Recruitment
Performance marketers, graphic designers and video editors, working full time for your business. Every candidate is interviewed by a marketer with over a decade of experience running paid media across five countries, so the shortlist you get has already been judged on the work rather than the CV.
You cannot interview for a skill you do not practise
Hiring a performance marketer when you are not one is a lottery. The CV says Google Ads. The portfolio says Google Ads. Six weeks in you find out they ran three campaigns under supervision and have never touched a conversion action.
The same is true of a designer whose folio is template work, and an editor who can cut to a brief but cannot make a hook land in the first two seconds.
That gap is what we close. Every candidate is interviewed by someone who has done the job, hired for it, and had to fix it when it went wrong.
Who you can hire
Three Roles, Hired Full Time
Performance Marketing Specialists
Google Ads, Meta, TikTok. Campaign build, conversion tracking, reporting.
Judged on account structure and measurement, not on certifications.
Graphic Designers
Static ad creative, social, brand systems, landing page design.
Judged on whether their work performed, not on whether it looked good in a folio.
Video Editors
Short form ad creative, hooks, retention edits, UGC assembly.
Judged on the first three seconds, because that is where the money is won or lost.
How the vetting works
Four Filters Before You See Anyone
The shortlist is three people, not a stack of CVs. This is what happens before it reaches you.
1
The work, before the conversation
Every applicant submits a portfolio and a short video answering a question about their own work. Most of the field ends here. Someone who cannot explain a decision they made is not going to make good ones for you.
2
A technical interview with a practitioner
Marvellous Esevbode runs it personally. Over a decade in performance marketing, more than $1M a month in ad spend managed across Nigeria, Ghana, Kenya, the UK and the US. The questions are the ones that separate someone who has run an account from someone who has watched one being run.
3
Verification
We verify identity, work history, references from named former employers, and that the portfolio work is theirs.
4
A working sample against your brief
Shortlisted candidates complete a paid task based on your actual business. You see output, not promises, before you commit to anyone.
What it costs
One Fee, Payable When They Start
20% of first year salary, payable once they start
No retainer, no upfront fee, nothing if you do not hire.
Salaries in these roles typically run $500 to $2,500 a month depending on seniority and specialism, so a placement fee is usually $1,200 to $6,000. You pay the person directly and set the terms of their employment yourself.
The replacement guarantee
If the person you hire resigns or grossly underperforms within six months, we replace them once at no additional fee.
Fit
Who This Is For, And Who It Is Not
This works if
You want someone full time, embedded in your business, on your tools and in your standups. You can brief and manage a remote hire. You are hiring for a real role rather than testing whether cheap labour works.
This does not work if
You want freelancers by the hour. You want someone to own strategy with no direction from you. You are hiring primarily on price.
What you are actually buying
You could find these people yourself. They are on LinkedIn, they are on job boards, and some of them will apply to your posting.
What you cannot easily do is tell which of the three hundred applicants can actually do the work. That is the whole service. The vetting, the technical interview, and a shortlist of three rather than a stack of CVs.
If you have someone in your business who can run that interview themselves, you do not need us. Most companies hiring their first marketer do not.
Questions
Before You Send A Brief
Which countries do candidates come from?
Primarily Nigeria, Ghana and Kenya, where we have the deepest networks.
What time zones do they work?
West Africa is GMT+1, one hour ahead of London and five to eight ahead of the US. Most candidates work UK hours comfortably and US mornings with an early start. Full US hours are possible and should be agreed as part of the role rather than assumed.
How do I pay them?
Directly, on whatever terms you agree. We are a recruiter, not an employer of record, so the employment relationship is between you and them.
What if none of the shortlist is right?
We go back and find more. There is no fee until someone starts.
Can I hire more than one?
Yes, and the fee is per placement.
Brief
Tell Us What You Need
A short brief, and we come back with a shortlist. No fee until someone starts.
