Job Description

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)