Ultimate guide to marketing recruitment

Hiring strong marketing talent is more complex than it once was. The skills required are constantly evolving, competition for the best candidates has increased, and marketers are more selective about where they work. Whether you are growing your in-house team or replacing a key role, how you approach marketing recruitment will shape the outcome.

This guide gives you a clear and practical overview of the full recruitment process. We cover everything from defining roles and writing effective job descriptions, to sourcing candidates, screening applications, conducting interviews, and securing the right hire. You will also find advice on marketing salaries, onboarding new starters, and avoiding common hiring mistakes.

As a marketing recruitment agency, we support employers every day with specialist hiring. We see what works, what slows things down, and where businesses miss out on the right talent. This guide brings that experience together to help you hire smarter and move faster.

If you are a hiring manager, talent partner, HR lead or senior marketer, this is your reference point for hiring marketing professionals with confidence.

What is marketing recruitment?

Marketing recruitment is the process of identifying, attracting, assessing and hiring professionals for marketing roles within a business. These roles can span areas like brand, content, digital, performance, CRM, product and social media. Whether you need one hire or an entire team, marketing recruitment is about matching the right person to the right role, based on your business goals, budget and team structure.

Hiring in marketing is different from other departments. It’s not just about technical ability. You need people who understand your audience, can work with creative and commercial teams, and bring ideas that help you stand out. And with marketing roles often evolving quickly, recruitment needs to move at the same pace.

For employers, marketing recruitment involves more than writing a job ad and waiting for CVs. It includes defining what success looks like in the role, choosing the right channels to attract talent, knowing how to assess creative or strategic thinking, and moving fast when you find the right candidate. Done well, it saves time, improves retention and helps you build a marketing function that drives results.

Challenges in marketing recruitment

Marketing recruitment can often be more complex than other types of hiring. The roles are diverse, candidate expectations are shifting, and the competition for talent is fierce. Below, we break down three of the most common challenges employers face when hiring for marketing roles.

Skills gaps and fast-moving requirements

The skills needed in marketing today aren't always the same as they were even a year ago. Roles in paid media, CRM, analytics or growth marketing evolve quickly, especially as tools and platforms change. Many businesses struggle to keep up with which skills are actually in demand, and which are already out of date.

This can lead to a mismatch between what’s written in a job description and what’s needed in practice. Employers may list outdated tools or unrealistic expectations, while overlooking emerging areas such as AI, automation or performance data.

To recruit effectively, you need a clear view of what the role really requires right now. That includes understanding how roles have shifted, what tools marketers are using today, and where the gaps are in your existing team.

High competition for proven marketing talent

Good marketers are in demand, especially those with proven results in areas like demand generation, campaign delivery, or channel growth. When these candidates enter the market, they often have several offers in play within a week.

This means the hiring process needs to be structured, clear, and fast. If you move slowly, offer vague role specs, or don’t communicate clearly, the best people will move on. Salary benchmarking is also critical, as marketers are generally well-informed about market rates and won’t engage with offers that feel below par.

Standing out as an employer in a competitive market means making sure your hiring experience reflects the quality of your brand and the professionalism of your team. First impressions count.

Mismatched expectations between employers and marketers

Marketing is one of those functions where expectations can easily diverge. Employers may want a marketer to be highly creative, highly analytical, commercially aware, and able to manage every channel. Candidates, on the other hand, may be looking for focus, clarity and a role with room to grow.

If expectations are not aligned from the start, it leads to failed searches, early dropouts, or hires who underperform. Many job specs try to combine five roles into one, or lack a clear view of the outcomes the business actually needs.

Being clear on priorities is key. You can’t hire for everything, and good marketers want to know what success looks like. Define the role with outcomes in mind, be honest about the structure and support available, and make sure there’s alignment between what you need and what the market is offering.

Identifying your marketing hiring needs

Before you begin shortlisting CVs or posting job ads, take time to understand exactly what your business needs from its next marketing hire. Getting clear at this stage avoids wasted effort later and helps attract the right people from the start.

