Brooke Dennis’ Post

Insider’s tip: It’s nearly impossible to scale an agency without a Director of Client Service. As a firm grows, this position is vital for: ➡️ Allowing the founder to exit from day-to-day client work and focus on growth ➡️ Client retention and satisfaction ➡️ Overseeing teams ➡️ A smooth transition from sales to service ➡️ Protecting project scopes ➡️ Organic growth opportunities Sounds like the unicorn you’ve been looking for, right? Well, hiring the right person and setting them up for success with a solid foundation aren’t simple tasks. This is why agencies often hire Advocation to set up a successful foundation, train their team, or step in to fulfill this role in a fractional capacity. In a new blog post, I’m sharing the full scoop on hiring a Director of Client Service. Link in the comments below!

The 7 things that matter for scaling an agency: 1. Pricing 2. Unique offer 3. Inbound leads 4. Results and proof 5. High-quality hiring 6. Culture of responsibility 7. Letting go, leading, not micromanaging The 7 things that will stop you from scaling: 1. No culture 2. Cutting costs on hiring 3. Always insisting on “your way” 4. Trying to automate everything 5. Trying to document everything 6. Thinking you are the only brain in the company 7. Worrying about outbound quantity instead of inbound quality What did I miss?

Facebook is now hiring! No need to apply, they already have all of your details. 😂😂 📣Kidding. Facebook isn’t hiring but Milestone is. If trending audio is the soundtrack of your life, you spend your day thinking up social media puns, get a little giddy measuring impressions and ER, love a good meme, and want in on shaping some exceptional influencer marketing campaigns with me then you might want to apply to join our social team. There are other openings too, much less interesting ones. 😂 #sorrynotsorry #hybrid #socialmedia #marketing

Here's an idea for when hiring for new people. Since you're putting potential candidates through various interview stages, case study presentations and asked quite a bit of them, if they don't make the cut, how about ensuring they leave as 'advocates' for your brand and business - it's an open goal. Consider the hiring process much like customer experience - make the communication top notch, be overly thankful for their time, effort and interest - and why not cap it off with a box full of branded merch and some decent products. Cost to you is negligible and whilst they're naturally gutted not to get the role, they'll feel the love, feel rewarded for their efforts and likely be advocates for you as people and a business. It's a bit of a cheat code. You're welcome.

A-Players don't need your role like you think they might. No matter how good your opportunity is, the reality is that top talent is currently making good money and they're being taken care of by their current company. What does this mean if you're hiring? 👉Treat your hiring process like a sales process to find the top performers you want.

Company: "We're a FAMILY!" / Plane takes off without "the family" ✈️ Meanwhile in Bora Bora somewhere: CEO: "We need to cut 50% of the family. Group text on Mon?" Ok ok, a little hyperbole? Mayyyybe. But I hope you get where I'm going with this. Workplace culture is not something you just TALK about. It's how you invest in your people. It's how your leaders show up every day. It's how your team feels every Sunday night. "Culture" is not a checkbox, it's what will help you really stand out and attract the best talent. Invest in your people. And your people will invest in you. P.S. Speaking of culture, we're hiring! Come join us Motion (Creative Analytics) P.P.S. Check out our latest launch: https://lnkd.in/gKxCnTSf ~~ 👋 Follow Libby Moyer for more. Repost ♻️ to share!

Be wary of affinity brands that are constantly hiring. It may not be growth related. It could be code/indication of high turnover rate especially if they use PR tactics like “Voted Best Place To Work” to spin the narrative. Even the smartest marketers fall for a good story.

I'm still not sure why there's so much surprise about the latest WPP consolidation move.... sure, they're burying "storied" agency names, but when is the last time you hired an agency for the name on the door? As literally every agency ever points out, what makes them *unique* is their people. You hire agencies for their killer creative/strategy/media director. You hire agencies to save money vs. hiring a full internal team. You hire agencies for project work. I'm not wildly confident of the future of the agency model - especially since so much of that killer top-tier talent will happily take on direct contract work with brands. They make good money without the agency burnout and brands save on agency markup costs - it's a win/win for everyone but holding companies, who - let's face it - are consolidating to stop the bleeding. Am I missing something here? I absolutely think there's a case to be made for specialized shops, but is anyone really expecting greatness from the mega-agencies anymore?