From their worst department to their most profitable.
321 Agency had a paid media department that was losing people and margin. They didn't hire their way back to the same model. They rebuilt it differently, and the P&L reflected it.
Client
321 The Agency
Model
Full-Time Staffing
Capability
Paid Media
Time to Shortlist
4 Weeks
The Problem
Most paid media departments don't fail all at once. They erode. 321 Agency had lost two people on their team, and with them the margin, the momentum, and the confidence that the department was worth running at all.
Traditional hiring was the obvious move. But the same model that created the fragility wasn't going to fix it. They needed a team structure that could actually deliver for clients and still make money doing it.
The Engagement
Ghost Sherpa rebuilt the department with full-time, nearshore LATAM talent: Paid Media Specialists with demonstrated expertise in campaign optimization, platform fluency, and performance analytics.
The search was specific. 321 needed people who understood creative agency environments, not just ad platforms, and who could integrate into the team's workflow without a long runway. Within four weeks, Ghost Sherpa delivered a shortlist of specialists with that exact profile.
The candidates placed have stayed and grown with the agency, delivering through optimized campaigns that drive measurable engagement and conversions for 321's clients.
“They've taken a huge burden off my leadership team by handling recruiting and interviews, and the candidates they've placed have been top-notch professionals who integrate seamlessly into our agency.”
Tessa Rolfe
Former SVP of Operations, 321 The Agency
What changed.
4 wks
From kickoff to a vetted shortlist of Paid Media Specialists
Most Profitable
The department went from a liability to the agency's strongest margin contributor
Leadership Time Back
Recruiting, screening, and interviews handled by Ghost Sherpa, not 321's leadership team
Why this matters for you
The department that's underperforming probably isn't a talent problem. It's a team structure problem.
When two people leave a department, most agency owners replace them the same way they were hired, locally, slowly, and at a price that makes the margin math worse before it gets better. The ramp takes months. The carry cost starts day one.
Ghost Sherpa's LATAM staffing model flips the math. You get vetted, production-ready talent at a cost structure that gives the department room to actually be profitable. 321 didn't just refill seats. They rebuilt a department that now performs. Your P&L can look the same way.
Next Step
Have a department that's costing more than it earns?
Book A Call. You describe the gap: what the department looks like, what it should look like, and what's been getting in the way. We tell you what fits and what it would cost. No pitch. Honest assessment.
