non-Negotiables
- Industry veteran status in IAQ, ERV, DOAS, or closely adjacent ventilation markets
- Stable career history with deliberate tenure patterns
- Combined fluency in sales leadership and marketing leadership
- Credible command of the IAQ and decarbonization narrative for technical buyers
- Channel and distribution experience relevant to residential, light commercial, and applied HVAC
- A leadership style that earns immediate confidence from an established team
- Willingness to engage through a delayed timeline without forcing an early commitment
Differentiators
- Recognized a ventilation pedigree that reduced internal skepticism immediately
- Marketing strength in building performance, not commodity HVAC messaging
- Existing relationships with engineers, architects, and specifiers
- Temperament for continuity, able to step in without disrupting the established rhythm
To understand how HVACExec packages executive profiles for client comparison, view candidate profiles.
The Five-Week Hold. How HVACExec Kept High-Pedigree Candidates Engaged
Planned succession searches are lost during the waiting period, not the interview period. High-value passive candidates do not pause their careers because an employer has a retirement date.
HVACExec managed the five-week period with substantive, role-specific conversations that built real engagement without pressure.
Candidates were treated as professionals, evaluated for a deliberate move, not as leads to be “kept warm.”
One candidate withdrew due to personal timing constraints. The remaining three entered the interviews as engaged finalists.
Interview Cycle and Offer Timing. Precision Over Speed
After the pre-launch period, the client ran an intensive but time-controlled interview cycle with three finalists. Evaluation emphasized two risk controls.
- Immediate credibility with the direct report team
- True fluency in IAQ, ventilation, and building performance messaging
An offer was extended and accepted, with a start date aligned exactly with the retiree’s retirement date. The transition was executed as a planned handoff rather than a scramble.
Why Zero-Gap Succession Is a Competitive Advantage for OEMs
A leadership gap in sales and marketing creates operational drag.
- Channel partners lose a decision owner
- Marketing programs lose approval velocity
- Customer opportunities stall during uncertainty
- Direct reports become cautious and slow
A start date that matches the retirement date eliminates those risks. It signals discipline internally and stability externally.
FAQs.
What makes an ERV or DOAS VP of Sales and Marketing search different from other HVAC leadership searches?
ERV and DOAS markets serve technical buyers who evaluate ventilation performance and energy-recovery economics together. The VP must lead consultative selling and credible building performance marketing. Adjacent HVAC leaders without IAQ fluency often struggle to earn trust with engineers, architects, and energy-focused stakeholders.
Why start a succession search 90 days before a retirement date?
Because the best candidates are typically passive and need time to evaluate. Starting early allows network-based sourcing, relationship-building, structured evaluation, and notice-period management without accepting a leadership gap or compromising the candidate profile.
How does HVACExec keep passive candidates engaged when timelines are delayed?
By maintaining substantive contact focused on the role, market context, team dynamics, and career implications, rather than on periodic status checks. Candidates stay engaged when they understand why the opportunity is worth waiting for and feel respected throughout the process.
What does “industry pedigree” mean in IAQ and ventilation leadership hiring?
It means the candidate has real credibility in ventilation or closely adjacent IAQ markets, including an understanding of how ERV and DOAS solutions are specified, sold, and positioned in building performance contexts. The pedigree immediately builds confidence among direct reports and technical customers.
Why is combined sales and marketing leadership harder to find in HVAC OEMs?
Sales leadership and marketing leadership are built through different disciplines. A true combined leader has run both functions with accountability, not just partnered with one. In IAQ markets, marketing also requires fluency in building science, which narrows the pool further.
How long does a planned succession search for a VP typically take?
Many planned successions require 10 to 14 weeks from first engagement to the start date because they include a relationship-building period, interviews, offer timing, and notice timing. Starting 90 days out increases the odds of a zero-gap transition without compromising the profile.
Next Steps for OEM Succession Planning
For Manufacturers: If you have a retirement date, internal transition window, or “must-start” target, begin by submitting a job order or by connecting with us. For multiple leadership hires, review the multi-hire fee discount program.
For Candidates: If you lead sales and marketing in ventilation, IAQ, or building performance HVAC markets and evaluate opportunities on timing and fit, submit your resume confidentially and review career opportunities.
