Some marketing recruitment processes drift. The best ones are designed at the start.
How to do it right:
• Get stakeholder alignment early
• Lock in interviewer availability upfront
• Move quickly with clear decision points
• Keep momentum and don’t let the process stall
From a candidate perspective, drift is one of the biggest frustrations: slow feedback, reschedules and extra steps added during the process can quickly turn interest into disengagement.
A recent example of how a recruitment process can work at its best:
A new client came to us having been let down at the last minute and with a major project looming. They needed to hire an immediately available Marketing Manager for a 9-month contract, with experience in pharmaceuticals or other regulated environments.
Not an easy brief to deliver quickly.
What made the difference was how they approached the process.
All four stakeholders aligned from the outset, with the HR Manager coordinating to ensure full attendance at first interviews. Feedback was immediate, decisions were clear, and there was no loss of momentum at any stage.
On our side, we moved with pace by quickly mapping the market, delivering a focused shortlist, and keeping candidates engaged and informed throughout.
📅 Brief received: Wednesday 25th March (11:45am)
📨 CVs delivered: Friday 27th March (10.15am)
📅 First interviews: Monday 28th & Tuesday 29th March
🤝 Final interviews: Wednesday 1st April
✅ Offered and Accepted: Thursday 2nd April
🚀 Start date: Monday 13th April
⏱️ 19 days from brief to start
The process in numbers:
• 5 shortlisted candidates presented: All from regulated sectors, meeting the salary criteria and ready to start at short notice.
• 4 first-round interviews
• 2 finalists, both immediately available and with pharma marketing backgrounds
• 1 successful placement
The result: a critical marketing hire secured in under three weeks, without compromising on quality and a process that reflected well on the business with every candidate involved.
Well-run hiring processes don’t just secure better talent, they also create a far stronger candidate experience.
And partnering with the right recruiter helps too!