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hire agency account manager

The Complete Guide to Hiring an Account Manager for Your Digital Agency

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According to report, In the U.S., the number of digital agencies rose by 54% between 2018 and 2023, with many evolving from small (<10 FTE) to mid-size (11–50 FTE) operations. Running a digital agency often feels like juggling three flaming torches while riding a bicycle. You’re closing deals, managing project delivery, answering client calls, and still trying to plan for growth. It works in the early days, but sooner or later the cracks begin to show. Clients start feeling neglected, projects slip, and you the founder begin drifting toward burnout. That’s where an account manager changes everything. Hiring one isn’t just about adding another person to your payroll; it’s about creating the bridge that keeps client relationships strong while freeing you to focus on growth. In fact, I’ve seen agencies plateau for years until they decided to hire an agency account manager, and that single move unlocked smoother operations and happier clients. And if you’re not sure what kind of roles will give you the most leverage, resources like Bold Assistants make it easier to identify exactly where to bring in the right talent. What an Agency Account Manager Actually Does An account manager acts as the main link between your agency and your clients, ensuring smooth communication, project delivery, and relationship growth. That simple definition hides just how much impact they carry. At their core, account managers translate client needs into actionable steps for your internal team. When a client says, “We need more visibility on social media,” the account manager doesn’t just pass the request along but they rather clarify expectations, set timelines, and ensure the creative team knows exactly what success looks like. They also manage the delicate balancing act of timelines, budgets, and expectations. By keeping both sides aligned, they prevent last-minute surprises that damage trust. Beyond firefighting, great account managers are growth-minded: they spot opportunities to upsell or cross-sell services in a way that feels natural and valuable to the client. Finally, they keep a finger on performance such as tracking results and delivering reports in client-friendly language that highlights outcomes rather than just outputs. Take the example of a mid-sized digital agency in Lagos. The founder was spending up to 60% of their week on endless client calls and updates. Once they decided to hire an agency account manager, client communication time dropped dramatically. The founder could finally focus on strategy and sales, while the account manager ensured no client ever felt ignored. How Account Managers Strengthen Client Relationships and Delivery Client trust is the lifeblood of any digital agency, and your account manager is the one who safeguards it day after day. While you might see growth as new projects and campaigns, your clients measure it by how consistently they feel heard, supported, and confident in the work you’re delivering. An account manager provides that consistency. They become the reliable voice your clients can turn to, making sure communication doesn’t break down. When scope creep threatens to derail a project, they step in to manage expectations without damaging the relationship. When a campaign hits a snag, they address it head-on, turning what could have been a dissatisfied client into a loyal partner who appreciates transparency. What makes them especially valuable is their ability to “translate” technical work into business results. Instead of overwhelming clients with jargon about algorithms, impressions, or backend fixes, they focus on what matters most: how the work impacts client goals. This not only builds trust but also strengthens the client’s perception of your agency as a true partner, not just a vendor. If you want to retain more clients you should ensure your account manager provides proactive updates before clients ask for them. Clients who feel informed rarely feel anxious and anxious clients are the ones who churn. The Business Impact of Hiring an Account Manager Hiring an account manager isn’t just a feel-good decision but it’s one of the clearest investments in your agency’s ROI. With someone dedicated to client relationships and project alignment, you get happier clients, smoother workflows, and far less founder stress. That means more energy to focus on strategy and growth instead of constantly putting out fires. Consider two agencies. In the first, the founder still handles every client call, every update, and every project briefing. Deadlines are often missed because internal teams don’t always get clear instructions, and the founder ends up working late nights just to keep things afloat. In the second agency, a strong account manager absorbs the daily back-and-forth, streamlines communication, and ensures clients get timely updates. The founder can now focus on high-value sales conversations and new service offerings. Which agency do you think is more likely to scale sustainably? The long-term payoff is even bigger. An account manager directly contributes to higher client retention, which means more referrals and repeat business. They create stability in your delivery process, which builds the kind of reputation that makes your agency attractive to bigger clients. In short, they don’t just keep the ship afloat but they help you build a sturdier vessel that can sail further. And if you’re unsure how to bring in the right person without wasting time on trial and error, outsourcing platforms like Bold Assistants make it easier to identify, test, and place talent that aligns with your agency’s growth goals. How to Find and Hire the Right Account Manager for Your Agency To hire an agency account manager successfully, you need someone who blends excellent communication skills with project coordination ability and a solid understanding of your industry. It’s not a role you fill by chance because the right person becomes the voice of your agency to every client. When evaluating candidates, prioritize qualities that go beyond a polished CV. Look for empathy which is the ability to understand and manage client emotions during tense projects. Organization is non-negotiable, because your account manager will be balancing multiple timelines and expectations at once. And results orientation matters too; they should always tie agency activity back to

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mistakes when hiring media buyer

