Senior Recruiter/Headhunter

The roleAdsora is a performance marketing company focused on affiliate offers. We are hiring a senior recruiter who can run end-to-end hiring for high-impact roles, starting with a senior Meta media buyer who has recently scaled affiliate offers from $5k to $100k per day on Meta (proof required). Experience across YouTube, TikTok, and native is a plus.This is not a “post a job and wait” role. You will hunt, qualify, and close talent. You will also own a set of VA-style support tasks that keep the hiring machine and daily ops moving.We currently manage about $500k per month in Meta spend and we want to scale faster with A-level operators.MissionBuild and run a predictable hiring pipeline that consistently lands operators who can scale paid social profitably, starting with a senior Meta affiliate media buyer.What success looks likeFirst 30 daysFill the senior Meta buyer role (or have multiple final-stage candidates ready).Build a clear scorecard and interview plan for the senior Meta buyer role (and next roles in the queue).Launch outbound sourcing across multiple channels (, communities, referrals, databases, etc.).Deliver a steady flow of qualified candidates each week (not just resumes).Run structured screens that filter for real affiliate scaling experience, proof, and owner mindset.Set up a clean tracking system for the pipeline (stages, notes, next steps, rejection reasons).By 90 daysFill 2-8 roles. By 12 monthsOwn recruiting as a system: documented sourcing playbooks, question banks, scorecards, and evaluation rubrics.Consistently fill priority roles fast with high retention and high output hires.Be the internal “talent operator” who can scale the team as spend scales.ResponsibilitiesRecruiting and interviewingOwn the full recruiting cycle: sourcing, outreach, screening, interview coordination, follow-ups, references, offers.Write and post job listings, then actively recruit instead of waiting for applicants.Run structured screens focused on proof, recent performance, decision quality, and ownership.Coordinate skills tests and case studies (and keep candidates moving quickly).Build candidate packets for the hiring manager: summary, proof, strengths/risks, compensation expectations, notes.Keep the process tight: fast response times, clean communication, no dropped balls.“Proof-first” candidate validationValidate recent spend, results, and context (offer type, tracking, payout structure, constraints).Spot inflated claims and surface the real story behind performance screenshots.Ask the questions that reveal if someone can truly scale, not just maintain.VA and ops support (light but important)Calendar management for interviews and internal meetings.Inbox support for hiring related messages and candidate follow-ups.Basic research tasks (talent lists, role benchmarks, competitor hiring patterns, community sourcing).Keep docs organized (scorecards, interview notes, pipelines, templates, candidate folders).Who you areYou have recruited for performance marketing roles before (media buyers, affiliate marketers, creative, editors, tracking/ops).You understand the language of direct response: CPA, CPL, EPC, payouts, margins, tracking, attribution, postbacks.You can confidently screen a “senior Meta buyer” and know what real proof looks like.You are persistent and comfortable sending lots of outbound messages without getting precious about rejection.You write clearly and follow up like a professional. Candidates do not slip through the cracks.You move fast, keep things organized, and you do not need hand-holding.Core values fitResourcefulness: You figure it out and bring options, not problems.Good and fast beats perfect: You ship the first version, then improve.Constructive disagreement: You call out weak logic and hype, respectfully.Kind, not nice: You give honest feedback and protect the company from bad hires.Growth mindset: You learn quickly and tighten the process every week.Full ownership: You treat hiring like a revenue lever, not an admin task.Offer and compensationBase pay (based on location and experience).Performance bonuses tied to outcomes like roles filled and sustained for 3, and 12 months.Long-term upside if you become our core talent operator as the team scales.How to applyEmail Andrew@adsora.com with:A short note on your recruiting background (what roles you have filled, and for what kinds of companies)Your sourcing channels and process (what actually works for you)1–2 examples of candidates you successfully placed (role, why they were strong, how you found them)Your availability and desired compensation (base + per-hire bonus expectations)