How to Hire a Founding Marketer: When to Hire, What They Do, and What to Pay (2026)

Hiring a founding marketer in 2026 is an adventure. Marketing teams are getting leaner and leaner by design so making the right, fewer early hires is more important than ever.

This playbook covers everything we wish more founders knew before they made their first marketing hire: when to do it, what each kind of founding marketer actually owns, how to identify the right one, and what to pay them in 2026. The salary and equity ranges below are based on real placements, as well as over a year of salary tracking at B2B SaaS startups between seed and Series B.

If you’re reading this because you needed to make a hire yesterday, skip to the salary tables. If you have time to think it through, read the whole thing.

TL;DR

A founding marketer is the first dedicated marketing hire at a B2B startup, usually made after $1M ARR
There are four distinct archetypes (they are not interchangeable: Founding Head of Marketing, Founding Marketer, Founding Product Marketing Manager (PMM), and Founding Growth Marketer
Total compensation in 2026 ranges from $130K–$340K base, with equity grants from 0.1% to 1.5%
The most common founder mistake is hiring a Founding Head of Marketing when they actually needed a Founding Marketer — and vice versa
Most founding marketers stay in the role 18–30 months before either being promoted to Head of/VP of Marketing, being replaced by one, or moving to their next founding role

What is a founding marketer?

A founding marketer is the first dedicated marketing hire at a B2B startup — usually owning the entire marketing function as a single person, then builds a team underneath themselves, operating as a player/coach over the following 12–24 months. The role is fundamentally different from “VP of Marketing” because the founding marketer has no team, no playbook, and no demand engine to inherit.

Typically before the founding marketer arrives, most sales have been founder led or investor led. The founding marketer needs to come in to build the engineer to scale beyond the founder; helping build a market position that customers understand and pipeline that the sales team can close.

Critically, a founding marketer is not the same as a head of marketing at a 200-person company who just happens to be the first one in the door. That person — call them a “first VP of Marketing” — comes in to manage and scale an existing function. A founding marketer comes in to build one, often by doing the work themselves for the first six+ months. The two profiles want different things, get hired at different stages, and demand wildly different compensation.

When should a B2B startup hire its first founding marketer?

The honest answer: when your product has measurable signal that customers want it, and your founder-led marketing & sales has hit a ceiling.

You’re probably ready if:

You have between $500K and $3M ARR
You’re closing customers but not at the pace investors want at your next round
You’re relying on closing a high % of your total pipeline (and need to drive more)
The founder is spending more than 25% of their week on marketing-adjacent work (writing posts, recording demos, managing the website, doing webinars)
You’ve already validated 1–2 reliable customer acquisition channels and need someone to systemize & scale them

You’re probably not ready if:

You don’t yet know who your customer is or what they’re buying
You haven’t closed 10+ customers (you don’t have enough signal for a founding marketer to amplify)
You haven’t decided whether you’re a product-led or sales-led motion
Your runway is under 12 months and you can’t tolerate a 4–6 month ramp

The biggest signal that you should hire one is when the founder becomes the bottleneck for marketing throughput. If you’re writing every blog post, recording every demo, and updating website copy & positioning, while more customers are closing, you’ve likely already outgrown founder-led marketing.

The four founding marketer archetypes

These four roles look similar in the job title, but they own different work and command different compensation. Pick the wrong one and you’ll spend a year wondering why your hire isn’t producing.

1. Founding Head of Marketing

Who they are: The most senior of the four. Usually 8–15 years of experience, often a former VP of Marketing at a previous startup who wants to build something from scratch again. They own strategy, hiring, budget, and executive-level positioning.

What they actually do, day-to-day:

Set the overall marketing strategy and messaging architecture
Hire the next 2–4 marketing roles
Own the relationship with sales, product, and the CEO
Build the brand and category narrative
Manage agency relationships and outside contractors
Eventually evolve into the VP of Marketing role at Series A or B

Hire when: You’re at $2M+ ARR, have raised at least $5M, and are clearly in scale mode. You need someone who can build a team and represent marketing to the board. This person will likely earn the VP of Marketing title within 12–18 months.

Don’t hire when: You’re pre-product-market-fit, have <12 months of runway, or expect them to write blog posts themselves. They will not, and you will resent the spend.

2. Founding Marketer

Who they are: The classic player-coach. 4–8 years of experience, often a senior IC or first-time manager. They’ve done growth, demand gen, content, and product marketing at startups before. Generalist by necessity, not by failure.

