Five things that get you hired.
We hire for behaviour, not just for resumes. Here are the five things that get someone an offer at Adsolution, in the order we weight them.
1. You tell the truth fast, especially when it is bad.
Performance marketing is a business where the number is the number. Campaigns work or they do not. The thing that distinguishes good operators from bad ones is how quickly they say “this is not working” and start the next iteration.
In interviews we screen hard for this. We ask about times your work failed. People who cannot describe a real failure are not getting an offer. People who describe a real failure, what they learned, and what they did differently next time, get further than they expect.
2. You own the problem before you forward it.
When a campaign breaks at 10 PM on a Tuesday, two things happen. Some operators look at it, decide it is someone else’s problem, and forward it up the chain. Others try the obvious fix, escalate with a proposal if it does not work, and document what they tried.
We hire the second type. The first type is expensive in a small team because they manufacture work for everyone else.
3. You use AI as a tool, not as a substitute for thinking.
Every operator at Adsolution uses AI tools daily. Drafting copy, analyzing campaign data, scripting research, debugging tracking. The leverage is real.
What we screen out: people who paste AI output as their own work without reading it. People whose answer to every question is “I would ask ChatGPT.” People who outsource judgment to a model and stop developing their own.
The right relationship with AI is that of an operator with a junior who never sleeps. You direct it, you check it, you take responsibility for the output.
4. You communicate in plain English.
The internal language at Adsolution is English. The team includes Italian, Spanish, German, Albanian, and a few others. English is what makes the documentation usable across the team and makes the work durable when people change roles.
We do not require advanced English. We do require functional, direct, plain English. If you write a sentence that is harder to read than it needs to be, we will ask you to rewrite it. The skill of “write so the next operator can do this without you” is foundational.
5. You ship.
This is the catch-all. Smart people who do not ship are everywhere. They have ideas, they have analyses, they have plans. They do not have results.
Adsolution hires people who finish things. The interview test is often a take-home where we look at whether you can scope the work, do it, and stop. Beautiful unfinished work loses to ordinary finished work every time.
What does not get you hired.
- A long resume of brand names. Worked at Big Agency? Cool. Now tell us about a campaign you owned.
- A polished interview presentation. Performers without operators inside them are immediately obvious.
- “I am a fast learner” without evidence. Show us what you learned last month.
- Resentment toward the in-office requirement. The five-day in-office week is not negotiable. If it is a deal-breaker, we save both sides time by stopping early.
What the process looks like.
- Application. Resume plus a few lines about a campaign, project, or problem you owned end to end. No cover letter required.
- Operator interview. 45 minutes with someone who does the work you would be doing. They are looking for the five things above.
- Founder interview. 30 minutes with one of the founders. Same week as the operator interview when we can schedule it.
- Offer. Within 48 hours of the second interview when both sides see a fit. We start on a Monday.
If this matches how you operate.
Open roles are on our LinkedIn. The fastest path to a real conversation is to send a resume to info@adsolution.io with one example of work you owned.