17550: On Ogilvy US CEO CUL8R TTFN.

 

Advertising Age reported on the Ogilvy US CEO, who is bailing out of the White advertising agency after roughly nine months in the role.

Maybe winning Network of the Year at Cannes Lions International Festival of Creativity signaled mission accomplished.

David Ogilvy articulated his core philosophy on hiring as follows: If you hire people smaller than you, the company becomes a company of dwarfs; hire people bigger than you, and it becomes a company of giants.

Wonder what the iconic adman would think about his company being in giant flaming dumpster WPP, where hiring creates a revolving door of dwarfs.

Ogilvy US CEO to depart after less than a year in the post

By Ewan Larkin

Ogilvy U.S. CEO Lyndsey Corona is set to leave her post after less than a year at the WPP agency and is expected to pursue a new opportunity adjacent to the ad industry, Ad Age has learned.

Laurent Ezekiel, Ogilvy’s global CEO, will serve as interim CEO for North America, an agency spokesperson said. However, the agency does not plan to name a permanent replacement, according to a person familiar with the matter.

“Ogilvy thanks Lyndsey for her leadership and contributions to our clients and teams, and wishes her the very best in her next chapter,” the Ogilvy spokesperson said in a statement.

Corona’s late 2025 appointment followed an executive reshuffle in Ogilvy’s top ranks. In September, Devika Bulchandani, then Ogilvy’s global CEO, moved upstairs to WPP as chief operating officer. Ezekiel succeeded her at Ogilvy and subsequently installed Corona in November, giving her oversight of the storied creative agency’s largest region.

Corona joined amid a turbulent stretch for Ogilvy, which cut roughly 5% of its workforce last year as part of a restructuring. One of her core focuses was to simplify complexity for marketers and better integrate the agency’s various disciplines. WPP itself is working through a multiyear turnaround, including layoffs and the formation of WPP Creative, a unit designed to house Ogilvy and VML, among other shops.

Before Ogilvy, Corona served as WPP’s global growth lead on Verizon. Earlier in her career, Corona worked as president and partner at independent creative boutique Slap Global. Her experience also spans agencies including Stagwell’s Forsman & Bodenfors and Omnicom’s McCann.

17539: WPP CPO WTF.

More About Advertising reported on impending layoffs at WPP, spotlighting the new WPP Media Chief People Officer, who will likely be among key players executing the latest RIF.

 

The content closed by asking: Is there a People job in [Adland] that doesn’t really mean less people?

 

That’s a good question, prompting a Google search to define the C-suite function. According to M&A Executive Search, CPO responsibilities include:

 

• Shaping organizational culture and employee experience

 

• Developing DE&I (Diversity, Equity & Inclusion) programs

 

• Creating leadership development initiatives

 

• Driving employee engagement strategies

 

• Aligning the workforce with the company vision and values

 

• Building talent acquisition competitive advantages

 

• Fostering a sense of purpose and belonging

 

Okay, except no way can a new CPO shape organizational culture and employee experience at a global flaming dumpster that is burning out of control.

 

DEIBA+ programs have already been abandoned.

 

Leadership development cannot commence until after dealing with honcho redundancies, resignations, and restructurings.

 

Employee engagement strategies likely involve mandated rah-rah events.

 

Expressing the company vision and values won’t happen before WPP CEO Cindy Rose hatches and articulates the grand scheme. For now, it’s chirping crickets.

 

Talent acquisition competitive advantages are trumped by talent termination.

 

Sense of purpose and belonging? Nonsense of purpose and belonging would be a more appropriate term.

 

In short, given WPP’s current death-spiraling direction, the CPO role could be handled via AI—or eliminated entirely.

 

WPP sets sail for another round of job cuts

 

By Stephen Foster

 

WPP is reportedly embarking on another round of job cuts and newly-hired chief people officer at WPP Media Darren Minshall looks as though he’s been hired to lead the charge. Or maybe retreat. WPP Media employs about 40,000 people.

 

Like all such execs Minshall [above], who’s worked at numerous companies including, back in the day, Havas and MullenLowe, says the right things including “AI isn’t the hard part. Leading people through it is” and “AI should improve work, not blindly replace it” which may reassure some WPP Media folk although the embattled holding company, first under Mark Read and now under Cindy Rose, has made no secret that it sees AI as the secret sauce to put it back on the road to growth.

 

So will Minshall be the grim reaper, on the lines of George Clooney in the movie Up in the Air, where he plays corporate downsizer Ryan Bingham or someone to bring a little balance to the seemingly AI-obsessed holding company?

 

WPP is now divided into creative, media, production and commerce and most people expect its creative agencies to bear the brunt of tech-driven changes. When JWT, Y&R and Wunderman were lumped together with VML it was said to be the biggest creative agency in the world with about 30,000 people. WPP also has Ogilvy of course, which seems to be staying above the fray.

 

But the old GroupM media operation comprising EssenceMediacom, Mindshare and Wavemaker was pretty substantial and numerous too and, although its fortunes have recovered to a degree, it has still to return to winning ways for the world’s really big media accounts, most of which are at Publicis with some others at Omnicom.

 

Is there a People job in adland that doesn’t really mean less people?

17537: WPP Reduces Staff, Increases Exclusivity.

 

Advertising Age reported WPP plans to eliminate hundreds more jobs in 2026 as the Roserrection advances.

 

Advertising icon Jay Chiat famously wondered, “How big can we get before we get bad?”

 

As this blog previously opined, WPP answered that question for holding companies decades ago. The global flaming dumpster continued answering the query for White advertising agencies, bundling and erasing iconic firms to create mediocre monstrosities like VML.

 

WPP CEO Cindy Rose now finds herself in the peculiar position of trying to answer, “How small can we get before we get bad?”

 

There’s something counterintuitive about improving WPP by firing thousands.

 

Rose can feel relieved DEIBA+ dedication disappeared before she joined, so Elevate28 need not be concerned with outdated imperatives such as fairness, equality, and justice.

 

Ad Age stated, “Cindy Rose has acknowledged that there will be job cuts and said that savings will come largely from eliminating duplicative finance and HR functions…” Um, Chief Diversity Officers and DEIBA+ teams were typically compartmentalized in the HR department.

 

It appears Elevate28 will elevate exclusivity, underrepresentation, and systemic racism—except for White women—potentially taking the industry back to 1928.

 

WPP plans to cut hundreds more jobs this year as its restructuring continues

 

By Ewan Larkin

 

WPP expects to cut jobs globally in the mid-to-high hundreds between now and the end of the year, according to a person familiar with the matter, as part of the company’s ongoing turnaround strategy.

 

Some employees were informed today of their roles being affected at WPP agencies including VML, though the scope of today’s cuts was not immediately clear. WPP and VML declined to comment for this story. WPP had 98,655 employees at the end of 2025, it previously reported.

 

The layoffs are part of WPP’s broader Elevate28 turnaround plan, under which the company is targeting £500 million ($678 million) in annual cost savings by 2028. CEO Cindy Rose has acknowledged that there will be job cuts and said that savings will come largely from eliminating duplicative finance and HR functions, cutting real estate costs and selling assets. The company has also reorganized into four core units: creative, production, media and enterprise solutions.

 

WPP’s workforce has contracted sharply in recent years. The British holding company ended 2025 with 8.7% fewer employees, accelerating from a 5.4% decline the year before. That left its workforce at the end of last year at about 1,200 employees below its 2020 level, when pandemic-era cuts reduced staffing by about 6.5%.

Contributing: Brian Bonilla and Jess Nagamoto

17523: On Life—And Lifetime Achievement—In Adland.

MediaPost spotlighted Susan Credle, who the trade publication identified as Interpublic Global Creative Advisor—despite IPG’s erasure after being acquired by Omnicom.

 

Oddly enough, Credle’s LinkedIn profile displays her present experience as Interpublic Global Creative Advisor and Omnicom Creative Advisor.

 

Perhaps Credle is a fractional Planetary Creative Advisor. Or maybe she’s also in limbo, waiting for Omnicom to sort through restructurings, redundancies, and RIFs resulting from the acquisition.

 

Credle came to Cannes to collect the Lion of St. Mark lifetime achievement award.

 

Yet now Credle admits being uncertain about her next work-life stage.

 

That’s life in Adland today.

 

Credle At Cannes: ‘Fast And Cheap’ Equals Ad Pollution

 

By Steve McClellan

 

Ad agency veteran and current Interpublic global creative advisor Susan Credle told a Cannes Lions audience Monday morning that while there’s been much talk lately that consumers care less about brands these days, maybe it’s the industry that needs to care more about them. 