What they actually do, day-to-day:

Run lifecycle marketing (email, nurture, onboarding) themselves
Set up basic marketing operations (HubSpot, Segment, attribution)
Write or commission content
Run paid experiments and report on what’s working
Sit in on sales calls to extract customer language
Build the first marketing playbook so the next hire has something to inherit

Hire when: You’re at $500K–$2M ARR, sales-led or hybrid motion, and need someone who will actually execute most of the work themselves for the first 6–9 months. This is the most common founding marketing hire for B2B SaaS startups between seed and Series A.

Don’t hire when: You expect them to come in with a team-building mandate from day one. They will be the team. Make sure they want that.

3. Founding Product Marketing Manager (Founding PMM)

Who they are: A specialist focused on positioning, messaging, competitive intelligence, and sales enablement. 4–8 years of experience, almost always from a previous B2B SaaS company in a similar product category.

What they actually do, day-to-day:

Own the company’s messaging and category narrative
Build sales decks, battlecards, and competitive teardowns
Run win/loss analysis and customer research
Launch new features and new products
Train sales reps on positioning
Sit at the intersection of product, sales, and marketing

Hire when: Hire a Founding PMM when your motion is sales-led, your product is technical, and you want to help scale your sales motion with consistent messaging and helping them close at higher rates. Common at developer tools, security, AI infrastructure, and platform companies. Also the right first marketing hire if your founder is already doing demand gen well or you have a PLG model that is humming but need to set the groundwork for SLG.

Don’t hire when: You don’t yet have a sales team to enable. A founding PMM with no sales reps doesnt make sense. They are not a generalist marketer. Read more about hiring a founding PMM here.

4. Founding Growth Marketer

Who they are: A specialist focused on acquisition, retention, and the experiments that move them. 4+ years of experience, almost always from a previous growth role at a B2B SaaS startup. Analytical/experimenter/creative.

What they actually do, day-to-day:

Own the end-to-end acquisition funnel — paid, organic, and lifecycle
Run weekly experiments on landing pages, ad creative, signup flow, and activation
Build and maintain attribution and analytics infrastructure (HubSpot, Segment, dashboards, sometimes basic SQL pipelines)
Manage paid budget across LinkedIn, Google, Meta, and other channels
Own conversion rate optimization across the marketing site and product touchpoints
Set up and run lifecycle email programs — onboarding, nurture, expansion, win-back
Partner with product on activation and retention metrics, especially in PLG motions
Report CAC, payback period, and funnel conversion rates to the founders and board

Hire when: You have a working product, early customers, and at least 12-18+ months of runway. Your founder has been running growth experiments ad-hoc and you need someone to systemize what’s working and kill what isn’t. Most common at PLG and hybrid PLG/sales-led companies where one or two acquisition channels are validated and ready to be scaled. Also a strong first marketing hire if your CEO already owns positioning and just needs a builder on the demand side.

Don’t hire when: You haven’t found product-market fit yet — growth marketers don’t manufacture demand, they amplify what already exists. Also don’t hire one if you expect them to write thought leadership, own brand, or do positioning work. That’s not the role. And if you can’t fund at least a $40K–$60K/month experimentation budget across paid spend and tools, they’ll be bored within a quarter.

Founding marketer salary and equity benchmarks (2026)

The ranges below reflect typical compensation at B2B SaaS startups between seed and Series B in 2026. They assume the candidate is based in a major U.S. tech market (SF, NY, Boston, LA, Austin, Seattle) — adjust 10–20% downward for fully remote roles in lower-cost geos.

Methodology: Base salary ranges marked [Tracked] are computed from our internal hiring tracker — 698 marketing roles with disclosed salary data, pulled from WithAgility’s hiring newsletters over the last 74 weeks. Ranges marked [Benchmark] are market estimates for buckets where our tracker sample size was too small to be statistically significant on its own (n<10). Equity ranges across all four roles are benchmark figures — most public job postings don’t disclose equity, so we estimate from comparable placements.

These are starting points, not final offers. Actual comp varies based on the candidate’s prior role, the company’s stage, the equity strike price, the candidate’s risk tolerance, and how badly the founder needs to close them. Use these as your baseline, then negotiate from there.

