Hire Digital Marketing Experts
Find top digital marketing experts with Lupa. Hire LatAm talent for 70% less. Fully vetted in a week, setup in 21 days. Build your dream team today!
Hire Remote Digital Marketing Experts
Ángel is a marketing voice aligning creative messaging with user expectations.
- Campaign Strategy
- Content Direction
- Social Listening
- Marketing Analytics
- Brand Consistency
Sebastián is a marketing strategist focused on building growth-ready brand narratives.
- Growth Strategy
- Lead Generation
- Messaging Frameworks
- Conversion Rate Optimization
- Cross-Channel Campaigns
Brenda is a marketing strategist aligning creative execution with performance goals.
- Messaging Development
- Analytics Review
- Campaign Planning
- Creative Briefs
- Funnel Optimization
Camila is a marketing strategist balancing creativity with analytical marketing execution.
- Go-to-Market Strategy
- Content & Social Planning
- Customer Funnels
- Marketing Analytics
- Brand Voice Development
Giselle is a marketing strategist connecting audiences through authentic messaging.
- Content Strategy
- Brand Development
- Audience Growth
- Channel Planning
- Analytics Tracking
Daniela is a marketing lead creating campaigns that drive impact and engagement.
- Brand Strategy
- Performance Optimization
- Cross-channel Campaigns
- Growth Hacking
- CRM & Retention
Larissa is a performance marketer building campaigns that engage, convert, and scale.
- Content Strategy
- SEO & SEM
- Brand Messaging
- Social Media Planning
- Growth Marketing
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
Lupa's Proven Process
Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.
Our tech-enabled search scans thousands of candidates across LatAm, both active and passive. We leverage advanced tools and regional expertise to build a comprehensive talent pool.
We carefully assess 30+ candidates with proven track records. Our rigorous evaluation ensures each professional brings relevant experience from industry-leading companies, aligned to your needs.
Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.
Reviews
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”
"Recruiting used to be a challenge, but Lupa transformed everything. Their professional, agile team delivers top-quality candidates, understands our needs, and provides exceptional personalized service. Highly recommended!"
“Lupa has become more than just a provider; it’s a true ally for Pirani in recruitment processes. The team is always available to support and deliver the best service. Additionally, I believe they offer highly competitive rates and service within the market.”
"Highly professional, patient with our changes, and always maintaining clear communication with candidates. We look forward to continuing to work with you on all our future roles."
“Lupa has been an exceptional partner this year, deeply committed to understanding our unique needs and staying flexible to support us. We're excited to continue our collaboration into 2025.”
"What I love about Lupa is their approach to sharing small, carefully selected batches of candidates. They focus on sending only the three most qualified individuals, which has already helped us successfully fill 7 roles.”
"We hired 2 of our key initial developers with Lupa. The consultation was very helpful, the candidates were great and the process has been super fluid. We're already planning to do our next batch of hiring with Lupa. 5 stars."
"Working with Lupa for LatAm hiring has been fantastic. They found us a highly skilled candidate at a better rate than our previous staffing company. The fit is perfect, and we’re excited to collaborate on more roles."
"We compared Lupa with another LatAm headhunter we found through Google, and Lupa delivered a far superior experience. Their consultative approach stood out, and the quality of their candidates was superior. I've hired through Lupa for both of my companies and look forward to building more of my LatAm team with their support."
“We’ve worked with Lupa on multiple roles, and they’ve delivered time and again. From sourcing an incredible Senior FullStack Developer to supporting our broader hiring needs, their team has been proactive, kind, and incredibly easy to work with. It really feels like we’ve gained a trusted partner in hiring.”
Working with Lupa was a great experience. We struggled to find software engineers with a specific skill set in the US, but Lupa helped us refine the role and articulate our needs. Their strategic approach made all the difference in finding the right person. Highly recommend!
Lupa goes beyond typical headhunters. They helped me craft the role, refine the interview process, and even navigate international payroll. I felt truly supported—and I’m thrilled with the person I hired. What stood out most was their responsiveness and the thoughtful, consultative approach they brought.
Digital Marketer Soft Skills
Communication
Convey complex ideas clearly and foster understanding among clients and team members
Problem Solving
Develop creative solutions to marketing challenges with a strategic mindset
Team Collaboration
Work effectively across departments to achieve shared marketing goals
Adaptability
Quickly adjust strategies in response to shifting market trends and demands
Time Management
Prioritize tasks to meet tight deadlines without compromising on quality
Empathy
Understand and address customer needs and perspectives to enhance engagement
Digital Marketers Skills
SEO Optimization
Skilled in using tools like Moz and SEMrush to increase website visibility on search engines.
Social Media Management
Expert in platforms like Hootsuite and Buffer for content scheduling and analytics tracking.
