Frequently asked

We take candidate vetting very seriously – it’s one of the core strengths of our service. Our reputation is built on delivering highly skilled, reliable candidates and a good fit for your organisation. Here are the key steps we take to ensure every candidate is thoroughly evaluated before you ever meet them:

• In-Depth Interviews: Every candidate we consider for your role goes through a comprehensive interview with our recruitment team. During this conversation (often via video or phone, sometimes in person), we dive into the candidate’s work history, achievements, and specific marketing, digital, data or creative expertise. For instance, if we vet a Digital Marketing Manager, we’ll ask about their campaign strategies, platforms they excel in, metrics from past campaigns, areas of specialism and how they led their teams. We also explore their motivations, work style, and what they’re looking for in their next role to gauge alignment with your opportunity.
• Skills and Portfolio Assessment: We review and verify the candidate’s core skills relevant to the job. This could involve discussing technical knowledge (like proficiency with SEO tools, Google Ads, marketing automation software, analytics, etc.) or reviewing portfolios of past work (such as content samples, case studies of campaigns, design/creative work for those in creative marketing roles). We might pose hypothetical scenarios or problem-solving questions to see how they apply their knowledge. In some cases, if a role requires a very specific skill, we may administer or coordinate a skills test (for example, having a copywriter complete a short writing exercise, or a digital marketer analyse a sample dataset) – we’ll inform you if we plan to use any tests as part of screening.
• Behavioural and Cultural Fit Evaluation: A candidate can have the right skills but still not fit a company’s culture or the soft-skill requirements of the role. We ask behavioural questions to understand how candidates operate in a team, handle deadlines or pressure, and interact with stakeholders. We compare their responses with the culture and environment of your workplace that you described to us. If you value collaboration and a can-do attitude, we look for those traits. If the role requires creativity and initiative, we probe for examples of those. Essentially, we act as your eyes and ears upfront, filtering for personality and values fit so that you meet candidates who will mesh well with your organisation.
• Reference Checks: Upon your request (and often as a standard for higher-level positions), we conduct reference checks on candidates we present to you. We typically contact previous employers or managers to verify employment dates and get feedback on the candidate’s performance, work ethic, and strengths/areas of improvement. These conversations help validate what we learned in interviews and can sometimes surface additional insights. We only share candidates with positive references and will relay any relevant comments from referees that give you confidence in the hire. (We handle this sensitively – references are usually checked once mutual interest is established, to respect candidate confidentiality.)
• Background Verification: If your role or company requires specific background verifications (such as academic degree verification, certifications, or even credit/criminal checks for certain positions), we can include that as part of our process. This is less commonly required in marketing roles than in some industries, but we are happy to accommodate any compliance checks you need. Just let us know your requirements, and we’ll ensure they are met before a candidate reaches the final stages.

Only after a candidate passes our multi-stage vetting do we consider adding them to the shortlist we share with you. Our philosophy is to present quality over quantity – a few great candidates rather than a flood of resumes – and our vetting process is how we achieve that. When you meet someone through Winston Rowe Recruitment, you can trust that their experience is legitimate, their skills have been validated, and they come recommended by us as a strong match for the role. This rigorous screening not only saves you time but also significantly increases the likelihood that your eventual hire will be a successful one.

Yes, we stand by the quality of our placements and offer a placement guarantee for your assurance. While our aim is always to find you a long-term, successful hire, we recognise that occasionally things don’t work out as planned. Our guarantee means that if a candidate placed through Winston Rowe Recruitment leaves your company or is let go within an agreed guarantee period (for example, within the first 3 months of their start date), we will help. Typically, under our guarantee, we will find a suitable replacement candidate at no additional charge to you, provided the circumstances meet the criteria outlined in our agreement. In practical terms, that means we would reopen the search and prioritise filling the role again as promptly as possible, without charging an extra fee for the new hire. In some cases, depending on our contract with you, an alternative like a prorated refund or credit towards a future placement might be offered, but our preferred approach is usually to refill the position, since your priority is to have the role filled successfully.

This guarantee reflects our confidence in our screening process and the candidates we recommend. We rarely have to invoke it because we work hard to get the match right the first time. However, it gives you peace of mind that we are committed to your satisfaction. You’re not on your own even after the hire is made – if any issue arises early on, we’ve got you covered. We’ll discuss the specifics of our guarantee period and terms when you engage our services, so you’ll know exactly how it works. We aim to ensure you feel fully supported and that you can hire through us with complete confidence.

