Scaling with Content? Here’s How to Hire a Content Creator That Delivers

Hiring the right content creator can transform your business. They don’t just write blogs or post on social media - they drive traffic, generate leads, and boost conversions. With 89% of marketers increasing creator budgets by 2025 and video content dominating 80% of online traffic, finding skilled creators is critical. Here’s a quick guide to hiring content creators who deliver results:

• Define the role: Decide if you need a generalist or specialist (e.g., video producer, SEO writer).
• Write a clear job description: Include compensation, tools, and specific tasks.
• Use the right platforms: LinkedIn, TikTok, or services like Remotely Talents for pre-vetted candidates.
• Evaluate candidates: Review portfolios for measurable results, assign paid tests, and assess their ability to work remotely.
• Onboard effectively: Share brand guidelines, set clear KPIs, and track performance with analytics.

Content creators are essential for scaling your business. The right hire can save time, extend your team’s capacity, and achieve measurable growth.

How to Hire UGC Creators That Actually Convert

Define the Content Creator Role for Your Business

Clearly defining the content creator role is essential for aligning your content strategy with your growth objectives. It also simplifies the hiring process, ensuring you find the right fit for your team.

Match Your Growth Goals to Content Needs

To make the most of your content efforts, tie your business goals directly to the types of content that deliver results. For example, if lead generation is your priority, focus on blog posts and website content that answer customer questions and perform well in search engines. If your goal is to increase engagement and expand your reach, short-form video content on platforms like TikTok and Instagram Reels should take center stage - these formats are known for their ability to captivate audiences.

Be specific about your objectives. If you're looking to shorten the sales cycle, consider creating case studies or product comparison guides. Want to position your brand as a thought leader? Long-form articles and LinkedIn posts are excellent options. By aligning your content needs with your goals, you can make strategic decisions about the type of creators you need to hire.

With clear objectives in place, you can define the role requirements that connect your goals to actionable tasks.

Outline Role Scope and Responsibilities

Start by deciding whether you need a generalist or a specialist. A generalist can handle a variety of tasks, such as writing blog posts, managing social media updates, and crafting email campaigns. On the other hand, a specialist might focus on a specific area, like a TikTok creator who knows the platform inside out, a technical writer skilled at simplifying complex topics, or a videographer who can deliver polished brand videos.

"A content creator is literally someone that creates content, and because there are many types of content and ways to create them, I think that needs to be clearly outlined." - Jayde Powell, Freelance Content Creator and Marketer ^[5]

You’ll also need to determine whether you require a strategist, a creator, or both. A strategist is responsible for mapping out content plans, identifying audience segments, and tracking performance metrics. Meanwhile, a creator focuses on executing those plans - producing content assets based on a brief ^[3][1].

Key responsibilities for the role may include brainstorming content ideas, optimizing for SEO, collaborating with other teams, and reporting on performance metrics ^[7]. Don’t forget to address technical tasks - will they need to upload content to your CMS, source visuals, or conduct keyword research? Clearly outlining these responsibilities will help you attract the right candidates.

Once you have a clear understanding of the role, use this information to craft a detailed job description.

Write a Clear Job Description

A well-written job description can save you time by filtering out unqualified applicants early. Start by being transparent about compensation. For instance, list a salary range like "$60,000–$80,000/year" for full-time roles or "$400–$600 per article" for freelance opportunities. This not only shows respect for professional creators but also ensures you attract serious candidates ^[6].

If the role is remote, include time zone requirements. For example, specifying "Must be available for meetings between 9:00 AM–5:00 PM ET" sets clear expectations. Mention the tools they’ll use - such as WordPress, Google Analytics, or Sprout Social - and clarify the types of content they’ll create. If appearing on camera as the "face of the brand" is part of the job, state this explicitly, as it can affect both rates and contract terms ^[5].

"I like to know how often my image, voice or likeness will be used in the content... that will impact my rate and how I want my contract to be defined." - Jayde Powell, Freelance Content Creator ^[5]

To further streamline the process, include a simple screening filter. For example, ask applicants to write 'EST' at the top of their application. This small step helps identify candidates who are paying attention and committed to the role ^[6].

Where to Find Qualified Content Creators

Finding the right content creator starts with knowing where to look. Your approach will depend on your timeline, budget, and how much control you want over the hiring process. Some businesses prefer to handle everything themselves, while others value speed and pre-screened candidates. The key is to align your hiring method with your specific needs.

