Small Girls PR’s Post

Appily, the in-house tech for how Happily produces incredible projects (think: #events & content) around the world, is now open once again for anyone to use!! I have legit used this to: 🌏 pull off successful events in places across the globe that I've never been to 🧠 hire fractional executives waaay smarter than me to create never-before-done ideas 🔍 find the perfect teammates to design and execute campaigns 👯 rally dozens of production assistants to show up onsite in < 4 hours 🎬 build film production crews for videos & livestreams with 100M+ views 🥇 create one-of-a-kind events, every single time What will you do with it? app.teamhappily.com #teamhappily #appily #fractional #freelancers #hiring #nowhiring #eventplanning #filmproduction #brandmarketing #globalevents #productiontech #eventprofs #eventtech #productionsupport #recruitment #productlaunch #joinourteam #workwithus

My advice? Change careers and either go to work for the government, or put your creative skills to work and start a service business. It's only going to get worse, and I don't mean this pessimistically. The fact is that AI is here and these jobs aren't coming back. Displaced workers will need to cut costs and change careers. In the near future you could learn a trade or move to a smaller dwelling. Or even...move back in with family and start a cleaning business, a fence building business, a remodeling business. No one wants to hear these things, but these seem like the only practical options, as far as I can tell. I am on the job search as well, and let me tell ya–it's been tough. My experience is anecdotal but I see my experience reflected on LinkedIn and Reddit by others every single day. Perhaps the government will step in in 3-5 years and provide some breathing room to those laid off. Once things get to the point where they can no longer ignore them. But in the short term, we are on our own and will need to be resourceful, as well as rely on friends, family, and professional acquaintances. And it's not just AI. It's an imperfect storm of unfavorable interest rates(way less funding for VCs and tech co's), corporate theft by inflation, AI, rising cost of living and so on. I predict laid-off workers will create new resources to support each other find new roles and get by in these "leaner" times. And for the love of God, avoid coding bootcamps!

Why I’ll never approach hiring the same way again: It was a brand-new role on the team (dun dun dun) and we were excited to hire for it. We've hired 15+ people over the years as SixTwentySix has grown, so I thought we could handle it. We had an idea of what the role would include. It all sounded good in our head. So we figured, we'll bring the person in and figure it out along the way. Spoiler alert – if a position "sounds good" in your head, that's very different than giving a new employee: • Clearly defined responsibilities • A guide for how their role plays into the bigger picture • The systems they need to accomplish goals • Tools and resources to succeed from day 1 We all struggled. The goals were unclear. The processes, undefined. So we learned. Luckily, we DO have clear guidelines of what to expect in your first 30, 60, and 90 days on the team, but defining a never-been-done-before role was new territory for us. And we’ll never set someone up for a false start again. The good news? The new hire said it was still the best onboarding process they’ve ever had. Looking for a new role? We’re looking to hire an Executive Assistant and a new Copywriter. Hit us up. My DMs are open!

If you’re hiring an in-house videographer at your college, and the salary range is $40k-$50k, we need to talk. This is not an entry level position. If you want someone to just take orders and push buttons like a glorified intern, then maybe. But if you want someone who knows what they’re doing, and can take ownership of the role and lead creatively with intention and a strong marketing mindset, you need to pay them appropriately. 

I personally wouldn’t feel right paying anyone less than $70k for those expectations. Add to that the benefits package and other costs of managing an employee, and you’re likely exceeding 6 figures. When it makes sense to, invest in in-house talent. They’re super valuable. But there are instances where hiring an external video partner is the more cost-effective option, provided you’re not taking a “random acts of one-off videos” approach. 

 If you find yourself on the fence between in-house and external talent, reach out to me. I can show you what a year’s worth of video content could look like as an external partner, or I can refer you to some talented folks who want to work in-house. Both are good options. Just don’t assume that hiring staff is the cheapest route.

“Welcome to Advertising Airways. We don’t have pilots or flight attendants. Enjoy your flight.” Not trying to be super-extra-mega-negative here, but can someone tell me who’s working at agencies now? It seems like all the copywriters were let go, then the art directors, then the producers, then the project managers, and now I see more and more recruiters getting the boot. I get that sometimes layoffs are needed in a business model, but how are places running now? #seekingeducation #forreal #advertising #marketing #hiring #layoffs #agencies #greenbannergang #greenbannercreatives #whatsgoingon