 

Credle, this year’s recipient of the Lion of St. Mark lifetime achievement award, said, “We’re in a slightly weird place right now,” where all the focus on AI and technology has led the industry to focus a bit less on brand building.  

 

“Fast and cheap,” she said, amounts to so much “ad pollution.” Refocusing on brand building, she added, is perhaps the best way to regain consumer trust. 

 

On stage with Paul Kemp, Cannes Lions Chief Content Officer, Credle talked about her formative years and passion for cheerleading and acting in high school. She was declared “biggest flirt” during her high school years, which she interpreted as “enjoying being around people.” Cheerleading, she added, may have been her first copywriting job because it involved writing cheers promoting a team and urging them to win.  

 

In college she learned quickly that journalism—at least the stick-to-facts kind—wasn't a passion of hers. She was steered to the advertising department where she could focus on a blend of “creativity and outcomes.” 

 

In 1985 she headed to New York City “with a suitcase and a dream.” She landed an entry level job at BBDO (filling in for receptionists who were on bathroom breaks), and ended up staying for more than two decades. 

 

At BBDO she landed on the Mars account where she had the audacious idea of killing off the M&M characters because she believed they were boring. That idea didn’t fly and she (and her art director partner Steve Rutter) then proposed developing the characters into a comedic ensemble with distinct and funny personalities. The problem there—no budget to do that for TV, at least at first. Instead the characters were merchandised and their personalities began to blossom via quips on T shirts.  

 

The characters’ popularity took off, and they were developed and integrated into TV campaigns led by Credle and Rutter. At one point NBC wanted to have the characters introduce its Thursday night lineup. It was at that point, Credle realized that the characters had entered the cultural zeitgeist. “Hollywood came calling us,” she noted, not the other way around.  

 

Later this year Credle will be leaving Interpublic for a new chapter. For now, Credle said she’s not sure what’s next. Stay tuned.  

17512: On Juneteenth In Adland 2026.

In Adland 2026, Juneteenth has been impacted by restructurings, redundancies, and RIFs—like White holding companies and White advertising agencies throughout the global industry.

 

The anti-DEIBA+ vibe in Adland means Juneteenth further loses its performative priority, plummeting far below organizational rejiggering, shareholder appeasing, and AI capabilities overhyping.

 

Juneteenth is seemingly deemed redundant to celebratory events such as Black History Month and MLK Day—both of which are also ignored and/or viewed with indifference.

 

In recent years, White holding companies and White advertising agencies have quietly diminished ERGs, downsized DEIBA+ teams, and dismissed Chief Diversity Officers. So, delegating diversity duties for Juneteenth is disregarded.

 

Will Adland ever experience freedom from systemic racism?

17504: Omnicom Renders Restructurings, Redundancies, And RIFs With Precision.

Mediapsssst reported Omnicom continues its radical restructuring since acquiring IPG.

 

The latest scheme involves the launch of Omnicom Precision Marketing, which includes folding White precision marketing agency RAPP into White digital experience agency Critical Mass.

 

It’s obvious, but Critical Mass + RAPP = CRAPP.

 

Omnicom Precision Marketing Folds Agency Rapp Into Critical Mass

 

By Richard Whitman

 

The new Omnicom continues to finetune its operations.  

 

The latest restructuring occurred within the company’s precision marketing division, led by Luke Taylor, where Rapp has been folded into Critical Mass.

 

Rapp is a precision marketing and consumer experience agency. And Critical Mass is a marketing agency with a focus on digital experience design. 

 

Combined the agencies have about 3,000 staff and over a dozen offices globally. 

 

Jeannine Falcone who has led Rapp as Global CEO since 2024 will be departing the company. Chris Gokiert remains Global CEO at Critical Mass. 

 

Omnicom issued statement:  

 

“The new Omnicom Precision Marketing is focused on strengthening Omnicom’s transformation consultancy and activation offerings. Credera will lead the transformation consultancy practice, with Critical Mass leading activation. 

 

Critical Mass, Omnicom’s premier digital experience and AI innovation agency, now leads the activation practice, retaining and maintaining the RAPP, MRM, and Targetbase brands as distinct operating brands under its leadership.”  