Align hiring with your marketing strategy

Every marketing hire should connect directly to your business goals. Whether you are growing brand awareness, improving lead generation, launching into new markets or refining retention, your objectives should shape your hiring decisions.

Avoid hiring based on generic titles or what others in your sector are doing. Instead, look at your current team and performance. Where are the gaps? Which areas need more focus? Build the job role around the problems you want to solve or the goals you want to hit.

This keeps your hiring process focused and makes it easier for candidates to understand where they can make a difference.

Decide what success looks like in the role

Rather than listing tasks, focus on outcomes. Think about what you want the person in this role to deliver in the first six to twelve months. It could be growing organic traffic, improving email conversion rates, leading a rebrand or setting up new tools.

This gives you something measurable to recruit against and helps both sides stay aligned. When candidates know what they are walking into, they can assess whether they are the right fit before they even apply. It also makes performance reviews simpler later on.

Permanent, freelance or contract? Choose the right structure

Once you're clear on the role and outcomes, decide which type of hire suits your business best. Permanent roles tend to work best for strategic and long-term needs. Freelancers or contractors can help cover short-term campaigns, specialist skills or resource gaps.

Think about your current team capacity, future workload, and how quickly you need the hire in place. Speed, budget and risk all play a part in choosing the right setup.

At Digital Waffle, we help employers make the right choice early so they can scale teams with more confidence and less friction.

Read more: In-house vs agency vs freelance: How to build a scalable marketing team

Defining the role properly

Once you’ve confirmed you need to hire, the next step is to define the role clearly. A well-defined role is the foundation of a successful recruitment process. It helps you write stronger job descriptions, set realistic expectations, and attract marketers who are genuinely aligned with your goals.

Vague or overloaded roles often lead to mismatched hires. Whether you're looking for a generalist or a specialist, clarity helps reduce confusion both during the hiring process and once someone starts in the role.

Write outcome-focused job descriptions

Most marketing job descriptions focus too heavily on day-to-day tasks. While responsibilities matter, what often attracts the best candidates is understanding the outcomes they’re expected to deliver.

Instead of listing ten different duties, explain what success looks like after three, six, and twelve months. For example, “increase lead conversion rates by 20%” is more meaningful than “manage email marketing campaigns”. This shows candidates what impact they’ll have and how their work supports wider business goals.

Outcome-focused descriptions also help with performance reviews and onboarding later. Everyone knows what’s expected, from day one.

Read more: How to write job descriptions 

Align title and scope with market norms

One of the most common hiring mistakes is giving a role the wrong title. A “Marketing Manager” might mean different things in different companies. Some roles are hands-on, others are strategic. If your title doesn’t match market expectations, it can confuse candidates or lead to poor applications.

Before you post the role, check how similar companies advertise equivalent positions. Look at common job boards, LinkedIn, and industry salary guides. Make sure the title matches the seniority and responsibilities you’re offering. This helps attract the right talent and sets expectations from the start.

A clear title also improves how your job ad performs in search results. Candidates are more likely to click on roles they recognise and can relate to.

Be clear on tools, systems and reporting lines

Marketers rely on a wide range of platforms and systems, from CRM and analytics tools to email marketing platforms and content schedulers. Including the specific tools your team uses gives candidates a better idea of what to expect and whether they’re a good fit.

You should also explain who the role reports into and how it fits into the wider team. For example, does the role sit within a performance marketing team? Will they collaborate closely with sales or product? Do they have any direct reports?

When candidates can picture how the role fits into your organisation, they can make a more informed decision about applying. It also speeds up onboarding if they’re hired.

Types of marketing roles to consider

Hiring for marketing today is not one-size-fits-all. As businesses grow and channels evolve, the mix of roles you need will depend on your goals, your structure, and how much of your marketing function is run in-house.

This section outlines the core categories of marketing roles employers typically hire for. It will help you decide which direction to take before you start writing job descriptions or briefing your recruitment agency.

Core roles in a modern marketing team

Most businesses looking to grow their marketing efforts start with a few essential roles. These are the hires that drive campaigns, manage channels and create the content that gets your brand seen.

