Hire an Enterprise PPC Specialist
Most PPC specialists can run campaigns. Few can own one.
We find the ones who own it.
Most PPC specialists can run campaigns. Few can own one.
We find the ones who own it.
If you’ve hired a PPC Specialist who interviewed confidently but struggled when a six-figure monthly budget started missing target, you know the cost as an agency founder.
Enterprise PPC is a technically demanding discipline. It requires hands-on fluency with AI-driven bidding, shopping feed architecture at scale, and the commercial judgment to connect media spend directly to margin.
Generic recruiters match keywords to job titles. They cannot assess whether a candidate genuinely understands Performance Max campaign structure, server-side tracking configuration, or ROI scenario modelling under pressure. We evaluate what enterprise roles actually demand: technical depth, attribution fluency, and measurable accountability for spend at this scale.
SEO, Paid Media, and Growth is all we do. That specialism is why our shortlists perform rather than simply impress.
We work exclusively in search marketing, paid media, and growth. Our network was built from inside these industries, through relationships, not job boards.
We assess real commercial thinking, channel depth, and proven impact. Not tenure. Not titles.
The best SEO, PPC, and growth professionals aren’t browsing job boards. We go to them, directly, discreetly, and with a reason to move.
The gap between a strong Enterprise PPC Specialist and a weak one rarely appears in an interview.
Strong hires own the full commercial picture: campaign architecture across multiple platforms, bid strategy management, shopping feed optimisation, and cross-functional collaboration with analytics and product teams. Every spend decision is linked to revenue and margin.
The wrong hire reports on CTR and impressions without connecting performance to acquisition cost or business outcomes. They underperform at the complexity and budget scale that enterprise roles demand.
What to Look For:
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What to Look For:
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What to Look For:
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What to Look For:
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Enterprise PPC Specialist salary expectations vary significantly by location, sector, and seniority. Use this as a baseline. Expect variation of 15–20% in either direction depending on the business, the budget scale, and the commercial complexity of the role.
| Region | Salary Range |
|---|---|
| US | $110,000 – $145,000 |
| UK | £58,000 – £78,000 |
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These benchmarks are backed by the world’s #1 marketing salary directory. With over 15,000 verified submissions. We offer total transparency into the market, helping you hire with confidence based on real-world data.
A specialist with 1–3 years managing modest budgets commands a different rate than one with 5+ years running seven-figure monthly spends across Google Ads, SA360, and retail media networks. Demonstrated results at scale move compensation significantly.
Enterprise PPC roles in e-commerce, fintech, and technology carry budget and performance pressure that smaller sectors do not. Specialists with proven experience managing high-SKU retail accounts or competitive financial services campaigns command a premium.
Major commercial centres such as London, New York, San Francisco, and Sydney carry higher salary expectations reflecting cost of living and talent competition. Remote-first organisations may calibrate against regional benchmarks, but enterprise-level PPC talent does not move for below-market rates.
A specialist managing individual contributor work across a single channel differs markedly from one coordinating across SA360, retail media networks, and multiple platforms while contributing to Paid Media strategy. Roles with budgetary ownership or cross-channel accountability sit at the senior end of the range.
Base salary is only part of the hiring cost. Add employer taxes, benefits, onboarding investment, and ramp time, and the true cost typically runs 15–20% above base. According to the Society for Human Resource Management, a mis-hire can cost up to five times the annual salary once lost productivity, rehiring, and management time are factored in.
Benchmarks are directional. Live market data gives you negotiation power.
A traditional job board process takes 60 to 90 days and produces a huge list of candidates who applied.
Our process takes on average 22 to 25 days and produces Paid Media candidates who are qualified, available, and assessed against the specific demands of your role.
We brief against your commercial context, not just your job description. Budget scale, platform complexity, team structure, and the performance gap the hire needs to close: this shapes who we target.
We do not post and wait. We go directly to the Enterprise PPC Specialist talent pool, agency-side, in-house, and consulting, and approach candidates who match your brief. The right hire rarely applies speculatively.
Every candidate is evaluated across a 9-area scorecard, such as shopping feed architecture assessment, bid strategy review, and attribution accuracy verification, communication under pressure, and commercial accountability track record.
Assessments include practical challenges depending on the role: a live campaign audit, an ROI scenario modelling exercise, and a stakeholder reporting challenge. We assess execution, not interview performance.
You receive a shortlist of two to three Paid Media candidates, each with a full brief from us on their capability, commercial context, and the specific rationale for their inclusion. No padding. No volume.
Every Search For Hire placement is backed by a one-year satisfaction guarantee. If the hire leaves or underperforms within 12 months, we replace them at no additional cost. Accountability is built into the process.
An Enterprise PPC Specialist plans, executes, and optimises large-scale paid advertising campaigns across multiple platforms, managing six- to seven-figure monthly budgets.
They sit between a PPC Analyst and a Head of Paid Media, owning day-to-day campaign management while contributing directly to performance strategy. Responsibilities include campaign architecture across Google Ads, SA360, and retail media networks, shopping feed optimisation, bid strategy management, conversion tracking, and senior stakeholder reporting.
The role is accountable for ROAS, customer acquisition cost, and measurable revenue contribution.
Freelance platforms surface available capacity. Generalist recruiters surface applicants. Neither evaluates whether a candidate can actually perform in your specific commercial environment.
Freelance platforms cannot assess whether someone can manage seven-figure budgets, configure server-side tracking, or optimise a shopping feed with over one million SKUs.
Generalist recruiters match job titles to CVs without the technical depth to evaluate AI bidding competence or cross-channel attribution fluency. We operate exclusively within SEO, Paid Media, and Growth, and every assessment we run is built around what enterprise paid media actually demands.
Our average placement time is 22 to 25 days from brief to accepted offer, with 95% of roles filled within 28 days.
Traditional job board hiring takes 60 to 90 days and relies on CVs that routinely overstate platform experience at scale. Our active pipeline of vetted enterprise PPC talent means we move from brief to shortlist without waiting for applications.
Because we operate exclusively within SEO, Paid Media, and Growth, we already know who is available, what they have delivered, and whether they fit the commercial context of your role.
Every Search For Hire placement is backed by a one-year satisfaction guarantee. If the candidate leaves or fails to perform within 12 months, we replace them at no additional cost.
This is a commercial commitment, not goodwill. It exists because our vetting process evaluates real execution capability, not interview performance. The 9-area scorecard, includes areas like, live campaign audits, and ROI scenario modelling exercises surface what candidates can actually deliver at enterprise scale. The guarantee reflects the vetting behind it.
Yes. We place Enterprise PPC Specialists across the United Kingdom, United States, and Australia, and have placed internationally beyond these core markets.
We headhunt actively rather than posting regionally, which means candidate reach is defined by the role requirements, not by geography.
If your role is remote, hybrid, or requires relocation, we will structure the search accordingly and advise on salary benchmarking by market.
High-stakes roles require high-precision hiring. Tell us what you need. We will tell you whether we can place it and how.
