Recruitment and selection for marketing, digital and tech

Finding a good marketer, developer or AI specialist is hard. Not because they don't exist, but because as an employer it is difficult to judge who really masters the craft. A CV full of tools and a strong interview say little about how someone sets up a campaign, develops a webshop or builds a data model.

That is where Brandable is different. We are not a classic recruitment agency: we work in marketing, e-commerce, design, development and AI every day. We know what a good paid search specialist does differently from an average one, how to recognise a strong e-commerce manager and which questions quickly expose a weak developer. We use that expertise when searching, selecting and assessing.

How recruitment and selection works with us

1. Intake about the role, not just the vacancy. We discuss what someone needs to achieve in the first year, who they work with and what knowledge is already in your organisation. The role often turns out to differ from the job ad.
2. Profile and approach. We create a sharp profile: what experience is needed, what is a bonus and what is not. We decide where candidates are: in our network, through targeted outreach or through a campaign.
3. Search and outreach. We use our network of specialists we have worked with, approach people directly and use recruitment marketing where needed.
4. Expert selection. We run the content interviews ourselves, often with a practical case. You only meet candidates we are convinced of, with an honest view of strengths and weaker points.
5. Interviews, offer and start. We guide the interviews, help with the offer and stay involved after the start.

No cure no pay

You only pay when someone actually joins your company. If we cannot find the right person, it costs you nothing. That keeps us sharp: we would rather present two good candidates than ten doubtful ones.

Work together first, then hire: trial placement

Not sure yet whether someone fits, or want to start quickly while you look for certainty? A candidate can first work with you as a freelancer or interim specialist. If it works for both sides, they move to a permanent role. You see someone at work before signing a permanent contract.

Which roles

• Marketing and e-commerce: marketing managers, e-commerce managers, online marketers, paid search and SEO specialists, social media and content marketers, email marketers
• Branding and design: brand specialists, (web) designers, UX/UI designers
• Development and tech: front-end and back-end developers, Shopify, WordPress and HubSpot specialists, developers for technology companies in the Brainport region
• AI and data: AI specialists, data analysts, BI and dashboard specialists
• Projects and process: project managers, lean six sigma professionals, recruitment marketers

Don't see your role? Just ask. If it falls outside our field, we will tell you honestly.

Why outsource recruitment and selection?

• Time: a good recruitment process easily takes dozens of hours of searching, screening and interviews, time taken away from your own work.
• Reach: the best specialists rarely respond to job ads. They already have a job and need to be approached directly.
• Assessment: without expertise it is hard to judge whether someone can really do what they claim. A bad hire costs far more than the recruitment itself.
• Speed: an open vacancy costs money because work stays undone and your team has to absorb it.

What to look for in a recruitment agency

• Does the agency know the craft? Ask how they assess candidates on content, not how many CVs they have.
• How many candidates do you get? Many CVs is not quality. A few well-supported proposals are better.
• What if it doesn't work out? Ask what happens if someone leaves quickly.
• Honesty about the market: a good agency tells you when your expectations about profile, salary or speed are unrealistic.

Frequently asked questions

What is recruitment and selection?

Recruitment is finding and approaching suitable candidates; selection is assessing them and choosing the best. A recruitment agency takes over (part of) that process.

What does recruitment and selection cost?

A fee is common, either as a percentage of the annual salary or a fixed amount. We work on a no cure no pay basis: you only pay when someone joins your company. We discuss what it costs in your situation during the intake.

How long does a recruitment process take?

It depends on the role and the market. For specialist profiles it often takes weeks to a few months. If someone needs to start sooner, a freelancer or interim specialist can bridge the gap.

Do you recruit for permanent roles?

Yes. Recruitment and selection is meant for permanent roles. For temporary work we look at freelance or interim.

Can someone work with us temporarily first?

Yes, through a trial placement: someone starts as a freelancer or interim specialist and can then join permanently.

Do you only recruit in Eindhoven?

We are based in Eindhoven and know the Brainport region well, but we recruit for organisations across the Netherlands.

More about placement at Brandable

• Temporary staff: extra capacity or expertise for a while
• Hiring freelancers: specialists for a defined assignment
• Interim specialists: someone temporarily taking over a role
• Interim marketing manager
• Interim project manager
• Hire a developer: including tech in the Brainport region
• Recruitment marketing: making sure the right people find you

Looking for a new colleague?

Tell us which role you want to fill and what the person needs to achieve. We think along honestly about profile, approach and feasibility.

Get in touch or book a free strategy session.