17511: How To Be Remembered At Cannes—The True Version.

 

Advertising Age published fluff content titled, “How to be the person people remember at Cannes, according to 10 festival veterans”—featuring self-absorbed bullshit from forgettable nobodies.

 

Not mentioned among the contrived tips:

 

• Sexually assault someone.

 

• Admit your Lion-winning entry is scam.

 

• Woo potential clients with lavish gifts, expensive booze, and brazen sex acts.

 

• If you’re a person of color seeking to be remembered at Cannes, you must perform as an A-list entertainer.

 

How to be the person people remember at Cannes, according to 10 festival veterans

 

By Ad Age Staff

 

The Cannes Lions International Festival of Creativity is a rush of introductions, pitches and personalities—it can be extremely difficult to make a lasting impression. To make the most of your time among the industry’s top players, brushing up on your opener, among other steps, can make a big difference.

 

Ad Age asked 10 Cannes veterans about successful tactics for rising above the noise. See their tips and the reasoning behind them below.

 

Finesse up your opener

 

Amy Worley, global chief connections officer, VML

 

Cannes is undeniably packed with more brands, tech giants and business leaders than ever, but it’s still the Festival of Creativity. So instead of defaulting to “What do you do?” try asking, “What have you seen that’s inspired you this week?” I’ve found it gets past the small talk and into the good stuff much faster. And who doesn’t love to talk about what they love?

 

Rita Ferro, president, global advertising, Disney

 

One of the most memorable first impressions I’ve seen at Cannes came from someone who simply had the confidence to stop, introduce themselves, and ask a thoughtful question. You meet an extraordinary number of people in a single week, and the ones who stand out aren’t the loudest—they’re the ones who are genuinely curious, prepared, and intentional about creating a real moment of connection.

 

I always appreciate when first-timers, students or young professionals take that initiative. It signals hunger, humility, and an understanding that Cannes is ultimately about people.

 

Lead with your point of view over your title

 

Luis Miguel Messianu, founder, president and chief creative officer, MEL

 

The people who make the strongest impression at Cannes are rarely the ones trying the hardest to impress. The memorable ones are curious, generous and present.

 

I remember people who didn’t begin with a pitch, a title or a credential. They began with a point of view. They had seen something, felt something, questioned something. They asked smart questions about the work, about culture, about where the industry was going. That stands out because Cannes can be noisy, and real curiosity cuts through the noise.

 

The best first impression is not “look who I am.” It is “let’s have a conversation worth remembering.”

 

Leandro Barreto, global chief marketing officer for Unilever and Beauty and Wellbeing

 

The people who make the strongest impression are the ones who are precise about what they stand for but also approach Cannes with a real sense of curiosity. They don’t try to cover everything; they engage thoughtfully and land a perspective clearly. In a week that’s full of ideas, that kind of clarity cuts through.

 

I’ve always found it stands out when someone grounds the conversation in real work and real examples and then builds from there. But equally, the people you remember are the ones who are open to going beyond their usual circle—connecting with different brands, perspectives and parts of the ecosystem you wouldn’t normally engage with day to day.

 

Do the thing you said you’d do

 

Joe Paluska, chief marketing officer, Commonwealth Fusion Systems

 

The most memorable first impression I’ve ever seen at Cannes came from Anderson .Paak. After speaking at Amazon Port about authenticity, culture and co-creation, he came right up to the front of the stage. I mentioned that my son was studying hip-hop and was about to turn 21, and Anderson immediately shot him a personal happy birthday video. That moment said everything.

 

Cannes is full of people talking about authenticity, but Anderson practiced it in real time. He didn’t need to do it. There was no “brand benefit.” He just made a human gesture that my son will never forget. At Cannes, the people who stand out are not always the loudest or most polished. They are the ones who make a huge global stage feel personal. Anderson turned a celebrity encounter into a father-son memory, and that is the kind of impression no business card can compete with.

