A structured way to hire marketing talent
A focused process, not a generic search
Most recruitment processes start with sourcing and hope the rest falls into place. We’ve seen that fail too often. When roles are still evolving, priorities aren’t fixed, or expectations are spread across the team, jumping straight into the search often slows things down instead of moving them forward.
We take time to understand what the business needs right now, how the role should function in practice, and who can realistically succeed in that setup.
Only then does the search make sense.
PHASE 1 — Framing the role
1. Context call We walk through what’s happening in the business, what’s blocked today, and why this role exists now. 2. Role framing We write a clear role brief covering scope, ownership, expectations, and decision rights. No promises. No outcomes. Just the setup.
PHASE 2 — Running the search
3. Search setup We align on candidate criteria, outreach angle, and interview structure before speaking to candidates. 4. Candidate outreach We contact candidates directly and share the role context before moving anyone forward. 5. Shortlisting You receive a small number of profiles, with clear reasoning for why each one fits the brief.
PHASE 3 — Closing and landing
6. Interviews We run a focused interview flow and collect feedback immediately after each step. 7. Offer support We support the offer conversation, including salary alignment and decision timing. 8. Start check-in We check in during the first weeks to flag misalignment early.
This works well when:
You’re hiring your first senior marketer, or fixing a role that didn’t land
The role matters, but still needs clearer ownership, scope, or priorities
You feel friction in the team, handovers, or decision-making around marketing
Feature 3
You want someone who can own outcomes, not wait for instructions
Feature 3
You’re willing to shape the role before expecting results from the hire
Feature 3
This may not be the right fit if:
The main goal is speed, even if the role isn’t fully thought through
The scope, expectations, and structure can’t realistically change
You already know who you want to hire and just need confirmation
You expect the hire to solve alignment or ownership issues alone
You’re looking for volume, coverage, or CVs more than a considered hire