How NOSSA Found Geneva Med Its First Marketing Hire by Testing Real Work
At a Glance
Industry: Health and wellness (med spa)
Role: Social Media and Content Manager
Engagement: Direct placement
First shortlist: 3 to 4 days
Time to fill: ~3 weeks
Setup: US-based client, remote hire based in South Africa
The Client
Geneva Med is a US-based med spa that launched in 2025. As a new business, it was building its brand and audience from the ground up.
Its first marketing hire would take ownership of an important part of that work, making the quality of the hire especially important.
The challenge was that Geneva Med did not have an internal recruiting team. The client needed to find the right person without taking on the sourcing, screening, and interview process itself.
The Challenge
The business needed to move quickly: The med spa had just launched and needed someone who could take ownership of its social media and content work without a long hiring process.
There was no internal recruiting capacity: Without a recruiting team in place, the client would have had to manage sourcing, screening, assessment, and interviews alongside the demands of running a new business.
The search needed to fit the budget: As a newly launched business, Geneva Med needed a practical hiring solution rather than a standard high-fee search.
There was also an important consideration around the quality of the hire. This was the Client's first marketing hire, so the client needed someone who could actually produce good work, not simply present well on a CV or in an interview.
That shaped how NOSSA approached the search.
The Approach
NOSSA kept the process focused on what Geneva Med actually needed from the person joining the business.
Sourcing the right talent market
NOSSA sourced candidates based in South Africa for the remote role. Rather than simply sending over a large number of CVs, the search focused on identifying candidates who appeared capable of doing the work Geneva Med needed.
Assessing the work
Shortlisted candidates completed a short case study and work sample. This allowed the client to see how candidates approached content and social media work before making a hiring decision. It also gave NOSSA a better basis for evaluating candidates than a CV alone.
Understanding how candidates think
NOSSA did not stop at reviewing the submissions. The team spoke with each candidate about the reasoning behind their case study answers. This helped assess whether candidates could explain their decisions and think independently about the work.
The additional conversations meant the full assessment process took closer to a week, even though the initial shortlist was ready within 3 to 4 days.
The extra step was intentional. Moving quickly mattered, but so did making sure the candidate could genuinely do the job.
Keeping the search practical
NOSSA structured the engagement around Geneva Med's needs as a new business without its own recruiting function: find the right person, move quickly, and keep the process manageable.
The Result
NOSSA delivered a first shortlist in 3 to 4 days and filled the role in about three weeks.
| Metric | Result |
|---|---|
|
Time to first shortlist |
3 to 4 days |
|
Time to fill |
~3 weeks |
| Engagement | Direct placement |
| Hire | Social Media and Content Manager |
Conclusion
Geneva Med needed its first marketing hire to be someone who could contribute from day one. Rather than relying on CVs and interviews alone, NOSSA built the search around the work itself, giving the client a clearer view of what each candidate could actually do. The role was filled in about three weeks, with the client describing the successful hire as “a diamond.”
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