But good marketing leaders know how to attract them.
What are they doing?
They understand marketing operations and don't have a laundry list of job responsibilities:
Job descriptions can tell you a lot about an organization. It can tell you how much they know and respect Marketing Operations. Chances are if you have a laundry list of things on your job description, you are hurting your chances of finding someone that will be interested in your job.
The most common example here is when you expect to find a senior person that will own the tech stack and be responsible for operations and also have them send out emails. This will make it very challenging to find senior talent that will be interested in the role without a plan.
I’ve seen it where companies are calling a job "Marketing Automation Specialist" and they want someone with 5 years of experience. That’s a misalignment of job roles. A "Specialist" will usually peak at 3 years. "Manager" is the more appropriate title.
Sales Ops and Marketing Ops are tightly integrated. You should have your sales operations folks be in on the interview of the marketing automation hire. This shows 1) that you care and understand a little bit about their role and 2) it shows that you can work with your sales operations counterpart.
If you have a hire that goes through the interview process and chooses not to accept the role. Ask them why? Often times they will tell you the issues they see with the role and this can help you tailor the role to be a better fit.
Best of luck as you go fishing for talent.
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