Our fee structure is designed to be straightforward and results-oriented. For most standard engagements, we operate on a contingency basis – you only pay a recruitment fee after hiring a candidate we’ve introduced. There are no upfront costs to start the search, and if, for some reason, you decide not to hire any of the candidates we present, you owe nothing. We take on the risk and investment of time in the recruitment process, confident in our ability to deliver someone you’ll want to hire.

When you hire a candidate through us, our fee is typically a percentage of the candidate’s starting annual salary (the exact percentage is agreed upon in advance and outlined in our business terms). This contingency model aligns our success with yours – we’re motivated to find you the best person for the job, and to do it efficiently. All fees and terms will be discussed transparently with you immediately, so you know what to expect. There are no hidden charges, and we’re happy to answer any questions about how our fees work before we begin a partnership.

For executive-level searches or exclusive assignments, we may offer a retained search arrangement instead, which could involve a portion of the fee paid upfront for dedicated resources, with the remainder paid upon successful placement. Retained searches are typically used for senior roles like C-suite hires or when clients engage us as their sole recruiter for a position. In such cases, the fee structure and terms might differ slightly (for example, split into stages), but everything is clearly defined in our agreement beforehand.

In summary, if no hire is made, there is no fee in our standard model – this policy gives you peace of mind that engaging Winston Rowe Recruitment is a low-risk, high-reward proposition. Our ultimate goal is to add value to your hiring process, including making our business terms client-friendly and free of surprises.

The timeline can vary depending on the role and market conditions, but we understand that hiring quickly (without sacrificing quality) is often a priority. Generally, for typical marketing positions, you can expect a relatively swift turnaround:

• For mid-level roles (e.g., Marketing Manager, Digital Marketing Executive, Social Media Specialist), we often present a shortlist of strong candidates within 1 to 2 weeks of starting the search. In many cases, our clients are able to move to interviews quickly and extend an offer in the 3 to 4-week range from the start of the process. Some placements happen even faster, especially if we already have great candidates in mind.
• For highly specialised or senior roles (e.g., a rare skill set in performance marketing or a Director-level position), it might take a bit longer to find the ideal person. You might see a shortlist in 2 to 3 weeks, with the overall process taking perhaps 4 to 6 weeks to final hire, given the need for more extensive search and possibly multiple interview rounds.
• Executive searches (CMO, VP-level) can take longer, often 2 to 3 months from kickoff to accepted offer, because of the outreach and careful vetting involved. However, even in these cases, we try to provide initial candidate options as early as possible to get the ball rolling.

It’s important to note that we tailor our pace to your needs. If you have an urgent vacancy and a hard deadline (for instance, needing a maternity cover in place by next month), let us know – we will dedicate extra resources to meet your timeline. Conversely, if you want to find “the perfect fit,” we won’t rush you; we’ll continue refining our search until you’re satisfied. One advantage of our specialised focus is that we often have viable candidates in our pipeline from day one, which can dramatically speed up hiring. We also keep the process efficient by promptly communicating feedback between you and candidates, so there are no unnecessary delays. Rest assured, we share your sense of urgency and will work diligently to fill your marketing role as quickly as possible while maintaining our high standards for candidate quality.

Our recruitment process for clients is consultative and efficient, designed to save you time while ensuring you hire the right person. Here’s a step-by-step overview of how we work with you to fill a marketing, digital, data or creative vacancy:

• Initial Consultation & Role Analysis: We start by engaging with you to understand your organisation, culture, projects, strategies, long-term plans and hiring needs in detail. This involves an initial job consultation where we discuss the job description, required skills and experience, and the goals for the role. We will also work with you to shape and position the role and job description to attract the best talent in the market. Equally important, we learn about your company culture, team dynamics and gaps, and what type of individual succeeds in your environment. If needed, we can also advise on job titles, salary benchmarks, and market availability for specific skill sets. This upfront alignment ensures we’re searching for precisely what you need.
• Talent Sourcing Strategy: We then develop a sourcing strategy tailored to the role. Because we specialise in marketing, digital, data and creative recruitment, we know where to find the best talent in this space. We tap into multiple channels: our internal database of marketing professionals, industry networks, LinkedIn and social media communities, referrals, and targeted headhunting for passive candidates. If appropriate, we’ll craft a compelling job advertisement and promote it on select platforms (often, our reach in the marketing community means we can find candidates without heavily relying on public job boards). We aim to cast a wide but precise net to attract high-quality candidates, including those not actively job hunting.
• Screening and Shortlisting: We conduct thorough screenings as applications and leads come in. We interview every candidate to assess their experience, technical skills, and accomplishments in marketing, digital, data and creative. We also evaluate soft skills and personality fit based on your shared cultural and team profile. For digital marketing and creative roles, we might probe into portfolio examples or campaign metrics the candidate has achieved; for managerial roles, we examine leadership experience. We verify key qualifications and can perform background and reference checks at this stage if required. Through this rigorous vetting, we narrow the field to a shortlist of the most suitable candidates for your role.
• Presenting Candidates: We then present you with a curated shortlist. For each recommended candidate, we provide a summary profile highlighting their background, strengths, and why we believe they’re a fit, sharing key details around their requirements for work setup and salary/package, etc. We can also share their CV and any additional notes (for example, an outline of their notable campaign results or relevant industry experience). We’ll walk you through the shortlist and answer any questions about the candidates. This saves you from sifting through dozens of CVs – we do that work for you, so you only focus on a few top contenders.
• Interviews and Coordination: Once you select the candidates you’d like to interview, we handle all the scheduling and coordination to arrange the meetings. We prepare the candidates for their interviews with you, ensuring they understand the role and your expectations. We’ll also work with you to ensure a fair feedback loop across all candidates so that the professionals you engage can take something positive and meaningful from the experience if unsuccessful. During the interview phase, we act as an intermediary for feedback on both sides. We’ll debrief you after each interview to gather your thoughts and meet with the candidate to gauge their interest and address any concerns. This two-way feedback helps prevent miscommunications and keeps the process moving smoothly. It also protects your brand, providing a positive and productive experience for the candidates involved. 
• Hiring and Offer Management: When you’ve identified the candidate you want to hire, we assist with the job offer and hiring formalities. We can help facilitate discussions around salary, start dates, and any negotiations, acting as a buffer to ensure both parties reach a comfortable agreement. Our market knowledge can be helpful here – we can advise if the candidate has other offers or what it might take to secure them. Because we maintain close contact with the candidate, we help them remain enthusiastic and committed through the offer stage and resignation process.
• Post-Placement Follow-Up: Our service doesn’t end once the offer is accepted. We check in with both you and the new hire after placement to make sure everything is going well. Your satisfaction is important to us, so we want to be sure the onboarding is smooth and that the candidate is meeting your expectations. In the unlikely event any issues arise, we’ll be on hand to support and resolve them.

Throughout this process, communication is a top priority – you’ll never be left wondering about the status of your search. We provide updates at each milestone and are always available if you have questions or priorities shift. Our goal is to make the recruitment process as hassle-free as possible for you, while delivering a great hire. Many clients find that our thorough process not only yields excellent candidates but also enhances their employer brand, because we treat all candidates professionally and convey your company’s values in our interactions. In essence, we become an extension of your team in the hiring marketplace.

Yes, we do. In fact, identifying and placing executive-level marketing leaders is a core part of our service offering. Winston Rowe Recruitment has a dedicated arm called WR Executive Search that specialises in sourcing top-tier marketing and digital marketing executives. If you’re looking to hire a senior leader – for instance, a Head of Marketing, Marketing Director, VP of Marketing, Chief Marketing Officer (CMO), or an innovative Digital Marketing Leader – we have the expertise and network to find outstanding candidates for those roles. Our approach to executive search is highly targeted and confidential. We understand that C-suite and senior management positions require a proven skill set and a leadership style and vision that align with your company’s strategy and culture. Our executive search team will work closely with your senior stakeholders to define the ideal candidate profile. We then leverage our extensive connections in the marketing industry to approach passive candidates who might not be actively looking but could be the perfect fit for your role. Focusing on precision and quality, we conduct in-depth vetting for executive candidates, including rigorous interviews and thorough reference checks, before presenting a short list. Throughout the process, we maintain discretion to protect your company’s and candidates’ privacy, which is especially critical for high-level hires. We can deliver whether you need a transformative CMO to lead a digital overhaul or a seasoned Communications Director to steer your brand messaging. Many of our executive placements have significantly impacted our clients’ businesses, which is why companies return to us for their most important hires. So, from managerial roles to board-level marketing positions, Winston Rowe Recruitment is equipped to support your hiring needs.