 

Crystal Foote, founder and head of partnerships, Digital Culture Group

 

One of the most memorable first impressions I experienced at Cannes came from the wife of a marketer attending the festival. She was curious about what I did and immediately started thinking about who I should meet. After learning more about Digital Culture Group and the work we were doing, she connected me directly to her husband. What stood out was how naturally she made introductions and created connections in the moment. Cannes moves fast, and some of the best opportunities come from people who are proactive, engaged and genuinely interested in helping others expand their network.

 

Mona Munayyer Gonzalez, president, Pereira O’Dell

 

After speaking on the Cannes Creator stage last year, I had several people approach me who mentioned that something I mentioned in my speaker bio—my specific career path, my Palestinian roots—spoke to them and made them want to stop by and say hi. It was incredibly thoughtful and purposeful, which felt deeply refreshing amidst a sea of sales pitches and superficial hellos.

 

Talk to people standing in line with you

 

Alejandra Haro, regional leader, Circulo Creativo USA

 

Absolutely. I once met a person who is now a speaker at the festival, and it happened in the most unplanned, unhurried way. We simply couldn’t get into the same venue, ended up waiting together, and that was it. To me, that’s what a truly memorable first impression looks like: not a polished elevator pitch, but a real human moment. The kind that makes you think I’d love to work with this person someday. So don’t be afraid to talk to strangers; everyone is there to connect.

 

Kimberly Wilson, board advisor, Fullscale Holdings

 

The people who stand out most at Cannes are usually quietly moving through the experience. I’ve always been drawn to individuals who lead with authenticity versus transaction.

 

I remember meeting the chief revenue officer of a pretty big agency who skipped a networking event entirely and instead opted to join me for an impromptu lunch to discuss how culture, creativity and consumer behavior were shifting in real time. It immediately changed the energy of the interaction because it felt genuine and thoughtful rather than transactional.

 

People remember how you made them feel far more than your title or company affiliation.

 

Make time for the work—it leaves an impression too

 

Jorge Plasencia, co-founder, chairman and CEO, Republica Havas

 

I do not have one specific “first impression” moment with a person that comes to mind. For me, the most memorable first impressions at Cannes have often come from the work itself.

 

Over the years, there have been so many campaigns that have impacted me and stayed with me. One example is the Lacoste work from my colleagues at Havas’ BETC, which used the brand’s iconic crocodile to draw attention to endangered species. It was simple, powerful and deeply memorable.

 

Those are the moments I never forget. Cannes is full of people, meetings, conversations and events, but the work is what stays with you. The best ideas make a first impression that lasts.

17420: FYI FQ Beach BS.

Adweek reported The Female Quotient will expand its presence at Cannes Lions International Festival of Creativity, adding FQ Beach and Camp to the regular FQ Lounge setup.

 

Despite the anti-DEIBA+ vibe in Adland, it appears White women groups are not as adversely affected—in terms of indifference, disinterest, and disrespect—as racial and ethnic groups at Cannes.

 

Plus, White women at Cannes probably face waaaaay fewer perverted predatory perils than women of color. Or maybe not.

 

Expect extra Safe Zone precautions at FQ Beach and Camp.

 

Maybe they should change the name to FQ Beach and Bunker.

 

The Female Quotient Adds Beach Presence at Cannes Lions 

 

A larger beachside venue at Hôtel Martinez will host the organization’s content, while the penthouse shifts to private gatherings

 

By Richard Lowe

 

The Female Quotient is heading to the beach for Cannes Lions 2026.

 

The media and advisory company announced the launch of FQ Beach and Camp on Wednesday (March 25), an expansion of its FQ Lounge set-up on the rooftop of the Hôtel Martinez. 

 

The space, situated on the Croisette across from Hôtel Martinez, will host an outdoor stage with daily programming, brand activations, and gatherings that forward The FQ’s mission.

 

Meanwhile, the rooftop space will host private gatherings with industry leaders alongside a dedicated content studio for social-first storytelling.

 

“For over ten years, the FQ Lounge at Cannes Lions has been the destination for the conversations and connections that move business forward,” said Shelley Zalis, founder and CEO of The Female Quotient, in a statement. “Expanding to the beach allows us to build on that foundation, creating more space, more access, and more opportunity for our growing community to show up and have the conversations that drive what’s next.”

