Finding Unicorns: How We Fill the Hardest Roles
MARCH 12, 2025
MISTY WILLIAMS
Founder, Marketect Media
People are often surprised at the roles you can hire in the Philippines.
We have placed Video Ads editors, Power BI Developers, Directors of Operations, Launch Managers, Bookkeepers, Data Analysts and other roles from the Philippines … finding top talent for these roles that fills a significant need for our clients at a fraction of the cost.
There is amazing execution talent in the Philippines, and our clients are looking for talent that can step in and make a difference from day one—not months down the line.
Case Study #1: Hiring a Power BI Developer
Our client came to Marketect Media looking for someone who could do more than just build dashboards—they needed a Power BI Developer who could transform raw data into a tool for smarter decision-making.
The right hire needed to not only integrate multiple data sources but also design an intuitive dashboard that gave real-time insights into key business metrics.
It wasn’t just about making the dashboard look good; it had to be functional, easy-to-navigate and capable of helping non-technical teams quickly spot trends and potential issues.
The Challenge: More Than Just a Dashboard Builder
Most candidates excel in technical skills like DAX, data modeling and dashboard design, but finding someone who could design an intuitive dashboard that allows decision-makers to extract clear, actionable insights is much rarer.
To make things trickier, top Power BI talent isn’t actively job hunting—they’re already in high demand. Attracting the right candidate meant going beyond traditional recruiting methods and tapping into hidden talent pools through strategic headhunting and direct outreach.
How We Tackled It
This wasn’t just about reviewing résumés. We launched an intensive headhunting campaign and invited 1,440 candidates to apply for the role.
- Build custom dashboards that provide real business value
- Understand financial KPIs and align data strategies with business goals
- Explain how to navigate and use the dashboard so even non-data teams could use them effectively
- Tech Skills Check: We designed a hands-on test where candidates had to create a Power BI dashboard for leadership to monitor sales, marketing performance and lead conversions.
- Real-World Scenarios: We threw in some real-life business problems to see how candidates would handle actual challenges and turn numbers into smart recommendations.
- Communication Test: This was key—could they break down all those tricky data insights into something the whole team could understand?
What Made the Top Candidates Shine
The best candidates? They were more than just tech-savvy—they brought clarity, problem-solving skills, and a deep understanding of business needs. The star hire stood out because he:
- Had advanced Power BI chops—think custom visuals and slick data modeling.
- Truly got business KPIs and knew how to align data strategies with business goals.
- Made complicated data trends feel simple and easy to understand—perfect for busy execs who don’t have time for jargon.
The Interview Moments That Sealed the Deal
This candidate didn’t just answer questions—
he provided detailed insights, breaking down business data and suggesting improvements to existing reporting systems.
Their passion for analytics was clear, and while they sometimes expanded on ideas at length, it reflected a deep understanding of the company’s challenges.
Case Study #2: Hiring a Controller/Finance Manager
Our client was on the hunt for a rock-solid Controller/Finance Manager. But they weren’t just looking for someone who could handle spreadsheets and balance the books.
They needed a true financial leader—someone who could tighten up compliance, offer smart financial guidance and work side-by-side with senior leadership to help the business grow.
Oh, and they wanted someone who could spot risks before they became problems and fine-tune financial processes along the way.
The Challenge: A Rare Skill Set
Most professionals in the market come from accounting, bookkeeping or standalone data roles. They know numbers but often lack the strategic business perspective needed to drive financial decision-making.
Finding someone with both technical expertise and a deep understanding of financial data was no easy feat.
How We Made It Happen
We knew this was a high-stakes hire, so we implemented a structured, no-nonsense vetting process that covered all the bases:
- Technical Know-How: We tested candidates on the essentials—financial reporting, forecasting and making sure everything ticked the compliance boxes.
- Leadership & Strategy Check: We dug into their experience managing teams, upgrading financial systems and running cost-saving initiatives.
- Culture Fit Test: Beyond skills, could they gel with senior leadership and thrive in a fast-paced, ever-evolving environment? We made sure they’d mesh with the team vibe.
This meticulous process involved headhunting 360 candidates and carefully narrowing the field through rigorous evaluations. In the end, only one made it through the final interview—proving just how selective and thorough our approach was.
What Made the Top Candidates Stand Out
The strongest contenders weren’t just number crunchers—they were strategic thinkers and strong communicators. The person who landed the role stood out because they:
- Bridged the gap between finance and operations, ensuring smooth collaboration across departments for accurate reporting.
- Maintained meticulous attention to detail, guaranteeing reliable financial reports that informed key business decisions.
- Showed adaptability, quickly learning new accounting technologies to improve efficiency.
- Brought a track record of financial planning and cost-saving initiatives, helping companies streamline budgets without sacrificing growth.
- Had solid leadership experience, successfully managing and mentoring finance teams to boost productivity.
Closing the Talent Gap
These case studies highlight how the right mix of technical expertise, communication skills and cultural fit can transform a business, turning everyday operations into opportunities for growth and innovation.
That’s why we look beyond job descriptions and checklists, focusing on what truly makes a candidate the right fit. When hiring is done with intention, it doesn’t just support business growth—it drives it.
If you’re navigating a tough hire and want to explore if hiring from the Philippines is a viable option, reach out … we’d love to help.