Did you know that January to March is the busiest season of the year for recruiting?
That means one thing:
If you are looking to recruit a top marketer by March 31, you will be competing with many other companies.
There's one thing I love to ask people. I ask it at cocktail parties. In business meetings. At the dentist's office.
"What's your favorite interview question? And how can you tell if someone will be a good fit for your team?"
I jot down the juiciest questions and add them to a master list that I've built over many years and many recruiting projects. And I pluck questions from that list when I do a search for a marketing leader.
Of course, some of the best insight on how to hire great marketers comes from marketers themselves.
So I've enjoyed speaking with several top marketers recently about how they are (re)organizing their marketing teams to fulfill their modern marketing mandate, and how they attract new talent.
Insights from these conversations appear in my new column called Driving the Modern Marketing Organization, published in MarketingLand and co-authored with the unstoppable Nadine Dietz.
If you want to hire a great marketing leader before 2017, then please join me next Wednesday.
I'll be speaking on "What You Need To Know If You're Going To Hire A Great Marketing Leader Now… Or If You're Going To Be That Hire."
This is a whirlwind tour on:
- what's unique about hiring marketers and marketing analytics professionals now
- what mistakes you could be making that keep you from landing "the one"
- how you can outsmart your competitors
The Connective Good just started a search for a new VP of Marketing in Boston. This new leader will:
- Chart the growth path for a global company of 100 people that's growing 50% each year
- Build the brand, the demand, and the marketing band
- Bring a background in B2B tech marketing and their startup/scale-up cred
Here's an infographic describing the role (infographic credit goes to the amazing Lisa Finch)
I've recently done work with CEOs to recruit Advisory boards in the marketing tech and marketing services spaces.
- If you are looking to recruit Advisors for your business, this will be 100% relevant to you.
- If you're looking to be an Advisor to an organization at some point, this will be about 80% relevant to you.
Advisory Boards. The quirky cousins of Boards of Directors. Advisory Boards can take your business to new heights, introducing you to new customers, new employees, new funding, and new ways of thinking.
But Advisory Boards, if not well-established and well-managed, can also die on the vine.
"…And we'd like you to introduce us to plenty of women candidates."
I've heard these words a lot, as the leader of an executive search practice. Often, clients want a diverse slate of candidates. This can be a tall order when recruiting senior analytical marketers and marketing tech people – an audience that skews male.
Here's what I've done to funnel top women candidates into searches for marketing analytics leaders, advisory board members, VPs of research, and general managers in martech SaaS businesses:
Have you ever met someone and written them off as a dim bulb, until you saw them in a different setting and realized how smart they are at something else?
- For instance, someone who wouldn't be described as book smart, but is great at relating with others?
- Or the PhD data scientist who can't dance without tripping, but can effortlessly find great insights in complex data sets?
There are different kinds of intelligence: analytical, interpersonal, athletic, spiritual, to name a few.
Just like there are different kinds of overall intelligence, there are different styles of management intelligence.
Are you involved in hiring hybrid marketing/tech talent this year?
Many companies want to recruit more of these so-called unicorns.
But most of them admit privately that they know very little about how to find – and keep – a marketing technologist.
Until now. Recently I asked a slew of marketing technologists 2 questions:
This blog is focused on practical tips for recruiting analytical marketing talent.
But every once in a while I capture some of the tips I commonly give when coaching candidates for my searches.
Fast Company published two of my pieces recently... enjoy!
I learned an important lesson about recruiting from an Indian driver-for-hire named Ramesh.
The year was 2005, and I was criss-crossing India with colleagues on a business trip, studying India's rural postal system.
Happy New Year from The Connective Good!
I asked you last month to share your experiences with hiring retained recruiters.
Many of you responded -- thank you. Here's what you've been sharing:
1. You are most likely to decide to do a retained search when your network is limited and you want to tap a broader market.
Gearing up for Q1 recruiting season? Check out this report on 'The Talent Land Grab In Marketing Technology: How To Win.'
I've just been retained to recruit a VP of Research in San Francisco. This is a very cool role with a company I've worked with quite a bit. It's a good fit for someone who wants to reinvent industry research, be a thought leader at the intersection of tech and marketing for an audience of millions, and lead a team.
Check out the infographic here --
Six months. That's how long my husband and I spent hunting this year for a condo in our fair city of Cambridge, Massachusetts. After so much waiting and hoping, we were getting downright antsy.
Interview with Paul Roetzer, Founder and CEO of PR 20/20
Today we do a Q&A on applying inbound marketing approaches to recruiting. Here's an interview I did with Paul Roetzer, Founder & CEO of PR 20/20, a firm in Cleveland that specializes in inbound marketing and PR. Paul and I met when we both spoke at the MarTech conference this summer.
