Scheduling, short guides for interviewers on what to ask and how to document answers. Feedback collected within 24 hours and consolidated into a single summary.
Output: a complete, integrated view of each candidate.
Full-cycle recruitment for
Mobile App Studios
and arbitrage teams
A repeatable hiring process tailored to the specifics
of mobile products and traffic arbitrage
of mobile products and traffic arbitrage
Transparent communication
Clear reasoning behind decisions
Practical skills assessment
Who it’s for
Teams that value predictable timelines, a manageable hiring funnel, and proper adherence to platform moderation policies.
Mobile app studios
UA departments and arbitrage teams
(including search arbitrage)
Roles we hire for
Media Buyer (Meta/Facebook, Google UAC, TikTok, ASA)
Junior Buyer (junior pipeline with basic skills assessment)
UA Manager / Performance Marketing Manager
ASO Specialist
Creative Producer (ad creatives)
11 steps of the recruitment process
A full cycle from diagnosis to reporting, with each stage thoroughly worked through
01
Diagnosis and goals
Interview with the hiring manager: why this role is needed, what success looks like in 3–6 months, who makes the decisions. Constraints (budget, format, location), target timelines.
Outcome: a role closure plan and agreed selection criteria.
02
Role profile and job description
Role purpose and 3–6-month objectives. Mapping requirements to verticals (Health & Fitness, Utilities/Tools, Search Arbitrage). Must-have/nice-to-have skills, target types of companies/experience, compensation ranges, work format and location, “rejection signals.”
Output: role profile, job description text, and an interview map.
03
Search plan and channels
Target companies/communities, keywords and alternative role titles, geography, acceptable profile variations. Publication plan and outbound messaging strategy.
Output: list of sourcing channels, search queries, and an activity schedule.
04
Sourcing and first contact
Personalized outbound messages, inbound responses, and posts in professional communities. Fast replies and careful funnel management.
Output: a pool of relevant candidates + brief notes on each.
05
Full case-based interview
Verification of basic criteria (experience relevant to the role, compensation expectations, motivation, availability) and risks (counteroffers, relocation, language). Deep case review and discussion of UA/arbitrage tools, approach to hypotheses/prioritization/constraints. If needed — a short practical task (case/media plan).
Output: evaluation sheet + conversation summary.
06
Evaluation and stage decision
A unified scoring scale, comparative candidate table, recommendations, and a final decision: “move forward” / “reject with reason.”
Output: a synchronized decision with clear justification.
07
Team interview and skills check
08
Reference check (upon request)
2–3 sources, an agreed list of questions. Verified facts about responsibilities, work style, and risk areas.
Output: a brief reference summary.
09
Offer and negotiations
Preparing the offer (structure, format, start date) and managing counteroffer risks.
Output: an accepted offer and an agreed start date.
10
Pre-start support
Staying in touch with the candidate, reminders about upcoming steps, tracking “accepted/declined” decisions and reasons.
Output: a smooth, on-time handoff to the team.
11
Reporting and improvements
Weekly updates: number of candidates added, stage-by-stage conversion, average speed, best sourcing channels, common rejection reasons. Recommendations for speeding up the process and refining criteria.
Output: a controlled and continuously improving process.
What the company gets in the end
Teams that value predictable timelines, a manageable hiring funnel, and proper adherence to platform moderation policies.
We help upskill the candidate
- Meta Blueprint and Google Ads/UAC equivalents: campaign structure, objectives, basic optimization principles.
- TikTok Ads: basic setup and key format differences.
- Platform moderation and policies: common rejection reasons, proper appeals, and «approval-focused» workflows.
- Creatives: forming hypotheses, quick A/B tests, analyzing creative batches for different channels.
- Basic UA analytics: CPI, CTR, CVR, payback/ROAS; reading simple reports and making metric-based decisions.
Interview with the hiring manager: why this role is needed, what success looks like in 3–6 months, who makes the decisions. Constraints (budget, format, location), target timelines.
- Meta Blueprint and Google Ads/UAC equivalents: campaign structure, objectives, basic optimization principles.
- TikTok Ads: basic setup and key format differences.
- Platform moderation and policies: common rejection reasons, proper appeals, and «approval-focused» workflows.
Ready to start hiring the specialists you need?
Let’s discuss your role and define the optimal recruitment strategy. The first consultation is free.