Founding Head of Marketing

[Tracked — n=35 roles] Observed base salary range: $143K – $300K (low to high) Median tracked range: $200K – $260K base Average tracked midpoint: $241K base

Stage	Base Salary	OTE (with bonus)	Equity Grant
Seed (pre-PMF)	$200K – $240K	$220K – $270K	0.75% – 1.5%
Post-seed (early PMF)	$220K – $260K	$250K – $300K	0.5% – 1.0%
Series A	$240K – $280K	$280K – $340K	0.25% – 0.75%

What we see in the data: The median Head of Marketing posting in our tracker sits at $200K min to $260K max base — almost exactly the post-seed band above. The high end ($450K max) and low end ($143K min) reflect outliers (FAANG-style packages and very early-stage roles respectively). Most postings cluster between $180K and $290K.

Typical structure: Base + 10–20% performance bonus + significant equity. Equity is a large component of total comp at earlier stages and the negotiation point candidates will push on. Expect a 4-year vest with a 1-year cliff.

Founding Marketer

[Tracker signal — n=8 roles, directional only] Observed base range: $90K – $250K (full spread across mins and maxes) Tracked midpoint average: $159K base

Stage	Base Salary	OTE (with bonus)	Equity Grant
Post-seed (early PMF)	$150K – $200K	$190K – $230K	0.3% – 0.75%
Series A	$170K – $220K	$190K – $250K	0.2% – 0.5%

What we see in the data: Only 8 explicitly-titled Founding Marketer roles in our tracker — too small to confirm or override the benchmark ranges above. The observed spread is wider than the benchmark suggests, with a low end ($90K) that’s well below what we’d recommend paying for the seniority this role actually requires.

Typical structure: Base + 10–15% bonus + meaningful equity. Founding marketers value equity meaningfully because they expect to grow into a head-of-marketing or VP role at the company.

Founding Product Marketing Manager

[Tracker signal — n=6 roles, directional only] Observed base range: $120K – $250K Tracked midpoint average: $173K base

Stage	Base Salary	OTE (with bonus)	Equity Grant
Seed (pre-PMF)	$160K – $190K	$175K – $210K	0.4% – 0.75%
Post-seed (early PMF)	$180K – $210K	$200K – $235K	0.25% – 0.5%
Series A	$200K – $230K	$225K – $260K	0.15% – 0.4%

What we see in the data: Only 6 explicitly-titled Founding PMM roles in our tracker — too small to override the benchmark, but the observed midpoint ($173K) aligns closely with the post-seed band in the table. Useful context: Founding PMM roles in our tracker are heavily concentrated in dev tools, infrastructure, and AI platform companies.

Typical structure: Base + 10–15% bonus + equity. Founding PMMs typically come from a senior PMM or director role at a larger B2B SaaS company and are taking a comp cut for equity upside.

Watch for: PMMs from large enterprise software companies (Salesforce, Atlassian, SAP) often want salary parity with their last role, which is unrealistic at startup stage. Look instead for PMMs from Series B–D companies who’ve already taken a startup pay cut once and know what they’re signing up for.

Founding Growth Marketer

Tracker signal — n=4 strict founding growth roles + n=49 senior IC growth marketing proxy] Only 4 explicitly-titled “Founding Growth Marketer” / “Founding Head of Growth” / “Founding Demand Generation” roles in our tracker; broader proxy includes Sr Growth Marketing Manager, Growth Marketing Manager, and Growth Marketing Lead roles at funded B2B startups (the seniority band Founding Growth Marketers typically come from before stepping into a founding role). Proxy median range: $130K – $175K base. Proxy midpoint average: $159K base.

Stage	Base Salary	OTE (with bonus)	Equity Grant
Seed (pre-PMF)	$120K – $170K	$140K – $200K	0.4% – 0.75%
Post-seed (early PMF)	$140K – $190K	$165K – $225K	0.25% – 0.5%
Series A	$160K – $220K	$190K – $260K	0.15% – 0.3%

What we see in the data: Only 4 explicitly-titled Founding Growth roles in our tracker — too small to confirm or override the benchmark, but useful as a floor signal. The senior IC growth proxy (n=49) lands at a median of $130K–$175K base, which closely aligns with the Seed and Post-seed bands above. This confirms that Founding Growth Marketers typically come from Sr Growth Marketing Manager or Growth Marketing Lead roles at other startups, with the founding premium (5–15%) added to their walk-away comp.

Typical structure: Base + 15–25% variable comp tied to growth metrics (CAC payback, MQL-to-SQL conversion, ARR contribution) + meaningful equity. Variable comp is more common in this role than in any other founding marketing archetype because the outputs are more measurable.

