James Hickman 🧑‍🚀 🚀 🌏’s Post

Hiring a creative director in 2024 involves more than just finding someone with a creative vision; it requires identifying a candidate who can blend creativity with strategic business thinking. Here's a concise guide to help you streamline the hiring process: ✓• Redefine the Role Update the job description to reflect the modern responsibilities of a creative director, including strategic oversight across all customer touchpoints, not just traditional advertising. ✓• Source Creatively Use platforms to find potential candidates. Engage with creative communities and present your company as a place where creativity thrives. ✓• Evaluate Beyond the Portfolio Look for a balance between creativity and strategic thinking. Assess how candidates have previously driven business results through their creative work. ✓• Focus on Leadership During interviews, explore their leadership style, team management experience, and ability to foster a collaborative and innovative environment. ✓• Test Analytical Skills Discuss past projects where they used data to drive creative decisions. Present hypothetical scenarios to evaluate their problem-solving and analytical abilities. ✓• Use Real-World Tests Assign a small, real-world project to see how candidates apply their skills in a practical context. This helps gauge their ability to translate ideas into actionable outcomes. ✓• Stand Out with Your Offer Highlight opportunities for growth, a supportive company culture, and comprehensive benefits. Tailor your offer to attract top talent by emphasizing flexibility, professional development, and creative freedom. #Key Traits to Consider: >Vision and Innovation: They should be ahead of trends and able to set new benchmarks. >Leadership and Communication: Effective leadership and communication are crucial for managing diverse teams. >Adaptability and Problem-Solving: The ideal candidate should be able to pivot strategies and solve problems creatively. >Technical Proficiency: They should be well-versed in the latest tools and platforms relevant to your industry. >Cultural Fit: Their values should align with your brand’s identity and goals. #Hiring costs can vary widely. Freelance creative directors may charge per hour, or per day. By redefining the role, sourcing creatively, and focusing on the key traits that align with your business needs, you can hire a creative director who not only enhances your brand's visual identity but also drives strategic brand growths. #CreativeDirector, #HiringTips, #BusinessGrowth, #CreativeLeadership, #MarketingStrategy, #InnovationInBusiness, #TeamBuilding, #LeadershipSkills, #CreativeStrategy, #DigitalCreativity, #TalentAcquisition, #BusinessInnovation, #BrandStrategy, #CreativeIndustry, #CreativeHiring.

Some of what I learned from this "hiring" post: 1) There are a lot of super talented and under-employed "creatives" out there. Changes to (and reduction of) the roles they traditionally fill is a huge opportunity for businesses that figure out how to use their skills/talents. 2) Corporate HR directors, recruiters, and "applicant tracking systems" have 100%, completely, and absolutely destroyed the job hunting process for humans. Most applicants communicate like robots, using standard templates and keywords that don't differentiate them — because that's what most job hunts require. Startup opportunities galore in this space, but AI probably makes it worse in the short term. 3) Applicants desperately miss human interaction in the hiring process. Most are shocked I responded personally. They're stunned when they ask for individual feedback and I provided it. Most say they never hear back at all. 4) Many people don't know what an ACD does. This is largely because the job does look different at different firms, which is understandable. But I was surprised how few demonstrated leadership/management skills, instead basically applying to it like a design or writing job. Even fewer asked questions about the role. 5) People want truth in advertising. I got a ton of positive feedback about the post's "authenticity and honesty." (I was just trying to communicate clearly, mostly.) This reaction is probably related to point #2 — how badly job postings are normally handled. But also, providing a pay range and actual specifics about qualifications (including the idea that college degrees aren't a magic ticket) seemed to resonate. I'd probably do a few things differently. Maybe I'll post on that separately. I'm deep in the process of talking to folks, which is quite enlightening and fun. If you're interested (or know someone who is) please drop a note at hello@reynoldsandmyers.com.

Know the difference. I see a lot of job openings in digital marketing. Companies are looking for digital content makers. Why they are unable to find the right person is because what they are looking for is a ONE MAN ARMY. Before you create an in house communication and content team first know the different roles that are required to make a good team. A traditional advertising agency has three departments for creative ideas: The Client Services The Concept Team The Art Team A lot of companies do not think about hiring a CS person simply because they think there is no client. Wrong! The management is the client. You need a bridge, a person responsible for ensuring the completion of tasks. Creatives are not trained to follow up so we see a lot of delays in everyday tasks. Then comes the concept team. A bunch of people who think of ideas and put these down in words. They work with both the art team or external vendors like production houses to execute ideas. The art team although is the one that creates the final product but is not suppose to write or present. So understand a few things: A content writer or a copywriter is not a designer. A designer or art person is not necessarily a concept writer or a CS. A creative director is not a film director and a film director cannot think like a creative director. My experience tells me that combing job roles usually means loss of quality. So next time you hire a digital content team know that content writers, designers and production heads are three people and not one. #HR #DigitalContent #digitalmarketing #CreativeDirector

