3 Hires, 72 Hours, Zero Compromises:
How Proxa Scaled Smarter
with
Remote Talent
3 vetted candidates
in 24 hours, fully aligned with role requirements
48 hours to hire
recruiting
12+ months retention
responsibilities
Employees
30–120 employees across portfolio
Location
U.S.-focused agency group
Industry
Digital Marketing & Creative Agencies
Website
proxabrands.com/
The Challenge
I didn’t realize how bad hiring was, until I saw how fast it could be done right. We stopped wasting time. We started scaling.
Madison Sullivan
Business Manager | Proxa
Proxa, a fast-growing digital marketing agency formed from the merger of two firms, had a hiring bottleneck.
Madison Sullivan, Business Manager, was tasked with building a high-performance team that embodied Proxa’s core values: passion, urgency, transparency, quality, and a culture of winning.
But the hiring process was broken.
The internal recruiting process was slow and unreliable. Previous agency partnerships delivered poorly vetted candidates who failed to meet even basic requirements. Valuable time was lost. Confidence in outsourcing was low.
“We were wasting weeks trying to find someone even remotely qualified. Our standards weren’t met—and our time wasn’t respected.”
The Approach
The connection with Wow Remote Teams originated via LinkedIn, and Madison was introduced in the first meeting.
The ask: fill a strategically critical role that had remained open for too long.
She sent over a job description. In less than 24 hours, she had three fully vetted, on-spec candidates.
“It was magical. I had to rearrange my own calendar because I wasn’t expecting quality candidates that fast.”
The process was clear and collaborative. When role specs shifted mid-search, Wow adapted instantly, delivering refined candidates within two days.
And time zone alignment was an unexpected bonus. With team members across the U.S., finding talent in Latin America meant no more overnight delays or asynchronous firefighting.
“Having Latin American talent made operations smoother. It wasn’t something we were actively seeking—but it turned out to be a massive win.”
Three qualified candidates in 24 hours. That had never happened before.
Madison Sullivan
Business Manager | Proxa
The Outcome
The amount of time we got back? Game-changing. We hired and trained someone in the time it used to take just to shortlist candidates.
Madison Sullivan
Business Manager | Proxa
Proxa hired their first candidate, Diana. She’s still with them over a year later and has since expanded her responsibilities well beyond the original scope.
Multiple successful hires followed.
Each was faster, smoother, and more aligned to Proxa’s company culture than traditional methods. When offboarding was necessary, the process was just as seamless, quick, clean, and without drama.
“We know Wow gets us. We don’t have to waste time re-explaining what we’re looking for.”
More importantly, Proxa gained back time. Recruiting went from a multi-week drag to a 48-hour sprint. That freed up leadership to focus on strategy, growth, and team development—not sifting through irrelevant resumes.
“The amount of time we got back? Game-changing. We hired and trained someone in the time it used to take just to shortlist candidates.”
Hire the Perfect Specialist
Hire the Perfect Specialist