17480: Examining WPP (Woman’s Payment Plan & Worldwide Persistent Problems).

 

More About Advertising published a perspective examining issues associated with the WPP CEO Cindy Rose pay scheme recently approved by 75% of shareholders—despite rejection recommendations from two advisory groups.

 

For starters, the approval is technically not approved, as WPP is legally obligated to connect with dissenting shareholders and report collected feedback within six months.

 

Six months from now essentially marks Year One of the Roserrection, so her success or failure in meeting the arguably impossible incentives will be reality.

 

It all underscores the messiness of transitioning from a White holding company to a single White operating company—a restructuring never publicly defined with clarity or transparency.

 

If Eviscerate28 has been officially documented, it’s in pencil—or invisible ink—as the vote on Rose’s payment indicates even shareholders aren’t overwhelmingly convinced the flaming dumpster can be transformed.

 

There continues to be sloppiness as the proceedings unfold, displaying a “Ready, Fire, Aim” approach. This is unconscionable, given over 98,000 livelihoods are at risk, and leadership is readily firing aimlessly.

 

For drones and C-suite executives, RIFs must feel like covert military operations, devastating sneak attacks executed with minimal regard for collateral damages.

 

In Rose’s defense, she’s facing a basic challenge: change always changes. At the same time, to change and to change for the better are two different things.

 

Omar Oakes: Why one in four WPP shareholders aren’t convinced

 

The case for giving Cindy Rose a pay raise — rejected by a quarter of WPP shareholders — matters because of the divisions we now see within and between ad agency holding groups.

 

By Omar Oakes

 

What happened to the once mighty ad agencies of Madison Avenue and Soho, whose great creative and strategic minds used to make or break businesses?

 

Are agencies becoming increasingly minor characters because advertising is no longer a game of big ideas and spectacle, but a small, shabby game of following people around the internet with surveillance tactics and popups? Or do they deserve more blame for failing to make the case that the power of creativity has never been more necessary in a world of rising misinformation and automated mediocrity?

 

Whatever your view of agencies in 2026, there is likely a common reflex when reading stories from the past week about WPP and Publicis Groupe CEOs receiving substantial increases in their pay. My eyebrows twitched, but each to their own.

 

But in the case of WPP, not all shareholders did agree. In fact, one in four said no to WPP CEO Cindy Rose’s proposed pay increase, from a maximum package of £8.6m to £11.1m per year. Everything else sailed through the company’s AGM last Friday, including Rose herself being “re-elected” at 99.63%, which is a number that even Vladimir Putin might blanche at.

 

But seriously folks, this story matters a lot more than ‘rich company boss gets richer’. Let me explain.

 

WPP’s CEO pay: what’s really a fair comparison?

 

To understand why one in four matters, you need to know about the 80% rule. Under the UK Corporate Governance Code, if a pay resolution at a public company AGM fails to reach 80% approval, the board is legally required to engage with dissenting shareholders and report back within six months. Both WPP pay resolutions fell below that threshold (Resolution 3, the compensation committee report, at 75.84%; Resolution 4, the forward pay policy, at 74.92%).

 

So let’s see what WPP report back with in six months. But why go through this headache in the first place for company whose share price is so historically low that last year it fell out of the FTSE 100?

 

The first reason is peer comparison. In its latest annual report, WPP felt it necessary to publish the historic pay packages of its rivals to show how frugal it had been. John Wren at Omnicom earned $21.7m (£15.9m) in 2024 and Sadoun was, even before his own pay rise was revealed last week, earning a “theoretical” maximum of £10m. You don’t close the gap, the thinking goes, by having a CEO who only makes a piffling £8.6m!

 

The second reason is even more awkward: WPP’s boss was apparently being paid so pitifully that she was outearned by about a third of WPP’s executive committee! The traditional pyramid of pay, where the CEO is top dog and tranches below get paid progressively less, had broken down.

 

The third reason is perhaps the most difficult to swallow: CEOs like Cindy Rose are not just paid for past performance, their pay is intended to send a signal and an incentive for future improved performance. The ‘shareholder big bet’ was shown in its most extreme form last year by Tesla, which gave Elon Musk a near-$1tn pay package. Musk’s pay was structured entirely around milestones not yet hit, designed to keep the most important person in the building focused and retained.

