Laura Lasiter’s Post

🌸 Spring has sprung, and new job opportunities are popping up at Strategy Source faster than those random daffodils in your yard 🤔 Check out some of our top Sales & Marketing roles below, and please #payitforward if they're not a fit for you ⏩ 🏎 Agency life more your speed? We've got a lot of those jobs, too! Be sure to follow us so you don't miss our posts with role-specific details. ✳ If you want to get ahead of the game and on our radar now, use this link to share your resume and career goals with us: https://bit.ly/3TVn3hu 𝘾𝙍𝙊/𝙑𝙋, 𝘿𝙚𝙢𝙖𝙣𝙙 𝙎𝙖𝙡𝙚𝙨 (𝘊𝘛𝘝 𝘔𝘢𝘳𝘬𝘦𝘵𝘱𝘭𝘢𝘤𝘦) Senior-level opportunity to build and lead the demand-side media facilitation of a well-respected, independent ad tech company providing a fair and equitable media marketplace. Seeking a proven team leader with considerable demand-side experience (preferably CTV). A self-starter, roll-up-your-sleeves mindset is a must. Remote-first, but the East Coast is preferable. 📤 Tracy Raiser - tracy@strategysource.com 𝘽𝙧𝙖𝙣𝙙 𝘿𝙞𝙧𝙚𝙘𝙩𝙤𝙧 (𝘙𝘦𝘶𝘴𝘢𝘣𝘭𝘦 𝘛𝘰𝘵𝘦 𝘉𝘢𝘨 𝘔𝘢𝘯𝘶𝘧𝘢𝘤𝘵𝘶𝘳𝘦𝘳) Environmentally conscious reusable tote bags are all the rage, and our client is the leading supplier to retailers across the US, including Whole Foods and Trader Joe’s (yep, they make the Stanley Quencher of reusable totes). They’re seeking a seasoned Brand Director to lead a brand refresh and drive eComm growth. This hire will play an integral part in taking their D2C eComm business to the next level of success! Must commute 2-3 days to the East Bay (SF area) office.  📤 Laura Lasiter - laura@strategysource.com 𝘿𝙞𝙧𝙚𝙘𝙩𝙤𝙧 𝙤𝙛 𝙎𝙖𝙡𝙚𝙨, 𝙀𝙣𝙩𝙚𝙧𝙥𝙧𝙞𝙨𝙚 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 (𝘓𝘰𝘨𝘪𝘴𝘵𝘪𝘤𝘴 & 𝘚𝘶𝘱𝘱𝘭𝘺 𝘊𝘩𝘢𝘪𝘯 𝘚𝘰𝘭𝘶𝘵𝘪𝘰𝘯𝘴) This role oversees sales strategy and efforts to adopt the Delivery Solution program for Enterprise Accounts and leads a team of National Account Managers. 10+ yrs of sales experience, particularly in software sales & selling to enterprise companies. Remote with travel required (~40% by airplane). 📤 Rich Farquhar - rich@strategysource.com 𝙎𝙑𝙋, 𝙈𝙖𝙧𝙠𝙚𝙩𝙞𝙣𝙜 (𝘋𝘪𝘨𝘪𝘵𝘢𝘭 𝘔𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨 𝘈𝘨𝘦𝘯𝘤𝘺) Spearheading the execution of go-to-market strategy to accelerate revenue growth and drive new business. Minimum 15+ years of B2B marketing experience required, preferably at an ad agency or AdTech company. Remote-first agency, but West Coast is preferred. 📤 Linda Tuttle - linda@strategysource.com 𝙎𝙖𝙡𝙚𝙨 𝘿𝙞𝙧𝙚𝙘𝙩𝙤𝙧 (𝘋𝘪𝘨𝘪𝘵𝘢𝘭 𝘔𝘦𝘥𝘪𝘢 𝘊𝘰𝘯𝘴𝘶𝘭𝘵𝘢𝘯𝘤𝘺) Seeking an experienced solution-based seller with strong independent agency relationships and proven success driving mid-market growth. This company had a great 2023! Regional coverage - looking for someone in the Upper Midwest and West regions. Remote role with occasional travel.  📤 Rich Farquhar - rich@strategysource.com #nowhiring #digitalmedia #adtech

So, this is usually the part where you might typically start to read words like “different”, “bespoke”, and maybe even “changing the face of…” Well, I won’t bore you, or insult your intelligence with a few cliched one-liners about why you’d consider working with me. We’re all a bit past that, right? Putting it simply, THIS is why you should use Marketing Mix Recruitment. Firstly, I’m a Marketer who became a Recruiter. Does this make me unique? Not sure I’d go that far. But I’m definitely in a small minority in that I’m a Recruiter who has actually been in your shoes, whether you be a Candidate looking for a role, or a Client looking for great marketing talent. I’ve been there. In your shoes. So I know you. I get you. I am you. Secondly, I care. (No, scratch that, it’s my post, so I’ll swear if I want to…) I give a shlt!!! Reputation, in life and in business, really matters. It matters how you treat people. And it matters that you treat people properly. For that reason alone, I always endeavour to not only do my best, but to always do right by people. Sometimes I get it wrong. Who doesn’t? But I will always try my hardest to get it right. And thankfully, she says as she taps her forehead, that’s how it usually plays out. I hold myself accountable. I try my best. I give a shlt. I don’t claim to be reinventing Marketing Recruitment, but I do claim to be doing my utmost to be leaving the Marketing Recruitment landscape in a better condition than I found it. If that’s enough for you, I’d love to work with you. Marketing Mix Recruitment - The Marketer who became a Recruiter. #marketing #marketingrecruitment

- Are you hiring the most qualified out of a limited applicant pool(advertising)? -Or, are you hiring the most qualified out of the full talent pool(recruiting)? Posting jobs and waiting for inbound applicants. Seems like the cheaper option on the face of things but does it give you the best return on investment. Understanding the problem the hire's required to solve. Identifying the people with capability to solve the problem. Engaging those people. Using influencing skills to take a passive candidate to the point of considering your opportunity. Taking them through process of interview, offer and acceptance Solving the problem This is recruiting rather advertising. Advertising may save on cost but are you compromising on quality and ultimately ROI? 

When I receive a job order, my approach is meticulous yet efficient. I engage with the client or hiring manager to deeply understand the candidate requirements and company culture. Leveraging my extensive network, I seek out potential candidates through targeted emails, LinkedIn posts, and proactive outreach. Every candidate undergoes a rigorous pre-screening process, ensuring they align with your needs. I handle everything from scheduling interviews to facilitating seamless onboarding. Your success is my priority, from the initial outreach to the first day in their new role. I will help you elevate your team with the perfect fit. Just reach out and let’s have a chat! #hiring #staffing #recruiting #creativerecruitment #advertisingandmarketing #advertising #marketing #digitaldesign

Looking for work? Try cold-emailing and contact potential employers and hiring managers. We’re not kidding. Doing this correctly means you can connect with potential decision-makers, even if they haven’t posted a job opportunity. Here’s how to do this: • Research the companies in which you’re interested and people you know can help you. Identify the people in the departments in which you’d like to work who make hiring decisions. • Try to find the person’s email on the company’s website. If you can’t find an email, use LinkedIn’s messaging system. (You may need to ask for a “connection” on LinkedIn first.) • Make your subject line memorable: mention people you both know and/or the skills you have that would be of value to that person. Examples: “Marketing Coordinator – Jeane Doe.” • Personalize the opening. Introduce yourself and then mention what you bring to the table: “My name is Jeane Doe. I have 10 years of experience as a marketing coordinator in the automotive industry. I see that XYZ Automotive plans to expand into Smith County, and I know that my marketing skills will help attract customers in your new location.” • Then get right to the point and state why you're contacting the person: either you are looking for an informational interview or a job opportunity. • Include a link to your LinkedIn profile in the email. • Provide your email address and phone number. • If you don’t hear back from the person in a week, email again. If you don’t hear back after that, leave them be. Have you ever cold-emailed for a job? If so, what was the result? #JobSearchAdvice #ColdEmailing #TeamDebbies

I say Easter, you say... egg hunt? 🥚🐥 A recruitment consultant says Easter... I say job hunt! 🤩 As we approach Easter weekend, maybe it's time to consider your career or your hiring processes 💭. If you are looking for new opportunities within #communications or #marketing, do have a look at VMA GROUP's postings. On the reverse, if you are struggling to recruit for your #marcomms functions, have a look at some of our case studies on our website, we might be the ideal partners for you 🤝 Maybe this Easter weekend will bring you more than you bargained for! #recruitment #hiring #commsjobs

