We connect the stars of tomorrow, today
Building marketing teams that actually move companies forward.
Are you hiring while things are still taking shape?
If so, it usually shows up in the same few ways:
The role isn’t clear
Job titles sound right, but ownership is vague. Goals aren’t defined, and priorities change once someone starts. Instead of taking ownership, the marketer waits for direction and day-to-day guidance.
The role isn’t clear
Job titles sound right, but ownership is vague. Goals aren’t defined, and priorities change once someone starts. Instead of taking ownership, the marketer waits for direction and day-to-day guidance.
The role isn’t clear
Job titles sound right, but ownership is vague. Goals aren’t defined, and priorities change once someone starts. Instead of taking ownership, the marketer waits for direction and day-to-day guidance.
The process drags
Hiring takes longer than planned. Feedback loops stretch. Decisions get harder. Good candidates lose interest or drop out. What should be a focused process turns into weeks of alignment and second-guessing.
The process drags
Hiring takes longer than planned. Feedback loops stretch. Decisions get harder. Good candidates lose interest or drop out. What should be a focused process turns into weeks of alignment and second-guessing.
The process drags
Hiring takes longer than planned. Feedback loops stretch. Decisions get harder. Good candidates lose interest or drop out. What should be a focused process turns into weeks of alignment and second-guessing.
Execution stalls
Campaigns don’t land the way they should. Sales starts asking where the leads are. Founders step in to keep things moving. Marketing becomes another thing to manage instead of something that runs.
Execution stalls
Campaigns don’t land the way they should. Sales starts asking where the leads are. Founders step in to keep things moving. Marketing becomes another thing to manage instead of something that runs.
Execution stalls
Campaigns don’t land the way they should. Sales starts asking where the leads are. Founders step in to keep things moving. Marketing becomes another thing to manage instead of something that runs.
Different situations. The same hiring problem
These are common moments where companies hire before the role is fully defined:
First senior hire
You’ve outgrown generalists, but don’t know what “senior” really means yet. The role feels important, but hard to define. A wrong hire here sets you back months. You need someone who can help shape the role, not wait for instructions.
Replacing a miss
You hired before. It didn’t stick. Now there’s pressure to get it right without overcorrecting. The challenge isn’t just finding someone new. It’s understanding why the last hire failed in the first place.
Scaling execution
Marketing is working, but it’s fragile. Too much depends on you or one person on the team. You need ownership, structure, and someone who can raise the level without slowing things down.
Founder dependency
You’re still too involved in marketing decisions. Not because you want to be, but because things stall without you.Hiring should reduce that pressure. Instead, it’s added another layer of management.
First senior hire
You’ve outgrown generalists, but don’t know what “senior” really means yet. The role feels important, but hard to define. A wrong hire here sets you back months. You need someone who can help shape the role, not wait for instructions.
Replacing a miss
You hired before. It didn’t stick. Now there’s pressure to get it right without overcorrecting. The challenge isn’t just finding someone new. It’s understanding why the last hire failed in the first place.
Scaling execution
Marketing is working, but it’s fragile. Too much depends on you or one person on the team. You need ownership, structure, and someone who can raise the level without slowing things down.
Founder dependency
You’re still too involved in marketing decisions. Not because you want to be, but because things stall without you.Hiring should reduce that pressure. Instead, it’s added another layer of management.
First senior hire
You’ve outgrown generalists, but don’t know what “senior” really means yet. The role feels important, but hard to define. A wrong hire here sets you back months. You need someone who can help shape the role, not wait for instructions.
Replacing a miss
You hired before. It didn’t stick. Now there’s pressure to get it right without overcorrecting. The challenge isn’t just finding someone new. It’s understanding why the last hire failed in the first place.
Scaling execution
Marketing is working, but it’s fragile. Too much depends on you or one person on the team. You need ownership, structure, and someone who can raise the level without slowing things down.
Founder dependency
You’re still too involved in marketing decisions. Not because you want to be, but because things stall without you.Hiring should reduce that pressure. Instead, it’s added another layer of management.
First senior hire
You’ve outgrown generalists, but don’t know what “senior” really means yet. The role feels important, but hard to define. A wrong hire here sets you back months. You need someone who can help shape the role, not wait for instructions.
Replacing a miss
You hired before. It didn’t stick. Now there’s pressure to get it right without overcorrecting. The challenge isn’t just finding someone new. It’s understanding why the last hire failed in the first place.
Scaling execution
Marketing is working, but it’s fragile. Too much depends on you or one person on the team. You need ownership, structure, and someone who can raise the level without slowing things down.
Founder dependency
You’re still too involved in marketing decisions. Not because you want to be, but because things stall without you.Hiring should reduce that pressure. Instead, it’s added another layer of management.
First senior hire
Replacing a miss
Outgrowing setup
Founder dependency
First senior hire
You’ve outgrown generalists, but you’re not fully sure what “senior” means for your company yet. The role feels important, but hard to define. A wrong hire here sets you back months. You need someone who can help shape the role, not wait for instructions.
First senior hire
Replacing a miss
Outgrowing setup
Founder dependency
First senior hire
You’ve outgrown generalists, but you’re not fully sure what “senior” means for your company yet. The role feels important, but hard to define. A wrong hire here sets you back months. You need someone who can help shape the role, not wait for instructions.
Most marketing hires don’t fail because of talent
In growing companies, hiring often happens before everything is fully defined. The role is evolving, priorities are shifting, and expectations aren’t fixed yet. That makes it hard to judge what kind of marketer is actually needed, and even harder to set them up for success once they start.
