Marketing Consultant
Marketing recruiter
Hiring top marketing talent is crucial for business growth and choosing the right marketing recruiter can make all the difference. Whether you’re scaling fast or filling a niche leadership role, a recruiter who truly understands marketing can help you attract the best candidates, faster.
That’s where specialists like Intelligent People come in. As a leading marketing recruiter with over 20 years of experience, Intelligent People has helped thousands of companies, ranging from high-growth start-ups to global brands, hire exceptional marketing professionals across digital, product, eCommerce as well as executive c-suite roles such as Chief Marketing Officer and Digital Marketing Director.
But even with an experienced recruiter, it’s essential to ask the right questions before you engage. In this blog, we explore seven smart questions to ask a marketing recruiter before you partner with them, so you can build a successful, long-term relationship.
Why it’s important to choose the right Marketing recruitment partner
Choosing the right marketing recruiter is more than just filling a vacancy – it’s about aligning with a partner who understands your business goals, marketing challenges, and the evolving nature of marketing roles. Whether you’re hiring your first marketer or expanding an established team, a specialist recruitment partner can dramatically impact the quality of your hires, the speed of your recruitment process and ultimately, your ability to grow. In a competitive market, where demand often outweighs supply, having a recruiter with deep marketing expertise and strong industry connections gives you a critical edge.
1. What is your experience as a marketing recruiter?
Not every recruiter specialises in marketing and generalist recruiters may not understand the intricacies of marketing roles.
Marketing encompasses a wide range of roles with different functions: from traditional marketing roles such as Marketing Manager to more digitally focussed and commercial marketing roles such as VP of Growth and Product Marketing Manager as well as content-focused roles.
A specialised marketing recruiter will know what to look for in candidates, how to evaluate skill sets and where to find the best talent.
What to ask:
- Do you recruit exclusively for marketing and digital roles?
- Have you placed candidates in roles similar to the one we’re hiring for?
A marketing recruiter with industry-specific experience will give you access to more relevant candidates and significantly reduce time-to-hire.
2. What brands or companies have you worked with?
A recruiter’s past work tells you a lot about their capabilities and network.
Ask your marketing recruiter about their client base:
- Have they worked with businesses like yours (e.g. B2B SaaS, eCommerce, scale-ups)?
- What types of roles have they placed – junior, mid-level, or executive?
- Do they have case studies or testimonials?
Trusted firms like Intelligent People often have long-term partnerships with well-known brands and VC-backed start-ups, showcasing their ability to deliver across various company stages and marketing functions.
3. How do you source and screen marketing candidates?
It’s easy to pull candidates from LinkedIn. What matters is how your marketing recruiter vets them.
Look for a recruiter who:
- Uses a mix of proactive headhunting and database outreach
- Conducts thorough interviews to assess both technical and soft skills
- Considers cultural fit and long-term potential
The best marketing recruiters will feel like an extension of your team, not just a supplier. They should reduce your workload, not add to it.
4. What insights can you offer about the current marketing talent market?
A great marketing recruiter doesn’t just send CVs, they offer valuable market intelligence that can help shape your hiring strategy.
Ask your recruiter about:
- Current salary benchmarks for marketing roles
- Which skill sets are in highest demand right now
- How competitive the market is for the type of candidate you’re targeting
The best recruiters act as strategic advisors, helping you stay realistic, competitive and informed – especially in fast-moving or talent-scarce areas of marketing.
5. What does your recruitment process look like from brief to placement?
- A strong marketing recruiter should have a structured, end-to-end recruitment process that ensures quality and consistency at every stage, not just good communication.
Ask your recruiter to walk you through their process, including:
- How they take and challenge the brief
- How they identify, engage and assess candidates
- What shortlisting, interview preparation and feedback cycles look like
- How they manage offer negotiation and post-placement care
You want a recruiter who combines thorough market knowledge with a professional, methodical approach, ensuring no shortcuts are taken and only the best-fit candidates reach your shortlist.
6. How do you approach hard-to-fill, niche marketing roles?
Marketing has some complex niches, such as: retention-focused CRM, product marketing for B2B SaaS, or hybrid digital/brand roles.
Your marketing recruiter should be able to explain how they approach roles that don’t fit neatly into traditional job descriptions.
Look for:
- Customised search strategies
- Market feedback to refine expectations
- Creative thinking about transferable skills
A recruiter who thrives in ambiguity will help you fill even the most specific roles with confidence.