Core roles often include:

• Marketing managers who oversee activity, budgets and performance

• Content specialists who write and plan marketing materials

• Digital or performance marketers who manage paid and organic campaigns

• Social media managers who build engagement across platforms

These roles form the backbone of many in-house teams. If you're hiring for the first time or building out a lean function, this is usually where to begin. These positions work across multiple channels and are responsible for delivering measurable results.

The key is to focus on what you need now, and what you want the role to grow into. Clarity on purpose and outcomes helps ensure you're not hiring reactively or stretching one role too thin.

Read more: The core roles of a modern marketing team

Emerging roles worth considering

As the marketing landscape changes, new skill sets are becoming more important. From AI-supported content creation to customer lifecycle automation, emerging roles are helping businesses operate more efficiently and improve results.

Some examples of emerging or specialist roles include:

• Lifecycle or CRM marketers who focus on email, automation and customer retention

• CRO (conversion rate optimisation) specialists who improve how traffic turns into leads or sales

• Marketing analysts who help make data-led decisions from campaign performance

• AI marketing assistants who support campaign delivery using generative tools like ChatGPT or Jasper

While not every business needs these roles immediately, they are worth considering if you're scaling or trying to improve performance in specific areas. These hires are often brought in to deepen capability or reduce dependency on external support.

Generalist vs specialist: who do you actually need?

One of the most common questions employers face is whether to hire a generalist who can cover multiple areas or a specialist with deep expertise in one channel.

A generalist can manage a broader range of activity, which can be useful for smaller teams or early-stage businesses. They're often good at spinning plates, adapting quickly and managing campaign delivery.

A specialist brings in-depth knowledge of a particular area, such as SEO, paid social or CRM. They can raise the standard of execution and improve performance in one area significantly.

There’s no one right answer. The decision depends on your current gaps, your business goals, and how hands-on the role needs to be. If you have a strong internal team or agency support already in place, a specialist might bring the extra focus you need. If you're building from scratch, a well-rounded generalist can help you get things moving before you scale.

Sourcing marketing candidates

Finding strong marketing talent requires more than just posting a job ad. The best candidates are not always actively applying. Many are passive or already in roles, but open to the right opportunity. To reach them, you need a mix of targeted sourcing, consistent outreach and a brand that attracts the right people.

This section covers the most effective sourcing methods for marketing roles, what influences application rates, and when a specialist recruitment agency can help speed things up.

The best channels to find marketers

No single sourcing channel will work for every role. The right mix depends on the seniority, specialism and urgency of the hire. Testing and tracking what works for your business will help you focus your efforts where it counts.

Job boards and adverts

For junior and mid-level roles, job boards like LinkedIn Jobs, Reed and Indeed often perform well. These channels provide a solid volume of applications, but the quality can be mixed. Keep adverts focused on outcomes, include salary ranges, and list the key tools used in the role. The best candidates scan quickly, so short, well-written ads tend to perform better than long, vague ones.

Direct outreach on LinkedIn

Many marketers are passive. They may not be job hunting, but they will respond to the right message. Build clear search strings based on channel experience, tools and job titles. Avoid generic copy and focus on what the candidate would actually be doing. Mention the team, goals, and what they’d be responsible for delivering. Keep outreach messages to five lines or fewer.

Communities, groups and events

Marketing talent often gathers in niche communities. Content professionals are active in Slack groups, Discord servers and Facebook groups. Performance marketers and analysts tend to join specialist meetups and webinars. Participating in these spaces, sponsoring smaller events or posting in community roundups can bring in highly engaged candidates.

Portfolio and creative platforms

For creative, design or CRO roles, platforms like Behance and Dribbble are useful. They let you filter by style, industry and project type. Always ask for context behind the work, such as the brief, audience and results. For more technical marketers, public Notion pages or GitHub accounts may offer insight into their approach and documentation skills.

Referrals and alumni networks

Referrals consistently bring in quality applicants. Reach out to current and former team members, past contractors or trusted freelancers. Short referral campaigns with a clear brief and fast rewards work well. Alumni from agencies or high-growth brands may also be open to a move if the role offers clearer ownership or a better work-life balance.

