15+
open search-marketing roles
× Dopamine Digital
Campaign Plan
× Dopamine Digital
While researching your market we found a stack of public hiring signals we can read on every company, score into a real in-market read, and wrap into a personalized talent-market report. Here is the data engine, a live example on a real dream-fit agency, the three offers we will split-test, and the plan to get you booked calls.
Every one of these is real and reachable today, most of it free. Together they let us see who is hiring a search-marketing role right now, how fast they are scaling, and who owns the decision, all from public signals, before a single email goes out.
Every open role a company is posting, filtered to SEO, Paid Media, PPC and Growth titles.
Current headcount, the team size in marketing, and how fast both are growing.
Which applicant tracking system runs their careers page, and how many roles sit inside it.
Indexed job pages and Google Jobs listings, with how recently each role was posted.
Whether they are paying to advertise roles on Google and LinkedIn ad placements.
The SEO and analytics tools a company runs, Ahrefs, Semrush, GA4, GSC, Screaming Frog.
The decision-maker by company type, founder and CEO at agencies, Dir of SEO, VP Marketing or Talent in-house.
Recent raises, new offices and expansion news on named agencies and brands.
Live comp and market data on the exact role they are hiring, from your own SalaryGuide.
Also on tap: Companies House for UK entity and size, and Glassdoor reviews that surface hiring pain in their own employees' words.
None of this is a template with a name dropped in. We chain the signals together so every prospect we hand you is a real company, with a real open search role, scored against your ICP. We find the in-market role. Your Golden Recruitment Formula closes the hire.
Find every SEO, Paid and Growth role a company is posting right now.
Headcount, growth, ATS, tech stack and the decision-maker behind the role.
Recruitment ad spend, funding, role recency and the SalaryGuide comp band.
Against your ICP, agency 30 to 50, in-house 50 plus, legal as priority.
We ran the engine on one of your named dream clients straight from public hiring signals. Nothing here is invented. Any prospect on the list gets the same treatment.
Brainlabs is posting 15+ open search-marketing roles right now, several at director level, all run through a Greenhouse careers funnel. The public signals tell us exactly how to open the conversation:
Put together, Brainlabs is a textbook in-market target: a high volume of senior search roles, an active hiring funnel, and a warm route in. The talent-market report opens the door; the Golden Recruitment Formula fills the seat.
A spread across your ICP, from specialist agencies to in-house brand teams. Each one shows what the engine surfaces: the open roles, the team behind them, the hiring signals, and the in-market read.
~25 open roles · Paid Media + analytics · US / UK / LATAM
SEO + content led · San Diego · Inc. 5000 x6
US · 30 to 50 staff · 2026 priority niche
50+ staff · internal talent function
Recently raised · first senior search lead
Hardest-to-fill · tiny top 1% pool
Open-role counts and signals here are pulled from public job boards and company pages and are indicative at a point in time. We run the exact live pull per company, as with the worked example above, before any outreach.
Same ICP, same data engine behind them, three different doors in. All three launch in parallel, then we pour volume into the winner. Every one is built to hit the same nerve: they have been burnt by generalist recruiters and cannot afford to get the next senior hire wrong.
The "that's our actual role" play. We send a personalized talent-market report on the exact role they have open, built on SalaryGuide data, then book the call. Highest perceived effort, strongest hook.
The cost-of-inaction play. We open on what the open seat is quietly costing them, in account pressure, lost momentum and senior bandwidth, then offer to fix the timeline. Hits the fear of a critical seat sitting empty.
The proof-first play, for the burnt buyer. Lead with the one thing no other recruiter offers, then go straight to a call. For founders who have been let down before.
We read how a prospect hires today from their signals, then name it in the email. Here is the field they are stuck choosing between, and the wedge that makes you the obvious answer.
Send a stack of CVs and LinkedIn URLs with zero context on whether the person can actually do the job.
A generalist internal recruiter juggling every role, with no specialist network in search marketing.
Post and pray. A flood of applicants, almost none of them the operator the role actually needs.
Every one of them leaves the same gap. None can vet a specialist, none reaches the operators who are not looking, and none carries the risk. Search For Hire is specialist by design, proves fit with an AI-enhanced scorecard and the Behavioral Fit Engine before the offer, works a private network built through events and the Agency Growth Club podcast, fills 95 percent of roles within 25 days, and backs Gold-tier placements with a full 1-year guarantee. That is the wedge, in every email.
Two angles that open doors a standard sequence misses.
Your 2026 priority. US law firms are hiring search marketing in-house, and the legal SEO and paid agencies that serve them, the Hennessey and Rankings.io archetype, are scaling alongside. We watch legal-sector hiring signals specifically and concentrate volume there, where your case studies and proof are strongest and the buyer already trusts a specialist.
We watch raises, new US offices and rebrands across your dream list and reach out the week the hiring surge starts, before the role is even posted. Plus the emerging seat: GEO and AI-search specialists and data and engineering roles, where the skill ceiling just moved and the top 1 percent is hardest to find, exactly where a specialist partner is worth the most.
We target companies actively hiring a senior SEO, Paid Media or Growth role, mid to senior, six-figure seats, US-first then UK. Within that, three tiers by where the pain bites hardest, with legal as the priority overlay.
Specialist digital marketing agencies, 30 to 50 staff, $1M+ ARR, fast-growing, remote or hybrid, founder-led. Often burnt by generalist recruiters before. Legal SEO and paid agencies sit right at the top.
In-house brand teams, 50+ employees with their own internal talent function, hiring strategic, high-impact search roles. The SEMrush, Cadence and Sage archetype. About half of placements.
The overlay across both tiers: US law firms hiring search marketing in-house, plus the specialist legal SEO and paid agencies serving them. Where your proof is strongest and the buyer already values a specialist.
Inboxes warmed and ramped safely, all roads lead to a 20-minute call, and a call only counts as qualified when it clears five criteria.
£250 per qualified call for the first 10, then £400 thereafter
We carry the risk, the same way you do with your own clients. 10 qualified, showed-up calls within 90 days of launch, or every pound of infrastructure fee in that window comes back. Measurable, capped, and aligned with how you sell.
The data engine and the offers are built. Inboxes are warming this week; the first talent-market reports go out the moment warmup completes. Here is what happens next.