talent
top marketing
with
We match businesses
We apply our superpower -
results, not just fill positions.
truly drive
– to find people who
and deep marketing
a mix of HR methods
expertise
We find the marketer that fits your business model.
The right marketer for your business
Why clients trust us
We understand industry specifics: we don’t confuse SMM with content or mix up product marketers with leadgen pros. We’re for those who want a real solution – not just a person for the role.
95%
of hires stay for over a year
100+
roles successfully filled
6+
years hiring marketing professionals
If it’s not the right fit - we’ll replace them.
Guaranteed result
We help with integration, onboarding, and retention.
Onboarding & motivation
Only relevant, pre-vetted candidates. No piles of CVs.
Save time
We dig into thinking, motivation, and how people solve problems.
CVs aren’t everything
We define the ideal candidate based on your goals, stage, and team.
A clear profile for your business
step by step
Stress-free hiring,
Trusted by
Our case studies
We’ve delivered dozens of cases across different industries – each built around real business goals and a tailored approach.
Frequently asked questions
No matter which plan you choose, you’ll always get our core strength: a mix of HR approach and marketing expertise. We know exactly who you need and we’ll find someone who delivers results.
Flexible pricing plans
Custom test task design and in-depth review
Search by precise filters: region, industry, language, experience
KPI and motivation setup
Offer and probation success criteria
Headhunting and outreach via closed networks
Hiring for strategic, rare, and C-level roles
Includes:
90-day replacement guarantee
Fully customized hiring for strategic roles – top management, rare, or highly specialized profiles.
Executive Search
From 20% of annual salary
90-day replacement guarantee
Success criteria for probation period
Offer preparation for the finalist
KPI and motivation system tailored to the role
Custom test assignment design and evaluation
Candidate sourcing and vetting (hard & soft skills)
Job description & posting
Includes:
Want to minimize hiring risks? We enhance vetting, build in motivation, and extend the result guarantee.
Advanced
150% of monthly salary
45-day replacement guarantee
Success criteria for probation period
Offer preparation for the finalist
KPI and motivation system tailored to the role
Custom test assignment design and evaluation
Candidate sourcing and vetting (hard & soft skills)
Job description & posting
Includes:
Best when you need a strong specialist without complex multi-stage vetting – but with reliable screening and a quality guarantee.
Basic
100% of monthly salary
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Launched a system of career tracks and regular skill assessments
Created individual development plans and selected external training providers
Developed a competency framework and role-by-role matrix
Assessed current team competencies and identified growth areas
Learning & development
- CTO with strong tech and product vision
- Head of Partnerships
- Investment Analyst with editorial background
- Head of Content
Also hired:
Closed key roles for the new strategy - including a Head of Marketing with experience in HNWI audiences, strategic thinking, and digital expertise
Recruiting
Analyzed competitors and identified best practices
Conducted a full strategic audit of marketing and delivered clear recommendations for restructuring the model, roles, and team
Audit & strategy
03
02
01
What we did
The collaboration continues in a long-term support and advisory format
Introduced a full-scale internal development system
Increased engagement and established a culture of trust and growth
Rebuilt the marketing function to fully align with business strategy
Assembled a team of key experts with strong fit across tasks, values, and pace
Results
Profiles were complex: a rare mix of strategic thinking, investment fluency, digital expertise, and strong cultural fit was essential
Hiring required looking beyond familiar markets and standard candidate pools
No unified marketing model; unclear role of marketing within the business
Challenges and barriers
Set up an internal development and training system to support long-term growth
Build a new operating model: roles, structure, communications
Identify barriers to growth: within the function, positioning, and team
Conduct a strategic audit of the marketing function and its role in the business
Find and hire key specialists aligned with the new model
Context and objectives
Movchan’s Group is an international investment company managing funds and individual portfolios for high-net-worth clients. The company approached us with a request to restructure its entire marketing function - from strategy and team to internal development systems. We guided them from deep audit to building a new team and launching a training system that supports long-term quality and performance.
How we restructured marketing at Movchan’s Group and built a high-performing team
Created a warm lead base and launched email communications to continue audience engagement
1,124 registrations for webinars and events, with 65% attendance rate
Built a scalable acquisition model that served as a foundation for future campaigns
849 leads generated for programs priced at $3,000+
CTR increased 5.5× - from 0.44% to 2.53%
Results
Focused on direct sourcing and recommendations - no broad listings or mass screening
Collaborated with the client to define role profiles and expectations
Built a process that delivered short, targeted shortlists with strong cultural and skill alignment
In cases where the market was tight, helped adjust compensation packages or offer non-financial motivators to keep quality high
Maintained close communication with the client team to quickly adapt profiles to market conditions
Fully supported the candidate experience through offer and onboarding
06
05
03
04
02
01
What we did
Every hire had a direct impact on ongoing product launches and business processes
The team already operated at a fast pace - new hires had to integrate quickly and keep up
Candidates had to align not only on experience, but on soft skills and communication style
All roles required hybrid work with regular presence on campus - limiting candidate availability, as many preferred remote formats
Challenges
Ensure quick onboarding without slowing down the team or business timelines
Hire mature, independent mid/senior-level professionals capable of owning directions
Strengthen the marketing function without burdening internal HR
Context and objectives
Skolkovo Business School is a leading private business school. Our partnership began in 2021, when we joined as an external marketing team. 3-4 of our specialists worked full-time on the client’s projects - helping launch products on time without the delays of internal hiring. Later, we were invited to recruit and build the in-house team. Over a year, we assembled a group of 8 mid- and senior-level marketers precisely matched to the school’s goals, pace, and team culture. Our collaboration continues today - nearly five years strong.
