Growth marketers can be a major boon for startups as they find the levers to help you grow as fast as possible. But great talent that can move the needle isn’t always easy to find. That’s where an experienced growth marketing recruiter can make a difference.

But sometimes, finding the right specialized recruiter can be as hard as hiring for a permanent role. You know you need someone with communication skills, hiring experience and a proven track record, but what else? Here are some good tips for hiring a growth marketing recruiter who can find you great talent:

• Ability to Assess Key Growth Marketing Skills - Growth marketers operate in a specialized marketing niche but still have a broad skill set. An experienced growth marketer will understand product, website and general marketing strategies. They’ll also know how to execute these strategies and manage stakeholders in these processes. Your growth marketing recruiter should know how to assess their knowledge in all these areas. 

• Knowledge of Growth Marketing Tools - Growth marketing involves knowledge of various tools, such as Google Analytics, HubSpot, Semrush, Hootsuite and more. A growth marketing recruiter needs to be familiar with your existing growth marketing stack so they can find talent with experience with these platforms. 

• Experience with Growth Marketing Channels - Growth marketers utilize numerous growth channels to engage customers and scale companies. These channels include email marketing, SEO, social media, affiliate marketing, paid advertising and more. Ensure your recruiter has experience hiring growth marketers specializing in the channels relevant to your business.

• Understanding of Growth Marketing Tactics and KPIs - Growth roles live and breathe data, so you should find a recruiter who can assess someone on knowledge of growth strategies and KPIs. An experienced growth marketing recruiter will know KPIs like customer acquisition cost (CAC), lifetime value (LTV) and conversion rates. They’ll also understand tactics like conversion rate optimization (CRO) and A/B testing.

How to write an effective job post

If you don’t spend enough time on your job post, you could waste hours sifting through unqualified resumes and candidates. A well-defined job post is key to attracting experienced growth marketing recruiters who understand your needs. Here’s how to create a compelling post:

• Detailed Skills and Tool Proficiency Requirements - Outline any specific tool requirements, such as proficiency with Google Analytics, HubSpot or paid ad platforms. This clarity helps ensure that qualified growth marketing recruiters, especially those familiar with your team’s tools, will apply.

• Defined Growth Needs and KPIs - List the growth roles you need to fill, such as “SEO Specialist” or “Conversion Rate Optimizer,” and specify any timelines or performance metrics they’ll be accountable for. If any roles require specialized skills, like data analytics or paid acquisition expertise, highlight these needs.

• Project Scope and Duration - Indicate if this is a short-term contract for specific hires or an ongoing partnership to build out a growth team. This helps recruiters understand whether they can meet your timeline and requirements.

• Company Vision for Growth and Marketing Philosophy - What are your goals for growth and your current marketing approach? Are you looking for a radical change or someone who can align with your current vision and grow accordingly? Explaining these details can help your recruiter understand how to communicate your growth vision and marketing philosophy to potential hires.

• Perks - Make sure to outline perks to attract top candidates, like the ability to work remotely.  

With these tips in mind, your job listing for a growth marketing recruiter might look like this:

Example Job Post

• We are seeking a contract growth marketing recruiter with experience hiring growth marketing professionals, specifically Digital Marketers, Paid Acquisition Specialists and SEO Analysts. We also want to hire a Director of Growth, so experience hiring for upper management roles is preferred. Preference will be given to recruiters familiar with tools like Google Analytics, HubSpot and Facebook Ads.

• Our company needs to scale customer acquisition for our B2B SaaS solution, and we’re looking for a recruiter to find marketing talent experienced in data-driven growth strategies.

• We are looking to revamp our marketing approach, so we want a recruiter to help us build a full growth-focused team. This has the potential to be a long-term partnership.

• We offer a competitive commission structure and the flexibility to work remotely.