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🚨 HOT JOBS ALERT 🚨 🏌♂️ 🏌♀️ The Masters are on, so we'll get straight to the point... AGENCY ROLES - HoldCo Agency, In-office 3 days/week NYC: New Account Win ·      Supervisor, Strategy ·      Campaign Manager, Programmatic ·      Campaign Manager, Paid Search ·      Sr. Campaign Manager, Paid Search ·      Associate Director, Performance Media ·      SVP, Strategy Pharma Account ·     Director, Point of Care CHI: Global D2C experience ·      Global SVP, Performance Media ·      Global SVP, Analytics ·      Global SVP, Martech LA: Entertainment Account ·      VP, Programmatic ·      Director, Programmatic For all agency roles, please use this link: https://bit.ly/3VNkhwq SALES/BRAND/ DIGITAL MARKETING ROLES: 🛍 Brand Director (Reusable Tote Bag Manufacturer) – Environmentally conscious reusable tote bags are all the rage! We're working on a Brand Director role for our client, who is the leading supplier to retailers across the US, including Whole Foods and Trader Joe’s (yep, they make the “Stanley cup” of reusable totes.) They’re seeking a seasoned Brand Director to lead a brand refresh and drive eComm growth. This hire will play an integral part in taking their D2C eComm business to the next level of success! Must commute 2-3 days to the office in East Bay (SF area). Contact Laura Lasiter: [email protected] ✂ SVP, Marketing (Digital Marketing Agency) – Will lead the execution of go-to-market strategy to accelerate revenue growth and drive new business. Minimum 15+ years of B2B marketing experience required, preferably at an ad agency or AdTech company. Remote-first agency, but West Coast is preferred. Contact Linda Tuttle: [email protected] 🗂 Sales Director (Digital Media Consultancy) – Seeking an experienced solution-based seller with strong independent agency relationships and proven success driving mid-market growth. This company had a great 2023! Regional coverage - looking for someone in the Upper Midwest. Remote role with occasional travel. Contact Rich Farquhar: [email protected] 📦 Director of Sales, Enterprise Business (Logistics & Supply Chain Solutions): Oversees sales strategy and efforts for implementing the Delivery Solution program for Enterprise Accounts and leads a team of National Account Managers. 10+ years of sales experience, particularly in software sales and selling to enterprise companies. Remote work with travel required (~40% by airplane). Contact Rich Farquhar: [email protected] #adagency #sales #nowhiring

Day 1 of Hiring a Marketing Executive for my team. Okay, marketers, let's talk resumes. I started with 25, narrowed it down to 5... and the hiring process has already been not an adventure. Lessons from the rejected pile: Don't just tell me, SHOW me. "Worked on branding" is cool, but numbers and results prove your impact. Details matter. If your resume is full of typos, what does that say about your work ethic? Lose the selfie. It's 2024 – time to make your skills shine instead. Plot twist: Out of 5 promising candidates... 3 ghosted me after I reached out. Commitment matters, even in the job search! 1 no-show for their interview. Reliability is non-negotiable. The search continues! This is proving tougher than I thought. If you're a results-driven marketing whiz who excels at the basics, my team NEEDS you. Apply now! Think you have what it takes? Email your resumes to [email protected]

🌟 Mastering Talent Acquisition for Inbound & Outbound Marketing Teams In the dynamic world of marketing, finding the right talent for inbound vs. outbound marketing roles is crucial. 📊 Each requires a distinct skill set and approach, so how do you identify the best candidates for each? Inbound Marketing:  Candidates for inbound marketing roles thrive on creating engaging content that attracts potential customers. Look for: - Strong writing and content creation skills ✍️ - Proficiency with SEO and content management systems 🔍 - Analytical skills to measure and improve content performance 📈 Outbound Marketing: Outbound marketers are proactive and excel in direct engagement. Key traits include: - Excellent communication and sales skills 🗣️ - Experience with CRM software and lead generation tools 📊 - Ability to strategize and execute outreach campaigns 🚀 When sourcing candidates, use targeted keywords on platforms like LinkedIn to find professionals who highlight these specific skills in their profiles. 👥 A well-structured Boolean search can help filter the right talent quickly. Pro Tip: Don't overlook soft skills! 🚀 Creativity, adaptability, and a results-driven mindset are essential for both inbound and outbound roles. To spark a discussion, consider this: What's one essential skill you believe is crucial for inbound or outbound marketers that isn't mentioned here? Drop your thoughts below! 👇 I’m Orlando, a partner with KBOtek, here to help you match hiring managers with attractive candidates. Let's connect and discuss how we can elevate your marketing teams! 🌟 #Marketing #TalentAcquisition #InboundMarketing #OutboundMarketing #Recruitment #Staffing #LinkedInTalent #JobSeekers #HiringManagers #CareerGrowth

