Velocity Flex’s Post

Hiring a FractionalVP of Marketing is different. We sit on your side of the table and are fully committed. By joining your existing team, we make it easier to execute your new strategy and learn all of our best problem-solving secrets. Reach out to me to learn more about how I can become apart of your team to help realize your revenue growth goals. #fractionalleadership #marketingstrategy #teamcollaboration

Thinking about hiring a Fractional Chief Marketing Officer? Here are the key benefits according to founders/CEOs who’ve taken this path. 🎓Specialized Expertise that’s not available in house 💵Save money - Senior level guidance without expense of full time, permanent hire 📒Diverse Industry Knowledge - Learn from others and make better decisions 🧐Management of campaigns and budget - peace of mind that your time and money is being well spent 👋Access to networks and resources - Tapping into CMOs black book to get the best talent and agency partners Is the benefit you’re looking for on this list? Source: Duct Tape Marketing 2024 Insights Survey on Why Businesses Hire Fraction CMOs

Every company needs a Marketing Generalist. Someone with the strategic knowledge and experience to lead, execute, and build. If you're a startup or a small business that can't afford a team of specialists, your best bet is hiring a marketing generalist. If you're a company that has the budget for a team of specialists, you'll still need a marketing generalist to steer things in the right direction. 𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘁𝗼 𝗲𝗻𝘀𝘂𝗿𝗲 𝘁𝗵𝗮𝘁 𝗮𝗹𝗹 𝘆𝗼𝘂𝗿 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀 𝗮𝗿𝗲 𝗮𝗹𝗶𝗴𝗻𝗲𝗱. The best approach to marketing is a seamless integration between all marketing avenues and a strong alignment with sales objectives. And the best person to do this is a marketer who's capable of envisioning the bigger picture and bringing it to life. If you are ready to accelerate your business growth without the cost of hiring a full-time marketing executive, I've got something for you: I developed a Fractional CMO Program designed to help B2B companies accelerate their business growth without the cost of hiring a full-time marketing executive. It's ideal for companies that don't have a marketing leader on their team or have a marketer who would benefit from additional support and strategic guidance. I made a short document that explains how the program works and how it can benefit your business. Send me a message and I'll share it with you. P.S. I'm only taking one more client. First come, first served.

❓ Looking to hire a Chief Marketing Officer ❓ Hiring a #cmo is no easy feat, as the role is multifaceted and requires a combination of strategic thinking, #leadership, and creativity. ❓ When should I hire a CMO ❓ Hiring a CMO depends on a company’s needs and growth stage. If a company is in its early stages, a CMO may not be necessary, as the CEO may handle the #marketing efforts. Some examples of when a scale-up business may want to consider hiring a #chiefmarketingofficer are when a business: ✅ Wants to expand into new markets ✅ Wants to increase market share ✅ Is launching new products or services ✅ Needs #brand differentiation ✅ Requires improved #customer acquisition and retention ✅ Lacks marketing expertise internally In this blog post, we will explore what the role entails, when to hire, and the different approaches to successfully hiring a CMO. #recruitment https://lnkd.in/eJQfa5rH

❓ Looking to hire a Chief Marketing Officer ❓ Hiring a #cmo is no easy feat, as the role is multifaceted and requires a combination of strategic thinking, #leadership, and creativity. ❓ When should I hire a CMO ❓ Hiring a CMO depends on a company’s needs and growth stage. If a company is in its early stages, a CMO may not be necessary, as the CEO may handle the #marketing efforts. Some examples of when a scale-up business may want to consider hiring a #chiefmarketingofficer are when a business: ✅ Wants to expand into new markets ✅ Wants to increase market share ✅ Is launching new products or services ✅ Needs #brand differentiation ✅ Requires improved #customer acquisition and retention ✅ Lacks marketing expertise internally In this blog post, we will explore what the role entails, when to hire, and the different approaches to successfully hiring a CMO. #recruitment

Stop hiring the VP of Marketing first. It should be a Growth/Marketing Manager with a coach. Too often, I see small companies starting with the VP and expecting the world from them. Their salary isn’t a marketing budget. If you think hiring them will result in instant growth, you’ll be wrong. Start by hiring someone junior (save on the comp) and partner them with someone who has been there and done that. This structure will be cheaper and likely lead to a quicker path to growth. Once you’ve got traction, bring someone more senior in, to help scale instead.

