Advertising Hiring

Build the packet a marketing leader needs to recruit a paid-advertising hire: role scoping, interview loop and scorecard, work sample, and a ramp plan with staged spend authority. Scoping comes first: the field's own hiring managers trace mis-hires to it, not to interviewing technique - Duane Brown (Take Some Risk): "Bad hires are the results of bad job descriptions or interviews"; Constant Hire: "a mis-hire is usually a scoping [error]."

Titles blur, but a real functional ladder sits underneath them, each rung adding scope over the one below:

• Media buyer: channel execution.
• Performance marketer: adds funnel strategy, creative testing, measurement, business outcome.
• Growth marketer: the whole system, including conversion and lifecycle.
• Creative strategist: a separate role bridging creative and buying, not a senior buyer.

The frame borrows the scorecard tradition popularized by Geoff Smart and Randy Street's Who: mission, ranked outcomes, then competencies, all defined before anyone is evaluated.

This is the hirer's side only: it does not source candidates, post jobs, run applicant tracking, or write offer letters, and anything touching compensation terms, contracts, or employment law needs HR/legal review. It quotes published salary bands with source and date as scoping input, always labelled directional. The candidate side - breaking into and progressing in paid media - is the mirror-image sibling mbfinotti/advertising-skills@advertising-career; if the person you are talking to turns out to be a candidate, route them there.

Interview

Ask before designing. One question per message; offer multiple-choice answers where possible. Skip anything already answered.