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In the dynamic world of ecommerce, hiring the right talent has never been more critical. The challenges that hiring managers and internal recruitment teams in the UK face today are complex and multifaceted. With the escalating demand for ecommerce professionals, coupled with economic uncertainties and technological advancements, securing top talent has become a strategic challenge. In this blog, we will explore common hiring challenges in ecommerce and offer actionable solutions that address audience needs such as speed-to-hire, candidate quality, retention, and budget-conscious strategies. Understanding the Current UK Hiring Landscape In recent years, the UK job market has transformed into a candidate-led one. This shift means that top candidates often have multiple offers at their disposal, putting pressure on hiring managers to move swiftly. Moreover, economic factors such as inflation and changing consumer behavior have intensified the need for ecommerce businesses to adapt quickly, requiring skilled professionals in areas like AI, data analytics, and omnichannel strategies. According to the CIPD Labour Market Outlook, recruitment failures continue to rise, suggesting that organisations are struggling to maintain employee retention and effective onboarding practices. Coupled with skills shortages and salary pressures, hiring managers are finding it increasingly challenging to attract qualified candidates. The modern challenges of hiring in ecommerce demand fast and efficient solutions. Why Ecommerce Hiring is Particularly Challenging Ecommerce is a fast-evolving field where new technologies and market trends emerge almost daily. This rapid change can lead to several hiring challenges, including: Fast-Changing Technologies : As ecommerce platforms innovate, hiring managers need professionals who are not just well-versed in current technologies but are also adaptable to change. The skills required today may not be sufficient tomorrow. Omnichannel Complexity : As businesses strive to create seamless experiences across multiple channels, candidates must possess a mix of traditional skills and tech-savviness which can often be hard to find. High Turnover Risk : The ecommerce landscape tends to have a higher turnover rate. Many professionals feel pressured to switch jobs for better pay or work-life balance, making retention a significant concern for companies. Employer Branding Gaps : Many ecommerce businesses fail to effectively communicate their brand value, leading to missed opportunities in attracting top talent who align with the company's vision and culture. Effective employer branding is key to attracting the right ecommerce professionals. Additional Challenges in Ecommerce Recruitment Beyond the aforementioned hurdles, hiring teams face several specific operational challenges that can hinder the recruitment process: Candidate Experience Issues Data shows that up to 50% of candidates may drop out of hiring processes due to slow procedures and lack of feedback. Streamlining application processes and providing timely updates can significantly enhance the candidate experience. Diversity & Inclusion Struggles A study reveals that 33% of UK recruiters find it challenging to implement diversity and inclusion initiatives effectively. This lack of diversity can narrow the talent pool and hinder innovation within ecommerce teams. Underutilisation of Data-Driven Hiring Many companies still rely on traditional hiring practices without leveraging data to optimise their processes. Salary benchmarking and analysing recruitment processes can yield insights that significantly improve hiring efficiency. Creating an effective recruitment strategy requires teamwork and data-driven insights. Evidence-Based Insights on Recruitment Challenges Understanding the existing challenges in ecommerce recruitment is essential to develop effective solutions. Studies such as the British Chambers of Commerce QES paint a picture of current recruitment difficulties, indicating that even as vacancies may be declining, the challenges in securing top talent remain high. Additionally, the Skills England Report highlights that there are severe digital and tech skill shortages that ecommerce businesses have to navigate. Furthermore, as per FutureDotNow, around 21 million UK adults lack the essential digital skills needed to thrive in the modern workplace. Actionable Solutions for Hiring Managers Armed with an understanding of the challenges, hiring managers can implement several strategies to enhance their recruitment processes: 1. Implement Salary Transparency Being upfront about salary ranges can attract candidates who are serious about potential earnings. Transparency can build trust and set clear expectations from the beginning. 2. Establish Flexible Work Policies In today's work environment, flexibility is key. Consider implementing hybrid work models or allowing flexible hours to attract a broader range of candidates who may be deterred by rigid schedules. 3. Enhance Employer Branding Invest in your employer brand by showcasing company culture, values, and success stories. Use testimonials from current employees to attract talent that resonates with your brand vision. 4. Focus on Upskilling Employees Rather than only seeking candidates with perfect qualifications, consider a strategy for upskilling current employees. This promotes internal growth and employee retention while addressing the skills gap. 5. Initiate Diversity, Equity & Inclusion (DE&I) Initiatives Making a concerted effort to enhance diversity in hiring processes can not only widen your talent pool but also foster a more inclusive workplace culture that values differing perspectives. 6. Streamline Hiring Processes Simplifying your application process and reducing the time-to-hire can improve candidate engagement. This can include using chatbots for initial screening or setting clear timelines for interviews and feedback. 7. Utilise Data-Driven Recruitment Techniques Leverage data to inform salary benchmarking and assess the effectiveness of your hiring process. Use data analytics tools to understand where your hiring process might be falling short. A diverse team brings together a wealth of ideas and perspectives essential for ecommerce. Transforming Recruitment with Solis At Solis, we specialize in helping businesses hire ecommerce professionals with an impressive 97% success rate. Our approach integrates the best practices mentioned above, focusing on data-backed strategies, streamlined processes, and effective employer branding. Whether you are dealing with skills shortages or facing challenges in candidate engagement, Solis can help you navigate the complexities of ecommerce recruitment efficiently and effectively. By understanding your needs and objectives, we tailor our solutions to match your unique hiring challenges, ensuring you attract and retain the best talent in the industry. The challenges of hiring in ecommerce may seem daunting, but with appropriate strategies and a commitment to investing in talent, your organisation can rise above them. Addressing factors such as candidate experience, diversity, and data-driven approaches are key to not just hiring top talent but also fostering a thriving workplace. By employing these tactics and leveraging expert assistance, UK hiring managers can cultivate a highly skilled ecommerce team ready to tackle present and future challenges. Visit our e-Commerce Recruitment page to learn more about our services, or get in touch to enquire about our services.

Generic job ads are a pipeline problem, that leads to wasted interview hours, and quietly damage EVP. Define your Ideal Candidate Profile  first so the job ad becomes a targeted message that attracts marketers who own pipeline and revenue. The UK skills gap is real and persists even as the market cools, so precision is your advantage. Free B2B ICP pack available at the end. Why hiring B2B marketers is Tough Most organisation have different products, but even those with similar products are trying to reach different customers, have access to runs a different resources and have developed different go-to-market and customer acquistion strategies . Some businesses are product-led , others sales-led , many try to find the right balance in between. Funnel definitions vary, as do expectations for sourced pipeline, attribution, and partnership with sales. The complex nature of the market collides with a market full of candidates who have vastly different experience, meaning even those who look good on paper but have not been responsible for delivering or achieving the outcomes you need. Hiring teams can also get distracted, leaning towards applicants with big brand names. A strong logo does not guarantee fit, and it does not mean your environment will help that person thrive. Across the UK, skills shortages continue to pressure growth and put more work on already stretched teams. The Open University Business Barometer  reports that 62% of organisations face skills gaps , and many expect them to worsen, which slows delivery and increases workload. In parallel, the British Chambers of Commerce  found that even in an easing quarter, 76% of firms attempting to recruit faced difficulties . A high volume of applications does not solve hiring problems, and can make them worse. If this pattern sounds familiar, and you've been struggling with hiring visit our Marketing page to find out how we can support you with key hires. Why your next marketing hire must start with an Ideal Candidate Profile You would not launch a campaign without a clear audience and offer. Apply the same standard to hiring. An Ideal Candidate Profile (ICP)  is a one page agreement on who you need and why they would join you. It aligns HR, Talent Acquisition and the hiring teams before the first outreach and it gives candidates an honest picture of the profile you need. Build the ICP in three layers Technical layer State the non negotiables tied to your motion. For sales led teams that can mean ABM orchestration, SDR and AE partnership, and attribution literacy with RevOps. For PLG that can mean growth experimentation, product telemetry, content systems that move activation and expansion. Be clear about automation platforms, data access and reporting expectations. Behavioural layer Describe how the marketer works. Stakeholder alignment with sales, hypothesis driven planning, regular experiments and post mortems, and clear written communication that turns data into decisions. These behaviours drive progress in long, multi stakeholder sales cycles. Motivational layer Explain why they will do their best work here. Appetite for creating demand in new segments, patience for complex committees, energy for PLG activation, curiosity for attribution problems, desire to co own targets with sales. Clarity at this level improves response quality and shortens time to decision. UK data points to the value of structured, evidence led selection for fairness and consistency, which strengthens candidate experience and speeds decisions. Partner with a Marketing Recruitment Agency that runs an ICP first process so you start with alignment, not noise. If your focus is B2B specifically, explore our B2B Marketing services for hiring support. A fast agenda to build your B2B marketing Recruitment ICP You can create a strong ICP in one focused working session. Responsibilities and definitions Agree PLG, sales led or hybrid. Lock MQL, SQL and SAL definitions with Sales and RevOps. Decide shared ownership of pipeline by segment. This removes the number one source of misalignment in interviews and debriefs. Outcomes for six and twelve months Choose three to five results that Sales cares about. Examples include a portion of sourced pipeline in named segments, improved meeting acceptance in Tier 1 accounts, better conversion at a specific sales stage through enablement and proof, and lower cost per qualified opportunity. When outcomes are clear, your ad and outreach become specific and compelling. Trade offs and dealbreakers Decide strategist versus operator, depth versus breadth, PLG experience required or nice to have, industry domain depth versus adaptable generalist. Capture dealbreakers to avoid drift when a shiny CV appears. Write the ICP Document the technical, behavioural and motivational layers in one page. Limit non negotiables to what truly matters. Add three evidence prompts for interviews, for example show us a programme that created demand and improved sourced pipeline with before and after metrics and constraints. Scorecard and process Use a structured scorecard that maps to outcomes. Keep the loop lean, for example two interviews and a short work sample. UK HR data highlights that structured selection reduces bias and improves consistency, which supports better EVP and faster decisions. For hiring managers and TA partners who want a template to move faster, download the B2B Marketing ICP Checklist   at the end of this article. Write the job ad after the ICP Great marketers will research their