Nearshore hiring for ecommerce and DTC brands
Creative volume is the job. You need someone cutting twelve ad variations a week, not a freelancer who resurfaces on Thursday.
The content treadmill
DTC is a volume game. The brands that win run more creative tests than everyone else. That means a constant output of hooks, visuals, and cuts — not a polished campaign once a quarter.
Freelancers break under that cadence. They're managing three other clients, their timeline is a suggestion, and handing off project files is a negotiation. An agency retainer costs what a full-time hire would cost, except you're paying their overhead instead of building yours.
A full-time editor or designer in EST, dedicated to your brand and inside your systems, is the only structure that actually scales creative output. The question is whether you can afford that hire locally — and for most DTC brands at growth stage, the answer is no.
Email, chat, and ticket queues in English and Spanish. Bilingual covers both markets.
What the work actually looks like
A DTC brand with $2–10M in revenue typically needs one person cutting ads daily and one person managing the media accounts. That's the pattern we staff most often.
The editor works from your ad library and brief. The media buyer runs the accounts in Meta Business Suite and reports weekly. Both sit in your timezone, join your Slack, and show up to the Monday creative review.
We're not going to invent a case study with invented numbers. What we can tell you is the structure — and the structure is just a full-time person who's good at their job, working your hours, inside your process.
Yes — this is one of the most common requests. We screen for it in the skills task: raw phone footage, a brief, a deadline.
Whatever you're using. We screen for tool fluency in the intake call and build the skills task around it. CapCut, Premiere, After Effects, DaVinci — your call.
Media buyers yes — they're hired precisely for that. Editors run creative, not the account. We don't put creative people in ad dashboards without a brief.
Same person, same hours, same contract. If you know a crunch is coming, tell us in the intake — we build it into the scorecard so the hire knows before they start.
The guarantee
If it doesn't work in 90 days, we replace them. Free.
No arbitration, no prorated credit, no argument about whose fault it was. We recruited the person, so the recruiting cost is ours to absorb. Bring back the scorecard we wrote together and we start again.
You can also just leave. Thirty days' notice, no exit fee, nothing clawed back. We'd rather earn next month than trap you in this one.
Ready to hire
Tell us the role. We'll tell you whether we can fill it.
Thirty minutes, no deck. If it isn't a fit, we'll say so on the call instead of following up for six weeks.