Process overview
aethvoria.com recruits for digital marketing roles in Ukraine and nothing else. We scope the brief, score portfolios against a four-dimension rubric, deliver a skills-based shortlist with evidence notes, and coordinate the interview loop. The hiring decision stays with your team.
Next: the evaluation process, scored line by line. Questions about scope? Send the brief.
Evaluation rubric
Every portfolio we receive is read against the same four dimensions. Each sample earns a 1 to 5 score per dimension, with a written note explaining the number. We coordinate interviews but do not make hiring decisions, and we never guarantee interviews, job offers or outcomes.
Can the candidate explain why the work existed? We read the brief, the audience definition and the reasoning behind channel and budget choices.
Evidence: campaign brief, audience notes, channel rationale.
Craft at real size: landing page flow, ad variants, copy hierarchy, email structure and production quality. We open the live links, not just the screenshots.
Evidence: live pages, creative sets, production files.
Hands-on fluency with the stack the role names. We ask what the candidate configured themselves, and we separate dashboards they built from ones they inherited.
Evidence: account structures, tracking plans, saved reports.
Measured outcomes against an honest baseline: cost per lead, conversion rate, organic growth or retention. Numbers without a baseline are recorded as claims, not results.
Evidence: pre and post metrics, test logs, attribution notes.
Next, see how the scores become a shortlist artifact, or scope a role with us.
Step 03 · Shortlist delivery
You receive one document per role: a scored table of three to five candidates, a written evidence note behind each score, and links to live portfolios, ad accounts or campaign reports. Nothing is ranked on a CV alone.
Evidence: scaled a retail account from 12k to 48k monthly spend while holding cost per acquisition flat across two quarters.
Request the full dossier for the underlying campaign report.
Evidence: rebuilt a 400-page crawl architecture and documented a 31 percent organic session lift over nine months.
Work sample: annotated site audit shared with the shortlist.
Evidence: built onboarding and win-back sequences in a two-person team, with documented handover notes for each flow.
Work sample: redacted flow map attached to the dossier.
Scores come from the four-dimension rubric: strategy, execution, tooling, results. We coordinate interviews but do not make hiring decisions, and no interviews, job offers or outcomes are guaranteed.
See the interview timelineStage 04 / After the shortlist
You approve the shortlist, we run the calendar. We coordinate interview scheduling and keep both sides informed. We do not interview, score, or decide on your behalf.
Scored profiles, evidence notes, and links to work samples land in your inbox as one document.
You confirm who joins the panel, which channel skills each interviewer probes, and a working slot window.
We contact shortlisted candidates, share the format and timeline, and collect availability in one pass.
Confirmed invites go to every participant with the agenda. A single thread tracks reschedules.
We collect panel notes in your own template and close the file. The hiring call remains yours.
Plain answers for hiring managers building digital marketing teams. If something is out of scope, we say so before the brief is signed.
Send a role briefDigital marketing positions only: performance and paid social, SEO, content, CRM and lifecycle, analytics, and marketing operations. We do not shortlist engineering, sales, or general administrative roles.
Most briefs produce a first shortlist in ten to fourteen working days, counted from the signed rubric. Narrow or senior searches take longer, and the confirmed date is written into the brief before work starts.
Three to five candidates, each with four-dimension rubric scores, an evidence note per dimension, links to portfolio work samples, and the skill tags that drove the ranking. Scores are right-aligned and comparable across the set.
No. We coordinate interview scheduling between your team and the candidates, but we do not make hiring decisions. No guaranteed interviews, job offers, or hiring outcomes are offered at any stage.
Against strategy, execution, tooling, and results. Reviewers read public work samples, documented campaigns, and tool stacks, then note what the evidence supports and what it leaves unclear.
Yes. Most digital teams we work with in Ukraine run remote or hybrid schedules, and the working model is recorded in the brief so candidates are only approached when they match it.
Statements on this page describe our process only. They are not a promise of interviews, offers, or hiring results.