You probably know this sense of urgency and frustration all too well. You want to scale faster, hit your revenue goals, and leave the competition behind, but you can't find the right marketer to build your growth engine. You are stuck. We also know this feeling and we experienced it first hand when my company tried to help Foundr and other companies find this rare talent, and failed. It was at the start of our journey, and we have learned a lot since then. Now that we've upped our game, we're ready to share our experience from many successful (and unsuccessful) searches and explain exactly what it takes to hire a growth marketer who will actually increase your customers, sales and your profits.
Contents How to employee email database Find High Growth Marketing Candidates Find the best candidates on the way out How to Screen Candidates for a Growth Marketer Position Make a choice based on data, but also on your instincts Always test the candidate Put together an offer that seals the deal Close Your Growth Marketing Hire You may already know that marketing has become one of the hardest jobs to hire. A recent analysis by Lever revealed that it takes 192 candidates to recruit a single person in marketing , far more than for a designer, engineer or even data scientist position. Worse, many companies invest time in the process only to find that their hire isn't working. One bad hire can easily cost your business over $100,000 in direct costs and missed growth opportunities. Finding a growth marketer shouldn't be that difficult whether you're using a business or not.
Here's our proven approach to hiring for this critical position to ensure you have the right person on board. How to Find High Growth Marketing Candidates With so many companies looking for hot talent, to fill your recruiting funnel with the right candidates, you need to approach the recruiting process like you would a sales process. Here's how: Define your candidate personality Before writing a job description to hire a growth marketer, think about the goals and responsibilities of that position and clearly define what the right person for the job should look like. Live If this is your first marketing hire, look for candidates who have had some success at bat and are progressing in their careers.