Roles we hire for
Who it’s for
Predictable timelines
A manageable hiring funnel
Proper adherence to platform moderation policies
Teams that value:
UA departments and arbitrage teams
including search arbitrage
including search arbitrage
Mobile app studios
Outcome
A role closure plan and agreed selection criteria
Step 01
Step 01
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.
Diagnosis and goals
Diagnosis and goals
Output
Role profile, job description text, and an interview map
Step 02
Step 02
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.”
Role profile and job description
Role profile and job description
Output
List of sourcing channels, search queries, and an activity schedule
Step 03
Step 03
Target companies/communities, keywords and alternative role titles, geography, acceptable profile variations. Publication plan and outbound messaging strategy.
Search plan and channels
Search plan and channels
Output
A pool of relevant candidates + brief notes on each
Step 04
Step 04
Personalized outbound messages, inbound responses, and posts in professional communities. Fast replies and careful funnel management.
Sourcing and first contact
Sourcing and first contact
Output
Role profile, job description text, and an interview map
Step 05
Step 05
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).
Full case-based interview
Full case-based interview
Output
A synchronized decision with clear justification
Step 06
Step 06
A unified scoring scale, comparative candidate table, recommendations, and a final decision: “move forward” / “reject with reason.”
Evaluation and stage decision
Evaluation and stage decision
Outcome
A complete, integrated view of each candidate
Step 07
Step 07
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.
Team interview and skills check
Team interview and skills check
Output
Role profile, job description text, and an interview map
Step 08
Step 08
2–3 sources, an agreed list of questions. Verified facts about responsibilities, work style, and risk areas.
Reference check (upon request)
Reference check (upon request)
Output
An accepted offer and an agreed start date
Step 09
Step 09
Preparing the offer (structure, format, start date) and managing counteroffer risks.
Offer and negotiations
Offer and negotiations
Output
A smooth, on-time handoff to the team
Step 10
Step 10
Staying in touch with the candidate, reminders about upcoming steps, tracking “accepted/declined” decisions and reasons.
Pre-start support
Pre-start support
Output
A controlled and continuously improving process
Step 11
Step 11
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.
Reporting and improvements
Reporting and improvements
11 steps of the recruitment process
A full cycle from diagnosis to reporting, with each stage thoroughly worked through
11 steps of the recruitment process
A full cycle from diagnosis to reporting, with each stage thoroughly worked through
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
Outcome
A role closure plan and agreed selection criteria
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
Output
Role profile, job description text, and an interview map
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
Output
List of sourcing channels, search queries, and an activity schedule
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
Output
A pool of relevant candidates + brief notes on each
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
Output
Evaluation sheet + conversation summary
A unified scoring scale, comparative candidate table, recommendations, and a final decision: “move forward” / “reject with reason.”
Output
A synchronized decision with clear justification
Output
A synchronized decision with clear justification
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
Output
A complete, integrated view of each candidate
2–3 sources, an agreed list of questions. Verified facts about responsibilities, work style, and risk areas.
Output
A brief reference summary
Output
A brief reference summary
Preparing the offer (structure, format, start date) and managing counteroffer risks.
Output
An accepted offer and an agreed start date
Output
An accepted offer and an agreed start date
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
Output
A smooth, on-time handoff to the team
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
Output
A controlled and continuously improving process
What the company gets in the end
A repeatable recruitment process tailored to UA/arbitrage and mobile products
Shortlists with clear justification of «why this candidate fits»
Reporting and recommendations for improvements
Transparency of statuses, timelines, and decision reasons
The ability to upskill suitable juniors for your tasks
We help upskill the candidate
UAC equivalents
Platform moderation and policies
Campaign structure, objectives, basic optimization principles
Basic setup and key format differences
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
UAC equivalents
Campaign structure, objectives, basic optimization principles
Basic setup and key format differences
Platform moderation and policies
Common rejection reasons, proper appeals, and «approval-focused» workflows
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
The first consultation is free
Let’s discuss your role and define the optimal recruitment strategy
Ready to start hiring the specialists you need?
The first consultation is free
Let’s discuss your role and define the optimal recruitment strategy
Ready to start hiring the specialists you need?