Recruiting for creator management agencies and content businesses
We hire the leadership, operations, and creative teams that let creator-led businesses scale past the founder. Discreet, founder-led search. Shortlist in 10 days.
Who we work with
Specialist niches that most search firms will not touch.
We hire for creator management agencies, including OFM agencies, talent management firms for content creators, and the support teams behind them. These are businesses that grew fast on the back of one or two founders and now need a leadership layer underneath. The work is operational, commercial, and creative at the same time, and the talent pool is narrower than most clients realise.
We also work with creator-led DTC brands. Founders who built an audience first and a product second, and now need to staff a real business behind that audience. The hiring profile looks similar to a fast e-commerce scaleup, with one difference: the founder is also the marketing channel, and the team has to ship around them without slowing them down.
The third group is specialist content production, editing studios, and high-discretion niches where category experience matters more than a polished LinkedIn profile. Big agencies will not run these searches. We do, because the operators who can actually deliver here sit inside our network rather than in a public candidate pool.
Roles we hire for creator economy businesses
From the COO down to the specialist managers who run the day-to-day.
Common hiring challenges in creator economy agencies
Growth is faster than the ops layer can absorb. Revenue scales, headcount scales, and nothing inside the agency was built to support either. Things start breaking quietly before they break loudly.
The founder ends up doing every role personally. Sales, content review, hiring, payroll, escalations, partner calls. The business depends on one person being available, which caps the upside.
Generic recruiters do not understand the workflow. Chat sales operations, content production pipelines, paid traffic optimisation, and account management at scale all have specific operating patterns. Candidates from outside the niche tend to underestimate the speed and the volume of decisions.
Discretion matters. Many candidates and clients prefer not to be visible in their job search. Some categories carry assumptions that a public listing would amplify. We run these searches off-market by default.
Sound familiar?
- !Founder is the bottleneck on every important decision
- !Revenue is growing but ops, content, and sales are stretched thin
- !Last few hires did not work because they did not understand the model
- !You need senior people who already know this niche
- !Public job ads are not an option
What we have done in this space
Real engagement, anonymised.
We recently completed a leadership engagement for a creator management agency of 50+ people. The brief was to scale operations to support faster growth across the agency. Inside a single multi-month search engagement, we placed the COO, Growth Manager, Content Director, Sales Director, Chat Sales Manager, and a team of specialist social media and traffic managers.
The outcome was operational. The founder got bandwidth back. Bottlenecks across growth, content, and sales were removed. The agency moved into the next stage of scale with a real leadership team underneath the brand, rather than one person carrying every function.
We do not name clients in this space without explicit permission. The case study above is shared in this format because it matches the kind of work most founders in this niche need.
How we run a creator economy search
Three steps, repeatable, founder-led.
Define success
We start with a working session on what the role has to deliver in 90 days and 12 months. The output is a written scorecard, not a job description.
Headhunt the right market
We source from competitor agencies and adjacent niches with proven operational chops. Candidates are approached privately, never through public listings.
Deliver a shortlist
Three to five candidates inside 10 days, with a written assessment against the scorecard. You meet the people who can actually do the job.
Why discretion matters
Specialist niche recruitment works differently.
In high-discretion niches, the people you want to hire are not actively looking and do not want to be seen looking. Public job listings filter for the wrong candidates. LinkedIn outreach from junior recruiters gets ignored. The candidates who can actually carry the role have to be approached privately and on the basis of trust, not on the strength of a job title in an outbound email.
Mihai handles every search end-to-end. There is no handoff to a researcher, no junior account manager, and no marketing of your role to the wider market. The shortlist comes back fast because the network is already there, not because corners get cut.