Are you looking for a new B2B marketing job or looking to hire a marketer into your B2B Technology business?
If so, then you’re in the right place.
And in our opinion, there’s been no better time than right now to be in B2B marketing. Because most companies are realising that traditional sales methods aren’t as effective as before.
The B2B Buyer, now does much more research on a business and its competitors online before they engage with a sales person. And surprisingly, Gartner found in their research that 83% of buyers said they accessed digital channels even in the late stages of a buying process.
As a result, we’ve seen a huge increase in B2B marketing recruitment. And an even bigger increase in specialist digital marketing and content marketing roles to help with inbound enquiries in the first place.
Yet with all those positives said, being successful in B2B marketing today is no mean feat. Not only have you got to manage relationships with stakeholders who don’t necessarily ‘get’ marketing, but you also have a wide range of skills needed to be a success, some of which don’t naturally complement each other.
You need to be commercial, analytical, creative, an excellent communicator, understand technology and make really good coffee.
And that’s why at Market Recruitment, we’re borderingly obsessed with B2B Marketing Recruitment. It’s such an exciting space right now. We love everything about it. We listen to the podcasts, read the books, attend the events and so much more.
If you’re looking for a recruitment agency that truly gets B2B marketing, then let’s speak…
A communications solutions provider had very specific, tactical requirements when looking to fill a senior marketing role, while also needing the hired person to be focussed on ‘customer’ marketing.
After a month of looking, to no avail, the internal recruitment team was frustrated at the lack of progress, whilst senior management was conscious that, with the company growing at 30% year-on-year, revenue was being lost every day that the role was vacant.
We knew that we wouldn’t reach the type of candidate that the client needed through advertising, so we went headhunting instead.
Our research and engagement with the market resulted in a long list of 15 potential candidates.
We interviewed all 15 of them and then narrowed that down to a shortlist of six potential candidates, which we submitted to the client.
Three people were selected for interview.
A hire was made six weeks after Market Recruitment was briefed on the role.
I have worked with Matt and Market Recruitment for a few years now and they have always been a great point of contact for recruitment and advice on roles. Matt has helped source some really strong candidates for my teams and has always been pragmatic in his approach.
