Creative Recruiter (3 month contract)

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements (or About You), Benefits, Pay (if present), Schedule (if present). The posting includes: About The Role (section), Responsibilities (list), About You (experience etc) which is like Requirements/Qualifications. Benefits section present. Pay: Salary Range: $2,200—$2,800 USD. That's a compensation range. Should we include Pay section? Yes, because posting states salary range. Schedule: mentions Return to Office policy but not specific schedule details; it says "If you reside within a commutable distance... you will be expected to work from the office a set number of days per week. The specific details... will be in accordance with the company’s then-current RTO policy". That's vague, not a concrete schedule. According to rule: never create Pay/Schedule/Benefits sections unless posting actually states them. For Schedule, we don't have specific number of days; it's not stated. So we should NOT include Schedule section. Benefits we have. Pay we have salary range. So include Pay section. We must not repeat job title as heading. The job title is "Creative Talent Discovery Manager". Already appears but we should not make heading for it. Use

for section headings: About the role, Responsibilities, Requirements (or About You), Benefits, Pay. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: the initial warning about payment, fraudulent postings, etc. Also remove EEO statements, disability statements, equal opportunity, etc. Also remove "About Monks" description? That is substantive? It's about the company; maybe we can keep? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." The "About Monks" paragraph is substantive but maybe considered boilerplate? It's describing the company; could be considered not required but it's part of posting. However typical job postings include company overview; we might keep it as a section? But we only have headings for specific categories; we could include it as a

under maybe "About Monks" but not a heading. Since we only output sections when we have heading; we could just include it as a

after the headings, but we need to decide where to place. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but we should follow that pattern. Could add a

for "About Monks" but not in list; maybe better to keep as a

without heading. The instruction: "Output ONLY the HTML fragment — no /, no markdown code fences." So we can just output a series of

and following content. We need to remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. So remove the initial warning about payment, fraudulent postings, protect personal info, etc. Also remove the EEO statements about diversity, disability, etc. Also remove "At Monks, we believe in fostering an environment..." etc. Also remove "We are an equal-opportunity employer..." etc. Also remove "Monks is committed to ensuring equal access..." etc. Also remove "We welcome and encourage qualified applicants..." etc. Also remove "Monks has provided a compensation range..."? That's part of Pay; we keep that but maybe rephrase? We must preserve all substantive information; we can keep the sentence about salary range. Also remove "This role is subject to our Return to Office (RTO) policy..."? That's schedule-related but we are not making Schedule section; we could keep as a

maybe under Responsibilities? But it's not a responsibility; it's about work location. Could be omitted as it's not a specific schedule. The rule says never create Schedule section unless posting actually states them. It does mention RTO policy but not specific schedule; we could still include as a

under maybe a generic heading? But we don't have a heading for that. Safer to omit it, as it's not substantive detail about schedule (just says policy). However it's still substantive info about work arrangement. But the instruction says to remove duplicated lines, boilerplate. This is not boilerplate but it's about RTO. Might be considered relevant. However we have no heading for it; we could just include a

after Benefits or Pay without heading. But the instruction says to use

for section headings (list). It doesn't forbid other headings, but we should follow the pattern. Could add a

for "Work Arrangement" but not in the list; maybe better to keep as a

under Benefits? Not ideal. Given the instruction to prefer a few substantive sections over many thin ones, and we already have About the role, Responsibilities, Requirements, Benefits, Pay. That's five sections. Adding another thin section for Work Arrangement may be thin. So we could incorporate that info into About the role or Benefits? Probably About the role already mentions full time contract role through end of 2026, option to extend. Could add sentence about RTO policy there. But we must not invent; we can add the exact sentence as a

under About the role after the existing description. That would preserve info. Thus final HTML:

About the role

We are seeking a connected, proactive, and trend-savvy Creative Talent Discovery Manager to recruit, hire, and retain our North America team of full-time creative talent. This role is a full time contract role through the end of 2026, with the option to extend based on need. In this role, you will be the bridge between ambitious creative needs and top-tier full-time talent—ranging from Art Directors, Copywriters, and Motion Designers to Executive Producers, Artists, and Directors. You don't just search job boards; you leverage a deep personal network and sharp creative eye to hire the right personality, style, and skill set for long-term growth.

