Role search
Get a Digital Marketing Manager who can own lead generation automation workflows. Also called digital marketing manager
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: The Digital Marketing Manager functions as the technical operator of your demand generation engine. You need a professional who can configure automation tools like HubSpot or Marketo to capture and nurture leads effectively.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Digital Marketing Manager
- digital marketing manager
The judgment call
What this hire really comes down to
The Digital Marketing Manager functions as the technical operator of your demand generation engine. You need a professional who can configure automation tools like HubSpot or Marketo to capture and nurture leads effectively. This individual manages the daily campaign calendar and ensures that every dollar spent on media or content translates into trackable results. The hire succeeds when the connection between marketing activities and sales pipeline becomes automated and transparent.
Your decision here involves choosing between a strategist and a tactical manager. A strategist focuses on broad brand awareness and market positioning. You need a manager who prioritizes operational setup, landing page performance, and email cadence. They must hold the technical knowledge to troubleshoot integration issues between your CRM and marketing platform. This role defines the difference between simply spending your budget and systematically scaling your reach.
What we check
What we check before you see anyone
- We verify technical fluency by requiring candidates to explain how they set up lead scoring workflows in their last role. We look for concrete examples of how they fixed broken data syncs between marketing automation tools and your CRM systems. This includes checking their ability to map custom fields across platforms so that your sales team receives accurate data on prospect intent.
- We assess their reporting methodology by asking how they calculate lead velocity and conversion rates. We disqualify anyone who relies on vanity metrics like clicks or impressions instead of qualified opportunities and revenue attribution. Candidates must show us exactly how they isolate the influence of a single campaign on a closed-won deal.
- We confirm their ability to manage a production calendar by reviewing past campaign plans. We look for evidence that they can prioritize high-converting channels while managing the specific deadlines of agencies and internal stakeholders. They need to demonstrate a process for tracking every project status and ensuring no campaign launch slips through the cracks.
- We examine their approach to content and media deployment by asking how they measure landing page testing results. We confirm they understand the technical requirements for tracking pixels and UTM tagging across different digital properties. We check that they know how to identify why a page has high traffic but zero conversions.
Sourcing
Where we find them
We source candidates from mid-sized companies where they functioned as the sole marketing practitioner or a key technical lead. These professionals have hands-on experience configuring automation platforms and troubleshooting integrations. They often move to new roles because they want more control over the technical stack or the ability to manage a broader set of campaigns than their previous position allowed.
Another pool consists of experienced agency consultants who have specialized in execution for multiple client accounts. These candidates possess a high degree of familiarity with various software configurations. They seek new opportunities when they decide to move from an external advisory model to a deep-dive, singular focus on one brand and its internal growth goals. They bring a distinct perspective on efficiency, often treating your internal systems with the same rigour they applied to their former diverse client portfolio.
Where searches go wrong
Mistakes we see
- Hiring a manager who creates complex brand guidelines or long-term content strategies without having a technical lead generation system in place. This results in beautiful assets that fail to capture or nurture prospect data because the backend forms and database triggers are not properly configured.
- Selecting a candidate who lacks direct experience with your specific automation suite. Expecting a Marketo expert to learn a different platform while simultaneously running high-volume campaigns slows down your marketing output and increases error rates that directly impact your lead volume.
- Failing to define which metrics signal success before the manager begins. You see companies blame the candidate for poor results when the underlying issue was a lack of clear tracking parameters at the start of the engagement, leading to months of wasted ad spend.
The search
How the Digital Marketing Manager search runs
- First, we define your current technical stack and the primary tools this person must operate. We determine if your primary challenge is fixing broken automation, managing an existing agency, or scaling the volume of your active campaigns. This allows us to filter for specific platform certifications and experience levels.
- Second, we review candidate histories for specific projects involving CRM integration and lead flow configuration. We look for people who prioritize clear documentation of their processes so your internal team understands the system setup. We bypass candidates who only possess theoretical knowledge.
- Third, we facilitate interviews focused on actual technical problem-solving. We ask them to describe a time they diagnosed a drop in lead quality and the specific steps they took in the software to identify the root cause and repair the lead lifecycle.
Questions
Does this role include brand design or graphic services?
A Digital Marketing Manager focuses on the mechanics of campaign execution and data reporting. You may still need an external designer or agency for high-end creative assets.
Can this person manage my existing marketing agency?
Yes. This manager acts as the technical lead who briefs your agency and ensures their output aligns with your CRM and lead qualification standards.
What software should this person know?
They must have proficiency in your specific marketing automation platform and its integration with your CRM. We filter candidates based on their experience with your exact tech stack.
Is there a fee to start the search?
No upfront fee. You pay only if you hire.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.