Performance Marketing recruitment in Switzerland

The hiring challenge

The client needed someone who could do more than operate ad platforms. The profile had to understand performance strategy, paid social/search, experimentation, tracking, analytics, creative testing and the commercial relationship between spend and growth.

Many candidates could show channel experience; fewer could show clear ownership of performance outcomes and explain how they improved them.

Our recruitment approach

mujobs built the search around measurable evidence: budgets managed, channels owned, testing systems, attribution knowledge and examples of improving CAC, ROAS or conversion performance.

78 top profiles were shortlisted, allowing the client to compare candidates on results rather than marketing titles.

For employers hiring a Performance Marketer, MuJobs combines role-specific market mapping, active sourcing and direct candidate outreach. We clarify relevant experience, motivation and availability, then coordinate the next conversations around the hiring brief.

The outcome

The active search was built in two weeks and the position was successfully closed in under three weeks.

Understanding the position

Performance marketing recruitment should connect channel knowledge to commercial outcomes. Campaign figures need context: budget, audience, attribution, creative input and the decisions a person could control. A strong candidate can discuss both successful experiments and the tests that did not work, explaining how those lessons changed the next allocation of spend.

Planning your next recruitment assignment

Start with the work the new person will own, the business context and the constraints that cannot change. Separate essential experience from preferences. That gives the market mapping a clear direction and makes it easier to explain why someone belongs on the shortlist.

A similar title is only a research starting point. In an initial conversation, we would clarify the project or team, the practical conditions and the evidence you need to make a decision. The scope of sourcing, candidate qualification and interview coordination can then be agreed around the actual requirement.