Joe Siantonas MBA’s Post

It’s fashionable to be fractional.   By now, the fractional role in leadership disciplines (finance, operations, marketing, sales) is the dominant method for hiring talent in many organizations. Unlike a freelance or consulting gig, where the deliverable is short-term, well defined, and tactical, fractional talent is a real collaborating member of an organization typically involved in long-term strategic issues–only not a full-time hire.   Fractional executives go deeper in specialized challenges and are around longer than a tactical project-based freelancer.   The fractional talent model is perfect hiring solution for the needs of an early stage or mid-size business. Large enterprises are adopting this method as well.   That’s why it’s so fashionable.   The benefits for both parties go far beyond obvious cost savings and efficiency.   In addition to consulting, I’ve been doing fractional work for over 20 years. My engagements have been anywhere from three months to over 2 years.   Depending on the size and need of the organization, many of my fractional engagements now are as a specialized addition to another fractional executive (in my case a CMO, COO).   For example, leading a 2-year corporate identity transformation initiative adding capability to another fractional CMO.   Two part-timers on the same team with different expertise for a defined period of time.   The rise of the fractional executive is no longer a fashionable trend but an established fact. #whitehotcenter #fractionalexecutive #executive #management

Hiring a strategic advisor on a monthly paid service basis for 'specific' projects offers several advantages: 1. **Expertise and Experience**: Strategic advisors bring specialized knowledge and experience that may not be available within the organization. They offer insights and best practices derived from working on similar projects or industries. 2. **Objective Perspective**: External advisors provide an unbiased and objective viewpoint, free from internal politics or biases. This can lead to more strategic decision-making and innovative solutions. 3. **Flexibility**: Monthly paid services allow organizations to engage advisors for a specific duration or phase of a project, tailoring their involvement based on current needs and scaling up or down as required. 4. **Cost-effectiveness**: Hiring a strategic advisor on a temporary basis can be more cost-effective than maintaining a full-time strategic role within the organization, especially for short-term or specialized projects. 5. **Specialized Skills**: Advisors often possess niche skills or expertise that are crucial for the success of complex or high-stakes projects, such as mergers and acquisitions, market expansions, or digital transformations. 6. **Network and Connections**: Advisors may bring valuable connections and networks that can benefit the project, such as industry contacts, potential partners, or access to resources. 7. **Risk Mitigation**: Their experience in risk assessment and management helps identify potential pitfalls early on and develop strategies to mitigate them, reducing project risks. 8. **Strategic Focus**: Advisors can help align the project with broader organizational goals and strategies, ensuring that it contributes effectively to overall business objectives. In summary, hiring a strategic advisor on a monthly paid service basis allows organizations to tap into specialized expertise, gain an objective perspective, manage costs effectively, and enhance the strategic execution of specific projects. #opentowork #useyourexperience #acknowledge #askformore #freedom #neverless #worthiness #specific #special #corporateengagement #socialawareness

As a small business owner, one of the toughest challenges I face is finding the right candidates for my Digital Marketing agency. The struggle is real when it comes to balancing the need for skilled talent with the constraints of a limited budget. In the digital marketing world, the right team can make or break your success. We need creative thinkers, data-driven analysts, and tech-savvy strategists who can stay ahead of the ever-evolving digital landscape. However, as a small agency, competing with larger firms that offer hefty salaries and extensive perks feels like David versus Goliath. Here are a few hurdles we encounter: 1. Budget Constraints: Offering competitive salaries is tough. Many talented professionals are drawn to bigger agencies with deeper pockets. 2. Skill Set Mismatch: Digital marketing requires a diverse skill set. Finding candidates who excel in multiple areas like SEO, content creation, and social media management is challenging. 3. Retention Issues: Once we do find great talent, retaining them is another battle. Larger companies can lure them away with promises of career growth and higher pay. 4. Cultural Fit: Beyond skills, cultural fit is crucial. We need team members who align with our values and can thrive in a dynamic, fast-paced environment. Despite these challenges, we’re committed to building a team that shares our passion for innovation and excellence in digital marketing. Here are some strategies we've implemented to tackle these issues: - Flexible Work Arrangements: Offering remote work and flexible hours to attract talent who value work-life balance. - Professional Development: Investing in training and development to upskill our current team and show our commitment to their growth. - Inclusive Culture: Fostering a collaborative and inclusive work culture that makes our team feel valued and part of something bigger. - Creative Benefits: While we may not compete on salary alone, we offer unique perks like extra vacation days, wellness programs, and opportunities for creative expression. The journey is challenging, but every new team member who joins and contributes to our vision is a victory worth celebrating. To fellow small business owners, keep pushing forward. The right candidates are out there, and with persistence and creativity, we can find and retain the talent that will drive our businesses to new heights. #SmallBusiness #DigitalMarketing #HiringChallenges #TeamBuilding #StartUpLife #BusinessGrowth

