Performance desk
Performance marketers who treat measurement as the work.
Paid, tracking, creative testing and conversion-focused campaign management. Titles are noisy. The account is not.
What this hire is for
The seat decides the questions.
Performance hiring fails when we match job titles and skip measurement skill. We screen for people who can explain a number, challenge it, and still ship the next test.
We ask what they can do on Monday. Titles are a filing system.
Performance marketerMedia buyerPerformance leadCROTracking specialistCampaign manager
What we need to see
- Campaigns they owned end to end, including the ugly ones.
- A working relationship with tracking, not a fear of GTM.
- Comfort reporting to a commercial stakeholder.
In the room
Probes we actually use
Not a quiz. A conversation that should sound like the work.
- Is this number real?Attribution, windows, duplicate conversions — they should be suspicious on purpose.
- What did creative change?Performance without creative literacy is half a job.
- What would you freeze?Knowing what not to touch during a test is seniority.
Cuts
What does not make the shortlist
- Dashboards with no decisions attached.
- Buyers who refuse to look at the landing page.
- People who outsource every ‘data’ question.
Start the search
Open a performance vacancy.
Role, salary, working model, must-haves. One form, one intended hire. Terms and deposit before sourcing.