 

The WPP board is making a smaller version of the same argument: Rose can earn £11.1m if she hits her targets, we believe she will, and here is the structure to make that happen.

 

You can’t imagine there being a similar rebellion over at Publicis Groupe, if it had the same shareholder voting rules. Chairman and CEO Arthur received a 20% salary increase, taking his potential package to €10.5m. But it’s a non-story because Publicis has posted 20 consecutive quarters of growth and, before Omnicom fattened itself by gobbling up IPG, had outmuscled WPP to become the world’s biggest advertising services group. In 2025, Publicis Media won more than $10bn in new business, according to Comvergence data, while WPP Media lost more than $2bn net. Yes, it has since won $1.9bn in Q1 of this year, but these are not comparable businesses at this moment in time.

 

In other words, Sadoun is being retained for performance already delivered, but Rose is being incentivised for performance not yet achieved.

 

Money is fiction. Value is reality

 

In recent years, Publicis built its data, technology and e-commerce capabilities over years of deliberate acquisition. Meanwhile, WPP, under Read, was painstakingly trying to simplify its hodgepodge of agencies, bespoke client teams, and integrated verticals, following years of aggressive acquisitions under Sir Martin Sorrell.

 

As for how WPP turns around under Rose now, last week’s profile interview by the excellent Suzanne Vranjica of the Wall Street Journal had some revealing lines. Such as:

 

“Rose said that once WPP returns to organic revenue growth, which she expects in 2027, it will allocate more funds to dealmaking and bolster such areas as commerce and social-influencer marketing.”

 

2027? Another seven months (at best!) feels like a long time to wait to start catching up. Especially since most new money in this industry is flowing directly to Meta, Google and Amazon via small and medium sized businesses who buy direct without agencies (including on verticals such as ecommerce and social media/influencer!)

 

As for internal “pay compression”, the timing of this argument isn’t great. WPP’s revenue fell 6.7% like-for-like in Q1. As Mark Ritson’s uncharacteristically dry, sober and unsweary Adweek article pointed out, WPP’s headline operating margin compressed 200 basis points in a single year, from 15% to 13%. And the company’s share price is down by about 30% since Rose took over in September.

 

While she received zero financial performance bonus (because she didn’t earn it), she did, however, receive her maximum bonus for non-financial metrics. The board gave her full marks for the softer stuff in a year the numbers went the wrong way. That is, as far as I can tell, the thing that 25% of shareholders were voting against.

 

The forward signal argument is the most interesting to unpick, because it isn’t wrong in principle. But a bet like this requires a credible forward path.

 

The risk of putting more ‘skin in the game’

 

If, as Rose hopes, WPP returns to organic growth next year, the market will be even more consolidated, more expensive to enter, and more densely populated by competitors who moved earlier. That makes it more likely that the board is pricing in a recovery that is, optimistically, a 2028 or 2029 story.

 

Will shareholders continue to have the same level of patience for that long?

 

There is one aspect to this supposed turnaround story that doesn’t give me confidence. For all the talk of transformation and innovation, this is still a business which, you know, needs to bring in more money than it spends. Business experts call this “profit”.

 

The danger is that WPP becomes so desperate to portray a winning turnaround story (to prop up the share price) that it continues to play the same, self-defeating game which has plagued all large agency groups for decades now: race-to-the bottom pricing.

 

Because WPP is winning accounts: the UK government media account, Reckitt, Estée Lauder, Jaguar… but if revenue keeps falling, it’s the signature of a company defending market share by cutting prices. Then every account that is won on those worse terms resets the floor for the next pitch.

 

This was bizarrely framed in the same WSJ interview: during a recent pitch for a healthcare company, Rose cut the agency’s fee, tying compensation to performance targets. Greg Paull of R3 (now part of MediaSense) was quoted describing this as WPP “putting skin in the game,” adding that this had not been a hallmark of the holding group. He meant it as a compliment.

 

Strange. Firstly, because fee-cutting to win business is not a new strategy at WPP, from everything that I’ve heard in over a decade of my covering this industry, no matter the CEO.

 

Secondly, the decline of fees relative to scope of work by big agencies has been a defining characteristic of this industry for decades. You can read Michael Farmer’s books and Substack to understand, with ample evidence and explanation, how the holding company model was always propped up by a cross-subsidy: undercharge on creative, recover the margin on media buying and production markup.

