Sara McNamara’s Post

One of the # 1 triggers that makes people look for a new role? When they feel there is "no room for growth." So, how can you get a feel for a company's development? 📌 Here are two questions you can ask: 1) Can you tell me the last time someone was promoted in this dept? 2) Can you tell me about how my manager will deliver feedback and how often we'll discuss my performance? P.S. You can preface with all these questions that you're not looking to climb the ladder immediately, you're happy to learn and grow. You're asking these questions because you'd like a long-term stay with this company and you want to make sure your goals and their vision align. 👀 How we do this here at Motion (Creative Analytics): For example, at Motion, our sales team has a defined growth plan for promotion to Account Executive. We define the progression timeline upfront in the interview process and make sure we're transparent about our reasons for this plan. ✌️ TLDR; Be upfront with your candidates! If you don't have a growth plan in place... Are you open to making one? It's okay to not know exactly when things will happen, but candidates need to know it's at least something you're willing to have an honest conversation about. P.S. We're hiring at Motion (Creative Analytics) -- 👋 Follow Libby Moyer for more. Agree? Repost ♻️ to share!

This is really good. Thank you Libby Moyer for this great post! Here are two questions you can ask your interviewer: 1) Can you tell me the last time someone was promoted in this dept? 2) Can you tell me about how my manager will deliver feedback and how often we'll discuss my performance?

𝗛𝗮𝗿𝘀𝗵 𝘁𝗿𝘂𝘁𝗵 𝗮𝗯𝗼𝘂𝘁 𝗵𝗶𝗿𝗶𝗻𝗴 Hiring is challenging not only because there are less skilled people in the market. It's challenging because people who hire team new team members lack the taste of good work. This applies to every domain of work, whether it's design, writing, development, or strategy-based roles. You will only hire good people if you have someone on the team who has tasted quality work. That's when we at Fueler® started helping brands in hiring, they started welcoming new team members with the high skin in the game. We don't claim to help brands hire people for every domain of work, but if you are looking for talented people from the 𝘄𝗿𝗶𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗱𝗼𝗺𝗮𝗶𝗻, you won’t have to go anywhere else, as we believe we can help you. If your company is hiring, please tag the person we can connect with. #hirewithFueler

The best marketers grow into their roles... Don't look to tick every box when hiring. The best marketers are inquisitive, want to grow and always looking to learn. Give them a chance - you won't be sorry. Someone with a love for marketing and a passion for your brand will do a much better job in the long run. Hiring managers. Do you believe in giving someone a chance where possible?

I've hired over 100 social media and content peeps and... My 5 🔝 traits I always search for when hiring: 1️⃣ Passion - they breathe, eat, and sleep in the social media and content world. 2️⃣ Self-starter - no hand-holding required. 3️⃣ Broad skillsets - I adore people who excel in one area but also possess a wide range of talents. 4️⃣ A maker - I'm all about hiring those who create and innovate on their own, even outside of a 9-to-5 job. 5️⃣ Humble team players - here's the deal, folks. No room for big egos on a social team. What traits do you look for? Share your thoughts in the comments below. Also - we are hiring! Let's talk!

That’s how it should be. Taking into consideration that some job descriptions are just collection of technology stack, which a rear candidate possesses.

Job descriptions often list more qualifications than are truly required, and hiring managers are often open to considering candidates who may not check every box. If you possess around 60% of the listed qualifications, you should absolutely apply. Many of the best hires come from candidates who weren't sure they were qualified enough, but took a chance and applied anyway. Imposter syndrome can be a major obstacle that holds people back from going for roles they are more than capable of. The reality is, your dream job may be just one application away. Employers like Motion are often open to considering candidates who bring strong potential and a willingness to learn, even if they don't perfectly match the job posting. The key is to have the confidence to put yourself out there, rather than self-rejecting before you've even tried. You never know what opportunities could be in store if you take that leap. Wishing the best of luck to anyone considering a role at Motion or elsewhere - your next great career move may be closer than you think.

Let's start normalizing hiring folks with agency experience for in-house roles. I have been lucky to do both and I can tell you for certain, bringing in talent with agency backgrounds will make your team quicker, smarter and will save you a LOT of money as they know the ins and outs of agencies and can push back on markups.

Think Twice Before Hiring a 'Low-Cost' AE. Cutting Corners Can Cost You More in the long term... Some companies want to pay as little as possible for AE's to 'save money'. Remember this: 👉Managing and coaching an average performer takes significantly more time than working with a top performer. 👉Hiring someone at a lower package who performs well often leads to them leaving for higher offers elsewhere. 👉Offering non-competitive salaries makes it harder and more costly to attract top talent in the long term. 💵Lost opportunities and missed deals = Poor conversion rates and revenue per month. Invest in quality AEs upfront to ensure long-term success and maximize your ROI 🚀

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.