 

A growing community

 

Founded in 2015 by Zalis, The FQ has grown to a worldwide community of 7 million members across 30 industries in 100 countries. The company hosts events across the globe, including an AI summit, that draw over 50,000 attendees annually.

 

At Cannes Lions, FQ Beach is a natural expansion for the company. For more than ten years, the FQ Lounge has hosted business leaders on the penthouse rooftop of the Hôtel Martinez. This year, that content will move to the larger stage at FQ Beach.

 

“[FQ’s] expansion allows us to scale that experience, creating more opportunities for the connection, visibility, and storytelling that our community of leaders has come to expect from The FQ,” said Talia Bender Small, President of The Female Quotient, in a statement.

 

The FQ’s growth comes at a time when McKinsey & Company released their Women in the Workplace report that shows women receive less career support and fewer advancement opportunities in the workplace.

 

Cannes for kids

 

The FQ also announced Camp @ Cannes, in association with home improvement retailer Lowe’s, to provide programming for children with supervision from credentialed childcare providers. 

 

“You can do it all, but not all at once, and definitely not alone,” Zalis said in a statement. “Camp @ Cannes is an experience that reflects real life, where work and family can coexist, and therefore more leaders can participate.”

 

Camp @ Cannes was inspired by Lowe’s revamp of MyLowe’s Rewards Kids Club, which inspires families to go on adventures together as they learn how to build via hands-on workshops and experiences. In-store workshops include building terrariums and garden baskets, while the club also offers projects that kids can do at home.

 

This partnership comes after Lowe’s rolled back DEI policies, but vowed to be a bigger part of its local communities by rebuilding parks, gardens, and even food pantries through a five-year, $100 million program.

 

“At Lowe’s, we’re always innovating to create new ways to connect with younger audiences and the next generation of homeowners,” said Jen Wilson, Lowe’s senior vice president and chief marketing officer, in a statement. “Bringing that spirit to Camp @ Cannes allows us to support today’s leaders in a more holistic way, by creating space for their families, too, and showing that building a career and building memories don’t have to be separate pursuits.”

17396: No Flowers For International Women’s Day…?

 

International Women’s Day 2026 campaign theme reads: Give To Gain

 

Here’s the hype from the official IWD website:

 

When we give, we gain.

 

Together, let’s help forge gender equality through abundant giving.

 

The IWD 2026 Give To Gain Campaign encourages a mindset of generosity and collaboration.

 

Give To Gain emphasizes the power of reciprocity and support. When people, organizations, and communities give generously, opportunities and support for women increase. Giving is not a subtraction, it's intentional multiplication. When women thrive, we all rise.

 

Whether through donations, knowledge, resources, infrastructure, visibility, advocacy, education, training, mentoring, or time, contributing to women's advancement helps create a more supportive and interconnected world.

 

What will you Give to Gain gender equality?

 

Okay, but the campaign imagery looks like women are begging for handouts.

 

Since celebrating International Women’s Day could be considered a DEIBA+ stunt, it appears Adland diminished performative propaganda for IWD this year.

 

For White women, Adland continues to present a diversity of disrespect—including gender pay gaps, sexual harassment, unequal opportunities, indifference for maternity and menopause, and much more.

 

For women of color, things get even worse.

 

The global industry presents unfair challenges to women on International Women’s Day—and all year long.

17378: Trouble At Opinionated, IMHO.

 

Advertising Age reported Tombras axed Opinionated Founder Mark Fitzloff, mere weeks after acquiring the White advertising agency.

 

According to Ad Age, the dismissal decision followed an HR grievance submitted by an Opinionated employee charging allegations of a sexual nature against Fitzloff.

 

Expect things to devolve into a His Opinion/Her Opinion scenario.

 

Opinionated founder Mark Fitzloff fired after selling his agency to Tombras

 

By Brian Bonilla

 

Tombras has fired Mark Fitzloff, Opinionated’s founder and executive creative director, just a few weeks after acquiring the agency.

