Jobzzard

What I Do at Jobzzard
- Help companies find the right people fast (without wasting time on bad fits)
- Use AI + human recs to sort through applicants and highlight the best ones
- Talk to clients to understand who they actually need
- Build hiring systems that don’t fall apart when things get busy
- Write simple, honest hiring job ads that get attention from great candidates
- Guide the team on how to source and message candidates in a non-spammy and value-focused way
- Run tests to see what works (roles, markets, pricing, positioning, calling your mom if needed)

Roles We Focus On
- E-commerce (Email Marketers, Account Managers, Klaviyo Tech, Copywriters, PMs, Email Designers)
- Engineering (Frontend, Backend, Fullstack, DevOps, Data)
- GTM (Sales, SDRs, Growth, Marketing, Paid and Organic SM, GTM Engineers, CSMs)
- Product & Ops (PMs, Ops, Designers, Recruiters, EAs, VAs, BizOps)

Where We Hire
- Remote across Europe, LATAM in most cases, sometimes Asia, Africa, US
- Placing people for US and EU companies usually + sometimes Australia

How it started:
Jobzzard kicked off as a side project in late 2023.

We were fed up with clunky hiring systems that just didn’t work for remote teams. 
So we built our own thing and never looked back. 

Now we’re here to shake things up and make remote hiring way less painful (and way more effective).

Co-Founder / CEO

Skylead

- Helping with team expansion at Skylead, focusing on placing key tech talent 
- Preparing outreach strategy for internal hiring 
- Sourcing, interviewing and preparing candidates for the next stages

Recruiting Consultant

Zabota

As Head Recruiter some of my responsibilities include leading a small team, overseeing full-cycle recruiting with a focus on building strong client relationships, and sourcing top talent globally.
I also manage sourcing, screening, and interviewing processes, ensuring candidates are well-prepared at each stage.

Main strategy is cutting hiring costs while maintaining high-quality placements across various industries.

Key Achievements:
- Managed full recruitment for multiple e-commerce agencies (to name a few: WellCopy, AdSumo, Real Way Marketing, Foxxr, FIT Solutions, Sales Momentum, Valuetainment) 
-  Successfully placing over 30 hires in recent months
- Helped clients cut hiring costs by 30-40% while filling challenging roles in ecom booming 2024 market
- Reduced general client hiring costs by more than 50% compared to traditional methods, potentially saving up to $60,000 per hire annually
- Hiring, onboarding, and training internal team members and improving overall business processes along the way

Head of Recruitment

- Led full-cycle recruitment from junior to C-level roles
- Utilize sourcing platforms with a focus on talent acquisition to identify potential candidates;
- Draft job descriptions and advertise job openings;
- Screen and interview candidates for different positions;
- Focus on headhunting and sourcing candidates from EE, SEE and LATAM regions;
- Maintain and manage the candidate pipeline for present and future roles;
- Collaborate with clients and internal teams to gain insights into talent requirements;
- Ensure accurate candidate records and provide regular updates on recruitment progress;
- Support administrative tasks and streamline project management processes.

*As a TA Partner in full-cycle global recruiting for US and European clients, I've helped companies reclaim valuable time and achieve more than $200,000 in yearly savings by placing key remote talent from strategic global locations.

Talent Acquisition Partner

Balkan Hire

- Translating client’s needs into a job ad - writing a comprehensive job vacancy using guidelines;
- Tracking and updating candidate and client sheets and documents;
- Working closely with the main recruiters and assisting them in the hiring process and sourcing part;
- Headhunting for the highest results;
- Conducting background and reference checks;
- Onboarding of new employees

Biggest accomplishment: Successfully led end-to-end recruitment for Senior and Manager positions at a European NGO. I managed screening, sourcing, panel discussions, hiring, and onboarding for these critical roles.

Recruitment Assistant 

Blue Wing Ads

- Project Management
- New Partner Onboarding
- Partner Relationship Management
- Analyzing and understanding partner requirements
- Providing marketing strategies and campaign optimization

Led strategic optimization for 300+ partnerships in the US insurance PPC & LeadGen industry, overseeing a full data migration to streamline operations and drive growth.

Partner Success Manager

- Partner outreach 
- Internal campaign coordinator
- Administrative tasks
- Analytical tasks
- Organizing

Built and nurtured relationships with 300+ partners in the US insurance PPC & LeadGen industry. Focused on driving growth and creating lasting partnerships.

Partner Manager 

Nomad Capitalist

Some of my tasks included: 
- screening potential clients based on established criteria, 
- general office tasks and organizing office events
- administration and accounting tasks, 
- HR duties like screening job applicants and handling first interviews, onboarding process and training for new hires, 
- Client communication: handling incoming emails, social media messages, and phone calls within the Sales team
- Biggest project: Hiring global teams in Armenia, Georgia, and C-level executives in Dubai and Belgrade offices.

Client Relationship Assistant

Sales Advisor

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.

Generational gaps in hiring.

I recently had a great online facilitation with ppl from Empple, which made me think about generational differences while hiring.

One thing that stood out is how different generations think and approach their work model (shoutout to Miljana Nikolić for the topic).

So let's talk about Gen Z, and how everyone is quick to judge them: 
- how they want to work for XY amount in their first job
- how they just care about money and 
- give zero effort and disrespect their superiors

Sure, there is some truth to it, but it's not a rule of thumb (this goes for other generations as well).
Gen Z doesn’t hate work.
They hate YOUR version of work.

Maybe they don’t want to be:
- Micromanaged on Slack at 11pm
- Having an unpaid internship with 0 incentives
- Underpaid but “part of the family”
- Given a burnout badge for “startup hustle”
- Work with someone who doesn't want to hear any new ideas

Maybe they just have boundaries, and so should you. 
I know I need to work on them.

Maybe that’s not laziness, it’s sanity, and I think older generations might have a take or 2 from them.

Wild, right?

If your offer doesn’t respect the person behind the resume, it’s not a Gen Z problem, more of a leadership one.

Katarina Perisic

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

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Someone recently DMed me.

Asked me to find them a top 1% performance marketer.

Alright, solid ask.

But every time I tried to ask more about the role, they dodged the question and went straight back to fees and replacement guarantees. 

And again "can you find my top players in a few days?"
Mmmhm, sure boss, let me just grab them from my back pocket.

Do I look like a f* mind reader?

I did my fair share of mistakes with these profiles. 

But now, when I’m choosing clients, that’s a huge red flag. 
An immediate no, even if I know I could help, even if I did have them in the back pocket for real.

Same goes for people who send one-sentence DMs asking about fees with zero context or role details.

This is not grocery shopping. It's a foundation for your remote team.  
So if you don't care, why should I?

And just to be clear, I usually share a ballpark range right away because I hate wasting my time.

So if your offer is north of $1,000, pick your clients wisely.

This is how I keep my sanity.

-- 
I'm Katarina, co-founder @ Jobzzard and I partner with remote-first companies ready to scale their businesses by placing top talent and not just filling seats.

The good, the bad, and the ugly

Sept BTS edition

1) Good:
Placed a couple of amazing people for different companies, mostly eCom. 
It was a lot faster than usual. 
Our average time to shortlist was 5 days.
Quality + speed = priceless

2) Bad:
Thought we had the worst month to date.
No new roles so we started panicking until we landed 4 at the same time.
Some processes took longer than expected due to unforeseen circumstances.

3) Ugly:
Candidates ghost too. And can have the worst timing.
After a great and fast process, the offer was extended and rejected after 5 days, so we had to take care of it asap. 
It happens, but it's not pretty.

This was a reminder for us, but also for anyone else doing their own thing. You never know what waits at the finish line, so you just need to stick around a little bit longer.

Thankfully, I'm stubborn and hate unfinished business :)

WORST MONTH YTD.

Almost.

At least that’s what I thought five days ago, then we landed 3 new roles.

For this September recap, I’m sharing the rollercoaster of boring work that no one sees. Starting with the fails 👇

Fails
- Got drowned in irrelevant tasks that don’t bring revenue (but were super important for systems)
- Sat through calls I didn’t see value in (but you never really know)
- Tried to do it all → stretched myself way too thin
- Actually burned out (and still haven’t rested properly)
- Messed up with finance, knew we had money but not where it all was (organize your sheets, ppl)
- One role dragged on forever because I lowered the bar at the start
- Felt crazy anxiety from not moving fast enough
- Talked about business almost nonstop with friends (bad habit, working on it)
- Did tons of outbound testing with almost zero results
- Took every ‘no’ or ghosting way too personally

Wins
- Got into face-to-face meetings that were super relevant and pushed me out of my comfort zone (but also played with my head)
- Bought a mat so my back hurts less when sleeping
- Started thinking more strategically about next steps; still finding that sweet spot
- Began appreciating what I DO have right now, and finally started feeling that “home vibe” again (after years living in a suitcase)
- Met some amazing people both online and offline (didn’t think that would happen)
- Started valuing my time more and saying no more often
- Decided to ramp up video content game (work in progress)
- Still sleeping well

This was a hard pill to swallow, but it's necessary as not everything is shiny and glamorous.

If you found yourself in a similar situation, feel free to share, it feels less lonely :)

Hiring in panic mode? 

This is your sign to STOP

Because panic hiring is almost always = bad hiring.

So before your next panic mode, here’s what to do before you post a job ad:
1) Pause & define the 3 must-haves.
2) Decide how fast you can interview & decide on the entire timeline.
3) Write a JD candidates actually want to read and make it compelling or repealing (or both)

The wrong hire costs more than waiting 2 extra weeks.

What’s the worst panic hire you’ve made?

Are you negotiating your salary?

Good.
But, when?

This is not something you should think about AFTER signing the contract. 

You should think about it before.

I can’t even pull the number of candidates who asked me this question.
People think someone would just give them the highest salary for the open role.

Spoiler alert, they won’t. Like ever.

I made this mistake at least 3x times. Said: "alright, I will accept lower range just to put my foot in the door." 
But what happened after?
I struggled 6+ months for a raise, it was long overdue, ending up with maybe $50 increase, but the title and workload were at least double.

But here’s another scenario: you said you’re okay with the range discussed on the first call. And then you went to sign the offer and asked for double. That’s how you destroy bridges.

I’m all for asking what you’re worth, but do it BEFORE. 
So if the range is, for example, up to $3k, and you won’t consider anything below $4k, WHY WAIT FOR THE FINAL round?

Just say it early, ask if it’s possible to negotiate, if yes, good, if no, move on. Don’t waste your time or anyone else’s.

TL;DR  Do your research BEFORE the interview, ask for the range, do a deep dive and what you’re comfortable with. Discuss on the FIRST CALL to see if it makes sense. And if they don't want to say the range, move on, they'll lowball you almost 100%.

That’s it.

“Throw them into the fire, they’ll figure it out.”

That’s how a lot of us millennials were trained to work. 

And yes, we did figure it out… but at what cost?

I realized recently that I never actually learned many of the basics early on (in sales, marketing, even recruiting). 

My basics came from retail and hospitality. 

But things like: what tf is a CRM, ATS, hosting, outbound, PPC, SEO, AOV, LTV? Most of it I picked up either when I was interviewing for jobs, or later on when I was the one interviewing candidates.

Yes, this is me admitting I don't know everything, and I sometimes have no clue what I'm doing :)

And it’s both a curse and a blessing:

Curse → we had no mentors, no structured training, no chance to practice the fundamentals, we often have to find our own way around it because of the holes in our knowledge
Blessing → without being boxed in by “how it’s always done,” we found different ways to solve problems and bring fresh perspectives, almost always we can (and will) find a solution faster than anyone else, it's just how our brain is now wired

And Gen Z? 
They often skipped the basics too, just in a different way. 
Some carve out opportunities on their own, others stay under the family wing until they’re ready to launch.

The question is: what’s the right balance between structure and freedom in learning at work?

I don’t have an answer, do you?

--
😶‍🌫️ I'm Katarina, co-founder @ Jobzzard and I sometimes think about remote hiring from a philosophical perspective.

Laziness
Biggest killer of job dreams.

Can you actually dedicate the time to apply for the role you really want properly?

I don’t think so. At least that's what I'm seeing today.

I remember when I’d spend a whole day tailoring my CV and motivational letter just to get noticed by the companies I wanted to work with. 
Yes, ghosted countless times, but didn't mean I didn't put my best effort there.

Maybe if I had AI I'd play it differently, but not at the expense of sounding like everyone else.

Today, the job market is insane. 
Remote roles? Crazy competitive.

So what do most people do? 
They nag, they blame recruiters and when they apply they just lie and stay lazy.

Excusez-moi, but in this case, the job market is not the issue.
(yeah it is, but to the point, the rest is on you)

You have to be resourceful, you have to be YOU and not fucking lazy.

Yes, it’s hard.

But if you bring mediocrity to the table, that’s exactly what you’ll get back.

Ask the IT industry and their bubble.

You may hate it, but those are the facts.

--
💫 I'm Katarina, co-founder @ Jobzzard and I sometimes curse while I look for top A remote players.

“There’s no such thing as talent.”

That’s what a someone I looked up to told me years ago. 
It was direct, even blunt, but it stayed with me, and I didn't really understand it.

But now, when working on hiring constantly I started thinking about it again.
Was I even talented or just learned some things quicker?

The people you call “talented” or A-players? 

I'd say they’re just better at this game:
→ They spot their potential early and act on it
→ They execute the same move a thousand times if it matters
→ They don’t wing it; they have models, frameworks, and processes
→ They bring potential solutions, not just identifying the problems

And when the game changes?
They’re the first to adapt or they move on fast. 

That’s the whole thing.

We should stop chasing "talent" and focus on developing the right habits.

Simple, yet it can change everything.

What do you think? Is talent overrated, or is there more to this? 🤔

And have anyone noticed how usually the best solutions are super simple?

--
💫 I'm Katarina, co-founder @ Jobzzard and I love challenging traditional recruiting myths while building new approaches.

What AI can’t do (and why we still have humans in the loop)

Everyone’s talking about AI taking over recruitment.
But let’s be honest, there’s no algorithm for intuition. :)

AI can find candidates.
It can sort them, rank them, score them (tho not the one on LinkedIn job ads, IYKYK)

But who asks the follow-up question when someone pauses?
Or picks up on a subtle tone shift that a machine would miss?
Or actually cares about their "gap" in the CV and not flagging it as a "no"?

That’s where you come in. 🤝

Your instincts, your experience, your human touch - that’s what turns a good hire into the right one.

And that's our focus. We're just good at understanding both sides, sometimes even before you see (or know) what works best for you.

AI handles the heavy lifting:
→ Analyzes profiles
→ Shortlists candidates
→ Reduces repetitive admin work

But we double-check the human part, so you decide who moves forward for the final stages. 

You still need to work with these people, so you have to have some part in it. 🙃 

With Jobzzard, AI works with you, not instead of you.
Great hiring is still a human skill and if you so eagerly want those A-players, this is your win-win combo.

If you needed a sign or a shooting star to start thinking about your next remote hire. This was it. 💫 

--
🔔 I'm Katarina, co-founder @ Jobzzard and I'm your remote hiring Avenger even when you don't know you need saving.

What recruiters wish founders knew about hiring

The problem isn’t the number of applicants.
It’s the noise they create.

So, would you rather have 30 qualified applicants - all strong, or 300+ random people who apply everywhere?

Most leaders think they have a hiring issue because not enough people are applying or too many are unqualified.

But that’s not the real problem.

You’re using a job description that doesn’t speak to anyone specific and you're just doing the bare minimum to find the right fit. 

Here’s what happens next:
↳ You end up with a flood of misaligned CVs. 
↳ Your team spends time going through noise instead of meeting real talent. 
↳ Your calendar gets clogged with irrelevant profiles that don't meet even 50% of the criteria.
↳ The best people don’t even bother applying because the message didn’t resonate or it's not clear enough.

