Marketing Recruitment
Marketing Recruitment That Drives Revenue
Not just "marketing hires." Revenue-focused marketers who understand pipeline, attribution, and growth — vetted by people who've built marketing teams, not just recruited for them.
Trusted by 60+ SaaS and tech companies across ANZ
The CFO wants attribution.
The CEO wants pipeline.
The board wants growth.
A bad marketing hire delays all three.
3–6 months of stalled campaigns, wasted budget, and lost momentum.
The Problem
Most Marketing Hires Don't Move the Needle
–Marketing is one of the hardest GTM functions to hire for — because the role spans creative, analytical, and commercial. A growth marketer, a brand strategist, and a product marketer are fundamentally different hires, but they all show up as "marketing" on a job board.
–The nuance is real, and it takes someone who's actually built marketing teams to assess whether a candidate can drive pipeline or just run campaigns.
Who We Place
Marketing Roles We Recruit
From demand gen to CMO — vetted by a Google and Facebook marketing alumni.
Growth & Demand Generation
- Growth Marketers
- Demand Generation Managers
- Performance Marketing Managers
- Marketing Operations / RevOps
Content & Brand
- Content Marketing Managers
- Brand Managers
- Copywriters / Content Strategists
Product Marketing
- Product Marketing Managers
- Competitive Intelligence Analysts
- Go-to-Market Strategists
Leadership
- CMOs / Heads of Marketing
- VP Marketing / VP Growth
- Marketing Directors
Why Pointer for Marketing Hires
Four things a generalist recruiter can't offer you.
We understand revenue.
Marketing hires are evaluated on their ability to drive pipeline, not just create content. Our vetting goes beyond campaign metrics — we assess whether a candidate understands how marketing connects to closed-won revenue.
We understand revenue.
Marketing hires are evaluated on their ability to drive pipeline, not just create content. Our vetting goes beyond campaign metrics — we assess whether a candidate understands how marketing connects to closed-won revenue.
Talent auditors, not keyword matchers.
We ask: What was your CAC? How did you attribute pipeline? Walk me through a campaign that failed — what did you learn? A generalist recruiter doesn't know to ask these questions.
Talent auditors, not keyword matchers.
We ask: What was your CAC? How did you attribute pipeline? Walk me through a campaign that failed — what did you learn? A generalist recruiter doesn't know to ask these questions.
The 1.5% model works for marketing too.
Same pay-on-performance structure, same accountability. No upfront lump sum. If the hire doesn't work out, billing stops. Our revenue depends on your hire succeeding — that's alignment you won't find at a traditional agency.
The 1.5% model works for marketing too.
Same pay-on-performance structure, same accountability. No upfront lump sum. If the hire doesn't work out, billing stops. Our revenue depends on your hire succeeding — that's alignment you won't find at a traditional agency.
Training and enablement.
Every marketing hire gets access to Pointer's training network — live training sessions every week, 75+ certifications, and cross-functional workshops with sales and CS teams. The best marketers don't work in a silo. They work alongside revenue.
Training and enablement.
Every marketing hire gets access to Pointer's training network — live training sessions every week, 75+ certifications, and cross-functional workshops with sales and CS teams. The best marketers don't work in a silo. They work alongside revenue.
The Cost of Getting It Wrong
$50K+
average cost of a bad marketing hire
salary, ramp time, lost campaigns
3-6 months
of lost momentum
before the problem is even identified
72%
of marketing leaders
say their last hire underperformed expectations
YOUR MARKETING DIVISION IS LED BY
Luke "Marshy" Marshall
Head of Marketing Recruitment, Pointer Strategy
Ex-Google, Ex-Facebook. Helped launch Instagram advertising in Australia. 15+ years in growth marketing across brands like BMW, L'Oreal, P&G, and Unilever.
Marshy ran multi-million dollar digital campaigns for HP, NAB, and Foxtel before joining Google's creative services team across Southeast Asia and Australia. At Facebook, he helped launch some of the first Instagram advertising campaigns in the Australian market — and got bored after smashing his targets.
He's spent the last decade working with hundreds of startups, building growth marketing systems and consulting on everything from demand gen to brand to GTM strategy. He's not assessing your marketing candidates against a job description. He's assessing them against what he's seen actually work — across Google, Facebook, and hundreds of fast-growth companies.
Social Proof
What Revenue Leaders Say
"Pointer helped us find a growth marketer who actually understood our pipeline model — not just someone who could run ads. The difference in ramp time was night and day."
GTM Leader
Series B SaaS
"Most recruiters sent us marketers with pretty portfolios. Pointer sent us someone who could speak to CAC, attribution, and revenue impact in the first interview."
VP Growth
High-growth startup
Marketing Recruitment by City
Market insights and hiring for every major city we operate in.
Got Questions?
Frequently Asked Questions
Everything you need to know about marketing recruitment with Pointer.
$0 upfront. Pay 1.5% monthly while they perform.
Vetted by a Google & Facebook marketing alumni.
12 months of cross-functional training included.
Same model as sales. 1.5% monthly while your hire performs. If they leave, billing stops immediately. We vet on pipeline attribution, campaign strategy, and commercial thinking.
Yes. Every Pointer placement gets 12 months of training, including cross-functional sessions with sales teams.
Growth marketers, demand gen, performance marketing, marketing ops, content, brand, copywriters, product marketing, competitive intelligence, GTM strategists, CMOs, VPs, and directors.
Traditional agencies charge 15–25% upfront. For a $130K growth marketing manager, that's $19,500–$32,500. Pointer charges 1.5% monthly — $1,950/month. If they leave, you stop paying.
Ready to Start?
Stop Spinning the Recruitment Wheel
No upfront fees. Practitioner-vetted by a Google and Facebook marketing alumni. 12 months of training included. Your next marketing hire should understand revenue, not just reach.
No commitment. No pitch deck. Just a conversation.