Finding the right media buyer can dramatically change the performance of your paid marketing efforts. Whether you are scaling paid social, launching search campaigns, or expanding into programmatic advertising, experienced media buyers help you allocate budget efficiently, test faster, and improve ROAS.
However, knowing where to hire media buyers is just as important as knowing who to hire. Some platforms prioritize speed, others flexibility, and a few focus on long-term, high-quality placements.
In this guide, we break down the top 8 companies to hire media buyers, comparing their strengths, limitations, and ideal use cases, so you can make the right hiring decision for your business.
Hiring the right media buyer is not just about finding someone who knows Facebook Ads or Google Ads, it’s about finding someone who understands attribution, testing frameworks, creative optimization, budget pacing, and how to scale while preserving ROAS. Today, you can hire talent from many sources: specialist nearshore marketplaces, global freelance platforms, gig sites, traditional staffing agencies, and job boards. Each has a distinct value proposition:
LatHire is the top choice for companies looking to hire media buyers who are experienced, vetted, and ready to integrate into growth teams quickly. The platform specializes in Latin American talent, offering a powerful combination of performance expertise, time-zone alignment, and cost efficiency.
Unlike traditional freelance marketplaces, LatHire focuses on pre-vetted, long-term hires, making it ideal for startups, agencies, and scaling businesses.
Why LatHire Ranks #1
LatHire media buyers are assessed on real-world campaign experience, analytics knowledge, and communication skills. This makes the platform particularly well-suited for companies that want consistent performance, not just task-based execution.
Best For:
Startups, SaaS companies, agencies, and eCommerce brands looking to hire media buyers for long-term growth.
We Work Remotely is a popular job board for remote-first companies. It allows employers to post roles for media buyers and performance marketers and attract candidates globally.
While WWR provides access to a large audience, it does not offer vetting or candidate matching. Hiring teams must handle screening, interviews, and assessments themselves.
Pros
Cons
Best For:
Companies with internal recruiting resources and time to vet candidates manually.
Upwork is one of the largest freelance marketplaces in the world and a common place to hire media buyers for short-term or project-based work.
You can find freelancers with experience in Google Ads, Facebook Ads, TikTok Ads, and more. However, quality can vary widely, and long-term reliability is often a concern.
Pros
Cons
Best For:
Small businesses or teams needing short-term media buying support.
Fiverr is a gig-based marketplace where media buyers offer predefined services, such as setting up campaigns or running ads for a fixed price.
While Fiverr can be useful for simple tasks, it is generally not ideal for hiring strategic media buyers who can manage budgets, testing frameworks, and long-term optimization.
Pros
Cons
Best For:
One-off campaign setups or small ad experiments.
Robert Half is a well-known staffing agency with a strong presence in marketing and creative roles. They offer contract and full-time placements for media buyers and digital marketers.
While Robert Half provides a more traditional hiring experience, it often comes with higher costs and longer timelines compared to nearshore hiring platforms.
Pros
Cons
Best For:
Enterprise companies and large organizations with structured hiring needs.
Insight Global is a staffing and consulting firm that helps companies hire media buyers as part of broader marketing and digital initiatives.
They focus heavily on contract staffing and can be useful for businesses that need temporary media buying expertise tied to specific projects.
Pros
Cons
Best For:
Mid-to-large companies with short-term marketing needs.
Creative Circle specializes in creative and marketing roles, including paid media and performance marketing positions.
They are often used by agencies and brands seeking experienced professionals for contract or full-time roles, but their focus leans more toward creative talent than pure performance optimization.
Pros
Cons
Best For:
Agencies and brands prioritizing creative-heavy paid media roles.
Some companies choose to hire media buyers through internal recruiting efforts or referrals from their network. While this approach can yield strong hires, it is often slow and resource-intensive.
Pros
Cons
Best For:
Companies with mature HR teams and strong professional networks.
Before deciding where to hire media buyers, consider the following factors:
For companies focused on performance, speed, and reliability, platforms like LatHire provide a clear advantage over generic marketplaces.
