Industry-specific recruitment challenges
Marketing titles cover very different jobs. A strategist may advise clients or operate channels. A creative director may own concepts, production, client relationships or all three. A performance marketer may report on a campaign without controlling the budget. Recruitment works better when these responsibilities are separated before profiles are compared.
The evidence behind a relevant shortlist
We assess candidates against the responsibilities of the position. We agree the criteria with you for each assignment so that the shortlist reflects your specific requirements.
- The person’s contribution to the portfolio, not only the finished result.
- Client ownership, budgets, channels and measures of commercial success.
- Ability to move from a brief to production, testing and improvement.
Map the market. Make the connection.
We look across agencies, in-house teams and adjacent brands with comparable audiences and delivery demands. Portfolios provide a starting point for specific questions: what was the brief, what did the person decide, who else contributed and what changed after the work launched? This produces a more useful shortlist than matching software tools or job titles alone.
What the search can include
- A focused briefing and role-specific market map.
- Relevant profile research and personal candidate outreach.
- Initial qualification, follow-ups and interview coordination.
- A shortlist with clear reasoning and visible open questions.
Define the recruitment brief
Tell us about the position, location, team structure and the challenges you have faced in filling the vacancy. Together, we can distinguish what is essential from what is flexible and agree a search that fits the business.