Parvessh Agarwal
Founder & CEO
An entrepreneur at heart. He links business analysis, strategy, clear goals and ROI to practical technology.
LinkedIn →Hire performance marketers
who show you how they got the numbers.
A performance marketer runs your paid ads and judges them on the sales they bring in. You get a dedicated specialist, or a small team. They treat your ad budget as money to answer for, not just spend. We vet every specialist on real accounts before they see yours. They work inside your tools and team meetings, and you can scale monthly without hiring. You meet the specialist who would run your budget before anything is signed.
Interview before signing · Scale monthly
Tell us about the role
Start Your Enquiry
Send a short brief. Once we have a complete brief, we confirm the date you will receive your itemised proposal.
What you get
Hiring a performance marketer through PixelCrayons gets you a vetted specialist across your ad channels, inside your team. They run Google, Meta and LinkedIn as one budget tied to revenue. They state how they credit each sale, and move spend toward revenue each month. A named coordinator supports them. You interview the specialist first and resize monthly.
- Vetted on live ad accountsEvery specialist has run live budgets under our standards, reviewed weekly against revenue.
- A second specialist who already knows your accountsA named coordinator, an escalation contact and a second specialist who follows your change log.
- Working inside your teamYour Slack, team meetings, ad accounts and project tools, with budget calls made in your planning.
Our work
See what we've built
and the results it brought.
Real projects for real clients, with results we can show.
2004
Established
500+
Agencies served
4,500+
Projects delivered
340%
Revenue growth · 7 months
eCommerce
+127%
Organic traffic · 5 months
SaaS
85%
Faster delivery · backlog cleared
via agency partner
Technologies we work with
- Commerce and web
- Shopify
- WooCommerce
- Magento
- WordPress
- Webflow
- Next.js
- Marketing
- Google Ads
- Meta Ads
- GA4
- Klaviyo
- Cloud
- AWS
- Microsoft Azure
- Google Cloud
- AI models
- OpenAI
- Anthropic
- Google Gemini
- Build and deploy
- Docker
- Kubernetes
- Terraform
- GitHub Actions
- CRM and automation
- HubSpot
- Salesforce
- Zapier
- n8n
Product names and marks are trademarks of their owners. Naming a technology means our teams build with it. It does not mean a partnership, certification or endorsement.
Monthly rate for this hire
From $2,800per month, 160 hoursSenior specialists from $4,000, quoted per person.
Direct prices for brands and companies buying for themselves.
What they cover
What a performance marketer covers
across your ad budget.
Their job is the budget itself: where it goes, what it returns and proof of both. This is not someone who runs one channel and happens to know a second.
Ad channels
- Google Ads: Search, Shopping, Performance Max
- Meta Ads: finding new buyers, retargeting, testing ad creative
- LinkedIn Ads: campaigns that bring in B2B sales leads
- Programmatic display and video ads
- Retargeting set up to work across every channel
Measurement
- Working out which channel earned each sale
- Server-side tracking that respects cookie consent
- GA4 and conversion API set-up
- Improving return on ad spend and the overall cost to win a customer
- Testing what ads really add: knowing what the numbers can't say
Budget and reporting
- Budget planning, with money moved between channels each month
- Planning and reading ad creative tests
- Working with your design and conversion teams on landing pages
- Reports tied to revenue, ready to share with clients
- Forecasts that don't pretend to be more precise than they are
In practice
What a performance marketer
does between the dashboards.
The daily work of paid ads, what to ask in an interview and what to settle before work starts.
Most of the week goes on checking results
New campaigns are a small part of the job. Most of the week goes on reading search term reports and cutting waste. The marketer checks that conversions still record after a site update. They compare ad platform results with your analytics and your CRM. They decide which creative tests have run long enough to call. There is a check on budget pace, often more than once a week. There is also a written note on what changed and why. Some marketers launch something new every week but can't say what they switched off. Then the account is getting busier, not better.
What to ask in the interview
Ask them to open an account they have run, under NDA if needed, and explain one decision to cut spend. Strong candidates talk about what the platforms over-claim. They explain how they match platform numbers to real orders or sales leads. They say which results they would not trust. Ask how they would test whether search ads on your brand name add sales or just collect them. Ask what they need from your sales team to judge lead quality. Be wary of anyone whose answers are all about bidding tricks. If they say nothing about tracking or margin, keep looking.
Settle tracking and targets first
Before the first day, give admin access to every ad account, your analytics and your tag manager. If you sell to businesses, add a read-only view of the CRM. Share your real margins, or at least what you can afford to pay for each customer. A target without a margin behind it is a guess. Tell them which conversions matter: a purchase, a qualified lead or a booked demo. Flag anything that broke recently, such as a checkout change or a new cookie banner. The first two weeks usually go on measurement, and that is time well spent.
How the hire goes wrong
The usual failure is judging the marketer on the ad platform's own numbers. Every ad platform gives itself generous credit. A specialist rewarded on the platform's return figure will chase it. They often lean on retargeting and brand searches that would have bought anyway. The second failure is splitting channels between people who never compare notes. Then Google and Meta both claim the same sale. The third is changing the target every month. Pick the business number you care about and agree how to measure it. Then hold it steady long enough for the data to mean something.
Who they work with in your business
Paid ads sit between several teams. Your creative team makes the ads, so agree how often new ideas arrive and how to report which ones worked. Your web or conversion team owns the landing pages. A marketer who can't get a page changed ends up buying traffic for a page that leaks sales. Developers own the tracking code and server-side events. Sales owns lead follow-up, which decides whether a cheap lead was really cheap. Give the marketer a named contact in each team. Also give them a regular slot to raise problems before they cost money.
When paid ads are not the answer
If your site converts poorly, more traffic makes the problem more expensive, not smaller. Fix the page or the offer first. If you can't yet measure a sale or a qualified lead, hire someone to fix tracking before someone to spend. Some products have little search demand and a long sales cycle. There, content and direct outreach may do more for the same effort. And if the budget is too small to show clear results in a reasonable time, learning will be slow. A good marketer will spend it carefully but struggle to learn from it. Say so early, and plan around it.
How it works
How hiring works,
from brief to first day.
Start
Brief and a call
You describe your accounts, your tools and the gap. We propose the specialist, or small team, whose past work fits.
Once the brief is complete
Proposal and interview
We confirm the date your proposal will arrive. You interview the specialist before anything is signed. If the fit is wrong, we propose someone else.
Your decision
You sign off
You confirm the scope, the payment and the access we need. Nothing starts before this.
Typically 2 to 3 business days later
They start in your tools
We connect your ad accounts and review your tracking. The specialist joins your team meetings.
Every month
Scale up or down each month
Add a second specialist when spend grows. Step down when it doesn't. You can change the size each month, with no hiring decision.
You make requests, give approvals and see the weekly review in your Prism workspace. Each decision is written down with the result it was meant to bring. See how Prism runs the work →
Get a Proposal
Meet the people who will do the work before you sign
Why through us
Why hire through us:
the marketer and the support behind them.
Hire a performance marketing manager on your own and you get their skills. Hire through us and those skills sit inside a company that does this work every day. That support keeps your budget managed when life happens.
Vetted on live ad accounts
Every specialist in our team has run live budgets before yours. Those budgets ran under our own standards. They were reviewed each week against the same revenue reporting you will receive. Past work tells you more than an interview. One shows what they have done with real spend. The other shows how well they talk about it.
A second specialist who already knows your accounts
Your budget also has a named coordinator, an escalation contact and a second specialist named up front. The second specialist is briefed on your accounts from day one. They follow the change log and reporting notes the first one keeps. If the first specialist takes leave or moves on, the second steps in without a slow start. Nobody opens your ad account cold. A lone freelancer can't offer that. A solo in-house hire has nobody to hand the budget to when they are out.
Working inside your team
They work in your Slack, your team meetings, your ad accounts and your project tools. They can use your email domain if you prefer. Dedicated means making budget calls inside your own planning. Tickets are not thrown over a wall into someone else's queue.
Quality checks you can see
A weekly review in Prism is written up and tied to revenue. Each month's decision on moving budget is written down. Creative tests are logged as a win, a loss or no clear result. If you doubt what a month of paid ads bought, the budget notes and test log answer before we do.
Side by side
Hiring on your own,
compared with hiring through us.
An in-house performance marketer still makes sense when paid ads are a permanent, full-time job central to your growth. We'll say so when it is. This is for every other case.
| Hiring it yourself | Through PixelCrayons | |
|---|---|---|
| Time to a working specialist | A full hiring cycle: finding people, interviews, notice periods and onboarding | Eligible work can typically start two to three business days after scope, payment and required access are confirmed |
| Vetting | A CV and an interview. You find out the truth on the job | A track record on real accounts under our own standards, reviewed weekly |
| Management work | All yours: budget priorities, creative reviews, tracking checks and cover | A named project manager handles the admin. You set the revenue target, not the reporting schedule |
| Scaling | A new hiring cycle each way: months to find a specialist across channels, severance to lose one | Change size monthly: add a specialist or step down with a conversation |
| Risk when it doesn't work | A wrong hire slows you down until it's caught, then a hard exit | If the fit is wrong, we propose someone else. They take over the tracking set-up, not a cold account |
Who is accountable
The people responsible
for your work.
Saundaraya Gupta
Technical Manager
Brings technical work, client updates and project management together, so work moves smoothly from brief to launch.