Mistakes to Avoid When Hiring a Media Buyer

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Brands lose up to 25% of their ad spend every year simply because the wrong people are managing their campaigns. On the surface, media buying looks straightforward like setting up ads, manage budgets, watch the clicks roll in. But in reality, hiring the wrong person can drain cash faster than almost any other marketing mistake. The difference between campaigns that scale profitably and ones that bleed money often comes down to who’s behind the controls. And while the need for skilled buyers is obvious, many businesses still fall into the same traps during hiring. When you know the most common mistakes when hiring media buyer talent, you can protect your budget and scale with confidence. This guide will walk you through those mistakes, the best Agencies like Bold Assistants to get the right person(s) and, more importantly, how to avoid them, so your next hire becomes a growth partner rather than a costly liability. Overlooking Platform Specialisation: One Buyer Can’t Do It All Media buyers are not interchangeable because expertise on Google doesn’t guarantee success on Meta or TikTok. A common mistake is assuming one person can run every type of campaign equally well. Each ad platform has its own rules, algorithms, and creative demands. A buyer who thrives on one channel might underperform badly on another. Take Google Ads for example, success here requires mastery of keyword intent, search structures, and quality score optimization. Meta Ads (Facebook and Instagram) lean heavily on creative testing, audience segmentation, and retargeting loops. Meanwhile, TikTok Ads demand trend-aware short-form content that matches the platform’s culture. Overlooking this specialization can cost dearly. A Nigerian e-commerce brand once hired a “generalist” media buyer to handle both Google and TikTok campaigns. While their search campaigns were solid, their TikTok ads fell flat because the buyer had no experience creating vertical video strategies. Sales plateaued until they brought in a TikTok-specific strategist. If you want to avoid this trap, focus on hiring for the platforms that matter most to your growth. Agencies like Bold Assistants make this easier by breaking roles into specialized categories, thereby, ensuring you don’t end up with a jack-of-all-trades who delivers mediocre results everywhere. Ignoring Past Performance Metrics: The Resume Isn’t Enough A great media buyer proves their value with past results, not just job titles. Too many hiring managers stop at a strong-looking resume. But in media buying, fancy titles or years of “experience” mean little if they can’t show numbers. The true test of skill lies in past campaign performance. Always request concrete KPIs. Look for metrics like ROAS (Return on Ad Spend), CAC (Customer Acquisition Cost), CTR improvements, or cost-per-conversion data. Ask candidates to share anonymized dashboards, screenshots, or reports that demonstrate how they improved performance over time. Beware of red flags. Some media buyers lean on big ad spend figures, boasting that they’ve “managed $1m budgets.” That’s meaningless if those campaigns were unprofitable. What matters isn’t how much money they spent, but how much revenue they generated. For instance, a Nigerian fintech startup once hired a candidate who bragged about running million-dollar campaigns. Later, they discovered those ads consistently lost money because there was no focus on conversion efficiency. Had they asked for proof of results upfront, they would have avoided a costly misstep. Performance Proof You Should Request: Past campaign KPIs (ROAS, CTR, CAC). Platform certifications. Client or employer references. For more on structured hiring and due diligence, the Bold Assistants blog shares strategies to help businesses avoid common recruitment traps. Poor Onboarding Processes: Setting the Media Buyer Up to Fail Even the best media buyer fails without clear onboarding, goals, and access to data. Hiring doesn’t end when you sign the contract. In fact, the first 30 days often determine whether your new media buyer succeeds or struggles. Too many businesses make the mistake of throwing a hire into the deep end without proper direction or resources. To set them up for success, you need to provide clear KPIs from day one. Whether it’s hitting a target ROAS, reducing CAC by a set percentage, or scaling budget profitably, make sure they know the benchmarks you’ll measure them against. Equally important is access. Give your buyer the right analytics dashboards, budget approvals, and creative assets upfront. Without these, they’ll waste precious weeks trying to piece together information instead of running campaigns. Alignment with your product, sales, and design teams also ensures they’re not optimizing in a vacuum. Create a 30-day onboarding roadmap that covers KPIs, reporting formats, and team touchpoints. Treat onboarding as part of the hiring process, not an afterthought. And remember, this applies to all specialized hires, not just buyers. Even when bringing in roles like WordPress developers, structured onboarding ensures new talent can deliver value quickly. Other Hiring Red Flags You Shouldn’t Miss Beyond specialization gaps and weak onboarding, there are smaller but equally damaging mistakes that can derail your hiring process. 1. Hiring based only on certifications While Google Ads or Meta certifications show initiative, they don’t guarantee results. Real-world performance always matters more than badges. 2. Failing to test problem-solving skills Media buying is full of surprises ranging from budget cuts, ad policy changes, or sudden performance drops. If you don’t test how a candidate would respond to these challenges, you risk hiring someone who panics instead of pivots. 3. Working style misalignment Are they expecting to work in-house, or are you looking for a remote contractor? Do they prefer long-term retainers or short project stints? Misunderstandings here often cause churn, even with skilled buyers. 4. The assumption that costlier always means better Some boutique media buyers outperform larger agency hires because they’re more focused and flexible. Bigger fees don’t always translate to better results. HubSpot reports that businesses waste up to 25% of their ad budgets due to poor management and misaligned hiring practices. That’s not just inefficiency—it’s money that could have gone into growth How to Hire Smarter and Scale Safely Avoiding mistakes isn’t just about choosing the right candidate

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executive assistant staffing agency

Executive Assistant Staffing Agencies: How They Work and When to Use Them

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Executives spend nearly 30% of their time on tasks an assistant could easily handle, yet finding the right support often feels like an uphill battle. You know you need help, but the challenge isn’t identifying the need; it’s figuring out how to hire quickly and confidently without wasting months on trial and error. That’s where agencies step in. If you’re considering an executive assistant staffing agency, you need to understand not just how they operate, but when they’re truly worth the investment. These agencies promise speed, quality, and risk reduction compared to going it alone; but are they always the best route? In this guide, we’ll break down how staffing agencies actually work, the benefits compared to direct hiring, what the costs look like, the right agency platform like Bold Assistants, and the scenarios where they make the most sense. By the end, you’ll know exactly when to go agency, and when to trust a DIY hire instead. How Executive Assistant Staffing Agencies Actually Work An executive assistant staffing agency connects you with vetted assistants, handling recruitment, screening, and placement so you don’t have to start from scratch. At their core, staffing agencies act as a bridge between busy executives and qualified assistants. The process usually begins with a discovery phase, understanding your business needs, workload, and preferred working style. From there, agencies pre-screen candidates, test for relevant skills, and shortlist the top fits before presenting them to you. Once you’ve selected a candidate, the agency handles placement logistics such as contracts, onboarding, and in many cases, provides ongoing support. Many also include a replacement guarantee, meaning if the hire doesn’t work out, they’ll quickly provide a backup without restarting the entire search process. What makes agencies especially valuable is the efficiency. Instead of sorting through dozens (or hundreds) of applicants, you’re shown a curated shortlist of candidates who already match your requirements. In the U.S. or U.K., agencies might emphasize in-person or hybrid placements. Meanwhile, Nigerian firms and global remote-first agencies streamline the process by sourcing assistants worldwide, allowing executives to tap into a wider talent pool without borders. If you’re curious how agencies break roles into clear functions, the Bold Assistants roles page offers a good example of how specialized talent can be matched to executive needs. Benefits of Using a Staffing Agency vs. Hiring Directly Agencies save you time, reduce hiring risks, and provide access to pre-vetted talent, while direct hiring gives you more control but takes longer. The biggest benefit of using a staffing agency is speed. Instead of spending weeks writing job ads, sorting resumes, and scheduling interviews, you get a shortlist of assistants ready to start. That’s invaluable when your calendar is already overloaded. Quality is another advantage. Agencies filter out weak candidates through background checks, skills testing, and structured vetting. This ensures that when someone reaches your desk, they’ve already cleared the baseline for competence and professionalism. Agencies also provide flexibility. Whether you need a temporary assistant for a product launch, a contract-to-hire arrangement, or a permanent executive partner, they adapt to your situation. Many also reduce risk by offering replacement guarantees and ongoing support if the first match doesn’t work out. Direct hiring, on the other hand, gives you more control over the process. You may pay lower upfront fees, and you have full say in how you assess candidates. But the trade-off is time, and if you make a poor hire, the costs of starting over can be much higher than an agency’s fee. Take the example of a Nigerian CEO who struggled with assistant churn after multiple direct hires. Each failed hire meant wasted training time and more weeks without reliable support. Once they switched to an agency, they found a vetted assistant who stayed long-term saving them both money and peace of mind. If you’re scaling quickly, agencies help you avoid costly downtime from vacant roles. Even a two-week gap in executive support can set your schedule, and your business, back significantly. Cost Considerations: What You’re Really Paying For Staffing agencies typically charge a placement fee (percentage of annual salary) or a subscription fee for ongoing support. Traditional executive assistant staffing agencies usually work on a placement-fee model, charging between 15% and 25% of the assistant’s first-year salary. For example, if you’re hiring an assistant at ₦6m per year, the agency’s fee could range from ₦900k to ₦1.5m. That may sound steep, but it covers the cost of sourcing, screening, interviewing, and guaranteeing a replacement if things don’t work out. Remote-first agencies often take a different approach, offering flat monthly subscription fees. This can be more cost-effective, especially for smaller businesses, because you’re not paying a lump sum upfront. Instead, you pay for ongoing access, support, and sometimes bundled services like payroll management or HR oversight. It’s also important to compare this with the hidden costs of direct hiring such as job board ads, recruiter time, interview rounds, onboarding, and the financial impact of a bad hire. A single failed placement can cost over ₦1m in wasted time and lost productivity, making an agency’s fee look more like insurance than an extra expense. For context, the Society for Human Resource Management (SHRM) estimates the average cost per hire is over $4,000 when you account for time and resources, a figure that climbs higher for executive-level roles. Agencies like Bold Assistants simplify this with transparent, flat-rate pricing models that remove guesswork. Instead of unpredictable recruitment costs, you get clarity on exactly what you’re paying for and ongoing support built into the fee. When It Makes the Most Sense to Use an Agency Executive assistant staffing agencies aren’t always the right choice, but there are moments when they make all the difference. 1. Speed If you need an assistant immediately—say, to handle scheduling during a product launch—agencies can place someone in days instead of months. 2. Repeated hiring failures. Each bad hire costs time, money, and momentum. Agencies reduce that risk by pre-vetting candidates and guaranteeing replacements. 3. Scaling If

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build digital ads team

How to Build a Winning Digital Ads Team (Google, Meta, Media Buyers)

