As recruiters who live and breathe marketing talent, we’re seeing a clear trend across the industry: It’s not just hard to find great marketers, it’s even harder to keep them.

Shrinking teams, hybrid work, and fast-evolving skill demands are challenging every organization we work with. And while hiring will always be a core part of the solution, it’s no longer enough on its own.

If you want to attract top marketing talent and retain them consistently, you need to create an environment they want to be part of. That means investing in two areas that are often overlooked in the rush to hire: a strong, supportive culture and ongoing training and development.

Culture: Your Hidden Advantage in a Competitive Market

Today’s top marketers have options. They’re looking for more than compensation—they want purpose, flexibility, and a sense of belonging. When we present your opportunity to candidates, culture is often the first thing they ask about.

As your recruiting partner, we help you highlight and strengthen your culture by asking:

  • Are your team members supported in a hybrid environment?
  • Do you recognize and reward creativity and innovation?
  • Is leadership transparent and inclusive?

We can help you tell the right story, but it must be grounded in reality. If your culture is struggling, it’s not just a retention issue, it’s a recruitment issue, too.

Training: Grow the Talent You Already Have

In a tight talent market, internal development can be just as critical as external hiring. Teams that invest in training don’t just get more capable employees; they build a reputation as a company where marketers can grow.

We encourage our clients to think beyond just filling gaps. Ask yourself:

  • Are you giving marketers the tools to keep up with new platforms, data, and tech?
  • Are your junior and mid-level team members supported to grow into leadership?
  • Is there a clear learning path that aligns with your business goals?

Marketers are ambitious by nature. When they don’t see opportunities to grow, they’ll look elsewhere. Companies that invest in skill-building become destinations for top talent, not stepping stones.

Hybrid Work Isn’t Going Away—But Your Top Talent Might Be

Many of our clients are still adjusting to hybrid work models. While flexibility is a major perk, it also creates new challenges for team dynamics, onboarding, and retention.

If you’re struggling to hire or retain in a hybrid setting, we recommend:

  • Rethinking how you onboard and mentor remote employees
  • Ensuring remote staff have the same visibility and career path as on-site staff
  • Prioritizing regular connection and communication—not just check-ins

Hybrid doesn’t mean hands-off. It requires a more intentional leadership approach, and we can help you assess whether your structure is helping or hurting your hiring efforts.

Retention Is Recruitment—Just on the Inside

It costs far more to replace a marketer than to keep one engaged. As your recruitment partner, we’ll always work hard to find the best people for your team, but we also care about what happens after they’re hired.

Because when we help you build an environment where people thrive, your brand becomes one of the most powerful tools in our recruiting toolkit.

Recruitment Starts Long Before the Job Posting

We’re here to do more than source candidates. We’re here to help you build a marketing team that lasts—by aligning the right people with the right roles, and supporting them in an environment where they can truly succeed.

So if you’re finding it hard to hire right now, let’s talk, but let’s also look beyond the job description. Because attracting top talent isn’t just about who you hire. It’s about who you become as an employer.