Hire a Performance Marketing Manager
for Your DTC Brand
First Interviews in 5 Days
We help DTC and CPG founders hire a performance marketing manager who owns paid acquisition end to end. Meta Ads, Google Ads, TikTok, and every other paid media channel your brand runs.
The same operator owns the channel strategy, the creative briefs, the testing roadmap, and the contribution margin behind it. Once you cross $1M a year in media spend, a 1% efficiency gain pays the hire's salary. You stop renting one-fifth of an agency buyer's attention and get a full-time operator who works only for you.
Risk-free model.
Successful Placements At Top Ecommerce and Consumer Brands
Your Ad Account Looks Healthy and
Your Contribution Margin Doesn't?
You Have a Performance Marketing Ownership Gap
Most hiring managers cannot tell the difference between a digital marketing manager who has run a few campaigns and a real performance marketing manager: one who is fluent in Meta Ads, Google Ads, paid search, paid social, creative testing, and the unit economics that decide whether ad spend scales or kills the business. The wrong hire costs you ROAS, contribution margin, and the compounding pace that paid acquisition rewards over time.
Replacing the Agency, Finally
You're paying a performance marketing agency a monthly retainer, and the buyer assigned to your account splits attention across five other clients. The Meta playbook lives in their account manager's head. You need an in-house operator who owns Meta Ads, Google Ads, and the testing roadmap, hands on keyboard.
Single-Channel Specialists Only
Most candidates run one channel well. Paid social or paid search, never both. Modern performance marketing requires fluency across Meta Ads, Google Ads, TikTok, and SEM, and a manager who moves budget between channels based on incrementality, not gut feel.
Brand-First, Not Performance-First
Polished candidates talk about positioning and brand storytelling. Six months in, ROAS is flat, CAC is up, and contribution margin is worse. You need a direct response operator focused on driving sales from day one, not someone managing a marketing strategy deck for the board.
No Grasp of Unit Economics
Your performance marketing manager reports platform ROAS. Your blended CAC tells a different story. Without someone who models CAC to LTV, AOV, and contribution margin against ad spend, you're scaling paid acquisition on numbers that don't reflect actual profitability.
No Owner of Creative Strategy
Your creative team ships ads. Your media buyer runs them. Nobody connects what's working in-platform to the creative brief. A real performance marketing manager owns the creative testing pipeline and gives your creative strategist actual data to work with.
Your Media Plan is All Over
Seasonality, product launches, offer testing, retention windows, and creative strategy run on separate calendars. A real performance marketing manager threads them into one media plan, so Black Friday, a hero SKU launch, and your retention email cadence show up in the same place.
You are paying three agencies, running creative in one tab, and diagnosing ROAS drops in another because no one on your team owns the full picture. A strong performance marketing manager takes that off your plate entirely, from budget allocation across Meta, Google, and TikTok to the creative testing cadence that feeds it.
Brands that make this hire stop firefighting and start compounding.
First interviews in 5 days. Risk-free model.
Media Buyer, Growth Marketer, Head of Performance, Director of Performance Marketing. Same Person, Different Job Titles.
Most DTC founders use these titles interchangeably and end up scoping the role wrong. Performance marketer, media buyer, growth marketer, head of growth, director of performance marketing. They describe the same operator at different levels of seniority and scope. That confusion costs you the hire.
Here is what a performance marketing manager always owns
First interviews in 5 days. Risk-free model.
What a Great Performance Marketing Manager Looks Like
Our network includes performance marketing managers fluent in the full skill set the role demands: years of experience inside the ad accounts, real command of A/B testing and creative testing pipelines, working knowledge of Northbeam, TripleWhale, Lifetimely, and Google Analytics, and the analytical skills to model CAC to LTV across channels. They run paid acquisition as a P&L, not a ROAS number on a slide.
How a Performance Marketing Manager
Strengthens Your Existing Team
A performance marketing manager doesn't replace your team. They make your creative, retention, and finance functions sharper because every decision connects to the same set of metrics.
Aligns Creative With What's Working
They feed the creative team with platform data, not vibes. The creative team gets briefs grounded in what's converting in-account, which campaigns are scaling, and which audiences are saturating. Your creative strategist stops guessing and starts building on actual signal.
Owns Fully Paid Acquisition
They take full ownership of paid media across Meta, Google, TikTok, Snapchat, and Pinterest. Channel mix, ad spend allocation, audience strategy, and weekly performance reviews run through one operator. Cross-functional teams stop chasing three agencies for one answer.
Connects Marketing Metrics to Finance
They close the gap between ad spend and the P&L. CAC and LTV get modeled accurately across channels. Contribution margin reporting runs by channel and SKU. Your retention marketer and finance lead have a partner who speaks the same numbers they do.
Our Performance Marketing Manager Hiring Process
1 Client Intake Call
We start with a structured intake to define the role before sourcing begins. That means clarifying what you actually need: a performance marketing manager who owns Meta and Google end to end, a senior manager focused on paid social with creative testing depth, a head of performance marketing leading buyers and creative strategists, or a director-level hire accountable to contribution margin and the full marketing analytics function.
