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Recruiting Senior Marketers - The Stopgap Way

We know that at this end of the market every case is different, so we will create a bespoke plan for your specific senior marketer recruitment need, but this page will give you an overview of our approach

1. A full face to face briefing to clarify our understanding of:

  • The intricacies of the role itself
  • The corporate values
  • The organisational framework
  • The business and marketing vision

2. Work with you, using our industry insights to develop a detailed candidate brief and sourcing plan including:

  • The role profile
  • Skills and experience needed
  • Possible candidate background
  • USPs of the role and the company
  • Remuneration details; working with you to create a compelling package

3. Instigate a targeted candidate sourcing plan

At no additional charge, and covering:

  • Advertising – both on the Stopgap website (16,000 unique visits per month) and selected third party sites such as Brand Republic, Guardian Jobs and LinkedIn
  • Social media –broadcast via twitter, LinkedIn company and group pages, the Stopgap newsletter and blog
  • Networking – As marketing recruitment specialists for over 20 years, we are heavily networked in the marketing community, with the ability to approach diverse candidates via referrals and recommendations
  • Database search – our database holds 150,000 candidates with searchable skills level, seniority and interview notes. We have the ability to identify and contact both active and passive job seekers who have ‘grown up’ with us

4. Evaluate our candidate shortlist

We will personally meet and screen every candidate prior to presenting to you, creating bespoke interview questions to assess:

  • Skills, experience and competencies
  • Personality fit, aspirations and motivations (also using our bespoke character analysis tool)
  • Leadership skills

5. Present you the very best candidate shortlist

  • Including a ‘nutshell’ and our rationale behind selecting them
  • Covering the pros and cons of each candidate
  • Including a personal statement from each candidate

6. Manage the interview and selection process

  • Acting as an intermediary and objective third party throughout
  • Debriefing the candidates after interview
  • Understand and manage the candidate’s motivation and aspirations throughout
  • Actively participate in finalising the details of the package and keep the chosen candidate motivated and engaged at every step, to bring the appointment to a successful conclusion

7. Maintain your employer brand reputation

  • Managing the expectations of all candidates, debriefing those that are unsuccessful at every stage
  • Presenting your business professionally in everything we say, do and present externally

8. Follow-up care

  • Support the candidate through resignation and onboarding
  • Follow up with the candidate and client to ensure the appointment is positive


Give us a call!Give us a call

If you’re looking for a senior marketer to join your team, we’d love to talk you through how we can help. Give us a call on 020 8332 7656 and we’ll put you in through to the right expert. Or you can brief us online for role at Marketing Director level and above.


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> Our services
> Permanent recruitment
> Freelance recruitment
> In-house talent support
> Graduate recruitment
> Employer branded advertising

Meet the experts:

Caroline Hawker

Lead Consultant

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Jacqueline Evans

Divisional Head

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Claire Owen

Leader of Vision & Values

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Jackie Pinfold

Lead Consultant

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Kate Boston

Lead Consultant

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