Leave a Comment / digital agency, General /

Did you know that more than 40% of ad budgets are wasted simply because the right team structure isn’t in place? Running ads is easy because Google and Meta make it simple to launch campaigns in minutes, but scaling profitably is an entirely different challenge. The truth is, your growth isn’t just about ads; it’s about the team behind them. In today’s fast-moving digital landscape, you need people who can manage millions in spend, adapt to changing algorithms, and connect creative strategy with hard data. When you set out to build a digital ads team, the structure you choose determines whether you scale profitably or burn cash. By the end of this guide, you’ll know how to put together a digital ads team that functions like a well-oiled machine and the best platform to get them like Bold Assistants. This will cover everything from the core roles you need, to whether you should outsource or hire in-house, and how to future-proof your team for long-term growth. The Core Roles in a High-Performing Ads Team A winning ads team usually includes strategists, media buyers, creative specialists, and analysts working together to maximize ROI. At the heart of every profitable digital ads operation are a few critical roles. Each one brings a different skill set, and when they collaborate well, the whole system scales with far less wasted spend. The Media Buyer (Google, Meta, TikTok) is your execution engine. They set up campaigns, manage budgets, and adjust targeting strategies in real time. A skilled buyer knows when to test, when to scale, and when to cut losses. The Creative Strategist ensures your ads resonate with audiences. Beyond designing visuals, they guide messaging, video concepts, and hooks that grab attention and convert. In many campaigns, the creative is the biggest lever for performance. The Data Analyst keeps the team honest. They monitor KPIs like CAC (Customer Acquisition Cost), ROAS (Return on Ad Spend), and attribution models. Their job is to turn performance numbers into insights that guide smarter decisions. The Ad Operations Manager ties it all together. They handle workflows, compliance (especially important with evolving ad policies), and ensure campaigns are running smoothly without technical hiccups. Then there are Supporting Specialists: copywriters, landing page designers, and CRO (conversion rate optimization) experts. They might not be full-time early on, but when plugged into the system, they sharpen results significantly. Consider the case of a Nigerian e-commerce brand scaling sales on Jumia and Meta ads. They initially relied on a single media buyer, but their results plateaued. Once they added a creative strategist who tested new video ad angles, CTRs improved, and campaigns finally turned profitable. The right mix of roles often makes the difference between “just running ads” and actually growing revenue. If you’re unsure how these roles fit together, resources like the Bold Assistants roles page give a clear view of how different types of talent can integrate into a single growth team. Hiring Order: Who to Bring On First and How to Scale Start lean with a media buyer, then layer on creatives and analysts as spend grows. One of the biggest mistakes companies make is trying to build a full ads department too early. At the beginning, you don’t need a strategist, analyst, and designer all on payroll, what you need is the role that directly drives execution and revenue. That role is the media buyer. They’re the ones launching campaigns, adjusting bids, and keeping budgets in check. As ad spend grows and you start to see consistent traction, the next gap you’ll notice is creative. That’s when it’s time to bring in a creative strategist and a designer to test new ad formats, videos, and messaging angles. Once your monthly spend crosses $50k (or its equivalent in naira), you’ll benefit from more structure. That’s the stage to add a data analyst who can track CAC, ROAS, and attribution models, and eventually an operations manager to streamline workflows and compliance. Take, for example, a Nigerian fintech start-up. At the seed stage, they relied on a single media buyer to test channels and generate leads. After securing a Series A and ramping budgets past ₦40 million monthly, they expanded to a four-person team: a media buyer, a creative strategist, a designer, and a data analyst. That sequence allowed them to scale without overspending on headcount too early. Hiring Sequence for Scaling Ads: Media Buyer Creative Strategist/Designer Data Analyst Operations Lead Outsourcing vs. In-House: Which Model Wins? In-house offers control and brand alignment, while outsourcing provides flexibility, speed, and access to top talent without overhead. Deciding whether to keep your ads team internal or outsource parts of it comes down to budget, growth stage, and internal capacity. Both models can work, but they serve different needs. In-house teams give you maximum control. Your ads manager sits close to the brand, understands the nuances of your products, and collaborates seamlessly with your other departments. This is powerful for long-term scale, but it comes at a cost. Salaries, training, and benefits add up quickly, and if you’re still testing the waters, it may be more team than you can afford. Outsourcing flips the equation. By working with freelancers, agencies, or specialized partners, you get instant access to skilled talent without the overhead. It’s flexible, fast, and often cheaper in the short run, but only works if you align with the right partner. Without that, you risk a disconnect between campaigns and your core brand voice. Consider a Lagos-based fashion brand that wanted to test Meta ads. Instead of hiring a full-time strategist, they partnered with a boutique agency and saw results within weeks. On the flip side, a U.S. SaaS company spending over $100k monthly realized they needed tighter integration and shifted to a fully in-house team for better long-term efficiency. If you want a blended solution, partners like Bold Assistants make it easy to outsource critical roles like media buyers, designers, or even WordPress developers to keep your campaigns efficient. This way, you

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What to Look for When Hiring a Google Ads Manager

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Did you know businesses waste up to 25% of their Google Ads budget simply because campaigns aren’t managed properly? Running ads is easy; you can launch a campaign in minutes but running profitable ads requires precision, strategy, and continuous optimization. That’s why the decision to hire a Google Ads manager is so critical. When done right, they don’t just place ads, they protect your investment and help you scale growth sustainably. But the challenge lies in separating genuine expertise from empty buzzwords. When you set out to hire Google Ads manager, you need to know the signs of real skill: the ability to structure campaigns, optimize spend, track results, and tie everything back to business goals. By the end of this guide, you’ll know exactly what to look for and the Platform like Bold Assistants to use to make the smartest hiring choice. Understanding What a Google Ads Manager Really Does A Google Ads manager plans, executes, and optimizes paid ad campaigns on Google to drive measurable business results. Their role goes far beyond just “setting up ads.” A skilled manager dives into audience research, refines targeting, allocates budgets wisely, and continuously tests new approaches to maximize ROI. They monitor metrics like click-through rate (CTR), cost per acquisition (CPA), and return on ad spend (ROAS), adjusting strategies to ensure every dollar works harder for your business. It’s also important to draw a distinction: many small business owners assume any general marketer can handle ads. In reality, Google Ads management is highly specialized. The difference between a generalist and a dedicated manager is like the difference between a family doctor and a heart surgeon, although both are professionals, but only one is equipped to handle the complexities of a high-stakes system. A great Google Ads manager isn’t just executing campaigns; they’re interpreting data and making strategic decisions that determine whether your ads bring in real customers or just expensive clicks. Campaign Structure and Optimization Skills: The Non-Negotiable Core The foundation of every successful ad campaign is its structure. Without the right setup, even the biggest budget will leak money. A skilled Google Ads manager understands how to separate campaigns by type; search, display, or shopping; group keywords logically, and pair them with ad copy that speaks directly to your audience’s intent. But structure alone isn’t enough. Optimization is where true expertise shows. Look for managers who discuss A/B testing different headlines, refining bid strategies, adding negative keywords to cut wasted spend, and monitoring quality scores to keep costs down. These aren’t optional extras but they’re the daily disciplines that protect your ad budget and improve returns. For example, imagine a Lagos-based e-commerce store promoting “affordable sneakers.” A poor manager might only target a broad keyword like sneakers. That approach wastes clicks from shoppers outside Nigeria or those just browsing. A skilled manager, however, would test more precise variations like buy sneakers Lagos or affordable sneakers Nigeria, then adjust based on click-through rates and conversions. This precision turns curiosity into real sales. Always endeavour to ask your Google Ads manager to walk you through how they structure campaigns. If they can’t explain it in simple terms, chances are they’re not doing it right. Proof of Experience: Case Studies, KPIs, and Real Results Results speak louder than promises. Anyone can say they “know Google Ads,” but only campaign data proves whether they can deliver. That’s why experience, backed by measurable outcomes should be one of the first things you look for when hiring. The best managers will bring case studies that show where they started, what they changed, and the results achieved. Look beyond vague claims like “increased traffic” and focus on specifics: Did they lower cost per acquisition by 30%? Did they double conversion rates? Did they generate a 4x ROAS on a given budget? These numbers tell you whether their strategies translate into profit. Pay attention to the KPIs they highlight. Strong candidates will talk confidently about CTR (click-through rate), ROAS (return on ad spend), conversion rates, and CPA (cost per acquisition). These metrics show whether ads are resonating with the right audience and whether the spend is justified. In Nigeria especially, where many businesses run lean marketing budgets, this is critical. You want a manager who knows how to stretch a ₦500,000 monthly ad budget into meaningful leads and sales, not someone who burns through it in a week without results. Note: Before hiring, ask for at least two examples where they improved campaign performance. Numbers don’t lie, and they’re the clearest indicator of whether your potential manager is worth the investment. Certifications and Continuous Learning: Are They Keeping Up? Google Ads isn’t static; the platform evolves constantly with new features, bidding strategies, and algorithm updates. A manager who was skilled two years ago may be out of touch today if they haven’t kept learning. That’s why certifications and ongoing education matter. At the very least, look for managers who are Google-certified through Skillshop. A current certification in Google Ads Search, Display, or Video campaigns shows they’ve invested time in understanding the platform’s standards. Beyond that, certifications in Google Analytics 4 or Shopping Ads can also demonstrate broader competence in measuring performance across channels. But don’t stop at certificates. The strongest Google Ads managers immerse themselves in PPC communities, follow industry updates, and enroll in advanced courses to sharpen their skills. This continuous learning means they’re ready to adapt when Google introduces changes that could impact your campaigns. That said, certifications alone don’t guarantee real-world expertise. Think of them as a credibility baseline, useful for filtering candidates, but not the final proof of performance. Combine them with case studies and results to get the full picture. Communication and Reporting: Can They Speak Your Language? Data without clarity is useless. A skilled Google Ads manager doesn’t just send you a dashboard filled with numbers because they translate the data into insights you can act on. The way they report tells you a lot about how they work. A good manager