LinkedIn →Every engagement
A named coordinator and escalation contact
Know who coordinates your engagement, who owns the work and how to escalate an issue.
All engagements. Roles may be combined and vary with your engagement.
Before you sign
Our commitments
Each one says where it applies and links to its full terms.
Time-zone overlap
At least four hours a day inside your core working hours. Two hours plus a daily written handover for the US West Coast.
Managed specialists only; not a staffing promise for project teams.
Full termsClear IP & Ownership Terms
Your materials remain yours. Bespoke deliverable rights, licences and handover are agreed before work starts.
All engagements.
Full termsClear Delivery & Escalation Ownership
Know who coordinates your engagement, who owns the work and how to escalate an issue.
All engagements. Roles may be combined and vary with your engagement.
Full termsWhy not just hire a freelancer?
A freelancer can be the right choice for a single, well-defined task. We are set up for work that needs an accountable team: a named coordinator, delivery reviewed by QA and a senior lead before release, and continuity arrangements written into the engagement. Confidentiality, ownership and escalation terms are agreed in writing before work starts.
How does time-zone overlap work?
Your engineers work at least four hours a day inside your core working hours. We set the window with you before the engagement starts and hold it for as long as the engagement runs. For the US West Coast the live overlap is two hours each morning, with a written handover at the end of every Indian day. We do not run night shifts: engineers who work nights leave quickly, and keeping the same people on your team matters more to us than a longer overlap.
Can we try you before we commit?
For eligible managed specialists, yes: up to 14 calendar days or 80 logged working hours, whichever comes first. Stop within it and eligible trial hours are free; continue and they're billed at the agreed rate. Unpaid trial work stays ours. Project work and other roles get a paid pilot with scope, acceptance criteria, duration and fee agreed first.
What if we want to stop?
Cancellation, notice and any renewal terms are written into your proposal or statement of work before you accept it. If an engagement ends early, we hand over completed, paid-for work and list any unfinished work separately. For an eligible specialist trial, you can stop within the trial window and pay nothing for eligible trial hours.
How we handle claims, credentials and your data: group credentials, dated ratings, how case figures are signed off, client permissions and data handling.
How we vet
How we vet a performance marketer
and what to ask them.
Every ad platform gives itself generous credit. Our vetting checks that the marketer matches platform numbers to real orders or leads. They must also explain what they switched off.
- 01Shortlist on past ad account resultsWe propose the specialist whose work on real accounts fits your accounts, tools and gap. Their work is held to our own standards and reviewed weekly. On request, they can walk you through a live account they have run, under NDA.
- 02Interview on a decision to cut spendAsk them to open an account they ran and explain one such decision. Strong candidates talk about what the platforms over-claim. They explain how they match platform numbers to real orders or leads, and which results they would not trust.
- 03Test what ads really add, and marginAsk how they would test whether brand search ads add sales or just collect them. Ask what they need from sales to judge lead quality. Be wary of answers all about bidding tricks, with nothing on tracking or margin.
- 04First two weeks: measurement before spendOnce started, they review your tracking and current set-up and write up what they found. If tracking has problems, the first two weeks go on measurement before spend moves. If the fit is wrong, we propose someone else.
Questions
Frequently
asked.
Eligible work can typically start two to three business days after scope, payment and required access are confirmed. Before that, once we have a complete brief, we confirm when your proposal will arrive. You interview the specialist before anything is signed. If your accounts have tracking problems, measurement is fixed before spend moves.
Onboarding starts with an NDA, then access to your accounts and tracking. Next they review your current set-up and write up what they found. You agree the first month's priorities before anything changes. They join your team meetings from week one. So onboarding follows your planning and approvals instead of running beside them.
You get a written report every week, tied to revenue. It shows what ran, what each channel returned, what is being tested and what moves next. Platform numbers sit next to analytics numbers, with any gaps explained. Each month, the decision on moving budget is written down with the reasons. Agencies placing a performance marketer on a client's accounts get these reports in their own templates.
One is the normal starting point. A single paid ads specialist covers most budgets across channels. A second person can join when spend or scope justifies it. That might be a creative testing specialist or an analytics engineer. The monthly resize works both ways. We'd rather start with one specialist than sell you a team your spend doesn't justify.
Tell us early. Proposing a different specialist is part of how we work. The new person takes over the set-up notes, test logs and decisions the first one kept. So a switch takes days, not a restart. The proposal names the second specialist who would cover your accounts. It also says whether that cover is in the monthly rate.
Interview your performance marketer
before you sign anything.
Tell us about your accounts and the gap, then interview the specialist who would run your budget. If you really need a project rather than a person, we'll say so on the first call.
Interview before signing · Scale monthly
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