Watch for: Growth marketers from later-stage companies (Series C+) often expect FAANG-adjacent total comp that doesn’t fit at founding stage. Look instead for growth marketers from Series A–B companies who’ve operated with tight budgets and small teams — they’re better cultural fits and have more realistic comp expectations. If going slightly later stage, looks for ones who’ve operated as a team of 1 (or 2) and truly owning the growth function. The other red flag: growth marketers who can’t articulate a specific channel they’ve personally scaled with metrics. If they answer with “I led the team that did X,” they’re a manager, not a founding hire.

How we built this report

We don’t think founders should make 7-figure hiring decisions based on vibes. Below is how the tracked salary data in this report was gathered, categorized, and validated — published in full so you can judge the data for yourself and so journalists, VCs, and other operators can cite it confidently.

What’s in the dataset

Our hiring tracker contains 1,395 marketing roles posted by funded B2B startups over the last 74 weeks (mid-2024 through June 2026). Of those, 698 roles disclosed a full base salary range (min and max). The salary numbers in this report are computed only from that 698-role subset — we excluded any posting that gave only a midpoint, a “competitive” placeholder, or no range at all.

Where the data comes from

Every role in our tracker comes from our own weekly hiring newsletter, which we’ve published for the last 17 months. The newsletter aggregates active marketing role listings from:

VC portfolio job boards: Y Combinator, Initialized Capital, Andreessen Horowitz (a16z), Kleiner Perkins
Job platforms: LinkedIn, BuiltIn
Tech-focused job aggregators that surface roles at funded startups

Every posting is hand-reviewed before it enters the dataset. We only include roles that match our ICP — funded B2B startups, primarily Series A–C across SaaS, AI, dev tools, and infrastructure. Roles outside that fit (consumer, agencies, late-stage public companies, in-house corporate marketing) are excluded. Salary ranges in this report come directly from the original job postings, captured at the time of publication.

How we categorized roles

Job titles in the wild don’t match the four-archetype framework in this report cleanly. We bucketed every salaried posting using these rules:

Founding Head of Marketing: “Head of Marketing” and minor variants (Head of Marketing & Communications, Head of Marketing & Growth, Head of Marketing & Product Marketing). Excludes Director-level or VP-level titles.
Founding Marketer: Any posting with “Founding” in the title and a generalist marketing function (Founding Marketer, Founding Marketing Manager, Founding Growth Marketer, Founding Demand Generation Manager, Founding Field Marketing Manager, Founding Marketing Leader, Founding Head of Growth).
Founding PMM: “Founding Product Marketing Manager” and “Founding Product Marketer.”
Founding Growth Marketer: Only a few strict “Founding Growth Marketer” titles exist in the dataset. We used senior growth marketing roles as a directional proxy (Head of Growth Marketing, Director of Growth Marketing, etc).

Sample size by role

Archetype	Tracked roles (n)	Confidence
Founding Head of Marketing	35	High (statistically significant)
Founding Marketer	8	Low (directional only)
Founding PMM	6	Low (directional only)
Founding Growth Marketer	53	High (statistically significant)

What this data is — and what it isn’t

This is base salary data only for publicly-disclosed roles at funded B2B startups, weighted toward major U.S. tech markets (SF, NY, Boston, Austin, LA, Seattle) and remote roles paid on U.S. comp bands. It does not include:

Equity grants (most postings don’t disclose; we estimate from comparable placements)
Total cash compensation including bonus (some postings show OTE; the dataset is base-only for consistency)
Stage-specific breakdowns (the tracker doesn’t include funding stage for every company, so the stage-by-stage tables in this report are benchmark estimates, not tracked data)
Geographic adjustments (our tracker over-indexes on U.S. tech-hub and remote-U.S. roles)
Internal candidate-level data (this is what employers are offering, not what candidates are accepting)

Updates and refresh cadence

We refresh the tracker weekly as new newsletter editions publish. The salary data in this report will be re-computed and republished quarterly, with a clearly-dated revision history at the top of the page.

How to cite this data

If you’re referencing these numbers in a newsletter, deck, podcast, or research note, please cite as:

“Founding Marketer Compensation Tracker, WithAgility, [Date accessed]. Based on 698 marketing roles with salary ranges. Data pulled from WithAgility’s hiring newsletter (Who’s Hiring?) over 74 weeks.”

We’re happy to share underlying methodology details or stage-specific breakdowns for journalists, VCs, or researchers writing about marketing leadership compensation — reach out at [contact link].

