• Competitive but not political. High standard but deeply supportive. 
• The kind of place where people push each other because they want everyone to be better, not because they are trying to get ahead of them.
• Every morning starts with the whole company together. Everyone knows what they are working toward that day and where the team stands. 
• We celebrate wins and are called out specifically. 
• We explain the reason behind decision making and get buy-in from the team. You will have a voice here. 
• Coaches and Sales managers are available, open door policy. 
• If you have spent time in a team that trained hard, backed each other fully, and played for something bigger than individual performance, you will recognise it immediately.

Check out our event calendar Evolv Event Calendar

If you are considering a role in our current cohort for 2026 Q2, here is exactly what you can expect. 7 steps every one is intentional.

Scouting 

Before you apply, we are already looking for top talent. We go deep on the impact you made at previous roles. We look for examples of being a good student, trying hard things, leadership experiences and green flags for skill up opportunities. You will speak with our Talent Scout Team who will guide you through our progress every step of the way. 

Hiring team conversation

Real questions about real situations. The environments that pushed you, the ones that did not. You may meet the founder here. We are listening for how you think, not just what you have done. These are held by our Sales Managers and recruiting leads.

Peer conversation

Candidates get deeper insight to the role from a team member already in their seat. Catches what a structured interview cannot best shared values filter we have. Learn more on Peer Interviews here.

The Challenge

If there was something you wanted to get across in the interview but did not get the chance to, this is where you say it. We are also looking at whether you have done the work. Not to catch you out, to see if you have taken the time to genuinely understand the role, what progression here looks like, and the meaningful work we do for the clients and causes we represent.

Founder conversation

This is the 4th down moment. Sean Hayes runs this one personally. If you are here, we already believe in you. This is about alignment so expect directness. So ear the yards.

The Offer 

Often we have a few in the starting line for a role. You receive a personal phone call form the Evolv leadership team. We make offers to people we intend to back all the way. What you receive reflects what the role demands and what we expect you to build from here.

Onboarding 

Paperwork, office tour, time with your dedicated trainer, and a buddy who can show you the ropes. 

First day 

Detailed outline of your individual training plan.  All-hands morning meeting with the whole company from day one. You are part of the team!

What we look for in practice: coachability, the willingness to be wrong, hear the feedback, and change; competitive drive, not against colleagues, but against their own standard from yesterday; and character under pressure, how someone behaves when it is not going well is more revealing than any interview answer.

Misconception: “Because we’re growing, promotions happen automatically.”

Reality: All promotions are 100 % performance‑based. We promote from within using a clear, merit‑driven framework. Consistency, professionalism, and measurable results, not seniority, drive career moves.

Misconception: “We’re a typical marketing agency that works for anyone."

Reality: We specialize in nonprofit marketing. Every strategy, tactic, and piece of content is built around the unique mission‑driven goals of our client. 

Misconception: "We’re only about events.”

Reality: Events are a core strength, but they’re part of a broader data‑driven, omnichannel approach.

YES! Ten weeks. Real reps. Real money. Real path forward — come find out if you belong here.
Rookie Internship Program

Our current positions for this quarters cohort span: 

Players - individual contributors, field sales, fundraisers 

Captains - Scout, train and develop others 

Coaches - Oversee teams 10-30 

Managers - launch markets and national campaigns 

We promote from within. The people managing teams here came through the same process you are going through now. Progression is tied to performance, results, standards, and attitude.