Pay-Per-Click Advertising
Proficient in Google Ads and Bing Ads to drive targeted traffic through paid campaigns.
Content Management
Experience with CMS platforms like WordPress and Joomla for website content creation and management.
Email Marketing
Utilizing tools like Mailchimp and Constant Contact for effective audience engagement and communication.
Analytics and Data Analysis
Competence in Google Analytics and Tableau to monitor, analyze, and report on performance metrics.
How to Write an Effective Job Post for Hiring Digital Marketing Experts
Recommended Titles
- SEO Specialist
- Content Strategist
- Social Media Manager
- PPC Analyst
- Email Marketing Specialist
- Growth Hacker
Role Overview
- Tech Stack: Expertise in SEO, Google Ads, social media platforms
- Project Scope: Design and execute digital marketing campaigns; analyze performance metrics; optimize strategies for maximum ROI
- Team Size: Work with a cross-functional team of 8 marketing professionals
Role Requirements
- Years of Experience: Minimum of 5 years in digital marketing.
- Core Skills: Strong analytical skills, proficiency in content creation, and expertise in lead generation.
- Must-Have Technologies: Familiarity with SEMrush, HubSpot, and Google Analytics.
Role Benefits
- Salary Range: Competitive salary based on experience and skills, $70,000 - $110,000.
- Remote Options: Flexible remote work arrangements to support work-life balance.
- Growth Opportunities: Opportunities for professional development and leadership training programs.
Do
Don't
- Don’t use jargon excessively.
- Don’t overlook key qualifications.
- Don’t make it overly complex.
- Don’t leave out team information.
- Don’t ignore benefits discussion.
Top Digital Marketing Expert Interview Questions
Essential questions for evaluating Digital Marketing Experts
Can you explain the differences between SEO and SEM and how you use them in digital marketing strategy?
Look for a candidate who can clearly differentiate SEO and SEM and understands when and how to implement each within a strategy. They should discuss organic ranking for SEO and paid placement for SEM, and how they complement each other.
How do you use data analytics tools to enhance marketing campaigns?
A qualified candidate should mention familiarity with tools like Google Analytics or Adobe Analytics. They should explain how they use data to track KPIs, measure performance, and make data-driven decisions to optimize campaigns.
What experience do you have with email marketing platforms?
The candidate should specify platforms like Mailchimp, HubSpot, or Marketo and describe how they've used them to segment audiences, personalize content, and automate marketing efforts to increase engagement.
How do you stay updated on the latest digital marketing trends and algorithms?
A proactive candidate should discuss following industry blogs, attending webinars or conferences, and participating in online communities, showing a commitment to staying informed and adaptable.
Can you give an example of a successful social media campaign you’ve managed?
Look for specific metrics to illustrate success and a clear explanation of their strategy, such as targeted ads, engagement tactics, or influencer collaborations, emphasizing measurable results.
How do you measure the success of a digital marketing campaign?
Look for a candidate who tracks key performance indicators (KPIs) like conversion rates, click-through rates, and ROI. They should demonstrate a methodical approach to analyzing data and adjusting strategies accordingly.
Can you provide an example of how you handled a campaign that wasn’t meeting its goals?
The candidate should give a specific example where they identified issues, used analytics to understand the problem, and implemented changes to improve results. This showcases their problem-solving and adaptability.
How do you prioritize tasks when managing multiple campaigns?
A strong candidate will discuss using tools or methodologies, such as project management software or frameworks like the Eisenhower Box, to ensure they allocate resources effectively and meet deadlines.
What approaches do you take when a new platform emerges in digital marketing?
Listen for an openness to learning and experimentation. They should talk about researching trends, testing small campaigns, and applying insights to larger strategies, showing agility in problem-solving.
How would you approach a sudden drop in website traffic?
Expect them to mention investigating technical issues, analyzing traffic sources, reviewing recent content, and possibly A/B testing changes. They should demonstrate a structured, analytical approach to diagnosing the problem.
Can you describe a time when you had to work closely with a team to complete a project?
Look for examples where the candidate demonstrates collaboration, understanding of team dynamics, and adaptability. Strong candidates will highlight their role, how they navigated challenges, and contributions to team success.
How do you approach effective communication within a diverse team?
Consider if the candidate has experience with various communication styles and cultural awareness. Effective communicators will share strategies for ensuring clarity and understanding while respecting diverse perspectives.
Describe a situation where you had to manage stress while delivering results under tight deadlines. How did you handle it?
Evaluate the candidate’s ability to stay composed, prioritize tasks, and maintain productivity under pressure. Look for signs of resilience and problem-solving, indicating they can maintain quality work despite stress.
Tell me about a time you took on a leadership role, even if it wasn’t officially assigned to you.
Identify whether the candidate can step up when needed, showing initiative and guiding others without formal authority. Good leaders in disguise will speak about influence, rallying a team, or driving project success.
