Growing a business is about people. Especially in marketing.
Results in marketing aren't pretty slides or reports with upward graphs. They're the daily decisions of real people: media buyers, performance marketers, analysts, e-commerce specialists.
At SIRKA, we help clients strengthen their teams through precise hiring of marketing professionals.
And yes – we're not a recruiting agency.
We hire for companies we already run marketing for. Which means we understand their business not from a five-page brief, but from the inside. So we don't look for "a person for a vacancy" – we look for someone who will actually make the marketing stronger and help the business grow.
Why recruiting is better left to practitioners
Most HR agencies work the classic way: list of requirements → search → candidates.
In marketing, that doesn't work. You can nail an interview – and still deliver zero results on the job.
We live in ad accounts, analytics, funnels, and hypotheses every single day. So we figure out pretty fast: who actually knows how to deliver – and who just talks a good game about "scaling" and "growth hacking."
As they say, it takes one to know one. And with marketers, it's even faster.
How the hiring process works
We built the process so clients spend as little time – and nerves – on it as possible.
1. We define the task
Since we already work with the client's marketing, one meeting is usually enough. But sometimes those meetings stick with you.
One example: a client wanted a "cutting-edge digital specialist"… of pre-retirement age. The reasoning was bulletproof: "no nonsense left in the head, but plenty of focus." We gently explained that we don't discriminate by age or gender – and that finding this particular hybrid is nearly impossible. We landed on a reasonable compromise, and that person has been on the team for two years now.
2. We search and interview
We handle the whole process: sourcing, screening, interviews, checking real cases. The client doesn't spend a minute on this stage.
Sometimes a position closes in a day. Other times – like with a retention manager we searched for three months – you start wondering if they exist as a biological species at all.
On average, we close a role in 2–3 weeks. Though it depends on how exotic the "unicorn" the client is after.
3. Final selection
The client only joins at the final stage and picks from the best. But even when everything is perfect – there's always the "cucaracha" factor.
A real case: a web analyst clears every stage, accepts the offer, gets access set up, an onboarding plan, even a profile picture in the team chat. And 20 hours before day one – he vanishes. Reason: "personal circumstances I can't discuss." Eight months later, the same person reappears in our orbit – with new work experience covering exactly that period.
After that, we made a rule: offer accepted → we check in every few days until the first day of work. Works better than trusting people.
Case study: international logistics specialist for an e-commerce project
Our favourite kind of task: "Find a unicorn."
The client needed an international logistics specialist who: had experience with Shopify, understood DTC and international logistics, had worked across the US and Europe, came from e-commerce, spoke strong English – and wasn't expensive.
Sounds like an impossible mission.
We reviewed around a hundred CVs, ran 11 interviews – and found someone who checked every box. The position closed after a single interview with the client. We wrapped it up in 18 days. The specialist has been on the team for over a year.
Yeah, moments like that are genuinely what makes this work fun.
