DZO Media | Scaling a Remote Team from 5 to 47
DZO Media is a fully remote media buying agency operating across multiple time zones. When ignitix started working with the team, the company had five people and was preparing to scale. This case study shows how recruitment and HR systems supported growth to 47 team members.
- Industry:
- Media Buying
- Project Duration:
- 13 Months
- Client Location:
- Germany
- Key Challenge:
- Scaling a Remote Team
- Services Provided:
- Recruitment | HR
The Problem Landscape
As DZO Media scaled, hiring needed to support multiple roles and seniority levels while maintaining quality. Operating fully remotely introduced challenges around time zones, coordination, and workflow alignment. Without structure, rapid growth risked creating inconsistency and operational friction.
Main Challenges
– Hiring across multiple roles and seniority levels at once
– Managing time zones, schedules, and availability remotely
– Keeping evaluation consistent for junior and senior hires
– Aligning workflows across cross-functional remote teams
– Managing time zones, schedules, and availability remotely
– Keeping evaluation consistent for junior and senior hires
– Aligning workflows across cross-functional remote teams
The Plan
The goal was to scale a fully remote team without losing control over quality or operations. Hiring needed to support many roles and seniority levels at the same time, across different time zones. ignitix designed a structured recruitment flow covering role definition, sourcing, screening, shortlisting, interview stages, and decision support.
Alongside recruitment, HR processes were set up to manage contracts, schedules, availability, and different working models. This allowed recruitment to run continuously, limited founder involvement to final interviews only, and kept team growth stable as headcount increased.
Alongside recruitment, HR processes were set up to manage contracts, schedules, availability, and different working models. This allowed recruitment to run continuously, limited founder involvement to final interviews only, and kept team growth stable as headcount increased.
Execution
Recruitment and HR operations ran in parallel. ignitix managed sourcing, screening, shortlisting, and interviews, while also handling contracts, schedules, and availability. Workflow alignment was monitored across media buyers and creative teams to ensure consistent delivery in a remote setup.
01
Roles and hiring priorities were clearly defined in advance, allowing remote hiring to follow a structured plan instead of reacting to sudden capacity gaps.
02
Sourcing, screening, and shortlisting were handled centrally to ensure consistent candidate quality across roles and reduce unnecessary founder involvement.
03
Workflows between media buyers and creative teams were aligned using tracking tools, improving coordination and keeping delivery stable in a remote setup.
04
HR operations managed contracts, schedules, and availability across full-time, part-time, and hourly roles to maintain clarity and accountability.
DELIVERABLES
- Better Recruitment Flow
- Reduced Founder Involvement
- Stable Remote Team Growth
- Aligned Team Workflows
- Scalable Hiring Framework
