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A Market in Transition When I started recruiting in comms back in 2015, newer channels like social media were just beginning to mature. Prior to that, generalists dominated the field, who were expected to do everything from community management to content, strategy, analysis, and audience research. Then the market matured, businesses gained a better understanding of the discipline, and hiring shifted toward specialists who could own distinct areas like social, content, or analytics. Thriving Office with teams working collaboratively People were actively encouraged to move away from being generalists and told to “niche down” or specialise.   Fast forward to today, and the pendulum is swinging back. As I shared in InComms: “Since the pandemic, I’ve witnessed a gradual shift back to businesses needing more generalists. Tighter budgets mean fewer resources. It makes hiring difficult as most people won’t have the broader exposure, having been encouraged to specialise. Many senior comms professionals, who bring a broad skillset and varied experiences, are exploring the market. Market conditions have led to them considering options below their level and, in some cases, they may be accepting lower salaries because of increased competition. Long term, underpaying and overworking will drive high turnover.”   This isn’t just a recruitment challenge, but a strategic one. And it’s happening against the backdrop of a media landscape that looks nothing like it did five years ago. Earned vs Owned: The Media Mix Has Changed In 2025, the lines between earned, owned, and paid media have blurred. Brands no longer rely solely on press coverage for credibility. Shrinking newsrooms and declining trust in traditional media have accelerated the rise of brand journalism  and owned content hubs. According to Marketing Week and The Drum, companies are investing heavily in podcasts, blogs, and video series as alternatives to traditional PR. Owned media is now the cornerstone of marketing strategy. Businesses amplify earned coverage through their own channels, have to pay to promote visibility across Search and Social, and are turning PR wins into multi-platform campaigns. This evolution matters for talent because it demands hybrid skill sets : Professionals who can create compelling owned content  while understanding how to amplify it through earned and paid channels. Comms leaders who can integrate storytelling with data analytics, as PR becomes insight-driven rather than intuition-led. The Talent Challenge: Generalists vs Specialists Heading into 2026, businesses face a dual reality: Budget pressures remain high , pushing companies to seek generalists who can manage multiple channels. Specialists are still critical , especially in areas like SEO, paid media, and brand strategy.   Our own Generalist vs Specialist blog explored this debate last year, and the conclusion still holds: adaptability is king. Senior professionals with broad experience are in demand, but many are accepting roles below their level due to competition, which raises retention risks if businesses underpay or overwork.   Marketing Week’s 2025 Career & Salary Survey adds another layer: “Declining budgets and complexity have led to neglect of segmentation and targeting, critical for growth.” Many Marketing and Comms professionals are being encouraged to prioritise activity over strategy, but doesn’t help with delivering ROI. This reinforces the need for talent that can think strategically while executing across multiple touchpoints, UK Hiring Challenges The Drum reports that the UK marketing industry faces a persistent talent shortage, worsened by wage stagnation and lack of investment. Entry-level and mid-level roles are hardest hit, and Brexit has further limited recruitment from outside the UK. Skills gaps, particularly in tech and data, are cited as a major barrier to growth.   The Open University’s 2025 Business Barometer points to similar challenges businesses face when looking to bring talent in to their teams.   For businesses, this means hiring shouldn’t just be about filling roles, it’s about building teams that can adapt to complexity, understand audiences, can leverage sentiments and deliver measurable impact. Woman frustrated with recruiting Why Brand Will Be Crucial As media fragmentation accelerates, brand becomes the anchor . In 2025, branding is no longer just about logos or taglines, it’s about building a digital-first identity  that connects across multiple touchpoints.   Customers are asking what makes your business genuine and authentic across B2B and B2C industries.   Why does this matter for talent? Employer branding  is now a competitive advantage. Businesses that articulate purpose and authenticity attract top talent. Brand strategy skills  are in demand. Marketing professionals who can align creative execution with brand purpose will be indispensable.   Expect to see roles like Brand Content Strategist , Community Manager , and Employer Brand Lead  rise in prominence as companies fight for attention in a crowded digital ecosystem. How the Marketing & Comms Recruitment world is evolving: Looking Ahead at 2026 and Beyond Here’s what we predict: Generalists will still be demand , but they’ll need specialist depth in at least one area (e.g., social, content, analytics) as a T-Shaped marketer at the very least. AI fluency will be non-negotiable , not just for automation but for personalisation and predictive insights. Brand storytelling will dominate , blending long-form formats like podcasts with snackable video content for social. Retention will hinge on fair pay and realistic workloads . Underpaying and overworking talent will drive churn, as professionals keep exploring the market for roles aligned to their level. For Businesses Hiring If you’re navigating these changes and want to build resilient teams, contact us to discuss how Solis Recruitment can help you hire differently. For Candidates Explore opportunities and register your details on our Careers Register to stay ahead of the curve. Further Reading Social Media Recruitment Marketing Recruitment Generalist vs Specialist Blog CV Writing Tips In.Comms Full Article

