Helping startups and SMEs find their next (or first) remote talent | Full cycle global recruiter and TA | Co-Founder @ Jobzzard

Not your average recruiter, more like your hiring shortcut when you're tired of wasting time on the wrong people.

I started in recruiting by accident, but stuck around because I saw how broken most hiring processes are; suuuper slow, 0 quality, and full of bs traditional practices that lead nowhere. Hence, Jobzzard, we’re fixing that.

We help teams hire better, not just faster (but good to have speed as well right?)
That means fewer “maybe” and below-average candidates and more real A-fits; especially for remote and async roles.

What makes us different?
- We mix real human vetting with AI scoring for win-win on both sides
- We help with the hard stuff: positioning, outreach, rating, and shortlisting
- No long-term contracts, just clear results

We've worked on hires across ecom, tech, product, ops, and GTM

Some roles we’ve helped fill:
→ Email Marketers, AMs, Klaviyo Experts, Designers, CSM, CSR
→ Fullstack & Frontend Devs, PMs, Data Engineers, SDRs, EAs

Whether you're hiring or job hunting, I’m one DM away.
If not now, keep us in your back pocket. 
We’re here when it gets messy.

Contactors VS Full-time employees

More than a freelancer from Upwork, but not really having all the benefits.

So, you’re 90 days in… time to make the call.

Here’s what we’ve been seeing for years in the remote world:

If someone’s thriving in a contract role after some time, time to ask yourself:
“What’s the plan for this person? They’re ready to stay and commit if you are.”

If they’ve been committed to make it work, are you?
If they move the needle, this turns a temporary solution into a lasting hire and secures revenue that most founders leave on the table.

Smart remote agencies use contract positions as extended interviews and make them into the best employee branding.

Bad ones hire and extract every ounce of talent they have until there’s nothing left, and they call it “fast-paced environment”.

So if you’re doing it RIGHT; after 6, 12 months, if someone’s still there, they’re not “temporary”, they’re part of the team and where you build your culture.

Make it clear from day 1.
If they stick around and show results, present the path to benefits: home office stipend, regular PTO, even healthcare benefits, or wellness stipend. 
Trust me, it can make all the difference.

Invest in them and your ROI will 2x or even more in no time.

Ignore this, and they vanish quietly in month 6, taking your future revenue with them. 

Ask me how I know this 😉

Nothing costs more than replacing your top performer.

Katarina Perisic

I find your 🦄 remote e-com talent in no time | Your friendly global recruiter and TA | Co-Founder @ Jobzzard | Remote hiring

Happy Monday to all
🚨We're Hiring: Creative Strategist (Remote, full time, UK/EU timezone)🚨

Fast-moving DTC performance agency is looking for a Creative Strategist who can think fast, write killer angles, and ship briefs that actually scale. If you love direct response, testing frameworks, and building Meta ads that convert (and not just pretty “brand vibes”) this is your playground.

You’ll own:
- 3–4 strong briefs/day across multiple DTC clients
- Angles, hooks, scripts, creative testing
- Performance reviews + translating data into next-step concepts
- Guiding editors, reviewing iterations, and keeping volume high
- Client comms + contributing to internal creative systems

You need 2+ yrs in DR creative or performance-focused content, strong Meta creative instincts, solid copy chops, and the ability to move fast without dropping quality. Even if you have less exp, feel free to apply, as you'll be trained, we want people who're hungry to learn!

💸 £3.5k–£4.5k/mo
⏰ UK/EU hours
🌍 Remote, full-time (no side clients)
📈 High-growth, small team, full ownership

No AI-generated answers please, we can tell + you'll ruin any chance of getting any other job with our clients and us.

👉 To apply: complete your application via Jobzzard
📅 We’ll contact shortlisted candidates next week

♻️ Know someone perfect for this? Tag them or share this post 🙃
JD & application link in comments ⤵️

🚨 We’re hiring 🚨
Sr Email Designer - Remote | Full-Time | LATAM & Europe 

We're back with new opportunities for EOY. Our US client is expanding again, and they're looking for a new addition for their Creative Team.

