Struggling To Hire Top Marketing Talent With Your Marketing Recruitment Agency?
Rent-A-Sourcer empowers you to build a pre-validated talent pipeline of marketing professionals to support your marketing recruitment solutions!
Why is your marketing recruitment agency failing?
Marketing is one of the biggest job functions with 1000s of different roles, including roles across creative, analytical, digital, and strategic domains.
With technology such as AI, data analytics, automation, and martech tools in the industry evolving each day, the list of job roles keep increasing too.
A recent survey projects a 10% growth in marketing jobs from 2022 to 2032, faster than the average for all occupations.
Also, the employee churn in the marketing and advertising industry has reached 35-40%, significantly higher than the industry average.
The Solution?
Keeping your marketing recruitment funnel full of potential candidates, so that you make them an offer the first chance you get!
Unlike a marketing recruitment agency’s full-cycle recruitment, talent sourcing can empower your marketing recruitment efforts with a strong, sustainable talent pipeline!
And, we can help!
Our Trusted Clients
Rent-A-Sourcer for the Marketing Recruitment Support
What does your marketing team need, if we ask you, the answers would be probably go in various directions. But, we know, it is not those 100s of roles and responsibilities of marketing professionals that make a good marketing team!
It is the mix of creativity, spontaneity, constant learning, and last but not least, the technical knowledge, which is not easy to spot.
With AI on the rise, it has become harder to screen candidates, as AI-based screening tools often rely on keyword matches, which can lead to less nuanced assessments.
And, Rent-A-Sourcer enables you to solve this challenge. We build a talent pipeline that is qualified, pre-validated, and engaged, ready to be interviewed.
With 20+ years in the marketing recruitment services, we understand how to pre-screen with utmost care and select candidates with the right capabilities.
Talent Sourcing that Drives Results
Rent-A-Sourcer has spent 20+ years in recruitment and understands how tedious and time-consuming the groundwork in recruitment is. We know how precious the time of recruiters goes just into searching for the right candidates. Hence, we have created a process that helps you achieve tangible goals!
Metric | RAS Approach | Traditional Approach |
|---|---|---|
Candidate Alignment | ~82% CV Acceptance Ratio | 3%–10% selection ratio |
Candidate Reply Rate | 38-45% (via personalized messaging via multiple touchpoints) | 15%–25% (targeted cold email benchmarks) |
Time Saved on Recruitment Groundwork | 38%–60% | Baseline |
Cost Savings per 5 Hires | ~82% savings | 20%–30% of the hire’s salary is charged as the fee |
81.3% in Agency Fees Saved and 40% Faster Hiring: How Rent-A-Sourcer Helped Fabric Build a Scalable Talent Pipeline
d-Matrix Achieves 82% Resume Match Rate and 31% Candidate Response in 7 Months with Rent-A-Sourcer
Accelerating Recruitment: Achieving 35% Time Savings in Interview Coordination for a Rapidly Scaling Tech Company
How LTV sourced 600 global candidates a month with Rent-A-Sourcer’s talent mapping?
78% CV acceptance rate: How CDIT built a clearance -ready talent pipeline with RAS
How We Pre-screen for marketing recruitment
Rent-A-Sourcer has its own methodology to pre-screen candidates to build a quality talent pipeline. Here’s how we do it!
1. Persona-Based Role Fit Analysis
We map each candidate to a marketing persona based on:
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Role history
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Language used in past roles ("scale," "engagement," "automation")
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Type of companies they've worked at (agency vs. in-house vs. startup)
This narrows down candidates to roles they’re naturally aligned with, not just what’s on their CV.
2. Portfolio + Footprint Review
Before reaching out, we scan:
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Public portfolios (Behance, Dribbble, or LinkedIn posts)
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Marketing articles, LinkedIn content, or campaign write-ups
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Metrics mentioned (e.g., "improved CTR by 40%", "led product GTM")
We pre-screen for real achieved outcomes and not just job titles.
3. Tool Stack Familiarity Check
We tag candidates by the tools they’re accustomed to:
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HubSpot user or admin?
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Ran ads or optimized them?
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Used Google Analytics for reporting or actual strategy?
