Our specialist executive search consultants work with large and scaling businesses to identify and engage marketing leaders and build high performance marketing teams.
We have a vast network of contacts, deep background knowledge and strong expertise across different market sectors. Regardless of the flavour of the brief, we’re a marketing executive search firm who know where to look to find what you need.
Every search begins with a clear definition of requirements. Our lead consultants work closely with you to understand exactly what you need from this senior marketing appointment and the impact you’re looking for from this hire, identifying key leadership competencies, industry experience and personal qualities to benchmark candidates.
We use multiple channels to identify high-performing marketing executive candidates. In the current competitive London and EMEA careers market we work by finding both active career climbers and headhunting executive leaders.
Complemented by our network of global connections, we provide tailored referrals and recommendations based on your candidate goals. Only individuals who demonstrate genuine leadership capability against the original brief are presented at shortlist stage.
Every project involves extensive referencing to support our original analysis and candidate recommendations.
Tell us more about your vacancy and what you are looking for in a candidate.
We’ll listen carefully to your needs and using our industry experience and vast network, we’ll connect you to real talent in the market.
Fill in this form or alternatively contact us on 01727 736690.
Our marketing search focus makes us different and our specialist domain knowledge across marketing gives us a clear advantage. Our consultants have worked within marketing departments themselves, knowing first-hand what a good hire looks like, and how to get there.
As a specialist marketing executive search agency, we understand what motivates marketers to join a new opportunity. As part of our engagement strategy, we take all candidates through a briefing process to include the business strategy, the marketing roadmap, what the objectives are the for business and where their skills can help with business growth.
As we already have a network of candidates which is 35,000 strong, we do not have to spend time at the ‘discovery’ phase of work that other marketing search firms need to. This means that we can deliver much more quickly, without compromising quality and achieve better outcomes for our clients. We can deliver a shortlist to you within 5-6 weeks.
Salary expectations:
£80,000 – £110,000
A Head of Marketing role is often a transition from managing an aspect of marketing, to managing a multi-functional team of specialists. Depending on the size of the organisation, a generalist approach to marketing is often best at this level, able to make best practise decisions and support team members by giving them strategic direction and the tools to be effective at their job without hand holding.
Salary expectations:
£100,000 – £150,000
Within a Marketing Director role, the candidate will be responsible for designing and delivering comprehensive marketing strategies to increase brand awareness, lead generation and loyalty within the customer base. The Marketing Director must champion the brand, ensuring the brand is represented consistently throughout all promotional activities and channels.
Salary expectations:
£130,000 – £180,000
The VP of Marketing is responsible for setting the brand vision and overall direction of the marketing teams, creating both a long- and short-term plan, using KPIs and objectives to review performance. The VP will need to ensure the customer is considered at each stage of the marketing process and oversee the user experience from start to finish, reporting to the CEO on strategic performance metrics.
Salary expectations:
£150,000 – £300,000
Chief Marketing Officer roles are often similar in roles and responsibilities as Marketing VP’s. Both levels require a strong person to adopt the voice of the customer, implementing customer segmentation models, to improve user experience across all marketing touchpoints.
What is the difference between our role as a recruiter and a marketing retained search firm?
Marketing retained search means that we as a recruitment agency charge a third of the overall fee on engagement of our services. This allows us the time to take a full briefing with regards to the type of professional that can fulfil the responsibilities involved and complement the culture of your wider brand.
We then can move on to an in-depth research phase of the project, leaving no stone unturned in finding the best match for your business. We also take the time to scour the competitor market through LinkedIn and other means, to effectively headhunt top talent in the market, which has previously demonstrated the skills and attributes that you require.
On completion of a shortlist, a further third of the fee is taken, before we move onto interviews, second interviews and offer stages of the process. Only on completion and placement of an individual within that role, is the last instalment of the fee due.
I’ve had a long history with Doug at Intelligent People, we’ve been working together since 2010. The main reason for this long-standing relationship is that I trust Doug to get the results that I need. It’s nice that we get on personally, but ultimately, I go to Doug because he makes the process work for me. He quickly identifies what I need, understands what skills are needed to fill the gap, and the type of person that is likely to fit into my teams.
Doug Conely
Peach
Chris is a delight to work with and has provided us with some exceptional talent over the last 12 months. He understands our business very well, is intellectually curious and incredibly passionate. Nothing seems to faze him. A genuine guy who has your interests at heart!
Louise Curtis
eBay
Probably the best recruitment team I’ve worked with over the past ten years, highly professional with a personal touch, they take the time at each stage of the process to ensure that the fit is correct, they want to build long-term relationships rather than focusing on single placements.
John Grey
Moneysupermarket