Existing talent pools

If you’ve been hiring for a while, revisit past applicants. Tag and segment them by channel, level and toolset. Use tailored emails to share relevant updates, such as new openings, salary benchmarks or interview tips. This kind of talent CRM makes future sourcing faster and often delivers warmer leads than starting from scratch each time.

How employer brand impacts applications

Marketers often judge your hiring process the same way they’d judge a campaign. If your messaging is unclear, the process takes too long, or the role is hard to understand, the right people will move on. First impressions matter.

Read more: Utilising social media for employer branding

What marketers want to see

Clarity is key. Candidates want to know what they’ll own, who they’ll report to, and what success looks like. Salary bands, reporting lines and the tools used day to day all matter. They will also check your public channels. If your website or content feels dated, they may assume marketing is not a priority in your business.

Quick fixes that improve response

Small changes can make a big difference. A team page that explains who does what helps candidates see how they would fit in. A short hiring playbook or job overview builds trust and sets expectations early. For specialist roles, such as CRM or PPC, a brief technical summary can help candidates assess fit before they apply. Even a post from the hiring manager outlining the role can lift interest and show transparency.

If you take hiring seriously, your top candidates will take the role seriously. The opposite is also true. Think of your employer brand as part of the recruitment funnel, not just something for the careers page.

Working with a specialist recruitment agency

Sometimes sourcing in-house is enough. But when timelines are tight, roles are niche, or you're competing for in-demand talent, working with a specialist agency helps you move faster and more confidently.

Where a specialist adds value

A marketing recruitment partner will help you define the scope clearly, benchmark salaries against current data, and identify talent based on outcomes, not just keywords. They will also pre-screen candidates for relevant metrics, tools and stakeholder experience, saving your team time and reducing dropouts between offer and start date.

How we work at Digital Waffle

We tailor each search to your goals. Our recruiters map the brief against active and passive talent pools, not just job boards. We run structured screenings based on what success looks like in the role. For performance and CRM roles, we verify numbers, channels and budgets. For content and brand, we assess tone, clarity and campaign thinking. The result is a shortlist you can move on quickly, with candidates who are already aligned to your expectations.

If you're hiring for a key marketing role, our team can help you cut through noise and secure the right person, faster.

Interviewing and assessment

Once you’ve shortlisted your candidates, the interview stage is where you start to see how they think, communicate, and approach their work. But without a clear structure, interviews can easily drift into surface-level conversation. You want to make the most of every discussion and avoid wasting time on candidates who aren’t the right fit.

This section outlines how to ask better questions, use practical assessments to reveal skill level, and assess how well someone will work with your current team.

Interview questions that reveal real-world ability

Generic questions rarely lead to useful insights. Asking someone to “walk through their CV” or “talk about their strengths” gives you very little to work with. You want to ask focused, practical questions that show how a candidate approaches real tasks and challenges.

Start with specific examples. Ask candidates to describe a recent campaign or project they led. Focus on what they did, why they chose that approach, and what the results were. Good follow-up questions include:

• What was your goal and how did you define success?

• How did you measure performance?

• What would you do differently next time?

You can also explore how they collaborate. Ask how they’ve worked with sales, design or product teams in previous roles. This gives you insight into their communication skills, flexibility, and how they handle feedback or conflict.

For senior roles, it’s useful to ask scenario-based questions. For example, “What would you do if results from a campaign dropped mid-launch?” or “How would you manage a drop in conversion from a key channel?” These help you assess problem-solving and strategic thinking in a real-world context.

Practical assessments and tasks that work

A good interview should give candidates the chance to show their skills, not just talk about them. Short, focused assessments can help validate experience and reduce bias in decision-making. The key is to keep tasks relevant, time-bound and clearly linked to the role.

Read more: How to interview candidates

For content or brand roles, a writing or planning task works well. Ask candidates to write a short blog intro, draft a campaign message, or outline a content plan for a new product. Make sure the brief includes a target audience and a goal, so you can judge how they think commercially as well as creatively.

For performance or CRM roles, ask them to analyse a mock dashboard or troubleshoot a campaign issue. You might give them a short scenario like a drop in open rates or underperforming paid ads and ask how they’d respond. Look for clear thinking, prioritisation, and familiarity with key tools.