We can assist with hiring for virtually any role under the marketing, digital, data and creative umbrella, from junior positions to executive hires. Our specialisation in marketing and digital means we handle a broad spectrum of job titles and functions. Here are some examples of marketing roles we’ve commonly recruited for on behalf of clients:

• Digital Marketing Professionals: Including Digital Marketing Managers, Digital Strategists, SEO Specialists, PPC/Paid Search Specialists, and SEM Managers who drive online visibility and lead generation.
• Content and Social Media Roles: Such as Content Marketing Managers, Copywriters, Social Media Managers, Community Managers, and Content Creators who can build brand presence and engage audiences across channels.
• Brand and Product Marketing: Brand Managers, Product Marketing Managers, Marketing Executives and Coordinators who plan and execute campaigns, manage product launches, and ensure consistent brand messaging.
• Email, CRM, and Marketing Automation: Roles like Email Marketing Specialists, CRM Managers, Lifecycle Marketing Managers, and Marketing Automation Experts adept at nurturing leads and improving customer retention.
• Market Research and Analytics: Marketing Analysts, Insights Managers, SEO/Google Analytics Experts, and Data Scientists focused on market research, campaign analytics, and turning data into actionable marketing strategy.
• Advertising and Media: Advertising Account Managers, Media Planners/Buyers, Programmatic Advertising Specialists, and Campaign Managers experienced in managing ad budgets and multi-channel advertising strategies.
• Creative and Communications: Communications Managers, PR Specialists, Internal Communications Managers and Creative Directors/Designers within marketing teams or agencies, especially when those roles are closely tied to marketing campaigns.

From entry-level marketing assistants who support your team’s day-to-day tasks to marketing directors and CMOs who shape strategy, we can fill those positions. We work across industries, whether you’re in technology, finance, retail, healthcare, or any sector that requires strong marketing capabilities, we can find candidates who have relevant experience and industry knowledge.

If you have a niche role, don’t hesitate to ask – because we concentrate on marketing recruitment, we’re often already familiar with specialised positions (for example, a Growth Hacker in a start-up, an Affiliate Marketing Manager, or an Employer Branding Specialist in HR marketing). We love a challenge and will tailor our search to whatever specific marketing talent you need.

Choosing Winston Rowe means partnering with an agency 100% focused on marketing, digital, data and creative recruitment – we live and breathe this sector. Here are a few key reasons our clients trust us to deliver results:

• Specialist Expertise: Marketing is a unique field, and we understand its nuances. We have a strong background in marketing recruitment in the UK, so we know the skills, experience, and mindset that make a great marketer. Whether you need a data-driven SEO specialist or a creative brand manager, we speak your language and can pinpoint the talent that fits your needs.
• Extensive Talent Network: Over time we’ve built an extensive network of pre-screened marketing professionals, from rising stars to seasoned veterans. Many of our candidates come via referrals or are people we’ve placed before, which means we can often reach passive candidates not actively on job boards. This network enables us to quickly present you with high-quality candidates – often ones not accessible through general job adverts.
• Nationwide Coverage: As a marketing recruitment partner across the UK, we have reach into all major markets and regions. Whether your company is based in London, Manchester, elsewhere in the UK (or hiring remotely), we have local insights and contacts. We understand regional talent pools and salary benchmarks, ensuring you get candidates who meet your location and budget criteria.
• Tailored, Consultative Service: We don’t believe in one-size-fits-all. Our approach is to work closely with you to truly understand your business, team culture, and role requirements. We ask questions and listen – about the strategic objectives for the role, the soft skills that would complement your team, and the challenges your industry is facing. Armed with this understanding, we customise our search to find candidates who are not just qualified on paper but are an excellent fit for your organisation.
• Time and Cost Savings: Hiring can be time-consuming. We streamline the process by doing the heavy lifting – writing compelling job descriptions if needed, proactively sourcing candidates, and screening them thoroughly (so you only interview the best matches). This saves your team countless hours. Plus, our contingency fee structure means you only pay when we succeed (more on that below), giving you a cost-effective recruitment solution.
• Transparent Communication and Integrity: We operate on principles of transparency, equality, and kindness. For you as a client, this means we communicate openly and honestly. You’ll receive regular updates on search progress and feedback from candidates. We set realistic timelines and expectations from the start. And we treat every candidate and client with respect, protecting your brand reputation in the market. Our goal is a long-term partnership built on trust.
• Proven Results: Our track record includes successfully placing marketing professionals in a variety of companies and sectors. From high-growth digital start-ups to established corporations, we have helped organisations build strong marketing teams. Client testimonials indicate high satisfaction with our candidates’ quality and our service. We’re proud of the lasting relationships we’ve formed by consistently delivering value.

In short, Winston Rowe Recruitment offers clarity, warmth, and authority in our service. We care about your hiring success as much as you do, and it shows in our dedicated approach. By choosing us, you get a recruitment partner who will go the extra mile to ensure you hire the marketing, digital, data and creative talent that will elevate your brand.