"How much traffic can your blog post generate?" 📈 That's the question I got asked in a recent interview. I was tempted to answer: it depends. But instead I asked: is that the only thing you're measuring your candidate on? 😱 Even if it's a (scary) yes, it's not surprising. For many marketing teams, traffic is an essential KPI for measuring content marketing efforts. But what they forget is that content marketing is not just about generating traffic. It's also about - developing customer relationships - building trust These micro conversions indirectly drive those macro conversions. 🚀 This is why talent acquisition and marketing teams should analyse candidate capabilities based on objectives, and not just KPIs. Here's an example: if the objective of a content piece is to drive targeted, high-value conversions, will traffic really matter? In fact, that will be a terrible KPI to measure the value of that content piece on. 🗑️ During the hiring process, recruiters (and respective team members) should focus on understanding the candidate's case study and match their results with business objectives. That will give a clearer picture of their achievements. So, folks in talent acquisition and marketing, here's what you should focus on when hiring for content marketing roles (freelance, contractual, or full-time): 🏅Check for the candidate's skills and see if they align with your business objectives 🏅Check if the candidate has proven experience in handling campaigns for those specific business objectives 🏅Analyse the results the candidate has achieved against those specific business objectives 🏅 Understand what's the candidate's roadmap for driving similar or better results for those specific objectives in your business Don't lose a valuable candidate just because you're measuring their skills against the wrong metrics 🛑 #contentmarketing

Know what the job requires A job has certain characteristics that require specific skills and personality traits. These ten general questions will help a leader pick the right person. Does the job require… 1. An up-front or behind-the-scenes person? 2. A generalist or specialist? 3. A producer or maintainer? 4. A people person or paper person? 5. A leader or a supporter? 6. A veteran or rookie? 7. A creative thinker or an abstract thinker? 8. Constant supervision or little supervision? 9. A team player or an individual? 10. Short-term commitment or long-term commitment? The more you know about the kind of person you need and what the job requires, the greater your odds of hiring the right individual. Kurt Einstren says, “Hiring the wrong person costs your company at least two years’ salary. Many times there is much higher price that is paid, not in cash, but stained relationships, bad PR, and lack of trust.” How do I know which team member to hire? You never know for sure. These are some guidelines I have tried to follow when looking for A-players for strategic positions Flying V Group Digital Marketing 1. Know what you need before you start looking for someone 2. Take time to search the field 3. Call many references 4. Have several interviews 5. Include your associates in some of the interviews and ask for their input 6. Interview the candidates’ spouse (if they have one) 7. Check out the candidates’ track records 8. If possible, have a trial run to see if the job and the potential candidate match. 9. Ask hard questions, such as, “Why did you leave?”, “What can you contribute?”, “Are you willing to pay the price?” 10. Trust your instincts There is only so much you can put on paper. If it looks good on paper but feels bad inside, go slowly. In fact, back off and let an associate take over; then compare conclusions. Personally, I only hire a person if it looks good and feels good. Have you ever hired an A-player before? 💪

You've been reading our content and you're considering hiring a social media manager. Check out this article to help ensure you ask the RIGHT questions to hire successfully: https://loom.ly/Lsi4Xak #socialmediamanager #hiring #marketingmanager

Think you can't afford an agency to help you hire a social media manager? Let's rethink that! Here are the dos and don'ts when it comes to hiring a social media manager for your business. Dos ✅ Outsource to a professional recruiter ↳ They understand the industry better and can bring in the best talent. ✅ Consider the potential cost of a bad hire ↳ The right person could save you time, money and potential damage to your brand reputation. ✅ See the value in paying for expertise ↳ An initial investment in a skilled recruiter could result in long-term profits. Don'ts ❌ Assume you can't afford a recruitment agency ↳ The cost of a bad hire or a prolonged vacancy could be much higher. ❌ Delay the decision to hire ↳ The longer you wait, the more opportunities you miss. ❌ Undervalue the role of a social media manager ↳ Social media is a crucial part of your business's visibility and brand building. Invest in a recruitment agency because the right talent can take your business to new heights.

