Constantin "The Gaming Copywriter" Dumitru’s Post

“Marketing is expensive & doesn’t work” “We don’t need Marketing” “Marketing is so noisy” I’ve heard it all. But ever wonder why people say that? Is it the marketing person and teams fault? Go to any job board that is hiring for a marketing position of any kind and you’ll get your answer. The issue is BEFORE the marketing starts. Here’s some examples: “Hiring for a director of marketing to manage $100k per day in advertising for their clients. You must have previous experience with this level or you won’t be sconeidered. Starting pay: $60k” 🤣🤣 “You must submit a plan of how you would develop campaigns to execute on our marketing. With budgets and samples or you won’t be considered” 👍✌️ “Send 5 sample headlines and ‘catchy’ subject lines to capture people to our newsletter” 👎🤷🏼 If you’re a marketing person and see these types of hiring practices for just applying - STAY AWAY AND MOVE ON! Have a website that showcases your talents and send them that. If you’ve been unemployed for a long time, don’t be desperate for these types of positions - you will end up hating life. If your a company that wants to know how to hire a quality marketing person that will actually do what you want within the salary range you have - then let’s talk. #marketingbestpractices #hiring #smartpeopleworthit ———————- As always follow us ReShift and when you’re ready - let’s go to work

Head of Marketing/Marketing Lead/Marketing Director roles are messy. Especially if it's a first marketing hire (but sometimes even if it's a 3rd or 4th...etc.). Anyone on either side of the table gets it. There's been a lot of talk about making this hire - what you need, roles and responsibilities, the interview process - and I want to keep it going. Dave Gerhardt brought up something today I think is often missing in this scenario: marketing GOALS. Goals - strategy - tactics...this is how it works, but isn't always how it goes. A couple important questions hiring managers should consider: If you don't have #marketinggoals, are you ready to hire in earnest for this role? If you do have goals, and the person you bring on has other plans that are disruptive, for better or worse - are you ready for it? Maybe you would save time and money hiring if the role was initially more fluid/consultative. Maybe you need guidance from a third party to figure it out. Nothing wrong with that, or any other measures you need to take for preservation. But I will leave this here for candidates: Fix a critical eye on unpaid work assignments for these roles. I'm not saying TRUST NO ONE...but maybe, to a degree, I am. #marketinghiring

Right people... I've been doing you all a solid for months. Providing you with semi-useful, semi-entertaining content 👏 Sharing cute pictures of my little one and I on nice walks in the park 👏 Lurking on here, spending MY TIME reading your content and...sometimes... even engaging with it 👏 Now, I need you to do me a solid back. I am officially hiring! I'm on the hunt for a Marketing Executive that isn't afraid to roll up their sleeves, to join me on a mission to bring the Nordens brand to the next level. You're the right type of person if: ➡ You're willing to attempt things you've never tried before ➡ You're frustrating with the accounting industry and want to see it do MORE ➡ You're obsessed with finding ways to solve business issues ➡ You're not scared of making mistakes The full JD should be linked to my profile now that I've put the '#hiring' frame on it, failing that DM me. P.s. the fact that I don't know quite how the #hiring frame works is why I need a Marketing Exec. If you know about this stuff, that's an automatic bonus. P.s.p.s. you all owe me, as said, so please share or comment for reach.

Most small businesses are founder led for sales and marketing at first. When you are ready to stop juggling everything and start building a marketing function in your business, here is what has been successful at BELAY over the last 10 years. 1. **The First Marketer Matters:**   When it comes to hiring, if you can only hire one, start with a marketing generalist. This versatile individual can take on existing tasks while bringing expertise to the table. Titles like marketing assistant, coordinator, or manager suit this role based on your budget and skill needs. 2. **Not Necessarily Creative First:**   In my experience, creativity isn't a must for your initial marketing hire. Look for a task-oriented operator who excels in organization and execution. Focus on getting things done efficiently. Plus the founder is usually a great source of creative ideas because of their passion for their business. 4. **Contract Before Hiring:**   Tight budget or unsure about your needs? Consider contracting roles first. It allows you to grow into the position financially, define role requirements, and find the right fit before committing to a full-time hire. 5. **Specialists for Success:**   As you expand, bring in specialists for specific skills that complement your team. Each marketing channel can be so elaborate and changing so quickly that having a SME for top performing channels eventually is a must. What challenges have you faced in building your marketing team? Any success stories or lessons learned? #MarketingTeamBuilding #BusinessGrowth #StrategicHiring

When hiring for marketing or sales, I'm less interested in where you went to school and more interested in what you've actually DONE. 💥 Show me your portfolio! Your success. 💼 Let me see the campaigns you've launched, the deals you've closed, the impact you've made. 📈 Those are the real indicators of success, not a list of buzzwords on a piece of paper called a CV. 😉 Who's with me?

