hiring checklists

For Hiring Managers & Employers

Use this checklist to ensure you’re hiring the right marketing talent  from digital experts to brand strategists.

• Define the business goal of the hire (e.g., drive leads, grow brand awareness, manage content).
   
• Decide on the level: Specialist, Manager, or Senior Leader.
   
• Create a clear role description with KPIs.
   
• Benchmark salary for the level and market.
   
• Identify tools, platforms, or channels they must be proficient in (e.g., Meta Ads, Google Analytics, HubSpot).
   

• Use language that reflects your brand tone and values.
   
• Highlight flexibility, career growth, or creative autonomy.
   
• Share the ad on niche platforms (e.g., LinkedIn, Mumbrella, Seek Marketing).
   
• Leverage your internal marketing or social channels.
   

• Review portfolios or past campaigns (don’t just rely on CVs).
   
• Look for commercial thinking, not just creativity.
   
• Ask about their contribution vs team contribution.
   
• Validate familiarity with tools (e.g., Meta Ads Manager, GA4, CRM platforms).
   

• Include a task or case study (strategy, campaign ideas, or performance review).
   
• Explore cultural fit and adaptability to a changing environment.
   
• Involve key stakeholders (e.g., sales, digital, brand).
   
• Ask behavioural questions on collaboration, deadlines, and innovation.
   

• Check references specifically around campaign results and stakeholder feedback.
   
• Clarify expectations around metrics and success in the first 90 days.
   
• Outline onboarding plan and support (especially in hybrid/remote roles).

For Hiring Managers & Employers

Ensure you're hiring the right finance talent, whether it's for financial control, analysis, or strategic leadership.

• Define the core function (compliance, strategy, reporting, analysis).
   
• Determine the level of seniority and authority (e.g., Accountant vs Finance Manager vs CFO).
   
• Confirm reporting structure and team responsibilities.
   
• Clarify required qualifications (e.g., CPA, CA, or MBA).
   
• Benchmark salary for your industry and location.
   

• Be specific about tech/tools (e.g., Xero, MYOB, SAP, Power BI).
   
• Share financial reporting expectations (monthly, quarterly, board-level).
   
• Use platforms like LinkedIn, Seek, and finance-specific networks.
   
• Emphasise stability, growth, or exposure to senior leadership.
   

• Check for relevant industry experience (e.g., SME vs corporate vs NFP).
   
• Evaluate financial analysis and reporting strengths.
   
• Ask about cost savings, budgeting accuracy, or revenue contribution.
   
• Look for integrity and risk awareness — not just technical skills.
   

• Use practical scenarios (e.g., “How would you respond to a budget blowout?”)
   
• Include a task or spreadsheet review if needed.
   
• Ask about business partnering experience.
   
• Include stakeholders from operations or leadership if cross-functional.
   

• Check references regarding accuracy, timeliness, and ethics.
   
• Align on month-end expectations, work style, and reporting cadence.
   
• Clarify onboarding, systems access, and expectations for the first 90 days.