For employers
See the full market before you hire
We help businesses appoint sales and marketing professionals through advertising, mapping and full market search. The right route depends on two things: whether there is a definite need and how widely available the person is likely to be.
Route strategy
Not every appointment needs a full search
1. Is there a definite need?
A full search is for a confirmed appointment. The business intends to proceed when the right person is identified. It is not for a role that remains a nice-to-have or a situation where the business might hire if somebody happens to come along. A search process requires a commitment on both sides.
Route A
Yes. We need to make this appointment.
The need is established. The next question is how widely available the right person is likely to be.
Route B
We may hire if somebody particularly relevant comes along.
There is little point putting a full search around a nice-to-have. Tell us what might interest you and we will keep you posted if somebody relevant comes to our attention.
See who's registered recently2. How widely available is the person you need?
Could a broad range of people fulfil the role well, or does success depend on finding a particular combination of experience, judgement and commercial understanding? Specific does not necessarily mean senior. A role can be difficult to fill at any level.
Option 1 · Standard demand
A broad range of people could fulfil the role.
A clear advert and a properly managed response may give you enough choice. You do not need to commission a full market search when a more straightforward process will do the job properly.
Discuss advertising supportOption 2 · High specificity
We need a more particular combination.
Waiting to see who applies may leave too much of the market unexplored. A full search identifies the relevant market, approaches people directly and gives you a clearer view of who could fulfil the role.
Discuss a full market searchMarket composition
Who is in the market?
People sit at different stages of readiness. Their current search activity affects how visible they are. It does not determine how valuable they could be to your business.
01
Already looking
They know what they want next and are actively pursuing it. They may be highly informed, clear about their priorities and ready to engage.
02
Interested but time-poor
They want to move but do not have the time or attention to search through adverts, interpret job descriptions and research unfamiliar businesses. They are in the market. They may not be visible in it.
03
Open to the right opportunity
They are not actively searching, but they would consider a move with the right business, role and circumstances. That interest may only emerge through a relevant conversation.
04
Not making the connection yet
Their experience may transfer into the role, sector or business, but they may not recognise that from an advert. Sometimes another person needs to make the connection.
The relevant market is wider than the people who apply.
How it works
From the whole market to an accepted offer
We agree the brief with you first. Then every person in the market is measured against it, one requirement at a time.
Every client gets a private link to a live board like this one. Watch your search move whenever you like, without chasing for an update.
Everyone in the market who could plausibly do the job.
A live search portal, as each client sees it. Thirteen anonymous professionals start in the market. The brief asks for IT marketing experience, five years or more in B2B, web optimisation, experience of moving a business from a traditional to a technical offering, and a fit with the salary range. Each requirement removes people until four remain on the shortlist. Those four have a screening call with MRKTSEARCH, then a client interview. One receives an offer and accepts it.
Advertising friction
An advert asks the individual to do most of the work
They have to see it, recognise its relevance, interpret the specification, research the business and decide that it deserves an application. They have to do all of that before a conversation has taken place.
Sales and marketing roles make this harder. Titles vary. Responsibilities vary. Commercial expectations, earning potential, leadership, product, market, culture and growth stage all affect whether the role is relevant. An advert can communicate only part of that.
For an application to happen, someone must:
- 1See the advert
- 2Understand the role
- 3Recognise the connection
- 4Have time to investigate it
- 5Feel sufficiently interested
- 6Decide to apply
No application does not always mean no interest.
Our method
Consensus Clarity Completion®
The decision to hire has already been made. Our method begins by agreeing what the business is going to search for.
Consensus
Align your stakeholders
We bring the relevant perspectives together.
We agree what the appointment must achieve, who we are going after, where the business can remain open and what cannot be compromised.
Different internal views are dealt with before they become different interview decisions.
Clarity
You can see what is happening
We show you the market explored, the people approached, the level of interest, the questions being raised and the barriers affecting engagement.
You get a private link to your own live search portal, so you can watch the search in motion.
Shortlist information is presented with context, not reduced to a CV.
Completion
We continue through the agreed market
We do not stop because several plausible people have appeared. If the evidence suggests that the brief, proposition or expectations need to change, we say so.
The search continues with evidence, not hope.
Market perception
The search can tell you more than who might take the job
Every direct conversation creates information. It can show how people know your business, what they assume about it, what interests them and what gives them pause.
That information can be gathered consistently while the search is taking place and reported back as a temperature check of your employer brand and opportunity.
Add a structured market-response report to your search. The responses can identify patterns around reputation, salary, flexibility, location, leadership, progression, role design and how the opportunity is being communicated.
An advert can tell you how many people applied. Direct conversations can tell you why people did or did not engage.
Questions consistently tracked
- What did you know about the business before we contacted you?
- What impression did you have of it as an employer?
- What shaped that impression?
- Which parts of the role attracted your attention?
- How does the opportunity compare with others in the market?
Engagement options
Ways to work with us
Full Market Search
For a confirmed appointment where the business needs to explore the relevant market properly.
Talent Mapping
For businesses that need to understand who is in the market before beginning a full appointment process.
Advertising Support
For broader requirements where a clear advert and a properly managed response may be sufficient.
Speculative Introductions
For businesses without a confirmed need that still want to hear when somebody particularly relevant comes to our attention.
Clarity Before Commitment
For businesses that know there is a commercial gap but need to understand the requirement before deciding what to hire.
Start the conversation
Start with the need
Tell us what the business needs, how definite the appointment is and how widely available you think the right person might be. We will tell you which route makes sense.
Sales and marketing appointments across Northern Ireland, GB and ROI.
Prefer to talk? +44 7377 786809