Always be respectful of candidates’ time. Tasks should take no more than 60–90 minutes to complete. If you’re asking for work that involves more detail, consider paying for the time or limiting the scope. Good candidates will often be in process elsewhere, so long and unclear assessments can put them off.

Understanding personality and collaboration fit

Technical skills matter, but how someone fits into your team often makes the biggest difference. Cultural fit isn’t about hiring people who think the same, but finding those who share your pace, expectations, and communication style.

During the interview, ask about their preferred way of working. Do they like regular feedback? Do they take ownership or prefer close direction? These questions help you understand whether they’ll thrive in your environment or struggle to adapt.

It’s also worth involving one or two team members in the process. A second opinion from someone in marketing, product or sales can give you a clearer view of how the candidate might collaborate day to day. This is especially useful for cross-functional roles.

Finally, give candidates a feel for your culture as well. Be honest about what’s expected, how fast things move, and how success is measured. The best hires are based on mutual understanding, not just capability. When both sides have clarity, decisions are easier and onboarding is smoother.

Salary is one of the most important factors in securing the right marketing hire. Strong candidates will compare offers not just on pay, but also on clarity, fairness and how well it reflects their skills. If your offer feels out of step with market expectations, you risk losing talent at the final stage.

In this section, we look at what marketers expect, what companies are offering, and how to budget effectively whether you’re hiring permanent staff or working with freelancers.

What marketers expect vs what companies offer

Marketers are generally well-informed when it comes to salaries. Many follow public benchmarking data, talk openly in peer groups, and compare packages across roles, not just industries. Employers, on the other hand, often rely on outdated benchmarks or internal comparisons that don’t reflect the current hiring climate.

Where we often see mismatches is in roles that have evolved quickly. For example, lifecycle marketing, paid media, and data-led roles have all shifted in scope and demand. Candidates expect salaries to reflect this, especially if the role includes ownership of revenue-driving activity or technical platforms.

Read more: UK marketing salary guide

Clarity is also key. Marketing professionals want to see salary ranges up front. Hiding them in job ads or avoiding them in early-stage interviews can delay the process or reduce engagement. If you want to attract and retain top talent, your offer needs to be both competitive and transparent.

Hiring freelancers can feel like a flexible, lower-risk option. In many cases, it is. But the cost structure is very different from a permanent hire, and both routes have trade-offs.

Freelancers typically charge daily or project-based rates. For specialist marketing roles, rates can range from:

• £200 to £350 per day for junior to mid-level freelancers

• £400 to £600 per day for experienced performance marketers, strategists or consultants

• £600+ per day for senior marketing contractors or interim leadership roles

While freelance costs can seem high, they often include tools, flexibility, and no ongoing overhead. They’re best suited to short-term needs, urgent campaigns or highly specific projects.

Permanent hires bring long-term value, but the cost includes more than just salary. Consider the time and resources needed for onboarding, training and internal integration. It’s also important to factor in progression planning and future salary reviews.

When budgeting, think about the outcome you need. If you’re launching a one-off campaign, a skilled freelancer may be the best route. If you need consistency, brand development or long-term channel ownership, hiring permanent will likely pay off over time.

At Digital Waffle, we help employers weigh up the pros and cons of both options based on urgency, skill gaps and budget. The right hire depends on what success looks like in your business.

Hiring and making the offer

Once you’ve completed interviews and identified the right candidate, the next step is making the offer. This is where timing, clarity and communication matter most. A well-structured offer not only secures the hire but also sets the tone for how your business handles people.

In this section, we look at how to present a strong offer, how to manage expectations around salary and growth, and how to close quickly without losing momentum.

Presenting a compelling offer to marketing talent

Strong marketing candidates often have more than one option on the table. Even if they’ve expressed interest in your role, delays or vague offers can push them elsewhere. To stand out, your offer needs to be clear, timely and focused on what matters most to them.

Start by recapping what was discussed during the interview. Remind the candidate why the role exists, what they’ll be working on, and what success looks like. Then present the full package. Include the base salary, any bonuses, working model, holiday entitlement and benefits. Avoid withholding details for later. Transparency builds trust.

