You shouldn't have to explain your marketing function to your recruiter.
Revv Talent evaluates candidates the way a marketing operator would — not by matching job titles to keyword lists, but by understanding what the role is actually there to build.
Built by the operators behind RevvGrowth. 20+ years hiring, managing, and building B2B marketing teams.
No obligation. We respond within 1 business day.
20+
Years operator experience
Series A
through mid-market
1 day
Response to every brief
Global
India · US · UK
A generalist recruiter can match a job title. They can't evaluate the role.
The problem isn't the candidates. It's that the recruiter couldn't tell the difference.
What typically happens
You brief a recruiter on a demand generation hire. You explain you need someone who can build the function from scratch, not manage an established engine.
The recruiter nods. Says they understand. Three CVs arrive — all from people who ran demand gen at companies twice your size with full teams and a working playbook.
None of them are wrong candidates. They're just the wrong candidates for this role at this stage. Six weeks wasted.
The problem wasn't the candidates — it was that the recruiter matched a title to a list.
Why it keeps happening
Can't find candidates with the right background.
Right title, wrong experience. Weeks wasted.
Recruiter didn't understand the role. You did all the evaluation anyway.
The right question isn't ‘has this person done demand gen before?’ — it's ‘has this person built demand gen under constraints like yours?’
— The Revv Talent evaluation standard
What good looks like at your stage is not universal.
We screen for stage, motion, and infrastructure before you see a CV. Because the evaluation has to match the actual problem — not just the job description.
Stage fit
A demand gen leader who built a high-volume inbound machine at established SaaS may struggle at a Series A where the playbook doesn't exist yet. Stage matters — we screen for it.
Motion match
An ABM specialist who ran strategic accounts at enterprise may not know how to prioritize with 50 accounts and a team of two.
Infrastructure reality
Tech stack, team size, and budget constraints determine what “good” looks like — not the job title.
Pipeline thinking
A demand gen candidate gets tested on how they think about pipeline, not just which channels they've run. An ABM candidate gets tested on how they select accounts and align with sales — not just which platforms they've used.
Our Screening Process
Brief analysis — understand stage, motion, existing infrastructure
Candidate pool scoping — honest view before we start
Operator-led evaluation — tested against the actual problem
Shortlist delivered — candidates who fit your specific context
Roles We Recruit Across
Which side of the table are you on?
You need a specialist who already understands the role.
Not someone you have to brief on what demand gen is. A partner who screens against your specific context — stage, motion, infrastructure.
Submit a brief — role, stage, the gap you're filling.
We give you an honest view of the candidate pool and realistic timeline.
We screen against your specific context, not a generic rubric.
You meet candidates evaluated against the actual problem.
You deserve to be represented by someone who understands what you've built.
Not someone who skimmed your CV for keywords. Someone who can advocate for your real value and represent you accurately.
Your background is understood in context — what you built, at what stage, with what constraints.
You're considered for roles where your specific experience is actually relevant.
You're never submitted to a company without your knowledge and explicit approval.
No fees. Candidates join the talent network at zero cost.
Built by operators who've made these hires — and lived with the consequences.
Revv Talent is built by the same operator behind RevvGrowth, a B2B growth consultancy that has run marketing programs across ABM, demand generation, GTM strategy, SEO, paid, content, marketing automation, RevOps, and outbound for startups and enterprise B2B companies globally.
That means we've been on both sides of this conversation. We've built the brief that didn't work because the role wasn't scoped correctly. We've hired the person who looked great on paper and couldn't operate in the actual environment.
We've also hired people who looked like an unusual fit and became the most important hire the team made.
That experience doesn't make us infallible. It makes us honest about what we're screening for and why.
Operator Background Spans
20+
Years B2B marketing operator experience
Series A
through mid-market sweet spot
1 day
Response to every hiring brief
Global
India · US · UK · English-speaking markets
Recent Placements
VerifiedHead of Demand Generation
Series B SaaS · 120 employees
→ First pipeline-attributed campaign within 90 days
VP of Marketing
Series A · 55 employees
→ Rebuilt GTM motion in 6 months
Marketing Operations Lead
Mid-market · 280 employees
→ HubSpot-Salesforce integration in 60 days
Ready to make the right hire?
Tell us what you need. We respond within one business day with an honest view of what we can do.
Ready to brief us?
Tell us about the role, the stage, and what you've tried already. We'll respond within one business day with an honest view of what we can do and how long it's likely to take.
We respond within 1 business day. No obligation.
Looking for your next B2B marketing role?
Join the talent network. Tell us what you've built, what you're looking for, and what constraints matter to you. We'll reach out when something fits — and only then.
Free to join. We review every submission within 5 business days.
Questions before the first brief.
Direct answers to the questions we hear most. No fluff, no recruitment clichés.
Most agencies specialize by sector — they've placed people at SaaS companies, so they call themselves a SaaS recruiter. We specialize by function. Our evaluators understand the difference between a demand gen hire who is right for a company building pipeline from zero and one who is right for a company scaling a proven engine. That distinction is what you're actually paying for.
Placement fees are paid by hiring companies as a percentage of first-year salary, in line with industry standards. There is no fee for candidates to join the talent network or to be considered for roles. We'll discuss fee structure on the first call.
We'll tell you. We won't waste your time by presenting candidates who don't fit to demonstrate activity. If we don't have the right person and can't find them within a realistic timeframe, we say so at the brief stage — not six weeks in.
It depends on the role and how clearly the brief is defined. We'll give you a realistic timeframe at the brief stage, not a number designed to win the business. Senior roles with specific experience requirements take longer than practitioner-level roles. We won't tell you six weeks if the honest answer is twelve.
Yes. Revv Talent places B2B marketing talent across India, the US, the UK, and other English-speaking markets. The evaluation framework applies regardless of geography, though we adjust for local market conditions on salary benchmarks and notice periods.
No. You're never submitted to a company without your knowledge and explicit approval. We tell you who the company is, what the role involves, and what we know about the team before we share your details.
CMO, VP of Marketing, Head of Marketing, Head of Growth, Demand Generation, Account-Based Marketing, Marketing Operations, RevOps, Growth Marketing, Product Marketing, Content Marketing, SEO, Performance Marketing, AI Marketing, and Marketing Automation. All roles are B2B-specific.