The $8,000,000 job description 📋
How to hire unconventional marketers, where to find them, and how to make them say "yes".
I sat through 100+ marketing interviews in the last 6 years.
The ones who turned out to be superstars all had something in common: they made stuff on the internet. Side projects. Newsletters. Viral experiments. Weird little tools. They were the kind of people who couldn’t help themselves, they just HAD to make things. They’re the opposite of what I’ve seen other companies end up hiring.
And the #1 reason companies keep hiring the wrong ones? The job description itself.
Every company writes the same thing:
❌ “5-7 years of experience in B2B SaaS”
❌ “Manage cross-functional stakeholders”
❌ “Develop and execute marketing strategies”
These attract traditional marketers. Not the kind of people who make things go viral.
Then in February 2026, Kalshi posted a job description that made my jaw drop:
They knew exactly who they wanted and exactly how to describe them. $8 million for the right marketing person. That’s how much a great marketer is worth.
I’ve been collecting job descriptions like this since 2020. Every time I see a line that makes me think “omg, THAT’S what makes a great marketer,” I copy it into a Google Doc.
It’s 57 pages now. Kalshi, Amie, Levels, Wiz, Morning Brew, Google, and dozens more.
I used everything I learned from this collection (plus 100+ interviews and 6 years of hiring) to build a job description template. One modular doc with “blocks” for creative stunts, analytics, community, content, paid growth, product-led growth, partnerships, and technical stuff. Each requirement is built from real phrases in the best JDs I’ve collected. Pick the blocks that match your role, delete the rest.
And today, I’m sharing it with you, along with the full 57-page collection.
Here’s what you’re getting:
📋 The full job description template (keep it forever)
🗂️ My full 57-page database of the best marketing job descriptions ever written, with highlighted phrases you can steal
🔍 The 8 things I look for in candidates after 100+ interviews (with how to check each one)
🕵️ Where to actually find these people (not on LinkedIn Jobs)
🤝 How to make them say “yes” (most CEOs hire too early)
📅 The first 90 days plan for what your new hire should actually do
First things first, download the template using this secret link: