01Expertise
SCALEFOR / PERFORMANCE RECRUITMENT AGENCY
RECRUITMENT FOR
PERFORMANCE TEAMS
BY INDUSTRY PRACTITIONERS
We find and technically assess media buyers, team leads, heads and C-level leaders for companies in high-risk industries. Before your first interview, every candidate is reviewed by a practitioner with hands-on experience in the same traffic source and vertical.
Assessed before interview
You receive a shortlist of candidates with verified professional and technical competence — not a stream of CVs.
BuyerTeam LeadHeadC-Level
SCALEFOR markets
Verticals
We work with performance teams across four verticals where results depend on market knowledge, traffic-source expertise and the right operating model.
Specialist expertise04
02Expertise
Crypto
03Expertise
Nutra
04Expertise
E-commerce
Engagement formats
We join at any stage
We join at any stage
of building your team
Targeted search
For performance teams
We find one specialist or leader for a specific business need. We handle sourcing, the initial interview, technical assessment and coordination through offer acceptance.
Independent assessment
For in-house HR teams
We assess candidates you have already sourced through real-world cases, metrics and decision logic. You receive a structured verdict for the final interview.
Team build
For founders and C-level leaders
We design the function, define hiring priorities and fill several interconnected roles in parallel.
Assessment system / 03 verification layers
FROM CLAIMED EXPERIENCE TO VERIFIED FACTS
01 / 03
Role and individual contribution
We separate the candidate’s personal contribution from the team’s overall result and establish scope, scale and accountability.
Candidate Report
Not another CV
Not another CV
A hiring verdict
Before the interview, you see verified capability rather than a retelling of experience: strengths, risks, decision logic and focused questions for the final meeting.
ObjectiveFacts and reasoning instead of impressions.
RelevantAssessment matched to the source, vertical and role level.
ActionableConclusions and questions that support the hiring decision.
Candidate and client data remain confidential
Verified
SCALEFOR / Candidate Report
ID: SF-24-07-3182
Senior Meta Buyer
Assessment completeCapability matches the role requirements
Recommendation
Proceed to final interview
Verified
- Individual contribution to results
- Testing logic
- Scaling and analytics
- Attribution expertise
Areas to probe
- People-management experience
- Limits of personal responsibility
- Decisions under declining unit economics
Traffic-source expertise
00 / Expertise map
EXPERTISE ACROSS KEY
TRAFFIC SOURCES
We know which decisions drive results in every channel — from testing and attribution to infrastructure, scaling and unit economics.
01Traffic source
Meta Ads
Meta performance depends on the offer, creative system, account infrastructure, attribution and controlled scaling working together.
TestingScalingAttributionCreative
We assessBuyer → Team Lead → Head
02Traffic source
Google Ads
Google performance depends on campaign structure, keyword strategy, bidding, analytics, attribution and profitability control.
StructureKeywordsBiddingAnalytics
We assessBuyer → Team Lead → Head
03Traffic source
TikTok Ads
TikTok performance is driven by testing velocity, creative production, attention retention and the ability to scale winning concepts.
Testing velocityCreativeRetentionScaling
We assessBuyer → Team Lead → Head
04Traffic source
Telegram Ads
Telegram buying quality depends on channel and audience selection, media planning, placement analytics and lead economics.
Media planAudiencesAnalyticsEconomics
We assessBuyer → Team Lead → Head
05Traffic source
Bing Ads
Microsoft Ads expertise shows in campaign structure, keyword strategy, bidding and the quality of acquired traffic.
CampaignsKeywordsBiddingOptimisation
We assessBuyer → Team Lead → Head
06Traffic source
Pinterest requires a firm grasp of search intent, catalogue structure, seasonality, visual strategy and attribution.
Visual searchCataloguesSeasonalityAttribution
We assessBuyer → Team Lead → Head
07Traffic source
In-App &
Ad Networks
In-app and ad-network results depend on event tracking, postbacks, anti-fraud controls, placement quality and KPI-led optimisation.
EventsPostbackAnti-fraudTraffic quality
We assessBuyer → Team Lead → Head
08Traffic source
Influencer
Marketing
Influencer marketing requires creator selection, reach forecasting, briefing, placement control, attribution and final unit economics.
Creator sourcingNegotiationIntegrationsEconomics
We assessSpecialist → Lead → Head
Team architecture
WE BUILD A SYSTEM
WE BUILD A SYSTEM
NOT JUST A HEADCOUNT
We cover the full performance-team structure — from specialists who launch traffic to business leaders and technical infrastructure roles.
The structure grows from execution to strategic leadership
01 / 04
Specialists and individual contributors
The operating core that launches traffic, produces creative, manages analytics and grows partnerships.
Media buying
Assistant Media BuyerJunior Media BuyerMiddle Media BuyerSenior Media BuyerFarmer
Creative and data
Creative LeadCreative StrategistContent CreatorData AnalystTracking Specialist
Partnerships and growth
Affiliate ManagerBusiness Development Manager
Team leads and functional heads
The management layer that connects people, processes, metrics and unit-level performance.