As a Senior Email Designer, you will be responsible for:
- Crafting high-converting, visually stunning email campaigns for B2C brands
- You’ll collaborate with Strategists and the Creative Director to design data-driven, on-brand visuals that perform, not just look great.
🕘 9AM–5PM EST | 💰 $2,000–$2,400/mo
🎯 Must have: 5+ yrs design experience (3+ in email), Adobe Suite & a strong portfolio (required) and good English communication.

Before you apply, please don't use ChatGPT answers, as we can easily spot them, and at that point, you won't be considered for this or any other roles. So save yourself (and us) some time.

👉 To apply:
Submit your application via Jobzzard and email your portfolio to katarina@jobzzard.com

We’re reviewing applications next week, early submissions get priority.
♻️ Know someone who’d be a great fit? Tag them or share this post 🙃

JD & application link in comments (please read carefully)⤵️

I find your 🦄 remote talent in no time | Your friendly global recruiter and TA | Co-Founder @ Jobzzard | Remote hiring

I have no problem working under a younger manager.

It’s never about age.

The only time I walk?? When someone tries to flex fake authority.

I’m allergic to two things:

⭐ fake authority
⭐ confidence without competence

I’ve had managers and bosses younger than me. 

So what actually makes that relationship work?

Zero ego.

If you hired someone smarter or better than you at XYZ, even if you’re “the boss” don’t hide behind titles.

⭐Back them. 
⭐Reward them. 
⭐Let them do the thing you hired them for.

These people are the backbone of your business.

Some have that “owner mindset”, and you don’t need to be afraid of it. 
Some of them just don’t want the chaos of actually being an owner.
But they can still scale your business 10x faster than you.

And btw, they don’t need to be some mythical “A-players”
With solid systems, “regular” people outperform A-players all the time.

A-players without systems < B-players with real structure.

Think you have it all figured out?
Better think again.

--
🪙 I'm Katarina, co-founder Jobzzard, and I find the remote talent you ***need***, not the talent you THINK you need. 🦄

Need remote talent? 

Here’s where US teams find the best fit 👇 

🇷🇸 Serbia: Skilled devs or other roles, lower costs, large and diverse pool with strong English and can-do attitude
Note: you'll find similar talent anywhere in the Balkan region 🙃 

🇵🇭 Philippines: Fluent English, great for customer support and creative, one of the top friendly and niche specific talent

🇺🇦 Ukraine: Strongest engineers, Europe tech hub, good for US, European and Asian time zone + top talent in Web3, crypto industries

🇧🇷 Brazil: Cultural fit, adaptive with a rising tech scene, strong in creative roles, especially design, working with international teams

🇲🇽 Mexico: From tech to finance, they have it all, plus bilingual and closest time zone to the US


If you’re hiring for our US company, have you considered global talent? 

Which market delivers the most value?

--
I'm Katarina, co-founder @ Jobzzard and I share top strategies when hiring remotely, especially in the e-commerce space.

The difference between “email marketers” and "retention strategists"

My POV from a hiring perspective:
In email marketing, acquisition is not the main goal, but keeping the customers.
Anyone can send campaigns, but few can build systems that keep people buying.

We see this all the time when hiring for ecom agencies.
Most candidates can “run Klaviyo” or “write campaigns”
That’s great, but that’s not strategy…

The best retention hires?

They understand data, segmentation, and storytelling as one system.
They know how to design flows that nurture behavior, not just send discounts.
Plus, their emails feel human while performing like machines.

That’s the real gap between an email marketer and a retention strategist.
One fills inboxes. The other drives lifetime value.

If you’re scaling an eCom brand, you don’t need more campaigns; you need someone who can build a retention engine.

But this is a limited pool; there is awesome talent out there who know what they're doing, but they're hard to find.

So if you're serious about your retention focus for 2026, we should talk.  
One bad hire can break the entire system and cost a fortune. But one good hire can make all the difference and skyrocket your agency.

P.S. this is me generated by nanobana, in case you're wondering
--
🦄 I'm Katarina, co-founder @ Jobzzard and I find your unicorns while you think they don't even exist.

