Securing Talent for a New-York Based AI-First SEO Agency
TACO is an ambitious and fast-growing SEO agency with a strong reputation and a founder deeply connected within the industry.
As they evolved from freelancer-led delivery to a more structured agency model, they recognised the need for Account Managers who could do far more than keep clients satisfied.
They needed hybrid operators, individuals who understood SEO execution, could confidently manage client relationships, grow accounts and coordinate internal specialists.
This is the story of how SEO for Hire helped TACO secure three outstanding hires, advised on their team structure and became a trusted strategic partner in their scaling journey.
Where Speed Meets Quality
Number of Hires
Three hybrid SEO Account Managers hired, including one who advanced to Operations Manager within 6–9 months.
From Client Call to Candidate Interviews
Candidates delivered within 10 days, with the second full hire completed in 18 days end-to-end.
Founder Benefits
SEO for Hire helped Chirag attract, hire and scale his team, bringing on 3 roles hired through our team.
TACO is a remote digital agency focused primarily on SEO. Led by founder Chirag Kulkarni, the agency is known for:
- high quality SEO delivery
- a flexible, remote-first work culture
- a founder well connected in SEO mentorship circles, Slack communities and industry groups
- growing demand from clients and an urgent need for internal structure
TACO had matured quickly, moving from solo delivery to managing a growing roster of clients and specialists. The next stage required strong Account Managers who could remove bottlenecks, strengthen relationships and elevate delivery.
“SEO For Hire is one of the most solid Organic Search focused firms we’ve worked with.
Firstly, they do NOT spray and pray.
They take a super methodical approach to first aligning on what a 10/10 hire looks like, then search their vast network to find the most suitable candidates.
They take feedback super well, and strategize with you things like org charts, what would set the hire up for success.
Lastly, even post hire they are supportive, spending time checking in with the new hire and making sure things are going well. I was pretty shocked to learn they have a 1 year guarantee (good luck getting anyone to agree to 6+ months) but that speaks to the process and thoroughness.”
Chirag Kulkarni
Founder and CEO, TACO
TACO's Hiring Challenges
TACO’s challenge was not finding applicants, it was finding the right kind of Account Manager.
They needed someone who could:
- manage relationships and grow accounts
- lead client strategy
- identify upsell and cross-sell opportunities
- manage deadlines, internal specialists and deliverables
- step in to produce SEO work when necessary
- operate as part strategist, part operator, part project manager
The role was even more complex because:
- It was a 1099 contractor position, offering flexibility but no employee benefits.
- They wanted someone who had been an SEO specialist before transitioning into AM work.
- The founder was initially unsure whether he needed a strategist, a senior specialist or a pure account manager.
- He had dealt with underperforming account managers previously, making him cautious about expectations and workload distribution.
TACO needed recruitment support plus team-building guidance.
Our Strategic Hiring Solution
1. Clarifying the role and team structure
We worked closely with Chirag to shape the ideal candidate profile.
His early assumption was that an account manager simply needed to handle clients and manage communication.
Through discovery calls, we helped him understand that AMs in SEO agencies can, and should, lead strategy, oversee execution and even jump into deliverables when required.
“Agency founders often think they need one type of person.
Once we start unpacking the real workload, it becomes clear what they actually need. With TACO, the ideal hire was a hybrid, someone strategic, operational and execution-capable.”
Josh Peacock
Founder & CEO of SEO for Hire
2. Sourcing hybrid SEO Account Managers
We targeted candidates who had:
- hands-on SEO experience
- client-facing exposure
- the ability to manage internal teams
- strong organisational abilities
- the confidence to lead client direction
Within ten days, we delivered a strong group of specialists-turned-AMs.
3. The first hire: Senior Account Manager → Operations Manager
The first candidate we placed came from large US agencies and was burnt out by corporate red tape and micromanagement. TACO’s remote culture and flexibility immediately appealed to her.
She joined as a Senior Account Manager, quickly earned trust and within six to nine months was promoted to Operations Manager, leading the agency’s delivery and internal operations.
Her promotion created a vacancy, and TACO came back for hire number two.
4. The second hire: replacing the promoted manager
We built a clear three-stage interview process:
- Founder call
- Case study
- Leadership panel with Julie, a senior leader and the founder
We introduced six candidates over ten days. Two reached the final stage. When the founder struggled to choose, we consulted with him directly, providing comparative insights and guiding him through the decision.
The entire process took 18 days from first contact.
5. The third hire: immediate trust and zero friction
By this point, TACO’s trust was absolute.
When the third search began:
- no discovery call was required
- he approved candidates instantly
- he relied fully on our process and judgment
““By the third hire, Chirag didn’t just trust the process, he trusted the outcome. He knew exactly what kind of talent we would deliver.”
Daris Benallal
Head of Recruitment
6. Ongoing advisory support
Between hires, we advised TACO on:
- structuring client pods
- AM workload capacity
- managing underperforming team members
- defining responsibilities between specialists and AMs
- realistic client load expectations (8–12 accounts)
- the strategic value of hybrid AMs
- scaling the agency beyond founder dependency
This guidance was just as valuable as the hires themselves.
Results Summary
As a result of our work with TACO:
- Three hybrid Account Managers were hired
- A Senior Account Manager became the agency’s Operations Manager
- Workflows, delivery and communication became more streamlined
- The founder gained clarity and confidence to scale
- Client retention and satisfaction strengthened
- Upsell opportunities increased as AMs became strategic partners
- TACO won new clients and reinvested into additional hiring
- Trust deepened to the point where new searches began without preliminary calls
TACO is now operating with more maturity, structure and leadership depth than at any previous point.
The Takeaway for Agency Founders
TACO’s story illustrates a powerful truth: the biggest challenge in scaling an SEO agency is not leads, delivery or even hiring, it’s role definition.
When founders misunderstand what they actually need, they make junior hires for senior problems, or they overload themselves trying to do everything. TACO avoided that by leaning into advisory support.
The right Account Manager is not just a communicator. They are:
- strategic
- technical
- operational
- revenue-focused
- client-facing
- and delivery-capable
When you get this hire right, your agency transforms.
FAQs
How long did each hire take?
The first two searches produced candidates within ten days. The second hire was completed in 18 days.
Why was this role challenging?
It needed an uncommon mix of account management, SEO strategy and hands-on execution, all within a 1099 contractor structure.
How long before the first hire was promoted?
Six to nine months.
Why did TACO keep returning for more hires?
Because each successful hire directly improved delivery, clarified operations and freed the founder to grow the business.
What advisory support did SEO for Hire provide?
Workload planning, role definition, strategic team structure, performance guidance and clarity on hybrid AM expectations.