Finding the right leaders is crucial for any organisation aiming to thrive in today’s competitive environment. At Solis Recruitment , we partner with businesses to identify and secure visionary leaders who can drive growth and innovation. Executive search goes beyond traditional recruitment, focusing on strategic alignment, cultural fit and long-term impact. In this article, we’ll explore what leadership executive search involves, why it matters, and how it can transform your organisation. Hiring Team assessing Business Leaders Understanding Leadership Executive Search Leadership executive search is a targeted recruitment strategy that focuses on filling senior-level positions with highly qualified candidates. Unlike general hiring processes, this method involves a deep understanding of the organisation’s goals, culture, and leadership needs. The search is often conducted by specialised firms or consultants who have access to extensive networks and industry insights. The process typically includes: Defining the leadership profile and competencies required Mapping the talent landscape within and outside the industry Engaging passive candidates who are not actively seeking new roles Conducting thorough assessments and interviews Facilitating negotiations and onboarding This approach ensures that the selected leaders are not only skilled but also aligned with the company’s vision and values. Corporate leadership building Why Leadership Executive Search Matters The quality of leadership directly influences performance, culture and innovation. Poor leadership can lead to high turnover, low engagement and missed opportunities. Conversely, great leaders inspire teams, drive growth and navigate challenges effectively. Executive search offers several advantages: Access to top talent: Executive search firms have networks that reach beyond active job seekers, tapping into hidden talent pools. Time efficiency: The process is streamlined to quickly identify and engage suitable candidates, reducing the time leadership positions remain vacant. Reduced risk: Comprehensive assessments and background checks minimise the risk of bad hires. Strategic fit: Candidates are evaluated not just on skills but on their potential to fit the company culture and long-term strategy. For example, a technology company looking to expand globally might need a leader with international experience and a track record of scaling businesses. Leadership executive search can pinpoint such candidates who might not be visible through conventional recruitment channels. Recruiter reviewing leadership candidates What does an executive search consultant do? An executive search consultant plays a pivotal role in the leadership executive search process. Their expertise and network are essential in identifying and securing the best leaders for an organisation. Here’s a breakdown of their key responsibilities: Client Consultation: They begin by understanding the client’s business, culture, and leadership needs. This involves detailed discussions to define the ideal candidate profile. Research and Mapping: Consultants conduct market research to identify potential candidates, including those not actively seeking new roles. Candidate Engagement: They reach out to prospects discreetly, presenting the opportunity and gauging interest. Assessment: Consultants evaluate candidates through interviews, reference checks, and sometimes psychometric testing to ensure suitability. Presentation: A shortlist of qualified candidates is presented to the client with detailed profiles and recommendations. Facilitation: They assist in interview scheduling, feedback collection, and negotiation of offers. Onboarding Support: Some consultants provide guidance during the onboarding phase to ensure a smooth transition. By managing these steps, executive search consultants save organisations time and resources while increasing the likelihood of a successful hire. How to Maximise the Benefits of Executive Search Services To fully leverage executive search services, organisations should adopt a strategic approach. Here are practical recommendations: Be clear about your needs: Define the leadership competencies, experience, and cultural attributes required. The clearer the brief, the better the search outcomes. Choose the right partner: Select an executive search firm with expertise in your industry and a strong track record. Engage early: Involve the search consultant early in your planning to align on expectations and timelines. Maintain communication: Regular updates and feedback help refine the search and keep the process on track. Prepare for onboarding: Plan how the new leader will be integrated into the organisation to maximise their impact from day one. For instance, a financial services firm seeking a new CMO might specify experience with regulatory compliance and digital transformation. By communicating these priorities clearly, the search consultant can focus on candidates who meet these criteria. Using executive search services can be a game-changer in securing leaders who will drive your organisation forward. Leadership strategy meeting The Future of Leadership Executive Search The landscape of leadership recruitment is evolving with technological advancements and changing workforce dynamics. Artificial intelligence and data analytics are increasingly used to enhance candidate sourcing and assessment. Additionally, diversity