Strategy Source’s Post

*HOT Job Alert* Chicago-based Linear/OTT salespeople - be sure to check this out! CTV streaming company with massive scale (including diverse content). See below for more details, and if not you #payitforward. #jobsearch #digitalmarketing #sales #advertisingandmarketing

Let’s be honest, hiring is a mess right now. Especially if you’re hiring marketers as so many companies I talk to are … and it’s even worse for the actual marketers. I’ve been speaking to Founder, CMO, and VC friends of mine and the problem seems to be getting worse, not better. Here’s what everyone is saying. Whenever they post an open marketing role on LinkedIn, they literally get 300+ applicants. It used to be that you were lucky to get 20. The main problem with this is that it ends up being a terrible experience for both sides. It sucks for the applicants because the hirer doesn’t have time to properly comb through all of the resumes, case studies, etc., so a ton of great candidates get lost in the mix and don’t get the job they should. But it also sucks for the hirer because they waste tons of time, energy, and ultimately money by going through a super antiquated process, when they really just want to focus on growing their business. And this problem is going to get worse and worse.. So what’s the solution? Well I always tell them this is literally the reason MarketerHire exists. MarketerHire matches you 1:1 to expert marketers in 48 hours based on your exact requirements. Hirers can cut through the noise and waste less time on endless applications Talented marketers get matched to the best opportunities, with no hassle. It’s better for both sides Every time one of my friends that’s hiring complains and asks if there’s a better way … I simply say, “THERE IS”!

93% of CEOs are dissatisfied with their strategy for attracting talent. And it makes sense: - Job ads don't seem to work these days - Hiring your friends and family rarely works out (and can *really* backfire) - And you can only promote so many people from your current team… But if you want to recruit a true difference-maker and go-getter, there is something you can do. There is a 3-step hiring framework that… 💪 Boosts candidate quality by 50% 🤝 Has a 12-month success rate of 95% ⏱️ Gets you an A-player in only 3-6 weeks On a high level, the framework works like this: 1. Source only the best candidates 2. Present the opportunity so well they have to respond 3. Filter strictly (accept less than 1%) Curious to find out more? I've put together a 3-step guide for hiring an A-player digital marketer (in less than 5 hours per hire). The link's in the comments.

Hiring managers & recruiters! I'm here to help you find jobseekers. This list contains almost 200 motivated jobseekers that sent me their information this past weekend! https://lnkd.in/gUkTVpgz This list is new each weekend, and all of this information was sent to me over a 72 hour span from Friday - Monday. Please review the list. In it, you'll find relevant information for the jobseekers, such as job title, industry, experience, location, and more. Once you review it, please message me with the jobseeker number for any candidates you'd like to contact. Send me a message in this format: Jobseekers 09.18.23 Jobseekers 100 200 300 I will reply back to you with the candidate's LinkedIn profile. It's then up to you if you want to reach out to the jobseeker. JOBSEEKER NOTE: This list is closed for this week. You cannot join. And I cannot open it to make changes at this time. However, I create a new list each week. Your next chance to join will be this upcoming Friday. Look for my post then when instructions on how to join. Let's get every green banner down and every opening filled! #hiringmanagers #recruiters #jonathansjobseekers Jonathan's Jobseekers

Want the inside edge on the newest opportunities in the #remote workforce? Looking to ACE your interview? #connect #follow and hit that 🔔 to make sure you catch every fresh #jobposting as they drop. You’ll also find a quick summary and tips to get prepared for the interview! So let’s get into it…this opportunity is for: Director of Content Marketing https://ift.tt/iaHoMUc Summary: Scorpion, a leading provider of technology and services for local businesses, is seeking a Director of Content Marketing. The role involves developing and executing a comprehensive content marketing strategy to drive lead generation and engage the target audience. The successful candidate should have expertise in content strategy, lead generation, content production and distribution, team leadership, cross-functional collaboration, data-driven decision-making, budget management, and brand positioning. The position offers competitive benefits and compensation based on experience and location. Now for the fun: Most likely interview question: Can you provide an example of a successful content marketing strategy you developed and executed in your previous role? High level tip on how to best answer it: When answering this question, provide a specific example of a content marketing strategy you developed and executed. Discuss the objectives of the strategy, how you identified the target audience and their needs, the content formats you used, and the distribution channels you utilized. Highlight the results and impact of the strategy, such as lead generation, engagement, and brand awareness. Emphasize your ability to align the strategy with business objectives and market trends. *Please note these jobs are presented, offered, and hiring courtesy of their respective POE’s. #remotefirst #nowhiring #nuagi #hiring #newjobs #interviewprep ———-———-———-———-———-———-———-———-———-———- I’m Jamal Brooks, a #careercoach and #resource for the career journey. I help remove barriers so YOU get more wins! If you want to perfect your interviewing skills, click the link to book a complimentary consultation. If we are a mutual fit we can establish an engagement agreement at a competitive rate. Let’s get to work and get you hired!