target audiences and refine their message to attract the right customers. The ICP will help apply these same principles to attract the right type of applications. This will also add clarity to the selection process. Lead with the problem and the outcomes you want Share what is integral to the role and requirements from applicants Describe what they should expect in terms of resources and cross-department collaborations Explain the process and what you will assess Generic ads invite everyone to apply and increase workloads for your team screening applications. The rise of candidates leveraging AI to apply can increase application volume and complicate screening. A structured scorecard  and evidence prompts  (e.g., 'show us a program...') are essential to cut through the noise and validate the required experience. This wastes time for HR, Talent and Hiring teams speaking with irrelevant applicants. Even strong marketing applicants, interviewing without the experience required for the role will feel misled. Poor candidate recruitment experiences can damage your reputation as an employer. A sharp ICP and lean recruitment process will reduce cycle time and improve acceptance rates. If you're looking to require marketing talent at Director, VP or a Chief Marketing Officer, it in integral to develop a strong proposition to attract the right leadership. We often see a shift from the Technical layer to understand more about MarTech Ownership, and Motivational focus move to understanding how they've adapted GTM strategies, transformed teams, adopted new innovations and driven organisational change. ICP Layer Focus Shift for Director/VP/CMO Technical Layer Shifts from using tools (HubSpot, 6sense) to owning the MarTech Stack budget, architecture, and governance (e.g., attribution fidelity, data hygiene strategy). Outcomes Shifts from improving MQL-to-SQL conversion to improving the CAC:LTV ratio, achieving Net Revenue Retention (NRR) targets, and defining the organizational structure for the next 3 years. Behavioural Layer Focuses on Board-level communication, stakeholder alignment across the executive suite, and leading organisational change (e.g., successfully moving to a new GTM model). Visit our Executive Search page to learn more about our Headhunting services. Role‑specific ICP examples for B2B marketing Demand generation and pipeline roles Outcomes : Increase qualified pipeline from named accounts by 25% in six months; reduce CAC‑to‑LTV ratio by improving MQL→SQL conversion by 20%. Technical : HubSpot or Marketo, lead scoring, Salesforce hygiene, ABM orchestration with 6sense or Demandbase. Behavioural : Owns a number, partners well with sales, hypothesis‑driven experimentation. Motivational : Energised by pipeline accountability and measurable impact. Product marketing (PMM) Outcomes : Launch two major features with adoption targets; deliver ROI cases and sales enablement decks that shorten deal cycles. Technical : Positioning and Ideal Customer Persona definition, messaging frameworks, competitive analysis, enablement content. Behavioural : Crisp communication, cross‑functional influence, data‑led storytelling. Motivational : Drawn to narrative refinement and adoption impact. ABM and enterprise strategy Outcomes : Deliver three ABM plays that generate meetings with C‑suite in top 50 accounts. Technical : Intent data usage, orchestration from signal to play, content‑led GTM. Behavioural : Strategic thinker, comfortable with long cycles, strong stakeholder management. Motivational : Enjoys complex deal environments and influencing senior decision‑makers. How Solis runs an B2B Marketing Headhunting Search Labour market indicators have shifted through 2024 and 2025, with vacancies easing and mixed regional signals. Even so, a large share of employers still report recruitment challenges, and many teams face workload strain while roles remain open Attracting marketers who align with the business goals and objectives will be integral to your business success heading in to 2026. Our approach to starting Retained recruitment searches includes: Alignment session to confirm motion, definitions and three outcomes One page ICP with trade offs and dealbreakers Targeted job advertising Personalised outreach Weekly insights (EVP feedback, Competitor Analysis) Shortlist with evidence (Personal and Professional References) If you're looking to partner with a B2B Marketing Recruitment Agency that hires for impact you submit an enquiry via the contact page . Book a 20 minute consultation to define your B2B marketing ICP. The B2B Marketing ICP Checklist   and align your team before you post a job.

Generic job ads waste time and damage your EVP. The fix is to define an Ideal Candidate Profile (ICP)  before you post a single ad. Clear ICPs shrink the funnel to the right people, speed up decisions, and improve outcomes like LTV, AOV, and contribution margin . UK employers continue to face skills shortages and recruitment friction, so clarity is your competitive edge ( Open University Business Barometer ; British Chambers of Commerce Quarterly Recruitment Outlook ). The real cost of generic ecommerce job ads When an ecommerce role goes live with a long wish list, applications surge but signal collapses. You end up screening CVs from people who have touched your tools but cannot move your numbers. Hiring managers lose hours in interviews that should never have been booked. Candidates take time off work only to discover the role does not match their strengths, which erodes your employer brand in tight communities. This plays out in a labour market where skills shortages remain widespread . The Open University Business Barometer  reports over half of UK organisations are experiencing skills gaps, with a material share expecting the problem to worsen, leading to increased workload and constrained growth capacity. Even as conditions eased from pandemic peaks, two thirds of UK firms still reported recruitment difficulties , so volume tactics simply create more noise for already stretched teams. If this sounds familiar, explore our Ecommerce Hub for strategies that help hiring managers and talent teams avoid these pitfalls. Why your next e-Commerce hire must start with an Ideal Candidate Profile You would not launch a product without a clear customer profile. Hold eCommerce hiring to the same standard. An Ideal Candidate Profile (ICP)  is a one-page agreement that defines who you need and why they would choose you. It aligns HR, Talent Acquisition teams, and the hiring manager before any outreach and gives candidates a precise picture of fit. Build the ICP across three layers: Technical layer:  Specify non-negotiable skills tied to your model and stack. For ecommerce this often includes CMS proficiency (Shopify, Magento, Salesforce or BigCommerce), ESP and CDP familiarity, GA4 or first-party analytics, cohort analysis, onsite optimisation and merchandising, and depth in lifecycle or performance marketing depending on goals. Behavioural layer:  Describe how the person works. Useful signals include commercial thinking, prioritisation, test-and-learn discipline, collaboration across creative, operations, product, and finance, and crisp written communication for async decisions. How do they approach mentoring and empowering teams? Motivational layer:  Clarify why the person will thrive here. Some candidates want to build retention engines and lift LTV. Others are energised by high tempo acquisition or by improving contribution margin through channel mix and creative iteration. Partnering with an Ecommerce Recruitment Agency that understands ICP-first hiring ensures your process starts with clarity, not chaos. A fast agenda to build your ecommerce ICP You can create a strong ICP in one focused working session. 1. Start with outcomes - Write three measurable results for the first two quarters. Examples include lifting repeat purchase rate by five points, improving PDP conversion by half a point, increasing AOV through bundles and merchandising, reducing return rate with better sizing and content, and protecting MER while scaling spend. Link each outcome to an owner and a timeline. 2. Map realities and constraints - Document platform, analytics, budgets, creative resources, dev support, and seasonal cycles. Candidates opt in to constraints when you are candid. Transparency also improves candidate experience and perceived fairness, both central to stronger EVP ( EY DE&I Interventions 2025 ). 3. Decide trade offs - Do you need a generalist who spans lifecycle, paid social, and analytics, or a deep specialist. If LTV is the top priority, avoid settling for a pure acquisition profile. If contribution margin is under pressure, bias to marketers who have improved efficiency with creative and onsite changes, not just bigger budgets. 4. Write the ICP - Capture the technical, behavioural, and motivational layers in one page. Limit non negotiables to what truly matters. Add three evidence prompts for interviews, such as ask for a before and after metric story with constraints, decisions taken, and lessons learned. 5. Build the scorecard and process - Structured interviews and a short work sample increase signal quality and reduce bias, which improves decision speed and candidate trust. That matters because the UK market continues to report friction in hiring and workload strain when roles stay open too long ( CIPD 2024 ; OU Business Barometer 2025 ). For lifecycle marketing roles, check our Marketing Hub for strategies that connect retention and acquisition or our D2C Marketing page related for eCommerce specifically. Write the job ad after the ICP A targeted ad is a message to the person you defined, not a checklist: Lead with the problem and the outcomes you want. Share the stack, partners, budgets, and realistic constraints. Show what success looks like at 90 days and 12 months. Explain the interview plan and what evidence you will assess. Generic ads signal “we want to meet everyone.” That creates noise, wastes interview hours, and leaves candidates frustrated, which can harm your reputation for future hiring. Role specific ICP examples Lifecycle and CRM:  Seek candidates who can show LTV lift, cohort improvements, and message testing cadence. Performance marketing:  Favour people who protected MER and reduced blended CAC while scaling. Onsite and merchandising:  Prioritise storytelling around PDP clarity, catalogue health, and content quality. Ecommerce leadership:  Tie the ICP to cross-functional leadership in commercial or financial terms. Lifecycle and CRM - Seek candidates who can show LTV lift, cohort improvements, and message testing cadence. Evidence can include segmentation logic, creative variations, and how they partnered with product and support to improve post purchase experience. Performance marketing - Favour people who protected MER and reduced blended CAC while scaling. Ask for examples where creative testing and landing page changes improved efficiency, not only when budgets increased. Onsite and merchandising - Prioritise storytelling around PDP clarity, catalogue health, search and navigation, bundles, and content quality that reduced returns and increased add to basket. Ecommerce leadership - Tie the ICP to cross functional leadership in finance terms. Look for leaders who run a tight trade rhythm, unify creative and performance, and negotiate resource trade offs without losing momentum. Measure what matters Track time to clarity  as a leading indicator. Use calibration calls in week one to pressure test your ICP and refine your value proposition. Monitor reply rates and ask declining candidates for one reason why. Read UK market indicators as context rather than destiny. Employment and vacancies have shifted through 2024 and 2025, but recruitment challenge remains significant for many firms, so precision and speed still pay off ( ONS Labour Market, Sep 2025 ) How Solis runs an ICP first ecommerce search Alignment session that turns growth targets into three to five outcomes One page ICP with clear trade offs and dealbreakers Short market calibration calls to validate motivators and objections Structured scorecard mapped to outcomes and behaviours A targeted job ad that reads like a message to the right person Sequenced outreach with weekly insights on response themes Shortlist with evidence of impact and reasons to believe Book a 20 minute consultation to define your ecommerce ICP. Download the Ecommerce ICP Checklist and Hire Smarter Before you post a job ad, define your Ideal Candidate Profile. This checklist helps you align stakeholders, clarify outcomes, and attract the right talent for ecommerce roles - from CRM and performance marketing to merchandising and leadership. What’s Inside: Role context prompts (business model, stage, goals) Outcomes for first 6 and 12 months Technical, behavioural, and motivational layers Trade-offs and dealbreakers Fillable table with examples like: Increase AOV by 10% within 3 months Lift PDP conversion by 0.5 percentage points Download the Ecommerce ICP Checklist  and align your team before you post a job.

