HIGH Agency People, Hired Globally

Sales hires that you can count on.

Hire the people who actually run your GTM teams; Sales Ops Managers, SDR's, Account Executives, Client Success Managers & more globally. Boost output without having to onboard a new junior hire.

Vetted by operators, ready to interview this week.

Are you looking to apply for a role? Apply here.
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Trusted by the Best in Ecomm
Trusted by Global eCommerce Brands

The Tidal team is thorough and the way they deliver their recommendations and formats is awesome.

Mark Riskowitz
VP of Operations

Tidal is one of the most buttoned-up and strategic recruiting partners I've worked with - thoughtful kickoff, great candidate quality, and an overall smooth and well-run process.

Madison
Director, People & Talent

Tidal didn’t just save me hours, they saved me weeks of work and ultimately placed the perfect hire for our sales and events team.

Laura
Sales & Partnerships

I've already seen maybe a 25% uptick in revenue for our sales manager just from this additional support...

Xavier
Founder & CEO

Exceeded expectations! The team was responsive, professional,
and sourced great candidates!

Daniel
People & Operations

Magnificent job helping us source some talent in
Mexico and Argentina to support Ops and Finance. 10/10. Highly recommend!!

Phillip

Get Started Today

We'll show you real profiles with candidate videos & start interviewing this week- no commitment required.

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We Know Sales Teams & Hire for High Agency

Review

We've done the headhunting, interviews, skills evals for you.

Interview

Meet your finalists and run your own vibe check.

Hired.

Hire them directly. No markup, backed for 6 months.

Welcome to TIDAL! Ready to start your first project?
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we've Built the teams
You're Trying to Build.

We've been the ecomm game since 2013.

Along the way we've hired for just about every seat; marketing, ops, finance- across the US, Asia, LatAm, Europe, Africa...everywhere.

Tidal came out of our own growth story. We got tired of the revolving door: the $70-80K/year roles that churn every 18 months and never quite fit. We hired those globally and found high-agency people who support the vision. It worked well enough that we built a company around it.

Now we do the same for ecomm brands and SaaS companies- and every candidate you meet has been vetted by someone who's actually sat in the seat you're hiring for.

10+
YEARS OPERATING BRANDS
100+
CLIENTS SUCCESSFULLY SERVED
300+
ROLES PLACED WORLDWIDE

The entire remote hiring process felt like a white glove concierge 
 experience from start to finish.

Get Started Today

We'll show you real profiles with candidate videos & start interviewing this week- no commitment required.

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frequently asked questions

How does the process work?

We start with a market scan. It's free and it's back to you in 1-2 business days. It covers what the role actually pays across LatAm, the Philippines and South Africa, a job description we build with you, and our recommendation on where to hire and what to pay.

If it makes sense, we go live. We post the role, run the sourcing, do first-round video interviews, skills evaluations and reference checks. You only meet the finalists.

How long does it take to find my hire?

Depends on the role.

If we already have vetted people in our talent pool, you can be interviewing inside of a week. That covers most CS, ops, logistics and finance seats.

A custom search from scratch runs 3-4 weeks from job posting to finalists. Most roles are filled inside 30 days.

What do I need ready before we start?

Know the role and what you want this person to own.

Key responsibilities ranked by importance is all we need to dial in our sourcing strategy.

We'll build the job description with you, or if you have a JD built out, we'll take that and run with it.

Do you manage my hires, or do I?

You do.

We don't add a layer of middle management. You get the person, you own the relationship, and you run your team the way you want. We help with onboarding and we check in after the fact; the day-to-day is yours.

If after onboarding, turns out the hire isn't a great fit, that's where our 6 month guarantee kicks in and we'll replace them with a better fit.

What does it cost?

One flat placement fee, quoted per role before we start any work. It's a fixed number and it doesn't move based on what your hire ends up making. Typically around $5K per role.

You pay your hire directly at whatever we land on for the market rate. We stay out of the middle of that.

The market scan comes back with pay benchmarks by region and our fee for the search, so you're looking at the full number before you commit to anything.

What is your pricing structure?

The placement fee. Once.

We don't take a monthly margin on your hire's salary. Plenty of offshore shops will charge you $3,000/month for someone they're paying $1,800, and that spread runs forever whether they're doing anything for you or not. We'd rather get paid once and have you come back for the next role.

Am I locked into a contract?

No. The fee is per placement. No retainer, no minimum, no monthly commitment.

Your hire's employment terms are between you and them. Most are set up month to month.

What happens if my new hire doesn't work out?

Every placement is guaranteed for 6 months. If it doesn't work out, whatever the reason, we replace them at no cost.

Most replacements are filled in 1-2 weeks, because we go back to the finalists we already vetted for you.

