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.
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.
The Role
- Culture
- Pace
- Team
- Clients
- Ambition
- Workflow
- Skills
Our flat-fee recruiting service
A standard search is $7,500 flat.
You approve the role, pay, shortlist, and offer. We handle the work between.
A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit.
Planning more than one permanent hire this quarter? Talk it through with us. Each search is still one flat fee.
Technical or niche searches are $10,000 to $15,000. Executive searches are $15,000 to $25,000.
Somebody has to run the search. Here's what you'd carry yourself, what we run, and what stays with you.
| Stage | What you'd do yourself | What we run | What you approve |
|---|---|---|---|
| Role and pay | You write the job post, guess a pay range, and get the team aligned between client work. | We define what the person will own and check the pay range against the market. | The role and the pay. |
| Find and screen | You post the role, chase referrals, read applications, and run screening calls. | We source across channels, screen everyone against the same brief, and handle candidate conversations. | The shortlist you'll meet. |
| Compare the evidence | You compare people from interview notes. Nobody has done the work yet. | Finalists complete a paid Work Simulation on your real problems. We write up what each one showed. | Who goes forward. |
| Decision and offer | You run final rounds, references, and the offer while client work waits. | We coordinate final rounds and references and support the offer negotiation. | The offer. |
It's not that you hired a bad person.
You hired the right person for the wrong role.
An ops manager from a large company may need more structure than a 15-person agency has. A brand-side media buyer may struggle with the pace of client work. An account manager used to clear processes may need support in your "figure it out" culture.
The problem started before you ever posted the job.
- 01Wrong role definitionWeek 0
- 02Wrong hire looks great at firstMonth 1
- 03Team absorbs the extra workMonth 3
- 04You restart the searchMonth 6
Fit
depends on the work, the team, and the conditions of the role.
We define those conditions with you before the search begins.
Your team is absorbing the extra work.
Your clients are noticing the gaps.
You've tried solving this before.
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."
We spend two weeks understanding your agency.
Before we search for a single person.
- 01
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.
- 02
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.
- 03
You receive documented evidence that each finalist can do the job. Not a stack of resumes.
- Autonomy
- Pace
- Ambiguity
- Risk
- Client
- Process
- Mastery
- Growth
- Impact
- Trust
- Feedback
- Team
- Functional
- Social
- Emotional
The four stages, from discovery to guarantee
- 01Role and payWeeks 1-2
- 02Find and screenWeeks 3-5
- 03Compare the evidenceWeeks 6-7
- 04Decision and offerWeek 8
Eight weeks is the target we plan around, not a guarantee. The role, market, and decision speed affect the schedule.
"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.'"
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
Before we write a job description, we record how the seat actually works. How much autonomy does this role actually have? What pace does your team run at? This scan records the conditions candidates will need to work in, so we can assess fit against the actual role.
What the seat demands
- 11 Functional
- 11 Social
- 10 Emotional
Right Person Profile
This is a hiring brief built from the Work Environment Scan. It records the responsibilities, experience, and working requirements we'll assess, including the pace and autonomy the role demands.
Sample Work Drivers
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.
Sample structure
- Week 1
- Month 3
- Year 1
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.
Sample range
- $65K
- $82K
- $100K
Then we go find them.
We source proactively across multiple 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.
Traditional interview
- Rehearsed answers
- Past experience claims
- Interview confidence
- Generic problem-solving
Work Simulation
- Real work product
- Demonstrated skills
- Decision-making under pressure
- Your specific problems
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.
The examples below show the exercise and the amount paid to the candidate. These amounts are candidate compensation for the exercise, not recruiting fees.
What Work Simulations reveal
- Problem approach
- How they approach unfamiliar problems with real constraints
- Work quality
- The quality of their actual work product under time pressure
- Decision speed
- Whether their decision-making matches your agency's pace
- Communication
- How they communicate their thinking and rationale
Real Work Simulations from real engagements
Growth Strategist
$200 paid to the candidate
"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."
60 min live + async deliverable
Retention Strategist
$150 paid to the candidate
"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."
45-60 min live + async deliverable
Klaviyo Specialist
$50 paid to the candidate
"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."
60 min live + async deliverable
Every simulation uses real client data under NDA. Candidates are paid for their time. You see their actual work, not their interview performance.
An eight-week target.
About three hours of structured time with SuperHired, plus your finalist interviews and decision time. The search timeline depends on the role, market, and decision speed.
Talk through a roleDefine what the next hire needs to take off your plate.
An ops manager's role might include the scheduling, handoffs, and follow-up you've been covering.
An account manager's role might include client calls, expectations, and follow-through that currently fall to you.
A growth strategist's role might include planning and evaluating channel tests, with clear goals and authority to make decisions.
We put those responsibilities in writing before the search, then assess candidates against them.
Before
- 70%You
- 20%Team
- 10%Hire
Illustrative work split, not measured results
After
- 15%You
- 25%Team
- 60%Hire
Example target, not a promised outcome
"I finally feel excited about the future of my business."
2 weeks
of discovery before we search for a single candidate.
120 days
120-day replacement-search guarantee
A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit.
Common questions
What do we handle that you'd otherwise do yourself?
You approve the role, pay, shortlist, and offer. We handle the work between. That means two weeks defining the role and checking the pay, then sourcing and screening. Finalists complete a paid Work Simulation on your real problems, and you get a written comparison before you decide. A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit.
Why does the process take about eight 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 6-7 are Work Simulations and candidate evaluation. Week 8 is presentation and decision support. Eight weeks is the target we plan around, not a guarantee. Timing depends on the role, market, and decision speed. You get weekly updates throughout the search.
What does the $7,500 standard search include?
Discovery, sourcing and screening, paid Work Simulations, a written candidate comparison, and offer support. You keep the deliverables regardless of outcome. A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. Technical or niche searches are $10,000 to $15,000. Executive searches are $15,000 to $25,000. We agree on the scope and fee before discovery; the fee isn't a percentage of salary.
What if the hire doesn't work out?
A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit.
Do you specialize in agency roles?
Founder-led marketing agencies are the focus here, including growth, digital, and retention agencies. The roles span operations, client service, and performance. An ops manager at a 15-person agency isn't the same role as an ops manager at a 500-person company. For a different business, talk through the permanent role with us so we can assess the fit.
How much of my time does this take?
About three hours of structured time with SuperHired, plus your finalist interviews and decision time. You approve the role and pay, review the shortlist and written comparison, and decide on the offer. Team Perspective Surveys go to your team. We handle the work between your decisions.
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 their work and receive documented findings before deciding. The example payments shown on this page are compensation to candidates for those exercises, not recruiting fees.
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.
Talk through the role you need to fill.
Tell us what the person needs to own, your budget, and your timing. We'll say whether we can help and what the search would involve.
Prefer a Scoping Call? We listen to your situation and tell you how we'd approach it.
Hiring for a specific role?