 

“Tombras has parted ways with Mark Fitzloff. This is a confidential personnel matter, and we are not at liberty to comment further,” a Tombras spokesman wrote in a statement.

 

The decision follows an HR complaint lodged by an Opinionated employee that contained allegations of a sexual nature against Fitzloff, according to multiple people close to the situation. The allegation has to do with events or an event that occurred before the deal to acquire the agency, now called Opinionated, a Tombras company.

 

Fitzloff’s final day was Feb. 11, according to sources. He did not return multiple requests for comment. Tombras declined to comment beyond the statement.

 

Portland, Oregon-based Opinionated made a name for itself in the industry with work for brands such as Panda Express, Shake Shack and Hinge. The agency reported its strongest annual growth in 2024, when revenue jumped 44% to more than $23 million. Opinionated hit $30 million in revenue in 2025.

 

Before launching Opinionated in 2017, Fitzloff had spent around 17 years at Wieden+Kennedy, where he rose through the ranks from copywriter to executive creative director.

17212: Not Your Average Joe Lawsuit…

Richmond BizSense reported, “Ex-Martin Agency exec loses appeal in #MeToo-era lawsuit, will seek review from state supreme court.”

 

Looks like somebody didn’t collect the $75 million they hoped to pocket…

17126: More Mad Men Misconduct.

 

Digiday Media’s WorkLife reported on a study showing workplace misconduct claims—for discrimination, harassment, and retaliation—reached the highest rate ever last year.

 

Not sure how the data specifically applies to Adland. Then again, the research reflects what happens at awards shows like Cannes Lions International Festival of Creativity, where such charges appeared to dramatically increase—and were compounded by acts of blatant cheating.

 

In short, Adland probably raises the bar—and deserves titanium trophies—for workplace misconduct.

 

Employers hit with exploding misconduct claims–and do a terrible job managing them

 

By Tony Case

 

Reports of workplace misconduct have hit unprecedented levels over the past decade, even as most organizations are flying blind when it comes to data that could help them manage the problem.

 

Fresh research from HR Acuity reveals that discrimination, harassment and retaliation claims last year reached the highest rate ever recorded by the researchers: 14.7 incidents per 1,000 employees, vs. 11.9 in 2023. The most recent study tracked 284 organizations and 8.7 million employees globally. This is the ninth straight year HR Acuity has issued the report.

 

“Navigating today’s complex workplace dynamics with rising misconduct claims, mounting regulatory pressures and legal risks demands more than intuition. Data and insights are no longer optional,” said Deb Muller, founder and CEO of HR Acuity.

 

Employment law attorneys are witnessing this surge firsthand. “There is no question that during the last five years, the tensions between employees and employers have grown to unprecedented levels,” said Mark Kluger, a partner at the New Jersey employment law firm Kluger Healey. Kluger points to a combination of return-to-office (RTO) demands, generational differences regarding work-life balance and an avalanche of employees seeking leaves and accommodations under state and federal laws for anxiety, depression and other behavioral health issues.

 

The legal landscape has become increasingly complex. Kluger notes that employers now regularly face workplace retaliation claims stemming from RTO policies, work-life balance issues and performance management decisions.

 

Acuity HR’s findings come on the heels of the Ames decision (officially known as Ames v. Ohio Department of Youth Services), the U.S. Supreme Court’s unanimous ruling clarifying the application of Title VII of the Civil Rights Act to employment discrimination claims, particularly those involving “reverse discrimination.” In that case, the court held that majority-group plaintiffs (e.g., straight, white males) are not required to meet a higher evidentiary burden to establish a prima facie case of discrimination.

 

While misconduct claims are skyrocketing, most employers are making critical decisions based on incomplete information, according to the research. Nearly 7 in 10 organizations fail to track how many issues pile up by case, while nearly half are missing substantiation data entirely. That means they’re essentially clueless about investigation outcomes and what those may say about their workplace culture.

 

Furthermore, 7 in 10 employers can’t break down substantiation by issue type, missing the trends that could help them be more proactive regarding claims.

