Content strategists and DTC video editors
Ecomunit, DTC group with 3 brands
Client context
Ecomunit is a DTC operator running three brands selling into the US and EU markets. By 2026 they had hit a ceiling at roughly $50,000 per day in blended ad spend across the portfolio. The growth thesis required them to push past $150,000 per day per brand within the year. The internal team had strong media buyers, performance marketers, and brand operators, but the creative production layer was the constraint on the whole P&L. To scale spend 3x, they needed creative throughput at the same multiple, and the existing creative team could not get there with headcount alone. Generic content creators were not the answer. They needed people who understood DTC paid social mechanics: hook variation cadence, format-specific edits, performance creative iteration, and the production discipline that comes from shipping 30 to 50 ads per brand per week without losing creative quality or brand consistency across the portfolio.
The challenge
DTC creative talent that can hold its own at scale is rare. Most candidates have either creative agency experience without performance fluency, or performance marketing experience without the production craft. Ecomunit needed both in the same hire, across multiple seats, at the same time. The roles required multiple content strategists who could brief, concept, and oversee shoots across three brands simultaneously, and DTC video editors who could ship variant volume without sacrificing creative quality or brand identity. Discretion was less of an issue than speed. Brand alignment mattered: each of the three brands needed creative leadership that understood their specific category, audience, and content style. The wrong hire would create misaligned creative output that would hurt ROAS across the portfolio, not just one brand. A single bad creative strategist briefing the wrong tone across two brands could pull blended ROAS down for an entire quarter.
Search strategy
We ran a parallel multi-role search structured by brand specialisation rather than by role. For each brand we built a separate scorecard for the content strategist and video editor roles, calibrated to the category and the creative style of that brand. We sourced primarily from competitor DTC operators, performance creative agencies, and creator-led commerce brands where high-tempo creative output was a daily operating norm. Mihai ran the scorecard and intake personally for each brand, working directly with the brand leads to define what good looked like for each seat. The structured assessment focused on shipped portfolio evidence: how many ads each candidate had produced in the last 90 days, what their typical iteration cadence looked like, how they handled performance feedback loops from media buyers, and how they prioritised testing when creative budget was constrained. Reference checks specifically targeted past media buyers and growth leaders they had worked with, not their previous creative directors, because the question was not whether the work was beautiful, it was whether the work moved spend. The full search was completed in 6 weeks across multiple parallel placements.
Result
The new creative team plugged directly into the existing media buying operation. Within 60 days of the hires starting, creative throughput across the three brands tripled. The content strategists rebuilt the brief and review process so the editors could ship at volume without losing quality, and the briefing turnaround compressed from days to hours. The video editors hit a sustainable cadence of ad output per brand per week that matched the testing volume the media buyers had been asking for. With the creative constraint removed, the media buyers could push spend without throttling for lack of fresh creative. The company moved past their previous spend ceiling and is on track for the $150,000 per day per brand goal. The hires retained beyond the standard 90-day rebate window and were still in place at six months. The creative function now scales with spend rather than capping it, which was the entire point of the engagement.
“We had hit a ceiling at $50K a day across the brands because we did not have the creative volume to scale. Valuable Recruitment placed our content team in 6 weeks and we tripled output within 60 days.”
Get a shortlist in under 10 days
Founder-led search. 3–6 scored and interviewed candidates. No junior recruiters, no handoffs.