The way we hire marketing talent is ineffective.
Write up a job rec for leadership approval. Post a job description on our careers page. Then copypasta that same job desc to multiple job boards. Maybe ask a few people for recommendations.
This is.... fine. 🤷🏾
But when was the last time you spoke to your recruiters, talent managers and department heads?
Are they happy...
How much are these problems worth to you?
We enable leadership and talent teams to find, hire and retain best-fit marketing talent for their company.
By asking you intimate questions about your company that marketers worldwide are dying to know before applying.
We match marketing talent to positions through a closed network. There is no front-end job board, so only best-fit marketers will see your job posting.
Our marketers receive invitations to apply for positions they're a best fit for. Employers are notified once a suitable candidate expresses interest.
Marketers and companies are screened and vetted to ensure information provided is accurate. The best relationships are built on trust after all.
We're a brazen bunch of marketing folk dedicated to connecting businesses with best-fit marketing talent who want to work with each other.Chat with us
Founder of Grow Hack Scale; a growth enablement platform that empowers revenue teams with technology, processes and frameworks needed to deliver real-world business results.
No. Entry into our talent pool is 100% free for candidates. Only employers hiring marketing talent incur a fee.
It's free to submit a 'statement of intent' to our network. Pricing starts at $149/month to be matched with best-fit marketers. View our full pricing here
We ask employers and candidates a range of questions (culture, salary, growth strategy, funding status etc) to help them connect with the talent and jobs which best-match what they're looking for.
When there is a match, we notify the candidate of a role which strongly matches their criteria. Simultaneously, we notify the employer when there is a candidate who's a great fit for their position.
If the candidate is happy, they're invited to apply through the employer's ATS.
In addition to comparing the answers provided by candidates and employers, independently verifying their skills and competencies, we also maintain an open line of communication to help determine the needs of all parties.
This may involve setting up a call to learn more about a role/candidate and relaying this information back to prospective candidates/employers.
We find that most job descriptions (unknowingly) omit 30-50% of the most essential information candidates use when making a decision about which companies to apply and join.
Speaking to candidates and employers early on, helps to mitigate the risk of job offer rejections, early resignations and unhappy new employees as both parties start their new working relationship together with the same expectations.
Early data suggests that 85% of marketing jobs get filled, when posted exclusively on our platform.