First Marketing hire
Hiring your first marketer is a big move, and can feel like a real leap of faith for a business.
It’s not just about finding someone with previous marketing experience, it’s about understanding what type of marketer your business actually needs to navigate future growth.
At
iknowho, our deep marketing experience allows us to add real value in this space. We have the capabilities to partner with founders and business leads to define and streamline hiring efforts that make an impact.
Let's define your marketing needs together:
- Brand vs. Product vs. Comms vs. Growth - what key objectives are you looking to fulfil?
- Strategic Vision vs. Tactical Execution - is it strategy and structure, or in-market execution?
- Category & Channel Expertise - what prior industry knowledge, audience & customer segments align?
- Cultural Fit & Values Alignment - who will complement and add value longer term?
Now we can develop a robust hiring strategy:
- Run a deep discovery process - understanding growth stage, knowledge gaps, future plans and success metrics.
- Define a fit-for-purpose scope - including salary benchmarking and position description.
- Manage targeted outreach - sourcing and screening across both active and passive talent.
- Shortlist & engage - Interview preparation, task allocation, offer negotiation and candidate onboarding.
Ready to hire your first marketer?
Or need some guidance on how a marketer could benefit your business?
We deliver a collaborative, tailored experience that aligns with your individual business needs —not a transactional hire.
You may not be ready to pull the trigger on your first permanent hire but a Fractional CMO or freelance marketer might be the answer. Someone on a contractual basis might be something to consider to start you off.
As industry specialists, our extensive network ensures we can tap into the best marketing talent when the time is right for you.
Struggling to choose the best candidate? Our expert hiring tips help hiring managers make confident, strategic decisions. Read more now
There are lots of great candidates on the market right now—great news if you’ve got urgent hiring needs! While it might mean you’re opting to run the recruitment process yourself, here are some tips to help protect your brand and support those out there in the trenches, working hard to get back in the game. We all know how tough it is for candidates right now, so it’s more important than ever to uphold ethical practices and give every candidate a positive experience, even if they’re not the right fit for your role. Hopefully, by reading this, you're joining me on a journey to make a real difference in the way we approach recruitment. Be Prepared and Aligned from the Start This one might seem obvious but before starting the interview process, make sure all the hiring managers and interviewers are aligned. Be clear on what you’re looking for in a candidate, how many interview rounds there will be, whether there’s a task, and who will handle what questions. When everyone’s on the same page, not only do you create a smoother experience for candidates, but you also speed up the process, increasing your chances of finding the right person quickly minimising disruption to your project deadlines and over stretched team. Plus, it sends a clear message to candidates that - you value their time and respect their effort. For help on the interview itself you can read our tips on how to deliver a great interview experience. Set Expectations with Candidates Now that you’ve set internal expectations, it’s time to share them with candidates! It’s much easier for candidates to put their best foot forward when they know what to expect. A great interviewer considers the candidate’s circumstances—some may be feeling pressure from unemployment, others might be neurodivergent or anxious. Let’s not forget about the mass redundancies over the last 18 months! When you give candidates the tools to prepare, they can focus on showcasing their true skills instead of worrying about surprises. This levels the playing field and helps ensure you’re finding the best fit for the role, not just the best performer on interview day. Show Empathy and Understanding The job market is tough right now – I’m hear the term “wild west” all too often lately! Many candidates have been out of work for a while, through no fault of their own. A little empathy goes a long way. As the old adage goes – treat people the way you’d want to be treated. Ask about gaps in employment, but do it with curiosity, not judgment. Creating a safe space for candidates to share their story shows that your organisation values people, not just their resumes. After all, we’re all human. Be Transparent Transparency builds trust. Be upfront about what candidates can expect—not just from the recruitment process but from the role itself. Share the positives and the challenges. Being vulnerable will gain respect and helps candidates make informed decisions. It’s better to have someone opt out early than to hire someone who leaves after a few months because the role wasn’t what they expected. Feedback is Key This is probably one of the most talked-about (and frustrating) aspects of today’s job market. LinkedIn is full of posts from candidates who’ve been ghosted after interviews. My advice? Even if you don’t have a decision yet, let candidates know where they stand. Ghosting can leave a lasting negative impression—not just on the candidate but on your employer brand too. Providing even a small amount of constructive feedback can make a big difference. It doesn’t have to be lengthy; a positive note and a key reason why they weren’t selected can help candidates improve for next time and appreciate the process. And if you’ve forgotten to get back to someone (because, let’s be honest, we all get overwhelmed sometimes), own it. A simple, sincere apology goes a long way in closing the loop. What matters most is showing respect for their time and effort, even after the fact. Help Where You Can If a candidate isn’t the right fit, consider how you can help beyond a simple "no." If they impressed you, is there someone in your network who might be interested in their skillset? Could you make an introduction? A Simple Thank You Goes a Long Way Candidates are juggling jobs, rearranging childcare, and coming up with creative excuses to take time off for interviews (I’ve heard Michael’s had a lot of white goods delivered this week!). Whether they advance or not, they’ve invested time in your company, and a simple thank-you can leave a lasting positive impression. Check In: Are You OK? "Are You OK?" Day is a great reminder to check in on people’s mental health, but it shouldn’t just be once a year. With the pressures of today’s economy, many candidates are experiencing heightened stress. Acknowledging the strain of job searching or offering flexible interview timings can go a long way toward reducing stress. I love when clients share tips for managing interview anxiety—it's a small thing that makes a big difference. Reflect on the Process After each hire, take time to reflect on what worked and what didn’t. Did candidates get enough information upfront? Were timelines manageable, and was communication prompt? Asking for candidate feedback can be a great way to improve your process over time. This can even be a step you introduce during your onboarding process - here is some advice on how to successfully onboard your new hires. Being open to evolving is a core part of being a responsible and ethical employer. Building an empathetic hiring process doesn’t just benefit candidates—it strengthens your brand and helps you secure top talent. If you're ready to elevate your recruitment approach, reach out to one of our talent partners at iknowho for a chat.
