How to Find Top Marketing Talent in 2025: The Best Platforms, Agencies, and Strategies

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Summary: How to find top marketing talent in 2025

• Finding great marketers is hard: Roles are more specialized than ever and new disciplines (like GEO) are emerging all the time.
• Fractional marketing platforms like Right Side Up, MarketerHire, and Upwork provide access to vetted talent, from executional specialists to executive leaders.
• Traditional marketing agencies are ideal for brands who want fully managed support, while recruiting firms help fill long-term and executive roles.
• Job boards and professional networks (LinkedIn, Wellfound, We Work Remotely) offer direct access to talent, while industry events and online communities help you build lasting relationships and referrals.

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The challenge in finding top marketers

Finding top marketing talent is no easy feat.

Every brand is different, each boasting a unique mix of products, team structure, and goals. 

This means that there is no universal resourcing strategy: finding the best marketers for your brand requires a tailored approach.

To make things even more challenging, marketing moves fast. Proven channels like email and radio continue to evolve, while new disciplines are constantly emerging—GEO, anyone?

With roles becoming increasingly specialized, bringing on marketing support now requires more rigorous vetting for both quality and fit.

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Related article

Not sure whether to hire a FTE, agency, or fractional marketer? Read our guide on how to choose.

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So where can you find top marketing talent that can fit your team like a glove?

Brands typically use a mix of fractional marketing platforms, traditional agencies, and recruiting firms. (Right Side Up does all three.) Fractional platforms offer fast access to vetted marketers, agencies provide fully managed support, and recruiters help with long-term or executive hires. Companies also often rely on job boards, which gives direct access to candidates.

Between all these options, the search can feel overwhelming. And then there’s the matter of choosing the right marketer(s) as well, of course.

At Right Side Up, we’ve learned what works and what doesn’t at different growth stages. We’ve supported companies like DoorDash and Rocket Money, and now, we want to help you find top-tier marketers that will move the needle, regardless of your team size, industry, or budget.

Fractional marketing platforms and agencies

Some platforms and agencies specialize in connecting brands with fractional marketers. These range from self-serve, rating-based marketplaces like Upwork, to premium, pre-vetted networks like Right Side Up, to executive-level collectives like Chief Outsiders.

Who they’re best for

• Growth stage: Early- to mid-stage companies looking to scale efficiently or more mature brands filling short-term gaps
• Type of support: Fractional support that covers the entire marketing spectrum role-wise, from executional specialists to executive leaders 
• Industry: All industries
• Budget required: Low to moderate-high (lower on open platforms, higher for managed marketplaces and curated networks)
• Level of oversight required: Medium to high—depends on platform structure
• Speed to hire: Fast
• Vetting level: Ranges from self-serve to fully vetted
• Engagement duration: Short to mid-term; project-based or ongoing fractional

How to choose

Choosing the right fractional platform or partner can make all the difference in how quickly you land a standout marketer, so it’s worth getting right. Here are the four key factors to consider: their vetting process, range of talent, flexibility, and what people say about them.

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If the company grades highly on all four, they’re a worthwhile candidate.

Recommendations

Here are our top recommendations for fractional marketing platforms/agencies, each with a distinct profile:

• Right Side Up: Your do-it-all partner. We meticulously vet everyone in our talent network. Beyond talent matching, we offer strategic partnership and ongoing support from kickoff to final deliverable.
• MarketerHire: A popular platform that provides fast and convenient matches, though the vetting process is more standardized and automated than hands-on—best for teams that already have strong internal direction.
• Upwork: A scaled self-serve marketplace where you can source freelancers across every discipline and price point. Great for executional projects, though quality and fit depend heavily on your own screening process.

Traditional marketing agencies

Traditional agencies have been around since the dawn of the marketing profession, and are ideal for brands who want fully managed marketing support. 

These agencies range from large, full-service firms to specialized boutiques who focus on specific channels, industries, or creative disciplines.

Who they’re best for

• Growth stage: Mid- to late-stage companies with established budgets who need to scale execution or expand into new channels
• Type of support: Full-service teams that can provide strategic oversight, creative development, and cross-channel execution
• Industry: All industries
• Budget required: High. Retainers and media management fees can run high.
• Level of oversight required: Low to medium
• Speed to hire: Moderate. Several weeks are usually needed for scoping and onboarding.
• Vetting level: High for reputable agencies
• Engagement duration: Mid- to long-term, with monthly retainers and annual contracts being the norm

How to choose

Expertise, communication, and transparency are the trifecta to look for when choosing a traditional agency. Evaluate all potential partners against those three criteria during conversations, and make sure you speak to the folks who’d actually be running your account. And of course, always check case studies and client feedback as part of your evaluation process.

Recommendations

Like we’ve mentioned, the world of traditional marketing agencies is so vast that recommending one (or a few) is impossible. 

The best strategy to find your ideal partner is to focus on your needs and goals, identify agencies that can work within your niche, then apply our “how to choose” tips.

Also consider hybrid agencies that offer both fully managed services and fractional talent matching, like Right Side Up or Creative Circle. This type of engagement model allows you to get the exact services you need, with the flexibility of moving resources and hours up or down as needed.

Recruiting firms

Looking to make permanent or long-term hires? A recruiting firm, especially one that specializes in marketing, can expertly identify and connect you with top candidates—making your search easier and more fruitful.