Performance, culture, life events, someone quietly working a second job. We've seen all of it. That's why the guarantee is 6 months and not 30 days.

Why wouldn't I just hire someone myself?

You can. Plenty of people do it well.

The real math is 20-30 hours a week for about six weeks, usually from someone on your team who already has a job. Then you're sorting 300-500 applications in a market you don't know, with no reliable way to tell a real resume from a padded one. And there's nothing backing it up if the person washes out in month four.

Also- you're likely not headhunting. A third of our best-qualified prospects we present weren't even looking for jobs before we present opportunities to them.

If you've got the time and a process that works, go for it. If you tried it and it didn't stick, that's usually when people call us.

Who's actually vetting the candidates?

Our own recruiters do the heavy lifting and our seasoned operators have the final stamp of approval before anyone gets to you.

We built and scaled a DTC brand past $100M before we started Tidal, and we hired every one of these seats along the way. Marketing, ops, finance, across the US, the Asia, LatAm & Europe.

So when a logistics manager comes through, the person reading that resume has run that function. Most agencies staff this with recruiters who have never sat in the seat.

How do you evaluate candidates?

Typical process includes a combination of video interviews, skills evaluations and follow-up evals.

Depending on the role, the number or rounds or evaluations will change, and we work with you so our process works within your workflow.

How many candidates do I get to choose from?

Usually 3-5 finalists out of a few hundred applications.

We could send more. It would waste your time. If we're sending you someone, it's because we'd hire them ourselves.

Also, there is a big difference on total applicants vs. QUALIFIED applicants. We're more focused on the latter.

Where do you find talent, and what hours do they work?

Latin America, the Philippines and South Africa, mostly. We match the region to the role.

You define the working hours and availability, and we filter candidates who fit those needs.

Everyone works your schedule. We set that expectation with candidates before they ever apply, so nobody's surprised on day one, and you don't waste your time reviewing candidates who don't fit your needs.

Are these hires paid well?

Yes, and we'll usually push you to pay more than you planned. The best way to retain talent is to pay people more than their peers.

With hiring gloablly, we're typically debating a difference of offering $36K a year vs. $39K a year.

The most expensive thing in offshore hiring is re-hiring a good person because you tried to save $500/month. We benchmark top of market for the region and recommend you pay it.

Save yourself the rehire time and energy. You're already saving at least 50-60% compared to US equivalent candidates.

What roles do you hire for?

Mid to senior specialists. People 5-10 years in who know the software and don't need hand-holding.

Where we're strongest: Marketing Ops, Operations & Engineers.

Where we'll be honest about the odds: brand creative and design. If you need a video editor for a UGC/Influencer Program, we got you. But if you're looking for a Creative Director who can shape the flavor of your creative, it's better to hire that in the US or your local market.

Taste is subjective and fit swings a lot by client. We'll just tell you up front and save the headache.

Can I hire hourly or part-time roles?

We can, though our fee doesn't drop much for a part-time seat. The search takes about the same work either way.

Most people ask about hourly to save money. The savings are already there. At LatAm or Philippines rates you're often paying less for a full-time person than you were paying a part-timer in the US, so you might as well get 40 hours out of the seat.

Full-time postings pull better applicants too.

Do you only work with ecomm brands?

That's where we started and where we're deepest. Most of our clients are DTC brands, plus the SaaS companies and agencies serving them.

The roles travel further than the industry does. A sales ops manager or a back office admin works about the same whether you're selling supplements or software, insurance mortgages.

Do you hire roles in the US?

Yes, depending on the role.

We've been in ecomm since 2012, and the network effect from that is real. Between the brands we've run and everyone we've placed since, we usually know someone or know someone who does. That beats starting a search cold, and our fee is less than a typical US recruiting shop.

Tell us the seat. If we're the right people for it, we'll say so. If you'd be better off with a recruiter who only does US search, we'll say that instead.

Who is Tidal not a fit for?

A few instances where this won't work out:

You want $2,000/month global hire to perform like a $150,000 US hire. That person doesn't exist.

You're trying to combine too many functions into one role.

You want an agency to manage the work. We find the people, you manage them.

You're too skeptical on global hires from the jump. Trust is earned over time, but you need to come into this with an open mind, excited to collaborate and build together vs. supervising and micro-management.

The decision runs through five stakeholders who each want something different. We've done it. It doesn't go well for anybody, everyone ends up spinning their wheels and both sides get frustrated on wasted time. We'll do everything we can to get aligned before we start and remain flexible if the scope changes.

How do we get started?

Tell us the role. We'll send back a market scan in 1-2 business days with pay benchmarks by region and our recommendation on where to hire.

No deposit to see it. If it doesn't make sense, keep the scan.
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