In looking for a #communications or #marketing director, smaller companies sometimes try to hire a comms "superstar" who can do it all: digital marketing, content, writing, editing, social media, graphic design—you name it. ✨ Not to mention budgeting and management. I think this approach is wrongheaded for a number of reasons. 1. Eventually, a comms director who has to do all of those things (and more) will burn out. 💥 No one person can realistically produce every deliverable or meet every single deadline, especially if the organization wants to grow, which brings us to... 2. It's not scalable. 📉 Constantly pinch-hitting for every potential member of a functional comms team will keep the director from being able to do their biggest job: assessing, reevaluating, and charting the best path forward. 3. It limits the amount of talent you can bring in. ♻ If the comms director ever leaves, then the organization has to spend time and resources looking for another unicorn to take their place, rather than promoting internally from talent that the director has been able to identify and develop. Are comms and marketing chops important? Unequivocally, yes. But they shouldn't come at the expense of #leadership ability.

Looking to infuse creativity and innovation into your projects without the commitment of a full-time hire? Consider hiring a fractional Creative Director! Here's why: Access to Top Talent: Fractional Creative Directors often bring years of experience and a diverse skill set to the table. By hiring fractional, you can access top-tier creative talent without the expense of a full-time salary. Cost-Effective Solution: Fractional arrangements allow you to budget more effectively. Instead of paying a full-time salary, you only pay for the time and services you need, making it a cost-effective solution for businesses of all sizes. Flexibility: Need creative direction for a specific project or campaign? Fractional Creative Directors offer flexibility in terms of engagement duration and scope of work. Whether you need strategic guidance, campaign development, or ongoing creative support, fractional arrangements can be tailored to meet your needs. Fresh Perspective: Bringing in an external Creative Director can inject new ideas and perspectives into your projects. They can offer valuable insights, challenge existing norms, and push your creative boundaries to deliver innovative solutions. Scalability: As your business grows or your creative needs evolve, fractional arrangements can easily scale up or down to accommodate changing requirements. Whether you need additional creative support during peak times or a scaled-back approach during slower periods, fractional Creative Directors can adapt to your needs. Collaborative Approach: Fractional Creative Directors work collaboratively with your team to understand your brand, goals, and vision. They become an extension of your team, working seamlessly to deliver creative solutions that align with your objectives. Proven Track Record: Many fractional Creative Directors have a proven track record of success, with experience working across various industries and projects. You can leverage their expertise to drive results and achieve your creative goals. Overall, hiring a fractional Creative Director offers a cost-effective, flexible, and collaborative approach to infusing creativity into your projects. Consider exploring fractional arrangements to unlock the full creative potential of your business! #creative #Chiefcreativeofficer #advertising #fractionalwork

🗣 Hiring! (please share) Since founding Reynolds+Myers, I’ve served as Creative Director, defining the creative vision for projects and working with a team of specialists to bring it to life. Unfortunately, recent medical issues are reducing the time I have available for my day-to-day tasks — so I’m considering adding an Associate Creative Director to help me out. (I’m still working, just a bit schedule-constrained.) I haven’t drafted an official job description yet, but thought I’d reach out here to see if my network knows anyone we should be speaking with. At R+M we ALWAYS shape roles to fit the skills, talents, and interests of the person doing the job. That said, here’s what we are looking for: 💡 Role: Associate Creative Director. Accountable for maintaining quality + impact of the creative product leaving R+M. Will direct a team of writers and designers, collaborate with account team members (and myself) to ensure goals and deadlines are met or exceeded. 🗺 Location: Remote-first but prefer someone within an easy flight of Boise. I’m open to full or p/t. 🔨 Skills: Everything you’d expect from the job title, but even better if you are a strong concepter and copywriter with editing/proofreading skills. If other people don’t see you as a perfectionist or someone who is always striving to be better, this role probably won’t be a good fit. 🦏 About R+M: we build marketing machines for legacy companies. Our clients include brands you know run by 100% quality human beings. We simply don’t work with jerks. Most are B2B, but all have complex sales cycles, multiple purchase influencers, and focus on marketing tools beyond advertising (though we do our share of that, too). R+M is 10 years old. My experience stretches back 25+ years. 💰 Salary: Likely ~$80k - $120k + performance bonus, depending on how we design the role. Key traits we’re looking for: ✅ Ambition - always pushing; always improving. ✅ Detail-obsession - the “little things” add up to big things. ✅ Persistence - our work is strategic and often complex; both R+M and our clients play the long game. 🧠 Qualifications: you probably have 5+ years of agency-side experience. Degrees are good, but only to the extent they actually made you smarter… your work product/accomplishments/reputation should speak much louder than any formal credentials. ▶ To apply: send an email to hello@reynoldsandmyers.com with “ACD” in the subject line. Demonstrate your awesomeness and provide some details on why you’re right for this role. A final note… trite clichés like “master storyteller” or “creative guru” won’t get you anywhere with this role. At R+M our creative work serves real business outcomes. Pretty pictures alone don’t get the job done here. You need to be smart, strategic, and capable of bringing a point of view to (almost) any discussion. To the extent you can demonstrate that, you’re likely a good match. Thanks for reading this far — please share if you can. --

