HireBus’ Post

Great teams build great products. At DanAds we work with the biggest names in publishing and media: McClatchy, Rogers Sports & Media, Outside, and more. That’s why we employ world-class talent to build our platforms, serve our clients, and grow our business. So what do we look for? Curiosity, creativity, and accountability. Curious: we’re building the future of self-serve advertising. Our team is curious about new ways to give publishers and advertisers the best possible expertise and ROI. We stay open to new ideas and tools. Creative: we look at challenges as opportunities and get creative about solving them. We work with our talented partners to create new features that keep our solutions ahead of the curve. Accountable: we earn the trust of our clients and each other. We communicate directly and respectfully, and we get the job done - with no bullshit. Does this sound like you? Check out open positions or recommend someone you know.https://careers.danads.com/jobs

We published our first job listing since all the tech layoffs happened. And got over 2️⃣0️⃣0️⃣ applications in a week 🤯 What's surprising is the majority of applicants have REALLY impressive and extensive backgrounds. That might not seem like a lot if you're at a big well-known company, but we're a small agency with a team of less than 20 people. It pains me that we won't be able to hire more than one person in the short-term. For anyone hiring for content strategists, hit me up. For those who are applying for jobs, know that it's a wildly competitive job market right now. We've had people who, instead of completing the application write in, "This application is too long. See my resume." If you're serious about applying, don't do that. It's an immediate disqualifier - regardless of your impressive resume. (We're hiring for a Content Growth Strategist , check it out 👉🏽 https://lnkd.in/e9WfY7cG)

Marketing has earned a reputation for being a cost center, a department that spends a lot of money, but makes no return. It’s the first thing to go in spending cuts and layoffs. But why? Many software teams don't have the resources or the expertise to go all in on a strategy. Instead, they might spend the bare minimum at a content creation company for blog posts and white papers or crowdsource website content from sales and product. And when no one sees that content, the only "strategy" left is to pay for ads to get eyes on that content. Doing this isn't necessarily a bad thing—the problem is often that we put all our energy into creating content without a solid strategy. This can lead to less-than-ideal results and can make it seem like marketing isn't really worth the effort. 💡 In the end, it's crucial to remember that marketing success relies on both strategic thinking and strategic spending. A well-thought-out plan combined with the right investments makes the world of a difference. #marketing101 #SaaSstrategy #techmarketing

Are you also feeling the sensation of "long-term urgency," aka you need long-term results as soon as possible? You're not alone. At this point, we see more and more prospects coming in who want to move quicker to get their long-term focused content programs moving. Their team is still focused on the short-term product marketing campaigns, but is currently experiencing: - A slowdown in leads and pipeline due to current economic circumstances. - Fewer of their aggressive outreach campaigns are drawing interest. - Increased pressure from executives. - An increase in stress related to bandwidth and skill gaps That's why we're seeing more interest at the agency level at Ten Speed. ✅ We specialize in a skill many teams don't have in-house ✅ We can begin moving faster than a new hire ✅ We focus on organic strategy and content creation Here's how Bitly's CMO, Tara Robertson talks about the decision when deciding between in-house and agencies 👇

Every recruiting agency shows you logos from Meta, Google, and Amazon. But does that mean anything? Who hasn’t worked with those companies once? Does that mean the agency is good? Bad? Somewhere in the middle? The truth is this: there’s no way to know. There’s just no transparency when it comes to quality. So every time you hire an agency it’s a risk: are you getting the seasoned pros (unlikely), or the low-cost kid who was sitting in Marketing 101 last month and just learned how to use the advanced search function on LinkedIn (ding ding ding)? There’s got to be a better way - more transparency, higher quality, and aligned incentives. I’ve got some ideas - check back in a few weeks for details.

Growth marketers or specialists shouldn’t be your first hire. You need to make sure you have a system and process built with a marketing generalist (ex. CMO, product marketer) along with the founder before hiring a growth marketer. This person tests product-market fit, positioning, messaging and develops a basic marketing foundation. + can predict revenue growth, have some sense of urgency and deliver incredible ROI. When you have your foundation in place it becomes easy to provide enough context to contractors or other marketing people in the team to successfully market the product.

Here are 2 best time slots for hiring a fast paced marketer. 1. Before you think of a name for your company/product/idea. Or 2. When the product is ready for the market and you have enough marketing budget for 2 years. Don’t hire them in between, or when you have already exhausted all your marketing budget, you’ll save a lot of headaches and investments.

I think this is such an awesome job for 3 reasons: 1. Optimizely is hitting it's high notes right now. (just named leading DXP by Forrester) 2. You get to grapple with an incredible storytelling and positioning riddle: how to position our incredible suite of products individually and also as the holistic suite they've become as Optimizely One? 3. You get to work for Shafqat Islam. In my short time here, one thing has been consistently clear: people who work for Shafqat Islam never seem to want to leave because they know they will be hard pressed to find a better marketing leader (or boss) anywhere else.