S2 Recruitment

S2 Recruitment

// Growth hire placement & employer branding

// Growth hire placement & employer branding

// S2 Recruitment

Your first
growth hire.
Done right.

We've worked with the marketers we place. We know what good looks like and what makes early growth hires fail.

Flat fee. No exclusivity. No admin overhead.

Flat placement fee

CHF 10k

fixed

Industry standard

20%+

base salary

Exclusivity lock-in

None

required

Our network

Active

operators

Hero Grid BG

// The problem

Recruitment is painful for growth roles.

01

Recruiters charge 18–25% of base salary before your hire has shipped a single campaign

You have PMF and customers. You need an expert to scale the system and discover new channels. And you want it now.

01

Recruiters charge 18–25% of base salary before your hire has shipped a single campaign

You have PMF and customers. You need an expert to scale the system and discover new channels. And you want it now.

01

Recruiters charge 18–25% of base salary before your hire has shipped a single campaign

You have PMF and customers. You need an expert to scale the system and discover new channels. And you want it now.

01

Recruiters charge 18–25% of base salary before your hire has shipped a single campaign

You have PMF and customers. You need an expert to scale the system and discover new channels. And you want it now.

02

They don't understand growth, they keyword-match CVs

Most recruitment agencies send you anyone with "growth" in their title. They can't differentiate between someone who scaled paid acquisition versus someone who managed a blog.

02

They don't understand growth, they keyword-match CVs

Most recruitment agencies send you anyone with "growth" in their title. They can't differentiate between someone who scaled paid acquisition versus someone who managed a blog.

02

They don't understand growth, they keyword-match CVs

Most recruitment agencies send you anyone with "growth" in their title. They can't differentiate between someone who scaled paid acquisition versus someone who managed a blog.

02

They don't understand growth, they keyword-match CVs

Most recruitment agencies send you anyone with "growth" in their title. They can't differentiate between someone who scaled paid acquisition versus someone who managed a blog.

03

Exclusivity contracts lock you into a single pipeline

Standard contracts require you to work exclusively with one recruiter for 30–90 days. If their network doesn't have the right person, you wait. The clock runs. The role stays open.

03

Exclusivity contracts lock you into a single pipeline

Standard contracts require you to work exclusively with one recruiter for 30–90 days. If their network doesn't have the right person, you wait. The clock runs. The role stays open.

03

Exclusivity contracts lock you into a single pipeline

Standard contracts require you to work exclusively with one recruiter for 30–90 days. If their network doesn't have the right person, you wait. The clock runs. The role stays open.

03

Exclusivity contracts lock you into a single pipeline

Standard contracts require you to work exclusively with one recruiter for 30–90 days. If their network doesn't have the right person, you wait. The clock runs. The role stays open.

04

Nobody tells you when you're not ready to hire

A growth marketer hired without a clear ICP, tracking infrastructure, or channel strategy will fail within six months. Recruiters don't tell you this — they need the fee. We do.

04

Nobody tells you when you're not ready to hire

A growth marketer hired without a clear ICP, tracking infrastructure, or channel strategy will fail within six months. Recruiters don't tell you this — they need the fee. We do.

04

Nobody tells you when you're not ready to hire

A growth marketer hired without a clear ICP, tracking infrastructure, or channel strategy will fail within six months. Recruiters don't tell you this — they need the fee. We do.

04

Nobody tells you when you're not ready to hire

A growth marketer hired without a clear ICP, tracking infrastructure, or channel strategy will fail within six months. Recruiters don't tell you this — they need the fee. We do.

// Fee comparison

Senior growth hire salary (est.)

CHF 90k/yr

Traditional recruiter fee (20%+)

CHF 18,000

S2 Recruitment flat fee

CHF 10k

Exclusivity contract

None

The candidate is a true fit

Always

What you save

CHF 8,000+ & months of opportunity cost

// The model

We're not recruiters.
We're growth marketers with a network.

We built growth systems for the companies that hired these people. We know which profiles compound and which ones stall. That data is not available to a standard recruiter.

// 01

Flat fee, no surprises

CHF 10,000. Fixed at brief sign-off, no salary negotiation. We have no incentive to push your candidate to take a higher offer.

// 01

Flat fee, no surprises

CHF 10,000. Fixed at brief sign-off, no salary negotiation. We have no incentive to push your candidate to take a higher offer.

// 01

Flat fee, no surprises

CHF 10,000. Fixed at brief sign-off, no salary negotiation. We have no incentive to push your candidate to take a higher offer.

// 01

Flat fee, no surprises

CHF 10,000. Fixed at brief sign-off, no salary negotiation. We have no incentive to push your candidate to take a higher offer.