How do you ensure your team stays motivated during challenging campaigns or projects?
See if the candidate has strategies to boost team morale, such as setting clear goals, providing support, or celebrating small wins. Notice if they understand the importance of motivation in achieving team objectives.
- Poor Communication Skills
- Inability to Receive Feedback
- Lack of Problem-Solving Ability
- Consistently Missing Deadlines
- Unwillingness to Learn
Build elite teams in record time, full setup in 21 days or less.
Book a Free ConsultationWhy We Stand Out From Other Recruiting Firms
From search to hire, our process is designed to secure the perfect talent for your team
Local Expertise
Tap into our knowledge of the LatAm market to secure the best talent at competitive, local rates. We know where to look, who to hire, and how to meet your needs precisely.
Direct Control
Retain complete control over your hiring process. With our strategic insights, you’ll know exactly where to find top talent, who to hire, and what to offer for a perfect match.
Seamless Compliance
We manage contracts, tax laws, and labor regulations, offering a worry-free recruitment experience tailored to your business needs, free of hidden costs and surprises.
Lupa will help you hire top talent in Latin America.
Book a Free Consultation
Top Digital Marketing Expert Interview Questions
Essential questions for evaluating Digital Marketing Experts
Can you explain the differences between SEO and SEM and how you use them in digital marketing strategy?
Look for a candidate who can clearly differentiate SEO and SEM and understands when and how to implement each within a strategy. They should discuss organic ranking for SEO and paid placement for SEM, and how they complement each other.
How do you use data analytics tools to enhance marketing campaigns?
A qualified candidate should mention familiarity with tools like Google Analytics or Adobe Analytics. They should explain how they use data to track KPIs, measure performance, and make data-driven decisions to optimize campaigns.
What experience do you have with email marketing platforms?
The candidate should specify platforms like Mailchimp, HubSpot, or Marketo and describe how they've used them to segment audiences, personalize content, and automate marketing efforts to increase engagement.
How do you stay updated on the latest digital marketing trends and algorithms?
A proactive candidate should discuss following industry blogs, attending webinars or conferences, and participating in online communities, showing a commitment to staying informed and adaptable.
Can you give an example of a successful social media campaign you’ve managed?
Look for specific metrics to illustrate success and a clear explanation of their strategy, such as targeted ads, engagement tactics, or influencer collaborations, emphasizing measurable results.
How do you measure the success of a digital marketing campaign?
Look for a candidate who tracks key performance indicators (KPIs) like conversion rates, click-through rates, and ROI. They should demonstrate a methodical approach to analyzing data and adjusting strategies accordingly.
Can you provide an example of how you handled a campaign that wasn’t meeting its goals?
The candidate should give a specific example where they identified issues, used analytics to understand the problem, and implemented changes to improve results. This showcases their problem-solving and adaptability.
How do you prioritize tasks when managing multiple campaigns?
A strong candidate will discuss using tools or methodologies, such as project management software or frameworks like the Eisenhower Box, to ensure they allocate resources effectively and meet deadlines.
What approaches do you take when a new platform emerges in digital marketing?
Listen for an openness to learning and experimentation. They should talk about researching trends, testing small campaigns, and applying insights to larger strategies, showing agility in problem-solving.
How would you approach a sudden drop in website traffic?
Expect them to mention investigating technical issues, analyzing traffic sources, reviewing recent content, and possibly A/B testing changes. They should demonstrate a structured, analytical approach to diagnosing the problem.
Can you describe a time when you had to work closely with a team to complete a project?
Look for examples where the candidate demonstrates collaboration, understanding of team dynamics, and adaptability. Strong candidates will highlight their role, how they navigated challenges, and contributions to team success.
How do you approach effective communication within a diverse team?
Consider if the candidate has experience with various communication styles and cultural awareness. Effective communicators will share strategies for ensuring clarity and understanding while respecting diverse perspectives.
Describe a situation where you had to manage stress while delivering results under tight deadlines. How did you handle it?
Evaluate the candidate’s ability to stay composed, prioritize tasks, and maintain productivity under pressure. Look for signs of resilience and problem-solving, indicating they can maintain quality work despite stress.
Tell me about a time you took on a leadership role, even if it wasn’t officially assigned to you.
Identify whether the candidate can step up when needed, showing initiative and guiding others without formal authority. Good leaders in disguise will speak about influence, rallying a team, or driving project success.
How do you ensure your team stays motivated during challenging campaigns or projects?
See if the candidate has strategies to boost team morale, such as setting clear goals, providing support, or celebrating small wins. Notice if they understand the importance of motivation in achieving team objectives.
- Poor Communication Skills
- Inability to Receive Feedback
- Lack of Problem-Solving Ability
- Consistently Missing Deadlines
- Unwillingness to Learn
