You're about to make a $100k hiring decision you can't fully evaluate.
Most SEO/GEO/AEO candidates look great until they're in the role.
I'll help you figure out which ones will actually deliver before you hire them.
Free Video Training
5 Ways SEO Candidates Mislead Hiring Managers (Without Lying)
Most hiring managers ask good questions. They review portfolios. They check references. They trust their instincts.
But SEO is one of the easiest fields to misrepresent without technically lying. A $5M revenue claim sounds impressive until you realize it was all from branded queries. A 500K traffic increase looks strong until you ask how much of it converted to revenue.
This training walks through the specific things most hiring managers miss and why the standard hiring process consistently fails to catch them.
The Problem
One bad SEO hire is more expensive than most companies realize.
It’s not just salary.
It’s 12 months of execution pointed in the wrong direction.
It’s missed growth opportunities, content roadmaps built on bad assumptions, and leadership teams losing confidence in organic search entirely.
By the time most companies realize the mistake, they’ve already burned $80k–$150k and have to start over.
The harder problem is that SEO hiring is unusually difficult to evaluate from the outside. Resumes are polished. Case studies are selectively framed. Traffic screenshots rarely tell the full story.
And unless you have deep SEO experience yourself, you’re often relying on the candidate to accurately explain their own performance.
What I Do
I evaluate your finalists before you make the final call.
For each finalist candidate, I verify their actual results, assess how they think, and determine whether they're the right fit for the specific role you're hiring for.
1. I verify their case studies
I analyze their case studies and review search data from previous employers using Ahrefs and Semrush. Specifically, I’m evaluating whether the growth resulted from the candidate’s direct contributions or whether it was influenced by factors such as:
- Brand momentum or rebrands
- Other non-SEO marketing campaigns
- Site migrations
- Pre-existing growth velocity
- Team contributions they didn't disclose
A compelling case study doesn't automatically mean meaningful contribution.
2. I evaluate how they think.
Then I interview them directly. Not with generic SEO questions, but with scenarios designed to surface judgment, prioritization ability, and real operating experience.
Specifically, I'm determining:
- Whether they understand how AI is changing search behavior
- Whether they can connect SEO decisions to business outcomes
- Whether they can prioritize under ambiguous conditions
- Whether they're the right fit for your role, team, and stage
3. You get a clear recommendation.
At the end of the process, you receive:
- A candidate scorecard
- Risk assessment
- Strengths and weaknesses summary
- Role-fit evaluation
- A direct hiring recommendation
Not a list of observations. A definitive answer.
About Me
The evaluation is only as useful as the person running it.
I've spent the last 10 years working in SEO across SaaS, ecommerce, and edtech. I've worked in-house, inside agencies, and as an independent SEO consultant, generating thousands of qualified leads for clients through organic search.
I've also hired, managed, and evaluated SEOs myself.
That matters because SEO is one of the easiest industries to sound competent in. That's especially true now that AI can help candidates sound more convincing.
But strong execution leaves patterns behind. And after a decade in this industry, I know what to look for.
Pricing
SEO Writers: starting at $2,500.
SEO Specialists, Managers, and Strategists: starting at $4,000.
Director, Head of SEO, SEO Lead, and other leadership roles: starting at $8,000.
AI and LLM SEO roles are priced on a case by case basis. The market for these positions is still evolving and job scope varies significantly from company to company.
Most engagements involve 2-5 finalists.
Final pricing depends on role complexity and number of candidates.
FAQs
Do you replace our recruiters?
No. I work alongside your existing process and only evaluate finalists you've already identified. I don't source candidates.
How long does the process take?
Most evaluations are complete within 5-7 business days.
What kinds of companies do you work with?
Any company that is actively hiring for an SEO role. If you're in the process of evaluating candidates and want an independent expert opinion before you decide, this is built for you.
Do you evaluate other marketing roles?
Currently I specialize in SEO, with plans to expand into adjacent roles.
Before You Make Your Next SEO Hire
You’ve already spent months sourcing, screening, and interviewing candidates. Spend one more week making sure you hire the right one.
or just email me back 🙂