🚨🚨 Remote Opening: Core Management: Sales / Marketing manager🚨🚨 Get your resume ready and click the link to apply today. Core Management: Sales / Marketing manager https://ift.tt/1eCd0lL If you need a hand in getting prepared, I offer #resume services and #interview prep support. Click the link to book a slot on my Calendly before it fills up! https://ift.tt/kFfSDA2 If you know someone who would fit the role, let's get THEM #hired. Tag them in the comments and share the post to your connections! *Note: I am not hiring or sourcing for this role. If you are interested in applying, please do so through the link in the post.

“Help wanted” is not a hiring strategy. That sign in the window, that ad online might just as well read “Help!” I agree that people looking for work need to know who’s hiring. But, as I’ve said before, that’s a pray-and-spray approach when what you need is precision. Even for the entry-level jobs in your company there are candidates who are a great fit. But let’s agree that not everyone who comes knocking is great. So what should you do? Help prospective employees understand what’s in it for them as well as for you. And as important as those things are, it isn’t just about pay and benefits. 💰 If you’re having trouble creating a winning recruitment strategy, you need the MajorSage Magnetic Transformation. It’s how you become the go-to employer for today’s workforce. When you commit to becoming magnetic, the first thing we’ll do together is get clear on your guiding principles. When we do this, you’ll have a clear message for your ideal candidates focused on: ✅ What you’re in business to do ✅ The clients you serve ✅ The character and behaviors you’re looking for ✅ How that work contributes to the company’s success ✅ Why it matters And of course we’ll install and implement a dashboard so you can see where your opportunities are — and how you’re progressing. There’s lots more, but the way to get your questions answered & get started is to book a no-strings call with me. We’re supplying clarity here. Isn’t it time you got some? Let’s go, Hero!💪 #hiring #recruiting #retention #culture #letsgohero

Hiring great Marketers is competitive, but 4 small changes in what you say and how you approach hiring can make a big difference. To get an edge, you need to: 1.) Nail The Job Title Like all writing, the headline is the first filtering tool in hiring. Each word plays an outsized role in signaling who the role is for, and who might not be a fit. Make sure your job title conveys the level, focus and speciality of the position. 2.) Craft The Right Job Description If the job title is your headline, the job description is the first 2 paragraphs of your article, and the next most important way to attract top talent. This is particularly true of the first 3 bullets. Even job seekers skim a role, so you need to think carefully about what you describe and how you organize. 3.) Prioritize Your Requirements It’s rare that any candidate is “the one” who perfectly fits your needs. Like your job description, you need to make sure your requirements are specific, necessary and prioritized. Don't ask for it all, and be specific in the language you use to help both the candidates and your recruiting partners find the best fit. 4.) Explain Team Fit The very best candidate hits the notes in the job description and has the soft skills to excel on your team and in your company. Be specific about how decisions are made, leadership qualities and the cultural aspects of the team that set talent up for success. For more detail, check out my article on working with marketing recruiters: https://lnkd.in/gDJtgCKT What have you learned about attracting top talent? Comment below 👇 #marketing #recruiting #executivesearch

“Help wanted” is not a hiring strategy. That sign in the window, that ad online might just as well read “Help!” I agree that people looking for work need to know who’s hiring. But, as I’ve said before, that’s a pray-and-spray approach when what you need is precision. Even for the entry-level jobs in your company there are candidates who are a great fit. But let’s agree that not everyone who comes knocking is great. So what should you do? Help prospective employees understand what’s in it for them as well as for you. And as important as those things are, it isn’t just about pay and benefits. 💰 If you’re having trouble creating a winning recruitment strategy, you need the MajorSage Magnetic Transformation. It’s how you become the go-to employer for today’s workforce. When you commit to becoming magnetic, the first thing we’ll do together is get clear on your guiding principles. When we do this, you’ll have a clear message for your ideal candidates focused on: ✅ What you’re in business to do ✅ The clients you serve ✅ The character and behaviors you’re looking for ✅ How that work contributes to the company’s success ✅ Why it matters And of course we’ll install and implement a dashboard so you can see where your opportunities are — and how you’re progressing. There’s lots more, but the way to get your questions answered & get started is to book a no-strings call with me. We’re supplying clarity here. Isn’t it time you got some? Let’s go, Hero!💪 #hiring #recruiting #retention #culture #letsgohero

Why Is Today's Senior Marketing Hiring Process So Frustrating? Answers: https://lnkd.in/gA-qN-BQ #JobSearchFrustrations #WageTheft #HiringNightmares Hey everyone, I just had to vent a little because honestly, I can't remember a time when the hiring landscape felt so bleak. 😩 For anyone who's been looking for senior-level marketing roles, I'm sure you can relate to my experience—which has been a total rollercoaster since June. Here’s a snapshot of the absurd process I went through for a Sr. Director role: Kick things off with a 45-minute phone screen with the recruiter. I made it clear I wasn’t interested in any free projects or assignments. Surprisingly, that wasn't disclosed at all. 🙄 Then there was a 1.25-hour interview with the hiring manager. A quick half-hour for an aptitude and cultural assessment. A panel interview with two SVPs that took 1.5 hours. Talk about nerve-wracking! Another 1.5 hours for a stakeholder interview with yet another SVP. Then came the ghosting. I waited nearly two weeks to hear back, sending multiple follow-ups. Ugh! Finally, I get a message saying I've been selected to move forward, but hold up—this isn’t just an...