Recruiting senior product leaders, from Senior Product Managers  to Chief Product Officers (CPOs) , requires more than a great job description. It’s about understanding the balance between strategic thinking, technical capability, and leadership. These individuals define how your products evolve, how your teams collaborate, and ultimately, how your business grows. The right hire can transform your go-to-market strategy and product performance, whereas the wrong one can stall both. Understanding the Importance of Hiring Senior Product Leaders A strong product leader brings structure, focus, and momentum to your organisation. They ensure customer needs align with commercial goals, and they connect the dots between your product vision and your go-to-market execution. When you hire senior product leaders, you’re not just filling a role, you’re appointing a key driver of growth who can: Define and execute the product vision and strategy Lead go-to-market planning and delivery Align teams across engineering, design, marketing, and sales Use data to drive prioritisation and product optimisation Mentor teams and scale product functions A successful hire in this role can accelerate innovation and improve your competitive edge, and impact the success of your products and services. Senior product leaders discussing strategy in a meeting room Key Strategies to Recruit Product Management Leaders To attract and secure top talent in senior product management, consider the following strategies: 1. Define Clear Role Expectations Start by identifying what you truly need. Do you want a hands-on Senior Product Manager to optimise delivery, or a Head of Product who can lead a function and shape strategy? This will allow you to create a detailed job description that outlines the responsibilities, required skills, and experience. Be specific about the leadership qualities and technical expertise needed. For example: Proven experience in product lifecycle management Strong analytical and problem-solving skills Excellent communication and stakeholder management Ability to lead cross-functional teams Beyond technical skills, senior product hires need strong commercial and leadership capabilities. Whether a Head of Product, or a CPO, they will play a critical role in shaping company-wide product vision. Great product leaders think beyond features, they understand positioning, pricing, and promotion. They work hand-in-hand with marketing and commercial teams to ensure launches succeed. This is why it is important the type of leader you need for your team. 2. Use Targeted Recruitment Channels Leverage platforms and networks where senior product leaders are active. This includes professional networks like LinkedIn, industry-specific job boards, and recruitment agencies specializing in product roles. Partnering with a recruitment firm that understands the nuances of senior product management can streamline your search. 3. Assess Cultural Fit and Leadership Style Beyond skills, cultural fit is crucial. Senior product leaders must align with your company’s values and work style. Use behavioural interview questions and scenario-based assessments to evaluate how candidates handle challenges, lead teams, and make decisions. 4. Offer Competitive Compensation and Benefits Senior product leaders expect packages that reflect their expertise and impact. Research market rates and be prepared to offer attractive salaries, bonuses, and benefits. Highlight opportunities for growth, autonomy, and influence within your organisation. Product management tools used by senior product leaders What is the highest salary for a senior product managers? Understanding the salary landscape for senior product managers helps you stay competitive. Salaries vary based on location, industry, and company size, but here are some general insights: In the UK, senior product managers can earn between £70,000 and £120,000 annually. In London and other major cities, salaries tend to be on the higher end due to the cost of living and demand. Additional compensation such as bonuses, stock options, and benefits can significantly increase total remuneration. A brief overview of typical salary bandings and expectation of professionals. Role Typical Salary Range Notes Senior Product Manager £70,000 – £100,000 Core ownership of roadmap and delivery, often leading small teams Product Lead / Principal PM £85,000 – £115,000 Strategic oversight of a product line, coaching PMs Head of Product £110,000 – £150,000 Leads the full product function, owns OKRs and GTM alignment Director of Product / VP Product £130,000 – £180,000 Executive leadership, scaling teams and multi-market strategy Chief Product Officer (CPO) £160,000 – £250,000+ Equity and bonuses common; defines long-term product and growth strategy There are a lot of factors that need to be considered, which impact what talent are looking for in terms of compensation, including; remit, sectors, region, flexibility, funding, company size, markets and more. Offering a salary package that reflects the candidate’s experience and the role’s responsibilities is essential to attract and retain top talent. Negotiating salary for a senior product management role Interviewing and Evaluating Candidates for Senior Product Roles The interview process for senior product leaders should be thorough and structured. Here are some tips to ensure you select the best candidate: 1. Prepare a Multi-Stage Interview Process Include several rounds such as: Initial HR screening Technical and product knowledge assessment Leadership and behavioural interviews Case study or product challenge presentation 2. Focus on Problem-Solving and Strategic Thinking Ask candidates to walk you through how they have handled complex product challenges. Evaluate their ability to prioritise, make data-driven decisions, and balance short-term needs with long-term vision. 3. Involve Cross-Functional Stakeholders Include team members from engineering, marketing, and sales in the interview process. This helps assess how well the candidate collaborates and communicates across departments. 4. Check References Thoroughly Speak with former colleagues and supervisors to verify the candidate’s track record, leadership style, and impact on previous products. Onboarding and Retaining Senior Product Leaders Hiring is just the beginning. To maximise the value of your senior product leaders, focus on effective onboarding and retention strategies: Provide a clear understanding of company goals and product vision Set measurable objectives and key results (OKRs) Encourage open communication and feedback Offer continuous learning and development opportunities Recognise and reward achievements A supportive environment helps senior product leaders thrive and contribute to your organisation’s success. At Solis Recruitment , we help businesses build world-class product teams that drive commercial results. Our network spans the UK’s most innovative SaaS , eCommerce , and Technology  companies. We provide: Executive Search for CPO, VP, and Head of Product roles Targeted Recruitment  for Senior Product Managers and functional leaders Market Mapping & Benchmarking  to cover salary insights and competitor intelligence Advisory Support   on team structures, role design, and go-to-market alignment Whether you’re scaling your first product team or hiring a CPO to shape your roadmap, we help you find the right leader to guide that journey. Recruiting senior product management roles requires a thoughtful approach that balances technical expertise, leadership qualities, and cultural fit. By defining clear expectations, using targeted recruitment strategies, offering competitive compensation, and conducting thorough interviews, you can attract and retain the best senior product leaders. Investing in these roles will drive your product innovation and business growth for years to come. Hiring senior product management talent requires clarity, structure, and market understanding. These leaders shape how your company builds, scales, and wins. At Solis , we specialise in connecting businesses with product leaders who elevate both the vision and the bottom line.

