Hiring in Marketing & Advertising

• Demand generation

  Pipeline-owning demand and growth marketers.

  Demand generation managers · Growth marketers · Field marketing managers · ABM specialists

• Performance marketing

  Paid acquisition and analytics-heavy marketers.

  Paid acquisition managers · SEM / paid search specialists · Paid social specialists · Marketing analysts

• Brand & creative

  Brand builders, designers and creative directors.

  Brand managers · Creative directors · Art directors · Design leaders

• Content & editorial

  Editorial-quality content teams.

  Content marketers · Editorial leads · Managing editors · Writers and content producers

• Lifecycle & CRM

  Retention, lifecycle and CRM specialists.

  Lifecycle marketers · CRM managers · Retention specialists · Email marketing managers

• Marketing operations

  Systems, analytics and campaign ops.

  Marketing operations managers · Campaign operations · Marketing analytics · Marketing technology managers

• Channel and stack fit

  Paid, SEO, content, lifecycle and events reward different signal. The rubric captures the channels actually owned and results measured, not the list of tools mentioned.

• Funnel-stage ownership

  Top-of-funnel demand, product marketing and lifecycle marketers own different work. Funnel-stage ownership is captured so shortlists match the seat you're hiring for.

• Brand vs performance

  Brand builders and performance marketers reward different evidence. We calibrate rubrics so brand hires aren't judged on CAC targets and performance hires aren't judged on brand books.

• Audience and motion

  B2B enterprise, B2B SMB, B2C and community-led motions all need distinct evidence. Audience is captured as a filter, not a keyword.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For marketing & advertising, these are the signals that carry weight:

• Channel ownership captured per role
• Funnel-stage rubric per requisition
• Audience and motion as first-class filters

• Google Ads certifications
• Meta Blueprint
• HubSpot certifications
• Marketo Certified Expert
• IAB Digital Marketing

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.