You built this agency.
Now you're doing the job you hired someone else to do.
You're reviewing deliverables that aren't yours. You're on client calls you hired someone else to handle. Your Saturday disappeared into the work your ops manager was supposed to own.
You didn't plan to be the person doing everyone else's job. But here you are.
It's not that you hired a bad person.
You hired the right person for the wrong role.
The ops manager who thrived at a Fortune 500 company drowns at a 15-person agency. The media buyer who killed it brand-side can't handle the pace of client work. The account manager who was brilliant at a structured company freezes in your "figure it out" culture.
The problem started before you ever posted the job.
of roles are defined wrong before the search begins.
Your team is absorbing the extra work.
Your clients are noticing the gaps.
You've tried solving this before.
The recruiter
The recruiter asked for your job description. They sent five resumes without asking a single question about your team or your pace. You hired the best interviewer.
The network hire
Your friend recommended someone brilliant. But they came from a company with defined processes, and your agency runs on autonomy and speed. They waited for direction that never came.
The internal promotion
Your best media buyer became a terrible account manager. You lost a media buyer and still need an account manager. The problem was never the people.
Every hire that doesn't work starts the same way: nobody understood what the role actually needed.
"I felt really defeated by the whole hiring process. I was getting to a point where I was thinking this is literally the last hurrah."
Emma Dewey, Founder, BabyEm Training Agency
What changes
We spend two weeks understanding your agency.
Before we search for a single person.
We learn your client roster, your pod structure, your channel mix, and where the last hire broke down. We've spent years hiring inside agencies. We know what "figure it out" culture demands from a hire.
Every finalist completes a paid Work Simulation built from your agency's real work. They sign an NDA, get real client data, and solve a real problem under time pressure.
You receive documented evidence that each finalist can do the job. Not a stack of resumes.
"Every agency we've worked with has the same reaction after seeing the Discovery Brief: 'This is the first time someone actually understood what we need.'"
Josh Hill, Founder & Discovery Lead
Here's what two weeks of discovery actually produces.
Everything we build during discovery is yours to keep whether or not you proceed with the search.
Work Environment Scan
We score your agency across 32 Work Drivers before writing a single job description. How much autonomy does this role actually have? What pace does your team run at? This scan reveals who will thrive at your business and who will quietly disengage within six months.
Right Person Profile
This is a behavioral map built from the Work Environment Scan. It defines who thrives in this role, who fails despite having the right resume, and the specific disengagement triggers that would make the right person leave.
Job Map
The Job Map is a complete blueprint for the role. It defines the five core accountabilities, the responsibilities under each one, and the specific success metrics you will use to evaluate performance at week one, month three, and year one.
Salary Benchmark
Percentile-level market data from multiple independent sources. We show you exactly where your budget sits in the distribution and what that means for the candidates you will attract. We charge flat fees, so we have zero incentive to inflate the number.
Then we go find them.
We source proactively across 8+ channels, targeting candidates who match the behavioral profile we built in discovery. We are looking for fit, not filling a funnel.
Interviews reward people who are good at interviews.
Work Simulations reward those who are good at the job.
Every finalist completes a paid Work Simulation built from your agency's real work. They sign an NDA, receive actual client data, and solve a real problem. You see how they think, how they prioritize, and the quality of their output.
What Work Simulations reveal
- How they approach unfamiliar problems with real constraints
- The quality of their actual work product under time pressure
- Whether their decision-making matches your agency's pace
- How they communicate their thinking and rationale
Real Work Simulations from real engagements
"You are inheriting a DTC brand account with $40K monthly ad spend across paid social and search. Diagnose why ROAS dropped 30% last quarter and build a 30/90-day recovery plan with channel-level budget reallocation."
"This subscription brand is losing 12% of subscribers monthly. You have access to their Klaviyo account and Shopify data. Identify the three biggest churn drivers and propose lifecycle flow changes with projected LTV impact."
"This Klaviyo account has broken trigger logic in the welcome and post-purchase flows. Open rates have dropped below 15%. Audit the setup, identify what is broken, and rebuild both sequences."
Every simulation uses real client data under NDA. Candidates are paid for their time. You see their actual work, not their interview performance.
Three hours of your time.
Eight weeks of ours.
A year from now, your team can't imagine the agency without this person.
Start with a free scoping callYou stop being the person who does everyone's job.
The ops manager takes over the things you've been covering. You stop working Saturdays.
The account manager handles client calls without you listening in. Your team stops absorbing the extra work.
The growth strategist brings ideas you didn't know your agency needed. Revenue grows without you personally driving every deal.
One right hire changes the trajectory of the whole agency.
We placed an operations manager at BabyEm Training Agency after 12 years of failed hires. She is still there.
Emma Dewey, Founder & CEO, BabyEm Training Agency"I finally feel excited about the future of my business."
All of this for a flat $7,500.
The same methodology, the same discovery, and the same 120-day guarantee whether the role pays $60K or $200K.
If the placement doesn't work out within 120 days, we run the search again at no cost. That's 2x the industry standard.
30 minutes. We listen to your situation and tell you how we'd approach it.
Hiring for a specific role?
Common questions
How is SuperHired different from a traditional recruiter?
Traditional recruiters take your job description and send resumes. SuperHired spends two weeks understanding your agency before searching for a single candidate. We map 32 Work Drivers to identify who will thrive in your specific environment, then test finalists with paid Work Simulations using your real agency work. 90% of our placements are still in role at 18 months.
Why does the process take 6-8 weeks?
The first two weeks are discovery, where we learn how your agency actually operates. Weeks 3-5 are sourcing and screening against your Work Driver profile. Weeks 5-7 are Work Simulations and candidate evaluation. Week 7-8 is presentation and decision support. Each week has specific deliverables and you get weekly updates with substance, not silence.
What does $7,500 include?
Everything from discovery to guarantee. We map your environment, build the Right Person Profile, source across 8+ channels, run paid Work Simulations with real data, evaluate candidates with documented trade-off analysis, support you through the offer, and back it with a 120-day guarantee. No percentage of salary. No hidden fees. Same price whether the role pays $60K or $200K.
What if the hire doesn't work out?
120-day guarantee. If the placement doesn't work out within 120 days, we run the search again at no cost. Not at a reduced fee. At no cost. That's 2x the industry standard of 60 days.
Do you specialize in agency roles?
Five of our seven current clients are marketing agency owners. We have placed operations managers, account managers, growth strategists, and media buyers for agencies ranging from 10 to 50 employees. We understand that an ops manager at a 15-person agency isn't the same role as an ops manager at a 500-person company.
How much of my time does this take?
Three hours total. A 45-minute intake call. A discovery session. Team Perspective Surveys go to your team, not you. Then we present finalists with full documentation. You spend your time choosing between strong candidates, not reviewing stacks of resumes.
What are Work Simulations?
Paid exercises where candidates do the actual work of the role. We build each simulation from your agency's real problems, with an NDA signed. The candidate receives real client data, a real scenario, and a time window. You see how they actually think and work, not how they interview.
What if I need someone in 4 weeks, not 8?
Some roles are well-defined and our discovery confirms what you already know, which speeds the search. Other roles are defined wrong, and discovering that at week 2 saves you from a bad hire at month 4. We'll tell you which situation you're in on the scoping call.