Reports to
HR Generalist - Talent Acquisition & Culture
Experience
2 to 4 years of end-to-end hiring
You'll hire for
SEO and AEO, content, growth marketing, strategy, project management, design, client servicing and internships
Most recruiting is volume work: post a role, filter by keywords, forward CVs. We think that approach is why so many hires look right on paper and struggle in the job. A great content strategist and a mediocre one can have identical CVs. The difference shows up in how they think, and finding that takes investigation.
In this role you form a view of what great looks like for each position, work out where those people are, test your hypotheses against real conversations, and make a call you can defend with evidence.
You will also build Pangolin's talent maps: living pictures of where strong marketers, strategists and account leads work today, which agencies and colleges produce them, what they earn and what would make them move. We want a pipeline of people we already know before a role opens, not a scramble after it does. Success here is measured by the quality of the people we hire and how long they stay, not by how many positions you close. If you'd rather think than process applications, this is the job.
Pangolin is a B2B marketing agency for companies with long sales cycles: SaaS, climate tech, enterprise software and businesses with a physical presence. We do branding, SEO and AEO, B2B storytelling and growth marketing, and we build AI into how the work gets done. Our sister company, NoDrama, runs fully managed WordPress care.
Pangolin is a culture-led company, and who joins us matters more than how fast we grow. Every person on our team has been handpicked, and our clients and our people stay with us far longer than is typical for agencies. That comes from hiring deliberately and investing heavily in learning once people join.
As a Talent Specialist, you are the first guardian of that culture. Our principles include Pioneer Don't Settle, Get Better and Make Mistakes, and we mean them. You will be trusted with real decisions early, and expected to learn from the ones you get wrong.
You will own hiring end to end for a set of roles, and every search starts with a strategy, not a job post.
These pieces only work together. A sharp job description on the wrong channel fails, and so does the right channel with a salary below market. Your job is to hold the whole picture for every role.
You bring real hiring experience, so you start hiring early.
Week 1. Learn how Pangolin works: our clients, our service lines, our culture and what separates a strong SEO strategist or account lead from an average one.
Weeks 2 and 3. Take your first live role. Write its hiring strategy, choose its channels and have candidates in process by the end of week three. Start benchmarking how other agencies hire for client servicing and content roles.
Day 30. Two roles live, each with a written strategy and talent map. Your agency benchmark is shared with clear recommendations, and your first AI workflow is in daily use.
Day 60. You own three or four roles and have made at least one hire. The candidates reaching interviews are visibly better matched than before you joined.
Day 90. You can show, with data, which channels and evaluation steps work for each role. You have a campus plan for our next intern cohort, and at least one hiring workflow you built is used by the whole team.
You have 2 to 4 years of end-to-end hiring, ideally for marketing, creative, consulting or other business roles at an agency, startup or professional services firm. You have closed offers yourself, not only sourced for someone else.
More than experience, we are looking for how you think:
A background in psychology, research, economics or marketing is a plus, not a requirement.
New things excite you. The face of HR is changing quickly: work that once took a team a week can now take an afternoon, and new workflows appear every month. You want to be one of the people redesigning how hiring works, not someone waiting to be told how.
You also have taste. When you use AI, the output sounds like you and holds up to scrutiny. You edit, you check and you throw away the generic draft. Copy-pasted AI slop in a candidate message or a role brief bothers you as much as it bothers us.
And you care about people. A hire decides who someone spends their working days with, and you take that seriously.
This is not a volume or bulk-hiring role, and it is not an HR operations role. Payroll, compliance and policy sit elsewhere. If your strength is filling fifty positions a month from job portals, you will find this frustrating.
It is also not a team-lead role. If you have more than five years of experience and want to manage recruiters or own hiring strategy for the company, this position will feel too narrow.
We hire for this role the way we want you to hire for others: with evidence, not impressions.
Every candidate who reaches the assignment stage gets written feedback, whatever the outcome.
