By Catherine Lund, Toronto Marketing Recruiter

You have a spot to fill on your marketing team. Do you hire someone internally or look outside the organization for an external candidate?

Many companies default to someone internally. They already know the candidate, and the person is familiar with the company culture and ways of operating. However, there are also potential drawbacks of hiring internally. External candidates offer a number of unique advantages internal candidates don’t offer.

Here, we will look at some of the pros and cons of hiring someone internally and externally for your marketing team.

The Advantages of Hiring Internally

Hire internally

Morag Cuddeford-Jones, on Marketing Week, summaries some key statistics about the advantages of hiring internally:

There are some clear advantages to fishing in the internal pool. Three quarters (75%) of internal recruits are successful in their new roles and 47% stay for three years or more, according to research from Reed Global. Because internal recruits already know the culture, they ‘get’ the operation. A natural affinity and understanding of the brand is a money-can’t-buy attribute in a prospective marketing candidate.”

Some of the Potential Drawbacks of Hiring Internally

  • You have to hire the person with the most seniority, not the best candidate
  • It is easier, and as a result, becomes the defacto decision
  • You may not be hiring the best candidate for the role – you could be missing out on better candidates external to the company
  • You get more of the same thing – lack of a fresh perspective

The Advantage of Hiring External Candidates

Hiring externally

The marketing industry moves quickly. New technology, tactics, and best practices come to light all the time. Often companies don’t have the time or resources to continue to train internally. Hiring a qualified external candidate can help you make up for skill and experience gaps quickly and effectively.

Here are some additional benefits of hiring an external candidate:

  • You increase the talent pool
  • Immediately fill skill gaps
  • A fresh perspective
  • Innovation
  • You can find the best candidate for the job

So, Should You Hire Internally or Externally?

Like most other things, you need to have a balanced approach to hiring. Consider both options to give yourself a broad talent pool. This will help you make the best hiring decision.

More Marketing Hiring Tips

How to Get Your Marketing Team to Love Your Company AND Stay

Signs a Marketing Candidate Is a Job Hopper

How to Build a Strong Marketing Team – 5 Tips for Successful Recruiting


IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Technology (IT), Accounting and Finance, Consumer Goods, eCommerce and Retail, Financial Services and Insurance, Startup, Cannabis, Big Data, B2B and Industrial, Operations and HR, Professional Services and Legal, Media, Digital and Marketing, Pharmaceutical and Life Sciences, Emerging Technology and Telecom, and  Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Mark Rouse Marketing Recruiter

Mark Rouse

Mark leads Canada’s largest Marketing Communications & Media recruitment practice. Leveraging close to two decades of industry experience in the Marketing Services and Agency businesses, he has been responsible for hiring, developing, and retaining top talent as Vice-President with companies such as Young & Rubicam, Wunderman, and J. Walter Thompson.

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