You should also outline why you want them specifically. Mention what impressed you and how you see them adding value. This personal touch helps candidates feel chosen, not just selected.

If you’re not able to match their ideal salary, consider highlighting progression opportunities, training budgets or flexibility. For many marketers, autonomy, development and ownership are just as important as the headline figure.

Managing expectations on salary and progression

Money is important, but so is long-term growth. Many marketers, particularly those in mid to senior roles, will want to understand how the role will evolve. If you’re hiring into a flat structure or early-stage business, this conversation becomes even more important.

Be honest about the salary range, any limits, and how pay reviews are handled. If you’re a growing company, explain what future progression might look like. Candidates are more likely to accept a slightly lower offer if there’s clarity on when and how things can change.

Also be clear on title expectations. If a candidate is stepping up into a more senior role, help them understand what support will be in place and what the business needs from them in return. Misaligned expectations around seniority, decision-making or reporting lines can lead to early frustration.

If the candidate counters your offer, take it seriously. Respond quickly, stay constructive, and be prepared to walk away if it no longer fits your hiring plan. A respectful negotiation process is better than rushing into the wrong agreement.

Getting the contract and start date confirmed fast

Once the offer is accepted, move quickly to send the contract. Delays at this stage can raise doubts or give space for other employers to step in. It also signals how organised your business is when it comes to onboarding.

Send a clear offer letter followed by a contract that reflects everything you discussed. Include the role summary, start date, salary, and any other agreed terms. If references or pre-employment checks are required, let the candidate know in advance so nothing stalls the process.

It’s also a good time to confirm practical steps like equipment, tools, or platform access. Candidates want to feel confident that you’re ready for them. Even a simple email with what to expect in the first week can go a long way.

Onboarding marketing hires properly

A strong onboarding process helps new marketing hires hit the ground running. It improves confidence, speeds up ramp time and reduces the chance of early dropouts. Too often, onboarding is rushed or inconsistent, which can lead to confusion, missed expectations and wasted potential.

This section outlines the three key steps to effective onboarding: setting goals early, providing access to the right tools and workflows, and keeping communication open during those critical first weeks.

Set goals and metrics early

The first few weeks in a new role shape how a marketer sees their place in the business. Without clear direction, it’s easy to lose focus. That’s why it helps to set simple, realistic goals from day one. These don’t have to be performance targets straight away, but should offer structure and purpose.

Start with 30, 60 and 90-day outcomes. For example, initial goals might include completing tool training, understanding campaign performance to date, or mapping out content priorities. These kinds of goals build momentum and help the new hire understand what success will look like in the role.

Clarity at this stage also supports better performance reviews later. If both sides agree on what’s expected, it becomes easier to track progress and offer support where needed.

Share tools, processes and ownership

Marketing roles are often tool-heavy. From CRM systems and analytics platforms to scheduling tools and file management, access and understanding matter. Make sure new hires know which tools are in use, who manages them, and where they can go for help.

Alongside tools, introduce them to the day-to-day processes. This includes campaign planning, content sign-off, performance reporting, and team check-ins. A clear walkthrough of what happens, when and why helps them plug in faster and make better decisions.

It’s also important to outline ownership. Who owns which channels? What support is available? Who signs off budgets or briefs? Understanding how decisions are made helps new marketers work with confidence rather than second-guessing everything.

Keep new hires engaged and informed

The early weeks of a new job can be overwhelming. Clear and consistent communication helps build trust and shows that the business is invested in the new hire’s success. It’s not about overloading them with meetings, but about giving structure and space to ask questions.

Schedule regular check-ins with their manager, especially in the first month. These should be short and focused on progress, blockers and support. Introduce them to key people across the business early. This helps build relationships and encourages cross-functional collaboration from the start.

You can also share internal resources such as previous campaign results, brand guidelines, messaging frameworks or customer personas. The more context they have, the faster they can start contributing in a meaningful way.

Why partner with a marketing recruitment agency?

Hiring marketers has become more specialised and competitive. Whether you are building a team from scratch, filling a key role, or replacing a leaver quickly, having access to the right support can save time, reduce risk and improve the quality of hire.