We map your current setup: which agency relationships exist, what's running in each ad account today, what your monthly ad spend looks like, and how channel decisions actually get made. You define the business goals. We architect the hiring profile around it.
2 First Interviews in 5 Days
Within five business days, we present pre-vetted performance marketing manager candidates. Each profile is screened for the specific skill set the role demands: hands-on platform experience in Meta Ads, Google Ads, and TikTok, fluency with attribution tools like Northbeam, TripleWhale, and Lifetimely, and a working command of A/B testing, creative testing, and the analytics stack that ties platform data to the P&L.
We prioritize operators with a track record of running paid acquisition in-house at DTC and CPG brands, not generalist digital marketing managers. You meet qualified talent fast, and we hold the quality bar through the rest of the search.
3 Weekly Refinement
Performance marketing recruiting rewards iteration. We provide a shared portal to track candidates, feedback, and interview stages in one place, and we run weekly calls to recalibrate as you learn.
Each week, we tighten the profile based on what you learn in interviews. If you realize you need someone deeper on Google Ads, stronger on creative strategy, or more experienced running $1M+ monthly ad budgets, we adjust immediately. You focus on evaluating fit. We handle the rest.
4 White-Glove Talent Solutions
We handle the operational lift: interview scheduling, structured reference checks, test projects tailored to your channel mix, and compensation benchmarking for performance marketing manager roles at your stage and category.
We also build a custom offer template and provide market guidance on salary bands, equity, and bonus structures tied to CAC, contribution margin, or revenue targets. From the first interview to the signed offer, we run the recruitment process end to end.
Why We Are the Preferred
Performance Marketing Recruitment Partner
Performance Marketing Agencies
Other Recruiting Firms
- Agency buyers who split attention across five other clients.
- Marketing specialists who run one channel and outsource the rest.
- Recruiters who can't distinguish platform ROAS from contribution margin.
- Agencies that keep the playbook inside their own account managers.
- Agency buyers who don't sit in your creative review and don't know your customer LTV.
- Candidates sourced from job boards with no DTC or CPG paid acquisition experience.
Constant Hire
Performance Marketing Managers
- Performance marketing managers who have run paid acquisition in-house at DTC brands.
- Operators fluent across Meta Ads, Google Ads, TikTok, paid search, and paid social.
- Recruiters who vet for CAC to LTV, contribution margin, and incrementality testing fluency.
- In-house operators who bring the playbook with them and build it into your team.
- Full-time hires who sit in your creative review and own your channel mix end to end.
- Multi-channel performance marketing across the full paid media stack you actually run.
First interviews in 5 days. Risk-free model.
Why We Beat Traditional Recruitment Agencies
Hyper-Specialized Ecommerce Focus
We aren't a generalist staffing provider filling marketing manager roles across SaaS, fintech, and retail. We recruit exclusively for ecommerce and consumer brands, and we know the difference between a digital marketing manager and a performance marketing manager who owns the full paid acquisition function across Meta Ads, Google Ads, TikTok, and the analytics stack that ties them together.
Deep Understanding of the Role
Our recruiters know what tools a great performance marketing manager uses every day: Meta Ads Manager, Google Ads, TikTok Ads Manager, Northbeam, TripleWhale, Lifetimely, Google Analytics, and the BI stacks that modern paid acquisition runs on. We vet for the full skill set: paid acquisition across channels, creative testing pipelines, A/B testing rigor, CRM integration, and the analytical skills to model contribution margin against ad spend.
Active Network of Paid Media Operators
We don't post a job description and wait for applicants. We've built direct relationships with thousands of performance marketing managers across the US, including New York, Los Angeles, and fully remote candidates who aren't actively on LinkedIn. Our network includes ex-agency leads, in-house performance marketers from top DTC brands, and growth marketers with full-funnel experience.
Speed & Risk-Free Hiring
A hiring process built for the pace of ecommerce. We present candidates in 5 days, contingent basis, no retainers, no upfront fees, no commitment until you make a hire that sticks. Build the paid acquisition team your brand needs at the speed the business demands.
What DTC Experts Are Saying About Us
If you're looking for a bad ass recruiter for roles like Head of Growth, Director of Performance Creative, Ops, he's your guy.
Read more
First interviews in 5 days. Risk-free model.
Stop Renting an Agency Buyer. Bring the Function In-House.
The math clears once you cross $1M a year in media spend. A 1% efficiency gain on your ad budget pays for an in-house performance marketing manager's salary. A 5% gain pays for the rest of the marketing team. At $5M, $10M, or $25M in annual ad spend, the case for a dedicated in-house operator isn't a debate.
Let's Find the Performance Marketing Manager
Your Brand Needs to Own Paid Acquisition
15-30 minutes • No Obligation • First interviews in 5 days • Contingent model