🚨 We're hiring again 🚨
This one is more for data and tech ppl: Data Analyst (Remote, full time LATAM & Europe)

US retention-focused marketing agency is looking for a SQL-heavy Data Analyst who can clean messy datasets, build automated dashboards, and turn insights into real revenue decisions. 

If you’re strong in SQL + Python, know your way around AWS + dashboards, and can explain complex stuff without sounding like a robot, you’ll do great!

Plus if you're coming from MarTech, e-commerce, retail and retention industries, this is your call!

You’ll own:
 - SQL, transformations, data QA
 - Automated dashboards (QuickSight/Tableau/Looker)
 - Cohort + retention analysis
 - Experiments, trend-spotting, workflow improvements

You need 2+ yrs in analytics (marketing/ecom/retention ideally), strong comms, and the ability to ship clean work on time.

💸 $3–4k/mo
⏰ 9-5 EST hours
🌎 LATAM + Europe 
📈 High-impact role, small fast team

No AI-generated answers please, we can tell + you'll ruin any chance of getting any other job with us.

👉 To apply: complete your application via Jobzzard
📅 We’ll contact shortlisted candidates next week

♻️ Know someone perfect for this? Tag them or share this post 🙃
JD & application link in comments ⤵️

Did you ever get not 1... but 4 referrals the same day??

I knew I was always going the extra mile, whether it's for someone else or for me.

And while I received praises and kudos, I was building someone else's dreams and referral networks.

So when I started doing it on my own, I started questioning myself daily (and middle of the night).

Was I really that good in my TA roles?
Did I really understand that role, or did I get lucky?
Was it really the best placement there?

And then something changed.

Somewhere along the line, I was recognized. 
My team and I, as part of Jobzzard.

WOW!

We received not 1 but 4 referrals from one client in just one day.
And 3 more referrals from another client in less than a month.

That was the only confirmation I needed to push even harder.

One of our ex "partners" said in the past: “you can just fake the testimonials,” or “you can just ask your previous clients”, but I didn’t want to follow that path. So I struggled to show social proof for 6 months.

It’s the worst thing to place 30+ people for top companies you worked with in the space, but not being able to showcase your work.

That time has passed, ladies and gents, and now, we'll never stop.

As someone with no network and no clue what I was doing/growing or anything, this was a huge milestone.

I bet there was something you never expected to achieve. What was it for you? :)

--
👀  I'm Katarina, co-founder @ Jobzzard and we're building something new and valuable for both companies and remote talent out there. Stay tuned.

People will say anything to get what they want.

You’d think people wouldn’t try to screw you over when you’re just starting out and have $0 revenue… 
when you’re barely keeping your head above water… 
when you’re literally choosing between investing in your business or buying groceries or paying your rent...

But guess what?

They don’t fucking care.

Not about your struggle.
Not about your early-stage chaos.
Not about how close you are to giving up.
Nor if you have food on the table for the week.

People care about THEIR priorities, their survival, their wins.
And if stepping on you gets them there faster?

Most won’t think twice.

It sucks, but it’s real.

So protect yourself!
- Get receipts.
- Set boundaries early.
- And stop assuming people will play fair just because you’re being fair.

Business exposes intentions faster than anything else. And if your gut flags it, pay attention and act! 

I disregarded mine a few times, and it cost more than money and hurt more than any breakup.

Learn from my mistakes.



P.S. Thanks, Marijana Gligoric for the book recommendation!

“Just following up…“

“Not sure you saw my last email…“

“This is just a friendly nudge…”

“Trying one last time…”

Do these sound familiar?

It’s because we’re all using the same templates, hoping for a different outcome.

Standard follow-up emails aren’t just ineffective but today, they’re turning communication into pile of sh1tty messages and emails.

I don’t have a “simple tweak” to offer there. 

I swear I see a post on this topic at least once a week. 
And every time, people drop the same “silver bullet” follow-up emails.

Cool… but if we all copy the same lines, aren’t we just sounding identical again?

Feels like an infinite loop everyone keeps falling into.

Yeah, the basic “just checking in” follow-ups are dead.

But have you actually tested your own pattern interrupts?
Or are you just parroting somebody’s LinkedIn playbook?

