Limitless Agency

A-Player recruiting for agencies. Only agencies.

A-Players don't apply. They get hunted.

Limitless Talent is the recruiting division of Limitless Agency. We are agency owners placing A-Players in our own agencies every week. We run that same system for you: headhunt the operator already doing the job well at another agency, assess them against your role, hand you a hire you can judge on paper.

See the system

Agency roles only · Setters · Closers · Client success · Media buying · Operations · Creative

Risk-free replacement guarantee. If they leave, we replace them at no cost to you.

20–30 hrsof owner time per hire, start to offer
90 daysaverage time to fill a role
1 in 5new hires gone inside 90 days

Why we built it

Built for our own agencies first.

We are agency owners, not recruiters who found a niche. We hired the way every agency hires, paid for it, and built a recruiting company to fix it in our own agencies. Limitless Talent is that system, opened up to other agency owners.

01

Post and pray

Job boards reach people who are available. Rarely the people you want.

02

Hire on a vibe

A good interview is not a screening process. No scorecard, no assessment, no data.

03

Hire fast, pay twice

The rushed hire costs churn, deals and the 60 hours it takes to fill the seat again.

04

Underprice the seat

Hunting a $90K operator on a $55K budget. Every good candidate walks at the offer.

05

Outsource to generalists

Recruiters who never ran an agency send you people who do not understand the work.

The problem

The job post is the enemy.

Post a role and you are not fishing in the talent pool. You are fishing in the pool of people who are available.

Posting a role

You fish for whoever is free right now.

  • The only people who bite are the people who need the bait.
  • A hundred applications, ninety unqualified, and you pick the best of the okay.
  • 20 to 30 hours of owner time, the most expensive time in the building.
  • Months of interviews, then the good ones vanish at the offer.

Hunting a role

We go get the person who is not looking.

  • The best operators are employed, performing, applying to nothing.
  • We find them by what they do today and contact them directly.
  • Every candidate is assessed and scored before they reach your calendar.
  • You decide from a profile, not a resume and a gut read.

Three ways agencies try to hire

None of them are a system.

Job postsThey reach people who are looking. The operator who is great at the job is not looking.
ReferralsExactly like leads. You cannot turn them on when you need them.
Big recruiting firmsThey place for every industry, have never run an agency, and cannot tell a real media buyer from a good talker.

What the open seat costs

Every day it stays open, you do the job.

35 hrsTen deals a month at a 30% close is 35 sales calls. That is your month, on Zoom.
Quiet churnNobody owns client success, so check-ins stop and clients leave before you knew they were unhappy.
The standardThe real bar is what you tolerate. Your A-Players drop to the level of the worst hire you keep.

Run the math on one seat

Three extra months of client life, on the clients you already have.

Same ad spend, same closers, same offer. The only difference is somebody owning retention.

You as the client success manager

  • 30 clients at $3,000 a month
  • Average client life: 4 months
  • Lifetime value: $360,000

Someone who owns retention

  • 30 clients at $3,000 a month
  • Average client life: 7 months
  • Lifetime value: $630,000

Illustrative math on a 30 client book. Your numbers will differ.

The system

The Limitless recruiting system, completely done for you.

Seven steps, built inside our own agencies and run the same way on every agency role. Click through them.

Step 01

Diagnose the role

Not the title, the outcome. What does this person own, what do their first 90 days look like, and what has to be true in six months for the hire to pay for itself. Half the time the title is wrong.

Step 02

Write the scorecard

One page: the outcomes, weighted, and what an A-Player looks like in each. If you cannot write down what an A-Player looks like, you cannot recognise one in an interview.

Step 03

Price the role

The role gets priced against the market before anyone is contacted. This is why good candidates disappear at the offer stage, and it is fixed on day one.

Step 04

Hunt them down

Recruiter-grade search finds people doing the job today, at the kind of company you want them from. Then direct outreach with the role, the scope and the money on the table. Our job, not yours.

Step 05

Assess every candidate

Every positive reply takes a behavioural assessment profiled against the role. This is the step that stops the hire who interviews well and costs you a year.

Step 06

Interview with the scorecard

A recorded video on who they are, their results and their fit. Then a structured interview scored against the scorecard, then a final round with whoever they report to.

Step 07

Onboard them properly

A 30, 60 and 90 day plan, the SOPs and access the role needs, a ramping buddy for the first two weeks and a real check-in cadence. The difference between a placement and someone still producing next year.

What you get

Completely done for you.

Every step above is run by our team, by agency operators, so you never bring another less-than-A-Player into your agency again.

  1. 01We diagnose the role with you
  2. 02We build the scorecard
  3. 03We price the role against the market
  4. 04We hunt the people doing it today
  5. 05We assess every candidate
  6. 06We run the screening and interviews
  7. 07We build the onboarding so they stay
  8. ✓If they ever leave, we replace them free
Limitless
Talent
Guarantee
Risk-free replacement guarantee

When we place an A-Player with you, if for any reason they leave, we replace them at no cost to you. Guaranteed, no questions asked.

Who we recruit

Every seat in an agency. Only agencies.

We recruit and manage these roles in our own companies every day, so we know what good looks like before the first call.

Revenue

  • Appointment setters
  • Sales closers
  • Sales leadership

Retention

  • Client success managers
  • Account managers
  • Onboarding specialists

Marketing

  • Media buyers
  • Copywriters
  • Editors and creative

Operations

  • Operations managers
  • Technical ops and GoHighLevel
  • Executive assistants
AGENCY ONLY

One model, one set of roles, one definition of good.

OPERATORS, NOT AGENTS

The people running your search have hired and managed these seats themselves.

RISK-FREE REPLACEMENT

If the A-Player we place ever leaves, we replace them at no cost to you. No questions asked.

Retention

Why new hires quit, and how we stop it.

One in five are gone inside 90 days, almost always for the same four reasons. All four are fixable before day one.

REASON 01

The job was not what they were told. The scorecard is written before anyone is contacted.

REASON 02

Nobody set expectations. The 30, 60, 90 day plan says what they own at each mark.

REASON 03

The onboarding was bad. We build it, with a ramping buddy for week one and two.

REASON 04

No resources to perform. SOPs, templates and access are ready before day one.

Stop fishing.

Tell us the seat and what it has to produce. We diagnose the role, build the scorecard and go hunt the operator already doing it well at another agency.

Back to Limitless Agency

Risk-free replacement guarantee. If they leave, we replace them at no cost to you.

Limitless Talent · agency recruiting, by agency owners · a division of Limitless Agency