This helps us identify actual tool users vs. resume fillers.
4. Narrative Scan
We look for storytelling cues in resumes and public profiles:
Can the candidate narrate their marketing impact?
Do they talk about results, not just tasks?
Is their profile aligned with the brand voice or the audience they serve?
Strong marketers often communicate well, even in how they present themselves.
5. Engagement Check
We personalize our outreach for optimal response rates and keep track of it:
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Who responds to thoughtful marketing-specific sourcing messages
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Who engages with our prompts ("What recent ad inspired you?" or "Your take on organic vs. paid growth?")
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Who’s active in marketing communities (Slack groups, Twitter/X, etc)
This surfaces candidates who are not just qualified, but actively engaged.
Each organization has a unique phase and requires employees who will succeed in that specific phase. So, if you bring a person from a large organization to a startup, they won’t survive. Full-fledged marketing recruitment solutions may not be able to focus on individual organizations' needs. They would rather focus on the job role itself. But we do it differently, we put organizations first!
Who We Serve:
Marketing recruitment that matches your growth stage
1. Startups
Need marketers who can wear five hats before lunch? We find agile, execution-driven talent who thrive in ambiguity and move fast.
2. Large Organizations
Need pillars to build the structure and nuance of enterprise teams? From campaign managers, brand strategists, to marketing automation leads, we find professionals who can work cross-functionally and scale impact.
3. GTM Launches
Launching a new product or entering a new market? We bring in strategic marketers who can build positioning, messaging, and channel mix from scratch.
4. SMBs
For small and mid-sized businesses, we source marketers who balance creativity with practicality, people who can do more with less and still deliver results.
5. Scaleups
Is it about growing your organization sustainably? We source marketing specialists who understand demand gen, CAC, funnel optimization, and growth loops.
The Roles we source for
We help you hire roles spread across marketing functions. From brand Managers to Chief Marketing Officers, we ensure each candidate in the pipeline is pre-screened to the T.
Need to pick up your brand or take it to the next level? Brand & Communications is the key. From choosing the right channels to positioning through the right content, here are the roles we can source for you.
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Growth Marketing Manager
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Performance Marketing Manager
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Paid Media Specialist (PPC, Social Ads)
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Digital Marketing Manager
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Acquisition Marketing Manager
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Demand Generation Manager
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Conversion Rate Optimization (CRO) Specialist
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Marketing Analyst
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Media Buyer
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Affiliate Marketing Manager
“We have worked with Braves Technologies for the past 12 months, and Quentin is the lead consultant for their Talent Sourcing Services at Rent-A-Sourcer. This has been a very successful service, delivering Fabric Group an ample supply of pre-validated candidates, many of whom have been converted to permanent or contract roles with us.
The team has always been very responsive, adaptable to priority changes, and has a good rapport with the candidates and our in-house recruitment department.”
Simon Greed - Chief Operating Officer, Fabric Group
Rent-A-Sourcer has been a valued partner in growing our business. The sourcing team is very communicative with the candidates and serves as an extension of our recruitment department.
Maria is very professional and has proven to represent our company efforts as well. Not only are the candidates qualified, but engaged. The Rent-A-Sourcer team makes the hiring process more efficient. We value their support.
Kathy Wall - Director of Personnel Engagement, CDIT
I can share that Quentin's and his team have had a significant impact sourcing the most difficult and challenging engineers to recruit for ML/AI Hardware and Software.
The amount of outreach Quentin delivered was instrumental in the early foundation hiring for d-Matrix.ai. He was on point and as an extra side benefit impacted branding outreach that has led thousands of people to view the d-matrix.ai story.
Mike Nord - Head of Talent Management, d-Matrix.ai
Working with Rent-A-Sourcer has been a positive experience so far with our recruiting efforts. They manage to find and send us quality resumes of potential candidates. We find that they understand our needs based on the description we provide to them about our open roles.
They have a good way of communicating with us whether it’s via email or over a quick video call to go over certain details that could help with their candidate search.