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best place to hire media buyer

Top Places to Hire Skilled Media Buyers in 2025

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With ad costs rising and algorithms shifting faster than ever, the difference between wasted budget and profitable campaigns often comes down to the skill of your media buyer. In today’s environment, even a single wrong move like poor targeting or mismanaging bidding strategies can drain thousands of dollars in ad spend without producing results. That’s why in 2025, the question isn’t whether you need a skilled media buyer but it’s where to find one. The best place to hire media buyer isn’t always obvious, and the wrong choice can slow your growth just as much as the right one can accelerate it. According to report, 72% of digital-first companies in 2025 now hire media buyers remotely; either as freelancers or offshore full-time employees, up from 54% in 2023. This article will show you exactly where to look, what to watch out for, and how to assess candidates so you don’t just hire fast but rather hire smart. Where Talent Hides: The Top Places to Hire Media Buyers in 2025 When you start searching for media buying talent, you’ll quickly realize the options are scattered. Some platforms give you speed but little quality control. Others offer rigor but at a higher price. To make sense of it, let’s break down the main places businesses are turning to in 2025. 1. Specialised Agencies Agencies have surged in popularity for one reason: they take the guesswork out of hiring. Instead of combing through dozens of freelancers, you get access to pre-vetted experts who already understand digital ad ecosystems. Agencies like Bold Assistants, for example, don’t just match you with a candidate but they ensure the person is trained, credible, and ready to plug into your workflow. 2. Freelance Marketplaces (Upwork, Fiverr) These platforms remain some of the most accessible entry points for hiring. You can post a project today and get dozens of applications within hours. This global reach means you’re exposed to a wide range of skill levels and price points. The upside is flexibility because you can test small projects without committing to a long-term contract. Many startups, including Nigerian ones experimenting with Facebook and TikTok ads, start here to trial different media buyers before scaling. The trade-off, however, is inconsistency. Quality varies wildly, and unless you’re ready to sift through profiles and reviews carefully, you might waste time with underqualified candidates. 3. Professional Networks (LinkedIn) LinkedIn remains the go-to hub for professional credibility. Unlike freelance marketplaces, LinkedIn lets you see someone’s career history, endorsements, and shared connections. That visibility makes it particularly strong for long-term or senior-level hires, where proven track records matter. The challenge here is speed. Because candidates are often established professionals, hiring through LinkedIn takes more time and usually costs more. But if you’re looking for someone who can manage six-figure ad budgets with confidence, LinkedIn is often where those profiles live. The benefit is clear: quality and speed. You avoid the costly mistakes that come from trial-and-error hiring. The trade-off? Agencies typically cost more upfront than individual freelancers. But in many cases, the reduced risk of wasted ad spend far outweighs the premium. 4. Talent Hubs & Niche Platforms (2025 Trend) A notable shift in 2025 is the rise of specialized talent platforms. Unlike generic job boards, these focus solely on advertising and media buying roles. That focus means you get a smaller but sharper pool of candidates like professionals who live and breathe campaign optimization. If you want fast results, go niche. Sorting through thousands of generic applicants might feel cheaper, but a smaller pool of vetted specialists often saves both time and money in the long run. Pros and Cons of Each Hiring Source Not every hiring path delivers the same experience, and choosing one blindly often leads to mismatched expectations. The smartest approach is to weigh what each source gives you, and what it takes away. Freelance marketplaces are the fastest way to get someone working on your ads. If you’re testing a new product launch or running small campaigns, the affordability makes sense. But that speed comes with reliability issues. Unless you invest time in screening, you may find yourself hiring someone who talks a good game but struggles to deliver results once real money is on the line. LinkedIn sits on the other end of the spectrum. It rewards patience. By digging through profiles, endorsements, and case studies, you can find candidates with proven expertise who can manage complex campaigns. The trade-off is slower hiring cycles and higher fees, but when you’re scaling a brand for the long term, that investment can be worth it. Agencies eliminate most of the uncertainty. By the time an agency places a media buyer with you, the vetting and training are already done. Mistakes that cost thousands in wasted ad spend are less likely to happen. The downside is cost because agencies typically charge more upfront than hiring directly. But when you factor in reduced risks and faster time-to-results, the value often justifies the spend. Then there are the emerging niche platforms. They’re innovative and tailored, designed for companies who want specialists without sifting through noise. Their weakness is that many are still relatively new. Without years of track record, you may need to do extra diligence before fully trusting them. Still, they represent one of the more exciting trends in how businesses will hire media talent going forward. Quick Decision Matrix Need someone tomorrow to run test campaigns? – Go freelance. Building a long-term ad strategy for brand scaling? – Look at agencies. Want a senior strategist with a track record? – LinkedIn is your friend. Chasing innovation and speed with vetted specialists? – Try niche hubs. How to Assess Media Buyer Candidates Before You Commit The best way to assess a media buyer is by reviewing past campaign performance, testing practical skills, and evaluating their communication and strategic thinking. A CV or polished LinkedIn profile isn’t enough. What separates an average media buyer from a skilled one is evidence, that is, real

