Sam Miller

We help Recruiters Build their brand and get more Clients and Candidates Approaching Them. 👉 New Training: The Inbound Academy - Message me for more details 🚀 £3.5 Million Generated for Clients 🚀

Recruiters Business Owners 
If you have 5000+ connections on LinkedIn
You could be winning IMMEDIATE business




A lot of recruiters don't think twice about their connections on LinkedIn

But the truth is your connections arn't just a number

They’re filled with dormant business relationships waiting to be rekindled.

Think about it...

Those hundreds of coffee meetings you've had over the years? They're still connected to you.

The clients you worked with 2-3 years ago? They're still following your updates.

Those fantastic candidates who weren't quite ready to move? They're still watching your content.

The problem is, that most recruiters aren't leveraging this effectively.

They're posting sporadically, with no real strategy or purpose.

I'm here to change that

If you're ready to start utilising your network on LinkedIn 

Then come and try out our free trial...

We’ll write you two world-class pieces of content designed to get maximum engagement in your niche 

Here are some results recruiters have had on our free trial: 

- Won $30K worth of business (Money in the bank 2 months later) 
- Hundreds of thousands of impressions 
- More warm conversations with decision-makers and candidates 

Just from TWO posts. 

Oh and let me say this again….It's FREE! 

Interested? 

Check out the featured section below or visit our visit!

Director

▶︎HERE'S WHAT WE DO: I help Companies Struggling to Stand Out In A Competitive Market By helping them To Be Seen by More Customers And Speak to More Decision Makers



I interviewed a recruiter who's billing $958K 
He NEVER chases clients for feedback
Because he pre-books all meetings upfront







Before James commits to any client 

He gets them on a call and tells them: 

“To keep things moving quickly, this is normally how I work with clients.”
Then he suggests three simple steps...


1. CV Review Call “Once I send profiles, we’ll jump on a quick call to review them together.”
   
2.  Interview Slots “Let’s hold a couple of interview slots in the diary so we can move quickly.”
   
3. Decision Call: “After interviews, we’ll have a quick call to decide who you want to hire.”


Why is this so powerful? 

In simple terms, what he’s doing is:

Setting the entire hiring timeline in the calendar upfront.

So instead of the normal messy process:

Recruiter sends CVs → waits for feedback → chases → client delays interviews → process drags for weeks

He's got a clean, simple system already booked in. 

If clients refuse? 

He doesn't work with them. 

Brilliant. Simple. Saves him so much time and makes him more money. 

<Check out the podcast in the comments below>

We Interview the top 1% of recruiters and share their PROVEN strategies to Win More Placements. 100+ episodes with top billers: from $500k to $2.5 Million producers.

This guy was part of the Pinnacle Society for 14 years 
He was surrounded by 80 recruiters billing $800k-$1M
Here's the ONE thing they all had in common...




They didn't work harder 
Stay later 
Or grind extra hours to hit big numbers 

They HAD to change their strategy. 

Because they understood one thing

There is a point of diminishing returns with hard work 

To hit $1,000,000 plus requires a fundamental shift in strategy, NOT work ethic. 

Here were the CORE things these billers focused on in order to hit huge numbers...

- Higher fees / better fee negotiation
- Higher-level roles (Director/VP level = bigger average fees)
- Specialisation/niching → faster placements
- Better intake calls to qualify reality (exclusive/retained, access, probability of fill)
- Guarding time like a hawk

Great reminder for recruiters 

If you want to bill more 
Don't work yourself into an early grave 
Change your thinking and your strategy

Full podcast in the comments below....

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Recruiters, don't worry about AI taking your Job.
Spoke to CEO this week who said "I refuse to deal with companies that hide behind automated support" 





"If I can’t reach a real person, I won’t buy." 

And it highlights a fundamental point about how humans like to do business....

Convenience is nice. 
But confidence comes from a real conversation.
 
And so the tools we use will always evolve, change, and improve. 

But the need for someone to pick up the phone and speak to a real human won’t.

