VP of Memes @ Memelord Technologies

I help startup marketers to get viral with memes at memelord.com

Jovian Gautama

Fractional Head of Marketing | Top 10 Remote Work Creator (Favikon) | I help marketers turn their skills into a story hiring managers want to buy + early-stage startups drive pipeline with content-led branding.

Hi! 👋🏻 I'm Gina, Mexican-born and living in Taiwan since 2018.

After 3 years in corporate, I pursued an MBA in Taiwan and landed my first role at a startup.

I went from Sales → Community → Operations → Marketing.

I've worked with VC-backed startups (Techstars, 500 Global, YC) across mobile apps, EdTech, and HRTech industries.

I'm a startup marketer, hands-on strategist, and deep generalist. I've done everything, from growth to brand strategy, and I know there's no one-size-fits-all approach.

My strengths:

→ B2B SaaS Marketing
→ Social Media Strategy
→ Employer Branding
→ Product Marketing

After a few years of helping people worldwide find remote jobs at Arc and hiring for our internal team, I discovered my passion for helping others build careers they love.

That's why I started creating content on LinkedIn (1K → 45K followers in 12 months) reaching millions (10M+ impressions) and coaching marketers into the remote roles they deserve.

I've built my dream career, fully remote, and I believe everyone can do the same done with a bit of intention and a strong personal brand.

***

How I can help you:

1️⃣ The Career Rebrand Accelerator
2️⃣ Career Power Hour 
3️⃣ Resume and LinkedIn Makeover
4️⃣ My free content on LinkedIn and the Brand Yourself Hired newsletter

📩 Questions? Send me a DM, and let's chat.

Brand collaborations: gina@theremotemarketer.com

Gina Sapién

Harsh truth: Applications alone won't land you a remote job.

If all I did was apply on LinkedIn, I wouldn't have landed remote roles at PicCollage, Composely, or Arc.

Here's what actually moved the needle when I was building my remote career:

- I picked ONE type of role to target
- I optimized my LinkedIn to speak directly to hiring managers
- I built a content strategy that positioned me as an expert
- I engaged every day with decision makers in my DMs
- I showed up in communities where my dream employers hang out

Applying is only one piece of the game.

And most advice out here acting like it's the whole playbook.

They'll tell you to spray and pray. Send 100 applications and hope one sticks.

That's a losing strategy in 2026.

The people getting hired aren't the ones with the most applications submitted. They're the ones hiring managers already know, trust, and remember.

Stop throwing applications into the void and praying for an interview.

Start building a system that actually gets you hired.

This is exactly what I teach inside Career Rebrand Accelerator. 6 modules that cover everything from finding hidden remote roles to nailing the final interview.

If you're tired of the application black hole, let's talk:
https://shorturl.at/EKuX6

12 companies hiring remote marketers this week.

✅ Hiring globally
✅ Posted in the last 7 days
✅ Zero hybrid requirements

Here's the list:

- Marketing Assistant Intern, SAVii 
https://lnkd.in/gdd9XCTe

- Marketing Creative Operations Manager, Found 
https://lnkd.in/gm2PM-6E

- Marketing Executive Assistant, Decentralized Masters 
https://lnkd.in/gyfMxK96

- B2B Email Marketing Strategist, Power Digital Marketing 
https://lnkd.in/gPtfxepd

- Sr Product Marketing Manager, Cresta 
https://lnkd.in/gGCEdHjK

- Growth Marketing Manager, Atticus 
https://lnkd.in/gXbhMFKj

- Sr SEO Strategist, Scalerrs 
https://lnkd.in/gzFBWk7w

- Lifecycle Marketing Manager, Heat Free Hair 
https://lnkd.in/gB7MQg3B

- Community Management, Strider 
https://lnkd.in/g-xSac88

- Digital Content Editor (Olive Video Editor), micro1 
https://lnkd.in/gcncd5xd

- Head of Growth, Kulcho 
https://lnkd.in/gEuUx5jJ

- Marketing Manager, @Sola Studio
https://lnkd.in/gf8-cJEd

Note: I'm not the recruiter for these roles. I'm just sharing the information.

How to use this list:

1. Apply on the career website
2. Identify at least 5 people in the company
3. Reach out with a personal DM to open a convo

Most people stop at step 1.