// 02

No exclusivity required

Work with us alongside your own network and other search channels. We earn the placement by finding the right person — fast, not by holding you captive.

// 02

No exclusivity required

Work with us alongside your own network and other search channels. We earn the placement by finding the right person — fast, not by holding you captive.

// 02

No exclusivity required

Work with us alongside your own network and other search channels. We earn the placement by finding the right person — fast, not by holding you captive.

// 02

No exclusivity required

Work with us alongside your own network and other search channels. We earn the placement by finding the right person — fast, not by holding you captive.

// 03

Brief-driven, not CV-driven

We spend time understanding what your growth motion actually needs not just the job title. The brief we write becomes the benchmark the candidate is assessed against.

// 03

Brief-driven, not CV-driven

We spend time understanding what your growth motion actually needs not just the job title. The brief we write becomes the benchmark the candidate is assessed against.

// 03

Brief-driven, not CV-driven

We spend time understanding what your growth motion actually needs not just the job title. The brief we write becomes the benchmark the candidate is assessed against.

// 03

Brief-driven, not CV-driven

We spend time understanding what your growth motion actually needs not just the job title. The brief we write becomes the benchmark the candidate is assessed against.

// 04

Active operator network

We refer growth marketers who are currently shipping work not passive candidates coasting between roles. Our network is hot because we work with them.

// 04

Active operator network

We refer growth marketers who are currently shipping work not passive candidates coasting between roles. Our network is hot because we work with them.

// 04

Active operator network

We refer growth marketers who are currently shipping work not passive candidates coasting between roles. Our network is hot because we work with them.

// 04

Active operator network

We refer growth marketers who are currently shipping work not passive candidates coasting between roles. Our network is hot because we work with them.

// 05

Readiness assessment included

Before we start placement, we check your infrastructure: analytics, ICP definitions, channel mix. If foundations aren't in place, we tell you. Honesty before invoices.

// 05

Readiness assessment included

Before we start placement, we check your infrastructure: analytics, ICP definitions, channel mix. If foundations aren't in place, we tell you. Honesty before invoices.

// 05

Readiness assessment included

Before we start placement, we check your infrastructure: analytics, ICP definitions, channel mix. If foundations aren't in place, we tell you. Honesty before invoices.

// 05

Readiness assessment included

Before we start placement, we check your infrastructure: analytics, ICP definitions, channel mix. If foundations aren't in place, we tell you. Honesty before invoices.

// 06

30-day onboarding support

After placement, we stay available to the hire and the founder for 30 days. If something isn't working, we surface it early not six months later.

// 06

30-day onboarding support

After placement, we stay available to the hire and the founder for 30 days. If something isn't working, we surface it early not six months later.

// 06

30-day onboarding support

After placement, we stay available to the hire and the founder for 30 days. If something isn't working, we surface it early not six months later.

// 06

30-day onboarding support

After placement, we stay available to the hire and the founder for 30 days. If something isn't working, we surface it early not six months later.

// Why we recruit last

Most founders don't need a full-time hire.
They need a growth system first.

S2 Recruitment is the endpoint of our successful engagement — the moment growth is engineered into a repeatable, scalable motion and a hire finally makes sense.

→

Growth system first

We build the motion before we place the hire. Which means the hire has a system to run, not a blank page to fill.

→

Growth system first

We build the motion before we place the hire. Which means the hire has a system to run, not a blank page to fill.

→

Growth system first

We build the motion before we place the hire. Which means the hire has a system to run, not a blank page to fill.

→

Growth system first

We build the motion before we place the hire. Which means the hire has a system to run, not a blank page to fill.

→

Readiness over revenue

Our business model only works if placements succeed. We tell you when not to hire, that's how we earn the mandate when you are ready.

→

Readiness over revenue

Our business model only works if placements succeed. We tell you when not to hire, that's how we earn the mandate when you are ready.

→

Readiness over revenue

Our business model only works if placements succeed. We tell you when not to hire, that's how we earn the mandate when you are ready.

→

Readiness over revenue

Our business model only works if placements succeed. We tell you when not to hire, that's how we earn the mandate when you are ready.

→

Operator credibility

Candidates we refer can see our client work. They know the kind of company they're joining and you know we've vouched for them.

→

Operator credibility

Candidates we refer can see our client work. They know the kind of company they're joining and you know we've vouched for them.

→

Operator credibility

Candidates we refer can see our client work. They know the kind of company they're joining and you know we've vouched for them.

→

Operator credibility

Candidates we refer can see our client work. They know the kind of company they're joining and you know we've vouched for them.

// What this means for you

When we bring you a candidate, it's because we've already validated your readiness. The hire enters a built system, not a blank slate. That's why our placements stick.

