About the role
Role overview
The Senior Creative Recruiter is the agency’s expert in finding, attracting, and securing world-class creative talent. They lead the full-cycle recruitment process for designers, copywriters, strategists, producers, and project managers, ensuring each hire strengthens the agency’s creative edge. They balance immediate hiring needs with long-term talent pipeline building, while championing diversity, equity, and inclusion (DEI) across all searches. As a trusted advisor to creative leadership, they shape recruitment strategies, nurture industry networks, and ensure a seamless candidate experience that reflects the agency’s culture and ambition.
Key responsibilitiesCreative Recruitment Strategy & Execution
- Own the full-cycle recruitment process for creative roles (design, copywriting, strategy, production, project management)
- Partner with department leads to define role requirements, craft JDs, and set evaluation criteria
- Develop tailored sourcing strategies across LinkedIn, portfolios, referrals, and industry networks
- Conduct structured interviews and assessments to evaluate both creative skills and cultural fit
- Drive the offer and closing process, ensuring alignment with compensation benchmarks and candidate expectations
Talent Pipeline & Industry Presence
- Build and maintain proactive pipelines of top creative talent for recurring and future needs
- Leverage existing industry networks and actively expand them through outreach, referrals, and events
- Attend and represent the agency at creative, marketing, and advertising industry events
- Share market insights on talent availability, salary trends, and competitor hiring activity
Stakeholder Partnership & Collaboration
- Serve as a trusted partner to creative leadership and hiring managers
- Provide regular updates on pipelines, candidate progress, and hiring outcomes
- Align hiring managers on structured evaluation methods to ensure fairness and consistency
- Collaborate with HR/People & Culture on onboarding handovers and candidate experience initiatives
Employer Brand & Candidate Experience
- Deliver a candidate journey that reflects the agency’s values, creativity, and culture
- Partner with People & Culture to create employer brand content for social, portfolio platforms, and events
- Ensure every candidate interaction is professional, transparent, and equitable
- Champion DEI best practices across sourcing, screening, and selection
Process Improvement & Metrics
- Track, analyze, and report on creative hiring metrics to optimize speed and quality of hires
- Identify and recommend new recruitment tools, platforms, and strategies
- Share insights with leadership on process improvements and creative hiring market shifts
Deliverables
- Creative job descriptions and candidate scorecards aligned with department needs
- Shortlists of top-tier creative candidates with structured interview feedback
- Market insights on creative hiring trends, competitor benchmarks, and salary ranges
- Employer brand and recruitment content (in partnership with People & Culture)
- Proactive talent pipelines for key creative disciplines
- Recruitment progress reports and pipeline updates
Owned outcomes for the role (KPIs)
- Time-to-hire efficiency
- Creative hires completed within agreed timelines without loss of quality
- Quality of hire
- New creative hires meet or exceed role expectations after ramp-up
- Pipeline strength
- Active pipelines exist for critical creative roles, reducing future hiring lead time
- Candidate experience
- Candidate feedback reflects clarity, fairness, and a positive impression of the agency
- Stakeholder satisfaction
- Creative leaders feel supported, aligned, and confident in the recruitment process
- Diversity & inclusion
- Recruitment processes actively contribute to building a more diverse creative team
- Market insight contribution
- Leadership is regularly informed of creative industry hiring trends and benchmarks
What this role does not own
- Client communication or account management (AM-owned)
- Delivery of creative work or project outputs (Creative/PM-owned)
- Compensation, benefits, or HR operations (People & Culture-owned)
- Resourcing allocation or SOW negotiations (Leadership-owned)
- Performance management or employee relations (HR/People & Culture-owned)
About the role
Role overview
The Senior Creative Recruiter is the agency’s expert in finding, attracting, and securing world-class creative talent. They lead the full-cycle recruitment process for designers, copywriters, strategists, producers, and project managers, ensuring each hire strengthens the agency’s creative edge. They balance immediate hiring needs with long-term talent pipeline building, while championing diversity, equity, and inclusion (DEI) across all searches. As a trusted advisor to creative leadership, they shape recruitment strategies, nurture industry networks, and ensure a seamless candidate experience that reflects the agency’s culture and ambition.
Key responsibilitiesCreative Recruitment Strategy & Execution
- Own the full-cycle recruitment process for creative roles (design, copywriting, strategy, production, project management)
- Partner with department leads to define role requirements, craft JDs, and set evaluation criteria
- Develop tailored sourcing strategies across LinkedIn, portfolios, referrals, and industry networks
- Conduct structured interviews and assessments to evaluate both creative skills and cultural fit
- Drive the offer and closing process, ensuring alignment with compensation benchmarks and candidate expectations
Talent Pipeline & Industry Presence
- Build and maintain proactive pipelines of top creative talent for recurring and future needs
- Leverage existing industry networks and actively expand them through outreach, referrals, and events
- Attend and represent the agency at creative, marketing, and advertising industry events
- Share market insights on talent availability, salary trends, and competitor hiring activity
Stakeholder Partnership & Collaboration
- Serve as a trusted partner to creative leadership and hiring managers
- Provide regular updates on pipelines, candidate progress, and hiring outcomes
- Align hiring managers on structured evaluation methods to ensure fairness and consistency
- Collaborate with HR/People & Culture on onboarding handovers and candidate experience initiatives
Employer Brand & Candidate Experience
- Deliver a candidate journey that reflects the agency’s values, creativity, and culture
- Partner with People & Culture to create employer brand content for social, portfolio platforms, and events
- Ensure every candidate interaction is professional, transparent, and equitable
- Champion DEI best practices across sourcing, screening, and selection
Process Improvement & Metrics
- Track, analyze, and report on creative hiring metrics to optimize speed and quality of hires
- Identify and recommend new recruitment tools, platforms, and strategies
- Share insights with leadership on process improvements and creative hiring market shifts
Deliverables
- Creative job descriptions and candidate scorecards aligned with department needs
- Shortlists of top-tier creative candidates with structured interview feedback
- Market insights on creative hiring trends, competitor benchmarks, and salary ranges
- Employer brand and recruitment content (in partnership with People & Culture)
- Proactive talent pipelines for key creative disciplines
- Recruitment progress reports and pipeline updates
Owned outcomes for the role (KPIs)
- Time-to-hire efficiency
- Creative hires completed within agreed timelines without loss of quality
- Quality of hire
- New creative hires meet or exceed role expectations after ramp-up
- Pipeline strength
- Active pipelines exist for critical creative roles, reducing future hiring lead time
- Candidate experience
- Candidate feedback reflects clarity, fairness, and a positive impression of the agency
- Stakeholder satisfaction
- Creative leaders feel supported, aligned, and confident in the recruitment process
- Diversity & inclusion
- Recruitment processes actively contribute to building a more diverse creative team
- Market insight contribution
- Leadership is regularly informed of creative industry hiring trends and benchmarks
What this role does not own
- Client communication or account management (AM-owned)
- Delivery of creative work or project outputs (Creative/PM-owned)
- Compensation, benefits, or HR operations (People & Culture-owned)
- Resourcing allocation or SOW negotiations (Leadership-owned)
- Performance management or employee relations (HR/People & Culture-owned)