That's why their applications get lost.

The ones who get hired? They do all three.

💌 Join 5,000+ marketers getting early access: https://lnkd.in/eFTdY2p5

Hiring for a fully remote role? Drop the link in the comments.

👋🏻 I'm Gina, founder of The Remote Marketer, I help marketers turn their story into a brand that gets them hired remotely.

11 companies hiring remote marketers this week.

✅ Hiring globally
✅ Posted in the last 7 days
✅ Zero hybrid requirements

Here's the list:

- Content Marketing Manager,  TrustArc 
https://lnkd.in/gCfeaaH6

- Digital Marketing Manager, Distro 
https://lnkd.in/gUyutN65

- Marketing Director, Finite State 
https://lnkd.in/g8QnxK5B

- Growth Marketing Manager, Found 
https://lnkd.in/g_T5Rm6b

- Head of Marketing, FlowFuse 
https://lnkd.in/g_TAZ_GT

- Lifecycle Marketing Manager, StartEngine 
https://lnkd.in/g2YSxvHd

- Sr Product Marketing Manager, Teramind 
https://lnkd.in/g-nvHExE

- Marketing Manager, Steer Health 
https://lnkd.in/gHEhWmnj

- VP Marketing, Tremendous 
https://lnkd.in/gq7pRcWW

- Lifecycle Analytics Specialist, Bitso 
https://lnkd.in/gfxDZaFf

- Customer Stories Manager, RevenueCat
https://lnkd.in/gCZrRkdt

- Senior Events Manager, RevenueCat
https://lnkd.in/gmVia8Q9 

How to use this list:

1. Apply on the career website
2. Identify at least 5 people in the company
3. Reach out with a personal DM to open a convo

Most people stop at step 1.

That's why their applications get lost.

The ones who get hired? They do all three.

💌 Join 5,000+ marketers getting early access: https://lnkd.in/eFTdY2p5

Hiring for a fully remote role? Drop the link in the comments.

👋🏻 I'm Gina, founder of The Remote Marketer, I help marketers turn their story into a brand that gets them hired remotely.

10 BIG FAT lies I believed about landing remote jobs:

1. You need 10+ years of experience
2. Cover letters don't matter anymore
3. You need to apply to 100+ jobs daily
4. Networking is just awkward small talk
5. Remote roles only go to people in the US
6. Cold emails to hiring managers are annoying
7. You need to wait for the perfect job posting
8. You need a huge LinkedIn following to get noticed
9. More applications = more interviews
10. You need certifications in every tool

I believed ALL of this when I started.

And it kept me stuck for months.

Now I live in Taiwan and built a remote career.

Here's what I know now:

- Relevant skills > years of experience
- Hiring managers want to hear from you
- 10 targeted applications > 100 spray and pray
- Your portfolio speaks louder than your resume

The "career experts" made it sound so complicated.

But it's really not.

- Show your work
- Build in public
- Track what works
- Start conversations
- Optimize your assets

That's literally it.

Which of these is keeping you stuck?

👋🏻 I'm Gina, founder of The Remote Marketer, I help marketers turn their story into a brand that gets them hired remotely.

12 companies hiring remote marketers this week.

✅ Hiring globally
✅ Posted in the last 7 days
✅ Zero hybrid requirements

Here's the list:

- Sr Product Marketing Manager, Deel 
https://lnkd.in/gWXmxx62

- Marketing Lead, Metalab 
https://lnkd.in/g6ZgMeif

- Growth Marketing Manager, Limble 
https://lnkd.in/gzzTn2WC

- Product Marketing Manager, Lumivero 
https://lnkd.in/gFxfgudg

- Marketing Lead, Sword Health 
https://lnkd.in/g54Nq6aK

- Digital Marketing Executive, Huzzle.com 
https://lnkd.in/gjAm5Hst

- Sr Product Marketing Manager, BrightHire 
https://lnkd.in/gM5JRTe2

- Product Marketing Manager, Mixmax AI 
https://lnkd.in/g9SctBcg

- Field Marketing & Partnerships Lead, Offsite 
https://lnkd.in/g2wD8yNt

- Sr Content Marketer, Animalz 
https://lnkd.in/gKTzytzK

- Content Writer, Animalz 
https://lnkd.in/gk7_JW_6

- Paid Traffic Manager, Strider (LATAM)
https://lnkd.in/gsGjqZyR

How to use this list:

1. Apply on the career website
2. Identify at least 5 people in the company
3. Reach out with a personal DM to open a convo

Most people stop at step 1.