 

Meanwhile, even with all the legal and reputational risks, one-third of organizations don’t require structured investigation procedures. The companies that do have structured processes in place are twice as likely to use AI tools, though nearly half of companies studied don’t use AI for employee relations at all, per the report.

 

The challenge for HR professionals has become navigating what Kluger sees as a legal minefield. He suggests that HR professionals and employment lawyers carefully navigate the expanded definitions of retaliation, new state laws regarding leave, and the overwhelming number of requests for reasonable accommodations and leave while trying to maintain best practices and consistency.

 

With misconduct claims accelerating and regulatory scrutiny intensifying, companies sticking with the status quo could be playing Russian roulette with their reputations, legal exposure and employee trust. As Muller sees it, “In this new era of employee relations, organizations must embrace AI-driven analytics and structured processes to protect their people, safeguard their reputations and empower their teams to thrive with confidence.”

17122: Cannes Integrity Standards = An Oxymoron.

 

Advertising Age reported Cannes Lions International Festival of Creativity created “integrity standards” designed to address scam entries.

 

While the new regulations include banning offenders from the contest for up to 3 years, there are no penalties for associated holding companies.

 

Plus, there are no penalties for identified sexual predators, which undoubtedly angered White women protestors—and relieved lots of Old White Guys.

 

Not surprisingly, integrity is extremely limited at Cannes Lions.

 

Cannes Lions updates awards standards following string of controversies

 

By Brian Bonilla

 

Following a series of controversies that put a black cloud over this year’s festival, Cannes Lions is introducing new “integrity standards” aimed at tightening verification and accountability for future award submissions.

 

The new framework will take effect for all entries for the 2026 Cannes Lions International Festival of Creativity and comes in response to the dismissal of award-winning work this year over questions of manipulation and other concerns around submissions.

 

“The industry landscape is changing at lightning speed,” Lions CEO Simon Cook wrote in its statement. “And Cannes Lions is adapting at pace to meet this.”

 

The new integrity standards will require formal approvals from the leader of the entrant company and a senior marketer; introduce a new fact-checking process that uses human and AI review; provide independent measurement experts to juries; set clear rules on AI use; impose a potential three-year ban for misrepresentation; establish a council to oversee “escalated cases;” and provide annual transparency reporting.

 

---

 

Read the five integrity standards below, laid out by Cannes Lions in the festival’s own words.

 

1. Ownership and Authorship

 

Accountability, Partnership and Permission:

 

Every submission must be approved by the business leader of the entrant company and by a senior marketer from the commissioning brand. These declarations confirm that all submissions, including case films, written submissions, data, and claims—are factually accurate, responsibly sourced, and representative of real world events and outcomes.

 

2. Veracity of Claims

 

Rigorous, Two Tier Fact-Checking System

 

A new dual-layer verification system will combine manual checks with AI-led analysis to interrogate the veracity of claims made by each entry. This marks the first time a human + AI hybrid infrastructure has been institutionalized across the global awards to bolster existing measures.

 

Objective, Independent Expertise and Support

 

Cannes Lions Juries will have access to an objective and independent data and measurement expert at their request, throughout judging, to provide further technical scrutiny across impact claims, campaign effectiveness, media impact, and data interpretation.

 

AI Integrity Handbook

 

The AI Integrity Handbook will set a global standard for awards integrity in the age of AI, protecting trust, creative legitimacy and transparency. It will outline what is acceptable, what must be disclosed, and what constitutes a breach. This clear and replicable model* is designed for the use of entrants, jurors, and stakeholders—and encouraged for adoption across the industry.

 

*Informed by OECD AI Principles, Partnership on AI - Synthetic Media Guidelines, and the UNESCO AI Ethics Recommendation.

 

3. Consequence of Misrepresentation

 

Disqualification and Withdrawal

 

Cannes Lions reserves the right to disqualify or withdraw any awards entry at any stage of submission or judging, including after a Lion has been awarded if material misrepresentation is found. This includes the right to request additional documentation or testimony from entrants or clients at the highest level of seniority.

