Norby, a marketing platform for creators, faced the challenge of scaling its operations following an $8.4 million seed funding round. The company needed highly skilled marketing professionals to develop growth strategies and enhance content delivery to better serve its expanding user base in the competitive B2B marketing technology landscape. To tackle this challenge, Norby partnered with Scale Army to recruit a Growth Marketer and a B2B Content Marketing Manager. Scale Army's expertise in finding top-tier offshore talent enabled Norby to quickly onboard professionals who were well-versed in the necessary skills and cultural fit, streamlining the hiring process significantly. As a result of this collaboration, Norby successfully enhanced its marketing strategies and content development, allowing it to expand its market presence effectively. The efficient recruitment process led to 12 interviews being conducted in just three and a half weeks, demonstrating the high talent quality provided by Scale Army and their alignment with Norby’s strategic needs.

Project Details

Wildcrafted Beauty needed to hire quickly without compromising on communication quality or fit. The team wanted candidates who matched their requirements rather than a generic slate of resumes. They also aimed to get more value for money compared to U.S. hiring. They engaged an offshore hiring partner to source a global team, including talent from Egypt, Brazil, and South Africa. The process delivered native English-speaking candidates and enabled video interviews quickly. Candidates were presented in an organized format with resumes, videos, and notes tailored to Wildcrafted Beauty’s needs. In less than a week, Wildcrafted Beauty was already speaking with native English-speaking candidates via video interviews. The candidates were specifically tailored to the role requirements, helping the team move fast. The approach supported building a cross-cultural team across multiple countries while improving value versus U.S.-based hiring.

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Norby needed to fill a super-specific marketing role that combined CRM and lifecycle ownership with strong content writing. The position also required someone who could handle both strategy and execution. Finding a candidate with that full-stack mix had been difficult through other platforms. Norby partnered with an external recruiting team to run the search and streamline the process. The team sourced and screened candidates against Norby’s requirements, then presented qualified options for video interviews. Norby primarily needed to show up and interview. Norby completed 12 interviews in three and a half weeks. The company reported higher talent quality than other platforms it had used. The recruiting partner also felt like an extension of Norby’s internal team during the process.

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RY Outfitters operated a community-driven digital hub that connected outdoor enthusiasts with innovative, sustainable gear from emerging and established brands. The team needed stronger operational support to keep up with its platform goals and growth efforts. They also wanted to scale brand partnerships, improve customer engagement, and broaden their reach across the outdoor industry. RY Outfitters strengthened operations by hiring high-quality offshore talent. The new team member quickly adapted to the role and delivered excellent work. This additional support helped the company better execute on partnership and engagement initiatives. As a result, RY Outfitters was able to scale its brand partnerships, enhance customer engagement, and expand its reach in the outdoor industry. The hired team member integrated quickly and contributed meaningful output. The CEO stated the hire was a fantastic addition and said they would recommend him for future opportunities.

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Pattern Brands needed to scale hiring to support a growing portfolio of home-life brands. The team required candidates with specific skill sets, including stronger SQL experience and a CRO background. They also had to navigate a buyout process while keeping hiring progress moving. They wanted a partner-like experience rather than a churn-and-burn offshore model. They kicked off around 20 searches and aligned each search to the exact requirements of the role. Candidate profiles were matched to specialized needs, such as SQL-heavy work or CRO expertise. The hiring approach stayed collaborative and responsive throughout the process. The team also remained flexible during the buyout to help transition several hires in-house. Pattern Brands completed around 20 searches. The team reported that each search felt like their needs were genuinely heard, including for SQL experience and CRO background. They also cited flexibility during the buyout as a key factor that made it easy to bring several hires in-house. The experience led to recommendations to friends who were developing their offshore strategy.

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