Frequently asked questions about advertising recruiting
How do advertising recruiting agencies charge for placements?+
Most advertising agencies work on contingency, charging 20-25% of first-year salary when a candidate accepts an offer. For senior creative directors or strategy leads commanding $200K+, fees may reach 30%. Retained search—requiring upfront payment in thirds—applies mainly to C-suite marketing roles or when filling multiple positions simultaneously. Contract placements for freelance copywriters and art directors typically bill a markup of 40-60% above the freelancer's hourly rate, with the agency handling payroll and benefits administration.
What types of advertising roles do these recruiting agencies typically fill?+
Agencies specializing in advertising typically fill creative positions including copywriters, art directors, creative directors and graphic designers. Strategy roles such as brand strategists, account planners and campaign strategists are also common placements. Media-focused positions include media buyers, media planners and programmatic specialists. Client-facing roles like account executives, account directors and business development managers round out typical searches. Some firms also place production talent including producers, traffic managers and studio artists. Search depth varies by agency, with boutique firms often concentrating on senior creative leadership while broader shops handle junior through C-suite placements across all advertising disciplines.
What certifications or licenses do these advertising recruiters typically screen for?+
Top advertising recruiters prioritize credentials that demonstrate strategic and creative expertise. For media buyers, they screen for Google Ads, Meta Blueprint and programmatic platform certifications. Account and strategy roles benefit from Google Analytics certification and HubSpot credentials. Creative positions rarely require formal licenses, though portfolio strength matters most. Brand strategists with ANA or 4A's training stand out. Some agencies value candidates holding Facebook Blueprint or Amazon advertising certifications as digital channels dominate spend. Professional development through The One Club or Ad Age workshops also signals commitment to craft evolution.
How can I tell if an advertising recruiting agency is reputable?+
Look for agencies with verified placements at recognizable brands and specific portfolio credentials like holding company relationships or direct-to-consumer client rosters. Reputable firms will demonstrate fluency in advertising salary bands, understand the distinctions between brand and performance roles, and maintain active relationships with creative directors who can vouch for their candidate quality. Check whether they hold memberships in organizations like the 4A's or IAB, and ask for references from both clients and placed candidates. Strong agencies will candidly discuss their average time-to-fill and replacement guarantees without hesitation.
Is it worth hiring a specialist advertising recruiter over a general staffing agency?+
Specialist advertising recruiters maintain active pipelines of portfolio-vetted creatives and understand the nuances between brand-side and agency roles. They can assess whether a copywriter's book demonstrates conceptual range or a media buyer's programmatic experience aligns with your DSP stack. General agencies lack the relationships with niche talent communities and often cannot evaluate creative work beyond résumé keywords. For senior roles like creative directors or strategy leads, specialists provide access to passive candidates who aren't actively job-seeking but will consider the right opportunity. The trade-off is typically higher fees but faster placements with better cultural fit.
How do advertising recruiters evaluate creative portfolios versus campaign performance metrics when screening candidates?+
Specialized advertising recruiters assess portfolios for conceptual thinking, visual storytelling and brand voice consistency first, then cross-reference those creative strengths against hard metrics. They look for candidates who can demonstrate how campaigns performed across awareness lift, engagement rates, conversion data and media efficiency. Junior creatives are weighted more heavily on portfolio potential and craft execution, while senior roles demand proven ROI documentation. Recruiters distinguish between beautiful work that won awards and work that genuinely moved business objectives, prioritizing candidates who balance artistic excellence with commercial impact.