Roles we hire for agencies
From performance marketers to account leadership, we find the talent that drives agency growth.
Common hiring challenges
Client growth depends on a few key hires. When you win new business, you need people who can deliver immediately.
Inbound applicants are noisy. Sorting through hundreds of applications takes time you don't have.
Time is limited. You're running client work, pitching new business, and managing the team.
You need proven performance fast, not promises or potential.
Sound familiar?
- !Won a pitch but don't have the team to deliver
- !Lost good people to competitors or clients
- !Struggling to find senior talent who can lead
- !Wasting time on candidates who don't fit
How we help agencies hire
We take the search off your plate so you can focus on clients and growth.
Define success
We build a scorecard based on the outcomes you need: client delivery, team leadership, specific skills.
Headhunt the right market
We source from relevant agencies and in-house teams where the best talent is working.
Deliver a shortlist
You meet 3 high-performing candidates who have been assessed against your scorecard.
A RevOps shortlist built for a 50-person agency in seven days
The search started with a role reset around forecast accuracy, utilisation, and margin visibility. We mapped 47 candidates, presented three finalists in seven days, and the hire reduced the sales cycle by 31% in her first 90 days. Read the search.
What we evaluate in agency candidates
Agency hiring is different. We screen for people who can handle the pace, the clients, and the ambiguity.
Client management
Can they own a client relationship, handle scope creep, and keep delivery on track? We test with real scenarios from their portfolio.
Multi-account juggling
Agency operators run multiple clients at once. We assess capacity management and prioritization under pressure.
Delivery speed
Agencies move faster than in-house teams. We look for candidates who have shipped work at agency pace, not corporate timelines.
Revenue awareness
Good agency hires understand margin, utilization, upsell, and the P&L behind the work.
Team building
Growing agencies need leaders who can hire, train, and retain. We assess management experience and staff development track records.
New business contribution
At senior levels, agency leaders need to contribute to pitches and proposals. We evaluate whether they have won and grown accounts.