 

Sanctions for Deliberate Misconduct

 

Companies found to have willfully submitted false or misleading work may be banned from participation for up to three years. Jury eligibility may also be revoked. All sanctions will be determined through an independent review process to ensure neutral and objective oversight is prioritized.

 

4. Due Process & Independent Oversight

 

Independent Integrity Council and Due Process

 

All escalated cases will be reviewed by a newly established Integrity Council made up of legal, ethical, and neutral industry experts. Entrants will have the right to respond and appeal within a reasonable timeframe.

 

5. Transparency in Governance

 

Annual Creative Benchmark Integrity Audit

 

To ensure transparency, Cannes Lions will publish an annual Integrity Audit documenting an overview of concerns that lead to continuous improvements to the system that underpins the global benchmark for creativity.

17121: Rose Rises, Rapidly Replacing Read.

 

Advertising Age reported the White men insiders predicted to succeed WPP CEO Mark Read were passed over in favor of a White woman outsider. Hopefully, Cindy Rose won’t be affected by the White holding company’s gender pay gap issues—or the sexual harassment historically prevalent at its White advertising agencies.

 

Opining on Rose’s appointment, a consultant ridiculously stated, “We’ll hear a lot of the same old tropes about the death of creativity, but the ship has sailed and tech will be at the center of corporate strategy.” Death of creativity?! Rose was preceded by Read and Sir Martin Sorrell. The creative ship sank decades ago.

 

Read claimed he’d stick around to help with the search for his replacement. Now that Rose has been named, will Read pull the ripcord on his golden parachute?

 

If Rose leads a WPP turnaround, she’ll inspire a new term: Roserrection.

 

WPP’s new CEO—what the appointment signals and behind the search

 

By Ewan Larkin

 

Cindy Rose’s appointment as the new CEO of WPP underscores technology as the backbone of the beleaguered agency group’s future direction, according to multiple industry insiders.

 

“We’ll hear a lot of the same old tropes about the death of creativity, but the ship has sailed and tech will be at the center of corporate strategy,” said Peter Grossman, U.S. regional lead for consultancy Flock Associates, about the move.

 

Rose, chief operating officer of Microsoft’s global enterprise business, will officially take the reins at the world’s second-largest agency company on Sept. 1, with CEO Mark Read staying on through the end of the year to support the transition, WPP announced Thursday.

 

Rose and WPP strongly emphasized creativity in the announcement, but her tenure at Microsoft is both significant and telling. By appointing a leader with a background in tech and software—and little to no traditional marketing experience—the holding company’s board “clearly would like to play into their ambition to scale and monetize” WPP Open, an AI operating system backed by annual investments of $318 million, said Jay Pattisall, VP and principal analyst at Forrester.

 

The incoming CEO’s key challenge will be integrating tech in a way that maintains WPP’s foundation as a marketing services business, added Pattisall. “That’s a subtle but significant shift,” he said.

 

WPP has poured hundreds of millions of dollars into Open, and consultants said they expected the holding company to lean further into licensing Open under Rose’s purview. At Microsoft, she helps companies use digital technology and AI to drive business transformation, WPP stated in its announcement.

 

Some industry veterans, however, remain skeptical of WPP’s tech ambitions.

“Much is made of WPP’s moves in technology and AI around WPP Open, but I’m not convinced that agencies can build a SaaS-type business in competition with software companies like Adobe,” said Martin Sorrell, executive chairman at S4 Capital and founder of WPP.

 

There are plenty of other challenges beyond scaling Open. Rose’s announcement comes a day after WPP issued a profit warning, citing reduced client spending amid economic uncertainty and a slowdown in net new business. WPP has been losing business to rivals, including last month’s loss of Mars’ $1.7 billion global media account to Publicis Groupe.

 

Industry insiders seem bullish on Rose’s chances. She may be a fresh face, but as a non-executive director on WPP’s board since 2019, she’s familiar with the company’s recent internal transformation, including a slew of mergers and consolidations. She also has experience in various areas that WPP is looking to bring closer together under Open.