There are exceptions and it differs by industry, but it seems most Marketing Directors at SMB's stay in the job for between 1 and 2 years. CMOs at Enterprise organizations (those with over 1,000 employees and annual revenue of $1 billion plus) tend to have a tenure of about 3 years. For smaller companies it can be as short as a few months — just long enough to know the job won't work out. 𝗢𝗳 𝗰𝗼𝘂𝗿𝘀𝗲 𝘁𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝗺𝗮𝗻𝘆 𝗿𝗲𝗮𝘀𝗼𝗻𝘀 𝘄𝗵𝘆 𝗽𝗲𝗼𝗽𝗹𝗲 𝗺𝗼𝘃𝗲 𝗼𝗻. 𝗥𝗲𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗶𝗻𝗴. 𝗙𝗶𝘁. 𝗠𝗶𝘀𝗿𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 𝗷𝗼𝗯. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗯𝘂𝗱𝗴𝗲𝘁 𝗮𝗻𝗱 𝘀𝘂𝗽𝗽𝗼𝗿𝘁. 𝗢𝘁𝗵𝗲𝗿 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀. 𝗲𝘁𝗰. While a full-time hire is the traditional way to go, the question is... should you hire? if your company has 50-75-100 employees, the answer might be... Not yet. 👉 The first thing you need to figure out is how much will you invest in marketing? If you're unwilling to fund year-long marketing activity, DON'T HIRE. 𝗧𝗵𝗲𝘆 𝘄𝗼𝗻'𝘁 𝗯𝗲 𝗮𝗯𝗹𝗲 𝘁𝗼 𝗱𝗼 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯 𝗶𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗴𝗶𝘃𝗲 𝘁𝗵𝗲𝗺 𝗮 𝗯𝘂𝗱𝗴𝗲𝘁. Google will tell you your marketing budget should be between 2% and 5% of revenue. But every company and industry is different and your goals and timing may mean you should be spending more. 👉 Next. How do you know this is a full-time position? Based on your budget and level of marketing activity, it might not be. 👉 Then you'll want to know what skills and experience they need to bring. What worked in their last job may not work for you - especially if they're different industries and different target markets/ICPs. 👉 Lastly, there's the salary and package. Expect to pay around $150K and up. This is separate from the marketing budget. ✅ Before you hire, run the numbers. If you're not yet ready, you do have other options — take a few days and explore your alternatives. For more on hiring for Marketing roles and the cost of employee turnover check out https://lnkd.in/g3ZcKnmk

Here’s how I’d redo my career to position myself for any VP of Marketing job I want (starting as an entry-level marketer). **First, I’d focus on acquiring a transferable skill. Get a marketing job, give me whatever title you want, but give me the chance to get good at something. Like becoming a ninja at marketing ops, lead nurturing, or managing the website. Not “product marketing” or “demand generation”—those are too broad. It needs to be more specific at this early stage of my career. Focus on being the best at that thing, and get the results to prove my expertise. **Second, I’d parlay that skill into a job at a great company. A great company = fast growing, good leadership, and pays me market rate compensation. Again, give me whatever title. I’m going to turn that skill I’ve developed into building a reputation within that company, expanding my skillset, and acquiring more responsibility. Get promoted while I’m there. Become a manager, hire, and get mentored by a great marketing leader. Basically, soak up all the perks of working at a great company. I won’t rush, and I’ll leave only when I’ve hit my ceiling and I'm ready. **Third, I’m going to go find my first VP of Marketing job. It’s my first time as a VP of Marketing, so I’m going to feel like a rookie all over again. It doesn’t have to be the fastest-growing company in the industry, but it has to be on track to “great company” status. However, the company needs to have product-market fit, a real marketing budget (in the millions per year), and a CEO who understands the marketing investment she is making. I’m going to demand of myself that I 1) Get better at hiring through practice 2) Prove marketing’s impact on growing revenue 3) Build a “get stuff done” reputation within that company (especially outside marketing). So when I’m ready for my second marketing leadership job, I will have: - At least two great companies on my resume - Experience hiring and managing a team (even a small one) - Demonstrable skill in building a revenue-focused marketing organization - A track record of promotions - A reputation for getting stuff done Tell me what CEO wouldn’t look at that resume and want an interview? #marketing #career

A question to those experienced in hiring people (esp. for marketing roles). Do you have any "canned" questions that you love to ask to ALL candidates? I'd love to know what they are and what kind of insight they give you about the person you're talking to.

In a world (LinkedIn) filled with marketing hot takes (you know who you are), I guess I really only have one? Hiring for category experience limits your pool of applicants and ability to think creatively and deploy solutions from other industries. If you're hiring for marketing roles, and you require X amount of years of experience in your industry, I would ask... why? Are the principles of marketing not transferrable and somewhat universal? Can you not teach your employees how your business is run and makes money? When we hire, we look for aptitude and attitude. Do you have the innate talent to do the job, and the desire to do so. As a result, we have people from all different industries, categories, and backgrounds. We have ex-agency folks, internal hires, and a few true wildcards, all of whom combine to allow us to be our best. If you do hire based on previous category experience, again I ask why?!

We all know executing great marketing, design, and sales work takes a village. But hiring full-time resources can be a nightmare— expensive, drawn-out, hit-or-miss. MarketerHire's Expert Assistants are our solution to that headache. Vetted professionals with 3+ years of marketing experience are ready to roll up their sleeves on your initiatives. No entry-level hand-holding required. But these Expert Assistants aren't miracle workers who can run your marketing. They need a manager giving them clear direction to access their full potential. Whether that's one of our marketers, someone on your team or an agency lead you work with. When you put that leadership piece in place, the Expert Assistants will execute at a high level: ✅ Create digital ads, social, email, SEO  ✅ Provide detailed reporting and analysis  ✅ Handle inbound/outbound sales calls/emails  ✅ Support lead gen, nurturing, customer service  ✅ Produce creative assets like ads, emails, videos  ✅ Design landing pages, pitch decks, presentations  ✅ Maintain consistent productivity You call the shots, they execute the plan. Interested in finally hiring an Expert Assistant? Skip the usual hassle and check us out or send us a DM!