Not every role requires agency support, but in many cases, partnering with a recruitment specialist can help you move faster, attract stronger candidates and avoid common pitfalls. This section outlines when external help adds value, how to choose the right partner, and what it’s like to work with us at Digital Waffle.

Read more: How to choose the right marketing recruitment agency

When recruitment support makes the difference

There are times when going it alone makes sense. But there are also clear signs that it's worth bringing in specialist support. If the role is urgent, niche, or business critical, using a recruitment agency helps reduce delays and improve outcomes.

Support is particularly useful when:

• You need access to passive candidates who aren’t applying directly

• You are hiring for specialist skill sets such as CRM, paid media or performance

• Internal teams are stretched or struggling to shortlist high-quality applicants

• You want benchmarking or clarity on salaries, titles and responsibilities

An experienced recruiter will help define the role clearly, manage expectations, and run a tighter process. This means fewer dropouts, faster turnarounds and a better experience for both you and the candidate.

What to look for in a marketing recruitment partner

Not all recruitment agencies are the same. If you’re hiring in marketing, you want a partner who understands the difference between roles, tools, and outcomes — not just one who passes on CVs.

Look for agencies that:

• Specialise in digital, marketing or tech recruitment

• Ask questions about your goals, team structure and campaign needs

• Understand the tools and platforms your team uses

• Screen candidates based on real outcomes, not just years of experience

• Provide insight on what the market is doing and what candidates expect

A good recruitment partner should feel like an extension of your team. They should understand your brand, challenge assumptions when needed, and keep you close to the market throughout the process.

How we help at Digital Waffle

At Digital Waffle, we specialise in marketing recruitment. We work with businesses across the UK and internationally, helping them hire smarter, faster and with more clarity.

Our approach is simple. We take time to understand what success looks like in the role. Then we build a shortlist from our network of active and passive candidates. Every person we represent has been screened for relevant tools, channel ownership and commercial results.

For performance roles, we check metrics. For content and brand, we look at tone, structure and delivery. For CRM, we assess platform depth and customer lifecycle understanding. And we keep you updated throughout, so you stay in control of the process.

Whether you are hiring for one role or building a full team, we help you find people who fit your goals, not just your job description.

Hiring marketers is no longer about posting a job and hoping for the best. It requires a clear plan, strong messaging, and a structured process from start to finish.

Whether you are hiring your first marketer or growing a team, this guide gives you the tools to do it well. And if you need help along the way, we’re here to support you.

If you are ready to strengthen your marketing recruitment strategy, speak to our team today and find out how we can help you attract, assess, and retain the best marketing talent.

FAQs

These are the most common questions we hear from employers looking to hire marketing talent. Each one is answered clearly to help you move forward with confidence.

What is marketing recruitment?

Marketing recruitment is the process of finding, assessing and hiring professionals for marketing roles within a business. It includes defining the role, sourcing candidates, running interviews and securing the right hire. These roles can range from content and social media to paid media, CRM and brand strategy.

How do I hire a marketer?

Start by defining what success looks like in the role. Then create an outcome-focused job description, choose the right hiring structure, and promote the role across relevant channels. Shortlist based on experience and mindset, run practical interviews, and move fast when you find the right candidate. Specialist recruitment support can help improve quality and speed at every stage.

What makes a good marketing job description?

A strong marketing job description focuses on outcomes rather than tasks. It should include a clear title, outline the goals of the role, list the tools used, and explain where the role sits within the team. Including salary ranges and progression opportunities also helps attract the right candidates.

What marketing roles are in demand?

The most in-demand roles include paid media specialists, lifecycle marketers, CRM managers, content strategists, and marketing analysts. Roles that combine creative and technical skills are particularly sought after, especially where performance is tied to measurable results.

Should I use a recruitment agency to hire marketers?

If the role is time-sensitive, niche, or business-critical, working with a specialist recruitment agency can help. Agencies bring access to passive candidates, benchmark salaries, and manage the process from start to finish. This can save time, reduce dropouts, and improve overall hiring outcomes.