and inclusion have become central to leadership searches, recognising the value of varied perspectives in decision-making. Organisations that embrace these trends will benefit from: Broader talent pools: Technology enables access to global candidates and diverse backgrounds. Improved candidate matching: Data-driven insights help identify candidates who align with both skills and culture. Faster processes: Automation reduces administrative tasks, allowing consultants to focus on relationship-building. Stronger employer branding: Transparent and inclusive search processes enhance reputation and attract top talent. In this context, leadership executive search will continue to be a vital tool for organisations seeking to build resilient and visionary leadership teams. Building Leadership That Lasts Investing in leadership executive search is an investment in your organisation’s future. By partnering with experienced consultants and adopting a strategic approach, you can find leaders who not only meet today’s challenges but also inspire growth and innovation for years to come. Remember, great leaders are not found by chance. They are discovered through a deliberate, thoughtful process that balances expertise, culture, and vision. Leveraging leadership executive search is the key to unlocking this potential and securing the leadership your organisation deserves. Explore Leadership Solutions with Solis Recruitment Looking for senior marketing leaders? Visit our https://www.solisrecruitment.com/executive-search/marketing-executive-recruitment.Interested Need Leaders in transformation and Innovation leadership? Explore our https://www.solisrecruitment.com/digital-transformation . ✅ Ready to strengthen your leadership team get in touch.

Are you a marketing professional looking to secure your next big role in the UK? The marketing job market is competitive, and standing out requires more than qualifications. At Solis Recruitment , we help marketing professionals connect with high-growth businesses and exciting opportunities across London and the UK. From crafting a winning CV to building a strong network and acing interviews, this guide will help you position yourself for success. Writing a CV that lands Optimising Your CV and Cover Letter Tailor your CV to each application Tailoring your CV to each marketing job application is crucial. Highlight your relevant skills, experience, and achievements prominently. Use active language and quantify your successes to make a lasting impression. We created a guide here with advise on writing a great CV. Craft a compelling cover letter Your cover letter is your chance to showcase your personality and passion for the role. Most people use the same Cover Letter for every role, and don't stand out. Your cover letter should complement your CV, not repeat it. Show enthusiasm for the role and explain how your experience aligns with the company’s goals. Avoid generic templates and resist relying solely on AI. Instead, make it personal and relevant. Networking Strategies for Job Seekers Utilise you network You’ve likely built strong relationships throughout your career. Reach out to former colleagues, managers or clients. A quick message, call or text can open doors to new opportunities. LinkedIn is one of the most effective tools for marketing professionals. Connect with industry peers, join relevant marketing groups and engage with posts to increase your visibility. Share insights, comment on trending topics and showcase your expertise to attract the attention of recruiters and hiring managers. Attend industry events and seminars Networking events offer invaluable opportunities to meet industry experts and potential employers. Be prepared with your elevator pitch and business cards to make a memorable impression. Preparing for Marketing Job Interviews Research the company and role Show your enthusiasm for the role by thoroughly researching the company's values, culture, and recent campaigns. Tailor your answers during the interview to demonstrate how you align with their brand. Practice common interview questions Prepare for common marketing interview questions such as explaining your approach to campaign planning, showcasing your analytical skills, and providing examples of successful campaigns you've led. Tailor your answers to demonstrate alignment with their brand. Practice common marketing interview questions and structure your responses clearly. We recommend using the CAR vs STAR method  to give strong, concise answers. Read our guide here. Reread your CV, reflect upon your successes, challenges you've overcome and what truly makes you a good fi the role. Tips for Nailing Marketing Job Interviews To ace your marketing job interviews, research the company thoroughly and demonstrate your passion for their brand. Practice answering common marketing interview questions, such as explaining your campaign planning process and providing examples of successful campaigns you've spearheaded. Optimizing your CV, mastering networking, and preparing for marketing job interviews are essential steps in securing your dream role in the UK marketing job market. By following these tips, you'll be well-equipped to stand out from the competition and showcase your expertise effectively. We partner with marketing professionals to match them with roles that align with their skills and ambitions. Whether you’re looking for a brand marketing position, a performance marketing role or a leadership opportunity, our team provides guidance throughout the process, from CV advice to interview preparation. If you’re serious about landing your next marketing role, register with us today and access exclusive opportunities across London and the UK. ✅ Register now on our careers page

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.