Functions
Marketing & Creative
Marketing leaders who can guide a changing future.
Why this seat matters
AI is collapsing expertise and technology across the funnel. You need a talent partner who can help you decide whether to hire in-house or augment an agency. And you need creative talent who can lead your brand into the next era.
Roles we place
CMO
VP Marketing
Director of Demand Generation
Head of Brand
Product Marketing Lead
Who we place
The full marketing org from CMO through the manager layer, plus the creative side: creative directors, art directors, production and creative operations.
How we find them
Great marketers and creative leaders are judged by their work, not their titles. We build every search from zero, reach them directly, and review the campaigns, launches, and portfolios behind the resume. You meet 2 or 3 people whose work you would put your brand behind.
We commit to
An accepted offer within 30 days of intake, so launches don’t stall while the seat sits open. One relationship manager from your first marketing or creative search to your tenth. And a straight answer on whether you need a hire, an agency, or both.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
You’ll hear AI means you need fewer of these people, and you’ll probably hear it from someone inside your own building. Some of it is true. The output got cheaper, but the judgment didn’t. Someone still has to decide what’s worth making and whether it’s any good, and a bad hire at the leader level costs you a launch, not just a salary.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
You’re paying an agency more than the in-house seat would cost or your launch is at risk.
You know what this person has to own, or you want that settled at intake.
You know portfolio fit decides a good hire more than a resume.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Marketing & Creative
Marketing leaders who can guide a changing future.
Why this seat matters
AI is collapsing expertise and technology across the funnel. You need a talent partner who can help you decide whether to hire in-house or augment an agency. And you need creative talent who can lead your brand into the next era.
Roles we place
CMO
VP Marketing
Director of Demand Generation
Head of Brand
Product Marketing Lead
Who we place
The full marketing org from CMO through the manager layer, plus the creative side: creative directors, art directors, production and creative operations.
How we find them
Great marketers and creative leaders are judged by their work, not their titles. We build every search from zero, reach them directly, and review the campaigns, launches, and portfolios behind the resume. You meet 2 or 3 people whose work you would put your brand behind.
We commit to
An accepted offer within 30 days of intake, so launches don’t stall while the seat sits open. One relationship manager from your first marketing or creative search to your tenth. And a straight answer on whether you need a hire, an agency, or both.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
You’ll hear AI means you need fewer of these people, and you’ll probably hear it from someone inside your own building. Some of it is true. The output got cheaper, but the judgment didn’t. Someone still has to decide what’s worth making and whether it’s any good, and a bad hire at the leader level costs you a launch, not just a salary.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
You’re paying an agency more than the in-house seat would cost or your launch is at risk.
You know what this person has to own, or you want that settled at intake.
You know portfolio fit decides a good hire more than a resume.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Marketing & Creative
Marketing leaders who can guide a changing future.
Why this seat matters
AI is collapsing expertise and technology across the funnel. You need a talent partner who can help you decide whether to hire in-house or augment an agency. And you need creative talent who can lead your brand into the next era.
Roles we place
CMO
VP Marketing
Director of Demand Generation
Head of Brand
Product Marketing Lead
Who we place
The full marketing org from CMO through the manager layer, plus the creative side: creative directors, art directors, production and creative operations.
How we find them
Great marketers and creative leaders are judged by their work, not their titles. We build every search from zero, reach them directly, and review the campaigns, launches, and portfolios behind the resume. You meet 2 or 3 people whose work you would put your brand behind.
We commit to
An accepted offer within 30 days of intake, so launches don’t stall while the seat sits open. One relationship manager from your first marketing or creative search to your tenth. And a straight answer on whether you need a hire, an agency, or both.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
You’ll hear AI means you need fewer of these people, and you’ll probably hear it from someone inside your own building. Some of it is true. The output got cheaper, but the judgment didn’t. Someone still has to decide what’s worth making and whether it’s any good, and a bad hire at the leader level costs you a launch, not just a salary.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
You’re paying an agency more than the in-house seat would cost or your launch is at risk.
You know what this person has to own, or you want that settled at intake.
You know portfolio fit decides a good hire more than a resume.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.