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Who they’re best for

• Growth stage: Mid- to mature-stage companies investing in in-house marketing or executive-level roles
• Type of support: Full-time or long-term hires—usually more senior roles
• Industry: Broad, though industries where specialized expertise is needed can particularly benefit (e.g., B2B, healthcare, fintech)
• Budget required: Usually high
• Level of oversight required: Low to medium. Brands are still responsible for final interviews and fit assessment.
• Speed to hire: Moderate
• Vetting level: High
• Engagement duration: Long-term

How to choose

A good recruiter should feel like an extension of your team. They should show a clear commitment to long-term fit, not just fast placement. 

Also, seek firms that demonstrate marketing mastery, from org structure to channel strategy and trends—this will be reflected in the candidates they send your way.

Recommendations

Here are some of the best recruiting firms for marketing talent:

• Right Side Up: In addition to our fractional and agency offerings, we also offer FTE placement services that don’t break the bank, providing ultimate flexibility for brands who don’t want to commit to a hiring model.
• RevelOne: A premium firm that specializes in growth and marketing leadership roles for high-growth startups and venture-backed companies.
• MarketPro: Specializes in executive search and mid- to senior-level placements. Led by former marketers.

Online job boards and professional networks

If you’ve got the resources (and willingness) to own the recruiting process end to end, online job boards and communities are the best way to get direct access to lots of candidates.

Who they’re best for

• Growth stage: Companies of any stage who have internal recruiting capabilities and want to build marketing teams directly
• Type of support: You’re writing and posting the JD, so potentially any—full-time, part-time, or contract.
• Industry: Broad
• Budget required: Low to moderate. Posting and outreach costs usually won’t break the bank.
• Level of oversight required: High 
• Speed to hire: Moderate. Speed depends on the efficiency of your process and applicant volume.
• Vetting level: Low. Brands handle all quality control. 
• Engagement duration: Any

How to choose

The role and desired reach affect whether you should prioritize a scaled, generalist board like LinkedIn or a more niche board made for specialized marketing talent. 

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Related article

Hiring your first marketer is as exciting as it is difficult. Read our guide on how to pick a keeper.

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Look for platforms with strong filtering tools (e.g., skills, years of experience, past employers or industries) to reduce the amount of manual work on your end.

Recommendations

The top online job boards and professional networks to hire marketers include:

• LinkedIn: The most powerful professional network for sourcing marketing talent directly—and an obvious inclusion on this list. You can attract candidates via job listings, or seek them out yourself via InMail outreach. Cross-post to Indeed as well, another well-known option for volume-based recruiting.
• Wellfound: A strong choice for startups seeking marketers familiar with ambiguity and scrappy environments. Formerly known as AngelList Talent.
• We Work Remotely: One of the largest job boards for remote professionals, with a wide pool of experienced marketers across content, performance, and product growth.

Networking and industry events

The best hires often come through relationships. As such, it behooves every marketer to build and strengthen those links by regularly attending relevant networking or industry events, from casual mixers to large conferences.

• Growth stage: All stages
• Type of support: Any—freelance, fractional, or full-time roles
• Industry: Broad, but especially valuable in fast-changing sectors like DTC, SaaS, and media
• Budget requirement: Medium, but depends on which events or communities you join
• Level of oversight required: High. Building and nurturing relationships takes time.
• Speed to hire: Usually slow, but can lead to exceptionally strong fits
• Vetting level: High
  Engagement duration: Long-term, usually. Strong connections usually pave the way for lasting partnerships.

How to choose

Start where your ideal marketers are already spending their time. Smaller social events can be a low-lift way to make connections, while larger conferences open the door to broader exposure and access to senior talent. 

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Join our next event!

We regularly host marketing mixers and other events across the country. Check out our upcoming events and sign up for our newsletter to be notified of anything coming up in your area.]

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Online communities, like Slack groups or LinkedIn circles, extend that value year-round. Lastly, encourage your team to participate: the more potential referral sources, the merrier.

Recommendations

The top events and communities to join to build relationships include:

• Ad Week: A decentralized week-long event that covers everything from brand storytelling to emerging ad tech. Don’t miss the scores of ancillary networking events around the conference (for example, we hosted a coffee mixer at Ad Week 2025).
• Vertical-specific events: Targeted gatherings like SaaStr Annual (B2B SaaS), DTCX conferences (direct-to-consumer), and MAU Vegas (mobile and app marketing) bring together specialized communities where you can meet top marketers within your industry.
• Online communities: Digital spaces allow you to engage with fellow marketers on an ongoing basis, which can potentially turn into recruiting opportunities. Our top three: Slack groups, LinkedIn communities, and Reddit forums.

Don’t forget to prioritize talent retention

Recruiting talent is hard—did we mention that already?

So once you’ve built your dream marketing team, your next step is to ensure they stay with you for a while, especially your FTEs. This can only be done through intentional and consistent talent retention efforts. 

Here’s a quick hit list of what’s most important to marketers:

• Transparency: Always keep communication open and align goals with company priorities.
• Growth: Create development paths, mentorship, and opportunities to upskill. Marketing conferences are a great way to learn (and network, as we’ve previously mentioned).
• Recognition: Celebrate wins—often and publicly. At RSU, we’ve got a #teamrecognition Slack channel where everyone is encouraged to share kudos on a weekly basis.
• Autonomy: Marketers want ownership of their work and the freedom to run (controlled) experiments.
• Belonging: Go beyond collaboration to build a supportive and inclusive culture. Every marketer should feel valued and empowered to contribute authentically.

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Looking for your next marketer(s)? 

Right Side Up’s unique mix of A+ fractional talent, fully managed agency offerings, and FTE recruiting services means we can support virtually any marketing need.

Don’t know what you need yet? We’ll help you figure it out. As a true strategic partner, we’ll guide you toward the right resourcing model, matching you with the exact support you need to reach your goals.

Let’s talk about your next marketing hire →

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