How do we present the candidates to you?

The ideal Marketing person is more than just a strategist and deserves our in-depth attention.

We measure this via a competence matrix, a portfolio analyse and a network portfolio.

Competence Matrix

This matrix provides a visual insight into and ranking of the individual core, functional and departmental competences.

Portfolio Analysis

Together with the candidate, we prepare an overview of the projects realised, which shows development, specialisation or professional competence.

Network Portfolio

We identify the candidate’s working method. How does he/she tackle the project, taking the context into account? What has been successful and where did things not go so well? Is the candidate able to adjust their own approach so that it fits seamlessly with your business?




DNA make-up of position, company and candidate



In-depth questioning in order to identify driving forces, values, motivators, etc.



  • DNA
  • 360° reference check
  • In-depth interview
  • Compile in the records


Assessment to gain an objective insight into the candidate’s work “mask”, basic anxieties, contributions to the organisation, motivationsn

Follow up

Follow up

Constant mentoring before, during and after the recruitment process


Marketers do not simply position a product or service on the market.

Marketers are people whose eyes “light up” when they get under the consumer’s skin!

They view the product or service from different perspectives and are creative and critical in a positive way.

We obtain an overall picture via a 360° reference check with their customers, managers and colleagues. In particular, we find out the way they engage in brainstorming, cooperation, communication, thinking out of the box, structuring their thought process, etc.

In brief, this valuable collection of DNA items together with the 360° check provides us with a reliable picture of your future team member.


A marketer’s DNA is unique. We search minutely for “the iceberg” behind every candidate.

What work “mask” do they put on if they can’t get their ideas down on paper, what are their motivations and basic anxieties, what underlying values, standards and convictions are at play?

Intensive process guidance

From drawing up the function and profile to guidance in the selection and follow-up discussions 3 and 6 months after the new employee starts work.

Both the candidate and the employer benefit from the intensive follow-up.

The candidate gets a full picture of the position, the expectations, the growth opportunities and the cultural values of the future employer.



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