Technology and infrastructure
The technical layer connecting integrations, applications, servers, trackers and domains.
C-Level
The strategic layer that defines the direction of the business, growth, operations and technology.
Professional assessment
Role seniority changes
Role seniority changes
the depth of assessment
The greater the candidate’s responsibility, the more attention we give to leadership, system design and business impact.
Specialists and individual contributors
We verify technical foundations and the candidate’s individual contribution to team performance.
- Personal scope of responsibility
- Metrics and decision logic
- Test design and evaluation
- Creative and funnel thinking
- Campaign scaling
- Attribution and infrastructure
- Learning from mistakes
Team Lead
We assess how the candidate manages processes, people and the performance of an individual unit.
- Budgets and prioritisation
- Task setting and control
- Buyer development
- Testing standards
- Response to declining metrics
- Performance forecasting
Head of Performance
We assess strategic thinking and the ability to build a resilient performance system.
- Traffic-source and GEO strategy
- P&L and unit economics
- Organisation and hiring plan
- KPIs and lead management
- Cross-functional collaboration
- Speed–risk balance
- Processes without micromanagement
C-Level
We assess how the performance function supports the company’s wider business goals.
- Marketing and business economics
- Organisation design and resources
- Financial discipline
- Functional leadership
- Decisions under incomplete information
- Hiring and developing leaders
- Communication with owners
How we work
FROM THE BRIEF
FROM THE BRIEF
TO A SUCCESSFUL START DATE
Every stage ends with a clear decision, a defined transition criterion and a concrete outcome for the client.
We manage every candidate across the entire hiring funnel
01 / 08
Discovery
We study the business, vertical, team structure and the reasons behind previous unsuccessful hires.
Role profile
We define seniority, must-have capabilities, critical risks and the assessment format.
Search
We launch direct headhunting, referrals and outreach in specialist communities.
Initial interview
We check motivation, expectations, career consistency and fit with the role.
Technical assessment
We examine cases, metrics, the technical stack and the candidate’s decision logic.
Candidate Report
We present verified capability, strengths, risks and focused questions for the final meeting.
Offer
We coordinate final interviews and help both sides align the offer.
Onboarding support
We coordinate the candidate’s start and remain available throughout the guarantee period.
Pricing model
PAY FOR A SUCCESSFUL HIRE
The engagement format defines the task; the pricing model defines the depth of search, support and guarantee. The fee is calculated from the successful candidate’s annual base salary.
Every model includes the complete hiring cycle
Core scope / 06- Discovery and role profile
- Vacancy copy review
- Search and initial interview
- Technical assessment
- Candidate Report for the finalist
- Interview and offer coordination
Choose the depth of engagement
Fee based on annual salary
Essential
Targeted search for standard performance roles.
- 1-month guarantee
- 1 free replacement under the agreement
10%of annual salary
Advanced
In-depth assessment of the role, candidate and the entire search funnel.
- Role map and salary range
- Extended technical assessment
- Individual-contribution verification
- Weekly funnel report
- Priority delivery
- 3-month guarantee
- 1 free replacement
15%of annual salary
Partnership
Systematic leadership hiring and parallel performance-team buildout.
- Team Lead, Head and C-level
- Parallel team build
- Organisation audit and hiring plan
- Leadership cases and P&L assessment
- Dedicated working channel
- 30/60/90-day onboarding plan
- Up to 6 months of guarantee
- Up to 2 free replacements
20%of annual salary
Working principles
Confidential search Transparent terms
Confidentiality is an access rule at every stage of the search — not a formality after the hire.
Protocol / Confidential
Terms confirmed
Confidential search
When required, we work without publicly disclosing the client or the vacancy.
Role data
Candidate materials are shared only with pre-approved participants in the hiring process.
Confirmed before launch
Fees, search stages, the guarantee period and replacement terms are confirmed before work begins.
Working protocol
05 / Topics
Questions and answers
01 Where do you source candidates?
Through direct headhunting, private professional communities, our network and referrals from practitioners in the relevant source and vertical.
02 Who can access candidate data?
Assessment materials are shared only with approved hiring participants on the client side. The scope of data and secure transfer channel are agreed before the search begins.
03 How does the replacement guarantee work?
A free replacement is available within the guarantee period of the selected model: 1 month, 3 months for standard roles or up to 6 months under the Partnership model. Exact terms are set out in the agreement.
04 When is the recruitment fee paid?
The payment trigger, fee basis and calculation method are set out in the agreement before the search begins.
05 How is candidate ownership recorded?
The candidate-introduction process and ownership period are defined in the agreement before work begins.
Hiring request
Discuss your hiring needs
Tell us who you need and how to reach you. We will start with the role context, team structure and candidate requirements.
01Role and seniority
02Company context
03Direct contact
Scalefor / Client brief
All fields are required