Hiring a marketing assistant starts with a clear list of recurring work, the skills needed to do it and the decisions that remain with your agency. Assess candidates against the same role-relevant criteria, then give the person clear instructions, access and review support.
For the wider operating system, see offshore team management. To discuss your role, explore Direct Hire or Managed Teams.
Key facts
- UK workplace advisory body Acas recommends preparing interview questions and asking applicants the same questions where possible. Updated 30 June 2026; checked 5 November 2026.
- Acas suggests assessing applications against the job description and using a consistent scoring system. Updated 30 June 2026; checked 5 November 2026.
- Acas guidance addresses UK recruitment. Its practical suggestions can inform your process, but requirements differ by location and arrangement; check the rules that apply to you and the person hired.
What should a marketing assistant own?
List the work that needs doing each week, its inputs and the person who reviews it. A marketing assistant might prepare a campaign checklist, format a draft email, check links or assemble data for a report. The exact scope depends on your agency and the person's skills. Review Staff Stack roles as a starting point, then write the responsibilities for your own work.
For each task, define the output and boundary. For example, an assistant could prepare a fictional client's email draft and flag missing assets; an account lead checks the copy, audience and links before authorising a send. State who can publish, change a campaign or contact a client, rather than assuming the job title answers those questions.
How can you assess candidates fairly?
Use a short, role-relevant work sample with fictional data. For example, give every candidate the same brief and ask them to identify errors in a draft campaign checklist and write a handoff note. Explain the expected output, time allowed and how it will be assessed. Ask about access needs and provide a route for questions. Agree the scope and compensation in advance and check the requirements applicable to your circumstances.
Score against criteria defined before you see the work. Record evidence, not impressions about personality. A second reviewer can independently assess the same sample and discuss differences.
Accuracy
- Evidence: Finds material issues and distinguishes facts from assumptions.
- Example score: 1–5.
Instructions
- Evidence: Covers the requested output and follows the brief.
- Example score: 1–5.
Handoff
- Evidence: States status, open questions and next action clearly.
- Example score: 1–5.
Judgement
- Evidence: Flags uncertainty and leaves approval to the named owner.
- Example score: 1–5.
Agree what each score means before reviewing and apply the same scale to each candidate. The example is a starting point, not a formula for every role. Acas describes using a consistent process and scoring applications against the job description in its shortlisting guidance.
What should you ask in the interview?
Prepare a core set of questions for everyone, then ask relevant follow-ups about their answers. Acas recommends this consistent approach where possible. Acas, 30 June 2026
- “How would you check a campaign draft before sending it for approval?”
- “What would you do if a brief and a source document disagreed?”
- “Tell us how you hand off unfinished work when the next person is in another time zone.”
- “Which tasks in this brief have you done before, and where would you need support?”
Explain the schedule, tools, expected communication and review process. Invite the candidate's questions and give them a contact for follow-up. For an online interview, agree a backup if the connection fails.
How do you onboard and review the work?
Introduce the person to their manager and reviewers. Provide a sample brief, approved reference material, a task board and a way to ask questions. Agree the overlap needed for live decisions and write down handoffs for work that crosses time zones.
Start with a bounded task and review it together. Check client names, dates, links and source figures before anything client-facing is sent. Give specific feedback and update the checklist when an instruction is unclear. Our guide to building a QA system that catches errors explains how to make review part of the workflow.
Give the assistant an individual account and access appropriate to their tasks. Confirm client and tool-owner requirements before granting permissions; keep final publishing or budget changes with the agreed approver until you decide otherwise.
How do Direct Hire and Managed Teams compare?
Compare both options against the same role, schedule and support needs. With Direct Hire, discuss the placement and the responsibilities your agency will take on. With Managed Teams, discuss the ongoing support and how responsibilities are shared. Ask Staff Stack to confirm the specific terms, employment, payroll, management and review arrangements before choosing.
Frequently asked questions
What can a marketing assistant do for an agency?
Depending on the role, they might prepare campaign assets, check links, update task boards or assemble reports for review. Define the tasks and approval limits before hiring.
How should I assess a marketing assistant?
Use a consistent, role-relevant scorecard and a bounded fictional work sample. Explain the instructions and assessment criteria, and consider candidates' access needs.
Should I choose Direct Hire or Managed Teams?
Compare the responsibilities and support your agency wants, then ask Staff Stack to confirm the terms of each arrangement for your role.
Who should approve client-facing work?
Name an agency or client approver for each deliverable and a backup. Agree who can publish or make changes before the assistant begins work.
Ready to describe the role? Start with Direct Hire or explore Managed Teams.