7. What sets you apart from other marketing recruiters?
This is your opportunity to hear their value proposition. What makes them different?
Strong answers might include:
- “We only recruit in marketing, digital and product roles.”
- “We have access to passive candidates who aren’t on job boards.”
- “We build long-term partnerships and don’t treat hiring as a numbers game.”
Firms like Intelligent People differentiate themselves by offering a consultative approach and deep specialisation in marketing recruitment, building long-lasting relationships with both clients and candidates.
What makes a good Marketing recruiter?
Not all recruiters are created equal. A good marketing recruiter goes beyond matching CVs to job descriptions. They understand the nuances of marketing functions, have strong industry knowledge, and act as a true partner in your hiring process.
Here are some key traits to look for:
Specialisation in marketing roles – not just general recruitment
Proven success placing similar roles – both in function and level
Strong listening and communication skills – to understand your needs deeply
A consultative approach – helping you shape role expectations and refine your brief
Market insight – including trends, salary benchmarks, and candidate behaviours
Ethical and transparent practices – ensuring a smooth experience for both clients and candidates
Recruiters who meet these standards will not only help you find candidates faster, but also support long-term hiring success through strategic input and a better fit between employer and employee.
Is a Marketing recruiter right for your business?
Not every business needs a marketing recruiter, but for many, it can be a smart investment. You should consider using a specialist recruiter if:
- You’re hiring for a senior or hard-to-fill marketing role
- You don’t have time or in-house expertise to run a full search
- You’ve struggled to find the right candidates on your own
- You want access to passive talent not actively applying for jobs
- You’re scaling quickly and need to hire marketing talent fast
Whether you’re a start-up building your first team or a growing company adding experienced marketers, a recruitment partner can help you find the best people more efficiently.
How to prepare before speaking to a Marketing recruiter
To get the most from your relationship with a marketing recruiter, it helps to come prepared. This ensures your recruiter can move quickly and accurately on your behalf.
Here’s how to prepare:
- Define your business goals – clarify what this new hire should help your business achieve (e.g. growth, brand repositioning, team structure).
- Outline the ideal candidate – what experience, soft skills and functional expertise are essential?
- Know your budget – have a clear idea of salary expectations, benefits, and flexibility.
- Get internal alignment – ensure all decision-makers are on the same page about the brief.
- Prepare your brand story – why should a top candidate want to join your business?
Being ready with this information speeds up the process and helps your recruiter present your opportunity in the best possible light, attracting stronger candidates faster.
Common mistakes to avoid when choosing a Marketing recruiter
Even when businesses are eager to find the right marketing talent, they sometimes make avoidable mistakes when selecting a recruiter. Being aware of these pitfalls can help you make a smarter, more strategic decision.
Choosing a generalist recruiter
Marketing is a specialised function with many sub-disciplines. A general recruiter may not understand the technical requirements or nuances of roles like Product Marketing Manager, CRM Specialist or VP of Growth. This often leads to poor-fit candidates and wasted time.
Prioritising speed over quality
While a fast hire might feel productive, rushing the process can result in costly mis-hires. It’s better to work with a recruiter who focuses on long-term fit, not just filling a seat quickly.
Not checking past results
Failing to review case studies, testimonials, or past placements can leave you guessing about a recruiter’s true capabilities. A strong recruiter will be transparent about their track record and proud to share success stories.
Ignoring cultural fit
Skills matter, but culture fit is just as important. Choose a recruiter who considers both – someone who understands your team, values and work environment.
Not aligning on expectations upfront
Misalignment on timelines, candidate profiles, or hiring process can derail recruitment. The best recruiters take time to fully understand your brief, challenge assumptions and clarify expectations early.
By avoiding these mistakes, you’ll set up a more productive partnership and improve your chances of hiring the right marketing talent from the start.
Why choosing the right marketing recruiter matters
Hiring the right marketer isn’t just about filling a seat, it’s about finding someone who can drive business results. A trusted marketing recruiter can help you do exactly that, saving time, reducing hiring risk and bringing top-tier talent to your door.
Before you engage with a recruiter, make sure they:
✅ Understand your goals
✅ Specialise in marketing recruitment
✅ Offer transparency, communication and long-term support
If you’re looking for a recruiter who ticks all those boxes, Intelligent People is a great place to start. With over two decades of marketing recruitment expertise, we can help you hire smarter, whether you’re growing a start-up team or adding senior talent to an established organisation let’s know if you need to hire today.
