Stop interviewing ten Google Ads people to find out which one knows what they're doing.
I help in-house teams and small business owners hire the right Google Ads expert the first time. Role design, vetting, and the questions a hiring manager doesn't know to ask.
Book a free 30-minute callWho this is for
You've decided to bring Google Ads in-house. You're hiring for it, and you're realizing that you don't know enough about the role to evaluate the people applying for it.
Or you've made one bad hire already. The resume looked great. The interview went well. Six months in, the account is worse than it was when you started, and now you have to decide whether to fire someone and start over.
Or you're being approached weekly by people offering to run your Google Ads and you can't tell the operators from the talkers.
I can tell.
What you get
I help with three pieces of the hire.
Role design
Most Google Ads job descriptions are wrong. They list the wrong skills, ask for the wrong years of experience, and screen out the people you actually want while attracting the people you don't. I'll rewrite yours, or write it from scratch, in language that brings the right person in the door.
Candidate vetting
I'll run the technical screen on candidates you've narrowed down. A real screen, not a quiz. By the end of a one-hour call I can tell you whether someone can actually run your account, what their gaps are, and what kind of manager they'll need.
Offer guidance
I'll tell you what the market is paying for the role you're trying to fill so you don't lose your top candidate over a number that was easy to fix.
You can use one piece or all three.
What it costs
Pricing depends on which pieces you use and how many candidates we vet. We'll scope it on the call. Most engagements pay for themselves the moment they prevent a bad hire, which costs most companies a year of salary plus opportunity cost.
What I won't do
I won't run a contingent search and take a percentage of first-year salary. That model puts the recruiter on the wrong side of the table. I'm paid for my judgment, not for closing the deal.
I won't recommend a candidate I wouldn't hire myself. If none of the candidates clear the bar, I'll tell you, even if it means going back to the top of the funnel.