Below is a concise comparison table to help you decide where to hire media buyers depending on your budget, timeline, and depth of need.
| Rank | Platform | Best For | Hiring Models | Vetting / Screening | Typical Time to Match | Typical Cost Range | Strengths | Weaknesses |
| 1 | LatHire | Best overall for scalable, vetted LATAM media buyers | Full-time, Contract, Fractional | AI + human vetting; platform & campaign validation | Shortlist often within 24 hours | Competitive LATAM rates; saves vs US hires | Fast pre-vetted talent, payroll & compliance handled, timezone overlap | Less optimal if you strictly need on-site US hires. |
| 2 | We Work Remotely (WWR) | Remote job board for long-term hires | Full-time / Remote | Job board (employer does own vetting) | Depends on posting response (days–weeks) | Varies (market rates) | Huge remote audience, great for remote-first hires | No vetting; quality varies; slower screening. |
| 3 | Upwork | Flexible freelance & hourly work | Hourly, Fixed-price, Short projects | Platform reputation systems + optional tests | Hours–days to hire | Typical $40–$80/hr (varies by expertise) | Massive talent pool; flexible contracts; great for experiments | Quality inconsistent; needs strong manager oversight. |
| 4 | Fiverr | One-off gigs and small tasks | Project/Gig Basis | Seller profiles, reviews, gig descriptions | Very fast (days) | From low single-digit hourly equivalents to several hundred per gig | Clear pricing for defined tasks; fast turnaround | Usually tactical rather than strategic; variable quality. |
| 5 | Robert Half | Enterprise staffing & vetted placements | Full-time, Contract, Temp | Agency screening + recruiter vetting | Days–weeks | Higher placement fees / salary ranges | Trusted recruiting processes; access to experienced professionals | Higher cost; slower than marketplaces. |
| 6 | Insight Global | Staffing for contract and marketing projects | Contract, Consulting | Agency vetting and employer coordination | Fast for contractors (often days) | Typically enterprise pricing | Large professional network; fast contractor fills | Less marketing-specialist focused; pricing premium. |
| 7 | Creative Circle | Creative + marketing hires (campaign focus) | Contract, Full-time, Freelance | Agency screening; creative focus | Days–weeks | Premium creative rates | Strong creative network; good for creative-heavy paid media roles | Not strictly performance-first; higher rates. |
| 8 | In-House / Referrals | Best cultural fit and long-term retention | Full-time direct hire | Internal recruitment / network | Slow but high-trust | Weeks–months; internal cost | Best cultural alignment; trust from referrals | Slow, limited pool, resource intensive |
LatHire combines the best aspects of recruiting agencies and modern talent platforms. You get pre-vetted media buyers, nearshore cost benefits, and a hiring process designed specifically for performance roles.
Instead of sorting through hundreds of applications, you receive candidates who are already evaluated for:
This makes LatHire especially effective for companies that want to hire media buyers who drive ROI, not just manage ad accounts.
Hiring the right media buyer is a critical growth decision. While platforms like Upwork, Fiverr, and traditional staffing agencies can work in specific scenarios, they often fall short when it comes to speed, vetting, and long-term performance.
If you want to hire media buyers who are experienced, time-zone aligned, and ready to scale your campaigns, LatHire is the best place to start.
Below is a one-stop synthesis of what each option delivers and when to use it, distilled into practical guidance.
Choose LatHire when you want quality + speed + lower cost. LatHire’s core promise is pre-vetted LATAM media buyers who understand paid search, paid social, and programmatic channels. The platform combines AI screening with human validation and offers operational support (payroll & compliance), which reduces hiring friction and ramp time. This makes LatHire especially strong for companies that want an embedded, long-term media buyer but with nearshore economics and fast time-to-hire.
When to Use: Hiring a media buyer to own performance marketing long-term; scaling paid channels with a reliable hire and fast ramp.
If you need immediate help for experiments, migrations, or one-off campaign setups, Upwork and Fiverr are pragmatic choices. Upwork offers flexible hourly contracts and a broad skill range; Fiverr is ideal for very specific, well-scoped tasks. Both require active management and vetting, they’re not a turnkey solution for strategic long-term ownership. Upwork lists typical freelance rates (roughly $40–$80/hr for experienced media buyers), which helps set budget expectations.
When to Use: Short campaigns, audits, quick experiments, or when you want to test a candidate before a longer engagement.
Staffing agencies bring process, recruiter experience, and candidate guarantees. Robert Half and Insight Global can place vetted professionals for full-time or contract roles; Creative Circle is particularly useful where creative and paid media overlap. These agencies are a solid choice for enterprise or structured teams that need guaranteed fits, but be prepared for higher fees and slightly longer lead times.
When to Use: Enterprise hiring, roles that require deep cross-functional collaboration, or when you need recruitment safeguards and replacement guarantees.
Job boards like We Work Remotely give wide exposure to remote talent but offload vetting to you. In-house hiring and referrals can yield excellent cultural fits and retention but are the slowest and most resource-intensive paths.
When to Use: If you have recruiting bandwidth and want full control over hiring, or if your priority is cultural fit above speed.
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