How to Hire the Right Marketing Talent and Actually Nail It
“We need to do some marketing.”
A phrase that’s been thrown around boardrooms, coffee shops, and meeting spaces for years. But what does it actually mean? More importantly, how do you do it well?
The thing is, to ‘do’ marketing properly, you need a solid understanding of what it is, how it works, and what it can do for your business. Otherwise, it’s like driving without a map—directionless and frustrating.
It’s a classic chicken-and-egg scenario. You don’t know what you don’t know. Usually, businesses faced with this dilemma choose from three options:
Hire a Junior Marketer – Cheap, keen to impress, and adaptable. Perfect! But they’ll need guidance and a clear plan.
Hire a Head of Marketing – Seasoned, self-sufficient, and able to hit the ground running. But will they need a team to deliver real results?
Engage a Fractional CMO – Leverage years of experience, get quick wins, and drive strategy—without the full-time commitment. But can you stomach the day rate?
All of these can work, but each comes with a catch. Who’s creating the strategy for your junior to follow? Will your new Head of Marketing need an entire department to succeed? And are you ready to make the most of a fractional CMO during their limited hours?
Before you even post a job advert, you’ve got some serious prep to do. Ask yourself:
What martech do we need? (Yes, that’s a thing—and choosing the right tools is crucial.)
What budget will this person need? (Underfunded marketing is like trying to start a fire with wet wood—possible, but painfully slow.)
Why would someone want this job? (What makes this opportunity worth jumping out of bed for?)
Which marketing channels should we focus on? (Social media? SEO? Events? Choose wisely.)
What does success look like? (Set clear KPIs so everyone knows what winning looks like.)
How do we support their growth? (Marketing evolves fast—so should your team.)
Even if you’ve nailed all that, your next challenge is writing the job advert.
Think of your job advert as a sales pitch. It should sell the opportunity, not just list requirements. Instead of “We need someone to manage our marketing,” try “You’ll have the opportunity to shape and lead our marketing efforts, making a real impact on our growth.” See the difference? One sounds like a chore; the other sounds like a career-defining opportunity.
Still not convinced? Check out Rightmove. Estate agents don’t write “4 bedrooms, garden, garage, big kitchen.” They say “This stunning, open-plan home is perfect for families looking for space and comfort, with a large garden ideal for summer BBQs.” It’s about selling the dream.
And Don’t Sleep on the Job Title
The job title needs to match the level you’re hiring for. If you’re offering £40-£50k, calling the role ‘Marketing Executive’ might scare off talent who see it as a step backwards. Instead, go for something like ‘Marketing Manager’ or ‘Growth Marketing Lead’—titles that align with both the salary and career aspirations of your ideal candidate.
Final Thoughts
Marketing isn’t just about throwing stuff at the wall and seeing what sticks. It’s about having a clear strategy, aligning it with your business goals, and building a team that can deliver results. Get this right, and
