What Top Marketing Job Candidates Really Want

What Top Marketing Job Candidates Really Want

Key Takeaways: 

• Top marketing talent seeks fair pay, strong benefits, and flexibility. 

• Authentic employer brand and inclusive culture drive interest. 

• Career growth, learning, and mentorship are key motivators. 

• Fast, transparent hiring processes help secure top candidates. 

The digital marketing job market has shifted. What used to be employer-driven is now very much candidate-driven. Top marketing talent is in high demand, and candidates are no longer willing to settle. They expect more from the brand, the hiring process, and the entire work experience. For companies that understand this shift, meeting those expectations isn’t a luxury — it’s now essential. 

What Candidates Value Most 

1. Compensation, Perks & Flexibility
   Competitive pay is the baseline. If you’re not offering it, you’re already behind. But that’s just the entrée. Benefits like health insurance, parental leave, retirement/401(k) matching, and bonus programs make a real difference. Employees point to generous benefits, bonus plans, and financial packages as key attractors. Flexible schedules or remote work options are table stakes now, especially for digital marketers who juggle multiple platforms, time zones, or family responsibilities.
2. Employer Brand & Culture
   Candidates do their homework. Company culture, reputation, and alignment matter deeply. Job seekers want to see authenticity, not just flashy features. They want stories: of leadership, values in action, how the team operates day to day. Being genuine (and sharing authentic stories) helps brands stand out in crowded job boards and social media feeds.
3. Career Growth & Learning
   Digital marketing is fast-moving. What mattered yesterday may be old news tomorrow. Candidates want to know they’ll keep learning through mentorship, internal training, boot camps, DEIA (Diversity, Equity, Inclusion, and Accessibility) programs, and cross-functional exposure. Companies can highlight internal certifications, promotion paths, and professional development days. If you’re not supporting evolving skill sets, candidates may move on. DMR’s digital marketing trends article highlights this need to adapt.
4. Hiring Process Experience
   Speed and transparency can make or break your candidacy. Candidates have options, and long delays, poor communication, or opaque feedback kill momentum. A fast, respectful hiring process signals professionalism and respect. Frequent, clear communication — even if it’s to say “not selected” — builds goodwill and reinforces brand trust.
5. Control & Professional Positioning
   Candidates want tools not just to perform, but to present themselves well. That means clarity around roles, expectations, and opportunities for negotiation, as well as help with resume tips, interview preparation, and LinkedIn positioning. DMR’s Candidate Services page is an example of understanding this need. When candidates feel supported, they engage more deeply and are more likely to take on roles (and stay put).

Putting It All Together — Candidate Wish List 

Here’s what top marketing candidates are usually looking for: 

• Fair pay and strong benefits 

• Flexibility and work-life balance 

• An inclusive, supportive culture 

• Clear pathway for growth and development 

• Efficient, respectful hiring experience 

• Tools or support that help them present themselves professionally 

For Employers: What This Means 

If you want to attract and retain the best: 

• Build and promote your employer brand with sincerity. Let real voices and stories shine. 

• Audit your hiring funnel to ensure it’s fast, clear, and candidate-facing (no hidden delays). 

• Offer remote/flexible packages, along with modern perks that truly matter. 

• Invest in learning, mentorship, and visible growth paths. 

• Provide candidate support around resume, interview prep, and compensation transparency. 

In a competitive field like digital marketing, companies that deliver on these fronts won’t just attract talent — they’ll retain it. The difference between good and great often lies in how well you understand what candidates truly want — and how willing you are to build workplace and hiring practices around that understanding. 

Curious what your own hiring process looks like through the eyes of these priorities? DMR’s Candidate Services page gives insight into how to present yourself well, from resumes to interviews. It’s proof that we don’t just place talent; we understand the candidate’s journey.