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.

Most #Marketing Job Descriptions: "We're hiring a Marketing Specialist!"   (Adds a list of tasks that belong to four different roles.) Marketers today wear too many hats, juggling tasks across various roles. They're #overworked and #underappreciated. While marketers should be adaptable and develop skills in two or three key areas for growth and flexibility, expecting them to handle unrelated tasks is unfair and counterproductive. How can companies do better? Slide to find out 👇

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?

#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

"🚀 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"

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

Here's something to think about - let me know your thoughts Think about it – hiring an external marketing team can get your brand in front of more eyes. ▸ https://lttr.ai/AUPz6 #MarketingTeam #HiringProcess #Team #AllocateResourcesEffectively

Hiring non-stop. This time Enflux is looking for a bright marketing head who will help us structure every funnel already in place, and together with me and Mark Sapolinski build new funnels. Please tag/drop a message if you want to join the team. I suggest you choose wisely, for you can truly commit only once before the bull comes and goes. Once locked in, there are no exits. It’s all the way up. What is in it for you? - 4X the team size in 6 months - Total revenue is up 500% (out of the blue sky but conservative) - Flexible setup, no micromanagement, and carte blanche to experiment with strategies, off-chain and on-chain - A strong flow of ambitious partners and clients who stand for sustainable business driven by fundamentals. - Conferences Interview is twofold: 1. Face control, a.k.a. vibe check. Let’s verify is we align on values and vision first. 2. Professionalism check a.k.a. discuss expectations of both sides, and clarify if your experience is relevant/you have what it takes to deliver. Learning curve is acceptable to some extent. If everything is good, we finalize details with the founders and start rocking together. See you soon, warrior.

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

Marketing ops is a challenging job. That's why I'm introducing the "Dear Marketing Operations Leader" section of the Marketing Ops Leader newsletter. In each issue, my wise colleagues and peers and I will answer some of the toughest marketing ops questions you have. Questions like: - Should I change jobs? - Do I have the right Martech stack for my goals? - Should I specialize in revenue operations? - Why can't I get promoted? I'm excited to see what questions you have in store. You can ask questions in the comments of this post or in the form in the comments, and subscribe to the marketing ops leader newsletter to see the answers. #marketing #martech #marketingoperations