About the role
You are not a generalist HR juggling developers, accountants and “a bit of marketing” on the side. You are a recruiter who knows where media buyers actually hang out: closed Telegram communities, niche job boards and conference hallways — not LinkedIn resumes. You can read a buyer’s case by the numbers — spend, ROI, how stable their campaigns are — and tell genuine experience from screenshots borrowed from someone else’s ad account.
ROIcamp has been a traffic team in dating since 2011. Our buyers run the click → registration → subscription → rebill funnel, and to screen them properly you will need to understand that mechanic — we will teach you. The “reply within 2 business days” SLA is not an internal metric for us; it is part of the employer brand. In a niche where everyone knows everyone, fast and honest communication beats any banner. Your mission is to build the buying department together with the Head of Media Buying, who is also your manager.
What you will do
- Source actively where the niche lives: Telegram communities, industry boards, conference chats, team referrals.
- Screen buyers by the numbers: verify cases, spend and campaigns against our checklists before a candidate reaches the Head.
- Run candidates through the full hiring funnel with a “reply within 2 business days” SLA at every stage.
- Sell the offer: walk candidates through our open buyer bonus formula and why a transparent calculation beats a vague percentage.
- Build employer brand in the niche: careers page, vacancy texts, postings and presence in industry communities.
- Own hiring analytics: funnel by channel, stage conversion, cost and time to fill.
- Source in person at niche conferences — trips covered by the company.
What matters to us
Required:
- 2+ years of recruiting in affiliate / iGaming / traffic niches.
- Your own network among buyers and a grasp of comp structures (fix + % of profit).
- Ability to run several roles in parallel without communication quality slipping.
- Enough industry fluency to ask a buyer pointed questions about their numbers and notice where they bluff.
Nice to have:
- Hiring for dating teams.
- Running a TG channel or producing employer-brand content.
- First-hand presence at industry conferences (MAC, AW and the like).
What you get
- A bonus for every successful hire on top of the base — the formula is known upfront, not “at the manager’s discretion”.
- Budget for paid channels: propose one, justify it, get the money.
- Niche conferences at the company’s expense — sourcing where your candidates drink their coffee.
- Full remote with a team used to working async.
- Payouts on a fixed date — no “accounting is running late”.
Growth track
Hiring-wave recruiter → Lead Recruiter for the traffic direction → head of the Talent function. The company has been around since 2011 and grows in teams, not chaos: close the first wave and you will be building systematic hiring for the next ones.
Compensation
$1,200–2,000 base + a bonus per successful hire (paid once the candidate passes probation). Payouts on a fixed date.
Process
30-min screening → interview with the Head of Media Buying → review of a real sourcing case → offer. Up to 10 business days; we hold the 2-day reply SLA with you too.
Questions about this role
How many roles will I run at once?
4–6 roles of the hiring wave at the start (buyers, farming, creative). Intense, but not 20 parallel roles: communication quality beats volume.
Is there budget for paid channels?
Yes: paid postings on niche boards, Telegram channels and job sites are in the hiring budget. Propose a channel, justify it, get the budget.
How is the hiring bonus calculated?
A fixed amount per hire, paid after they pass probation. The amount depends on role seniority — details in the offer.
Who runs final interviews?
Technical finals — the Head or the team lead. You own the candidate journey end-to-end, prep them for stages and keep the 2-business-day reply SLA.
Is employer brand part of my job?
Partly: careers page, job texts, presence in niche communities. We set strategy together; full content marketing is not on you.