Growth marketers are key to driving your startup’s growth. They find scalable ways to acquire users and keep them engaged. But hiring an outstanding growth marketer is tough when you’re competing with bigger firms for talent. This is where an experienced growth marketing recruiter proves invaluable. They know how to identify and bring in those hard-to-find candidates who can truly accelerate your growth.

However, finding the right specialized recruiter to fill such tough roles can itself be challenging. So here are some key traits you should look for:

• Ability to assess core growth marketing skills: Top growth marketers have a mix of skills spanning product, engineering, and marketing. A great recruiter in this niche understands the full spectrum of these growth skills. They should know how to assess a candidate’s knowledge in areas like product-led growth, performance marketing, and lifecycle marketing. In short, your recruiter must be able to understand whether a candidate truly has the strategic and execution skills to drive growth at a startup.

• Knowledge of growth marketing tools and tech stack: Whether it’s Google Analytics, HubSpot, Mixpanel, Semrush, or marketing automation software, your recruiter should be familiar with the tools. This makes sure they can screen for candidates who have hands-on experience with the specific analytics, SEO, CRM, or ad platforms that your team uses. If you have a particular tech stack, a knowledgeable recruiter will ask about it and hire candidates who are proficient with those tools.

• Experience with diverse growth channels: Growth marketing isn’t one-size-fits-all; it spans multiple channels, including email, SEM (search engine marketing), social media, affiliate programs, and more. When assessing a recruiter, check that they have experience hiring marketers specialized in the channels that fit your start-up’s strategy. For instance, if paid acquisition is your focus, the recruiter should have a track record recruiting experts in PPC, display, or social ads.

• Understanding of growth metrics and KPIs: Look for a recruiter who understands growth metrics like Customer Acquisition Cost (CAC), Lifetime Value (LTV), retention rates, and conversion rates. They should be comfortable discussing concepts like conversion rate optimization (CRO), cohort analysis, virality coefficients, and growth experiments. If a recruiter can’t talk about growth metrics and KPIs or doesn’t grasp how a growth marketer drives metric improvements, they may struggle to identify the right talent.

Bonus: It also helps if the recruiter has a strong network of marketing talent. Recruiters who have built relationships with skilled growth hackers, demand generation managers, and marketing analysts can reach out to passive candidates on your behalf and can speed up your hiring process

By checking that your fractional recruiter has the qualities above, you set the stage for a successful partnership. They’ll be able to onboard candidates with the precise mix of skills and experience to hit the ground running in your growth team.

Now, let’s see how you can write an effective job post to hire one.

How to Write an Effective Job Post for a Growth Marketing Recruiter

If you choose to create a job post to attract a fractional growth marketing recruiter on a marketplace (like Dover), a well-crafted listing is important. It helps you skip hours of sifting through unqualified applicants that a vague job post brings in. Here are some tips to make your job post effective:

• Be specific about skills and tool expertise: Clearly outline the qualifications you expect. For example, mention if you need someone adept at using Google Analytics, HubSpot, Facebook Ads, or other tools relevant to your growth efforts. Detailing required skills (e.g., “proficient in SEO and SEM, comfortable with A/B testing tools, experienced in email marketing platforms”) will help you check that only qualified growth marketing recruiters with the right background will apply.

• Define your growth goals and KPIs: Explain growth outcomes you’re targeting and which roles you need to fill. For instance, you might note, “Need to fill roles such as SEO Specialist and Conversion Rate Optimizer to improve organic traffic and conversion rates.” Also mention key KPIs or timelines — perhaps you aim to achieve a certain CAC or activation rate within 6 months. By sharing your targets, you attract recruiters who have experience meeting similar goals, and they can deliver on your expectations.

• Clarify the project scope and duration: Let candidates know whether this recruiter engagement is a short-term contract or a potential long-term partnership. Are you trying to quickly staff a growth team post-funding, or do you see this as an ongoing need over the next year? This helps recruiters decide if the project is a good fit for their availability and interest. Some may prefer sprint projects, while others seek long-term engagements. Being upfront will save time on both sides.

• Share your company’s vision and marketing philosophy: Growth marketers and recruiters alike will perform best if they align with your startup’s mission and approach. In the job post, include a brief about your product, target market, and growth philosophy. For example, are you looking for someone to bring fresh ideas or to execute a well-defined strategy? By articulating your vision, you help potential recruiters understand how to pitch your company to candidates.

• Mention perks: Although this is a contract role, mentioning any perks can make your opportunity more attractive. For instance, note if you offer flexible hours, remote work options, or a bonus structure for successful hires. Experienced recruiters often have choices in projects – giving them a sense of what makes working with your startup rewarding (even beyond money) can entice the best talent to engage with you.

With these points covered, your job listing will stand out to the right people. It signals that you’ve thought through what you need and that you value the recruiter’s expertise. Here’s a quick example of what such a job post might look like:

Example Job Post:

• About US: B2B SaaS platform, our startup recently raised a Series A, and now we need to rapidly grow our marketing team to drive customer acquisition. We are seeking a fractional growth marketing recruiter with a proven track record of hiring top-notch growth marketers.

• What we are looking for: A recruiter who can source data-driven marketers skilled in funnel optimization and demand generation. The recruiter should understand metrics like CAC and LTV and know how to find candidates who can improve them.

• Preferred Experience: Ideal candidates will have experience recruiting for roles such as Growth Marketing Manager, Paid Acquisition Specialist, and SEO Lead. (Experience placing senior marketing leaders, like a Head of Growth, is a plus.) Familiarity with tools like Google Analytics, Mixpanel, HubSpot, and Facebook/Google Ads is required.

• Scope of work: This engagement will involve hiring 3–4 key marketing roles over the next 4 months.

  • Someone who can start immediately and devote ~10-15 hours/week.

  • You’ll work closely with our founders to refine role requirements.

  • Potential to extend into a longer-term partnership as we expand.

• Bonus: A competitive fee structure with performance bonuses for each successful hire. You’ll have full support from our team, and we’re open to fully remote work. This is a chance to partner with a mission-driven startup and make a tangible impact by helping build a world-class growth team.

By crafting a post like the above, you make it much easier to attract the right recruiter. But even better, using Dover means you don’t have to post a job at all — you can get matched with a vetted recruiter from our network immediately. We’ve done the legwork of screening and qualifying recruiters, so you can skip straight to interviewing candidates for your team.

Kickstart your hiring by connecting with Dover’s marketplace of fractional recruiters. With our help, you can secure an expert growth marketing recruiter and start filling your pipeline with outstanding talent in a matter of days, not months.