Imagine this: you are reviewing two CVs. One candidate has spent eight years at the same company. The other has changed roles every two years across a range of businesses. Both have strong experience. Both could be right for the job. So how do you decide?
This is a common dilemma in marketing recruitment, and there’s rarely a straightforward answer. With marketing teams evolving quickly and competition for skilled talent intensifying, hiring the right person is more important than ever. Making the wrong decision can cost time, resources, and momentum for your campaigns.
This blog explores the debate between longevity and breadth of experience, providing practical insight to help you hire with more confidence.
Why long-term experience can be a game changer
A marketer who has stayed with the same company for many years often brings a depth of insight that can be hard to replicate. They understand the brand’s history, its challenges, and what has worked over time. This level of familiarity can make them more strategic in planning campaigns, anticipating market changes, and supporting the development of junior team members.
Long tenure can also signal reliability and loyalty, qualities that can be harder to measure but valuable in any team. With the average employee tenure sitting at just two years and two months, candidates who have committed to a business for significantly longer are worth closer attention. They are more likely to have seen campaigns through from start to finish, giving them a strong understanding of the full marketing lifecycle.
While longevity brings stability and depth, it’s equally important to consider the other side of the equation.
How diverse experience brings fresh perspectives
Candidates who have moved between companies more frequently often bring a genuinely varied perspective. Exposure to different sectors, teams, and marketing strategies can make them highly adaptable and ready to contribute from day one. They may also have progressed quickly, reflecting strong performance and ambition.
It’s important not to assume that moving roles signals a lack of commitment. Many marketers change jobs to develop specialised skills, take on greater responsibility, or step into opportunities that weren’t available in their previous organisation. The wider market also plays a role. Data shows that concerns about layoffs or role elimination have grown significantly, rising from 12% to 18% over the last two years, meaning some moves are driven by circumstances rather than choice. Context matters.
Recognising the value of both career paths is crucial, but perceptions can sometimes get in the way.
Avoiding common hiring pitfalls
Hiring managers can occasionally hesitate when faced with certain CVs. They may question why a candidate with decades of experience hasn’t reached a more senior position, or assume that a lack of progression reflects a lack of ambition. On the other side, frequent moves can raise concerns about retention and long-term impact.
These assumptions are common, but they can be misleading. Career paths are rarely linear, and decisions are often shaped by factors outside a candidate’s control, from organisational change to personal priorities or a preference for developing expertise over chasing titles. Keeping an open mind at the shortlisting stage can reduce the risk of overlooking strong talent.
Understanding these common biases is the first step. The next is looking at practical ways to assess candidates more effectively.
How to assess candidates with confidence
When assessing candidates, focus on impact and achievements rather than simply the number of roles or years in a position. Look for evidence of how they have contributed, adapted, and delivered results in different environments.
In interviews, ask questions that explore how they approach new challenges, how they measure success, and how they have influenced outcomes in previous roles. This helps uncover their true capability beyond what is visible on a CV.
It’s also worth reconsidering how much weight is placed on formal experience alone. Research shows that hiring for skills is five times more predictive of job performance than hiring based on education, and more than twice as predictive as hiring based on work experience alone. This highlights the importance of understanding what a candidate can do, not just where they have been.
A marketer with long tenure can bring consistency and a level of institutional knowledge that’s difficult to teach. Someone with experience across multiple roles can offer range and fresh perspective. Both have clear value. The key is being clear on what your team genuinely needs, and then assessing candidates honestly against that.
Secure marketing talent that makes an impact
Both longevity and varied experience bring unique strengths to a marketing team. The best hiring decisions come from understanding the individual behind the CV and recognising how their experience aligns with your goals.
At BMS, we work with hiring managers every day to find marketing talent that delivers real impact. If you’re currently hiring and would value an expert perspective, we’d love to help. Get in touch today to speak to our specialist team.