What’s the most unusual follow-up email you’ve ever received? 

I honestly had maybe 1-2 solid ones, but they dropped the ball after I responded.

Why are you restricting yourself when hiring?

I keep seeing more and more on-site only roles on LinkedIn.

In 2025. Seriously?

How is this not at least a hybrid… unless you’re a micromanager who needs everyone in your fancy daddy office on Vracar Historical so you can “feel” productive? 🙃 

Serbia alone has a TON of talent.
And yet some companies limit themselves to ONE municipality like that’s where God personally drops the best candidates.

Let’s go further: imagine hiring outside the US.
Lower cost, yes, everyone talks about that.

But more importantly: actual talent.
Work ethic.
Quality.
Strong English.
People who don’t crumble the second something goes off-script.

So what is the restriction?
- Self-limiting beliefs?
- Imposter syndrome?
- A superiority complex?
- Or just pure micromanagement disguised as “culture”?

Someone enlighten me.

Because here’s the reality: if you’re only hiring from your own backyard, it’s not because there’s nobody qualified.
It’s because controlling people feels safer than fixing how you manage.

Want to cut costs and boost quality?
Step 1: Drop the idea that: seeing someone daily = leadership.
Step 2: Hire remotely and stop paying US salaries for mid-talent.
Step 3: Look at regions everyone else still underestimates; and get ahead.

The best solution I’ve found?
Hire people from everywhere, just make your culture strong and don't be a micromanager.

Because limiting your search to one zip code says more about you than it ever will about the market.

-- 
🤑 I'm Katarina, co-founder @ Jobzzard and I don't limit myself with talent, hence placing 130+ amazing people globally.

We’re all here for the money, right? 🫰 

I don’t do pro bono often, but when I do, it’s because I genuinely believe the other person will benefit.

This year was my most successful one, both in paid and unpaid work.

And honestly, the money brought comfort, but the pro bono brought some specific warmth to my heart.

As Nov wrapped and Dec started, I got 4 messages from people who landed jobs!

And I wasn’t the one who placed them.

But I was the one who listened, heard their struggles, and tried to point them in the right direction.

I don’t think I’m responsible for their success, but I’m sure I played at least a small part.

Even if it was just positive energy.

So next time you’re bitching about AI, the system, or spamming random CVs to random recruiters…

Try connecting with people who can actually open a door or give you clarity.

You only need one.

--
🪄 I'm Katarina, co-founder @ Jobzzard and I believe if you do the right job for people who can't afford your advice, something magical happens.

“Who are you and why should I even care?”

More founders should ask themselves this before posting, pitching, or sending another cringe outreach message.

Nobody owes you attention.
Nobody cares about your “big mission.”
Nobody is sitting there waiting for your next thought to change their life.

People care about ONE thing:
Does this help me right now?

That’s it.

I learned this the hard way honestly. I sent too many “perfect” messages, DMs, emails....

You know how many worked?
Less then 10 (not including “unsubscribe, stop spam, fuck no” and similar). 
And I sent thousands.

From those 10 none was perfect, all were relevant at the exact moment and all were just straight to the point one liners.

Even if it was “how’s everything going”

So what works and what’s not working?

🥱 Your content is a diary of your daily routines and coffee breaks while promolting husstle? Pass.
🥱 Your pitch is all about you, your features, product, service? Deleted.
🥱 Your offer solves nothing or nothing that matters to them? Irrelevant.

Attention is earned by being useful, not loud.
So before you hit publish, or send the next email, ask yourself:
– Why should anyone give a shit? 
– What are they getting out of this?
– Would you stop scrolling for this?

If the answer is “probably not,” rewrite it. But don’t think about it for too 
long.

Nobody cares who you are until you show them you understand their world better than they do.

You earn relevance by proving you get the problem and actually helping solve it.

Everything else is just bs.

Despite what’s happening in the market, remote work isn’t losing its appeal.

It’s actually more in demand than ever.

The real issue?
Supply.
It’s the supply that’s shrinking.

People are applying, but companies are taking back their remote-friendly policies.

Many who used to embrace “work from anywhere” are now pushing teams back into the office (or ditching their hybrid setups).

