Struggling to Attract Great Marketers? You’re Not Alone

Struggling to Attract Great Marketers? You’re Not Alone

Posted on 02 October 2025

You’ve advertised the role, briefed HR, and waited for applications to roll in. But the CVs aren’t matching the calibre you need. The few who do apply drop out halfway, or worse, get snapped up by competitors before you’ve even made an offer.

If this sounds familiar, you’re not alone. Right now, attracting marketing talent is one of the biggest challenges businesses face. Demand is high, competition is fierce, and the people you really want aren’t always looking at job boards.

Want to know what today's top marketers are really looking for?
Download our free What High-Performing Marketers Want from Their Next Role guide 

Why Marketing Talent Is So Hard to Find

Marketing has become one of the fastest-evolving disciplines in business. The rise of AI, data-driven insights, and omni-channel campaigns means the skills companies want today are very different from what they needed just a few years ago.

The problem? Everyone is chasing the same top performers. From tech start-ups to global corporates, every organisation needs strong marketing talent to stay competitive. That means you’re not just up against businesses in your own sector,you’re competing with everyone.

On top of that, the marketers you want most are usually already employed. They’re busy leading campaigns, building brands, and driving results. They’re not scrolling job boards -which means your ads, however well-written, will never reach them.

Marketing office

What Companies Often Get Wrong

Many businesses fall into the trap of treating marketing hires like any other role. But marketers think differently, and their motivations don’t always match the way jobs are advertised.

One common mistake is relying on generic job ads. Phrases like “creative marketer wanted” or lists of responsibilities do little to inspire. If the description could apply to any company, why should a talented marketer choose yours?

Another misstep is focusing only on salary. While pay matters, today’s marketing professionals weigh flexibility, progression, and purpose just as heavily. Overlooking these drivers means your role won’t stand out.

And then there’s speed. In-demand marketers move quickly. If your process drags, you can guarantee a competitor will secure them first.

We worked with a client recently who had advertised a mid-level marketing role for months. The CVs that trickled in weren’t bad, but they weren’t the high-calibre candidates the business really needed. The reality was simple: the people they wanted weren’t looking, and the ad never reached them.

What High-Performing Marketers Really Care About

So what does resonate with top marketing talent? While salary and job title open the door, they rarely close the deal.

Marketers want growth. Roles where they’ll keep learning and won’t stagnate. They value creativity and autonomy, with space to test ideas and make an impact. They want to work for companies with strong cultures and clear purpose, where the brand stands for something they can believe in. Flexibility is no longer a nice-to-have; it’s a baseline expectation. And above all, they want recognition and progression, clarity on where the role leads, not vague promises.

These drivers explain why so many businesses miss out. If your ad doesn’t showcase growth, culture, or impact, the marketers you want will simply scroll past.

Want the full breakdown of what motivates top marketers today?
Download our What High-Performing Marketers Want from Their Next Role guide 

Why Passive Candidates Hold the Key

Here’s the reality: the marketers you want most are unlikely to apply to your ad. Research suggests that as much as 70–80% of the workforce is “passive” (not actively looking, but open to the right offer.)

These passive candidates are often the strongest performers: the ones already delivering results in their current roles. But reaching them requires relationships, networks, and a more proactive approach than job boards can provide.

This is where Get Recruited makes the difference. Over the years, we’ve built trusted connections across the marketing community, giving our clients access to candidates they would never reach on their own. Combined with a smarter employer brand strategy, it means we don’t just fill roles - we help businesses hire game-changing marketers.

Pro Tips to Attract Marketers More Effectively

Even if job ads aren’t enough on their own, small changes can improve their impact. Keep job titles clear and searchable, rather than overly clever. Lead with what you offer - culture, flexibility, purpose - before listing responsibilities. Showcase the impact of the role: how will this person shape campaigns, strategy, or growth? And don’t let ads go stale. Review and refresh them regularly to ensure they reflect your brand at its best.

Hiring great marketers isn’t easy, but it’s not impossible. The companies who win are the ones who take time to understand what truly motivates marketing talent and adapt their approach accordingly. That means thinking beyond job ads, investing in employer branding, and reaching the passive candidates who won’t see your vacancy otherwise.

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