I had talent on my team for a marketing discipline. The hires were experienced, they knew marketing, they knew logistics. But the fire just wasn't there, the tableside manner (client relations) just wasn't there, and the quest to "continuously improve" was not there. When hiring talent, don't get TOO impressed by the portfolio. Dig deeper into the soft skills. That change resulted in more revenue for this channel, better results for clients, and a better scalable model for the program we offer. For a small business like The Robinson Agency, hiring the right people for the right seat is paramount to keeping customers and operations stable while leading to more margin and the ability to tout customer success for more revenue.

With marketing, there's no substitute for the brain of someone who's been there and done that. A lot of companies go wrong by trying to cut corners on "strategy." For example, they hire a marketing director who's a lot cheaper than a CMO, hoping that person will rise to the occasion. Or they hire an agency despite the fact that no one on the agency team has a track record of spearheading successful marketing programs. Often this means paying $10k or $15k/mo instead of $25-30k/mo, so the gamble seems worth it. I think in most cases, these companies would be better served by a fractional marketing leader who has a record of steering companies like theirs to success and can explain how he or she did it multiple times over. Let's say it costs $200k per year all in to take a bet on a first-time marketing director. Versus $240k per year to hire a multi-time CMO with expertise in your industry paired with an execution team. I don't think option #1 is necessarily wrong. Everyone had their first senior marketing job at some point. And there's significance to a full-time hire who's focused on only you. But if you're trusting one of these options to create a marketing program from scratch, I think #1 is the riskier option. Hiring the person with the track record is the safer bet.

When it's time to bring on your first marketing person, what position should you hire for first? Should you start with a more junior person, a mid-level generalist, a senior strategist, or someone else? We believe it's important to start with a senior marketer person first. Why? Because they've been around the block and have the experience to understand your business goals and recommend a strategy to get you where you want to go. That strategy will determine the next marketing resources you need to engage get you there. A senior marketer can also tell right away what's working and not working, work with your sales, customer and product teams, and clean up and streamline any of the ad-hoc marketing you've built up over years through various marketing agencies and contractors. Bringing on a junior marketing person who doesn't have the experience to connect to your business goals, build relationships across departments, set your marketing strategy and clean up all that ad-hoc marketing is really just setting them up to fail from the start. The great news is there are fractional options today that allow you to access the senior marketing leadership you need without the cost of a full time CMO or VP hire. #fractionalCMO #b2bmarketing

When it's time to bring on your first marketing person, what position should you hire for first? Should you start with a more junior person, a mid-level generalist, a senior strategist, or someone else?   I believe it's important to start with a senior marketer person first.   Why? Because they've been around the block and have the experience to understand your business goals and recommend a strategy to get you where you want to go. That strategy will determine the next marketing resources you need to engage get you there.   A senior marketer can also tell right away what's working and not working, work with your sales, customer and product teams, and clean up and streamline any of the ad-hoc marketing you've built up over years through various marketing agencies and contractors.   Bringing on a junior marketing person who doesn't have the experience to connect to your business goals, build relationships across departments, set your marketing strategy and clean up all that ad-hoc marketing is really just setting them up to fail from the start.   One of the reasons junior marketing people are hired first is because of budgets. It's a big investment to bring on a full-time senior marketing leader.   The great news is there are many more options now for B2B firms to engage the senior marketing leadership they need, without the investment needed to hire a full-time resource.   I'm one of those people! I've been the first marketing hire for many B2B firms - on a fractional basis to help them get their marketing ducks in a row. And this is a role I love.   There's nothing more rewarding than helping B2B companies figure out their first marketing puzzle, create their first strategy, get that marketing foundation set-up and adding huge value to sales and customer teams. And yes, I also love cleaning up all those random acts of marketing.   So if you know you need marketing help, but don't know where to start, consider starting with me - your fractional marketing leader.