Offshore hiring, a strategic practice embraced by businesses worldwide, involves recruiting talent from global markets to fulfill organizational needs. Beyond cost savings, its benefits span enhanced operational efficiency and access to specialized skills. Consider a digital marketing agency based in Sydney, Australia, aiming to expand its operations while managing costs effectively. By offshore hiring, they establish a content creation team in India, known for its pool of skilled writers and designers. This decision enables the agency to access top-tier talent at competitive rates, allowing them to scale their content production without compromising quality. The team in India collaborates closely with the Sydney headquarters, leveraging technology to bridge the geographical gap. By embracing offshore hiring, organizations can unlock a competitive edge in today's interconnected world, harnessing global talent to drive sustainable growth and innovation. For more information, visit our website: https://lnkd.in/g75Cp8Db Contact: 0469313248 . . #fronthunt #recruitmentagency #australia #sydney #melbourne #outsourcingsolutions #outsourcedmarketing #outsourcedaccounting #offshorestaffing #hiringsolutions #businessowners #startups

Since I started consulting, almost 3 months ago, I consistently find myself accomplishing more for one client in 16 hours a week, than I was getting done in 40-50 hours as a full time employee. Why? Instead of spending 4-6 hours a day in meetings, meetings are only costing me 2-3 hours a week. (That's all clients combined.) I'm freed up to concentrate and GSD. It lets me move fast; and I gotta tell you, it feels good. A big advantage to hiring a consultant or agency is that they can focus on banging out specific projects, without the distractions of internal corporate mechanics. Hit me up if I can help you out as a #fractionalCMO or CMO Advisor. I'm backed by an AWESOME agency, BuyingPATH, that does full-stack #b2bmarketing with a focus on #marketingoperations and #funneloptimization for companies from seed to post-IPO.

Hire a full-time person or go with an agency? First, let’s discuss why a company would hire an agency: Expertise - subject matter expertise and proven track record Flexibility - no commitment as when hiring someone full-time Price - cheaper than a full-time employee How it is in reality: ✅ Expertise - this is something most agencies have (else they wouldn’t be in business) Without this, no one is going to go with the agency. ❌ Flexibility - this is something many agencies get wrong. Locking a company in for a long-term contract is good for the agency, not the client. Especially working with startups, this won’t fly. Plus, if things are not working, why force them to work together? It’s a nightmare for both parties. ❌ Price - pricing is another critical factor that’s overlooked. If the agency prices way too high, companies won’t go with the agency. It makes way more sense to hire a full-time person. If you are an agency, You need to find the sweet spot. You may be getting away with charging enterprise clients more, but if you work with startups, you have to be really cognitive about pricing because they are going to make sure there is ROI attached.

Fractional work can help you inject seniority into the business without the commitment - reimagining consultancy! #fractional #consultancy #reimagineconsultancy

Hey LinkedIn community, if you are looking for an operations solution for all that ails your business, here is the person to ask. Have a three-minute call and find out just how much she can help you. Go on then! #operations #operationsconsultant #problemsolving