We get it… Interviewing candidates can seem overwhelming and time consuming but with a little preparation and the right approach, you can maximise your time, gain valuable insights, and leave a positive impression on potential hires. Here’s a guide to delivering a great interview experience that benefits you, and the candidate and your company’s employer brand. Be Prepared It may sound like a given, but preparation is often overlooked. Read over the CV beforehand. Who are you meeting and why? Walking into an interview without a plan can lead to surface-level conversations that don’t provide the depth of insight you need. By taking the time to review the candidate’s CV and application beforehand, you can focus on exploring their experience and skill set in greater detail. This not only helps you understand their suitability for the role but also shows the candidate that you’re invested in the process. You never get a second chance to make a good first impression! Structure the Interview A structured interview leads to better outcomes for both you and the candidate. Draft a clear agenda before the interview, outlining key points you want to cover. This could include specific skills or experiences you want to explore, and be sure to allow time for the candidate to ask their own questions. At the beginning of the interview, take a moment to explain the structure to the candidate. This helps set expectations and allows the conversation to flow smoothly. Set the Scene Creating a welcoming atmosphere is essential. Start by being on time and showing up as your authentic self; friendly, confident, knowledgeable, and attentive. Begin with a few minutes of informal chat to break the ice and make the candidate feel comfortable. This approach not only eases nerves but also encourages a more open and genuine discussion. Remember, candidates should leave the interview feeling valued. Ask the Right Questions Crafting thoughtful, open-ended questions is key to understanding a candidate’s competencies, values, and cultural fit. Ask them to draw on their past experiences with questions that begin with “How,” “Why,” or “Can you explain?” For example, “Can you give me an example of a time you had to prioritise a number of competing tasks on a tight deadline?” this allows you to gauge probable future behaviour. These types of questions encourage detailed responses and provide deeper insights. To further validate their answers, don’t hesitate to follow up with more direct questions - such as When/Who/Where? “When did this happen?” or “Who was involved?” This approach helps you gather concrete evidence of their abilities. Share & Excite Remember, it’s a competitive market out there. As much as you’re evaluating the candidate, they’re also evaluating you and the company. Take this opportunity to sell your organisation—highlight your team’s achievements, recent successes, and the exciting projects they could be a part of. Explain the company culture, values, and any perks that make your workplace stand out. This is your chance to inspire them and have them leave wanting to join your team! Encourage Two-Way Conversations Interviews should feel like a conversation, not an interrogation. Encourage the candidate to ask questions. Be prepared with thoughtful answers that will leave them excited about the possibility of joining your organisation. A strong, two-way dialogue creates a positive experience and gives the candidate a better sense of what it’s like to work with you. Thank & Close As the interview wraps up, make sure to cover any final remarks or questions. Set clear expectations about the next steps in the process. If you’re unsure about timelines, be honest about it—better to manage expectations upfront than disappoint later. And of course, thank the candidate for their time and effort. What may seem like a “casual chat” to you, likely received hours of preparation from the candidate. A sincere thank-you leaves a lasting impression. You can create an interview experience that is both productive and enjoyable. Remember, interviews are not just about assessing candidates—they’re also about making your organisation the place they want to be! If you’re looking for more tailored advice on how to conduct great candidate interviews, are interested in finding out current salary brackets, or you’re looking for your next team member – feel free to reach out to any of our talent partners .
Meet our specialist marketing talent consultant team
Bec Godkin
Senior Talent Partner
Kahli Fenn
General Manager
