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

🌟 Excited to revolutionize your hiring strategy? Let's dive deeper into how CE Solutions can make it happen! 😎 Targeted Display Advertisements: Our targeted display advertisements ensure that your job openings reach the right audience. By leveraging advanced targeting techniques, we put your job postings in front of individuals who possess the skills and qualifications you're looking for! This means fewer irrelevant applications and more qualified candidates! Dedicated Account Managers: When you partner with CE Solutions, you're not just getting access to our technology—you're getting the expertise of dedicated account managers who are committed to understanding your hiring needs. Our account managers work closely with you to craft a recruitment strategy tailored to your organization, providing personalized support and guidance every step of the way! Multiple Hire Policy: We understand that hiring multiple candidates can be costly and time-consuming. That's why we've implemented a multiple hire policy designed to help you save both time and money. By streamlining the hiring process and offering cost-effective solutions, we make it easier for you to scale your team without breaking the bank! 💷 Narrowing Down Your Niche: At CE Solutions, we recognize the importance of finding candidates who not only have the right skills but also align with your company culture and values. Our tools and expertise enable us to narrow down your niche and identify individuals who are not just qualified but also the perfect fit for your team. Whether you're looking for tech-savvy developers or creative marketers, we've got you covered! 🔥 Ready to take your hiring game to the next level? Call or get in touch with us today! Phone: 01733 730900 📲 Email: info@cesolutions.uk 📨 #CESolutions #HiringStrategy #StarTalent 🚀

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

93% of CEOs are dissatisfied with their strategy for attracting talent. And it makes sense: - Job ads don't seem to work these days - Hiring your friends and family rarely works out (and can *really* backfire) - And you can only promote so many people from your current team… But if you want to recruit a true difference-maker and go-getter, there is something you can do. There is a 3-step hiring framework that… 💪 Boosts candidate quality by 50% 🤝 Has a 12-month success rate of 95% ⏱️ Gets you an A-player in only 3-6 weeks On a high level, the framework works like this: 1. Source only the best candidates 2. Present the opportunity so well they have to respond 3. Filter strictly (accept less than 1%) Curious to find out more? I've put together a 3-step guide for hiring an A-player digital marketer (in less than 5 hours per hire). The link's in the comments.

Ever shop for a new car and have a sales person just push the latest and greatest model at you before finding out any info about what your specific needs are??? 🚗 Annoying, right? Well, the same goes for hiring. If you're a company considering teaming up with a recruiting agency, it's essential to remember that one size does not fit all. Your hiring needs are unique to your culture, industry, and vision. So, if an agency hits you with a standard fee and promises the moon without even asking about your specific goals, that's a major red flag. 🚩 An agency worth its salt will ask you pointed questions. They'll want to know the the skill sets you require for the open roles, the major pain points you've experienced in trying to fill this role(s), how many role you are looking to fill, and so much more. These factors dictate the amount of effort and resources needed to get you the candidates that will truly fit into your team. 🛠️ When you're shopping for an agency, don't just look at who's the cheapest or who promises the most candidates. Evaluate agencies based on the questions they ask you and their experience in delivering what you need. Trust is built on understanding, not promises. ✅ So before you partner up, make sure the agency is as invested in understanding your needs as you are in understanding theirs. Your future team members are too important to leave to chance! 🌟 #recruitment #hiringbestpractices #talentaquisition #digital #ecommerce #marketing #advertising Hawkeye Search Group - Formerly BWG Talent

Want the inside edge on the newest opportunities in the #remote workforce? Looking to ACE your interview? #connect #follow and hit that 🔔 to make sure you catch every fresh #jobposting as they drop. You’ll also find a quick summary and tips to get prepared for the interview! So let’s get into it…this opportunity is for: Paid Search Marketing Manager https://ift.tt/1wdeP0F Founded in 2007, Jimdo is a profitable business serving microbusinesses with a diverse team across 15+ countries. They offer a range of tools including a website builder, online store, and more. The company seeks a Paid Search Manager with 2-3 years of experience to lead paid marketing activities and drive ROI through a comprehensive search strategy. They offer a flexible, international work environment and support for personal projects. Now for the fun: Possible interview question: Can you provide an example of a successful paid search campaign that you managed, and how did you optimize it to drive ROI? High-level tip on answering: When answering this question, you should choose a specific campaign that you managed and discuss how you formulated the strategy, monitored performance, and made adjustments to improve ROI. Use concrete metrics and results to demonstrate the effectiveness of your approach, and showcase your ability to drive success through data-driven insights and strategic optimization. Additionally, emphasize your collaborative and cross-functional approach in achieving campaign success. *Please note these jobs are presented, offered, and hiring courtesy of their respective POE’s. #remotefirst #nowhiring #nuagi #hiring #newjobs #interviewprep ———-———-———-———-———-———-———-———-———-———- I’m Jamal Brooks, a #careercoach and #resource for the career journey. I help remove barriers so YOU get more wins! If you want to perfect your interviewing skills, click the link to book a complimentary consultation. If we are a mutual fit we can establish an engagement agreement at a competitive rate. Let’s get to work and get you hired!