"Once you've been an entrepreneur, you're pretty much unemployable."
"If you've been on your own for too long, people think you've gone feral!"
--A friend of mine who is looking to transition from successful independent consulting in digital marketing/CRM to an in-house role
Pop quiz time: What percentage of new hires come from posting job ads on LinkedIn?
(Hint: It may be much lower than you'd think.)
Recently I emailed my friend Andres, who works at Meetup. A moment later, I received this out-of-office message from him:
I am currently conducting research on The Talent Land Grab In Marketing Tech: How To Win. This research examines how forward-looking hiring leaders are attracting, evaluating, and landing top marketing tech talent, and how they will do so in the future.
This week, I shared a sneak preview of my early results in an interview with Scott Brinker, who pens the ChiefMarTec blog chronicling the rise of the chief marketing technologist. (Note: If you work at the marketing/tech intersection, you will find this blog extremely useful.)
Landing talent. Building momentum. Scaling. If you are building an analytical marketing capability, these three challenges can keep you up at night.
Today I introduce you to someone who has written the book on these topics: Cesar Brea. I've interviewed Cesar about his recently published book, Marketing And Sales Analytics: Proven Techniques And Powerful Applications From Industry Leaders.
I first met Cesar through the serendipitous chain of networking that I delight in. If there's anyone who could get quant-fearing people to embrace analytics, and have fun and feel smart getting there, this is the guy.
Optimization is great for some things, but can cost us when selecting new talent.
Please meet my purple couch. A custom-made, velvety soft, 1920s style, pucker-backed, purple couch:
Is your recruiting leaky? You can patch those leaks -- with either a quick fix or a full renovation -- to stand out from your competition and attract more top candidates.
With a recruiting project, you start with a landscape of possible talent, and narrow it down to 1-2 candidates to hire. It looks like this, right?
At age 18, I spent the summer scooping ice cream at a Cape Cod institution called Nick and Dick’s. Little did I know at the time that this job would be great training for my later career.
My manager at Nick and Dick’s was a guy named Rick. Rick at Nick and Dick’s. Go figure.
Rick at Nick and Dick’s had lofty standards for customer service. He ran one high-performing shop. Or shall we say, shoppe.
The Connective Good is currently working on a search for a Director of Trends & Insights for a startup consulting division of a media empire in NYC. This infographic below describes the role. (Thanks to the wonderfully talented Lisa Finch who designs these infographics with me.)
Greetings from Cape Cod, where I arrived last night for Christmas. Within minutes I hopped on the couch and snuggled in next to my mom. It was time for our ritual marathon of watching HGTV – the purveyor of gems like “House Hunters” and “Love It Or List It.”
Not exactly highbrow, I know. But it’s Cape Cod. In December. Slim pickings for entertainment.
This is a ten-page presentation to introduce professional services firms to social recruiting. This is adapted for a presentation I did for one of my clients. Topics include: Designing a recruiting strategy with the same rigor as building a marketing strategy, using LinkedIn, exploring newer social media recruiting tools, and building a talent community. One slide references a bunch of emerging social recruiting tools. I did this a few months ago, so expect a bunch of new social recruiting startups to be on the scene now.
My new husband, age 41, is learning how to drive. We have been practicing together every morning. Which means that I clutch the armrest in utter terror in Boston rush-hour traffic, while gritting my teeth and forcing my voice to be calm, saying, “Next time, let’s observe that stop sign.”
Have you ever hired a carpenter? My guess is if you did, you probably didn’t vet that person by saying, “Tell me about a time when you solved a challenging problem.”
Over cocktails with my friend J. last week, she mentioned her challenges finding Java programmers for her team. She had tried to partner with several recruiters. But the candidate pipeline she was seeing was as thin as a rail. She needed one recruiter whom she could trust to place programmers well-matched to her unique needs.
Do you remember the best conference you ever attended?
My most memorable conference was a Sonoma boondoggle, er, rather, leadership retreat hosted by Monitor’s Global Business Network. (May Monitor rest in peace.)
Recently I awoke at 2 am to a very odd ‘whoosh’ sound in my bedroom. Whoosh, silence. Whoosh, silence. I tried to ignore it but the whoosh continued. Struggling awake, I realized that there was a bat in the bedroom!
A Tale Of Two Parties
My idea of a party used to be grabbing some chips and salsa and decompressing with friends. I’d spend a maximum of 30 minutes preparing.
Then I met my lovely fiancé, Matthias. He has evolved our parties to an art form.