Use Remotely Talents for Pre-Vetted Candidates

Remotely Talents connects businesses with pre-vetted content creators from Europe and Latin America. Their candidates are carefully evaluated for skills, remote work readiness, and English fluency (C1+ level). This service simplifies the hiring process, saving you time and reducing the risk of hiring someone who looks good on paper but doesn’t deliver results.

"Hiring a content creator isn't as simple as posting a job listing on LinkedIn and waiting for applications to roll in... The process is often slow, expensive, and ineffective without a clear strategy in place."

• Melissa Suarez, Recruitment and HR Expert ^[1]

Remotely Talents offers two pricing options. The On-Demand Plan is $1,450 per month per open role, includes a 90-day replacement guarantee, and can be canceled anytime. The Partner Plan costs $1,000 per month with a 12-month commitment, allowing you to hire unlimited roles (one active role at a time). Both plans provide a dedicated senior recruiter, weekly updates, and Slack communication. With this service, you’ll typically receive 3–4 qualified candidates within two weeks, with an average time-to-hire of 4–6 weeks. Hiring from Latin America also offers overlapping time zones with the U.S., making real-time collaboration easier.

Before diving in, decide whether you need a specialist (like a TikTok creator or SEO writer) or a generalist. Always ask for proof of their impact - examples where their work increased traffic, boosted engagement, or achieved measurable results.

Search Creator-Focused Platforms

If you prefer a hands-on approach, creator-focused platforms are a great way to find talent directly. For professional writers and strategists, LinkedIn is a solid choice. Use keywords like "content creator", "freelance writer", or "social media manager" to narrow your search, and check profiles for portfolios and recommendations. For visual creators such as graphic designers or video editors, Behance is ideal, offering detailed portfolios and project breakdowns. Meanwhile, TikTok and Instagram are excellent for finding creators skilled in short-form video content.

When evaluating candidates on social platforms, pay attention to engagement metrics like comments, shares, and saves. These numbers can help you gauge whether a creator can produce work that resonates with an audience, not just work that looks good. For highly technical fields, niche platforms like Draft.dev are a great way to find writers with expertise in areas such as software development.

To streamline your own hiring process, consider adding a simple "tripwire" to your job postings. For example, ask applicants to include "EST" at the top of their proposals to filter out those who don’t follow instructions.

Direct Hiring vs. Recruitment-as-a-Service

Deciding between direct hiring and using a recruitment service comes down to your priorities. Direct hiring through platforms like LinkedIn or freelance marketplaces gives you full control but often requires sifting through a mountain of irrelevant applications. On the other hand, Recruitment-as-a-Service (RaaS) options like Remotely Talents deliver pre-vetted candidates with a predictable monthly pricing model, making the process faster and more efficient.

Here’s how the two approaches compare:

"Agencies can provide a curated list of candidates, saving you time and resources and ensuring you're connecting with top talent who can create high-quality content right from the start."

• Melissa Suarez, HR Expert ^[1]

If you’re looking to scale content production quickly and don’t have an internal HR team, a RaaS model is often the better choice. However, for one-off projects or if you’re comfortable vetting candidates yourself, direct hiring through platforms like LinkedIn or Upwork might be more cost-effective. Whichever route you take, it’s always a good idea to assign a small, paid test project - like a 500-word blog intro or a single social media post. This lets you evaluate whether the creator’s style fits your brand and if they can meet deadlines.

Once you’ve chosen your sourcing strategy, the next step is to thoroughly evaluate candidates to ensure they’re the right fit.

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How to Evaluate Content Creator Candidates

Once you've identified potential candidates, the next step is figuring out who stands out. A structured evaluation process is key to assessing both their creative skills and their ability to excel in a remote work environment.

Review Portfolios for Relevance and Results

When reviewing portfolios, don’t just focus on aesthetics - look for evidence of measurable outcomes. Ask candidates to share examples of work that drove engagement, generated leads, or improved conversions. For instance, a blog post that ranks on the first page of Google or a social media campaign with a noticeable spike in engagement offers more insight into their abilities than a polished but unproven piece.

It’s also important to see if they can create content tailored to different stages of the marketing funnel. Top-of-funnel content, like blog posts or viral social media updates, requires a different approach than bottom-of-funnel materials, such as product guides or sales emails. If lead generation is your focus, prioritize candidates who excel at pain point copywriting - content that clearly identifies customer challenges and positions a product or service as the solution ^[2].