When things don’t click, it’s tempting to blame the hire. But more often, the problem sits in the gap between what the business needs right now and how the role was scoped in the first place.
That’s where the right setup makes the difference.
What changes when the setup finally works
Fewer second guesses
You’re not reopening the same questions every week. The role is clear enough to make decisions and move forward.
Fewer second guesses
You’re not reopening the same questions every week. The role is clear enough to make decisions and move forward.
Fewer second guesses
You’re not reopening the same questions every week. The role is clear enough to make decisions and move forward.
Things move again
Shortlists don’t stall. Feedback comes back quickly. Good candidates don’t drift away while you’re still aligning internally.
Things move again
Shortlists don’t stall. Feedback comes back quickly. Good candidates don’t drift away while you’re still aligning internally.
Things move again
Shortlists don’t stall. Feedback comes back quickly. Good candidates don’t drift away while you’re still aligning internally.
A role people can own
Not a vague job title, but clear ownership tied to what the business needs right now. Less confusion. Fewer handovers.
A role people can own
Not a vague job title, but clear ownership tied to what the business needs right now. Less confusion. Fewer handovers.
A role people can own
Not a vague job title, but clear ownership tied to what the business needs right now. Less confusion. Fewer handovers.
Less managing, more trust
You’re not constantly checking or stepping in. The hire spots problems, makes calls, and moves things forward without waiting.
Less managing, more trust
You’re not constantly checking or stepping in. The hire spots problems, makes calls, and moves things forward without waiting.
Less managing, more trust
You’re not constantly checking or stepping in. The hire spots problems, makes calls, and moves things forward without waiting.
You can step out
Marketing doesn’t grind to a halt when you’re not involved. It runs without needing you to push.
You can step out
Marketing doesn’t grind to a halt when you’re not involved. It runs without needing you to push.
You can step out
Marketing doesn’t grind to a halt when you’re not involved. It runs without needing you to push.
A start that actually lasts
The hire lands well, gets up to speed quickly, and doesn’t need rescuing months in. You’re not back at square one.
A start that actually lasts
The hire lands well, gets up to speed quickly, and doesn’t need rescuing months in. You’re not back at square one.
A start that actually lasts
The hire lands well, gets up to speed quickly, and doesn’t need rescuing months in. You’re not back at square one.
How we avoid the usual hiring mistakes
1 – Diagnose the real problem
Before we talk about candidates, we look at the business. What’s broken right now? What needs to change? And what does this hire actually need to own in the first six to twelve months? No generic briefs. No assumptions carried over from the last hire.
2 – Shape the role properly
3 – Run a focused search
1 — Diagnose the real problem
Before we talk about candidates, we look at the business. What’s broken right now? What needs to change? And what does this hire actually need to own in the first six to twelve months? No generic briefs. No assumptions carried over from the last hire.
2 — Shape the role properly
3 – Run a focused search
1 – Diagnose the real problem
Before we talk about candidates, we look at the business. What’s broken right now? What needs to change? And what does this hire actually need to own in the first six to twelve months? No generic briefs. No assumptions carried over from the last hire.
2 – Shape the role properly
3 – Run a focused search
What working with us looks like
We stay close
You work directly with us during the search. We stay involved, ask the right questions, and keep things moving instead of going quiet between updates.
We adapt to the situation
Sometimes it’s one critical role. Sometimes it’s multiple hires in a short window. The setup flexes based on what the business actually needs at that moment.
We’re direct about fit
If the role isn’t ready, timelines are unrealistic, or priorities keep shifting, we’ll say so. That honesty saves time, money, and frustration on both sides.
We stay close
You work directly with us during the search. We stay involved, ask the right questions, and keep things moving instead of going quiet between updates.
We adapt to the situation
Sometimes it’s one critical role. Sometimes it’s multiple hires in a short window. The setup flexes based on what the business actually needs at that moment.
We’re direct about fit
If the role isn’t ready, timelines are unrealistic, or priorities keep shifting, we’ll say so. That honesty saves time, money, and frustration on both sides.
We stay close
You work directly with us during the search. We stay involved, ask the right questions, and keep things moving instead of going quiet between updates.
We adapt to the situation
Sometimes it’s one critical role. Sometimes it’s multiple hires in a short window. The setup flexes based on what the business actually needs at that moment.
We’re direct about fit
If the role isn’t ready, timelines are unrealistic, or priorities keep shifting, we’ll say so. That honesty saves time, money, and frustration on both sides.
When it finally clicks
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
“We stopped going in circles. That alone was worth it.”
Mark D.
Founder
1/4
“They helped us figure out what we actually needed before talking to candidates. Sounds obvious. It wasn’t.”
Eva S.
CEO
2/4
“Felt more like a working session than a recruitment process. That was the difference.”
Aria L.
Researcher
3/4
“The hire landed fast and didn’t need babysitting. That’s honestly all I cared about.”
Julia K.
Founder
4/4
Questions founders ask, before they decide to act
How long does a typical search take?
What roles do you hire for?
How involved do I need to be as a founder?
What happens if the hire doesn’t work out?
When is Orion not a good fit?
What do you need from us to make this work?
How long does a typical search take?
What roles do you hire for?
How involved do I need to be as a founder?
What happens if the hire doesn’t work out?
When is Orion not a good fit?
What do you need from us to make this work?
How long does a typical search take?
What roles do you hire for?
How involved do I need to be as a founder?
What happens if the hire doesn’t work out?
When is Orion not a good fit?
What do you need from us to make this work?
Let’s fix the hire
We’ll look at what’s not working, what the role actually needs, and whether it makes sense to work together. Either way, you’ll leave with clear next steps.