So what’s going on?

One side:
→ Remote work still tops the list for candidates prioritizing flexibility.
→ Some even ignore full-time, on-site offers unless there’s no other option.

Yet…

On the other side:
→ Companies are scaling back remote roles, especially in competitive markets.
→ Some see a stronger in-office presence as a trade-off for job security and stability.

Why does this matter?

Because with the AI bubble, we're also seeing a visible gap between what people want and what companies are willing to give, and it's quietly growing.

Do you see the same shift? Are remote roles still viable in your field or is the balance tipping? 

--
I'm Katarina, co-founder @ Jobzzard and I still believe everyone should have at least a hybrid option if not fully remote, because not everyone works the same in different environments.

The truth no one bothers to tell you when you’re starting any kind of business.

Where did we struggle the most?

Let me sum up my entire last year with one sentence: 
“I wish I were dumber.”

And honestly… I still stand by it.

Why? 

Because I’ve seen plenty of businesses crush it, and they're all run by people who aren’t exactly strategic masterminds. 

They THINK they’re smart (often "smartest in the room"), and somehow things just work out for them… while I’m over here sweating bullets trying to close my first damn sale.

Here’s what I noticed about these people:
• They just do things. Zero overthinking.
• They take risks without even realizing how risky they are.
• When they screw up, they bounce back instantly, no over-analysis, just “okay, what’s next?”
• They’re simply less scared; if you don’t see the danger, you don’t fear it.

Sure, this approach has consequences.

But honestly? 
Being “less smart” is actually a superpower in entrepreneurship.

Do you agree or think this is an overstatement?


**this is me playing dumb 😎

No alternative text description for this image

Over the last 3 years, I’ve placed over 150 candidates across 17+ countries.
(I'll start writing this down for more exact numbers, I swear)
 
But it wasn’t just about volume; it was about a system that actually worked.

And don't get me wrong. 

I had no clue about all this when I started. 
Half of the time, I had no clue what I was doing.
The other half was testing and seeing what came from it.

But from this perspective, there are a few things I'd definitely repeat if needed.

Here’s what made the difference:

1️⃣ Niche down is real.
You can’t be everything to everyone. And can't be a top performer in everything. Choose a focus, and you’ll become the go-to person in that space.

For me, that's e-commerce (tho I wanted to move from it)

2️⃣ Personal Brand
No matter how hard it was for me to admit this. It isn’t optional anymore.
Start posting, engage authentically, and show people why you’re worth trusting.

Or don't.
I still see amazing companies that built credibility without it, but it's a hard path to follow.

3️⃣ Candidate Experience is your reflection and a free ad
Treat every interaction with respect and keep candidates updated.
They remember how you made them feel.

For me, this was a game-changer. 
I naturally care about this as I struggled a lot, so maybe that's the reason behind how I work.
And I have dozens of candidates who can confirm this.

4️⃣ Know what Quality means (to your Client)
Ask the right questions from day one and stay aligned on what “great” actually looks like. Do not compromise on your processes!
Quick $$ can cost you a lot more along the way.
This, I learned the hard way!

5️⃣ Follow-Up like it’s your job (because it is)
Way too many placements are lost because no one checked in.
Don’t be that recruiter. 

Oh, and if today’s market feels tougher than usual…Yes, it is. Super challenging.

But if you do what's on YOU, it gets easier!

So, who’s ready to outwork this market and come out stronger? 

--
I'm Katarina, co-founder @ Jobzzard and I share my mistakes so you don't have to make them when hiring globally.

Looking for a needle-in-a-haystack for your e-com agency?

That's not a hiring process problem. It’s your input problem.

So it’s usually set up like this:
- Broad, generic job post
- No filters or domain-specific questions 
- Ideal criteria never discussed upfront

Most remote teams treat candidate volume as a good sign,
when it’s actually a red flag. Especially today.

An agency owner recently told me: 
“I spent 40+ hours screening resumes, it went nowhere. Now I’m back to my network.”

And what’s missing? 

