leverage internal subject matter
Posted: Mon Dec 23, 2024 4:21 am
To get a more real-time view of demand for different roles, we looked at MarketerHire’s January 2021 job postings and found similar trends. Growth marketers, who often lead digital channel exploration, continue to dominate marketer hiring needs, accounting for more than a third of total requests. This has been the case since we published these reports in November 2020.
Marketing Hiring Trends January 2021
Source: MarketerHire Marketing Hiring Trends January 2021
What are the most common marketing titles?
There are countless marketing organizational structures that can work. As Peters noted above, the key to building the right marketing team for your business is to understand your business and your customers and prioritize hiring accordingly.
Strategist
Expert (SEO, CRO, Email, Social, PR, Automation)
Feel free to create new roles and titles as needed, though. Mary Ellen Slayter, CEO of Rep Cap and publisher of Managing Editor, told MarketerHire that she’s noticed a shift in roles on marketing teams.
Modern Marketing Team Chart
Source: Managing Editor
She told MarketerHire that both marketing automation and content marketing are heating up, potentially creating new standard roles. In Slayter’s current modern marketing team, community and influencer marketing experts are high on the list.
What Should You Look for When Hiring a Marketer?
In a post outlining his experience building a marketing team for the eight-figure SEO software company, Ahrefs CMO Tim Soulo believes the answer has less to do with marketing capabilities and more to do with work ethic.
“Don’t get caught up in the ‘generalist vs. specialist’ dilemma,” Soulo warns. “Hire people you trust to get important work done.”
“Don’t get caught up in the ‘generalist vs. specialist’ dilemma, hire people you trust to get important work done.”
This means Soulo doesn’t hire just to “fill a job.” Instead, he looks for FSOs (Figure Shit Out) who have these three traits: smart, responsible, and hardworking.
Peters agrees that rushing to fill a position can do more harm than good. While she doesn’t follow a set formula when hiring marketers, she’s learned through trial and error that these three things help:
1. Be patient. It’s better to wait two months to find the right candidate than to waste six months by hiring the wrong one.
2. Leverage your network. Hiring from your network increases your chances of finding the right fit.
3. Ask the same questions to every candidate. Asking the same questions on the first phone interview, regardless of the candidate’s resume, allows you to compare apples to apples, which reduces preparation time.
Udi Ledergor, CMO at Gong, expressed a similar preference for FSOs on Dave Gerhadt’s B2B Marketing Leaders podcast:
“Because I give them (my marketing team members) enough room to make mistakes and move fast, we get a lot done.”
To hire FSO marketers, Tracey Wallace, marketing director at MarketerHire, suggests looking for three key traits in an interview: curiosity, the ability to ideate and complete tasks, and a gift for storytelling — or “the ability to connect the dots for yourself and others.”
How do you get started building a modern marketing team?
You know you should hire FSOs. But how many? And how do you make sure they’re different enough and complementary enough to work well together?
To find out, we looked at existing organization-building strategies azerbaijan phone numbers by marketers who have built successful teams from scratch. Chris Walker, Gary Vee, Dave Gerhart, and others have all spoken publicly about how they think about their first few marketing hires.
Marketing Team Structure #1: Refine Labs CEO Chris Walker on Hiring a Marketing Staff for the First Time
Refine Labs CEO Chris Walker lays out the stack, including costs, on LinkedIn.
In his company podcast, he dives into why. He believes marketing needs two main things: content and distribution.
While he believes marketing teams should experts to create content, he found early success outsourcing video production.
He started by hiring a freelance videographer instead of an SDR.
Walker’s approach worked. His marketing company hit $1M ARR in 10 months without paid advertising, telemarketing, email marketing, or a sales team.
Walker believes departments need to fill these four core marketing roles:
Marketing Hiring Trends January 2021
Source: MarketerHire Marketing Hiring Trends January 2021
What are the most common marketing titles?
There are countless marketing organizational structures that can work. As Peters noted above, the key to building the right marketing team for your business is to understand your business and your customers and prioritize hiring accordingly.
Strategist
Expert (SEO, CRO, Email, Social, PR, Automation)
Feel free to create new roles and titles as needed, though. Mary Ellen Slayter, CEO of Rep Cap and publisher of Managing Editor, told MarketerHire that she’s noticed a shift in roles on marketing teams.
Modern Marketing Team Chart
Source: Managing Editor
She told MarketerHire that both marketing automation and content marketing are heating up, potentially creating new standard roles. In Slayter’s current modern marketing team, community and influencer marketing experts are high on the list.
What Should You Look for When Hiring a Marketer?
In a post outlining his experience building a marketing team for the eight-figure SEO software company, Ahrefs CMO Tim Soulo believes the answer has less to do with marketing capabilities and more to do with work ethic.
“Don’t get caught up in the ‘generalist vs. specialist’ dilemma,” Soulo warns. “Hire people you trust to get important work done.”
“Don’t get caught up in the ‘generalist vs. specialist’ dilemma, hire people you trust to get important work done.”
This means Soulo doesn’t hire just to “fill a job.” Instead, he looks for FSOs (Figure Shit Out) who have these three traits: smart, responsible, and hardworking.
Peters agrees that rushing to fill a position can do more harm than good. While she doesn’t follow a set formula when hiring marketers, she’s learned through trial and error that these three things help:
1. Be patient. It’s better to wait two months to find the right candidate than to waste six months by hiring the wrong one.
2. Leverage your network. Hiring from your network increases your chances of finding the right fit.
3. Ask the same questions to every candidate. Asking the same questions on the first phone interview, regardless of the candidate’s resume, allows you to compare apples to apples, which reduces preparation time.
Udi Ledergor, CMO at Gong, expressed a similar preference for FSOs on Dave Gerhadt’s B2B Marketing Leaders podcast:
“Because I give them (my marketing team members) enough room to make mistakes and move fast, we get a lot done.”
To hire FSO marketers, Tracey Wallace, marketing director at MarketerHire, suggests looking for three key traits in an interview: curiosity, the ability to ideate and complete tasks, and a gift for storytelling — or “the ability to connect the dots for yourself and others.”
How do you get started building a modern marketing team?
You know you should hire FSOs. But how many? And how do you make sure they’re different enough and complementary enough to work well together?
To find out, we looked at existing organization-building strategies azerbaijan phone numbers by marketers who have built successful teams from scratch. Chris Walker, Gary Vee, Dave Gerhart, and others have all spoken publicly about how they think about their first few marketing hires.
Marketing Team Structure #1: Refine Labs CEO Chris Walker on Hiring a Marketing Staff for the First Time
Refine Labs CEO Chris Walker lays out the stack, including costs, on LinkedIn.
In his company podcast, he dives into why. He believes marketing needs two main things: content and distribution.
While he believes marketing teams should experts to create content, he found early success outsourcing video production.
He started by hiring a freelance videographer instead of an SDR.
Walker’s approach worked. His marketing company hit $1M ARR in 10 months without paid advertising, telemarketing, email marketing, or a sales team.
Walker believes departments need to fill these four core marketing roles: