Leandro Cabrini’s Post

The one role EVERY marketing team should hire overseas: ✨ Digital Marketing Generalist ✨ We also like to call it DM Executive but Generalist is a better descriptor. ✅ Why do I think everyone should hire at least one? There are loads of time-consuming tasks in marketing that take up way too much of your day. These tasks sometimes get in the way of creativity and innovation. You DO NOT want an uninspired marketing team, trust me. This role fixes this. ✅ What do they do? 👉 Scheduling posts and emails, manually publishing posts and stories 👉 Preparing reports, populating spreadsheets with data from influencers, leads, and more 👉 Influencer outreach, tracking influencer posts and organising deliveries 👉 Graphic design and video editing 👉 Customer service management and other admin tasks 👉 More tasks that can be done remotely Forget about all the time-consuming tasks keeping you from meeting your goals. ✅ How much does it cost? We can find an A-PLAYER in Argentina for this role for $800 - $1,000/month. Yes, you read that right. That’s $9,600 - $12,000/year, £7,500 - £9,500/year for my UK connections. 🤯 That's actually a great salary for someone starting their career in Argentina. It's just difficult to find the great ones, that's where we come into the picture. ✅ Can you delegate everything? No. You’ll still need team members locally to do things you can’t delegate, such as on-site content creation, real-life activations and more. This is not a “hire instead of” role. This is a role that will elevate your entire marketing team's performance while also saving in costs. Sounds pretty great right? Correct. That's why I started Proppel. 😎 DM me if you'd like to explore this for your company. I have a few candidate examples I can share, no strings attached. #recruitment #hiring #marketing #agency #startup

"Friendly, collaborative, and genuinely interested in my success." ✨ Testimonials like this make my day. It's always a pleasure finding candidates like Rodrigo and pairing them with amazing companies where they can thrive. 🚀 The perfect fit for the candidate AND the client. That's our goal. The only way we can do this is by understanding perfectly what our clients need, and what the candidate is looking for. It takes a lot of work to understand this, but my 8 years of running a digital marketing agency certainly helped. In this case, Rodrigo was hired by a Performance Marketing Agency in the US a few months ago. He's helping them with video editing and graphic design for their ads. That's what we call a Performance Content Creator at Proppel. We're on a mission to find and place outstanding candidates from Latam in remote roles in US and UK companies – and sometimes beyond! That's what we do every day, and we love what we do. So: 👉 If you're thinking about hiring exceptional overseas talent, DM me. 👉 If you're thinking about working for companies abroad from Latam, DM me. Let's chat! 💬 #recruitment #agency #marketing #hiring #startup

I'm HIRING! I'm expanding my team, and am on the look out for a digital and communications co-ordinator. Please share this with any communicators who are looking for their next step! So why am I hiring, what's the job and what's it like to work here? I'll start with the job. We're a small team right now, and we do a lot of great stuff, but there are things that we could do better. SEO is one. Social media is another. Our email comms are quite tactical and we could do with giving them more structure. So we're looking for someone with really good technical skills, but who can deploy those skills in a really agile, creative way. Why now? Well, the National Institute of Teaching is a relatively new organisation, and we're maturing. I've built a team with strong foundations, and we're in a good place. In the early days, those gaps that I mentioned above meant little, because we were starting from scratch and were working on lots of projects at once. But now we need to really accelerate and add value to our work, and this is an area where we could do with some oomph. What's it like to work here? It's busy. There is a lot to do, and there is always more work than there are hours in the day, so you need to be good at dynamically prioritising. It's also a really mission-driven organisation - we care about the impact we have on the education system and have the life-chances of children in mind when we are doing our work. It's also incredibly supportive, and your work-life balance matters. My little boy has had a few nursery bugs, and I've been very lucky to be able to work flexibly to manage. I was very poorly back in January, hospitalised with pneumonia, and the NIoT were brilliant during my recovery. Anyway, it's a great job - please share for your networks and feel free to contact me if you are interested. https://lnkd.in/eVn-9b8Q

