Strategy Source’s Post

🚨 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

Job search tip! For all those applying and not getting anywhere, if you are the right fit, you have to go the extra step beyond just hitting apply to get noticed. Why do I say this? We posted a sales job the other day. In 2 days over 800 people applied. When we filtered down to who had actual sales experience, it left 20 people. When we filtered further to those who also had the required ad/marketing/production agency experience, it left 1 person. What does this mean? Applicant numbers don't mean anything. If you are the right person, you are often clouded by an array of resumes of people who aren't the right fit. If you have the required experience (and that part is key!), you need to go a step further. Reach out to the hiring manager directly with a simple and straightforward message. Highlight 3 key things that make you the perfect fit, include your resume and the times you are available to speak. Or if you have anyone who can make an intro for you at that company, use your network to help you open doors! Networking is an amazing way to get in front of people! This is your chance to shine - go out and make it happen! You've got this! #jobsearchstrategies #jobsearchsuccess #jobsearchtips

So, this is usually the part where you might typically start to read words like “different”, “bespoke”, and maybe even “changing the face of…” Well, I won’t bore you, or insult your intelligence with a few cliched one-liners about why you’d consider working with me. We’re all a bit past that, right? Putting it simply, THIS is why you should use Marketing Mix Recruitment. Firstly, I’m a Marketer who became a Recruiter. Does this make me unique? Not sure I’d go that far. But I’m definitely in a small minority in that I’m a Recruiter who has actually been in your shoes, whether you be a Candidate looking for a role, or a Client looking for great marketing talent. I’ve been there. In your shoes. So I know you. I get you. I am you. Secondly, I care. (No, scratch that, it’s my post, so I’ll swear if I want to…) I give a shlt!!! Reputation, in life and in business, really matters. It matters how you treat people. And it matters that you treat people properly. For that reason alone, I always endeavour to not only do my best, but to always do right by people. Sometimes I get it wrong. Who doesn’t? But I will always try my hardest to get it right. And thankfully, she says as she taps her forehead, that’s how it usually plays out. I hold myself accountable. I try my best. I give a shlt. I don’t claim to be reinventing Marketing Recruitment, but I do claim to be doing my utmost to be leaving the Marketing Recruitment landscape in a better condition than I found it. If that’s enough for you, I’d love to work with you. Marketing Mix Recruitment - The Marketer who became a Recruiter. #marketing #marketingrecruitment

When discussing job roles and company culture, it's essential not to shy away from the challenging aspects. Transparent communication builds trust and sets realistic expectations, benefiting employers and candidates. At Marketing Moves, we operate with the principle that honesty is crucial when hiring. By sharing the rewards and hurdles of a position, we ensure candidates are well-prepared for what lies ahead. This approach not only helps in finding the right fit but also improves job satisfaction and retention rates. Over the last 30 years, we have placed over 5,000 marketing professionals. Our reputation is built on trust and integrity, ensuring clients and candidates have a clear picture of their future. Looking for a true business partner in your job search or hiring process? Visit marketingmoves.com to learn how we can assist you. 🔹Honesty 🔹HiringSuccess 🔹TechMarketing

Looking for work? Try cold-emailing and contact potential employers and hiring managers. We’re not kidding. Doing this correctly means you can connect with potential decision-makers, even if they haven’t posted a job opportunity. Here’s how to do this: • Research the companies in which you’re interested and people you know can help you. Identify the people in the departments in which you’d like to work who make hiring decisions. • Try to find the person’s email on the company’s website. If you can’t find an email, use LinkedIn’s messaging system. (You may need to ask for a “connection” on LinkedIn first.) • Make your subject line memorable: mention people you both know and/or the skills you have that would be of value to that person. Examples: “Marketing Coordinator – Jeane Doe.” • Personalize the opening. Introduce yourself and then mention what you bring to the table: “My name is Jeane Doe. I have 10 years of experience as a marketing coordinator in the automotive industry. I see that XYZ Automotive plans to expand into Smith County, and I know that my marketing skills will help attract customers in your new location.” • Then get right to the point and state why you're contacting the person: either you are looking for an informational interview or a job opportunity. • Include a link to your LinkedIn profile in the email. • Provide your email address and phone number. • If you don’t hear back from the person in a week, email again. If you don’t hear back after that, leave them be. Have you ever cold-emailed for a job? If so, what was the result? #JobSearchAdvice #ColdEmailing #TeamDebbies

