Michael Podhradsky’s Post

Brand Ambassadors ultimately need 2 things in order to be successful. They need to be: - okay with being told “no” - friendly enough to initiate a conversation Avoid hiring for these positions based on work experience alone. #brandambassadors #recruiting #hiring

Whether you need to develop your brand from scratch or modernize an existing brand, having the right brand manager on your team can make all the difference. From the job description to interview questions, explore our guide on what you need to know before hiring your next brand manager here: https://bit.ly/4gbjjlb #newblogpost #brandmanager #hiring #hiringtips #24seven

Are you a brand about to launch its own in-house demo/brand ambassador program and wondering if Indeed is a good place to recruit? In my experience, it's a resounding NO. I am not saying I haven't used Indeed and that I haven't hired Brand Ambassadors via their platform. What I AM saying is the percentage of qualified candidates vs. total applicants was VERY LOW. With Indeed's new method of only "charging you for qualified applicants," when you receive hundreds of applications and have to go through a multi-step click-through process to dismiss them, it's a substantial time investment. Heaven forbid you take a couple of days off and your ad is still live, you're going to get charged! My advice: stick to Facebrook Brand Ambassador Groups and of course, the best source for BA talent that there is, Trusted Herd Inc.

I'm 90 days into the new VP of Marketing role. This is when it gets real. 😄 The first 30 and 60 days... you're learning the business. Making some tweaks, here and there, delivering some early wins. At the 90 days, it's full delivery mode. It's Q1 and deep into: - finalizing budgets - SKO execution (can't wait for your keynote Jen Allen-Knuth) - hiring new roles - board meetings - onboarding new agency - content planning and execution - product releases and launches - IRL event planning Oh, and hitting those targets. 😎 For those starting new roles, how's it going? ❤️

Savage or gold? There is a video floating around Instagram about an AE who filmed their recent layoff and some snips of the conversation back and forth with HR. So many variables we don't know: ramp time, sales cycle length, enterprise or not, etc. This post isn't debating "is that something you share publicly nor any of the above" - you can head to IG and weigh in there. This post is about reps AND sales leadership should be triggered when on calls or when coaching calls. Vague answers! How many times have you been on a discovery call and your potential buyer says "some, more, bigger, not great, it's ok"? Often. I know as it happens to me - weekly. This is where when you do (cough) call coaching, or as the rep, you should be TRIGGERED. Did we let them get away with the vague answer? Did we ask them to define it? Why? Because we can't HELP THEM if we cannot define what is happening. When I watched this snip on IG, I was triggered watching the AE's because... ➡️They didn't allow for the vague answers they were being given by HR. They kept pressing for more. Well done there! Whether you watched the video or not, it is a reminder that as sellers, it is our job to find out information so that we can help our buyers. If the buyer gets cagey - get them back on course with a simple phrase such as "typically when we see someone say x, y and z is happening". They put their guard down as they understand WHY you are asking. ------ This is what we help teams with. Sure, there is the #gapselling book - that's a great start but I've yet to meet one org DIY'ing things well. Our team trains sales orgs on how to improve win rates, to increase sales and pipeline conversion by honing the discovery process through hands-on training/role - plays and we tailor the training to your buyer. PLUS a slew of reinforcement services. P.S. - Did you see the video on IG?

Opportunity for Chief CMO

Now #Hiring Social Media & Talent Acquisition Associates! 👨💻 👩💻 We've got some exciting roles open internally at SuperStuff and for brands & agencies hiring through us this week. If you're someone in the space looking for a new role or know anyone who might be, please tag them in the comments! :) The link to get connected with us is in the comments! ---------- * At SuperStuff we're helping brands & agencies hire India's top marketing & creative talent through a vetted pool of people with proof of work. We also help brands find the right kind of agencies for their marketing needs. #socialmedia #talentacquisition

Less than 15% of new hires in the last 5 years were “fit” for their jobs. How to hire OOH good ad sales people (Billboard Insider): Lisa & Dan Nausley. How can you find the best candidates for your OOH sales position if you don’t really know what you are looking for? I hear far too often that the owner or sales leader is looking to hire experienced OOH salespeople. Awfully hard to do in most markets…dang near impossible in a […] #DOOH #digitalbillboards #digitalsignage

This tip isn't a secret, but most people don't know It's not ALWAYS the HR who reaches out (this was the case in my on site jobs but remote is a different ball game) When I started building my brand on LinkedIn, I would connect with HRs only or anyone labeled as a recruiter. The result? None reached out. Then, I found out most are just an end to a process—the heads of the team reach out and interview the candidates for the team, then pass the selected candidate to HR for formality, or so I assume. So, who reached out? -Founders -VP of Marketing -Brand Marketing Manager -Product Marketing Manager -A Referral to The Above From a LinkedIn Connection So, reach out, connect, and network with more than HRs here. Could be the missing piece of your puzzle .......................................................... PS: Who reached out to you in the last opportunity you got?

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