Unsure how you’re viewed against competitors when top talent is searching for a new career step? Not confident your first impression is giving a clear picture of your business’ culture and value proposition? Here’s recruitment media and how we think about it.💡We think you should too. Over the past 12 months we’ve helped build out the recruitment pipelines of some top performing companies within their respective industries. We’ve accomplished this through the use of great storytelling, visuals & an advertising strategy that encompasses all relevant channels from organic content to email marketing. If you want to stand out to your ideal hire you need to first get their attention and then build a strong impression and lasting connection in their mind when they are considering your brand. We’re on the lookout for 2 businesses to help with their recruitment pipeline in the next month. If you know of anyone, or this sounds like you. DM us “RECRUIT” and we’ll be in touch.

Golden rule: NEVER hard sell to cold audiences. Yet what we see in recruitment? 👉 icy cold InMails to new connections selling a role in an organisation your ‘top talent’ knows nothing about 👉 job ads dumped on personal LinkedIn feeds as an Exciting Opportunity but it’s really dull, vague, seen one thousand times before (= your primary sales brochure is not the LEAST bit enticing) 👉 copy pasted job ads dumped on job boards that lack context for job seekers who have never heard of you before (and even if they have heard of you, they may not have ever heard of you from an employment sense! WIIFM?) Basically, everything recruiters do when promoting open roles is… hard selling to cold audiences. And then when they fail to connect with their desired candidates, they bemoan, ‘no one’s looking!’ when really, it’s more likely that you haven’t done enough to warm your ideal candidates up to the idea that - a) you exist as an organisation, and b) you’re a desirable employer worth applying to   ☝ Before your knickers get twisty - all of these ‘selling’ activities have a role in the recruitment marketing process. BUT, (big but) you’ll find more success with them if you spend the time nurturing brand awareness before advertising so then the selling effortlessly piggybacks off the pre-work. And in the interim? While you wait for your big, beautiful brand to sashay into the hearts and minds of your dream-fit talent community, you can at least do this – 💡 Write effective sales messaging so that when you do your cold pitch, you’re presenting the right information in a way that compels your cold audience to find out more about you. Copy:paste this is not. If you want to know how it’s done, I teach TAs and small business owners how to write compelling employer-branded job ads and social posts in my course, Job Ad Generator. Find more info by my profile link or in the comments. #RecruitmentMarketing #Recruitment #BrandBeforeBland

Calling all marketing leaders... come check out MarketerHire for your next hire... here are a couple of reasons why... 1. MarketerHire has assembled some of the best marketing talent in the world and we have been able to get marketing talent staffed onto teams in less than 4 days (yes, you can have a new hire start on your team in less than 1 week from search kick-off). 2. Hiring through Linkedin and other platforms can work but it takes a big toll on your team going through countless interviews. All you need to do is schedule a kick-off call with the MarketerHire team and they will get all the needed info to begin finding vetted talent on our platform that matches your company's needs. If you are interested in having a conversation with our team, please use this link so you get an extra $500 off your first hire with MarketerHire: https://lnkd.in/gji2eVjt #marketing #linkedin #hiring

Recruitment is a marketing job*. I’ve said a hundred times that I love working with recruiters, and I think one of the reasons it’s my favourite sector is because, when it’s done well, recruitment is more of a marketing job than a sales job. Think about the ways great marketing can completely transform a recruiter's process: Engaging, innovative job ads - the better written your job ads, the more applications (and the more relevant applications) you’ll get. Automated email journeys - creating welcome journeys for new candidates, nurture journeys for clients you’ve placed with, and re-engagement journeys for people you’ve not spoken to for a while will win you more business, without the legwork. Branding - building up a trustworthy, memorable personal brand will put you at the head of the pack when people are ready to hire, or looking for a new role. Thought-leadership - being THE expert in your hiring niche will open doors to those high-worth networks, leading to more strategic placements and larger fees. Marketing has the power to impact and improve every single area of the recruitment process. Are you investing in it? If you fancy a chat about how an integrated 360 marketing strategy can increase your marketing ROI and start bringing leads to your door, book 30 minutes with me today! *Turns out, this is Kris Holland's slogan, meaning he's definitely a person you should be connected with. #recruitment #marketingstrategy #recruitmentmarketing #marketingconsultant