Ridge are facing the same annoying issue many brands face hiring Amazon ads spec
By George Barnett Reid 👀 · March 19, 2026 · Curated by George's Blog
Ridge are facing the same annoying issue many brands face hiring Amazon ads specialist roles using LinkedIn.
They've had to create duplicate roles. One for each country they're interested in hiring in.
It's an incredibly tedious LinkedIn issue.
The double downside of this is, the true application happens off-site.
Which makes 100% sense. Using SnapHunt as a platform to manage it all.
The double downside is I've noticed recently LinkedIn promoted jobs get way less applications if you handle applications off-site. Trust me, we've literally been recruiting Amazon ads managers every day for the last 9 months now.
So to get volume, you've got to push budgets up. And LinkedIn isn't getting cheaper here.
Plus, you need to manage several job posts, cus its one per country. Which means several budgets too.
Now Snaphunt might be doing Sean Frank and the team a solid. "We use ai to cut hiring time". I'm sure they do.
But we all know ai works best when it's got briliiant context.
Our custom screening system is built just for ONE role - Senior Amazon Advertising Managers.
So every decision we've made, iterating it for 9 straight months, is for that role.
It's got perfect context.
But you still need, atm, a great senior ads managers to 100% confirm the person they're screening is also a great ads manager.
Cheating is a WILD issue right now. ai is making it much harder. We screen thousands of applications. we know.
So unless you've got a solid ads manager as part of that hiring process, there's still going to be so much wasted time. Interviews that should never have happened. and if I'm honest, blind salary negotiations.
I'll leave the salary chat for another day.
Why did I write this post? I want to shed light on issues even great companies are facing when trying to hire senior Amazon specialists.
And why companies like Pare, that focus on only one specific role, can bring value to brands. I wouldn't call us a recruiter. I don't particularly like the term. We're more of a talent partner.
We remove 99.2% of the candidates via our bespoke 4-step screening process. Led by someone who's managed ads daily for 10 years now. We handle contracts and payments. And every ads manager joins our Pare community - for the agency benefit of collective learning, at in-house cost.
#itsalwaysdayone