Marketing talent
matched to the requirement.
WizMatch supports permanent and contract searches for performance, content, SEO and marketing-operations roles. Channel experience, working context and the screening approach are clarified before sourcing begins.
Every open marketing seat is costing you revenue
Slow hiring
Weeks of searching for a marketer while campaigns underperform and budget quietly burns.
Portfolios ≠ proof
Case studies and certifications look great on a resume but say nothing about whether they can actually run your accounts.
Strategists, not operators
Candidates who can talk funnel theory in an interview but can't build a campaign, dashboard or flow when it counts.
Ghosting
Candidates vanish mid-process with no follow-up system to bring them back.
Channel experience, assessed against the role
Recruiter-led checks cover relevant experience, availability, expectations and interest. Any practical exercise or tool-based assessment is included only when its method and qualified reviewer are agreed.
Requirement-led sourcing
Search begins against the confirmed channel, role scope and seniority.
Relevant-experience discussion
Prior responsibilities and working context are discussed against the role.
Portfolio context
Portfolio or campaign examples are reviewed only to the level agreed for the engagement.
Conditional practical assessment
Any exercise is included only when its method and reviewer are genuinely available.
Marketing roles we fill
Full-time or contract. Remote-first. Five role families across performance, content and growth.
Performance Marketing / Paid Media
Meta & Google ad buyers, growth marketers — tested on the same platforms we run every day, not resume keywords.
Content & Social
Creators, copywriters and social managers — for brands that need real voice, not filler.
SEO & Growth
SEO specialists, analysts and growth strategists — for durable, compounding channels.
Marketing Ops / CRM
Lifecycle and marketing ops hires — tested in the CRM, email and automation tools your team actually uses.
Brand & Creative
Brand designers and creative leads — portfolio and craft tested before you meet them.
A pipeline, not a pile of resumes
Intake
We map the role, must-haves, channels, culture and comp — so we hunt for the right marketer, not just any marketer.
Source
Structured outreach against the confirmed role and channel context.
Screen
Recruiter-led checks cover relevant experience and interest; practical assessment is conditional and agreed separately.
Deliver
An interview-ready shortlist with our notes. We coordinate, you decide — for full-time or contract roles.
More than a recruiter — a marketing hiring engine
Channel context before sourcing
The relevant platforms, responsibilities and working environment are discussed before search.
Recruiter-led baseline
Relevant experience, availability, expectations and interest are discussed consistently.
Conditional practical evidence
Any tool-based exercise is included only when the method and reviewer are agreed.
Coordination through joining
Interviews, feedback, offers and joining follow-up remain part of the process.
Tell us about the marketing role
Share the requirement and we will review it before proposing next steps.
- ✓ No commitment to move forward
- ✓ Requirement, commercials and process discussed before sourcing
- ✓ Full-time or contract requirements
What hiring managers ask us first
Ready to hire your next marketer?
Book a free hiring audit. We'll map the role, tell you what we'd change first, and send a shortlist plan — no obligation.
Discuss a Marketing Requirement