Recruiting top marketing talent is a critical step for any organisation aiming to thrive in today’s competitive landscape. The right marketing professionals can drive brand growth, increase customer engagement, and boost revenue. However, finding and hiring these experts requires a strategic approach that goes beyond simply posting job ads. This guide will walk you through practical steps and insights to help you attract , evaluate , and secure the best marketing talent available. So whether you need to refill a departing top performer, find interim cover for someone going on leave, bring in expertise for a project or adapt your strategy to an evolving audience this guide will help you understand what to consider when looking for exceptional marketing talent. Understanding the Importance of Marketing Talent Recruitment Recruiting top marketing talent isn't about filling seats or doing it because your competition is; it’s about building a team that can innovate and execute strategies that align with your business goals. Skilled marketers bring creativity, analytical thinking, and a deep understanding of consumer behaviour. They can adapt to changing trends and technologies, ensuring your brand stays relevant. They help your business to reach and surpass your goals. To start, clearly define the roles you need to fill. For example, is your goal to build you brand? Drive customer loyalty? Or do you need to acquire more customers? This will help you to determine your marketing strategy and channels, and the type of role you need the new hire to fulfil. Each role requires different skills and experience. Writing detailed job descriptions that highlight key responsibilities and required qualifications will attract candidates who are a good fit, as well as helping you to understand what attributes and experience your assessing applicants on. Key considerations for effective recruitment: Identify the specific skills and experience needed. Highlight your company culture and values. Offer competitive compensation and benefits. Use multiple channels to reach potential candidates. Marketing workspace with creative materials Strategies for Successful Marketing Talent Recruitment To recruit top marketing talent, you need to go beyond traditional methods. Here are some effective strategies: 1. Leverage Social Media and Professional Networks Platforms like LinkedIn, Twitter, and industry-specific forums are excellent places to find marketing professionals. Share engaging content about your company culture and job openings. Encourage your current employees to share these posts to expand reach. 2. Use Targeted Job Boards and Recruitment Agencies Specialised job boards focused on marketing roles can help you reach candidates actively seeking marketing positions. Additionally, partnering with recruitment agencies that specialise in marketing can save time and improve candidate quality. For example, exploring marketing agency recruitment services can connect you with pre-vetted professionals. 3. Attend Industry Events and Networking Meetups Marketing conferences, workshops, and local meetups are great places to meet potential candidates in person. These events allow you to assess candidates’ passion and knowledge firsthand. 4. Showcase Your Employer Brand Top talent wants to work for companies with strong reputations. Share success stories, employee testimonials, and your company’s vision on your website and social media channels. Marketing recruitment website on laptop Do you require interim talent over permanent? Sometimes, instead of hiring in-house talent, businesses choose to hire a marketing professional for a short-term assignment or to support with the completion of a critical business project.. This approach can provide access to a broad range of expertise and resources. Many startups and smaller organisations consider fractional leadership as a cost effective approach to bring expertise on a part-time basis. When hiring marketing professionals it's important to decide whether you need interim or permanent talent. Each option serves different business needs: Choose Interim Talent When: You need specialised skills for a short-term project. Your internal team lacks capacity or expertise. You want to test new marketing strategies without long-term commitments. Choose Permanent Talent When: You’re building long-term marketing capability. You need consistent brand strategy and execution. You want to invest in developing in-house expertise. As when considering a permanent hire, it is important to be clear about what you want to achieve - brand awareness, lead generation, content creation, marketing operations etc... This will allow you understand the type of professional you will require. The next step would be to research talent pool, understand day rates and other consideration an employer needs to make before deciding to take on interim talent. It is essential to be clear how long you will require interim support, they will usually charge a premium rate compared to a full time employee, however with less security they often bring a different skill set and approach to a long term hire. Working with interim professionals should complement your existing recruitment efforts by providing expert support while you build your internal team. Marketing team meeting in a modern office Interviewing and Assessing Marketing Candidates Once you attract candidates, the next step is to evaluate their fit for your organisation. Here are some tips for effective interviewing: Prepare Behavioural and Skill-Based Questions Ask candidates to describe past experiences where they demonstrated key marketing skills such as campaign management, data analysis, or creative problem-solving. Examples include: "Tell me about a successful marketing campaign you led. What was your role and the outcome?" "How do you measure the effectiveness of a digital marketing strategy?" Include Practical Assessments Consider giving candidates a task related to your business, such as creating a brief marketing plan or analysing a case study. This helps assess their practical skills and creativity. Evaluate Cultural Fit Marketing roles often require collaboration and adaptability. Ask questions that reveal how candidates work in teams, handle feedback, and manage deadlines. Use a Panel Interview Involve team members from different departments to get diverse perspectives on the candidate’s suitability. Retaining Top Marketing Talent Recruiting top talent is only half the battle. Retaining skilled marketers is essential for long-term success. Here are some strategies to keep your marketing team motivated and engaged: Provide Opportunities for Growth: Offer training, workshops, and clear career progression paths. Foster a Positive Work Environment: Encourage open communication, creativity, and work-life balance. Recognise and Reward Achievements: Celebrate successes and provide incentives. Encourage Autonomy: Allow marketers to take ownership of projects and experiment with new ideas. Regular Feedback: Conduct performance reviews and provide constructive feedback. By investing in your marketing team’s development and satisfaction, you reduce turnover and build a stronger, more effective department. The Best Approach to Marketing Talent Recruitment Recruiting top marketing talent requires a strategic, multi-layered approach. From writing clear job descriptions to leveraging professional networks and conducting thorough assessments, every step plays a role in finding the right fit. Whether you need interim expertise for a project or a permanent hire to lead your marketing strategy, the objective remains the same: professionals who align with your goals and can deliver measurable impact. At  Solis Recruitment , we specialise in connecting businesses with exceptional talent in  B2B marketing ,  eCommerce marketing , and digital roles. Our consultative approach ensures you attract the right candidates while we manage the complexity of the hiring process. By outsourcing the heavy lifting to us, you save time, reduce risk, and secure the best talent faster.  Get in touch today  and let us help you build a marketing team that drives long-term success.

Crafting a CV that stands out in the competitive digital marketing field requires more than just listing your job history. It demands a strategic approach that highlights your skills, achievements, and potential to future employers. This guide will walk you through the essential steps to create a winning digital marketing CV that captures attention and opens doors. Key Elements of a Winning Digital CV A winning digital CV is clear, concise, and tailored to the job you want. It should showcase your expertise in digital marketing tools, campaigns, and results. Here are the key elements to focus on: Contact Information : Make sure your name, phone number, email, and LinkedIn profile are easy to find. We recommend not including your full address. Professional Summary : A brief paragraph summarising your experience, skills, and what you bring to the role. Skills Section : Highlight relevant digital marketing skills such as SEO, PPC, content marketing, social media management, and analytics. Work Experience : List your roles in reverse chronological order, focusing on achievements and measurable results. Education and Certifications : Include degrees and any relevant certifications like Google Analytics or HubSpot. Additional Sections : Awards, publications, or volunteer work related to marketing can add value. Use bullet points to make your CV easy to scan. Quantify your achievements wherever possible, for example, "Increased website traffic by 40% in six months." Workspace with laptop and marketing notes Tips for Crafting a Winning Digital CV To make your CV truly winning, consider these practical tips: Tailor Your CV for Each Job Customise your CV to match the job description. Use keywords from the job posting to pass applicant tracking systems (ATS). Showcase Your Results Employers want to see impact. Use numbers and examples to demonstrate how your work improved campaigns or increased ROI. Keep It Concise Aim for 1-2 pages. Be selective about what you include, focusing on the most relevant experience. Use Action Verbs Start bullet points with strong verbs like "developed," "managed," "optimized," or "led." Include a Portfolio Link If you have a portfolio of your work, include a link. This could be a personal website or a platform like Behance. Proofread Thoroughly Spelling or grammar mistakes can cost you the job. Use tools like Grammarly and ask someone else to review your CV. Printed CV with highlighted keywords How do I write a CV for digital marketing? Writing a CV for digital marketing involves focusing on your technical skills and your ability to deliver results. Here’s a step-by-step approach: Step 1: Start with a Strong Personal Statement Write a compelling summary that highlights your passion for digital marketing and your key strengths. For example: "Creative digital marketer with 5 years of experience driving successful SEO and PPC campaigns. Proven track record of increasing online engagement and sales through data-driven strategies." Step 2: Detail Your Work Experience For each role, include: Job title and company name Dates of employment Key responsibilities and achievements Use bullet points and quantify results, such as: "Managed a £50,000 monthly PPC budget, achieving a 20% increase in conversion rates." "Led a content marketing campaign that boosted organic traffic by 35%." Step 3: Highlight Your Skills Create a dedicated section listing your digital marketing skills. Group them into categories if possible, such as: SEO & SEM Content Creation & Management Social Media Marketing Data Analysis & Reporting Step 4: Include Education and Certifications List your academic qualifications and any relevant certifications. Certifications from Google, HubSpot, or Facebook Blueprint are highly valued. Step 5: Add Extras If applicable, include awards, speaking engagements, or volunteer work related to marketing. Step 6: Format for Readability Use clear headings, bullet points, and consistent fonts. Avoid dense blocks of text. By following these steps, you can create a CV that clearly communicates your value as a digital marketing professional. Desk with CV draft and coffee Common Mistakes to Avoid in Your Digital Marketing CV Avoid these pitfalls to ensure your CV makes a positive impression: Being Too Generic : Tailor your CV to each job instead of sending the same one everywhere. Listing Responsibilities Instead of Achievements : Focus on what you accomplished, not just what you did. Ignoring Keywords : Many companies use ATS software. Missing keywords can mean your CV never gets seen. Overloading with Jargon : Use clear language that anyone can understand. Poor Formatting : A cluttered or inconsistent layout can be off-putting. Leaving Out Contact Details : Make sure your contact info is complete and up to date. Next Steps to Enhance Your Digital Marketing Career Once your CV is ready, consider these next steps to boost your job search: Build a Strong Online Presence : Update your LinkedIn profile and engage with digital marketing communities. Network Actively : Attend industry events and webinars to connect with professionals. Keep Learning : Stay current with digital marketing trends and tools through courses and certifications. Prepare for Interviews : Practice answering common digital marketing interview questions with examples from your CV. Use Professional CV Guidance : For expert advice on perfecting your digital marketing cv , consider consulting specialised recruitment services. By combining a well-crafted CV with ongoing professional development, you position yourself for success in the dynamic field of digital marketing.