How to identify a great founding marketer

The candidate market is full of senior marketers who say they want to do a founding role. Most of them want the title and the equity, but not the actual work. The signals below separate the founders-at-heart from the tourists.

1. They’ve been a founding marketer (or close to it) before. The single highest-correlation signal of success in this role is whether the candidate has done something similar — built a function from scratch, owned a function as a team of one, or been an early hire (employee 5–15) at a previous startup that scaled quickly.”

2. They ask uncomfortable questions in the first interview. Great candidates will probe your customer acquisition assumptions, your runway, your founder dynamics, and your willingness to actually let them ship.

3. They have a strong opinion on positioning and category. Within 20 minutes of describing your product, a strong candidate should be able to tell you something interesting about how to position it — a thesis, a comp, a sharper way of describing what you do.

4. They can demonstrate a built-it-themselves portfolio. Not a deck of past employer’s logos. Actual work: writing they own, campaigns they ran end-to-end, content systems they built from scratch. The founding marketer role is too tactical for high level fluff.

5. They’ve thought about AI fluency. In 2026, every founding marketer should have an opinion on how AI is changing their craft — what they automate, what they still do manually, how they think about distribution in an AI-search world. If they “just testing it out” that’s a signal they haven’t kept up. (More on interviewing marketers for AI skills here.)

6. They want to be the player-coach, not just the coach. Ask directly: “what do you want to be doing in your first 6-12 months?: For the first six months, they will personally be writing the content, running the email campaigns, and probably set up HubSpot. If that’s not something they are excited about/ready to take on, you should find out as soon as possible.

The interview process that actually works

Most founding marketer interview processes are too short and too focused on past credentials. Here’s a structure that works in 4 founder-hours:

Round 1 (30 min, founder + candidate): Mutual qualification. Founder shares the role, candidate shares the past. The point of this round is filtering, not selling.

Round 2 (60 min, candidate + 2 existing employees): Cultural and operational fit. Have a sales rep or PM interview them on how they’d work cross-functionally. Founding marketers fail more often on collaboration than on craft.

Round 3 (60 min, founder + candidate): Working session/case study. Show the candidate your current marketing site, your latest sales deck, or a customer story. Ask them to walk you through what they’d change and why. This is the most diagnostic part of the entire process and getting a sense of their creativity and taste in real time.

Round 4 (30 min, founder + candidate, ideally with a co-founder present): Strategic discussion. Walk through a 90-day plan they’d execute in the role. Probe for prioritization tradeoffs — what would they not do, and why? Use this as an opportunity to understand their readiness to join, any outstanding concerns they might have and to pre close them.l

References (2 calls minimum): Talk to two former managers. Ask specifically: “Would you work with this person again?” “what would you rate them out of 10? If they don’t say 10, ask what would have made up the difference? This will usually be an area of growth (and the most transparent feedback).

The whole process should take 2–4 weeks, not 8-12. Strong founding marketer candidates have 2–3 offers in flight at any given time. If you take weeks to make a decision, you’ll lose them.

The five most common founder mistakes when hiring a founding marketer

1. Hiring a Head of Marketing when you needed a Founding Marketer. Most common mistake. You bring in a senior leader who expects to manage a team, set strategy, and operate through delegation. There’s no team, the strategy isn’t ready, and there’s nothing to delegate. Six months in, they leave. The fix: hire one rung lower, with someone willing to do the IC work for 6–9 months.

2. Hiring a Founding PMM when your sales motion isn’t ready. Founding PMMs need a sales team to enable. Without one, they end up writing positioning documents nobody reads and competitive teardowns nobody uses. The fix: hire a Founding Marketer first if you don’t have at least 2–3 sales reps yet.

3. Underpaying for the role. A $120K base for a “founding marketer” gets you a junior person who needs management you can’t provide. The fix: pay market rate for the seniority you actually need.

4. Treating equity as the closer. Strong candidates have seen too many startups fail to be sold on equity alone. Equity should be part of the package, not the centerpiece. The fix: pay competitive cash and meaningful equity.

5. Hiring before the founder has done the work themselves. If the founder hasn’t personally tried to run cold outbound, write a blog post, or drive demand through marketing, they don’t know what they’re hiring for. The fix: founders should do every marketing job for at least one quarter before hiring someone to do it.

