🌟Spotlight: Redimeer's Kerry Thompson - Senior Marketing Recruitment Consultant 🌟

We're thrilled to shine the spotlight on Kerry Thompson, a seasoned professional in the realm of marketing recruitment. With a track record of connecting top-tier talent with leading organizations, Kerry brings a wealth of expertise and a passion for fostering winning partnerships. From devising innovative recruitment strategies to cultivating strong candidate-client relationships, Kerry consistently goes above and beyond to ensure unparalleled success. Find out more about her approach below!

1.    What ignites your passion for building high-performing marketing teams?

As a Marketing Recruitment Consultant, my passion for building high-performing marketing teams is fuelled by the dynamic and ever-evolving nature of the marketing landscape.

The challenge of identifying and attracting top-tier marketing talent excites me. Marketing is a multifaceted field, and finding individuals who not only possess the right skill set but also align with the company's culture and values is a rewarding puzzle to solve. Working with creative marketing individuals adds an extra layer to match them with the correct business.

Secondly, the opportunity to contribute to the growth and innovation of businesses is a driving force. A high-performing marketing team can elevate a brand, drive revenue, and establish a strong market presence. Knowing that my role in assembling such teams directly impacts a company's trajectory and success is incredibly motivating.

2.    Describe what makes an ideal marketing candidate?

Identifying the ideal marketing candidate involves considering a combination of skills, traits, and experiences that align with the specific needs of the employer and the demands of the marketing industry.

Some of the specifics I look for when sourcing for a marketing candidate:

• Relevant Education and Qualifications

• Industry Knowledge

• Digital Marketing Expertise

• Creativity and Innovation

• Communication Skills

• Analytical Skills

However, what stands out the most for me, is a proven track record of success. Track record of achieving measurable results in previous marketing roles, whether it be increased brand awareness, lead generation, or revenue growth with a goal-oriented focus on achieving key performance indicators (KPIs).

3.    Tell me about a time you had to adapt your recruitment strategy to secure a critical marketing hire. What was the challenge, and how did you leverage data insights to pivot?

This is where the fun begins!! I have faced many challenging hires over my career but one that springs to mind, was when I was securing a critical product marketing hire with expertise in emerging trends for a SaaS business launching in the UK. The initial strategy using traditional channels fell short. I had my eye on some candidates that were not engaging with me and so to adapt, I sent them videos and screen grabs of the company, JD and more information about me and Redimeer. This caught the attention of my unicorn candidate who began the lengthy process of interviewing with this client.

Due to the unique nature of this software and the exciting launch into the UK, the client was very specific on the style of candidate they wanted. Even though this candidate was perfect, I had to leverage data insights to identify why this candidate met the niche requirements and reassurance to the client on skill shortage in this field.

This altered approach led to the successful hire of a pivotal Product Marketing Manager hire who I believe in the client’s own words, “She is a Diamond!! 💎”

4.    Beyond your expertise in resume analysis, what's your secret weapon for uncovering hidden gems?

100% my network. I spend time focused on creating my own engaging content, producing advice pieces, and growing my marketing network so that when I reach out, candidates are already aware that I am a specialist. Most of my successful hires have come from headhunting those hidden gems, so it is important that my brand already speaks for itself.

5.    Collaboration or competition? How do you foster a culture of teamwork within?

To foster a culture of teamwork within marketing teams, it's crucial to balance collaboration and competition. During screening and the recruiting process, I make sure to understand the culture of the business and the already existing Marketing team to match with the candidates. The candidate needs to be able to emphasise shared goals, have open communication, and be on board with both individual and team achievements for a successful team experience. While healthy competition can drive individual performance, a culture of collaboration is essential for the long-term success of marketing teams.

6. What's your go-to resource for staying ahead of the curve in the ever-evolving marketing landscape?

My biggest go-to resource is my candidates. Learning about their ever-changing responsibilities, achievements and how they are impacting their company’s growth through marketing, helps me to understand the industry better. Having a network of marketing specialists provides some very interesting and insightful reading where I learn a lot about the marketing landscape. Aside from that I do my best to keep up-to-date with marketing blogs, salary trends and business updates with my core specialism of Fintech and SaaS companies.

 7. Finally, if you could sum up your approach to marketing recruitment in a sentence, what would it be?

My marketing recruitment strategy revolves around strategic sourcing, fostering genuine connections, and leveraging a deep understanding of industry trends to match top-calibre candidates with organisations, ultimately driving mutual success and growth.

If you're looking for your next marketing hire, or looking to take your career to the next level, get in touch with Kerry Thompson today.

#MarketingRecruitment #TalentAcquisition #IndustryLeadership