The eCommerce landscape is broad, and finding talent to help elevate your digital proposition, enhance customer experiences whilst improving site performance can be challenging. That’s without accounting for the fact that every professional has vastly different Technical, Commercial, Creative and Communication skills.   The eCommerce Talent Conundrum ECommerce Brands and Retail businesses have different internal structures, use different tools and have vastly different which results in professionals developing different specialisms, knowledge and skillsets. For example a smaller business would usually require a more generalist professional who can work across eCommerce Trading, Online Merchandising and perhaps even some marketing channels such as CRM/Email, Social Media, SEO, Paid Search, Paid Social, Affiliates or Display. They be a one-person band, be part of a small team of generalists covering different areas, or manage agency partners for areas that require skillsets not found in the business. Professionals would usually need to develop a holistic understand of how all the channels work in tangent, or may find some key areas to focus on as generate the most traction with audiences.   A corporate or larger business may have teams of experts specialised in only one or 2 areas. They may have an understand of other areas, but they’ll be hyper-focussed and accountable for their own area of expertise such as Digital Trading, Conversion Rate Optimisation (CRO) or Online Merchandising. They may have a team of professionals under their specialist area, or agencies for support dependent on their size and scale.   Small businesses would likely need to operate under tight budgets and could have less access to more resources, whereas larger businesses would be able to invest more and have access to more technologies.   This is all important when considering hiring, because businesses need to be realistic about where they are, where they want to be and how much they’re willing to invest to get there, to shape what kind of profile they need to hire. How to develop an eCommerce hiring plan We believe recruitment should follow a process to hire effectively. It can take time, and may require refining until you find the perfect market fit for your business.   We’d suggest beginning with:   1.        Establishing the candidate Profile 2.        Establishing your value proposition 3.        Creating a job description with personality 4.        Developing a clear hiring process 5.        Trying to gauge candidate feedback throughout the process   There are also times when hiring managers may chase candidates who’ve worked for larger established brands or retailers, however they may not be right for your business, that’s why it’s essential to start developing a candidate profile. Most businesses want to attract the best talent, but the best talent also want to know what’s in it for them.   For example, if your eCommerce Manager or Head of eCommerce is reporting directly to the founder will this provide greater opportunities to progress up the career ladder? Will they be learning from a leader? Are there unique benefits (beyond a staff discount)?   Developing a Candidate Profile and Job Description Most people simply ask a tool like ChatGPT or Gemini to write a job description or develop a candidate profile, however I can only stress how important it is to first to assess which skills or experience are most essential to the role and business, and what’s nice to have.   You can start by asking a few simple questions: do you need a generalist or specialist?  Is it a purely eCommerce role, or do you require someone to work on eCommerce and Marketing? Are you focussed you retention or acquisition? You will need to think about whether you have a loyal customer base or if a focus on increasing the AOV (average order value) required, so you can determine whether you need someone who can work across eCommerce and CRM strategy.   Do you need to grow your audience base and need someone to develop your customer acquisition strategy? Do you need to review the online merchandising or explore ways to reduce friction and improve Conversion Rate Optimisation (CRO)? What tools do you need someone to have experience using? Are there alternative or similar tools that you can consider someone to have experience with? And the all-important question that can get overlooked, how urgent is this hire? Can I make this hire or do I need specialist support?   At this time of year with Black Friday, Cyber Monday and Christmas around the coroner, it’s essential for a lot of businesses to ensure they have the right skills in place.   Establishing your value proposition   Developing an Employer Value Proposition (EVP) is about understanding what is unique about your business, your culture, and what you offer to people that join you. It’s not about copying what everyone else is doing, but defining what makes you unique. This distinct offering is a complete package that includes not only salary and benefits but also your company culture, work environment, and career growth. A strong, authentic EVP is crucial for both attracting top talent and retaining your best employees, as it clearly communicates the value they will receive in return for their contributions. The true power of an EVP lies in its authenticity. It must be a genuine reflection of your company's values and what it's really like to work there. This is why developing it requires looking inward and gathering feedback from current employees. By being honest about what you offer, you build trust and ensure that the people you attract are a great fit for your culture, leading to a more engaged and successful workforce.   Creating a job description with personality   You’ve defined what you need from the candidate, but now it’s time to create something that will stand out. We believe a job description should be more than a list of requirements; it’s a tool to attract the right people. We recommend you start by defining who your business is  - its mission, values, and culture. Next, paint a clear picture of what the day-to-day responsibilities will look like  and the experience you need , connecting skills and tools to the role's real impact. Finally, leverage parts of your EVP to attract talent , integrating unique benefits and growth opportunities to show candidates what they will gain from working with you. Developing a clear hiring process   Once you've defined the ideal candidate and created a compelling job description, you need a process to effectively guide candidates from application to offer. We recommend a clear, structured process to ensure a great candidate experience. This should include timely communication, clearly defined interview stages, and a consistent approach to evaluating candidates against the profile you've established. A well-managed process not only helps you assess talent but also reinforces your brand as an organized and desirable place to work.   Trying to gage candidate feedback throughout the process Gathering feedback from candidates, even those who don't get the job, can be invaluable. It provides insights into how your process is perceived and what could be improved. We suggest you ask for feedback on their experience with your application, the clarity of the role's requirements, and the professionalism of your team. This demonstrates your company's commitment to continuous improvement and builds a positive reputation in the talent market   eCommerce Talent Shortage and how to attract the best professionals in a competitive market The eCommerce sector is experiencing a significant talent shortage, making it difficult for businesses to find the right people. This shortage is driven by the rapid growth of the industry, the highly specialized nature of the skills required, and the high demand for professionals who can drive digital growth. This challenge is why it's so important to have a strategic hiring plan that goes beyond simply posting a job and hoping for the best.   Beyond the talent shortage, you're also competing with other businesses for the same skilled professionals. The best candidates often have multiple offers, and they are not just looking for a job—they're looking for a career opportunity that aligns with their goals. This is where your well-developed candidate profile and strong EVP become powerful tools. They help you stand out from the crowd and show top talent what's truly in it for them.     How Solis Recruitment can help you hire   Navigating the complexities of eCommerce recruitment requires deep market knowledge and a proven process. We specialize in finding the best eCommerce talent for businesses of all sizes, from generalist professionals for smaller companies to hyper-specialized experts for larger enterprises. We understand the nuances of the industry and are dedicated to finding professionals who not only have the right skills but are also a perfect fit for your unique business culture.   Are you ready to build your eCommerce team?   Find out more about how we hire for eCommerce and Marketing roles on our website.   Get in touch with us to discuss your hiring needs.   If you're ready to start, submit a brief and let's find your next hire or get in touch .   If you're looking for a specific type of professional, you can also explore our specialised page: eCommerce.   We look forward to helping you find the perfect talent to drive your business forward in 2025 and beyond.

The world of SEO is constantly evolving. Just when we think we've got the latest Google algorithm figured out, another significant shift redefines the industry. It wasn't long ago that we were discussing the rise of platforms like TikTok reshaping how younger audiences search (and if you missed it, catch up on our insights into the Rise of TikTok SEO here ). But a profound transformation is underway, one that is reshaping not just strategies, but the very talent your SEO team needs to thrive. AI and Human working together   Last year, a prevailing sentiment emerged that AI could handle much of the heavy lifting in SEO. The promise of effortlessly churning out vast quantities of content and streamlining operations was alluring, and harnessing AI can indeed significantly improve business performance . However, many businesses quickly learned a harsh lesson: quantity without quality, oversight, and a human touch can lead to significant errors and even penalties. While AI can speed up content creation, it usually requires someone to oversee its performance, Quality Assess the content or the information generated, and ensure it is correct and factual.   Google has consistently reiterated its stance against scaled, low-value AI-generated content, emphasising the importance of E-E-A-T (Experience, Expertise, Authoritativeness, and Trustworthiness). As industry publications like Search Engine Journal have highlighted , content that lacks originality, depth, or human insight simply won't cut it. Brands that rushed to automate found themselves wrestling with issues ranging from factual inaccuracies and generic, unengaging prose to direct impacts on their search visibility.   This crucial learning curve has sparked a significant trend: the demand for skilled SEO talent is growing.  Businesses are realising that while AI is an invaluable tool  for efficiency, it's the human strategists, analysts, and communicators who truly drive performance in this complex new environment. B2B, B2C, and D2C businesses are all leveraging SEO in distinct ways, and their talent needs are evolving accordingly.   How SEO Specialisation is Changing SEO Teams The traditional pillars of SEO remain vital, but their roles are adapting. While some businesses will hire strategic SEOs or webmasters and outsource execution to agencies or have junior, delivery-focused roles in-house, larger organisations tend to build specialised teams, often still partnering with agencies for specific functions. The common thread is the need for talent with a strong foundational understanding to direct campaigns or get hands-on with execution.   Let's look at the bedrock specialisations and how they're adapting: Content SEO:  No longer just about keywords and meta descriptions. Today's Content SEO professionals are sophisticated storytellers and knowledge architects. They craft deeply insightful, valuable content designed to meet complex user intent and build authority. Their challenge now is ensuring this content is not just human-readable, but also structured and factual enough to be easily understood and cited by AI. Technical SEO:  The website's foundational engineers. Their role is about ensuring crawlability, indexability, and blazing-fast site performance. In the age of AI, they're ensuring websites are robust enough to serve complex queries, implementing advanced schema, and optimising for new data formats that AI models can efficiently process. Digital PR:  The credibility builders. Traditionally focused on earning high-quality backlinks, Digital PR's remit has expanded. They're now crucial for generating unlinked brand mentions across authoritative online spaces. Why? Because these mentions signal trust and reputation to Large Language Models (LLMs), influencing how AI perceives and cites your brand, even without a direct link back. SEO/Web Data Analysts:  The navigators of the numbers. These professionals sift through vast datasets to uncover opportunities, track performance, and attribute success. Their role is becoming more complex, as they must now quantify the impact of AI-generated visibility, sentiment, and the overall digital footprint that influences LLMs, not just traditional organic traffic. Leading platforms like SEMrush regularly publish insights  on the shifts in AI search visibility.   Modern SEO professionals are increasingly integrating disciplines that were once seen as separate. UX and CRO are intertwined with SEO. They can be classified as distinct specialisms away from SEO, but SEO professionals can be heavily focused on these areas too. User Experience (UX) & Conversion Rate Optimisation (CRO):  SEO is no longer just about getting traffic; it's about getting the right traffic and ensuring those visitors have an excellent on-site experience that leads to conversion. SEO specialists are now deeply involved in understanding user behaviour on a site, optimising for clear calls to action, intuitive navigation, and overall site usability. A superior UX not only delights users but also sends strong positive signals to search engines about content quality and relevance.   The Generative Revolution   Generative Engine Optimization is new; the way users are searching is changing again. An EY survey from April 2025 found that 70% of UK respondents have consciously used AI in their daily lives in the past six months, with 14% using it for "identifying, researching or recommendations."   The way users are searching is not the only change; the impact Digital PR has by ensuring information is found by AI is significantly impacting how businesses show up for queries.   Here’s a breakdown of the changes: Generative Engine Optimization (GEO):  This is where the direct interaction with AI comes in. GEO is about optimising your content to be specifically chosen, summarised, or cited by AI-powered search engines like Google's AI Overviews and other LLMs. It requires a nuanced understanding of how AI "reads" and synthesises information, pushing content strategy towards direct answers, clear factual presentation, and strong E-E-A-T signals. Digital PR's Role with LLMs:  This is where the synergy becomes undeniable. As LLMs pull information from across the web, positive brand mentions and authoritative associations, whether linked or unlinked, heavily influence how your brand is represented in AI-generated answers. Digital PR is the proactive force that ensures your brand's narrative is strong, consistent, and pervasive across trusted digital channels, effectively informing the LLMs about your expertise and authority.   This means organisations will need to hire professionals who understand these trends, and while AI can assist, a human overseeing the content's quality and strategy is paramount. Digital PR, however, usually requires different skillsets, blending traditional PR acumen with digital analytics and content strategy.   Solis Recruitment: Connecting You with the Future of SEO Talent   This dynamic shift means that the talent you need for your SEO team is evolving. Businesses now require professionals who understand the intricate connections between traditional SEO, the nuances of UX and CRO, and the cutting-edge demands of GEO and Digital PR for AI-driven visibility. They're seeking individuals who are not just reactive to algorithm changes, but proactive in building an authoritative and trustworthy digital presence.   At Solis Recruitment, we live and breathe this evolving landscape. We don't just fill roles; we partner with you to understand the unique demands of modern SEO and identify professionals who are actively building their knowledge  and understanding how these critical elements intersect. Whether you're a B2B, B2C, or D2C brand navigating complex SEO strategies, we can connect you with the talent ready to lead or execute in this new era of search.   With over a decade in recruiting across Marketing, Digital and Product teams, we’re well placed in supporting businesses in finding the right talent for their teams. Explore our Careers page  to see current opportunities or Contact Us  directly to discuss your hiring needs in the ever-evolving world of SEO. We also specialise in wider Marketing Recruitment  and Digital Recruitment , covering all angles of your digital team build.