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How to Work Effectively with a Remote Executive Assistant

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You no longer need someone sitting outside your office door to have world-class support because your remote executive assistant can be just as effective, if not more. According to report, Remote assistants save 300+ hours a year in administrative tasks for executives. As remote-first workforces have become the norm, executives are rethinking how they access and manage support, often discovering that distance is no barrier to efficiency. Working effectively with a remote executive assistant depends on building clear systems of communication, delegation, and accountability. At Bold Assistants, we’ve seen first-hand how the right structures can turn a remote hire into a trusted partner who keeps an executive’s day running smoothly. In the sections that follow, we’ll break this down into three pillars, ranging from communication, to delegation, and performance tracking; so you can create a working relationship that doesn’t just support your schedule, but actively drives your productivity. Building the Foundation: Communication that Actually Works Communication is the lifeline of working with a remote executive assistant. Without structured channels, even the most talented assistant will struggle: tasks get lost, timelines slip, and small misunderstandings snowball into bigger problems. Clear, consistent communication keeps both you and your assistant aligned on priorities and expectations. 1. Choosing the right tools. Slack or Microsoft Teams work well for quick updates and day-to-day chatter. Zoom or Google Meet provide the face-to-face connection needed for context-heavy discussions. Email, meanwhile, remains the best medium for formal documentation and record-keeping. The key isn’t using every tool under the sun, but being intentional about which tool fits which type of communication. Take, for example, a Nigerian CEO managing global teams. They might rely on Slack for internal company updates but still use WhatsApp for quick assistant check-ins during overlapping time zones. By setting that distinction upfront, they reduce confusion and speed up response times. 2. Setting expectations early. Decide how quickly messages should be answered, which issues justify a same-day response versus a 24-hour turnaround, and what hours are best for communication. When those norms are defined from the start, your assistant knows exactly how to prioritize. 3. Establish routines. A short daily check-in or a weekly sync call ensures nothing slips through the cracks. These touchpoints create a predictable rhythm, making your assistant feel connected while keeping you in control of priorities. Smart Delegation: Turning Instructions into Results Delegation isn’t about dumping tasks at random but it’s rather about clarity, trust, and focus. A remote executive assistant thrives when you hand off the right responsibilities with clearly defined outcomes, freeing you to concentrate on higher-value work. The steps are: 1. Deciding what to delegate. Administrative tasks like scheduling, inbox triage, travel arrangements, and research are ideal for your assistant. Strategic decisions or core business negotiations, however, remain with you. The more repetitive or process-driven the task, the better it is to hand off. 2. Clarity is where many executives go wrong. Instead of vague instructions like, “Handle my emails,” aim for specifics: “Filter my inbox for client-related emails and flag any marked urgent.” This distinction prevents misinterpretation and ensures tasks align with your priorities. For executives in Nigeria, for example, this could mean having their assistant separate out CBN or SEC regulatory communications from everyday correspondence to avoid costly oversights. 3. Frameworks can also help Tools like the Eisenhower Matrix (urgent vs. important) make it easier to decide what goes to your assistant versus what stays on your plate. If you find yourself handling tasks that are “urgent but not important,” those are prime candidates for delegation. 4. Documentation closes the loop Recording a Loom video, creating a step-by-step SOP, or writing a shared Google Doc once allows your assistant to take recurring tasks completely off your hands without repeated explanations. 5. Delegation also requires balance: trust, but verify Instead of micromanaging, set milestones for check-ins. You’ll build confidence in their independence while ensuring accountability. When you delegate, focus on what needs to be done and why it matters. Leave the how open. This gives your remote executive assistant room to be proactive and often leads to smarter, more efficient solutions. Tracking Outcomes: Measuring Success Without Micromanaging Delegation only works if you can trust that tasks are being completed accurately and on time. That’s why performance tracking is essential because it shifts the relationship from simply staying busy to actually driving business results. The simplest way to build this is by using shared task management tools. Platforms like Asana, Trello, or ClickUp provide visibility for both you and your remote executive assistant. You can see what’s in progress, what’s completed, and what’s blocked; all without endless status emails. Next, agree on clear KPIs. These don’t need to be complicated. Examples might include average response time to emails, error-free calendar management, number of meetings scheduled per week, or the accuracy of weekly reports. What matters is that both you and your assistant understand what “success” looks like. Establishing a review rhythm makes the process even smoother. A short end-of-week summary such as listing completed tasks, pending items, and any challenges helps you spot issues early while reinforcing accountability. This keeps your assistant focused without you hovering over every detail. But remember: metrics alone won’t build a strong partnership. Balance numbers with trust. A truly effective assistant won’t just complete tasks but they’ll anticipate needs, solve problems before you notice them, and suggest improvements to your workflow. Making the Relationship Last: Trust, Culture, and Continuous Improvement The most effective partnerships with a remote executive assistant aren’t built overnight; they’re nurtured over time through consistency, trust, and shared culture. Trust begins with reliability. When your assistant delivers consistently, acknowledge it. A simple “great job on that report” or a quick note of appreciation goes a long way. Recognition reinforces the behaviors you value and motivates them to keep performing at their best. Culture is just as important. Your assistant may not sit in the same office, but they should still feel the heartbeat of your company. Share team updates, celebrate