When to upgrade your founding marketer to a Head of/VP of Marketing

Most founding marketers stay in the role 18–30 months. After that, one of three things happens:

They grow into the VP of Marketing role themselves (best outcome for everyone)
They’re replaced by a VP hire (necessary if they’re not the right scale-stage leader)
They move on to their next founding-stage role (some founding marketers are serial founding marketers by temperament)

You probably need a VP of Marketing — not a founding marketer — when:

You’re past $10M ARR or you’ve raised a Series B
You need to hire 3+ marketers in the next 12 months
You need board-facing leadership at the marketing function

If your founding marketer is the right person to grow into that role, support them with coaching, external advisors, and the comp adjustment to match. If they’re not, have an honest conversation early — most founding marketers prefer a planned transition to being surprised by a search.

For more on the next stage, see our guide to hiring a VP of Marketing for B2B startups.

Frequently asked questions

When should I hire my first marketing leader?

When your product has paying customers, your founder-led marketing has hit a ceiling, and you have at least 18 months of runway. Most B2B SaaS founders hire their first marketing leader between $500K and $3M ARR.

What’s the difference between a founding marketer and a head of marketing?

A founding marketer is a player-coach who does most of the work themselves. A head of marketing is a strategic leader who builds and manages a team. The two require different seniority levels, different temperaments, and different compensation. Hire a founding marketer at seed-to-early-Series-A. Hire a head of marketing at $2M+ ARR.

Should I hire a founding marketer or wait for a VP of Marketing?

Hire a founding marketer if you’re under $3M ARR. A VP of Marketing at that stage will expect a team to manage and a strategy to execute — neither of which exists yet. A founding marketer is built to operate without those, and many grow into the VP role over 18–24 months.

How much equity should a founding marketer get?

Equity ranges from 0.1% to 1.5% depending on seniority, stage, and base comp. A founding head of marketing at seed stage typically gets 0.75–1.5%. A founding content marketer at Series A typically gets 0.1–0.3%. See the salary tables above for full ranges.

Do I need to hire a founding PMM or a founding generalist marketer first?

Hire a founding PMM if your motion is sales-led, your product is technical, and you have at least 2–3 sales reps to enable. Hire a founding generalist marketer if you need someone to do more demand gen, content, and ops themselves for the first 6 months, while tackling some of the positioning on the site.

How long does it take to hire a founding marketer?

A focused, well-scoped search takes 4–8 weeks. Founder-led searches without a recruiter often take 4–6 months because the founder is doing it nights and weekends.

Can I find a founding marketer through my network?

Sometimes. But how big is your network? Now where are the candidates located? And have they operated at an early stage startup before? The funnel get very narrow, fast. Try leveraging your network as much as possible, but if you’re not seeing results in the first few weeks you’ll need to be ready to shift gears.

What’s the most common reason founding marketers leave?

The role wasn’t what was promised. Either the founder hired one archetype and expected another (most common), or the founder didn’t actually let the marketer ship work. Set expectations clearly during the interview, then honor them in the first 90 days.

Hiring a founding marketer? Here’s how we can help.

We run productized founding-marketer searches for B2B SaaS startups between seed and Series B. Two ways to work with us:

The Founding Marketer Shortlist & Process Design
$10,000 · 14 days · Money-back if we don’t deliver

You get:

A vetted shortlist of 30-50 candidates matching your criteria, each with a written fit assessment
A full hiring playbook: JD, interview process, panel selection, case study design, scoring rubric
1:1 consulting calls to align on positioning, offer strategy, and bar-raising

Best for: Founders who want a sourcing head-start and a sharper interview process. You run the outreach, interviews and close the candidate yourself.

Book a 20-minute scoping call →

The Founding Marketer Recruiting Partner
25% of new hire’s cash compensation · $10K upfront · 90-day replacement guarantee

Everything in The Shortlist & Process Design, plus:

Full sourcing, outreach, and candidate screening
End-to-end process management — scheduling, reference checks, candidate check ins, debriefs
Closing support — offer negotiation, reference orchestration, decision coaching
Weekly hiring sync to review progress and unblock decisions
90-day replacement guarantee — if the hire doesn’t work out, we re-run the search at no additional cost

Best for: Founders who want the entire search managed end-to-end. Average placement in 6-10 weeks.

Book a 20-minute scoping call →

Want to start with the Shortlist and upgrade later?

Credit the full $10,000 from The Shortlist & Process Design toward the Recruiting Partner fee if you upgrade within 30 days of delivery.

About WithAgility

We are the Recruiters for B2B Marketing teams. WithAgility hires founding marketers, product marketers and marketing leaders for some of the fastest growing B2B SaaS & AI startups in the world.