Hiring the right marketing talent can feel like navigating a maze, with overlapping duties, interchangeable roles, and unclear responsibilities often complicating the process. Understanding the distinct nature of each role, however, is crucial to simplifying your recruitment journey and building a high-performing team. Frustrated hiring manager unsure what kind of marketer they need The UK Market Decoding Digital Marketing Titles Creative and Brand Marketing Growth and Performance Marketing Product Marketing Marketing Operations and Analytics Addressing the Skills Gap in UK Marketing Teams How Solis Recruitment Helps UK Businesses Build Powerful Marketing Teams The UK Market The UK's digital marketing landscape is evolving rapidly, with businesses investing heavily in online advertising channels. In 2024, UK advertising spend reached a record £42.6 billion, with online formats accounting for four out of every five pounds spent.  This surge underscores the critical need for businesses to hire marketing professionals with the right skill sets to navigate this dynamic environment.   In the fast-paced world of digital marketing, job titles can often be misleading. For instance, a 'Social Media Manager' might excel in community engagement but lack expertise in paid advertising campaigns. Similarly, a 'Content Marketer' might be a brilliant writer but may not possess the strategic planning skills required for comprehensive content strategies.   These mismatches, particularly critical in a market with consistent growth and a high appetite for skilled professionals, can result in:   Wasted Resources:  Investing time and money in recruiting, onboarding and salaries for misaligned roles add up financially and can frustrate team members.   Missed Opportunities:  Crucial tasks remain undone, campaigns underperform, and growth stagnates.   Team Frustration:  When roles and responsibilities aren't clear, or when individuals aren't equipped for their tasks, it can lead to decreased morale and productivity within the wider team.   Strained Recruitment Efforts:  A poor hiring experience can damage your company's reputation and make future recruitment even more challenging in a competitive talent market.   Ensuring clarity in role definitions and expectations is paramount to building an effective marketing team. Understanding the nuances of each specialisation is the first step towards building a team that truly drives results.   Decoding Digital Marketing Titles The digital marketing world is full of buzzwords and terms that can often be used interchangeably, leading to further confusion in the hiring process within the UK's diverse marketing landscape. Words like 'Digital' and 'Content,' can encompass a wide spectrum of responsibilities, and can have different meanings for different people.   For instance, a 'Digital Marketing Manager' in one company might be heavily involved in SEO and PPC strategy, while in another, the focus could be on social media management and email marketing. They may need to be hands on running paid campaigns and oversee an agency partner who produces organic content. Similarly, 'Content' as a job title can range from someone primarily focused on writing blog posts and website copy to a strategist overseeing all content creation and distribution across various channels.   This ambiguity necessitates a deeper dive into candidates' specific skills and experiences rather than relying solely on job titles.   People Interviewing for a Marketing Role Specialisations and Seniority in the UK Marketing Landscape To further clarify the diverse landscape of marketing roles in the UK, we can group them by their primary focus:   Creative and Brand Marketing Messaging, content, and brand perception These roles will usually focus upon Developing Messaging, Content, and Brand Identity These roles shape how your brand sounds, looks and connects emotionally with customers.   Brand Strategist:  Focuses on developing long-term strategies for brand building and positioning within the market. Their work leans towards strategic decision-making and measurement, rather than direct implementation. Content Marketer:  Develops and oversees the overarching content strategy and the entire process of content production, ensuring alignment with brand goals and objectives. Email Marketing Manager:  Creates and manages effective email marketing campaigns to engage customers, promote products, and drive conversions. Social Media Manager:  Develops and implements comprehensive social media strategies and manages a company's various social media channels for engagement and brand building. Community Strategist:  Focuses on building and nurturing online communities around a brand, fostering engagement and loyalty. Copywriter: Specializes in writing persuasive and engaging marketing materials designed to encourage a specific action from the target audience, ensuring the language aligns with the brand's voice. Brand Manager:  Responsible for managing and upholding the company's brand identity, ensuring uniformity across all marketing materials and initiatives. Creative Director:  Oversees the creative aspects of branding and marketing campaigns, providing strategic guidance to the marketing team and the overall visual appeal. Chief Brand Officer (CBO):  Holds the ultimate responsibility for a company's brand image and strategy, overseeing all brand development and marketing initiatives.   Growth and Performance Marketing Data-led growth, paid media, and acquisition This area emphasizes measurable results and strategies to expand the customer base. They will usually focus on Data-Driven tactics for Customer Acquisition.   Digital Marketing Manager:  Oversees all online marketing initiatives, encompassing SEO, PPC, social media, and email marketing, with a focus on driving measurable results. These roles can involve varying degrees of strategic thinking, creativity, commercial acumen, data analysis and hands on involvement of execution. Growth Marketer:  Implements marketing strategies heavily reliant on data analysis to achieve rapid and scalable business growth across various channels. Demand Generation Specialist:  Executes tactics to generate interest and qualified leads through channels like email marketing, content syndication, and targeted campaigns. This will focus on a B2B audience. SEM/PPC Specialist:  Manages and optimizes paid advertising campaigns on search engines, focusing on maximizing ROI from advertising budgets. SEO Specialist:  Optimizes websites to achieve higher rankings in search engine results, increasing organic visibility and traffic. Holistic Search: Unifying Paid Search and Organic Search tactics to optimise all aspects of the website performance and boost visibility. CRM Manager:  Strategically oversees and optimizes a customer relationship management (CRM) system to improve customer interactions, drive sales, and enhance retention through effective system administration, data management, user support, and insightful reporting. Marketing Automation Specialist:  Implements and manages marketing automation platforms and campaigns to streamline processes and nurture leads. Digital Marketing Analyst:  Analyses the performance of digital marketing campaigns and provides actionable insights for optimization. Digital Marketing Strategist:  Develops overarching digital marketing strategies to achieve business objectives, focusing on innovation and data-driven decision-making. Director of Growth Marketing:  Oversees the entire growth marketing function, implementing data-driven strategies across various channels to achieve growth objectives. Product Marketing:    Connecting product with customer through positioning and messaging Perfect for scale-ups or launches where you need to bridge product and commercial teams   Product Marketing Manager:  Leads strategic product marketing efforts, defining product positioning, crafting messaging, and developing the go-to-market (GTM) strategy. Head of Product Marketing: This role leads the strategy and execution of marketing efforts to bring a product to market and drive its adoption and growth. VP of Product Marketing: This executive role sets the overall vision and strategy for product marketing across the company's product portfolio, aligning it with business goals and often leading a larger team. This role can have global focus.   Marketing Operations and Analytics: Tech, reporting and backend systems This area ensures efficiency and provides data-driven insights. Marketing Operations Manager:  Manages the marketing technology stack, automation processes, and workflows to improve efficiency and effectiveness. Marketing Analyst:  Transforms raw data into actionable insights to optimize marketing campaigns and improve overall performance, including market trends and competitor analysis. Data Analyst:  Delves deeper into data sets to identify underlying trends and patterns that can help predict customer behaviour and improve marketing targeting. Reporting Specialist:  Presents complex data findings in a clear and understandable format for stakeholders across the organization. Market Research Analyst:  Conducts quantitative and qualitative research to understand target audiences and inform business decisions. Director of Market Research:  Leads the entire market research function within an organization, setting the strategic direction for research initiatives. Insights Analyst:  Analyses data from various sources to generate actionable insights for developing and refining marketing strategies. Marketing Data Analyst:  Specializes in the analysis of data specifically related to marketing activities to optimize campaign performance.   Addressing the Skills Gap in UK Marketing Teams   Recent surveys highlight significant skills gaps within UK marketing teams: Data and Analytics : 36.9% of marketers identified this as the most significant skills gap.   Performance Marketing : 19.6% reported a deficiency in this area. Content and Copywriting : 18.1% noted a lack of proficiency.     These gaps emphasize the importance of not just hiring for titles but for specific competencies that align with your business objectives.     The Overlapping Nature of Marketing Roles It's crucial to understand that the lines between these marketing roles are often blurred, contributing to the very confusion we're addressing.   For example, Content Marketing  isn't solely the domain of a "Content Marketer." Roles like Demand Generation Specialist , Product Marketing Manager , Social Media Manager , and even SEO Specialist  heavily rely on developing compelling content and a clear messaging strategy.   Choosing the most profitable channels for this content and aligning it with the overall brand narrative often falls under the remit of these diverse roles. This inherent overlap, where skills and responsibilities intersect, can make defining and hiring for specific roles a significant challenge for businesses.   Recognising these overlaps is crucial in building a cohesive and versatile marketing team.   How Solis Recruitment Helps UK Businesses Build Powerful Marketing Teams   Navigating the intricacies of the UK's diverse digital marketing roles, and acknowledging their inherent overlaps, is key to identifying the perfect fit for your team. This can be a complex and time-consuming process.   At Solis Recruitment, we understand the nuances of these roles, from the creative development of brand messaging to the data-driven strategies for growth, and the crucial content that underpins so many roles.   We take a simple approach to deliver powerful results for our clients. Discovery call:  This is key to understanding what’s important to your business, from the role specification, company culture and values. This helps us tailor our approach to find you the perfect fit, Sourcing Talent:  We adopt different headhunting tactics, leverage our network and promote the vacancy to ensure attract talent from a wide pool of sources. Screening and Selection:  We identify the candidates best suited to the role and aligned the wider requirements of the vacancy. Placement and Ongoing Support:  We will work with you not only when the person joins but conducting regular check-ins to see how we can better improve our services. Our team of experienced recruitment professionals specialises in connecting UK businesses with top-tier marketing talent across all disciplines, from entry-level specialists to senior leadership roles.   We take the time to understand your unique needs, company culture, and growth aspirations to ensure we identify candidates who not only possess the right skills and experience for their primary role but also the complementary skills needed in today's interconnected marketing environment.   Are you struggling to define your marketing roles? Contact us for a consultation.   Whether you're looking to build a cohesive marketing team or seeking to fill a specific role that requires a blend of skills across different areas, Solis Recruitment is your trusted partner in finding the exceptional individuals who will drive your marketing success in the UK. Let us help you cut through the noise and build a team that delivers real results. Contact us today to discuss your marketing recruitment needs.