Here are a few tips to scaling an agency from what I've learned so far! 🚀 1️⃣ **Track Utilization & Automations for Smart Hiring**: Overstaffing can sink margins during growth. Track utilization and tie it to client deliverables for efficient hiring. Example: Two agencies, both with 200k turnover—one with 2 staff, the other with 8. Smart hiring and automation are game changers! Aim for 1 staff per 50k-80k turnover. 💼📊 2️⃣ **Build Your Brand for Sustainable Growth**: Paid ads can be pricey. Invest in valuable content on YouTube, podcasts, and social media to attract clients organically. Automate content creation and posting for a consistent lead generation pipeline. 📹🎙️ 3️⃣ **Refine Your Hiring Machine**: Bad hires are costly. Perfect your hiring process. Get top staff to create SOPs showcasing their skills. Focus on key roles like Executive Assistants and Project Managers—hire the best and pay well! 👥📚 4️⃣ **Document Everything for Seamless Transitions**: Create comprehensive documentation and SOPs for all deliverables. Use AI assistants to avoid bottlenecks between staff and managers. 📑🤖 5️⃣ **Nobody Loves Your Company Like You Do**: Remember, clients have their own priorities. Communicate your value proposition clearly and stay focused on meeting their needs. Keep emotions in check—be calculating. 💡❤️ 6️⃣ **Focus on Your Strengths**: Don’t try to be everything to everyone. Identify your strengths and double down. Outsource or delegate tasks you don’t excel at. Avoid shiny object syndrome. Fulfillment first, then sales. 🌟🎯 7️⃣ **Understand the Hidden Costs**: Factor in non-billable time when setting pricing and managing expectations. Attach KPIs to all departments. 🕒💰 8️⃣ **Monthly P&L Accounts**: Carry out monthly Profit & Loss accounts to stay on target and keep your business healthy. 📈🗓️ #AgencyGrowth #SmartHiring #BrandBuilding #ContentMarketing #EfficientOperations #BusinessStrategy #Automation #ProfitAndLoss #ScalingTips #LeadershipSkills 🚀

🚀 Here are a few tips to scaling an agency from what I've learned so far! 🚀 1️⃣ Track Utilization & Automations for Smart Hiring: Overstaffing can sink margins during growth. Track utilization and tie it to client deliverables for efficient hiring. Example: Two agencies, both with 200k turnover—one with 2 staff, the other with 8. Smart hiring and automation are game changers! Aim for 1 staff per 50k-80k turnover. 💼📊 2️⃣ Build Your Brand for Sustainable Growth: Paid ads can be pricey. Invest in valuable content on YouTube, podcasts, and social media to attract clients organically. Automate content creation and posting for a consistent lead generation pipeline. 📹🎙️ 3️⃣ Refine Your Hiring Machine: Bad hires are costly. Perfect your hiring process. Get top staff to create SOPs showcasing their skills. Focus on key roles like Executive Assistants and Project Managers—hire the best and pay well! 👥📚 4️⃣ Document Everything for Seamless Transitions: Create comprehensive documentation and SOPs for all deliverables. Use AI assistants to avoid bottlenecks between staff and managers. 📑🤖 5️⃣ Nobody Loves Your Company Like You Do: Remember, clients have their own priorities. Communicate your value proposition clearly and stay focused on meeting their needs. Keep emotions in check—be calculating. 💡❤️ 6️⃣ Focus on Your Strengths: Don’t try to be everything to everyone. Identify your strengths and double down. Outsource or delegate tasks you don’t excel at. Avoid shiny object syndrome. Fulfillment first, then sales. 🌟🎯 7️⃣ Understand the Hidden Costs: Factor in non-billable time when setting pricing and managing expectations. Attach KPIs to all departments. 🕒💰 8️⃣ Monthly P&L Accounts: Carry out monthly Profit & Loss accounts to stay on target and keep your business healthy. 📈🗓️ ✨ Ready to scale your agency? CLICK LINK IN BIO to learn more! ✨ #AgencyGrowth #SmartHiring #BrandBuilding #ContentMarketing #EfficientOperations #BusinessStrategy #Automation #ProfitAndLoss #ScalingTips #LeadershipSkills #Marketing #BusinessGrowth #Entrepreneurship #AgencyLife #Startup #GrowthStrategy #AgencyOwner #DigitalMarketing #OnlineBusiness #BusinessTips #AgencySuccess #MarketingAgency #BusinessDevelopment #GrowthMindset 🚀