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The ROI of Hiring an Executive Assistant for CEOs and Founders

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For most CEOs and founders, the biggest bottleneck isn’t vision or drive but it’s rather their time. Studies show leaders lose up to 30–40% of their week to email, scheduling, and administrative coordination. That’s almost two full days every week swallowed by work that doesn’t move the business forward. The hidden cost of this inefficiency is massive. Every hour spent on admin is an hour not spent on strategy, growth, or investor relations. The solution? Hiring the right support. An executive assistant for a CEO is more than just an admin because they’re the safeguard of your time, energy, and focus. I’ve seen founders triple their focus on growth once they had the right EA by their side through platforms like Bold Assistants. With someone to manage priorities and communication, they reclaimed their most valuable asset: the ability to think and lead at a higher level. What an Executive Assistant Really Does for a CEO An executive assistant for a CEO is not just an admin, but a strategic partner who manages priorities, communication, and organizational flow so leadership can focus on high-value decisions. At the day-to-day level, an EA handles scheduling, gatekeeping, and meeting preparation. They manage confidential correspondence, ensuring sensitive communication with investors, board members, or regulators is handled with discretion. They prepare reports, summarize data, and make sure leaders walk into meetings armed with key insights instead of raw files. The role goes far beyond task execution. A strong EA becomes the buffer between a CEO and the noise of the organization. They filter what reaches your desk, highlight what matters most, and create an environment where you can make sharper, faster decisions. Take, for example, a Nigerian fintech founder. With an EA at their side, investor decks are prepped in advance, board calls are coordinated seamlessly, and follow-ups happen without a single detail slipping through the cracks. That consistency builds credibility with investors and frees the CEO to focus on scaling. An EA doesn’t just take tasks off your plate but they protect your focus for high-stakes decisions. How Executive Assistants Free Up Leadership Time Executive assistants reclaim hours every week by removing repetitive admin and managing workflows end-to-end. At the most practical level, they handle email triage and calendar management, ensuring your inbox only shows what actually needs your attention. They coordinate travel, track expenses, and take ownership of tasks that otherwise eat up your evenings. An EA also serves as the follow-up engine, thereby, delegating tasks to internal teams and chasing deliverables so you don’t have to. This adds up to serious time savings. A Lagos-based CEO once calculated that they were spending almost 15 hours a week on emails, meeting requests, and travel bookings. Once they hired an EA, all of that shifted off their plate, freeing entire days for strategy and high-value conversations with investors and partners. The impact isn’t just efficiency — it’s mental clarity. By clearing away the clutter, an EA creates the headspace for CEOs to think long-term rather than firefight short-term. Note: Audit your last week. How many hours did you spend on admin tasks an EA could handle? Multiply those hours by your hourly value because that’s the ROI you’re leaving on the table. Strategic Tasks an EA Can Take On Beyond Admin The best executive assistants don’t stop at logistics — they step into strategy. A strong EA learns to anticipate your needs before you articulate them. They coordinate projects with department heads, track deliverables, and ensure nothing slips through the cracks. They can prep performance dashboards so you have the right data at your fingertips during decision-making moments. And they often draft communications for investors, partners, or key clients, keeping your tone and priorities consistent. For example, a startup founder raising a new round of funding may rely on their EA not just for scheduling investor calls but for handling due diligence checklists, organizing data rooms, and tracking next steps across multiple stakeholders. That level of strategic support allows the CEO to stay focused on pitching and negotiations, while the EA keeps the backend organized. This is where the right match matters. Platforms like Bold Assistants Roles help leaders find EAs who are capable of scaling beyond admin tasks into strategic partnership roles. Real-World Productivity and ROI Benefits The ROI of hiring an EA shows up in more strategic time, faster decision-making, and higher business growth. Think of it in financial terms. If your time as a CEO is conservatively worth $500 per hour, and an executive assistant frees up just 10 hours of admin work each week, that’s $5,000 of value created weekly with over $20,000 a month. The math adds up quickly, and that doesn’t even account for reduced stress or better decision quality. Beyond time savings, EAs reduce burnout and decision fatigue by filtering information and preparing you with insights instead of raw data. They also improve company-wide alignment by serving as a central communication hub between leadership and teams. When priorities are clearer, execution gets faster. Research supports this leverage. According to Harvard Business Review, executives who delegate effectively save up to 20% of their working week, which translates directly into higher productivity and organizational growth. Cost vs. Value: Why an EA is an Investment, Not an Expense When CEOs think about hiring an EA, cost is often the first concern. Salaries vary by region and experience, but the productivity ROI almost always outweighs the direct expense. In Nigeria, mid-level executive assistants often earn between ₦250,000 and ₦500,000 monthly, while senior-level EAs in corporate sectors may earn more. Globally, salaries for experienced EAs in the U.S. and U.K. can range anywhere from $60,000 to $90,000 annually. At first glance, these numbers might seem steep not until you calculate the value of a CEO’s reclaimed time. Some founders try to cut costs by hiring virtual assistants instead. While VAs are excellent for task-level support, CEOs at scale need embedded, dedicated support from someone who understands business context and can act as

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Executive Assistant vs. Virtual Assistant: Which One Should You Hire?