Have you ever been denied the opportunity to interview for a specific job because the hiring company competed with your current employer? That was the non-compete clause in your contract coming into play. Early in my recruitment career, I spent around 18 months recruiting marketers, specifically in gaming and gambling. I witnessed many people moving from one gambling firm to another, even though they had this clause in their contract. It was really only designed for the most senior people within a business who perhaps had insider knowledge or trade secrets that could potentially impact their current employer if an employee left for a competitor. But for many at the junior-mid level, it still acted as a deterrent. Many were afraid of the consequences and missed out on what could have been their dream job. This week in the USA, the Federal Trade Commission voted to BAN non-compete agreements. It's always been said, 'Your people are your company's greatest asset'. Well, the stakes have been raised. Staff retention and employee satisfaction must move even higher up the company agenda. Most people leave a company due to poor management. From now on, it will be even more crucial that D2C brands hire the right CMOs, SVP/VPs and Directors/Heads within their marketing functions. The wrong hires in these important management positions could destroy the department, and you may see your hard work of hiring great marketers move to your closest rival. If you're a D2C brand and want to ensure your mid to senior-level marketing hires will deliver impact while being the person the rest of your marketing department wants to learn from, contact me so I can show you how our partnership search process will make your marketing department the place where marketers want to stay and thrive. E: Alex@AcquireDigitalTalent.com #recruitment #marketing #d2c #noncompete 

There is a new way of hiring. Which i think is going to fundamentally disrupt the antiquated model of agencies that charge you an arm and a leg to hire candidates. Last week I posted a role for a social media manager for my agency. I put up a $500 referral fee in addition to the post. In two days I got: 50 candidates 10 of those were referrals from my network. 20 of those were highly qualified. Community based recruitment is the future I am convinced! Could we see a world where recruitment happens through peoples networks? Throw in some external referral bonus and I truly believe we could see the end of external agencies potentially. Thoughts? #hiring #linkedin

“Yes, I’m hiring… but I can’t use a recruiter…” I don’t envy hiring managers in small and medium sized companies at the moment. I speak to a lot of senior marketers who are hiring for their teams, but aren’t allowed to reach out to a marketing recruiter as “we don't have the budget” or “our CEO wants us to reach out to our network to hire directly”. They’re already spread thin AND are expected to manage recruiting on their own… Last week, a CEO told me their recruitment strategy was to have all hiring managers reach out to their own network and see who’s interested. Bluntly put, that’s a terrible strategy… They’ll end up with a workforce that lacks diversity and will limit their talent pool to “known” candidates. Not healthy for a business striving to be diverse and open to everyone. Plus, why is it acceptable to put even more pressure on hiring managers? As if they don’t have enough on their plate managing the marketing function and hitting tough targets! If you’d like a helping hand with hiring, or would prefer to outsource it to a specialist marketing recruiter who can genuinely find you the best candidates from a diverse background then say something to your boss. It will free up your time to do what you are best at (and most enjoy) – marketing. And save the company lots of money in the longer term as you’ll see some high performing candidates that you might not have found through your own network. Interested to hear from you guys - is recruitment taking up a lot of your time at the moment? #hiring #recruiting #marketing

2nd Edition! I planned for this to be a weekly feature. However, seeing what little is out there to amplify, I may need to adjust my plans. 🤞 Reminder, I have no connection to these roles. These jobs will be in the Talent Acquisition & Marketing/Communication areas generally and they stood out from the sea of same. 🔦 Have a great one you think should make the list? Add it ⬇️ in the comments. 🆘 Need help rewriting yours to make them share-worthy? DM me. Drum roll, please 🥁🥁🥁 Executive Search Consultant (Hybrid), Charleston, SC, MUSC Health https://lnkd.in/gtqJkgFb While it may be too long for most, I really appreciate the % to convey priorities and division of work. Senior Digital Marketing Manager, Strategic Enablement (NY or NJ), Johnson & Johnson https://lnkd.in/gFt5EUZP Ignore the title; there is zero signal that this is an employer/talent brand and recruitment marketing role. What I do appreciate is that they spell out a few specifics (what teams/segments you’ll support, who owns LinkedIn partnership, is there a CRM/what’s needed there) you typically might not learn about until the hiring manager interview. This gives JD gives you more clues to prepare for that conversation. Talent Acquisition Marketing Specialist II (Hybrid, Diamond Bar, CA), Niagara Bottling https://lnkd.in/geWaDB-T Again, ignore the title. There is little signal that this is an employer/talent brand and recruitment marketing role. What I do appreciate is the specificity of what you’ll be working on. I also appreciate segmenting “must-have” VS. “nice to have” technology expertise.  #jobs #TAJobs #EBJobs #communicationjobs #recuitmentmarketing #talentattraction #employerbrand #talentmarketing