Intelligent People

We are an international recruitment agency, specialising in marketing executive search Europe. With over 20 years’ experience of placing commercial leadership candidates in businesses based within European markets, we are the marketing executive search firm for you.

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Marketing Executive Search Europe

Our specialist marketing recruiters are highly focussed across Europe, filling executive level marketing positions with unrivalled speed – sending our clients a shortlist in 5-6 weeks of briefing.

How can we deliver marketing executive search shortlists so quickly? Simply, our understanding of the marketing recruitment market is second-to-none and we have an extensive database of candidates already known to us in European markets. That’s why we consistently outperform a generalist headhunter or in-house resourcing teams.

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I need to hire

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.

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Marketing headhunter Europe

We work with reputable, scaling brands that are investing in senior marketing executives after new funding rounds, or businesses looking for fresh expertise to market new product lines or enter new geographical markets. Often clients have established teams in their home country but need to scale up operations within Europe – and this is where our marketing recruitment expertise plays a critical role in researching, identifying and hiring the talent needed to make this happen.

Our dedicated executive search recruiters help the employers we work with to identify and engage the best Chief Marketing Officers, Marketing Directors and Head of Marketing candidates within Europe. We do this by headhunting ‘passive’ candidates that have the right domain experience, leadership qualities and personal qualities that you require to build an impactful marketing team.

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Where do we operate in Europe

There there has never been a time when securing the right executive marketing leadership has been more critical. At Intelligent People, our extensive executive search methodology enables us to meet our clients brief each and every time and that’s why we have a 100% success rate in this field.

Each of our marketing executive searches across Europe includes a detailed market map to identify and headhunt marketing leaders. We take care of all the approaches and actively put time into continually engaging these candidates in your brand along the headhunting process.

We work specifically, but not exclusively, within the below European markets:

  • Amsterdam
  • Berlin
  • Munich
  • Paris
  • Marseille
  • Madrid
  • Barcelona
Marketing Executive Search Europe

What makes us unique in Europe?

Focus

Our marketing search focus in Europe 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.

Strategy

As a specialist marketing executive search agency, we understand what motivates marketers to join a new opportunity across Europe. 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.

Speed

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 in Europe 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, regardless of where you are located in Europe.

Case study: Ben @ Amber River

‘Intelligent People did a brilliant executive search, providing a quality list of very engaged candidates to us extremely quickly. The quality of the shortlist we received is testament to the expertise and service offering within Intelligent People.

We couldn’t be happier with Intelligent People as our executive search recruitment partner for this role.‘

Read full case study

 

Executive Search Client

FAQs

Q: How much does it cost to use a headhunter?
A: A headhunter will usually charge a fixed percentage of the placed candidates total package, including salary and bonuses. This percentage is usually between 25-30%. The way the headhunters usually charge is a third of the fee on engagement of the headhunters services, a third on shortlist of the candidates and a third on placement of the candidate into the business. This retained way of recruitment allows headhunters the time to complete market mapping exercises, deep research into candidate and time to properly engage candidates in the available role.
Q: Is it worth it to hire a headhunter?
A: There are many benefits to hiring a headhunter: 1) Speed. If your senior level vacancy is time critical, a headhunter will be able to fill the role much quicker than your business could internally or by using a contingency recruitment method. 2) It frees up time within your internal recruitment team to focus on other roles that are easier to fill – junior to mid management level. 3) The headhunter that you select should have functional experience in the specific, niche domain that you are operating in. If you need a Chief Marketing Officer, employ a specialist marketing headhunter who already knows the market, the candidate base and what good looks like. 4) Headhunters can attract a wider pool of talent to your business. Senior talent expects to be contacted by a headhunter rather than directly.
Q: What's the difference between headhunter and recruiter?
A: We often get asked what the difference is between headhunting and recruitment. For senior and executive level roles, a business often engages a headhunter rather than a traditional recruiter. A headhunter scours the candidate network already known to them, also identifying ‘passive’ candidates through market mapping and in-depth research – those candidates that possess the right domain experience, leadership qualities and personal qualities but are not ‘active’ in the market, i.e., they are not looking for a new job or have applied to your open vacancy. A headhunter will be paid a percentage of their fee upfront. An organisation may look towards a traditional recruiter when they are looking to make a new hire or have a series of vacancies at the junior to mid end of management, but lack the time and resources to complete the hiring process from end-to-end. A recruiter will be engaged, often on a contingency recruitment basis, where the business only pays on placement of a candidate put forward by the agency