Recruiting Partner for a $2M → $5M Growth-Stage Marketing Agency

Recruiting Partner for a $2M → $5M Growth-Stage Marketing Agency

Help us scale a high-performing team.

We’re a fast-scaling marketing agency in the pest control space. We care about hiring quality because bad hires slow execution and dilute culture.

We expect to make multiple hires across leadership, strategy, and execution roles in the next 1–12 months. To do that, we need a recruiter who brings rigor, discernment, and speed; not resume-forwarding.

The Mission

Drive A Player hiring across key functions, cutting noise, surfacing real fit, and helping us scale from 27 to 47 top-performers this year.

What We’re Looking For

We don’t need volume. We need judgment.

We’re looking for a freelance recruiter who

• Treats ambiguity as a solvable problem
• Rejects resume spamming and defers to scorecards
• Knows how to push hiring managers when assumptions break
• Wants consistent work, growing scope, and clear outcomes

Your First Step: Paid Test Engagement

We run a structured test before any long-term engagement. You’ll work on a real open role and be evaluated across four short sprints:

Role Calibration Memo – Challenge assumptions and frame the search

Candidate Spec – Translate strategy into a tactical sourcing filter

Live Sourcing Sample – Find 3–5 real profiles, no outreach required

Debrief Call – Explain your logic, reflect, and recalibrate live

👉 Recruiter Test Engagement

[https://docs.google.com/document/d/1BFtnDBvkAWnjAbmM-z4d00ZpUys6gAcT4FoiTwNSQ3s/edit?usp=sharing]

This Role Is Not for You If...

• You rely on job boards or passive sourcing
• You don’t believe in structured interviews
• You treat every search the same
• You resist being evaluated by results
• You aren’t willing to do a test project

Engagement Details

• Freelance / project-based
• Paid test engagement
• Ongoing work for the right partner

How to Apply

Send a short note with

1. Roles you’ve hired for in fast-growing companies

2. An example where you recalibrated a search midstream and why

3. Your top disqualifier when screening candidates

We ignore generic or copy-paste applications. Show us how you think.