Yeneri Ramirez - Talent Acquisition Manager, LTV
Why Rent-A-Sourcer for Marketing Recruitment Services
Feature | Rent-A-Sourcer (RAS) | Traditional Recruitment Services |
|---|---|---|
Candidate Alignment | Talent is shortlisted based on deep-fit, skills, culture, and role-match | Bulk resumes are often forwarded with minimal screening |
Talent Sourcing Approach | Focus on passive, high-potential candidates through personalized outreach | Primarily active job seekers responding to job board listings |
Talent Network Reach | Global talent network with localized insights into marketing verticals | Usually limited to local or known candidate pools |
Talent Mapping & Insights | Uses data to map market-fit, compensation trends, and role evolution | Relies on recruiter intuition and past hiring patterns |
Recruitment Groundwork | Sourcing, outreach, screening, and engagement handled end-to-end | Recruiters or hiring managers are often stuck doing early-stage filtering |
Hiring Speed & Efficiency | Cuts down time-to-hire by eliminating guesswork in candidate selection | Time-consuming process with high drop-off in a funnel |
Cost Structure | Fixed or scalable engagement models offering predictable savings | Often charges a percentage of the annual salary per hire |
Communication Style | Personalized, strategic engagement with each candidate | Often relies on generic outreach or automated emails |
A marketing recruitment agency might ring you up the candidates, but we ensure aligning you align with candidates who have similar interests to your organization. This brings us and you closer to the hiring goals, and keeps your competitors at bay!
Start the search for your next marketing hire
Our Client Engagement Model
At Rent-A-Sourcer, we plug seamlessly into your recruitment ecosystem. Whether you're scaling fast or hiring niche roles, our model is built for agility, transparency, and results.
Here’s how we operate:
Dedicated Talent Sourcers
Embedded within your team, aligned with your goals, and proactive from day one.
Flexible Engagements
Scale up or down based on your hiring pipeline, no long-term lock-ins.
Real-Time Collaboration
Stay updated through shared dashboards, structured check-ins, and ongoing feedback loops.
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Q1. Do you offer free trials for Talent Sourcing Solution?Absolutely! We provide a free one-month trial with no obligations. Experience our services without any obligation to continue.
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Q2. How many profiles or data points can we anticipate getting from your services?According to our Service Level Agreement (SLA), we commit to sourcing and reaching out to 500 potential candidates within a month. The actual output may vary based on the specific role and domain. For a more detailed estimate tailored to your requirements, please don't hesitate to get in touch with us.
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Q3. Is this a one-time effort to build data, or is it an ongoing and continuous process?Our talent sourcing and prospecting services are designed to be ongoing and continuous. We understand that the hiring landscape evolves, and roles may need to be filled over time. We are committed to supporting you until all relevant positions are successfully closed.
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Q4. Is the talent data you provide compliant with data protection and privacy regulations?Absolutely. We prioritize the protection of data and adhere to all relevant data protection and privacy regulations. Rest assured, our processes and practices are designed to ensure the security and confidentiality of the talent data we provide. Your trust in our services is our utmost concern.
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Q5. Which demographics does RAS cover for Talent Sourcing Solution?Rent-A-Sourcer spans across continents. While we cover sourcing globally, our primary focus is on North America, Europe, Australia, and Southeast Asia – delivering talent where you need it most.
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Q6. Does RAS specialize in a specific domain for Talent Sourcing?No, we don't limit ourselves. Although our clientele is often in the Technology space (Hardware/Software), we cater to Tech and Non-Tech positions. Your unique hiring needs are our priority.
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Q7. What is the cost of RAS’s Talent Sourcing Service?Our cost is based on a flat-rate model, providing consistency regardless of fluctuations in your requirements. For more detailed pricing information, feel free to reach out to us.
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Q8. What happens when there are no open positions to fill with Talent Outsourcing Solution?If there are no current positions to fill, you have the flexibility to exit the service or temporarily pause it. Your satisfaction and convenience are our top priorities.
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Q9. Why should startups/SMEs choose you over large recruitment agencies?Opt for our services instead of large recruitment agencies because we provide a customized and cost-effective flat-fee subscription model, giving startups and SMEs the power to manage expenses. Enjoy the flexibility to resume or exit without incurring extra charges, a benefit not offered by traditional per-hire or percentage-based fee structures.