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Introduction: Why Choosing the Right Type of Assistant Matters Many business owners reach a point where they know they need help, but they freeze on one key question: should I hire an executive assistant or a virtual assistant? It’s a decision that can make or break your productivity. Choose wrong, and you waste money while still feeling overwhelmed. Choose right, and your time instantly multiplies. Both roles can transform how you work but they’re not interchangeable. The distinction is critical: one is a strategic partner managing priorities at the leadership level, while the other provides flexible, task-based support. I’ve seen founders double their output simply by hiring the right type of assistant. That’s why understanding the differences in the executive assistant vs virtual assistant debate is so important before you decide. With Platforms like Bold Assistant you get to make the right hire. Defining the Roles: Executive Assistant vs. Virtual Assistant An executive assistant is a dedicated, often in-person professional who manages high-level scheduling, communication, and strategic support, while a virtual assistant typically handles remote, task-based work such as research, email management, or admin. Executive Assistants (EAs) operate as strategic partners to leadership. They manage executive calendars, gatekeep priorities, prepare for board-level meetings, and often handle sensitive, confidential matters. Their value comes not just from organizing tasks but from ensuring leaders stay focused on the most important work. Virtual Assistants (VAs), on the other hand, provide flexible, remote support. Their work is usually more task-oriented, such as handling inbox management, booking travel, conducting research, or supporting admin-heavy workflows. Many VAs work with multiple clients at once, offering businesses an affordable way to offload routine tasks without committing to a full-time hire. For example, a CEO in Lagos raising capital may rely on an EA to manage investor calls, coordinate with legal teams, and keep presentations on track. Meanwhile, a small e-commerce store might benefit more from a VA handling order confirmations and daily inbox replies. Key Differences in Responsibilities The biggest difference between executive assistants and virtual assistants lies in the scope and depth of their responsibilities. Executive Assistants (EAs): They control the flow of an executive’s day ranging from managing calendars, coordinating meetings, and handling internal communication. EAs often work on confidential matters, project coordination, and leadership-level priorities. They don’t just manage time; they manage access and protect focus. Virtual Assistants (VAs): Their focus is on execution. VAs commonly manage inboxes, handle travel bookings, perform data entry, schedule social media posts, or conduct market research. Their role is less about strategy and more about giving you hours back by completing repetitive or admin-heavy tasks. There is some overlap: both roles free up your time. But the level of trust and responsibility you hand over is very different. For instance, a Nigerian fintech startup preparing for investor pitches would lean on an EA to organize sensitive board documents and coordinate with stakeholders. By contrast, a solo consultant may only need a VA to schedule discovery calls and maintain a clean inbox. Which One Fits Different Business Sizes and Industries? Executive assistants are better suited for established businesses and leaders managing complex priorities, while virtual assistants are ideal for startups, small businesses, and entrepreneurs needing flexible, task-level support. For small businesses or startups, cost efficiency matters most. A VA offers flexible hours and affordable support for handling admin-heavy tasks. This is perfect for founders who don’t yet need a full-time partner but desperately need breathing room from repetitive work. For medium to large firms, an EA makes more sense. Leaders juggling investors, board members, and multiple departments need someone who can act as a trusted strategic partner. An EA provides continuity, discretion, and leadership-level support that a VA typically isn’t designed to deliver. Industry also shapes the choice. In tech or startups, where speed and adaptability matter, VAs are often hired first to handle tasks like research and email management. In professional services such as law or finance, where confidentiality and precision are critical, EAs are essential for managing high-stakes schedules and sensitive client interactions. NOTE: Match the role to your stage. If you’re overwhelmed by repetitive admin, hire a VA. If your bottleneck is leadership-level coordination, hire an EA. Cost and Efficiency Comparisons Hiring a VA is generally more affordable and flexible, while EAs command higher pay but deliver deeper strategic impact. Virtual Assistants (VAs): VAs usually charge hourly or package-based rates, often tapping into global talent pools. A VA in the Philippines or Eastern Europe may charge anywhere from $8 to $20 per hour, making them a cost-effective choice for small businesses. Executive Assistants (EAs): EAs require higher salaries due to the level of trust and responsibility they handle. In Nigeria, for example, experienced executive assistants in mid-sized firms often earn between ₦250,000 and ₦500,000 per month, with senior EAs in corporate sectors earning even more. This reflects their role as strategic partners rather than task executors. The trade-off lies in efficiency. A VA saves you time on routine tasks, while an EA multiplies your leadership efficiency by ensuring you focus only on high-impact decisions. One frees up hours; the other can fundamentally shift your productivity. According to Forbes, executives who delegate effectively often through EAs  save up to 20% of their workweek, which translates directly into higher strategic output and revenue opportunities. If you’re weighing options, Bold Assistants’ roles support helps businesses structure their teams intelligently, matching you with flexible staffing solutions that fit your growth stage. How to Decide Which Assistant to Hire The right choice depends on your workload, stage of business, and type of support needed. Hiring too senior (an EA) when you only need admin help wastes budget. But hiring too junior (a VA) when you actually need strategic support creates bottlenecks and frustration. To avoid both extremes, evaluate your daily challenges carefully. Ask yourself: Do I need someone to manage my time or just my tasks? Am I handling confidential, high-level decisions daily that require discretion? Do I need flexible, part-time help or consistent,

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