About Brand Hackers

We help challenger brands fight smarter, think sharper, and win bigger.

We build experienced, fractional teams that slot into challenger brands like puzzle pieces, bringing the right knowledge and energy at the right moment. We're senior operators who've worked in-house and agency-side, combining forces so challenger brands get serious firepower without the overhead.

Four years in, we've gone from two people to almost 30. We've worked with over 100 brands across FMCG, beauty, film, and lifestyle. Current partnerships include Rockface, Fussy, Little's Coffee, Wype, and Genius Foods.

Three pods run the agency: Brand, Growth, and Social. They work as specialist teams and combine to deliver integrated support. Brand Hackers has been growing more than 50% year on year, and that's set to continue.

We're part of Up Collective alongside Up World (a community for marketers) and Up Talent (marketing recruitment). 30 people across the group today, with Brand Hackers the engine of growth.

We're also building something called The Brand Hackers Way, an AI and automation-led approach to how marketing teams work. Everyone here is rewiring how they deliver, with the goal of getting back about a day a week through better tools and better systems. If you like working somewhere that takes its own operations as seriously as the work it ships, you'll like it here.

The role

We're hiring fast. Our pod leads (Chessie, Laura, and Lauren) need a recruitment partner who can find brilliant marketers, run a sharp process, and keep momentum going week to week.

It's a 3-month FTC to start, with a strong likelihood of going permanent. If you've got the chops, scope grows quickly.

You'll own:

Sourcing. This is the bulk of the job. We don't want someone who posts on LinkedIn and waits. We want someone creative in how they find people. You'll build a pipeline before we need it, run thoughtful outbound, mine referrals, and try approaches other recruiters wouldn't think to try.

Screening and first-round calls. Building shortlists hiring managers can move fast on.

Hiring manager partnership. Working closely with Chessie (Brand), Laura (Social), and Lauren (Growth) to scope roles properly, calibrate on what good looks like, and push back when a brief is wrong.

Our recruitment process. We've got one and it's pretty refined, but it's not sacred. If you see a way to make it sharper, faster, or better for candidates, bring it. We want someone who influences how we work, not just slots into it.

Pipeline visibility. Where every role is, what's blocked, what's at risk, and the numbers that matter (time to hire, offer accept rate, retention at 6 and 12 months).

What you'll be measured on

• Hires made in the contract window, on time and on brief

• New hires still here and rated well at 6 and 12 months

• Time to hire under 6 weeks for most roles

• Pipeline health: enough warm candidates in conversation that the next hire isn't a cold start

Who you are

You've hired marketers before. Ideally in an agency, startup, or consultancy where the brief shifts and the bar is high. Two to five years doing in-house recruitment, or longer if you've been in agency and want to switch sides. If you're more senior and between perm roles, we'd still love to talk.

You source creatively. You don't rely on LinkedIn Recruiter as your only tool. You think like a marketer because the people you're trying to hire are marketers.

You're commercial. You understand that hiring isn't volume, it's the right person for the right role at the right time. You'd rather make fewer great hires than more mediocre ones, and you'll tell us when a brief isn't realistic.

You operate without hand-holding. Bee will support you and unblock you, but no one will be telling you what to do day to day. If you need a manager who builds your week for you, this isn't the role.

You write well. You'll be drafting outreach, role briefs, and candidate updates. Generic copy gets ignored. Yours won't be.

Nice to have, not essential

• Experience hiring fractional or contract talent

• An existing network of marketers across Brand, Social, or Growth disciplines

• You've used AI tools to speed up sourcing or screening and have a point of view on what works

• You've built or rebuilt a hiring function before, not just executed inside one

What we're not looking for

Agency recruiters who want to keep doing high-volume reqs with no commercial context. People who think their job ends at a shortlist. Anyone who needs "the system" before they can do the work.

What we offer

• £40k pro rata, 3-month fixed-term contract to start, with a strong likelihood of going permanent if it's working

• Full-time or 4 days a week, your call

• Fully remote in the UK, with a few days a month in Central London if you want to be in

• 25 days holiday plus bank holidays (pro rated for the FTC)

• Monthly working-from-home allowance for coffee or co-working

• Birthday off

• Enhanced parental leave and pay (when perm)

• Unlimited coaching with MoreHappi

• Full Up World membership

• Working rights in the UK required (we can't sponsor visas)