Marketing talent selected by people who understand marketing.

We clarify the role

Before searching, we define what the person needs to own, the recurring responsibilities, required tools and channels, working hours and collaboration needs, who will manage the role, and what success should look like within 90 days.

A vague role produces a vague shortlist.

We screen for relevant experience

PAM reviews role alignment, relevant marketing experience, employment history, portfolio or work evidence, communication, availability and working expectations. A candidate is not progressed simply because they list the right software.

We assess marketing capability

The assessment may include portfolio review, discussion of previous work, role-specific questions, practical judgement, understanding of audiences and objectives, ability to interpret a brief, and an appropriate practical exercise where required.

We assess communication and reliability

We look at how candidates explain their thinking, clarify unclear instructions, respond to feedback, communicate progress, manage expectations, discuss mistakes or challenges, and follow through on agreed actions.

We assess agency readiness

For agency-facing roles, PAM considers whether the candidate can work with multiple brands or accounts, deadlines and campaign calendars, revisions and approvals, brand guidelines, white-label workflows, time tracking, client confidentiality, quality-control processes and changing priorities.

We assess working fit

Capability alone does not create a successful placement. We also consider communication style, preferred management approach, working hours, pace, independence, team environment, tools and processes, and feedback expectations.

We create a focused shortlist

Clients receive a small number of relevant options rather than a database of generic applications. Each profile contains relevant experience, core capability, tools, work examples where available, working availability, PAM assessment summary, and any limitations or development areas that matter.

The client evaluates the match

The client may meet shortlisted candidates, review relevant work, ask role-specific questions, complete reference checks where included, and request an appropriate practical task where necessary. The purpose is mutual fit, not simply candidate approval.

Onboarding begins before the first task

PAM supports alignment around role expectations, priorities, access and tools, communication cadence, approval processes, feedback and early success measures.

PAM stays involved

Our involvement does not end when the candidate starts. PAM provides ongoing relationship support and helps address issues before they become larger working problems.