This role is subject to our Return to Office (RTO) policy. If you reside within a commutable distance of one of our office locations, you will be expected to work from the office a set number of days per week. The specific details, including the number of required office days, will be in accordance with the company’s then-current RTO policy, which is subject to change from time to time.

Responsibilities

• Sourcing & Talent Discovery: Continuously recruit, interview, and pipeline high-caliber full-time creative and production talent across disciplines.
• Proactively source niche talent (e.g., specialized animators, 3D artists, AI creative specialists) ahead of upcoming headcount needs.
• Stay ahead of industry creative trends, emerging directors, and rising design talent.
• Staffing & Role Placement: Partner closely with Casting, Creative Directors, Producers, and Operations leads to understand project briefs, budget constraints, and skill requirements.
• Recommend, extend offers to, and onboard full-time creative staff for open roles, pitch teams, and ongoing agency initiatives.
• Manage urgent hiring demands and hiring pipelines with agility and speed.
• Relationship & Network Management: Build strong, ongoing relationships with full-time staff, supporting career pathing and ensuring a positive employee experience with our team.
• Maintain and organize an active internal candidate database (salaries, portfolios, skill tags, performance notes).
• Hiring & Onboarding: Oversee full-time offer management, ensuring offer letters, employment agreements, compensation packages, and onboarding paperwork are fully executed.
• Collaborate with Finance and HR to track full-time headcount spend and salary bands against departmental budgets.

Requirements

Experience: 7+ years in creative recruiting, creative resourcing, or talent producer roles within an ad agency, production company, or in-house brand team.

A Deep Network: An existing, active network of high-caliber talent across creative, design, editorial, and production disciplines.

Creative Acumen: Ability to evaluate portfolios, reels, and work samples critically to ensure candidates meet the team’s quality bar.

Negotiation & Financial Literacy: Strong salary negotiation skills and experience managing full-time salary expectations and headcount budgets.

Operational Skills: Experience using resource management platforms (e.g. Monday.com) and ATS platforms (e.g. Greenhouse).

Communication: Exceptional interpersonal skills—you know how to pitch an opportunity to top-tier talent and negotiate win-win terms.

Benefits

• Excellent, full coverage medical, dental, and vision insurance - more about our coverage here!
• Generous PTO and 15 company-wide holidays
• 401k with company contribution
• Paid parental leave
• Work-life balance with an emphasis on personal well-being
• Career growth in a disruptor space & entrepreneurial opportunities within the Monks network
• A globally diverse & inclusive culture with employee resource groups such as S4 Melanin, Pride.Monks, Cultura.Monks, and more!
• Authentic commitment to DEI efforts and sustainable growth. (Why Sir Martin Sorrell signed The Climate Pledge here!)

Pay

Salary Range: $2,200—$2,800 USD

We must ensure we didn't include any boilerplate like EEO etc. We removed those. Also removed the initial warning about payment, fraudulent postings, etc. Also removed the "About Monks" company description; we omitted it. Is that substantive? It's a description of the company; maybe we should keep it? The instruction says preserve ALL substantive information. The "About Monks" paragraph is substantive info about the company. However it's not required for the job; but it's still part of posting. Should we include it? The instruction says to prefer a few substantive sections over many thin ones. Adding a whole section for About Monks may be thin but it's substantive. Could we incorporate it into About the role? It's not about the role; it's about the company. Could add a

About Monks

with

... but that would be another section. The instruction didn't forbid adding sections beyond the listed examples; it gave examples but said use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It didn't say we cannot use other headings. However they said "Prefer a few substantive sections over many thin ones." Adding About Monks may be okay if it's substantive. But we already have five sections; adding a sixth may be okay. However the "About Monks" paragraph is quite long; it's substantive. I'd lean to include it as a section. But we must check if any of that paragraph contains boilerplate or fluff. It's describing Monks as a global digital-first etc. It's not boilerplate; it's specific to the company. So we should preserve it. Thus add

About Monks

with the paragraph(s). Ensure we don't include the EEO statements etc that appear later in that paragraph? Actually after the About Monks paragraph there is EEO statement: "We are an equal-opportunity employer committed to building a respectful and empowering work environment..." That we must remove. Also there is a line about "Including fresh voices..." etc. That's also EEO. So we need to cut off before that. The About Monks paragraph ends at "Monks was also awarded Business Intelligence Group’s 2