The desk
A hiring room that still understands the work.
DMRA is a specialist desk: employer briefs in, CVs in, practical evaluation in the middle, and a shortlist you can use.
Why the desk exists
Generic screening cannot keep up with the craft.
Search, paid, analytics, content, automation and social each need a different kind of evidence. One interview script for all of them is how weak hires get through.
We started this desk after watching recruiters reach for the safest filters: degrees, years, tool lists, and CVs rewritten by the same templates.
Some of the strongest operators never collected the “right” certificates. They ranked pages, repaired campaigns, shipped sites, and learned the next tool because the work demanded it.
Monday morning is the test. Not the LinkedIn headline.
Can they find a ranking drop? Kill wasted spend? Fix tracking? Write a page that has a job? Use AI without turning everything into sludge?
An SEO specialist is not a media buyer. A content lead is not an automation operator. The screening has to follow the work.
Craft, judgement, stamina, and proof. Paperwork comes second.
What we will not do
We will not drown you in names to look busy.
Employers need a usable shortlist. Candidates need relevant work. The desk sits between those two needs and keeps the rest out of the way.
- Vacancies go through a written intake before sourcing starts.
- CVs are sorted by craft, working model and actual fit.
- Where it helps, we use a bounded practical check.
- The pool covers local, remote and cross-border hiring.
- We call first, so you spend less time with weak-fit conversations.