A simple 3-step filter:
1. Clear 5-point scorecard: what the ideal hire knows and has done
2. Relevant question: one that filters instantly, not the usual “Why this company?” prompt
3. What it is to ACTUALLY work there; if it's crazy af, say it, and people will auto reject themselves.

What happened when they tried it:
- Applicant count dropped by 40%, but they found 2 serious candidates in the first hour, and closed the role in under 8 days.

Turns out, you don’t need more resumes or applicants. But you definitely need better questions and filters.

Does your team have some unique filters in place?

Asking for a friend. 🙃 


P.S. You can see how many applicants we have for our recent roles. It's not the volume that makes the difference. It's when you know how to play the quality game.

Some of these roles even had +1 or +2 hires from the same batches. 😉 

--
I'm Katarina, co-founder @ Jobzzard and I help you spot your internal process problems when hiring remotely.

Wins & Losses — November

Yes it’s that time again!

Wins
	•	New roles from both existing and new clients
	•	visited a few workshops and met some genuinely awesome people
	•	Got 4+ referrals in under a week and first inbounds
	•	Personal shifts + actually exercising
	•	Revenue’s growing (costs too, but whatever, that’s the game)
	•	Prep + market research for the pivot
	•	Planning our first proper trip in years


Losses
	•	Had to cut a client due to zero collaboration; we can’t do the job for you
	•	Lowest close rate of the entire year, so I went back to basics to see where people fall off 
	•	Gave away way too much free consulting on intro calls instead of running sales calls
	•	Missed some great opportunities because of fear of saying no
	•	Not enough sleep = more fatigue
	•	Anxiety creeping in about next year (mix of personal and work stuff), anyone else??

How did your crazy November look like, especially considering Holiday season officially started?

Following up is sometimes the most underrated thing.

But it can also make you seem super salesy, needy, pushy.

It’s a fine line between those 2.

So here’s something I was embarrassed to admit (to myself rather than out loud): I made it sound needy too many times.

My biggest mistake on the sales calls in the past 5+ months was sharing too much… (or the bare minimum from my perspective)

But we forget that our “bare minimum” is sometimes just enough for them to try and see if it works.

Which is fine, but your offer should be the logical next step after that; not them thinking “alright, this was enough to make it successful, let’s DIY.”

Your clients often have no clue what they’re looking for. 
Speaking from a hiring perspective, I had max 1-2 prospects who actually knew what they were looking for and were successful in hiring before me.

To those people, I just said “kudos” and we parted ways. They have what works for them.

But 99% of them had no clue about: their ideal candidate profile, what success looks like for the role, if the problem is being understaffed or internal processes, if they need someone part-time, full-time, or just per project, geo, salary that makes sense, onboarding process, even basic contracts…

So what did I do? 
Instead of 20 min discovery, I did full hour free consulting session on everything I just mentioned. 🥲 

And when it was time for the close and signatures, what happened?

Ghosting.

Followed up.

Zero response EVERY time.

So yes, follow ups matter more than you think.
And they are your best friend when someone is serious about moving forward and committing.

For those just shopping around and whom I gave my Krabby Patty recipe, I can just say: good luck.

Next time I’m choosing. 😉 

--
I'm Katarina, co-founder @ Jobzzard and I share mistakes most people are embarrassed to admit. So this is your sign not to repeat my mistakes.

How many entrepreneurs would actually go back and take any job if their journey suddenly ended?

I’m honestly curious.

What job is “beneath you” really?

Most of us started from the bottom. 
I worked as a waitress, in retail, grocery stores, doing manicures, whatever paid the bills while studying.

My only regret?
Not starting earlier.

If I had, I’d have more skills than half the market here in Serbia. (That’s one mistake I don’t plan on letting my kids repeat)

But I didn’t. So I work with what I’ve got.

And if everything stopped tomorrow?

I’ve thought about it.

I always say: “If my entrepreneurial run ended overnight, I’d go back to doing nails.” Simple as that.
And if that wasn’t possible (like during COVID), I’d just find something else. 

Even if that means working for someone again.

Humility isn’t the enemy, but entitlement is.

What would be your "go-to" job if everything stopped today?


P.S. This was my first Tequila Sunrise, strong af :)

taplio

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