Avoid candidates who rely on generic content lacking unique insights ^[2]. Additionally, ask for unedited samples alongside published work. This can reveal how much editorial input they typically need and whether they can deliver strong first drafts independently ^[6].

"If you think hiring good writers is expensive, wait until you hire cheap ones." - Allie Decker, Co-founder and Head of Client Success, Omniscient Digital ^[4]

Once you’ve reviewed their portfolio, the next step is testing their skills in action.

Use Practical Skill Tests

While portfolios showcase past work, practical tests help you gauge how candidates will perform on future projects. Assign a realistic, paid task that mirrors the kind of work they’d handle if hired. For example:

• A blog writer could draft a 500-word introduction or create a detailed outline on a relevant topic.
• A social media creator might craft a few LinkedIn posts or write a short video script.
• A technical content specialist could perform keyword research and write meta descriptions for a product page.

Keep the assignment manageable and offer fair compensation based on its complexity. This shows respect for their time and effort. Set deadlines 24–48 hours before you actually need the work to test punctuality and allow for revisions. If someone misses the deadline or submits subpar work, it’s a clear red flag for future performance.

"Give writers a deadline that is a day or two earlier than you actually need the work, if possible, so everyone has some wiggle room." - Charles Purdy, Freelance Copy Editor, Positional ^[6]

Assess Remote Work Capabilities

Beyond creative skills, remote content creators need to excel at working independently, communicating effectively, and staying organized. Monitor their responsiveness and clarity during the hiring process - how they handle emails or Slack messages can reveal a lot about their remote work habits.

Ask questions that dig into their self-management and problem-solving skills, such as:

• "How do you approach a new topic you know little about?" (Shows resourcefulness and research ability)
• "Describe your typical writing process - from brief to final draft." (Highlights time management and structure)
• "What do you do when you're stuck on a project or if a brief is unclear?" (Tests proactivity and independence)
• "How do you manage your time and stay organized while working from home?" (Evaluates self-discipline)

You might also request a short video or audio clip to assess their verbal communication. Additionally, confirm that their working hours align with your team’s schedule. For example, if your team is based on the East Coast and requires real-time collaboration, someone in a compatible time zone - like Latin America - will likely be a better fit than someone in Asia or Australia.

Onboarding and Tracking Performance

Hiring the right talent is just the beginning. To achieve consistent results, you need a solid plan for onboarding and tracking performance.

Set Clear Expectations and KPIs

Success starts with clarity. Define specific goals that tie directly to your business objectives, whether that's increasing brand awareness, generating leads, or improving customer retention ^[10][11].

For example, you might aim for benchmarks like 1,000 visitors per blog post or track email signups for each piece of content. Establish communication routines from the start - this could mean weekly Slack updates, biweekly video calls, or monthly performance reviews. The key is to keep everyone on the same page.

Once you’ve set your performance metrics, the next step is to integrate these expectations into a structured onboarding process.

Create an Onboarding Plan

A well-thought-out onboarding process can save you time and prevent frustration later. Start with the basics: finalize contracts covering IP ownership and confidentiality ^[8][4].

Then, familiarize your creator with your brand. Use an onboarding deck that includes your style guide, brand voice, buyer personas, product demos, and insights on key competitors ^[4][8]. Share examples of high-performing content and pieces you admire from others to set clear quality standards ^[4]. Make sure they have access to essential tools like your CMS (e.g., WordPress), SEO platforms (like Clearscope), and communication channels such as Slack or email ^[4][9].

Schedule a 15–30 minute onboarding call to walk through the deck, answer questions, and establish a connection ^[4]. Introduce them to internal subject matter experts (SMEs) who can provide deeper insights ^[4][9]. This personal interaction helps remote creators feel part of the team and better understand your business.

By working with pre-vetted candidates, you can streamline this process and focus more on strategy.

Monitor Performance and Adjust

Once your creator is onboard, start tracking their performance immediately. Use data-driven tools to measure their impact. For instance, set up dashboards in Google Analytics (GA4) to monitor traffic, conversions, and engagement rates ^[2]. For SEO-driven content, platforms like Ahrefs or Looker Studio can help you track keyword rankings and organic growth ^[2].

Evaluate their performance within the first 90 days to ensure alignment with your audience's needs and your brand’s voice ^[1]. If a blog post isn’t hitting traffic or lead targets, adjust your approach. This might involve revising headlines, targeting different keywords, or experimenting with new content formats.

