Entrepreneur First’s Post

If you want to work for one of the best humans in the industry check out the roles below with Ryan Nelsen.

What do you look for when hiring a marketer? I'll start: 1) Asks great questions. They're incisively curious about the business, the customers, previous marketing efforts, and where future opportunities may lie. 2) Has a strong point of view. They bring a hard won perspective on what is necessary to get results in the role, then bring the energy necessary to execute against that perspective. 3) Open to feedback. Great marketers are ravenous learners -- including about themselves. They thrive on continuous, candid feedback to get better & better over time. 4) Willing to put in the work. Nothing is "beneath" them. They do what's required to get the job done, even if it means proverbially scrubbing the toilets sometimes. 5) Hungry for success. Great marketers want to win. They care deeply about hitting their goals. They own their outcomes because they know it puts them in control. What would you add/subtract?

"🚀 Ready to take the lead in strategic marketing? We are in search of Marketing Director for our client. 🌐 If you're passionate about innovative campaigns and business growth, we want to hear from you! 🌟 #Hiring #MarketingDirector #StrategicMarketing"

✅ #MarketingHiring In the ever-evolving landscape of marketing, hiring the right talent has become a pivotal aspect of sustaining and growing a successful business. As we lean heavily on digital platforms, the skill sets required in a marketer have notably changed. From your experience, what qualities and skills are now essential when hiring a marketer?

Job-searching as a generalist can be tough. I've plied my project/marketing/content management skillset across the gaming, telecom, window film, pop culture collectible, and costume industries in both B2B and B2C capacities. Once you learn the product/service, the team's internal culture, and your audience--marketing is marketing. However, it can be tough taking that work experience and applying it to a promising role that includes an "X+ years in specific field/industry" requirement. Sure, I can make my case for being versatile and fast-learning, but I'm not sure how helpful that is for visibility at the application stage in today's automated keyword/SEO dominated environment. Hiring managers, how much weight do you give to industry/product-specific experience for a marketing/PM role?

Marketers: At Sword Health, we're hiring innovative marketers across multiple levels in Growth, Performance Marketing, and more, in the US and Portugal. Combining AI and human-led clinical care, we're solving pain, physical dysfunction, and pelvic health disorders. Know someone with an excellent track record of driving rapid growth 🚀 with customer-centric, data-driven marketing? Send me their info and feel free to share this post. #GrowthMarketing, #PerformanceMarketing, #DirectResponse, #EventsMarketing, #SocialMarketing #HiringMarketers, Chief Marketers

#Content and #Brand Marketing Manager #Performance #Marketing Manager Esha Tiwary is #hiring for her amazing Org Furrl Please find application link in the comments from her👍 Happy hiring Esha 🙌🙂 Reposting for better reach 👍 #Hiring #ContentandBrandMarketing #Brand #PerformanceMarketing #MarketingCommunity #ConsumerMarketing

Is the role of the CMO dead? As a marketing professional, I've had multiple conversations with people regarding this topic and here's what I've heard: Many companies are going for two "junior" level hires instead of one CMO. Marketing has been broken down into performance and brand marketing, and that is how hiring has been aligned. However, if there is a senior "marketing" role, it is no longer CMO. It is Chief Commercial Officer, Chief Growth Officer, or Chief Revenue Officer. While I have commonly held a "marketing title," my role has really been revenue generation, including many activities that are technically outside of marketing. For smaller companies, this is a great way to go to make sure marketing, sales, customer service, and product development are truly aligned. But, in my opinion, you still need someone at the top to make sure the strategies across performance and brand are aligned and working toward the same long-term objective. What are your thoughts, #LinkedInCommunity? #CMO #marketing

I recently helped a VP of Marketing develop the job description for their team's first product marketing hire. What they got right from the start: * Level: It's a Director position * Salary: It's on the job description * Plan: The flow from recruiting to offer is baked * Value: They know the value of product marketing What I asked them to consider as they wrote the role: > Strategic Alignment and Role Clarity: * What are our primary objectives (OKRs), and how does a founding product marketer contribute to these goals? * Given our current product stage and market position, what specific duties will this role be responsible for vs. contributing to? > Skills and Experience Requirements: * Given the strategic significance of this role, which mix of skills (strategic, tactical, analytical) is crucial for success? * How critical is prior experience in specific areas (B2B vs. B2C, industry, target audience) for this role? > Cultural and Team Dynamics: * What are our company's core values, and how should these be reflected in a candidate's attributes and behaviors? * How will the founding product marketer interact with existing teams, and what are critical interpersonal skills? > Market Understanding and Customer-Centricity: * How vital is a deep understanding of the market and customers for this role, and what are our expectations regarding the ability to conduct and utilize market research? * What is the expectation of involvement in customer engagement and feedback for this position? Community building? > Leadership and Growth Potential: * As a member of the founding team, what leadership and team-building potential do we expect in the long term? * How is this role expected to evolve as the company grows, and what career pathways should we emphasize in the job description? > Success Metrics and Performance Expectations: * What key performance indicators (KPIs) and metrics will define success for this role in the short and long term? * How do we balance the need for immediate tactical results with the strategic development of the product marketing function? > Flexibility and Evolution of the Role: * How adaptable does this role need to be in terms of changing responsibilities and focus areas? * How can we highlight the potential for role evolution in the job description to attract adaptable and growth-oriented candidates? When preparing to hire a founding product marketer, several key considerations must be addressed before publishing the job description. By outlining these elements, you will attract the right candidate and set them up for success. #ProductMarketing #Hiring #Recruiting

Over the next few weeks, I plan to write extensively about hiring ⭐️ marketing managers ⭐️ What questions or concerns do you or your colleagues have? #hiring #marketingmanagers #senior