Today is International Hug Your Creative Director Day! (or at least it should be) Creative Directors are the unsung heroes of marketing. If I were marketing hire #1, the very next hire I'd make would be for a seasoned Creative Director. And I wouldn't skimp on the salary or use contract resources. The best Creative Directors not only have great technical skills, they are able to walk a fine line between delivering what stakeholders THINK they want vs. what they actually need. No small feat. They are Defenders of the Brand. They are Magistrates of the Due Date. Ruler of Drafts and Final Versions. It is one of the few roles I would suggest overpaying - and poaching - to get. Every dollar spent on a great Creative Director will save you time and money wasted on endless rounds of revisions and operational gridlock.

Your creatives need --> SPACE <-- to think to process to decompress to put unexpected things together Room. To. Breathe. ✨ Like. This. Extra space for emphasis. Y'all get me now? NOT 17 back to back meetings. Pressuring them for ideas. Creative is not a microwave. You don't just "heat up new ideas." It. Does. Not. Work. Like. That. ✋🛑 📌 Friendly reminder: Your creatives should have deep work blocks. Every single day on their calendar. Don't hold them to their desk. Let them go adventure. Find inspiration. That is NOT "wasted time" It's creative time. Intentional creative time. And it's the best investment you can make. If you want to level up your creative output. -- 👋 P.S. We're hiring a Creative Strategist at Motion (Creative Analytics) Check out our careers page for details!

What are the top 4 things that you should look for when hiring a creative agency? According to Deena Emara, these are some essentials: 1. Team Clarity and Transparency: Understanding exactly who will be working on your account is crucial. Avoid agencies that present a vague or overly large team structure. Knowing the specific individuals involved ensures accountability and effective communication. 2. Domain Expertise: Agencies should provide direct access to the actual creatives working on your project to prevent communication lags and misinterpretations. When project managers lack the necessary background, it can create a disconnect between the client’s vision and the final output. 3. Avoiding Data Fishing: Be wary of agencies that present inflated performance metrics without clear explanations. Transparency in reporting and a solid understanding of how metrics are derived is essential for trust. Deena mentioned the issue of receiving data that seemed exaggerated without proper context or breakdown, which can lead to skepticism and mistrust. 4. Intuition and Problem Understanding: Successful agencies come into the first call prepared, understanding the brand’s problems and needs without making assumptions. They should be able to discuss potential issues and solutions during the initial conversations, showing that they grasp the client's pain points and can offer strategic insights. What would you add to this list? Do you disagree with any of our top 4? 

🚀 How to Hire a Creative for Your Team 🚀 Finding the right creative talent can transform your business and elevate your content. But hiring a creative isn't just about finding someone with the right skills – it’s about finding someone who fits your team culture and vision. Here are my top tips for hiring a creative: 1️⃣ Define Your Needs Clearly: Be specific about what you need – graphic design, video production, copywriting, etc. The clearer your requirements, the better the fit. 2️⃣ Look Beyond the Resume: Portfolios and past work tell a more comprehensive story. Look for creativity, style, and versatility. 3️⃣ Assess Soft Skills: Communication, teamwork, and adaptability are just as important as technical skills. Ensure they can collaborate effectively with your team. 4️⃣ Use Practical Tests: Give candidates a task or project to complete. This helps you gauge their problem-solving abilities and creative approach. 5️⃣ Cultural Fit Matters: Hire someone who aligns with your company values and culture. A great cultural fit leads to better teamwork and job satisfaction. Watch my latest video where I delve deeper into these tips and share some personal experiences from my journey in building a creative team. Let’s make your hiring process smoother and more effective! 🌟✨ #Hiring #CreativeTeam #ContentCreation #TeamBuilding #BusinessGrowth #CreativeTalent #WorkCulture