Businesses are struggling to find and hire the right talent, especially in competitive fields such as Marketing and Digital. We’ll be exploring some of the challenges, how this impacts businesses, how to write a clear job description and give some clear examples. Team meeting to try and define what a requires Marketing and eCommerce roles are some of the most versatile and wide-ranging positions any organisation can have. They can cover everything from SEO and paid media to content strategy, social media, customer experience and more. Without a well-defined job description, businesses risk attracting completely irrelevant applicants, which results in wasted time, money, and often not finding the right talent for the role. A job description has the specific aim to attract a response from an applicant who will have experience in conducting the required responsibilities and setting clear performance standards and expectations. According to a recent survey, nearly 52% of job seekers abandon applications due to unclear job descriptions. That indicates a huge pool of potential candidates walking away simply because the role wasn’t well articulated. In the UK marketing and eCommerce space, where competition for top talent is fierce, clarity is important due to the wide-ranging roles that can often overlap or because the company requires distinct skills and experience that others with similar titles may not possess.   The right person for the role, will want to understand the expectations, how that aligns to their experience, if there are additional areas they’ll learn new skills or get exposure to things outside of their current scope that will be beneficial for their progression in the future. A clearly written job description is also crucial for promoting diversity and inclusion. Research shows that job descriptions with gender-neutral language attract 42% more applicants. Additionally, clear and unbiased job specs help address underrepresentation in industries like marketing and eCommerce, where diversity gaps still exist. The True Cost of Poorly Written Job Descriptions Poorly written and vague job descriptions will lead to unexpected costs for businesses, such as; Wasted Time and Resources H igh Turnover Weaker Employer Brand Reduced Diversity Time Savings for HR Teams and Hiring Managers Screening and interviewing unsuitable candidates stretches hiring managers and recruitment teams thin, consuming valuable time and resources from teams (resulting in decreased productivity of participants), delaying hiring, increased workloads for under-resourced teams increased recruitment costs. Making the wrong hire will result in high staff turnover, and could also lead to top performers becoming dissatisfied and exploring opportunities elsewhere. Misaligning expectations often lead to quick departures when new hires realise the role isn’t what they expected, and here at Solis this is quickly becoming the number 1 reason why job seekers in roles are exploring the market! The cost of a bad hire can be estimated as 30% of the employee's first-year earnings potential; meaning that for every £20,000 salary, a bad hire could cost the company around £6,000 in lost productivity, additional training, and the cost of re-hiring a replacement. Confusing or misleading job descriptions can harm your company’s reputation, deterring top-tier talent from applying. They may believe your business doesn’t understand the job market, or what are realistic expectations from a role. Unclear language or unrealistic requirements can discourage underrepresented groups from applying, even when they have the right skills, experience and attributes required for the role. Clear job descriptions streamline the hiring process, helping businesses meet the right people faster and avoid prolonged recruitment cycles A clear job description sets the foundation for hiring success by establishing precise criteria for qualifications, skills, and experience. It also helps candidates self-assess their fit for the role, making the application process more efficient and targeted.   More than three-quarters (78%) of job seekers would consider abandoning lengthy or complex recruitment processes, underscoring the importance of clarity and efficiency in job postings. This highlights why well-structured job descriptions are a vital part of an effective hiring strategy, and outlining the process in a job description can assist in managing applicants expectations.   Best Practices for Crafting Effective Job Descriptions To create job descriptions that attract the right candidates and streamline your hiring process, follow these best practices: Use Inclusive Language Be Specific Highlight Company Culture Include Key Details Prioritise Essential Skills:   Avoiding jargon and ensuring the language is accessible to all potential applicants will increase the number of relevant applicants. Gender-neutral language has been shown to increase applications by 42%. By clearly outlining responsibilities, required skills, and expectations to attract suitable candidates will also help to benchmark candidates in line with the role. It’s also valuable to outline desirable skills, experience and attributes as it can potentially help filter for stronger applicants and avoid setting unrealistic expectations for the person who is hired. Providing insights into your organisation's values and work environment to attract like-minded individuals. By clearly outlining what your company offers it’s employees, unique benefits or what the working culture is like and the values your business and employees embody will result in attracting likeminded individuals who should essentially fit in to business better. Key details such as salary range, location, and working conditions provide essential context and transparency, and should reduce the number of applicants who do not match that criteria. Also be clear about whether or not you can provide sponsorship as this could impact the number of international applicants. The job description should set out what is expected of the person, and Solis help businesses to create realistic Ideal Candidate Persona’s based on the specification. We also advise if businesses should look for people potentially taking a step up or operating at the desired level, and what impact this can have for the business commercially. Step by step actions: Define the job title, summary of responsibilities, qualifications, benefits. Begin to develop Ideal Candidate Profile and what they’re expecting or looking for in their next role. Ensure roles aligns to what the market expects. Outlines essential technical skills, attributes, soft skills and experience levels. Outlines desired technical skills, attributes, soft skills and experience levels. Incorporate information about the companies cultures and values to attract aligned applicants. Real-World Examples: The Impact of Clear Job Descriptions Let’s take a look at how well-defined job descriptions can shape recruitment for key roles. 1. Marketing Director (B2B) The expectations of a Marketing Director is generally quite broad and roles and responsibilities can all be impacted by industry, company size, companies priorities, customer base, internal structures, team sizes and more. For the sake of this example the role focuses on content strategy (SEO, web navigation, social media, email), online events, and managing a paid media agency, working closely with CEO and exploring building out a team in the future. So the job description needs to be sharp. The Company This is a great opportunity to join a small but growing SaaS business, looking to revolutionise the world of invoicing. Job Description: Working closely with the CEO to develop and execute content-driven marketing strategies to drive demand. Working closely with the Sales Director to develop sales collateral. Optimise web content to improve organic search, and ensure brand consistency across all collateral (Website, Social Media, email, sales presentations etc…). Collaborate with external agencies on paid media campaigns. Manage the marketing budget and track ROI. Explore client attraction process and identify areas for improvement. Build and lead the marketing team to execute a multi-channel growth and demand generation strategy. A full job description would be much longer, and we usually go through the company (creating an attractive proposition), the role and responsibilities, the applicants requirements and finally the salary and benefits. For the examples we’ve created shorter examples to highlight the company briefly and some of expectations for the role. By clearly outlining the focus on content and agency management, you attract candidates with strategic oversight and hands-on content expertise. Mentioning build and leading marketing team will attract applicants who’ve done that in the past. Highlight working closely with the CEO, will also demonstrate the level of the professional and will attract applicants who favour working directly with leadership in smaller businesses. 2. Head of eCommerce (Scaling SME) For the example this role involves creating RFPs, managing agency tenders, and driving both marketing and eCommerce trading while identifying growth opportunities. The Company This is an opportunity for a Head of eCommerce to join a growing fashion brand in Milton Keynes, playing a key part of their next phase of growth. Job Description: Lead eCommerce strategy and online sales performance. Manage agency relationships and oversee tender processes. Review digital marketing and trading strategies, identifying areas for improvement and opportunities for growth. Identify opportunities to scale and mature the business. Optimise customer journey and website performance. Manage a Digital Merchandising Assistant and CRM & Marketing Executive. This clarity attracts candidates with experience in both eCommerce operations and strategic growth, essential for a scaling business. The role mentions the location early (if it requires an in-office presence) and who’ll they’ll be managing in the team. 3. SEO Manager (D2C Retailer) For the example the role requires working across technical SEO, content, and digital PR, this role requires a broad skill set and an agency-friendly background. Company This is an excellent opportunity for a SEO Manager to join a sportswear retailer in Central London, looking at ways to enhance website performance, improve the user experience and boost the website domain authority. Job Description: Develop and execute technical SEO strategies, from conducting audits, identifying issues, improving website navigation, ensure accessibility and more. Work on content creation and on-page optimisation. Manage outreach and digital PR initiatives. Analyse performance data to inform SEO decisions. Stay updated on industry trends and algorithm changes. Work closely with the web development agency to oversee technical website changes. Work closely with marketing team and other departments to ensure consistency in all customer communications. Defining the balance of technical, content, and outreach expertise ensures applicants know exactly what’s expected, attracting well-rounded SEO specialists. The sector and location will also help filter applicants. The Impact of Clear Job Descriptions on Recruitment Metrics Precise job descriptions don’t just improve the candidate experience — they deliver real results for businesses too: Reduced Time-to-Hire Attracting well-suited candidates streamlines the selection process, cutting down on wasted time. Improved Retention Rates Clear expectations set from the outset lead to higher job satisfaction and longer tenure. Higher-Quality Applicants When candidates understand the role and its requirements, you’re more likely to receive applications from those who genuinely meet the criteria. How Solis help to define clear Job Descriptions to find the perfect hire Investing time in creating a clear, well-structured job description pays off in better applicants, a faster hiring process, and longer employee retention. By clearly defining what success looks like in a role, you attract candidates who not only meet the qualifications but are also aligned with your vision and goals. For businesses in marketing and eCommerce, where roles can vary widely, getting this right isn’t just helpful, it’s essential. We help businesses create job descriptions by asking questions beyond just the role and responsibilities. We look to understand other objectives expected from the person, whether it’s commercial, operational or an ambition for the business. At Solis we want to understand what’s important to your business and team. We help create an "ideal candidate persona," by thoroughly researching and defining the characteristics of the perfect candidate for your role, including their demographics, skills, experience, motivations, career goals, and preferred communication channels, essentially building a detailed profile that helps you target the right people during recruitment.    We ask “Who are you trying to attract? What are their career goals and aspirations?”, then through incorporating insights from high-performing employees and industry benchmarks to inform the persona, we can see how your role, company and proposition compares against their expectations. We continuously refine the persona based on evolving business needs and market trends to ensure we source the best person for the role. Through a more thorough qualification we reduce the noise, by qualifying and selecting profiles that the business needs. This reduces your internal workload and makes hiring more efficient. To enhance your recruitment strategy and attract the right candidates, consider partnering with experts who specialise in crafting effective job descriptions and streamlining hiring processes. Contact our team at Solis Recruitment to learn how we can assist you in optimising your talent acquisition efforts for your Marketing and eCommerce teams. Explore More: eCommerce Recruitment Marketing Recruitment Submit a Job Brief

