Sometimes a vacancy exists.
Sometimes a hire happens.
At Sennasearch we don’t wait until companies officially start hiring.
We introduce strong marketing professionals directly to founders, CMOs and hiring managers.
Last month we introduced a Growth Marketer to a scale-up in Amsterdam. There was no role. Three weeks later there was a signed contract. This is exactly what you will be doing.
Many companies know they need marketing capacity, but they start hiring too late.
Many marketing professionals want to grow, but don’t know where they can truly make impact.
You sit right in between. You open conversations. You make introductions. You create opportunities before they formally exist. And that’s where business happens.
You connect marketing talent with ambitious companies, and turn that into conversations, interviews and deals.
No two days are the same, but this is the rhythm.
Speaking with candidates
You talk to marketing professionals about:
• what they are good at
• where they want to go
• when they might be open to a move
You create short, sharp candidate profiles that are ready to be introduced.
Making introductions
You send introductions to founders and hiring managers such as:
“Hi, we’re currently speaking with a strong Performance Marketer who could fit your growth phase perfectly.”
Sometimes nothing happens. Sometimes a conversation starts. Sometimes it leads to a hire.
Having commercial conversations
When companies respond positively, conversations often expand into:
• current vacancies
• hiring plans
• recruitment support
• Talent Intelligence partnerships
This is how you naturally build new client relationships.
Building visibility
Each week you post on LinkedIn about:
• strong candidates
• market insights
• hiring trends
• deals that were closed
Not to become an influencer. But to stay top-of-mind.
Not magic. But rhythm.
Typical weekly activity:
• 30–40 outreach messages
• 5–6 candidate conversations
• 6–7 introductions to companies
• 3–4 conversations with hiring managers
• 2–3 interviews created
After a few months, momentum builds. Your pipeline starts working for you.
If you perform well:
• you will understand how commercial recruitment really works
• you will learn how to open deals through relationships (not scripts)
• you will build a network of founders and marketing leaders
• you will become stronger in positioning and negotiation
• you will see how hires happen before vacancies exist
Many people grow from this role into:
• Senior Recruitment Consultant
• Business Development Lead
• Team Lead
You will work from our Skopje team with:
• recruiters
• sourcers
• commercial colleagues
We work fast, direct and without corporate layers. But with clear targets and coaching. We celebrate placements. We openly discuss what doesn’t work. We continuously improve how we operate.
• Base salary + bonus on placements
• Fast commercial and recruitment learning curve
• High autonomy in how you open deals
• Exposure to the Dutch scale-up and corporate market
• Clear growth opportunities within Sennasearch
Tools: LinkedIn, CRM, sourcing tools, AI.
You don’t need to be senior.
But you should:
• enjoy opening conversations
• think commercially
• not be afraid of targets
• be consistent in your work
Recruitment experience helps. Sales experience helps. Drive matters most.
Job details are sourced from the employer's original posting.
Open job postingAbout the company
A recruitment agency specializing in matching talent with employers, primarily in the Netherlands.