Internal Recruiter

MTRX Media is on track to be one of the fastest-growing performance creative agencies in the industry.

We produce over 5000+ video ads every month for 8- to 9-figure e-commerce brands across supplements, beauty, fragrance, and pet, and our whole business is built around one metric: winning ads that dominate our clients’ ad accounts.

We run two departments. Core MTRX: a creative team that produces high production ads that other agencies don’t and our AI department: a rapidly scaling arm producing AI-native ad content at a speed and volume traditional production can’t touch. Both are growing at the same time, and both need people.

We’re 50+ people, fully remote on the Mtrx front and we’ve got an in-person team for the AI Brand.

And we’re at a point where hiring is starting to prevent us from scaling. So that’s why we’re looking for someone experienced to lead that department for us.

The Role:

You will own hiring at MTRX end-to-end. Not coordinate it, own it. From the moment a role is approved to the moment a signed offer lands, the funnel is yours: sourcing, screening, running our test task process, coordinating final interviews, and closing candidates.

You’ll be our first dedicated recruiting hire, taking over from a founding team member who has been running hiring alongside two other jobs. That means you inherit working processes, and full permission to rebuild them better how you want. You’re the expert here we trust you to do what you know is best.

One thing we won’t compromise on: you have to know this industry. MTRX hires editors, creative strategists, and performance people, and the recruiter screening them has to be able to tell a direct-response editor from a wedding videographer inside five minutes.

What You'll Own:

• Full-cycle recruiting for all staff roles — video editors, creative strategists, operations, and leadership hires. Sourcing → screening → test tasks → interviews → offer.

• Pipeline building. A continuously warm bench of pre-vetted candidates for our core role families, so a new pod can be staffed in weeks, not months.

• Test task administration. Our screening runs on real-work test tasks, not CV keyword matching.
• Candidate experience. Fast responses, clear timelines, honest feedback. Every candidate — hired or not — should leave thinking highly of MTRX.

• Careers pages & employer brand. You build and own the MTRX careers presence — the careers page, individual role pages, and job posts across boards and socials. Every open role has a live, current, well-written page; nothing stale, nothing missing.

• Hiring infrastructure. Role scorecards, structured interview guides, and a simple ATS/tracking system that gives leadership a live view of every open role.

• Weekly hiring reporting. Pipeline status, bottlenecks, and time-to-fill — every Friday, without being chased.

The Roles You'll Hire:

Always-on (the core of our business):

Creative strategists and video editors, the two roles our business is built on. These are continuous searches with a permanent bench, across both core MTRX and the AI department.

Regularly:

AI department roles: AI editors, AI scripting and creative roles — a newer talent market where knowing what good looks like is a genuine edge.

Now + Then:

Talent roles (talent coordinators, head-of-talent level), admin and operations support, project management, and leadership hires as new pods and departments spin up.

Our Current Hiring Process:

• 1. Application + screen. CV and portfolio review against the role scorecard, then a short structured screening call.

• 2. First interview. Basic interview with shortlisted candidates to measure against experience and culture

• 3. Test task. To see how they deal with our work and if there capable of our current standard.

• 4. Paid concept. Shortlisted candidates are paid to produce more real work but this time paid as we’ve had people with good test tasks be thrash. This looks like an edit test for editors, a concept or brief for strategists, a role-relevant task for everyone else. We pay because we’re asking for real effort, and because it shows us exactly how someone works, not how they interview.

• 5. Final interview. Top 2–3 candidates meet the hiring manager. You prep both sides and sit in.

• 6. Offer. You extend, negotiate within the approved band, and close.

You’ll inherit this process working; your job is to run it faster, tighter, and at higher volume, and to improve it where you see weakness.

What Success Looks Like:

First 30 days:

Full handover complete. All live roles mapped with scorecards and live role pages. Pipeline tracking visible to leadership.

First 90 days:

At least two priority roles filled with candidates who clear the bar. Active bench started for editors and creative strategists. Time-to-fill baseline established.

An active funnel for Mtrx hiring has begun.

You're A Fit If You've:

• 2+ years running full-cycle recruiting — agency, in-house, or embedded — with hires you can point to and defend.
• You come from the creative ads world — performance creative, UGC, paid social, or a creative/media agency. You know what a strong hook rate means, what a good editor’s reel looks like, and why a portfolio full of pretty brand films is the wrong signal for direct response.
• You speak the language of the people you’re hiring: ROAS, hook, iteration, UGC, statics, briefs. Editors and strategists should feel like they’re talking to an insider, not an HR filter.
• Comfortable recruiting globally across remote talent markets and time zones.
• Systems-minded: you build scorecards, pipelines, and trackers by default, not when asked.
• Direct communicator. You give straight assessments of candidates — including “nobody in this batch is good enough.”
• Self-managing in a fully remote, async-first company. Weekly written updates are a habit, not a chore.

Compensation + Setup:

• Base salary: £5000, fixed, discussed openly in the first call.
• Quarterly performance bonus tied to measurable hiring outcomes (roles filled to bar, 90-day retention, bench depth).
• Fully remote, flexible hours with core overlap for interviews and team syncs.
• Report to the Head of Operations, with direct founder access, you’ll help shape how a 60+ person company grows to 100.

I look forward to seeing your application!