Keep in mind that your content strategy should evolve with your business. If certain topics or formats are driving better results, shift your creator’s focus accordingly. The goal isn’t to achieve perfection right away but to foster continuous improvement based on real data. By following these onboarding and performance tracking steps, you’ll scale your content output effectively without compromising quality.

Conclusion: Build Your Content Team with the Right Talent

Building a content team that grows with your business starts by clearly identifying your needs - whether it’s blog posts, social media campaigns, or video content. Align these needs with your growth objectives, then carefully evaluate potential hires. Review their portfolios, conduct paid tests, and assess their ability to thrive in a remote work environment. Once you’ve found the right fit, ensure a smooth onboarding process by providing clear brand guidelines, setting measurable KPIs, and establishing consistent communication routines. Keep an eye on performance with data-driven metrics like traffic growth, engagement rates, and conversions, and refine your approach based on these insights.

"If you think hiring good writers is expensive, wait until you hire cheap ones." - Allie Decker, Co-founder, Omniscient Digital ^[4]

For businesses scaling rapidly, platforms like Remotely Talents simplify the hiring process. They connect you with pre-vetted candidates who are already aligned with U.S. business hours. Instead of sifting through countless irrelevant applications, you gain access to professionals screened for their skills, communication capabilities, and readiness for remote work - making it easier to maintain efficient and high-quality content production.

FAQs

How can I decide whether to hire a generalist or a specialist content creator?

Choosing between a generalist and a specialist comes down to the type of content your business needs and your overall goals. If you’re looking for someone who can juggle a variety of tasks - like writing blog posts, managing social media, or even creating simple visuals - a generalist might be the way to go. They’re versatile and can handle a range of projects, making them a cost-effective option. Typically, generalists charge between $70 and $90 per hour, making them a solid choice for businesses experimenting with different types of content or handling straightforward, diverse tasks.

However, if your content strategy requires a specific skill set - think SEO-focused articles, technical writing, or professional video production - a specialist is the better option. Specialists bring a higher level of expertise and deliver more refined results, making them ideal for high-impact, focused projects. Their rates generally fall between $100 and $150 per hour, reflecting their advanced skills in niche areas.

When deciding, weigh your business goals, the complexity of your projects, and your budget. Generalists offer flexibility and adaptability, while specialists shine when precision and expertise are key. Aligning your content creator’s skills with your needs ensures you get the most value and helps drive your business forward.

What should I include in a content creator job description to attract the right talent?

To bring the right content creator on board, start by crafting a concise and engaging introduction about your company and the role's purpose. Be clear about whether you're looking for a generalist or someone with expertise in a specific area, like video production, copywriting, or social media. Explain how this position fits into your team and contributes to your overall goals.

Outline the main responsibilities, such as planning, creating, and publishing content like blog posts, videos, or social media graphics. Include tasks like managing editorial calendars and ensuring content aligns with SEO best practices. Specify the skills you're seeking, such as familiarity with content creation tools, a basic understanding of SEO, and excellent communication abilities. Be upfront about the desired experience level, whether it's 2–4 years of professional experience or equivalent freelance work, and mention any relevant education or certifications that could strengthen an application.

Don’t forget to include practical details like the salary range (e.g., $55,000–$75,000 per year), whether the role is remote or on-site, who the position reports to, and any benefits offered. This level of detail ensures candidates know exactly what to expect and how their skills will help drive your company’s success.

What’s the best way to evaluate a content creator’s portfolio and skills?

When evaluating a content creator’s portfolio, focus on how their previous work matches your business needs. Look for samples that cater to similar audiences, industries, or content types. Pay close attention to how they adjust tone, style, and messaging to suit different contexts. Strong portfolios often highlight measurable outcomes, such as increased click-through rates or conversions, which demonstrate tangible success. It’s also helpful if the creator displays a range of formats and topics, as this flexibility can indicate their ability to handle varied projects.

To dig deeper into their skills, consider assigning a short, paid test project that mirrors the kind of work you require - like drafting a blog post or creating social media content. Evaluate the results for accuracy, originality, and how well they align with your brand’s voice. During interviews, ask questions about their creative process, how they handle feedback, and how they keep up with industry trends. Lastly, check references or testimonials to ensure they’re reliable, meet deadlines, and are familiar with any tools essential to your workflow.

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