With massive tech layoffs happening for the past 12 months, people always ask me: How do I make the jump to corporate/technology companies from my news/television/movie/gaming freelancer career? 🚀 In a time of an unstable job market - I wanted to take a minute to show my unconventional career path and the skills I learned along the way - here's part one. A throw, way way back, let's start at the beginning and next I'll talk about how I landed my first start up tech job: Position 1: Production Assistant 🏃♂️ (1-2 years) Here I learned the tools to holds all of the pieces together in a fast paced environment. 1.predict what is needed 2. being available to accomplish any quick task. “That is not my job" - a phrase I learned to phase out in this position.  I could easily translate these skills into a EA / coordinator/ specialist role in the tech industry. Position 2: Associate Producer/Producer/1st AD/Director 🤠 (6 years) Key take ways from this position - INTERVIEWS! Everyone wants to know how to tell a story, how to get the sound bites, and how to get customers to talk to you and give you great sound bites. To be blunt, I learned here from my time in crime television, if I can get detectives and family members of the victim to speak with me.... and then interview with me - there is a direct correlation to how well you can speak to customers... and how to listen more. Position 3: Freelance Creative Strategy 🤸♂️ (2 years) As a reality TV producer, you're almost always freelancing and chasing a new hustle. So, I started to receive questions on consulting for lifestyle brands - to tell their story. I will admit being able to film and edit made this a bit easier to translate, but I was then able to see a creative campaign all the way through, and learn the email/digital marketing pieces that should go along with this - aka, how to nurture customers. Interested in more? Want some 1:1 time to chat on your next move? Give me a follow or comment! (PS note for #recruiters - if you see someone with production on their resume, they're a workhorse.) #nontraditional #careerdevelopment #careercounselling #tvproduction #techjourney #recruiting #careeradvancement

If you’re hiring an in-house videographer at your college, and the salary range is $40k-$50k, we need to talk. This is not an entry level position. If you want someone to just take orders and push buttons like a glorified intern, then maybe. But if you want someone who knows what they’re doing, and can take ownership of the role and lead creatively with intention and a strong marketing mindset, you need to pay them appropriately. I personally wouldn’t feel right paying anyone less than $70k for those expectations. Add to that the benefits package and other costs of managing an employee, and you’re likely exceeding 6 figures. When it makes sense to, invest in in-house talent. They’re super valuable. But there are instances where hiring an external video partner is the more cost-effective option, provided you’re not taking a “random acts of one-off videos” approach. If you find yourself on the fence between in-house and external talent, reach out to me. I can show you what a year’s worth of video content could look like as an external partner, or I can refer you to some talented folks who want to work in-house. Both are good options. Just don’t assume that hiring staff is the cheapest route.

My #1 challenge has been hiring. I've interviewed 100s, most lack THIS! In the last 3 years running istockly as a remote company, I've faced: 1. High attrition rates 2. Editors leaving at any time without prior notice 3. People taking too long to get things done and many more problems. I've noticed a lack of patience, friction towards improving, wanting quick money, inability to take feedback among others in people who end up leaving the company. What do you think is the solution? I'm hiring yet again. This time for a video editor, tecaller. The link to apply is in the first comment below. The deadline is 15th june midnight. Tag a video edito , tecaller you know. Looking forward to seeing you in the interview. Ishan Sharma #hiring #videoeditor #jobsearch #business #digitalmarketing #videoediting #tecaller

Open Roles below, scroll down. The confidence of some people I speak to, has been shattered. On the flip side the confidence of some is borderline arrogance. Both need to move closer to the center. You have been the runner up or missed several times. I get it, it hurts. Get back up and get focused. Revisit your approach but don’t question your own competence. You need to have confidence and you are the one person to give it you . (others can help but reminder you play a big part. On the flip side. Sure you created sliced bread and you are awesome. You are planning to wait for the best opportunity that is remote, better title and more money. As BIG said, "Things done changed." Newsflash the market dynamics say differently. I love your confidence but dial it down and read the room. Always try and find the best role and don't want anyone to "settle" but I also want reality checks. Now go pay it foward Brian Johnson Rivian Lead Copywriter, Customer Knowledge https://lnkd.in/ePZMdDQR Daphne Kwon NPR Managing Editor, Editorial review https://lnkd.in/eRtJf6dw T.J. Marchetti Unwell Head of Brand Marketing https://lnkd.in/eu-ADf-t 📌 Missed some of my posts, always find them here. https://lnkd.in/dJ5_SXdw 🔔 If you want to be notified when I post, go to my profile and click on the bell on the top right you will get alerted to when I post. #openroles #nowhiring #openjobs #jobadvice

Leading a marketing agency is hard, but finding the right talent for Rainbow Media House sometimes seems impossible. I've been there. I've had a team. A good team. But I knew they wouldn't stick around forever. That's the nature of the business. People come and go. But that doesn't make it any less challenging. Starting out is tough. You're juggling a million things at once. You're trying to build a brand, win clients, and deliver results. And on top of all that, you're trying to build a team. A team that can help you take your agency to the next level. But hiring the right talent? It's not just about skills and experience. It's about finding people who share your vision. Who understand your mission. Who are ready to roll up their sleeves and get their hands dirty. I've made mistakes. I've hired the wrong people. I've seen promising candidates turn out to be not so promising after all. It's frustrating. It's disappointing. But it's also a learning experience. So, what's the solution? I wish I had a magic formula. #hiring #team #marketingagency