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Digest...
For starters, it may sound obvious, but to land the best talent in this area, a recruiter — whether internal or external — needs:
- Fluency in marketing transformation in general, and marketing tech in particular.
- The freedom and time and interest to proactively and personally scout talent, such as through personal outreach, social media, and attending conferences.
- A more agile approach to talent acquisition, to respond to the tight talent market
The main talent acquisition challenges facing hiring managers are:
- Sourcing talent
- Evaluating talent
- Selling talent
Senior-most marketing technologists need to scale their architecture – comprising technology, people, and process — across the organization. For that, you will need people who enjoy not just coming up with a new solution, but also making that solution repeatable and standardized. Look for evidence that a candidate embraces simplicity, since it is in reducing ambiguity that their solutions can be broadly applied.
At the same time, an effective chief marketing technologist will focus on cross-training the team, to develop their altitude and provide fresh challenges. This cross-training builds organizational nimbleness, which is essential to responding to changes in technology and markets.
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Here's the fact that you have to deal with: demand far outstrips supply. In that case, you really need to think outside the box. And, of course, consider outsourcing.