Rebecca Eatwell’s Post

🚨 Public Relations JOB ALERT 🚨 Crackle PR is hiring a U.S.-based B2B tech Account Manager or Senior Account Manager. Location: FULLY REMOTE [Required: experience in b2b tech PR] Now, instead of rambling on and on about what *we* need, let me know if this is what *you* need: 1. The ability to “commute” from your bedroom to wherever you’re most productive working? ☕️ 2. A PR career focused on outcomes vs outputs? (We don’t track hours)👍 3. A PR agency that only works with demonstrably good companies? 😇 4. A small but mighty team that’s poised to grow in 2024 🚀 5. An inclusive culture that cherishes diversity and equity and shuns ignorance? 🤦🏾♀️🤦♂️🤦 6. Unlimited vacation time? 🌴 7. A chance to escape the “big agency” hamster wheel 🐹? If this sounds like you, DM me and we’ll tell you the *salary range* during our first conversation. We aren’t as rich as the largest agencies — but neither do we have the politics, the bureaucracy, the cubicles or the mandate to work on every client that knocks on our door. 🚪 We’re choosy: No sucky clients! #careergoals This is hiring transparency. This is your time. This is our time. This is the way ✊ #prjobs #publicrelations 👇

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#PublicRelations is well past the point of needing to standardize titles. Account Coordinator #PR Coordinator Assistant Account Executive Jr. Account Executive PR Specialist PR Specialist I PR Specialist II Account Executive Senior Account Executive As far as I can tell, these are 9 titles for essentially, 3 jobs. Why do PR Agencies do this? 1) It can be part of their branding. There has been a trend in PR Firm marketing to rebrand pre-existing terms as new, making it look like they are offering unique services or a more senior team than reality. PR Specialist I sounds more important than an AC. 2) It allows for them to put more responsibilities on employees while paying them less. There is no such thing as a "Jr. Account Executive" in terms of workload. It's just an AC but who is treated like an Assistant Account Executive. But rather than give the employee a full promotion, they give them this fake title and a minor raise. The employee still has all the expectations of results as if they were a full AAE, but with less time to develop the skills needed to find success or simply with less money in their pocket. It preys on the ego rush of getting a promotion, and the naivety of Jr. employees unaware of what a #StrategicCommunications career path looks like. What Additional Harm Does it Cause? 1) For pros looking to move to a new agency or go in-house, it becomes increasingly difficult to ascertain what would be a move up vs. a move down. 2)For the #HR pros, there is no consistent word for a specific level of experience from one candidate to the next. Under this system a Jr. Account Executive and an Account Executive have the same role on paper with drastically different experience levels. Suddenly a cost-effective hire becomes an ineffective hire, at no fault of the employee. The employee relied on the reality of the title structure of their past agency, unaware of their diminished preparedness for the role in a different title ecosystem. What Should be Done? 1) Set titles. It doesn't matter what they are, but there should be standardization. There should be set base titles, and additional titles allowed depending on the size of the firm. Giant firms like Edelman need interstitial titles because of their employee size, boutique firms do not. PRSA may actually have industry value here. 2) Set pay scales for those titles. This needs to be set by each individual agency. For every title, the employee should know the salary range. This gives them the security of being able to sort out their career projections and the agency some flexibility on how to plan for growth with some stability regardless of how economics shift. 3) PROMOTIONS SHOULD NOT BE TREATED AS AN EMPLOYEE RETENTION TOOL. Promote based on need and fiscal responsibility. If you can't afford to promote, don't. Be transparent with your employees about hiring or promotion freezes. No one wins when you promote without validation.

What falls under the umbrella of #commsjobs? The scope of the corporate communications realm is gigantic, so I just try my best to identify and share opportunities that are valuable for my network, based on my experience working across multiple companies, industries, and regions. But… are “employee engagement” roles communication roles? What about “change management” roles? One that I really struggle with is… “internal marketing.” I tend to leave out roles related to Sales, CSR, Regulatory, Customer Service or Event Planning, but with so many creative job titles out there, curating #commsjobs sometimes can be a little tricky. My approach? I focus on roles in fields where a background in communications is (or at least should be) a requirement. Of course, I cannot read the job descriptions of every single one of the roles I share, but there are some conventions that, in general, are followed across companies and industries. For example: - Corporate Communications: Managing internal and external communications. - Public Relations: Handling public image and media relations. - Government Affairs: Engaging with government officials and stakeholders. - Investor Relations: Managing communications between the company and its investors. - Community Relations: Engaging with local communities and stakeholders. - Issues Management: Identifying and managing potential issues and crises. Am I missing any? What is the most hilarious job title you’ve seen out there for someone working in corporate comms? I would love to read your thoughts! And, if you are #hiring #commspros, don't get creative with the job title. Be clear about who you are looking for and the best candidates will come your way.

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