From external team to in-house hires: how we scaled marketing for Skolkovo Business School
Fully integrated into the team: built a go-to-market strategy and assembled a scalable marketing function
Closed the CMO role in 5 weeks
Candidate brought fintech background, MENA experience, and strong operational expertise
Results
Shortlisted and interviewed candidates with relevant backgrounds
Ran a direct search via closed communities and international recruitment channels
Defined the ideal candidate profile together with the founder
Managed the offer and onboarding process
Assessed market knowledge, motivation, leadership style, and language fluency
05
03
04
02
01
What we did
The search was conducted under NDA and without public job postings
Needed a mix of strategic thinking and operational flexibility
Narrow talent pool with relevant experience in fintech and MENA markets
Challenges
The candidate had to be hands-on: from strategy to execution
Fluent English was a must
Required experience with fintech products and understanding of the regional landscape
Hire a CMO to lead market entry and growth in Dubai
Context and objectives
A fast-growing fintech company entering a scaling phase needed a CMO to build marketing from the ground up – with a focus on English-speaking B2B markets across the MENA region. We helped them find a strong candidate who matched all the key requirements - from fintech expertise to cultural fit.
Placed a CMO for a fintech company in the UAE market
Marketing started functioning as a standalone unit – with a clear focus on growth and performance
The selected candidate adapted successfully and was later promoted to Head of Marketing
A basic KPI and motivation system was implemented
Results
After the hire:
- Helped design the motivation system
- Introduced a performance evaluation model
Found a team lead with relevant background, product understanding, and willingness to take on operational work
Defined a clear candidate profile and ran a targeted direct search
03
02
01
What we did
Important to lay the foundation for a more structured, growth-focused marketing function
Needed a team lead with fashion experience and a hands-on approach
No dedicated marketing lead in place
Context and objectives
STUDIO29 is a well-known fashion brand with a retail network. Before we stepped in, marketing wasn’t a dedicated function - tasks were distributed across the team and managed by the executive director. The company needed someone to bring everything together: a specialist capable of handling both analytics and creative processes.
Hired a marketing team lead for fashion brand STUDIO29
As a result of integrated marketing efforts and growing brand awareness, sales increased by 53% in just 3 months
A structured marketing strategy and process were implemented
Lead generation from digital channels was launched and systematized
Social media presence was aligned with the brand and strategy
Results
Recruited and onboarded a full-time in-house marketer
Built a lead generation system from scratch and implemented end-to-end analytics
Launched thought leadership content across relevant media platforms
Built an internal event calendar and integrated it into the team's workflow
Segmented the target audience and defined key product messages for each group
Developed marketing and communication strategies
06
05
04
03
02
01
What we did
Parallel objective: build internal marketing capability - strategy, processes, and team
Goal: enter the B2B market and create demand from business clients
Product: EV charging stations
Context and objectives
TOUCH is a manufacturer of EV charging stations. The team approached us with two key tasks: launching B2B sales and building an internal marketing function from the ground up. We covered everything from strategy and positioning to hiring and revenue growth.
How we helped TOUCH launch B2B marketing and hire an in-house marketer
Client: a reproductive health clinic. Initially filled a marketing role, then later performed a replacement.
Result: replacement handled smoothly - the second candidate was a strong fit.
ART ECO - marketing hire with follow-up replacement
Client: Golos Goroda - an immersive urban audio-performance project. The search was for a team lead who could balance creative storytelling with structured marketing.
Result: candidate successfully integrated and now leads project marketing.
Golos Goroda - hiring a marketing lead for a cultural audio guide project
Client: Tower Group, a real estate agency. They needed an independent marketer to build out marketing operations.
Result: position filled, candidate onboarded and performing. Client satisfied with the result.
Tower Group - targeted marketing hire for a real estate agency
Other recruitment cases
Client: international Chinese language school. First, we filled a team lead role in marketing; later, the client returned for a second hire at the mid-level.
The selected candidate adapted successfully and was later promoted to Head of Marketing
China Campus - two successful marketing hires