That's why their applications get lost.

The ones who get hired? They do all three.

💌 Join 5,000+ marketers getting early access: https://lnkd.in/eFTdY2p5

Hiring for a fully remote role? Drop the link in the comments.

👋🏻 I'm Gina, founder of The Remote Marketer, I help marketers turn their story into a brand that gets them hired remotely.

Nicole landed a remote marketing role in 17 days.

Here's what she did differently:

Most people send the same resume to 100 jobs and wonder why they hear nothing back.

Nicole took a different approach.

After our resume revamp and strategy session, she fixed the three things that actually matter in a job search: Positioning, Proof, and Proximity.

Here's what she did:

1/ Positioning: She rewrote her narrative.

Her resume went from a career history dump to a clear story about the exact role she wanted.

No conflicting signals, just one focused identity.

"Something really shifted when I saw the resume rewrite. I remember thinking, is this me?!? That gave me the push to get serious and make this my sole focus."

2/ Proof: She tailored everything to show impact.

- Customized her assets to the job description
- Completed all application questions thoroughly
- Sent a video answering additional questions

She made her claims defensible.

Not just tasks, but measurable outcomes.

3/ Proximity: She got direct access to the decision-maker.

After applying, she messaged the Growth Manager on LinkedIn.

"I did everything you told me to!"

She didn't cherry-pick one tactic, she executed the full strategy.

That's what separated her from everyone else applying to the same role.

17 days later, she had an offer for Lifecycle Marketing Manager.

Fully remote + Managing newsletter, SMS, in-app, and push.

That confidence showed up in her interviews.

She didn't know all the tech, but she focused on what she had accomplished and her willingness to learn.

The job search isn't about applying to more jobs.

It's about fixing your positioning, proving your impact, and getting closer to the people making decisions.

That's how you land remote roles faster.

I teach this exact framework inside Career Rebrand Accelerator. Apply now: https://shorturl.at/nETfV

Unpopular opinion: Job boards are where opportunities go to die.

And most marketers waste 6 months applying to the ones that are.

Instead, my system helps them get hired into great opportunities in 8-12 weeks.

Here's what I've noticed about the people who land remote roles the fastest:

1. They treat LinkedIn like a business, not a resume.
- They post 3-5x per week, no excuses.
- They know visibility creates opportunity.
- Recruiters don't find invisible people.

2. They network before they need the job.
- They DM hiring managers and industry leaders.
- They build relationships, not transactional asks.
- By the time they apply, someone knows their name.

3. They don't wait for perfect job posts.
- They reach out to companies they want to work for.
- They pitch their value before a role even exists.
- The know top opportunities aren't on job boards.

4. They optimize everything like a growth marketer.
- LinkedIn profile, portfolio, resume. All dialed in.
- They A/B test their messaging and outreach.
- They track what works and double down.

Kelli landed a $100K+ remote role in 6 weeks, and 70% of her interviews came from proactive outreach and her LinkedIn content.

Most people avoid this approach.

"I don't know what to post"
"Cold outreach feels awkward"
"I'm not ready yet"

You know all the excuses.

That's why I built the Career Rebrand Accelerator.

You'll learn exactly how to position yourself, build your brand, and network naturally so companies want to hire you.

If you're tired of applying into the void, let's fix that:
https://shorturl.at/EKuX6

You're treating job applications like spam emails.

Blast 100 companies. Hope someone responds.

Here's the truth: That strategy doesn't work anymore.

What if you treated each remote company like a target account instead?

Your entire approach would change:

RESEARCH PHASE
- Study their content, campaigns, and positioning
- Identify gaps you could fill
- Find the decision makers (not just HR)
- Understand their growth stage and challenges

OUTREACH PHASE
- Personalize every message with specific insights
- Reference their actual work, not generic praise
- Lead with value, not your resume
- Connect with multiple people in the org

POSITIONING PHASE
- Tailor your portfolio to their needs
- Create a custom one-pager showing impact
- Speak their language in your messaging
- Position yourself as the solution, not a candidate

Most job seekers apply to 50 companies in a week.

