In today’s fast-paced business environment, having a strong marketing team is essential to delivering strategic priorities and supporting ambitious growth plans. Whether you’re launching new campaigns, exploring emerging channels, or scaling your marketing operations, success hinges on access to the right skills, experience and expertise at the right time.

However, talent gaps can arise at any time, through natural turnover, internal promotions, or the need for new specialist knowledge. When a key role becomes vacant or a new position is created, the pressure to find the right person quickly intensifies. Every unfilled role increases risk to campaigns, missed opportunities, and added strain on your existing team.

As you look to strengthen your marketing function, it’s important to account for the time required to recruit and onboard new talent. The longer it takes to identify, attract and develop a new marketer, the longer your business operates without the support it needs to achieve its objectives. With that in mind, here are five practical tips for hiring great marketers.

Time is of the essence

Recruiting marketers isn’t always a quick process. With the average time to fill a marketing position in the UK sitting at 51 days, prolonged gaps can impact performance. Starting recruitment activity early helps minimise disruption and maintain momentum across your marketing plans.

Any position, whether newly created or vacated, requires time to approve, define and bring to market. Job descriptions need refining, adverts must be signed off, and interview schedules aligned. Once recruitment is underway, pace is critical. Competition for high-calibre candidates remains intense, and the strongest marketers often move fast. A streamlined, decisive process can be the difference between securing first choice and starting again.

It’s also important not to slow down once an offer has been accepted. On average, it can take up to eight months to one year for a new employee to reach full productivity, representing a significant investment. Hiring efficiently is just as important as hiring well.

Get organised

Organisation plays a major role in hiring speed. Top candidates are clear about what they want from their next role and unlikely to tolerate a slow or disjointed process.

Delays between interview stages can be costly. The average time between an interview and an offer is 23.5 days – that’s nearly a month. For in-demand marketers, that delay can be enough to lose them entirely. Research shows that almost a third of candidates who withdraw from a recruiting process did so because they’ve accepted another offer.

Booking interview slots in advance, aligning stakeholders early, and maintaining regular communication throughout the process all help reduce drop-off. A smooth recruitment experience moves faster and reinforces your credibility as an employer.

Be open-minded

While securing strong talent is a priority, holding out for a ‘perfect’ candidate can slow progress elsewhere. Extended vacancies can often delay wider marketing activity and place additional pressure on existing team members.

There will always be core skills and experience that are essential. However, it’s worth reassessing which requirements are non-negotiable and which can be developed over time. Prioritising cultural and team fit often pays dividends. You can train someone on a new platform or CMS, but alignment with values, collaboration style and mindset can be harder to teach.

Research shows that employees who feel connected to their organisation’s culture are four times more likely to be engaged at work and nearly six times more likely to recommend their workplace. A candidate with the right attitude and potential, even if slightly less experienced than planned, may prove to be a valuable long-term hire.

Be competitive

Just as you would research your audience before launching a campaign, it’s essential to understand what a competitive offer looks like for your market, location and role.

Pay and benefits remain a key driver in career decisions, ranking as the second most important factor when considering a move. Nearly 71% of marketers say they’re open to new opportunities due to dissatisfaction with salary. That said, compensation is rarely the only consideration. Many professionals are willing to accept a lower salary in exchange for the right hybrid working model, a manageable commute and a positive office environment.

The strongest offers balance financial reward, flexibility, culture and progression. Presenting a package that reflects these priorities improves your chances of securing top marketing talent.

Develop your employer brand

In a competitive hiring market, your employer brand plays a critical role in attracting the right candidates. As a marketer, you’ll understand the impact of brand perception, and that extends to how your organisation presents itself as a place to work.

Your employer brand is shaped by every interaction, from your website and social channels to candidate experience, online reviews, and employee advocacy. Careers content should clearly communicate what it’s like to work for your business, showcasing culture, values, development opportunities and benefits through employee stories, testimonials and clear progression pathways.

With 75% of job seekers considering an employer’s brand before applying, maintaining a visible and authentic presence on platforms such as Glassdoor and LinkedIn is essential. While HR and marketing teams often lead employer branding efforts, encouraging employees to share their experiences can significantly extend reach and credibility.

Partner with our marketing recruitment specialists

Hiring great marketers quickly and effectively has never been more important. At BMS, we specialise in connecting employers with exceptional marketing professionals. Our expert consultants understand the nuances of the marketing landscape and act as an extension of your team throughout the process.

Whether you’re recruiting for a senior leadership role, replacing a key team member, or building out your marketing function for future growth, we can help you find the right fit, faster. Contact us today to discuss your hiring needs.