Recruitment Marketing Content 🚀 Struggling to attract the right talent? Let’s find your “Sweet Spot” in recruitment marketing! 🌟 🔍 Candidate Interests : •Job role and responsibilities •Career growth opportunities •Work-life balance •Company culture and values •Salary and benefits •Professional development 💼 Employer Value Proposition •Unique company strengths •Growth and advancement opportunities •Work environment and culture •Competitive compensation and benefits •Training and development programs •Company mission and impact The “Sweet Spot” is where the interests of potential candidates align perfectly with what your company offers. This intersection is crucial for creating compelling recruitment marketing content that attracts the right talent. 🎯 Create Targeted Content: •Develop marketing materials that focus on the Sweet Spot. This ensures your messaging resonates with potential candidates and highlights the benefits of joining your team. By focusing on this intersection, you can craft recruitment marketing content that not only attracts attention but also engages and motivates the best talent to apply. #recruitmentmarketing #contentmarketing #marketing #content #talentacquisition #employerbranding #talentattraction #HR #Humanresources

When I started my job as a Chief Marketing Officer in 2022, I basically had to rebuild the entire marketing department from scratch. This required me to search for new talent very quickly to ensure the needs of our clients were being met. After only a short time in the role as CMO, I determined which positions were the highest priority to scale the department and deliver quality work on time. I created the job descriptions, posted them online, delivered dozens of interviews, and ended up building a great team. I found a very efficient way to move through the process based on the company's requirements, and on one particular day, I did 16 interviews. From that single day, I hired 4 people for 4 different roles, and as a consequence, I also passed out under the boardroom table. 😅 It would have been great to have more experienced members on the team to guide the others, but if you are building a business, team, or department from scratch, I have a few tips. If you have specific requirements, including salary, in office working, fast start date, software skills, work flexibility, etc., make sure you are very clear about those during recruitment. Have these specifications included in the job description, then follow up in your first email communication with a few short questions to make sure they are on the same page and understand. If not, then don’t waste your or their time doing an interview. The first interview doesn’t have to be long. In my case, I ran the first interviews on Zoom, scheduled for 15 minutes each. This first interview was partially a vibe check, but I also considered several other factors during that short time, including: did they show up on time, were they professional, was their communication clear, did they research the company in advance, and could they think on their toes? Bear in mind that in recruitment, only 25-50% of people will get back to you, so if I initially sent out 12 questionnaire emails after selecting them from dozens of CVs, I may only get 6 replies, 4 of which are suitable and 3 of which show up for the first interview. You can narrow down the applicants pretty quickly. This process allowed me to hire some amazing, talented, and hard-working people on a short timeline that I am still close with today. Once everyone is hired, see who excels, see who pushes the department forward, and takes on leadership roles. These are the people you want to promote, nurture, and put in extra energy for. Doing this will allow you to start delegating, improving overall workflow, and building your team even stronger. However you search for talent and choose to grow your business will depend on your particular circumstances, but I cannot understate the importance of building and maintaining a strong cohesive team. And in the words of someone I admire, 'my team doesn’t work for me, I work for my team’. To be a strong leader, lead by example, and don’t expect from others what you wouldn’t do yourself.

Attention employers! Are you looking to attract top marketing and creative talent to your team? With the competition for skilled candidates heating up, it's crucial to advertise your roles where they are actively searching. That's where OnlyMarketingJobs comes in. We're not a recruitment agency; we're your go-to platform for connecting with talented marketers and creative professionals who are ready to take your business to the next level. Our job board is specifically tailored to the marketing and creative industry, ensuring that your vacancies get noticed by the right people. Why choose OnlyMarketingJobs to advertise your roles? Firstly, our niche focus means your job postings reach a highly targeted audience. From digital marketing experts and content creators to brand strategists and social media wizards, our platform is frequented by professionals who live and breathe marketing and creativity. Secondly, we offer unparalleled visibility. With a dedicated marketing community visiting our site daily, your job ads will stand out and attract high-quality candidates who are serious about their careers. If that wasn't enough, our user-friendly platform makes it easy to create and manage your job listings. You can highlight your unique culture and the exciting opportunities you offer, making your roles irresistible to top talent. Don't leave your hiring success to chance. Advertise with OnlyMarketingJobs and connect with the marketing and creative professionals who can drive your business forward. Get started today and see the difference targeted advertising can make! #Hiring #MarketingJobs #CreativeTalent