Then you assume there’s a talent shortage when in reality, there’s a clarity shortage, and it's on YOU.

A strong candidate pipeline starts with a message that:
- Speaks directly to the person you’re trying to hire (same as you do in sales)
- Shows them what success looks like (because no one will stick around if the path is unclear)
- Makes it clear why they should care (and how you have skin in the game)

It’s not more candidates you need.
It’s fewer - but the right ones.

How do you craft job descriptions that attract the right people from the start?

--
I'm Katarina, co-founder @ Jobzzard and I help startups and ecom agencies with crafting the whole remote hiring strategy tailored to your needs and for the talent that actually moves the needle.

If I had time to check all fake job ads here, I'd be Joshua Fluke
(check YT if you don't know the guy)

I was watching him share a couple of overhyped AI focused job ads from Indeed, and I asked myself at least 5x "what in the actual f"

Like cmon, we all know there are tons of fake job ads out there, but: "you will receive cash salary when we raise the round" feels like 12 yo are starting there own companies with "vibe coding" and you should feel privileged to work with them.

Btw, vibe coding job ads that require actual 5+ years of full stack engineering experience and specific tech stack :)))))

And it's not just Indeed, it's every job board out there. Local, global, remote, hybrid, design, tech, you name it.

So I shared a few thoughts with my partners.
We started thinking about what happened with LinkedIn being the platform for people to connect on job opportunities. 
We come up with nothing.
We have no clue.

Anyone has their theories on what happened?

5 years of recruitment taught me a lesson I wasn’t expecting:

Executive Assistant roles are way harder to fill than they look.  

When I was starting out, I thought these roles would be the easiest part of the job.  

I remember every time we signed a client for EA role, we were like “oh this can be done in 2 weeks max”

I quickly learned I was wrong.  

So yes, sometimes the company hiring has no clue what they need.

But sometimes the deepest “must-haves” only surface when you actually find the first batch of candidates and speak with them.


Here’s what makes EA searches surprisingly tricky:

→ Most EAs aren’t actively looking.  
The best EAs are happy where they are and know their worth. They know the company inside out and have built relationships over the years. When I call them, the answer is almost always polite but firm: “Thank you, but I’m not interested. I’m happy here”; or it's the budget.

→ Strong EAs are very attached to their executives.  
A good EA and a great executive build a strong partnership. It’s one of the most powerful relationships in a company, and the best matches form when both parties grow together. And they learn from each other.

→ Every EA candidate is unique.  
There’s no template. Each EA brings different strengths, styles, and ways of working. You can’t just plug them into any role and expect a perfect fit. And here, they expect both sides to have an equal share of their "skin in the game".

I’ve placed dozens of senior leaders, super complex and specialist roles. 

But finding the right EA?  

That still challenges me every single time.  

Somehow, it always takes longer than I think it will.

So now, learning from my mistakes, I ask so many questions during client calls and after, during the process.

There is no such role that would fit and align perfectly everywhere and every time. 

But if you can understand and anticipate their needs (even before them), that’s where you build trust and place the right fit.


Fellow recruiters, what role do you find surprisingly hard to fill?

So with tons of AI-powered platforms (mine included) 
I started thinking
Is this micromanagement in disguise?

We started more remote last few years, discovered more freedom, connected more in the global village.

But what about control?

Managers, VPs, CEOs started losing it.
They want to “stay on top of everything,” but what does that mean?
In most cases, pure micromanagement because they hate being out of control and not being the smartest person in the room.

Ego much?!?

So with AI promoting “freedom” and more focus on “what you actually need to do” are we actually there?

Or are we becoming the modern slaves of something “unknown” (read again - micromanagement in disguise)

Man, I should’ve done my MA thesis on this topic…

Bottom line, are we just exchanging one "golden cage" for a different one?


--
🪙 I'm Katarina, co-founder @ Jobzzard, follow me for more myth-breaking truths about remote hiring

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