Top performers target 5 companies in a month.

They go deep.
They build relationships.
They become impossible to ignore.

Stop treating applications like a numbers game.

Start treating companies like clients you're trying to win.

That's how you land remote roles that actually pay well.

Two of my clients got rejected last week.

Roles we were all really excited about.

I'm a career coach. I should stay positive and keep people moving forward.

But honestly? I felt the sting too.

One got cut at the first filter. Her lifecycle manager background looked too strategic for a marketing operations role that needed execution.

The other made it all the way to the CEO interview. Then lost to an internal candidate.

So instead of spiraling, we counted wins:

- A CEO who now knows her name.
- Interview skills that got sharper.
- Four live applications still in play.
- A resume we can reposition for execution roles.
- Two rejections that taught us exactly what to fix.

Five reasons we were still very much in the game.

Here's what I did next:

I diagnosed the breakdowns using the Career Rebrand framework. The 3Ps: Positioning, Proof, Proximity.

Client one? Positioning problem. 

Her resume signaled strategic when the market wanted execution. We needed to rewrite her narrative for a different category.

Client two? Proximity problem. 

She competed blind against an internal candidate. No warm intro, no internal signal. Great materials won't beat insider access.

These aren't vague issues. They're fixable.

- Positioning: Define the exact role category and rewrite everything to match.
- Proof: Build case studies that show measurable impact in that category.
- Proximity: Map target companies and get warm access before applying.

That's the system.

In a job hunt, rejection is just the math.

But the people who land roles? They stay in the game.

They ask "what did I do today that moved me forward?" not "why hasn't it worked yet?"

They hunt progress daily. They ignore the noise.

That's how you win.

If you're in the hunt right now, what's one gain from this week? I'll cheer you on!

My client just got recruited by a company they didn't even know about.

The reason?

They had a portfolio.

Here's what happened:

A recruiter from reached out about a role at Intuit. At first glance, it wasn't what my client was looking for. They're a performance marketer, this role was building a marketing academy internally.

But the recruiter said something wild:

"It's almost impossible to find someone with a portfolio."

She thought my client was a great fit based purely on how they presented their work. The portfolio opened doors to roles they hadn't even considered.

My client told me: "Your methodology works!"

Here's the truth most marketers miss:

99.9% of marketing candidates don't have a portfolio.

You think portfolios are just for designers and creatives. They're not.

Remote companies like Superside won't even let you apply without one.

Because a portfolio does what your resume can't:

- Shows how you think
- Proves you can execute
- Demonstrates real impact
- Makes you memorable

Your resume lists what you did.

Your portfolio shows how you did it and why it mattered.

If you're applying to marketing roles without a portfolio, you're competing with one hand tied behind your back.

Build one. It's the fastest way to separate yourself from everyone else.

Most marketers know how to market products.

But they don't know how to market themselves.

Here's what changes when you do:

You stop treating job search like a numbers game.

Applying to 100 jobs.
Tweaking your resume.
Hoping someone notices.

You start treating your career like a product launch.

That's the Career Rebrand Method (powered by 3Ps), I built for marketers:

1. Positioning

You wouldn't launch a product without defining its category. Same with your career.

We pick one clear role.
Target the right remote market.
Refine your resume and LinkedIn to match.

Vague positioning makes you interchangeable.

2. Proof

Strong positioning needs validation.

We build a strategic portfolio. Clear case studies.
A visible personal brand.
Structured interview stories.

You're not just claiming impact. You're showing it.

3. Proximity

Even the best product fails without distribution.

We focus on strategic networking.
Getting in front of decision-makers.
Converting interviews.

Access beats applications.

Here's how I diagnose what's broken:

No responses? Positioning problem.
Interviews but no offers? Proof problem.
Responses but no interviews? Proximity problem.

The skills you use to launch products?

Use them to launch your next career move.

Your employer brand is doing the work your office used to do.

And most companies still don't get it.

