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

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

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!

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”!

🌟 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

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

🌟 Excited to revolutionize your hiring strategy? Let's dive deeper into how CE Solutions can make it happen! 😎 Targeted Display Advertisements: Our targeted display advertisements ensure that your job openings reach the right audience. By leveraging advanced targeting techniques, we put your job postings in front of individuals who possess the skills and qualifications you're looking for! This means fewer irrelevant applications and more qualified candidates! Dedicated Account Managers: When you partner with CE Solutions, you're not just getting access to our technology—you're getting the expertise of dedicated account managers who are committed to understanding your hiring needs. Our account managers work closely with you to craft a recruitment strategy tailored to your organization, providing personalized support and guidance every step of the way! Multiple Hire Policy: We understand that hiring multiple candidates can be costly and time-consuming. That's why we've implemented a multiple hire policy designed to help you save both time and money. By streamlining the hiring process and offering cost-effective solutions, we make it easier for you to scale your team without breaking the bank! 💷 Narrowing Down Your Niche: At CE Solutions, we recognize the importance of finding candidates who not only have the right skills but also align with your company culture and values. Our tools and expertise enable us to narrow down your niche and identify individuals who are not just qualified but also the perfect fit for your team. Whether you're looking for tech-savvy developers or creative marketers, we've got you covered! 🔥 Ready to take your hiring game to the next level? Call or get in touch with us today! Phone: 01733 730900 📲 Email: [email protected] 📨 #CESolutions #HiringStrategy #StarTalent 🚀

You know the saying, 'Faster is cheaper'? Well, guess what? Talented people aren't rushing to click 'Apply' on the first 'We're Hiring' post they see. Trust me, they're not impulse shoppers. They're more like detectives, researching, comparing, and planning their next move. So, if you think a quick 'We're Hiring' post is your golden ticket, think again. Before we build any branding or marketing strategies, we need to first recognise that job searchers have strategies too . . . human strategies, not consumer strategies. Candidates are savvy; they're doing their homework. And so should we! Can you tell me how you help job seekers find out if your company is right for them on this journey? ♻ sharing is caring! Give this post some love if you agree. #employerbranding #recruitmentmarketing #humancentereddesign #experiencedesign

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: Paid Search Marketing Manager https://ift.tt/1wdeP0F Founded in 2007, Jimdo is a profitable business serving microbusinesses with a diverse team across 15+ countries. They offer a range of tools including a website builder, online store, and more. The company seeks a Paid Search Manager with 2-3 years of experience to lead paid marketing activities and drive ROI through a comprehensive search strategy. They offer a flexible, international work environment and support for personal projects. Now for the fun: Possible interview question: Can you provide an example of a successful paid search campaign that you managed, and how did you optimize it to drive ROI? High-level tip on answering: When answering this question, you should choose a specific campaign that you managed and discuss how you formulated the strategy, monitored performance, and made adjustments to improve ROI. Use concrete metrics and results to demonstrate the effectiveness of your approach, and showcase your ability to drive success through data-driven insights and strategic optimization. Additionally, emphasize your collaborative and cross-functional approach in achieving campaign success. *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!