 

“She ticks all the boxes: media, content, data and tech,” said Ryan Kangisser, chief strategy officer at consultancy MediaSense, adding that Rose’s prior role as chief operating officer signals a shift in focus for WPP. The agency group already has “enough people in the business who have the vision and the strategy, she just needs to implement it,” he said.

 

One WPP exec said Rose was a different type of executive than Mark Read, calling her “energetic” and “client-obsessed.”

 

Given her lack of marketing experience, Rose’s appointment carries some initial risks, said Michael Kassan, founder of 3C Ventures. Still, he called WPP’s bet on her—and tech and transformation—a worthy gamble.

 

“Do I think it’s a short-term win in the new business tables? No. Do I think, long-term, it’s a net positive? Yes,” he said.

 

WPP shares today edged up 1.1% to 433.40 pence in London trading, a muted response to the naming of a new CEO. This came after shares tumbled nearly 19% on July 9 to their lowest level since 2009 after WPP revealed disappointing second-quarter results and lower full-year revenue guidance.

 

Inside the search

 

WPP had been looking outside the company—particularly in the tech sector—for a successor, according to a person familiar with the process. Multiple executives said the search started before Read announced his departure in June, though it wasn’t immediately clear how serious those efforts were.

 

WPP inquired about the interest of Wendy Clark, the former global CEO of Dentsu International, people close to the situation told Ad Age. The holding company also held discussions with internal candidates, including Jon Cook and Devika Bulchandani, the global CEOs of VML and Ogilvy, respectively, according to people familiar with the matter. WPP Media CEO Brian Lesser, who has been overseeing a restructuring of the media network, is believed to have been in consideration too, according to people with knowledge of the situation.

 

Lesser and Clark couldn’t immediately be reached for comment. Cook declined to comment. Bulchandani declined to comment on the discussions, but in a statement said, “Cindy has the perfect blend of experience for WPP as we look to the future.”

WPP declined to comment on the candidates in the search.

 

WPP focused on five key priorities in its CEO search, according to a memo to shareholders from Chairman Philip Jansen obtained by Ad Age. They included “technology and AI acumen,” “marketing and client credibility,” “U.S. market focus,” “outright leadership and cultural change agent” and “operational excellence and performance management.”

 

Jansen said in the memo that, given “the critical importance of the U.S. market to WPP’s success,” the new CEO had to have significant experience and understanding of the national landscape. (Read has said previously that WPP has considered moving the company’s present London primary stock market listing to the U.S.)

 

Rose holds both British and American citizenship and will be based in London and New York. She doesn’t, however, have a traditional marketing background. In the memo, Jansen wrote that “while not necessarily from the advertising industry itself, the CEO must be deeply marketing-aware and capable of engaging credibly with the CEOs and CMOs of our largest global clients.” He added: “They need to understand our clients’ businesses.”

 

More reactions to WPP naming Cindy Rose as CEO

 

Rose will be the first female CEO of a major agency holding company, a decision that was widely applauded by the industry. Accenture Song, the world’s largest agency company by revenue, will also have a female CEO as of Sept. 1, when Ndidi Oteh succeeds David Droga.

 

“I appreciate the symbolism of a female leader at the helm of WPP, especially at a time when DEI frameworks are being openly dismissed in the U.S.,” said Alkisti Stolp, a former executive at Wunderman Thompson and later VML.

 

Stolp, however, added that Rose’s corporate background “feels far removed from our industry’s creative core.” An agency executive who works with Microsoft added that Rose is far more focused on sales than marketing. While some might view those as potential limitations, an executive at a WPP agency pushed back on such criticisms.

 

“The most creative organization in the world is Disney,” the WPP agency executive said, referencing Rose’s 15 years at The Walt Disney Co. earlier in her career. The person added that, internally, there’s already been discussion about becoming more of a sales-driven organization—suggesting Rose may be more philosophically aligned with WPP than critics assume.

 

“There’s a lot of similarity,” the executive said.

 

Contributing: Garett Sloane, Bradley Johnson, and Lindsay Rittenhouse