Mint Talent
Mint Talent

Red Mane

Mint Talent hiring partnership proposal for Red Mane — 8 slides

Hiring partnership proposal

Building Red Mane's
marketing growth team

Prepared for Red Mane  ·  April 2026

Mint Talent  ·  minttalent.com  ·  hanna@minttalent.com

Understanding your business

What we heard

About Red Mane

  • $14M founder-led property education and coaching business
  • Strong dual-channel model — paid advertising plus a highly effective personal brand content engine converting value-driven videos into paid members
  • $100k+ monthly ad spend with an in-house paid media specialist already in place
  • Expanding into NZ and launching Mane Commercial — growth is accelerating

The hiring challenge

  • Marketing strategy and leadership currently contractor-led — not owned internally
  • Contractor transition creates immediate leadership and performance risk
  • Need senior hires who truly understand founder-led brands and content-to-conversion models
  • Priority hire is Head of Marketing — Head of Content to follow closely, with the incoming HoM having direct input into that hire
"The goal isn't just to fill roles — it's to build a marketing function that Red Mane owns, controls and scales with confidence."
— As discussed in our initial briefing
Market insight

The talent landscape for these roles

Senior marketing talent

High performers at Head of Marketing level in founder-led or info-product brands are almost entirely passive. They're not on Seek — they need to be found, not recruited.

Content leadership

Experienced Head of Content candidates who understand organic social, founder brand amplification and revenue conversion are rare. Generic content managers are plentiful — this calibre isn't.

Salary expectations

Head of Marketing: $200–$250k base, $250–$350k OTE. Head of Content: $150–$200k base. Both roles represent a compelling package for the right senior hire.

Process risk

Most candidates at this level will be passive — not actively looking. The risk isn't competition, it's execution. The opportunity needs to be positioned compellingly and the process run steadily, building genuine excitement without pressure that could cause a cold-feet moment.

Our approach

How we'll deliver

01
Brief alignment & role calibration
Deep dive into the role, culture, success profile and non-negotiables. We align fully before we go to market.
02
Target mapping
We identify the exact companies, team structures and profiles where your ideal candidates are currently working.
03
Headhunting & direct outreach
No job boards. We go directly to passive talent through our network, LinkedIn outreach and industry referrals — backed by a database of pre-screened senior marketing talent built over 10 years across Australia and APAC.
04
Screening & shortlisting
Psychology-informed screening to assess fit beyond the CV — cultural alignment, motivation and long-term performance potential.
05
Interview management & feedback loops
We manage candidate experience throughout, keep momentum high and ensure no one drops out from a slow process.
06
Offer management & closing
We manage expectations on both sides, handle negotiations and support the transition through to start date.
Why Mint Talent

What makes us different

Deep marketing specialism

15 years placing senior marketing, digital and content talent across AU and APAC. This is our bread and butter — we're not a generalist agency.

Founder-led, hands-on

You deal directly with me, the founder, throughout the entire process. No handoffs to junior consultants once the deal is signed.

Quality over volume

We don't blast CVs. Every candidate presented is personally screened and briefed. You'll receive fewer candidates, but they'll all be worth your time.

Psychology-embedded process

Masters in Organisational Psychology underpins how we assess candidates — beyond skills and experience, we assess for long-term fit and performance.

Watch our client testimonial video
★★★★★
5.0
Google rating · 31 reviews
95%
of placements stay
12+ months in role
15 yrs
specialist marketing
recruitment experience
Process & timeline

Brief to start date in ~10 weeks

Week 1Brief alignment, role calibration and search launch
Weeks 2–3Target mapping, headhunting outreach and shortlist delivered for Head of Marketing (Head of Content search can run in parallel if desired, but Head of Marketing prioritised)
Weeks 4–5Interviews, task stage and feedback loops — momentum maintained throughout
Week 6Preferred Head of Marketing candidate identified, offer managed and accepted
Weeks 7–10Notice period for Head of Marketing — ramp up efforts for Head of Content, interviews, task stage and feedback loops
Week 11Head of Marketing starts in position — preferred Head of Content identified, final interview and offer

Note: This represents our ideal timeline and what we'll be striving for throughout the process. As with any senior search, there may be slight adjustments along the way — but this is the pace and structure we'll be working to.

Placement examples

We've done this before

Case study 01
Head of Brand Marketing & Communications
Edtech / info product brand · AU
Brought in by the COO — a 6-year trusted relationship. Deep dive search identified a passive candidate from a non-competitive but transferable industry, with glowing recommendations. Still with the business 5+ years later, now promoted to General Manager, Group Marketing.
Case study 02
Digital Marketing Manager
Senior retained search · AU
First ever in-house marketing hire — previously reliant entirely on outsourced contractors and agencies. 5 candidates shortlisted within 6 weeks, with one candidate currently at final stage and reference checking.

Details anonymised. Full context available on request.

Commercials & next steps

Simple, transparent, confident

Retained — recommended
10%
of candidate remuneration

Three equal instalments: search launch, shortlist delivered, start date. Full priority and commitment from Mint Talent throughout.

Contingent exclusive
14%
of candidate remuneration

$2,000 AUD engagement fee upfront, deductible from the final placement fee.

Next steps

01Agreement sign-off and preferred commercial option confirmed
02Kick-off session — deep brief on both roles, success profiles and process preferences
03Search begins — week 1
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