A Content Writer researches, plans, and produces written material — blog posts, long-form guides, case studies, email sequences, landing page copy, and more — that builds brand authority and drives organic traffic. A great hire is not simply a fluent writer; they think like a strategist, understanding how each piece fits the buyer journey, and they produce work that balances genuine reader value with measurable SEO outcomes. They also hit deadlines without sacrificing quality.
A strong portfolio is table stakes; probe deeper by asking how the candidate decided what to write and whether it worked. Look for someone who can explain the intent behind a piece — was it targeting an informational query, a comparison searcher, or a decision-stage buyer? Great writers also handle feedback gracefully. The editing process surfaces whether a candidate can separate their ego from the work and produce the best version, not their favourite version. Give a short paid test assignment that mirrors your real content types — it is the most reliable filter available.
Freelance platforms, LinkedIn, and content-specific communities like Peak Freelance or Write the Docs are strong starting points. Many of the best writers are actively freelancing and open to in-house roles if the opportunity is compelling. Look inside your own user base and industry — a writer who is already a product user brings authentic voice and needs far less onboarding on the subject matter. Journalism graduates and science communicators often have exceptional research rigour and can quickly learn SEO writing conventions.
Ask them to walk through a piece of content they are particularly proud of — what was the brief, how did they approach research, and did it hit its goals? Follow with 'How do you structure a long-form piece to keep a reader engaged through 2,000 words?' Then test SEO awareness: 'How do you decide what keyword angle to take for a topic when there are several options?' Finish with 'Tell me about a piece that was heavily edited by a stakeholder — how did you feel about the changes and how did you handle it?'
The single most reliable screen is a paid short writing test on a topic close to your real work, not a generic prompt. It reveals research ability, structure, tone control, and whether they can hit a brief far faster than any interview. Give a clear brief with an audience, angle, and word count, then judge how closely they follow it, since ignoring the brief is the most common failure. Read their published work for range: can they move between a technical explainer and a persuasive landing page? Ask them to edit a weak paragraph on the spot to test self-editing. Be alert to portfolios that read as generic and interchangeable, which increasingly signals unedited AI output rather than a distinctive writer.
Freelance and contract writers suit spiky or specialised needs: a one-off campaign, a technical series needing niche expertise, or scaling output without adding headcount. They cost more per piece but carry no long-term overhead and can start quickly. A full-time writer earns their keep when content is a steady, strategic channel, because they absorb your brand voice, build subject-matter depth, and can own a calendar rather than just fill it. In-house writers also collaborate more tightly with product, sales, and SEO. A common, effective model is one full-time writer who owns strategy and voice, supported by trusted freelancers for volume and specialist topics.
Post this role to multiple job boards and screen, interview and decide — all in one AI-native platform.
Prefer to talk? Book a demo · View pricing
Free 1-user plan · No credit card · Talk to a real hiring expert
See your true cost-per-hire and how much Pitch N Hire could save you — our free Recruitment ROI Calculator gives you the numbers in under a minute. No signup required.
Open the free ROI calculatorPrefer a tailored walkthrough on your real roles? Drop your work email:
★ Free 1-user plan · No spam · Talk to a real hiring expert