Why you are struggling to attract marketing superstars So, you have a vacancy on your marketing team. You've been told you can only hire through your internal talent team. Your company needs to keep a lid on costs. Understandable in this market. BUT... You are severely limiting your chances of attracting game-changing marketers to your team. Why? NEWSFLASH! The very best candidates don't apply via a job advert on LinkedIn, or any job board. Your internal team will advertise and hope to attract some strong candidates. Or, they will mailshot their applicant tracking system. But, guess what? Their system only has candidates who previously applied via job adverts, so is just a large pool of the same level of candidates. They might get lucky. BUT The best candidates can only be reached through targeted head-hunting of a specialist network of the best marketing talent. Internal talent teams do not head-hunt. They don't have a specialist network of the very best marketers in the UK. Yes, you will pay a premium to engage with an expert marketing head-hunter. BUT, the difference to your performance by hiring a superstar marketer compared to an 'OK' marketer is, quite frankly, like day and night. The difference in your revenues will more than 10x cover the additional cost of engaging with a specialist marketing head-hunter. And, as all you great marketers know - it's all about the ROI. Hire the BEST, not the average. #marketing #hire

- Are you hiring the most qualified out of a limited applicant pool(advertising)? -Or, are you hiring the most qualified out of the full talent pool(recruiting)? Posting jobs and waiting for inbound applicants. Seems like the cheaper option on the face of things but does it give you the best return on investment. Understanding the problem the hire's required to solve. Identifying the people with capability to solve the problem. Engaging those people. Using influencing skills to take a passive candidate to the point of considering your opportunity. Taking them through process of interview, offer and acceptance Solving the problem This is recruiting rather advertising. Advertising may save on cost but are you compromising on quality and ultimately ROI? 

When I receive a job order, my approach is meticulous yet efficient. I engage with the client or hiring manager to deeply understand the candidate requirements and company culture. Leveraging my extensive network, I seek out potential candidates through targeted emails, LinkedIn posts, and proactive outreach. Every candidate undergoes a rigorous pre-screening process, ensuring they align with your needs. I handle everything from scheduling interviews to facilitating seamless onboarding. Your success is my priority, from the initial outreach to the first day in their new role. I will help you elevate your team with the perfect fit. Just reach out and let’s have a chat! #hiring #staffing #recruiting #creativerecruitment #advertisingandmarketing #advertising #marketing #digitaldesign

Appearances are...revealing Think of your recruitment efforts as a sales job. You are selling your team and the opportunity to work at your agency to a pool of people that you want to work for you. And why do people buy? 55% is appearance, 38% is how you sound, 10% is what you say. So, to attract the best, you need to look your best. Why should a candidate choose you over any other agency or similar position if you look the same? Let us help you look your best. Brandmarkethire.com #brand #branding #market #marketing #hiring #recruiting #recruitment #website #websitedesign

Here are some content tips for agency recruiters to go about setting your year up for success: ✅Set a KPI frequency target Once a week? Once a day? Once every 2 days? Make sure you hit your target on how often you’d like to post/create content. ✅Variety is your best friend Today, make posts geared toward clients. Tomorrow, share tips for candidates. Today, it’s a video, tomorrow it’s a written post. Most importantly, don’t just post reqs. Be more interesting than that! ✅Niche niche niche Create content w your target demographic in mind. Capture the attention of your niche audience = $ ✅Above all, don’t worry about vanity outcomes How many likes and shares don’t matter. What matters is that your conversion rates are high. When you create niche content, the niche audience (your customers) should be more likely to convert when you do solicit them because you’re being relevant and adding value to them using your SME insights. Who cares how many likes you get if it’s from people who aren’t relevant to your actual business? So, focus, try, and normalize creating content. Put yourself out there - people deserve to gain the knowledge you have in your brain! #r2r #rec2rec #headhunter #headhunters #agencyrecruitment #recruitment #content #strategy #digitalbranding #recruiter #recruiters