 

But now the same pressure is hitting media, as platforms commoditise buying and clients demand transparency on every pound spent. So the cross-subsidy is collapsing from both ends. Where left is there to claw the margin back from?

 

To quote Ritson: “The only question that matters is whether clients will pay more.”

 

That is the problem the WPP turnaround has to solve, and Rose’s brainchild scheme Elevate28, to make £676m in cost savings, is a margin defence operation that buys time. Meanwhile, ever weaker pricing erodes the top line.

 

Again, how much patience are these shareholders really expected to have?

 

See you in six months

 

If only politics were the same: a winning politician is forced to consult with the people who voted against them. Because they represent all the people, not just their supporters, right?

 

So it’s a very good thing that UK corporate law requires WPP to engage with dissenting shareholders when votes fall below 80% approval and report back in six months. Corporate behaviour might be even better if the actual workers were entitled to representation on boards, as they are in Germany, but that’s for a different column.

 

For now, this story matters because it really will signal whether there is much hope for the holding company model to survive. Is this a board that updates its view of WPP’s position in light of new meaningful evidence or another round of investor relations management that concludes with minor adjustments and a press release about constructive dialogue?

 

I suspect the data will answer that question before the board does.

17478: WPP Open X + Coca-Cola + Premier League = Losing Campaign.

The credits for this Coca-Cola/Premier League campaign state the work was developed by WPP Open X, led by Ogilvy UK, supported by WPP Media and VML.

 

Gee, a lot of White advertising agencies handled a project that looks like it could’ve been executed by a junior creative duo—or AI.

 

WPP should be penalized for having too many players on the field.

 

The scenario seemingly blocks the single White operating company’s goal of simplicity.

17476: Dentsu Deploys Duplicative Dumbness.

 

MediaPost reported Dentsu flattened its EMEA org chart, which squashed the EMEA CEO, a 20-year veteran now being squeezed out of the holding company.

 

Gee, that move looks familiar.

 

Dentsu Global CEO Takeshi Sano declared, “Since stepping into the Global CEO role, my focus has been on building a simpler, more agile and an even more client-centric dentsu. Our evolved cluster model in EMEA reflects that commitment. It reduces complexity, brings leadership closer to clients, and improves our ability to collaborate, deploying talent and capabilities with speed.”

 

Gee, that scheme sounds familiar. Oh, right—it’s what every CEO from a holding company or single White operating company is saying.

 

Dentsu Flattens EMEA Org Chart, Regional Heads To Report To Sano

 

By Steve McClellan

 

Dentsu today announced what it called a “simplified model” in Europe, the Middle East and Africa (EMEA) that will have Dentsu executives Annette Male, Sawomir Stepniewski, and Mariano Di Benedetto managing broader sections of the region and reporting directly to recently appointed global CEO Takeshi Sano. 

 

With the new reorganization, the position of EMEA CEO is eliminated and long-time company veteran and EMEA CEO André Andrade will leave Dentsu after more than 20 years with the firm. Giulio Malegori, executive senior advisor, Dentsu & chairman, Dentsu EMEA, will continue in his post. 

 

Sano stated in a release announcing the move that “Since stepping into the Global CEO role, my focus has been on building a simpler, more agile and an even more client-centric dentsu. Our evolved cluster model in EMEA reflects that commitment. It reduces complexity, brings leadership closer to clients, and improves our ability to collaborate, deploying talent and capabilities with speed.” 

 

Under the new setup, Stepniewski will manage the “core cluster” of Central Europe. Male will lead the Northern Europe cluster, expanding her remit beyond the UK and Ireland to include Nordics, Benelux and the Baltics.  

 

Di Benedetto will lead the Western & Southern Europe and MEA cluster, expanding his remit to take on Spain, Portugal, France and Sub-Saharan Africa, in addition to his current remit of Italy, Greece, Israel, UAE, Saudi Arabia, Egypt, Morocco, Lebanon, Qatar and Türkiye. 

 

The changes are effective in July.   

 

The EMEA management reorganization is not a template for other regions, a company rep stressed. “Each regional approach is specific to client needs and local market dynamics,” he said, noting the recent promotion of Beth Ann Kaminkow to CEO, Americas and chief global client officer. She was previously North America CEO.