Startups, Scale-ups and Small businesses can face similar challenges to source and hire the right talent. Through this article we'll speak through some of the problems they face and how Solis can help. There are 5.5million private businesses in the UK, which illustrates how the business environment is both vast and competitive. The challenge to find talent has also become increasingly difficult, and smaller businesses, startups (Pre-seed, Series A and privately funded ventures) and early stage scale-ups (Series B and Series C at times) can struggle to attract high-quality inbound applications. In fact sourcing the required profile through organic methodologies alone has become increasingly difficult. Over 62% of businesses in the UK are currently facing a skills shortage - Open University's Business Barometer. T his shortage underscores the urgent need for a more strategic approach to talent acquisition. Building a compelling Employer Value Proposition (EVP) isn't something that can be achieved overnight. It requires careful planning, a deep understanding of your company's unique strengths, and a clear articulation of what you offer potential employees. Smaller businesses often lack the resources or expertise to develop a robust EVP on their own. This is where Solis comes in. At Solis Recruitment, we go beyond ticking off skillsets on a job description. We take the time to understand your niche, your ambitions, and the unique DNA of your business. By getting to the heart of your culture and mission, we ensure that when we take you to market, we’re positioning you in the best possible way to attract the right people to help your business fulfil it's short term and long term objectives.. Defining the Right Talent for Growth in Startups and Scale-ups At Solis, we understand that every business is unique. We don't just fill roles; we build teams. We take the time to get to the heart of the culture and mission of our clients, allowing us to represent them in the best possible light to potential candidates. We're all about reducing friction points in the hiring process, making it as smooth and efficient as possible for both our clients and the candidates we represent. Before jumping into recruitment, we work closely with you to define the key competencies needed for the role. This means: Helping shape the job description and candidate profile  – ensuring they accurately reflect the role’s requirements while appealing to top talent. Benchmarking against successful hires and market trends  – using our experience to recommend the best ways to access these profiles. Identifying the right combination of experience, skills, and personality traits  – ensuring alignment with both the role and company culture. Our approach is collaborative and consultative. We collaborate closely with you to understand your specific niche, help you define the critical competencies required for each role, and support the creation of a compelling job description and ideal candidate profile. We go beyond simply listing skills; we delve into the experience and personality traits that would best align with your company culture and mission. Smaller and growing businesses will usually require team members with a different mindset and approach than bigger and more established businesses. Structures and processes may at times require more fluidity, and team members may at times need to do things that may not be considered traditional duties for their job title. This can make recruitment trickier, and requires a deeper process to qualify candidates. Recruitment for a Startup will be different for a scale-up, and each will require a tailored strategy and Go-To-Market plan. Leveraging our previous experience and successful projects, we help benchmark talent and recommend strategies for attracting and accessing these profiles. We can even advise on how to access the experience and personality traits that will be the perfect fit for your team. The Next Phase of Growth. How Solis Recruitment help to Attract & Select the Right Talent for Startups and Scale-Ups We don't just stop at filling current vacancies. We're in it for the long haul. We work with you to understand the ambition of your business, how you're looking to evolve, and your plans for workforce expansion. This deeper understanding allows us to guide you on how to attract and select the right talent to fuel your growth. We become an extension of your team, providing expert advice and support every step of the way. As your company evolves, so do your hiring needs. We help guide you through this next stage by: Understanding your growth ambitions  – ensuring your hiring strategy supports your long-term vision. Refining your approach to talent attraction  – whether it’s employer branding, strategic outreach, or identifying new candidate pools. Advising on selection and assessment  – reducing friction points in the hiring process to secure the best-fit candidates efficiently. We work with Technology, SaaS, eCommerce, Retailers and Consultancies to find the best talent. Growing a business is exciting, but hiring the right people is what truly makes it successful. If you’re looking to build a team that will help take your company to the next level, we’re here to help. Partner with Solis and unlock your talent potential.   Contact us today to discuss your hiring needs and discover how we can help you build a winning team.

Why Hiring Marketing Talent for SaaS Is Tougher Than Ever? The UK’s SaaS sector is growing, with over 2,973 companies generating a collective turnover of £87.9 billion annually. With an industry growth rate of 25.9%, the demand for skilled marketing and digital professionals has skyrocketed. However, finding and retaining the right talent has become increasingly challenging due to market dynamics, candidate expectations, and hiring inefficiencies. High Turnover Rates in the UK Are Disrupting Marketing Recruitment Efforts According to LinkedIn Talent Insights, the average tenure of marketing and digital professionals is just 2.1 years. Within the SaaS sector, this number is even lower, with Chief Marketing Officers (CMOs) staying in roles for just 9–18 months. This turnover creates a perpetual recruitment cycle that drains resources and impacts business continuity. In fact, 47% of digital professionals in the UK plan to switch roles within the next six months, highlighting the need for effective retention strategies The Growing Talent Demand in SaaS Marketing Hiring managers are feeling the pressure, with many marketing leaders planning to expand their teams in 2024 to meet increasing demands. As SaaS organisations scale, they require marketing professionals who can execute data-driven campaigns, build brand presence, and navigate ever-evolving digital landscapes. Yet, the talent pool for skilled marketers and digital professionals remains limited, forcing businesses to compete heavily for top-tier candidates. According to the Open University Business Barometer , a lack of relevant applicants heavily hindered businesses abilities to recruit in 2024. Infographic highlighting recruitment challenges for SaaS marketing and digital talent, revealing key statistics: 2.1 years average tenure for mid-senior marketers, 47% plan to change roles soon, 73% of employers face skills shortages, and 4 in 10 cite salary expectations as a major hiring barrier. Inefficient Recruitment Processes Are Driving Candidates Away A significant number of UK businesses are struggling with inefficient recruitment processes, spending up to 10 hours a week just scheduling interviews. On top of that, 38% of candidates report not receiving any feedback after interviews, and 52% would not recommend a company following a negative experience. This not only damages employer branding but also contributes to the growing issue of candidate disengagement. A staggering 86% of UK job seekers admit to ghosting employers during the hiring process, with 31% finding it acceptable to do so even before an interview. Overly lengthy recruitment processes also pose a significant problem, with 52% of candidates unwilling to attend more than two interviews for a role. Add discriminatory practices, reported by 63% of UK job seekers, and you have a recipe for disengagement. Younger demographics, particularly Gen Z, are quick to move on if they encounter a poor experience. For instance, 34% of Gen Z workers have accepted job offers only to fail to show up on their first day, a phenomenon known as "career catfishing." Building a Better Recruitment Strategy Recruiting marketing and digital professionals for SaaS organisations in the UK is undoubtedly challenging, but it’s not impossible. By addressing inefficiencies, focusing on candidate experience, and aligning hiring practices with industry demands, SaaS businesses can attract and retain the right talent to drive growth. To enhance your hiring process, consider the following strategies: 1. Clearly Define Roles and Requirements Establishing a precise job description is crucial. It outlines the essential aspects of a position, providing clarity on the role, responsibilities, qualifications, and expectations. This ensures that all stakeholders, including hiring managers and HR teams, have a unified understanding of the position, facilitating a more efficient recruitment process. 2. Understand Market Dynamics and Candidate Qualifications The job market is dynamic, with factors like salary expectations, work-life balance, and benefits evolving rapidly. It's essential to stay informed about these trends to align your offerings with candidate expectations. Additionally, job titles can be misleading; similar titles may encompass different responsibilities across companies. Therefore, delve deeper into candidates' experiences and skills rather than relying solely on titles to assess suitability. 3. Optimise Interviewing and Onboarding Processes Implement structured interview techniques, such as the STAR (Situation, Task, Action, Result) or CAR (Context, Action, Result) methods, to elicit concrete examples of candidates' past achievements and assess their fit for the role. A well-defined onboarding programme further ensures that new hires integrate smoothly, understand company culture, and are productive from the outset. By focusing on these areas, businesses can enhance their hiring processes, attract top talent, and reduce turnover rates. Some of the ways Solis support businesses in improving hiring processes is by: Assessment of role compared to market talent Aligning expectations with market realities Supporting shape recruitment processes Headhunting services Employer Value Proposition Development Utilising technology to streamline the recruitment process Whether you're a startup aiming to expand your team, a scale-up seeking professionals to drive your next growth phase, or a multinational establishing a new team in the UK or Europe, Solis Recruitment is here to support you. Partnering with a specialised recruitment agency, such as Solis, can help streamline the process and provide access to top-tier professionals with the skills and experience your business needs to thrive. If you're looking to hire Marketing , Product or Digital professionals for your teams you can get in touch with us here , or submit a brief here .