When you hire globally, candidates can't walk into your office. They can't feel the energy. They can't meet your team over coffee.

Your online presence is the entire first impression.

Here's what changed:

Remote work made visibility the new credibility.

If candidates can't see how you operate, they won't trust how you operate.

Global candidates are evaluating you from different cultures, different markets, different expectations.

They're not just looking at your job post.

They're looking at:

- How your team shows up on LinkedIn
- What your employees say about working there
- If you understand remote work or just allow it

There's a difference.

Companies who get global hiring right know this:

Employer branding isn't just marketing. It's how you bridge distance with trust.

And trust is the currency of global hiring.

If your employer brand is weak, you're losing top talent before they even apply.

The best remote candidates have options. They're choosing companies who prove they know how to operate globally, not just post jobs globally.

This came up in a conversation with Leah Cottham from RemoFirst on the Freedom of Work podcast. We went deep on remote hiring, culture alignment, and what actually builds trust across remote teams.

Listen to the full convo:
https://lnkd.in/gAtTTYCQ

Candidates are watching you.

Every. Single. Touchpoint.

Most companies think employer branding is just the careers page.

Wrong.

It's your job descriptions.
The tone. The clarity.
Candidates read between the lines.

It's your LinkedIn.
Your leaders. Your managers. Your employees.
What they share says more than any brand statement.

It's Glassdoor.
The patterns in reviews. How you respond.
A thoughtful reply builds trust, silence kills it.

And it's the small details:

- The tone in your recruiter emails
- How you respond to comments online
- Your content showing real people or stock photos

For remote teams, your digital footprint is the closest thing candidates have to walking into your office.

So stop asking: "What should we publish?"

Start asking: "What does the way we show up online say about us as a workplace?"

Because candidates are paying attention to every detail.

Whether you intend it or not.

I talked through this with Leah Cottham  from RemoFirst on The Freedom of Work podcast.

Full episode here:
https://lnkd.in/gAtTTYCQ

Most companies think they have a branding problem.

They don't.

They have an alignment problem.

Here's what I mean:

Remote companies have 3 branding layers that need to work together:

1. Employer branding: How your company shows up publicly. Your culture, values, leadership style.

2. Employee branding: What your people share organically. The real stories of how they work and collaborate.

3. Candidate branding: How potential hires position themselves and show what they bring.

Think of it this way:

Employer branding is the promise.
Employee branding is the proof.
Candidate branding is the alignment.

When all three sync up, everything gets easier:

- Hiring moves faster
- Onboarding feels smoother
- Retention improves
- Culture feels effortless

When they don't align, the cracks show fast:

- Candidates surprised by what they find internally
- Employees sounding nothing like your brand
- Leadership saying one thing, culture doing another
- Silence (your people never talk about you)

The biggest mistake?

Focusing only on the employer brand while ignoring what employees actually say and who's applying.

Alignment builds trust.

Misalignment exposes everything.

This came up in a conversation with Leah Cottham  from RemoFirst on the Freedom of Work podcast. We went deep on remote hiring, culture alignment, and what actually builds trust across remote teams.

Listen to the full convo:
https://lnkd.in/gAtTTYCQ

My client (I'm their fractional Head of Growth) had 800 SKUs, was spending $12k/month on static catalog ads.

Performance was flat.

The bottleneck? Video production.

They couldn't afford to create 800 unique videos.

Then we found Marpipe.

One template, plug in their catalog, render videos for every SKU = Video ads for 800 SKUs without the big budget.

That's what ecom growth looks like in 2026!

An internal slide from a Meta deck that they're showing their Disruptor brands..

If you run catalog ads, you can make your spend work 20% harder for you by simply adding Product Level Video.

But here’s the problem: I bet you don’t have a unique video for every single SKU, do you?

Marpipe solves this in minutes.

Our SKU Image -> Video feature allows you to generate unique, on-brand videos for every single SKU in your catalog.

It’s simple: 
> plug in your product feed
> make a video template 
> render.

You can be live with Video Catalogs by EOD and see that 20% avg lift.

taplio

The Battle

Jovian Gautama

Gina Sapién

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taplio

The Battle

Jovian Gautama

Gina Sapién

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Gina Sapién's LinkedIn Performance

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