We hire the people who last.
And if they don't last six months, we run the search again, at no fee.
You're building a modern consumer brand or agency. You need someone who can do the job today and will still be right for it when the job changes.
Introducing PuckAdam Callow · Co-founder · PuckOr watch Introducing Puck, Adam to camera · 3:02
Read the transcriptRead Adam’s intro film, word for word
00:00 · Who we hire
The market is moving at the speed of light, and the people who win? The ones who adapt quickest. So that’s who we hire. I’m Adam, co-founder of Puck, and I’m not a recruiter by trade. I spent my career building agencies and helping founders build brands.
I’ve likely sat in your seat. I’ve made the hire that looked great on paper and I’ve paid for it numerous times. It was very expensive.
00:31 · What’s changing
There’s a change happening and we all know it. AI is changing every job in your business right now. Not in five years. Now. And yes, the CV still matters. You want real experience in the job. But experience on its own simply isn’t enough any more.
You need people who think for themselves. People who can use AI to move faster but don’t defer their thinking over to it, which is becoming common ground, because I still fundamentally believe that people are the difference makers.
AI just allows truly great people to move incredibly fast with effectiveness.
01:15 · How we work
So how do we work? We start with your business, not the job spec. We map where you’re going over 12, 24 or 36 months, depending on your size and scale and what has to be true to trigger each hire. Two of our three co-founders come from product and data.
So we’ve built our own tools and tests for what we focus on, which is called adaptability.
01:40 · Who’s in the room
Here’s the part I’m proudest of and get the most joy from. A lot of founders we work with are hiring for a job that they’ve never done themselves. And that’s incredibly hard because if you’ve never done it, how do you know what great looks like?
A CV won’t tell you. So we built what we call The Operators, a network of senior leaders who are just incredible people who’ve run these functions inside the businesses that you know. They’ve built the teams, they’ve hit the numbers and they’ve made these hires themselves.
When a role needs it, they’re in the process with us. They know what to ask. They know the difference between good and great. And that’s our cost, not yours.
02:32 · What it costs
In terms of cost, our terms are simple. A 15% fee and a six-month guarantee. That’s it. So we only win when the hire lasts. So if your next hire is one you can’t afford to get wrong, come and talk to me. Hire ahead. Speak to you soon.
Introducing Puck · Adam Callow · Co-founder · Puck
Most hires that fail, fail on attitude.
46
of new hires fail within 18 months.
89
of those fail on attitude, not skill.
Source: Leadership IQ.
Who we're hiring for, today.
Each company here has a search open with us right now.
- Paid Social Strategist, Pod LeadFully remote
- PPC Media BuyerFully remote, UK business hours
- Paid Social Media BuyerFully remote, flexible hours
- Performance Creative StrategistUK, fully remote
- Performance Growth ManagerUK, remote, 9am UK start
- Ecommerce Sourcing & Operations ManagerHong Kong or Mainland China, hybrid
- Klaviyo SpecialistRemote, US-aligned hours
- Senior Email CopywriterRemote, part-time, 20 hours a week
- Client Success ManagerRemote, US-aligned hours
- Project ManagerRemote, full-time contractor, daily overlap with US Eastern hours
- Head of Delivery & OperationsEurope, remote, monthly time in Amsterdam
- Ecom Pod LeadRemote from the UK, Europe or the US, US Eastern hours
- Account ManagerRemote
If your hire doesn't last, that's on us.
We can't oversell. We can't rush. We have to understand you and the candidate, or we eat the cost.
15% of your hire's first-year salary, invoiced once they've signed.
If a permanent hire leaves, or you have to let them go, inside six months, we run the search again at no fee.
Nothing. No retainer.
What you actually get.
Six things, from the brief to the signed contract. Right now that takes five to six weeks.
- Cue 01
We learn your business first
A sixty-minute call with you and whoever the hire reports to. Where the business is going, what this person has to get done, and how you'll know it's working.
- Cue 02
Your role, mapped
Who it reports to, how it's measured and what it pays, written up as a brief you sign off. Then a page for the role, in your brand.
- Cue 03
Your short list, with our notes
Each name comes with our notes: why they're moving, how they measure up against the role, and what we'd test if we were you. Our doubts are in there too.
- Cue 04
Every CV, reworked
We review each CV with the candidate and rework it, so the experience that matters to you is easy to find.
- Cue 05
A short task, when the role calls for one
For some roles, finalists get a task built from the real job, with no single right answer. You see what they made and how they went about it.
- Cue 06
The offer, and the contract
We prepare both sides and carry the offer through to a signature. If it helps, we'll review your existing contracts with you first.
In their own words.
A founder we hire for
“When Adam texts me, I get excited and want to respond immediately. That’s how it feels to work with him.”
Timoté ChanutFounder & CEOYoung With SolutionsA founder we hire for
“They took what we gave them, understood it, made it sharper, then executed on it.”
Kieran FlynnCo-Founder & Operations DirectorAlphageekYou'll know every one of us by name.
Adam CallowCo-founder
Shannon PressSenior Talent Manager
Sara CallowTalent Manager
Ashley CoppCo-founder
Sam WilcoxCo-founder
Twenty minutes with Adam.
I've hired more than 100 people, half of them into my own agencies. Tell me about your business and the hire you're thinking about. I'll tell you how we'd run the search and what it would cost. If we're not the right people for it, I'll say so.
A short intro call, with no commitment on either side.
If you're not ready to brief a role yet
The Hiring PlanWork out who to hire next, and when.Adam on LinkedInWhere he writes about the searches he's running. (opens in a new tab)PS, Adam
Start a year before it's urgent. That's what Hire ahead means.
Adam Callow · Co-founder · Puck