By PeopleWho UnderstandDigital Marketing

A specialist digital marketing recruiter helps define the role, attract candidates, assess practical capability, and support the final hiring decision. AdGurus evaluates channel knowledge, analytical reasoning, commercial judgment, and the evidence behind a candidate's claims. The service can cover the full search or add practitioner-level assessment to an existing HR or recruitment process.

A specialist recruiter can test whether a candidate understands the work, not just the vocabulary used to describe it. AdGurus knows what strong paid media, analytics, measurement, and marketing decision-making look like in practice, so shortlists are based on relevant evidence and reasoning. A general recruiter may still source effectively; the specialist layer reduces technical and commercial hiring risk.

AdGurus can support searches for performance marketers, paid media specialists, Google Ads and paid social practitioners, marketing managers, content marketers, analytics professionals, and senior or fractional marketing leaders. The title is not assumed to be correct at the start. The mandate, expected outcomes, available support, and budget are defined before the market is searched.

Recruitment fees depend on the seniority and scarcity of the role, geography, sourcing scope, assessment depth, and whether AdGurus runs the full search or only technical evaluation. The fee structure and any replacement guarantee are set out before the engagement begins. A specific quote follows role definition so the cost reflects the actual search rather than a misleading generic percentage.

The hiring timeline depends on role clarity, seniority, location, compensation, notice periods, and the speed of client feedback. A realistic process allows time for role definition, sourcing, structured assessment, interviews, and offer completion. AdGurus agrees a target timeline and keeps decision stages moving, but does not protect a deadline by lowering the evidence required for a good hire.

We start with the outcomes, workload, channels, decision level, and support already available—not a fashionable title. If the brief quietly combines strategy, paid media, analytics, CRM, design, content, and management, we make the trade-offs visible and recommend a realistic role, partner mix, or phased hire.

We use structured questions and a bounded practical discussion based on the role: interpreting account evidence, defining conversion quality, allocating budget, diagnosing a weak result, or explaining a decision to a non-specialist. We look for reasoning, prioritization, and intellectual honesty—not memorized platform terminology.

Yes. AdGurus can join at role definition, shortlist review, technical interview, final selection, or the complete search. This is useful when the internal recruiting team can source well but needs practitioner-level evidence before recommending a marketing hire.

Yes. AdGurus can help with full-time, part-time, and fractional marketing roles. The recommended model depends on the amount of execution, leadership level, available internal support, and whether the business has enough ongoing scope for a permanent hire.

AdGurus includes a replacement guarantee period in placements, with the exact duration and conditions stated in the engagement terms. If a covered hire leaves or does not work out during that period, a replacement search is run under those agreed terms. The guarantee supports the process, but careful role definition and evidence-based evaluation remain the first protection against a poor hire.