DTC Recruiting to Go: How We Hire Marketers for the Client's Team

Business Growth is About People. Especially in Marketing

Marketing results are not about beautiful slides or reports with upward graphs. They are the daily decisions of specific people: media buyers, performance marketers, analysts, and e-commerce experts.

At SIRKA, we help clients strengthen their teams through targeted hiring of marketing specialists.

And yes: we are not a recruiting agency.

We hire for companies whose marketing we already manage. This means we understand their business from the inside, not from a five-page brief. Therefore, we don't choose a "person for a vacancy" – we choose a person who will actually strengthen marketing and help the business grow.

Why You Should Leave Recruitment to Marketing Practitioners

Most HR agencies work traditionally: a list of requirements – search – candidates.

In marketing, this doesn't work.

One can pass an interview perfectly – and still deliver zero results in actual work.

Every day we live in ad accounts, analytics, funnels, and hypotheses.

That is why we quickly understand who really knows how to deliver results and who just talks beautifully about "scaling" and "growth hacking."

As the saying goes, birds of a feather flock together. And marketers spot each other even faster.

How We Select

We built the process so that the client saves maximum time and nerves.

1. Defining the Task

Since we already run the client's marketing, we need just one meeting. But sometimes these meetings are remembered for long.

For example, a case: a client wanted a "super-modern digital specialist"… of pre-retirement age. The argument was ironclad: "no more nonsense in the head, but plenty of patience."

We had to gently explain that we do not discriminate by age or gender – and finding such a hybrid is almost impossible.

Finally, we found an adequate compromise – and the person is in the team for the second year.

2. Search and Interviews

We handle the entire process: search, screening, interviews, checking real cases. The client spends zero time at this stage.

Sometimes a vacancy is closed in a day. And sometimes – like with a retention manager we sought for three months and started doubting if they even existed as a biological species.

On average, we close a position in 2–3 weeks. But this, of course, depends on what breed of "unicorn" the client is hunting for.

3. Final Selection

The client joins only at the final stage to choose from the best. But even when everything is perfect – there is always the "cockroach" factor.

A real case: a web analyst passes all stages, accepts the offer, gets accesses, onboarding, and an avatar in the chat ready. And 20 hours before the start, he vanishes. The reason: "personal circumstances I cannot discuss." Eight months later, this same person appears on our radar again – with new work experience precisely from that period.

After that, we got a rule: offer accepted – maintain contact every few days until day one. Works better than faith in humanity.

Case Study: International Logistician for an E-commerce Project

Our favorite type of task is "Find a Unicorn."

The client wanted an international logistician who: worked with Shopify, understood DTC and international logistics, had US and EU experience, came from e-commerce, spoke good English… and cost cheap.

Sounds like an impossible mission.

We screened about a hundred resumes, held 11 interviews – and found a person who met all requirements. The vacancy closed right after the first interview with the client. It took 18 days. The specialist has been with the team for over a year.

Yes, moments like this are pure joy in work.

SIRKA-Level Specialist Selection Principles

Over 3 years and 90+ closed vacancies, we formed an approach that actually works. We care not only about "strong" specialists – but also about those who are sane and resilient.

We Start with Business Goals, Not Resumes

E-commerce varies. Selling furniture and selling cosmetics are both e-commerce, but they are like a Pomeranian and an Afghan Hound: both are dogs, yet living with them is entirely different.

We Look at Real Cases

Sometimes, reading a resume makes you want to launch a course on "how not to look like a genius with no experience." So we care not about what a person wrote about themselves, but what they actually did and with what result.

We Check Strategic Thinking

It's important not only "what they can do" – but how they make decisions. And even more importantly: when they realize a decision is better NOT made by themselves.

We Consider Team Compatibility

A strong specialist sometimes doesn't fit in simply because of "the wrong speed." This is neither good nor bad – it just needs to be considered in advance.

Targeted Selection, Not a Flood of Resumes

We don't bombard the client with dozens of candidate resumes. We show only those we are proud of.

When This is Especially Relevant

Recruiting through us works best if the company:

• scales its marketing and needs people with growth experience
• strengthens the digital team for a specific task
• seeks a rare specialist whom traditional HRs simply won't find
• expands into international markets
• wants a strong manager or performance specialist who will deliver results right away

Not our client yet, but looking for a specialist?

Tell us about the task via the form in the "Contacts" section: no ten-page briefs, no formalities. Just the role, the team, and the desired outcome. We are likely already acquainted with the person you need.