// The commercial logic

A CHF 10k flat fee only makes sense if the hire works. Our incentive is your hire succeeding long-term — not closing the placement and moving on. That's a fundamentally different contract.

// Our network

People we've worked beside — not just worked with.

The growth marketers in our network are actively managing growth: running paid acquisition, owning pipelines, and shipping experiments. We know them because we've worked alongside them on client projects, not because they applied to a jobs board we maintain.

This distinction matters: we can speak to how someone operates under pressure, how they communicate with founders, and whether their instincts are sound. A CV tells you what someone claims. Our working relationship tells you what they deliver.

Paid acquisition

Product-led growth

SEO / content

B2B demand gen

CRM & lifecycle

Growth analytics

Performance creative

Conversion optimisation

// Profiles we place

First growth hire — a generalist who can own the full funnel and define the motion, typically 3–5 years experience with a bias toward experimentation.

Head of Growth — a strategist-operator who can manage a small team and report to the founder. Series A and beyond.

Paid acquisition specialist — deep channel expertise in Meta, Google, or LinkedIn, with a track record in B2B or regulated markets.

Growth engineer — product and growth combined. Scrappy, data-fluent, and capable of building lightweight tooling.

// How it works

From application to active in weeks.

// 01

Readiness call

A 45-minute conversation about your stage, your current growth infrastructure, and what the role needs to achieve. We tell you honestly if the hire is premature — and what to do if it is.

// 01

Readiness call

A 45-minute conversation about your stage, your current growth infrastructure, and what the role needs to achieve. We tell you honestly if the hire is premature — and what to do if it is.

// 01

Readiness call

A 45-minute conversation about your stage, your current growth infrastructure, and what the role needs to achieve. We tell you honestly if the hire is premature — and what to do if it is.

// 01

Readiness call

A 45-minute conversation about your stage, your current growth infrastructure, and what the role needs to achieve. We tell you honestly if the hire is premature — and what to do if it is.

// 02

Brief & fee agreement

We write the role brief — not a job description, but a genuine candidate brief that defines the problem the hire will solve. Fee agreed at this point. No surprises at placement.

// 02

Brief & fee agreement

We write the role brief — not a job description, but a genuine candidate brief that defines the problem the hire will solve. Fee agreed at this point. No surprises at placement.

// 02

Brief & fee agreement

We write the role brief — not a job description, but a genuine candidate brief that defines the problem the hire will solve. Fee agreed at this point. No surprises at placement.

// 02

Brief & fee agreement

We write the role brief — not a job description, but a genuine candidate brief that defines the problem the hire will solve. Fee agreed at this point. No surprises at placement.

// 03

Active search

We activate the network. First pass from our operator network. Parallel search if needed — targeted, specific approaches that represent your company accurately.

// 03

Active search

We activate the network. First pass from our operator network. Parallel search if needed — targeted, specific approaches that represent your company accurately.

// 03

Active search

We activate the network. First pass from our operator network. Parallel search if needed — targeted, specific approaches that represent your company accurately.

// 03

Active search

We activate the network. First pass from our operator network. Parallel search if needed — targeted, specific approaches that represent your company accurately.

// 04

Shortlist & briefing

A shortlist of three to five candidates, each with a written assessment against the brief. Not a CV dump — an actual view of fit, gaps, and how we'd recommend the conversations be structured.

// 04

Shortlist & briefing

A shortlist of three to five candidates, each with a written assessment against the brief. Not a CV dump — an actual view of fit, gaps, and how we'd recommend the conversations be structured.

// 04

Shortlist & briefing

A shortlist of three to five candidates, each with a written assessment against the brief. Not a CV dump — an actual view of fit, gaps, and how we'd recommend the conversations be structured.

// 04

Shortlist & briefing

A shortlist of three to five candidates, each with a written assessment against the brief. Not a CV dump — an actual view of fit, gaps, and how we'd recommend the conversations be structured.

// 05

Placement & 30-day check-in

We support the offer process, advise on onboarding expectations, and check in throughout the first 30 days. The relationship doesn't end at the signed contract.

// 05

Placement & 30-day check-in

We support the offer process, advise on onboarding expectations, and check in throughout the first 30 days. The relationship doesn't end at the signed contract.

// 05

Placement & 30-day check-in

We support the offer process, advise on onboarding expectations, and check in throughout the first 30 days. The relationship doesn't end at the signed contract.

// 05

Placement & 30-day check-in

We support the offer process, advise on onboarding expectations, and check in throughout the first 30 days. The relationship doesn't end at the signed contract.

// Start your search

Ready to build the team? Start with a 30-minute call.

Tell us the role and where you are. We'll tell you if you're ready to hire. No commitment required.

let's talk