Setting the stage for creative flow at the office! 🌟 The vibes are high, the ideas are flowing, and the energy is contagious. 🔥#TeamArrowmac #AdLife #Creativejobs #LoveAdvertising #WomanOwned #BestStaffingAgency #OCCreatives #LocallyOwned #AgencyLife #RecruitingLife #Recruiting #NowHiring #Hiring #JobSearch #Advertising #Marketing #Creative #Digital #staylocal #supportlocalbusiness #supportlocal #OCbased

Hiring a Marketing Manager? Let’s get real. A Marketing Manager is not: • A PPC expert • An SEO specialist • A Copywriter • An eCommerce specialist • A PR pro • A Graphic Designer • A GTM strategist • An Email Marketing expert • An Events planner • An Internal Comms lead • A Social Media Manager Yes, they might have experience in some of these areas, but expecting them to handle all of this? That’s a recipe for failure. Too often, companies try to save costs by hiring one person to juggle the work of 2-3 roles, and sometimes even more. While a skilled Marketing Manager can wear multiple hats, no one can excel at everything on this list, day in and day out without burning out as each role is a speciality. If you’re looking for someone to “do it all,” it’s time to rethink your expectations. Hire smarter, be clear on the role and remember, even the best Marketing Managers can only succeed with realistic goals and focus. #MarketingManager #HiringTips #TeamSuccess #SmartHiring #MarketingStrategy #AgencyLife #Pakistan #2025

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 hire top talent? 💡 Our founder, Ajay Prasad, shares the importance of adaptive creativity in today's fast-paced digital landscape. Discover why this skill is essential for agencies looking to thrive. 🔗 https://lnkd.in/gMC8AYfq #hiring #digitalmarketing #agencylife #adaptivity #creativity

If you’re hiring an agency, what’s the number one driving factor? - Their unique, ‘outside-in’ POV - The resource they can add to your team - Their access to deep insight - The high-level creative expertise they offer - Their fresh thinking and big ideas - Or, maybe, all of the above in beautiful harmony We asked the marketers and brand leaders in our network the same thing, as part of the second edition of The Creative Study – which explores the role creativity plays in our world, its transformative potential, and how brands and agencies fit into all that. They told us that working with a new agency is a powerful mix of excitement and trepidation – a major risk as well as a hugely important part of a brand's growth. Read the full report HERE: https://lnkd.in/e_jur8rJ

Every part of your job ad sells something. 1. The job title sells the click. Tip: Use clear, engaging, and specific job titles that instantly grab attention and accurately reflect the role. Example: Instead of “Marketing Manager,” use “Creative Marketing Manager - Lead Innovative Campaigns.” 2. The opening sells the opportunity. Tip: Begin with a compelling introduction that highlights the most exciting aspects of the role and why it’s a great opportunity. Example: “Are you a creative marketing professional looking to lead groundbreaking campaigns at a forward-thinking company? Join us and make an impact!” 3. The job description sells the role. Tip: Provide a detailed and vivid description of the day-to-day responsibilities, key projects, and the overall impact the candidate will have. Example: “As a Creative Marketing Manager, you will lead a team to design and execute innovative campaigns across multiple channels, driving brand awareness and engagement.” 4. The company culture sells the fit. Tip: Describe your company culture, values, and what makes it a great place to work, helping candidates see themselves fitting in. Example: “Join our dynamic and inclusive team where creativity and collaboration are at the core of everything we do. We value work-life balance and support continuous learning.” 5. The benefits sell the appeal. Tip: Highlight the benefits and perks that make your company attractive, such as competitive salary, health benefits, professional development opportunities, and work-life balance. Example: “Enjoy a competitive salary, comprehensive health benefits, and opportunities for professional growth and development.” 6. The application process drives the action. Tip: Make the application process clear, straightforward, and as simple as possible to encourage candidates to apply. Example: “Ready to make a difference? Apply now by submitting your resume and outlining your experience and why you’re excited about this role.” If you get these right and you’ll be a step closer to finding the perfect candidate. #recruitment #talentacquisition #companyculture #jobdescription #jobad #jobs #employerbranding #recruitmentmarketing