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Redondo Beach, California, United States
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The Rayban Meta ecosystem continues to grow. Welcome Calm and Amazon Music. Try them out now by saying: -"Hey Meta, play the Daily Calm" -“Hey Meta,…
The Rayban Meta ecosystem continues to grow. Welcome Calm and Amazon Music. Try them out now by saying: -"Hey Meta, play the Daily Calm" -“Hey Meta,…
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Danielle Wiley
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Casey Baker
BOTTOM LINE UP FRONT: We should share salary information more freely, and I hope sharing mine helps people who are new in their careers, and the MANY, many talented people experiencing layoffs these days, particularly in media and tech. LONGER VERSION: I’m 41, living in Los Angeles, and am a VP leading a 50-person ad creative team. My base salary is $234K, plus 35% annual bonus eligibility (~$82K), plus ~$63K in stock grants coming this year. All before taxes, that puts me ~$380K total annual comp. I started at Pandora in 2013 as a Production Coordinator, and my starting offer was $31.25/hr ($65K/yr), plus a 4-year stock grant of 6000 shares, then worth ~$90K. WHY DON’T WE SHARE SALARY INFORMATION? Not just a rhetorical question. I don’t judge anybody for not sharing, but am genuinely curious to know what stops people. My first thoughts are: *EMBARRASSMENT AND/OR FEAR OF JUDGMENT* Will people think I’m overpaid? Will people think I should be doing better than I am at this point in my career? Will people laugh at me? Will people think that I spend foolishly? That I don’t spend enough? Will my family be pissed that I don’t visit Chicago more often? (I don’t think most of my family is on LinkedIn too often, but if you’re reading this 👋🏻 HELLO I’LL SEE YOU SOON!) *NEGOTIATING LEVERAGE.* If I try to get another job and the hiring manager knows what I make, will that diminish my ability to negotiate for more money? *INFORMATION PRIVILEGE.* I manage a pretty large team—if everyone knew what everyone else made, my often difficult compensation conversations would be even more difficult, especially where there are pay gaps. It’s illegal in California to prohibit an employee from discussing their salary, but I have to imagine my company doesn’t love that I’m posting this. I don’t imagine our corporate social team re-posting this. What if other VPs with similar experience are paid vastly less, and start asking for more money? I recognize it’s much easier for me to talk about my salary because a) I'm in a senior leadership role, b) I make this much money, and c) I'm a white cishet man. And if you’re reading this, it might be worth asking whether it’d be relatively easy for you to do it too. Information is power, and information asymmetry is one of the many (arguably unfair) advantages large corporations use in salary negotiations. I don’t know what my peers are making, which limits my ability to negotiate my salary. And that imbalance of information—and the leverage it gives corporate executives and shareholders—gets more extreme the farther down the reporting chain you go. Someone just starting their career has even less context than the rest of us. (continued in comments)
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JK Sparks
One of our values at AudiencePlus is Childlike Joy. Goldenhour needed an intro that was fun, engaging, and would (hopefully) get a laugh from the crowd. Goldenhour was also in Brooklyn, NY. And we knew we weren't going to sleep much planning the entire conference with a 2 person marketing team. There was only one thing to do. I give you, No Sleep 'Till Brooklyn (AudiencePlus Version). Enjoy. Lyrics below. -- Spent last year making budgets disappear Team running leaner and our targets unclear My CFO says, it’s efficient growth time But it’s been 3 months since I’ve spent a dime So I launch some paid, gave our site an upgrade Nurture leads from last decade Pipeline still weak and its almost end of quarter Our CRO ain’t my biggest supporter MQLs I’m faking, feedback I’m taking Nothing is working and our funnel is breaking Need new ideas to turn this graph around So I booked a flight and am Brooklyn bound No sleep ‘till Another lead in my Slack feed Another blog post to read Another launch, another name Another email campaign Our targets are crazy, but now we’ve got a vision Bringing new ideas to this marketing sales division I’m sharing our playbook, whether loom or a zoom We’ll start creating content people actually consume Produce an event and we’ll stream it live Sell to five-percent and nurture ninety-five Stay active on social, we gotta play both That’s the secret to efficient growth Focus on your audience and pipeline will flower That’s the conversation here at Goldenhour Marketers can rhyme too ya know… No sleep 'til No sleep 'til Brooklyn No sleep 'til Brooklyn
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Andrew Giusto
Is this it? The company I work for (Peloton Interactive) had another round of layoffs yesterday. I was personally spared, however many members of my team were let go. And many good people I know were impacted as well. We join the ranks of many companies reducing their workforces. In this challenging time I was reflecting on the past two years in the employment marketplace and how this trend has continued, typically followed by stock price bounce backs. It's a tough time for companies all around. It's an even tougher time for the work forces who keep these companies running. Yesterday I sat in a meeting, with a leader I truly respect, who was crushed by the amount of tough conversations she was tasked with having with people being let go. And I couldn't help but ask myself - "Is this it?" Is this the best way? Am I expected to deal with situations like this for the next 30 years of my career until I retire? Are my peers? Are we all expected to continue to prioritize the profitability of companies/shareholders over the individuals who keep those companies running? It just seems odd to me that this is where we've landed as a society. It's totally rational that this is happening because this is the way we've all decided for profit companies should run. But should they? I'm not going to sit here and pretend I have an idea for a better system. I'm not an economist. I'm not going to talk through the financial implications of not doing these layoffs. I understand they're necessary to keep companies running. All I'm saying is, I wish there was a better way. #layoff #mentalhealth
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30 Comments -
Gerard Murnaghan (He/Him)
It's almost here, our Sprout Social, Inc. inaugural Breaking Ground event is set to take place this Thursday. If you are an existing Sprout customer or just curious to hear more - you won’t want to miss this event. Breaking Ground is all about showing customers innovative new capabilities at Sprout and how marketers can use them to make an impact. 🔥 Key highlights will include: ✅ exciting new AI capabilities ✅ insights from platform experts here at Sprout ✅ amazing customer success stories, and more. RSVP below and we will see you there:
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Nathan Thompson
Heading to Goldenhour right now 🛫 I can't wait to see everyone there -- and I'm really excited for the chance to speak with Shikhar Singh tomorrow at 2:40 pm. We'll be chatting AI, GTM Bloat, and all the ways we're trimming the fat (without reducing the people) here at Copy.ai. We'll also showcase a few of our workflows live so you can see them in action! See you there 👋 #goldenhour #marketing #contentmarketing #seo #marketingconference
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Manoj Ramnani
Goldcast's been busy building out their PLG motion. "In order to achieve success, we must find balance between their free content lab tool and their event platform." - Lindsay McGuire, Director of Content and Campaigns at Goldcast This takes experimentation, perfect alignment with the product market team, and seamless handoffs between the GTM team. Lindsay shared the story behind Goldcast generating an impressive 18%+ conversion boost from their website overhaul - plus other insights on where he thinks the market is headed — with me on B2B Pipeline Pioneers. You can watch his full episode now! TO WATCH 👀 → Click the link in the comments TO LISTEN → Find "B2B Pipeline Pioneers" on Spotify and Apple #b2bmarketing #revenue #videomarketing
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