GrowthPair

I’m often asked whether offshore marketing talent is worth it. Short answer: yes, massively. In my first two marketing leadership roles, offshore talent was the unlock for scaling fast without burning budget. I had an advantage though. I’d spent time living in Eastern Europe, so I knew how to find and work with great people there. Most don’t have that familiarity, which makes it much harder to get right. That’s where my friend Jonathan Martinez comes in. He built GrowthPair to make it easier for startups to tap into world-class offshore growth talent. Here’s what really stands out about their approach: ✅ Marketers interview marketers. Not recruiters reading from scripts, but people who’ve actually done the job. ✅ Every candidate takes a proprietary growth exam designed specifically for their role. I’ve worked with Jonathan and can confidently say he’s one of the sharpest marketers I know and someone I’d 100% trust to vet offshore talent for any growth team.

Most startups won’t need more than 5 marketers to reach $100M revenue. Sounds wild. But it’s already happening. At Postmates, we had a 30-person marketing team to hit $300M. Today, we could’ve done it with less than 10—thanks to AI. The new marketing team isn’t bloated with channel owners or junior hires. It’s lean, AI-enabled, and built for speed. Here’s the structure I believe most high-performing teams will follow: Layer 1: The human foundation - 1 Lead (Head of Growth) - 1–2 offshore Executors (campaign operators) Layer 2: Your AI employees - AI copywriter - AI designer - AI analyst - AI strategist Layer 3: The irreplaceables - 1 Creative visionary (ideas and brand) - 1 Architect (data and integrations) - 1 Operator (manages AI workflows) This structure is already outperforming traditional teams, and doing it at a fraction of the cost. The teams that adapt now will have an 18-month advantage before this becomes the norm. Full essay in comments 👇 P.S. I'm still working on getting folks into the AI marketing group chat. The post blew up with 300k impressions and 3k comments. I'm getting to it, I promise 🥲

We all know marketing is one of the—if not the—most critical parts of scaling a business... which also makes it expensive as hell. And elite marketers are hard to come by. Enter GrowthPair. GrowthPair connects growing companies to world-class marketers (so you can save big $$ on payroll and not have to spend your time/resources doing the hefty recruiting work). GrowthPair is co-founded Jonathan Martinez. I've known Jon for a while now—he helped me scale paid media at a former company years ago. He's also led growth at companies like Uber, Postmates & Coinbase, consulted 100+ startups on their early-stage growth, and written columns on growth featured on TechCrunch, Yahoo, AdWeek & more. Check 'em out: https://lnkd.in/gGiR99pB

How a top 1% Shopify brand fixed big marketing bottlenecks in 2 weeks - their secret sauce below: Fresh Chile struggled to: 💯 Maintain content quality and consistency 📈 Execute fast due to steep learning curve 🚀 Scale marketing efforts efficiently The impact was massive. They couldn’t test new strategies. Scaling campaigns felt like pushing a boulder uphill. All these created operational bottlenecks that choked revenue growth. After deep diving into their needs, GrowthPair got to work. We vetted 500+ candidates to find them a perfect offshore marketer. Within 2 weeks, Jill was embedded into their team — seamlessly stepping into the role. The results? ✅ Streamlined workflows ✅ Faster campaign execution ✅ Increased engagement across social channels ✅ Higher content output without sacrificing quality All these led to increased revenue, while also decreasing their payroll costs by 40%+. I asked what stood out in the process of working with us? Chris Lang's answer: “GP’s ability to source high-quality talent with relevant experience was next level. The intense vetting process ensured we got professionals who could hit the ground running. I love the: - Ease of hiring - Quality of talent - Fact that you took the heavy lifting off my plate The whole process felt frictionless.” Thinking about hiring growth marketers through GrowthPair? Here’s Chris’s advice: “If you’re serious about scaling and need top-tier talent without the hassle of hiring… GP is a no-brainer.” 👉 Looking to equip your team with expert growth talent that costs 80% than US-based hires? Drop me a DM.

After 12 years in growth marketing at giants like Uber and Coinbase. I’ll never build a growth team without this: 👉 Offshore talent. It’s how I scaled my last startup to $3.5M ARR in 18 months — with an 80% offshore marketing team. For those in the know, it’s the ultimate growth unlock. 🚀 This year, I launched GrowthPair to make offshore growth talent accessible to more companies. A few months ago, we onboarded our first client Demand Curve. Before us, their senior marketer was drowning in work: He was overloaded with work: - Client calls - Optimizations & deployments - Managing multiple ad accounts He was working 7 days a week. But he still didn’t have time for high-leverage work like strategic thinking and driving results for clients. That’s when GrowthPair stepped in. To quote Neal O'Grady, their founder: “We chose GrowthPair because of the team’s deep experience in both startup growth marketing and recruiting.” Here’s what we did for Demand Curve: 1️⃣ Marketers interview marketers. Unlike most staffing firms where recruiters assess candidates… At GrowthPair, it’s marketers who’ve been in the same roles assessing talent. That means we know what great talent looks like. 2️⃣ Every candidate goes through a proprietary growth exam designed specifically for their role. 3️⃣ We vetted 500 applicants to find the perfect fit And it paid off. Neal says: “Danica quickly stepped into the role and didn’t need much training to be incredibly effective.” The results? Demand Curve’s senior media buyer could offload the busy work. And focus on high-value tasks that drive revenue. Their biggest win? They could take on more clients — which meant more profit. 🙌 When I asked Neal for advice to anyone considering GrowthPair, he said: “The risk is very low. If you don’t find a great hire, you don’t pay. And if it works out, you have a great team member who can help you succeed.” 👉 Looking to equip your team with expert growth talent that costs 80% than US-based hires? Drop me a DM. p.s. - yes, that's the man himself Neal O'Grady in the attached picture living life to the fullest

I run the same 7-step marketing machine at all of my companies. Btw, I’m not a trained marketer, but subscriber & customer growth don’t lie. Step 1: Define your market of 1. - The 1 person you’re serving. Get as specific as humanly possible. Pull their Linkedin URL. What do they do. What do they need. What problem do you solve for them. Step 2: List out all of the hubs (marketing channels) that give you access to lots of spokes (market of 1). - Examples: newsletter, digital conference, ambassador program, Meta, SEM, content marketing, SEO, in-person event, channel partnerships, subreddits, etc. - P.S. I typically delegate this research & list-building to a GrowthPair marketer Step 3: Calculate your marketing math. - Work backward from lowest to highest part of the funnel - revenue —> closed won —> qualified lead —> qualified traffic Step 4: List hubs you are going to prioritize & predict lead contribution. - Prioritizing channels isn’t easy, especially when you have no historical data & resources (time/money) are limited. - A helpful way to prioritize channels is by creating a simple matrix that allows you to compare them across cost, effort, and predicted effectiveness. Step 5: Who will own each channel? - A channel owner is responsible for: • Setting the specific channel’s strategy • Tracking performance • Reporting performance to marketing owner • Recommending any changes based on the channel’s performance - I’ll typically delegate performance tracking/channel management to a GrowthPair assistant as well as any outreach or logistical back & forth for channels like influencer marketing or affiliate marketing Step 6: How long will you be testing the channels before looking at performance and making adjustments/prioritizing top performers? - Early on, I suggest quarterly. As your business matures, monthly. Step 7: What were the results from the marketing strategy? - Are we on/off track to hit our goals? - What were the highest performing/lowest performing channels? Step 8: Return to Step 3