I interviewed a recruiter billing $1.2 Million 
Here's his 3 touch process for winning new business 
(And he still uses it to this day) 





𝗧𝗼𝘂𝗰𝗵 𝟭: 
Cold Call with MPC Pitch
→ Lead with immediate value: a real candidate who solves a real problem. 
Example: “Hi, I’m Mike. I specialise in engineering recruitment. I’ve got a certified quality engineer, 7 years’ experience, right in your area. Thought of you, would you be open to seeing their CV?”
No fluff. No fake urgency. Just a good candidate and a focused offer.
If no answer? Leave a short voicemail, not a sales pitch, just a flag.

𝗧𝗼𝘂𝗰𝗵 𝟮:
Follow-Up Email (Immediately After Call)
Send a short, personalised follow-up that echoes your voicemail. Include:
• A one-line intro (reference the voicemail)
• One paragraph on the candidate
• A simple CTA: “Worth a look?”
This gives your call some weight, it’s no longer “just another recruiter email.”

𝗧𝗼𝘂𝗰𝗵 𝟯:
LinkedIn Connection (1–2 Days Later)
Send a blank connection request. No pitch. Just your name and credibility.
After they accept: “Thanks for connecting, I reached out as I’ve got a strong quality engineer in your area. Let me know if it’s of interest.”


Why This Works:

Multichannel = familiarity. 
The voicemail shows you're human. 
The follow-ups feel relevant, not random.

Recruiters always remember...
If you're healthy, happy, have family, friends, and a job you enjoy....F*ck me, you're winning


Don't let any swanky social media post tell you otherwise.

This Recruiter Billed $300k in his first year
Here's the exact 3-step BD sequence he used
(Anyone can follow this to win more clients)

There are 2 types of recruiters 
1. The ones that want to make an impact 
2. The ones who want to make lots of money 




Neither is wrong.

But one of them keeps you in the game longer.

Money motivates you in recruitment. 
Purpose keeps you in it for prolonged periods of time. 

The recruiters still going 10,15 or even 20 years later?
They found a reason that goes beyond the commission.

I spoke to a recruiter billing $2.4 Million 
Here are 7 signs that you're ready to leave agency life
And start you're own recruitment business...




1. High self-discipline
Works even when nobody is watching.

2. Love business development
Enjoy building relationships from zero.

3. Comfortable with uncertainty
Empty pipeline doesn’t scare them.

4. Independent thinker
Doesn’t rely on managers or structure.

5. Protective of time
Cuts off weak opportunities fast.

6. Emotionally resilient
Handles rejection without support structures.

7. Already proven they can build a desk
Has opened clients themselves before.


But Mike also said, "Don't be fooled."
A lot of people think.: “I billed $800k for my agency… I could just do that myself.”
That's not always the case...


Because agencies provide:
• candidate databases
• marketing
• brand recognition
• infrastructure
• internal recruiters
• sourcing help
• systems
• splits

So when you go solo:
You lose all of that.

Want to find out if you're built for agency or lone wolf?
Check out the full podcast in the comments below...

Life hack: 
If you want unlimited purpose, drive, meaning and love
Have kids. It worked for me :)

This Recruiter boosted revenue from $1M to $2M 
She did it in just 2 years with 4 people in the company! 
How? by focusing on three simple things: 



1. Training recruiters properly
2. Stopped saying yes to every client
3. Used AI and Automation to cut admin by 50–60%

Nothing too fancy 
Just doing the basics 
At a world-class level

If you want the full breakdown of the conversation 
Check out the podcast 
Link in the comments below.

I interviewed a recruiter billing £1,000,000 
Here are his 3 cold call openers 
That get decision-makers talking every time 




Every successful cold call he makes starts with one of three phrases:

"I know..." "I heard..." "I saw..."

Here's why it works:

He's not just randomly dialling

He's entering every conversation armed with intelligence

And it's because he spends more time gathering useful data from candidates before he makes a call

When he says: "I know you're implementing Salesforce..." "I heard you're expanding into APAC..." "I saw you've just raised Series B..."

It's real-time data, and decision-makers actually listen.

Here's an example: 
"I know you're building a digital payments platform, so I wanted to introduce you to Sarah. She just led the rollout at Revolut and increased transaction speeds by 40%..."

Notice what he did there? 
✓ Shows he understands their business 
✓ Presents a relevant solution 
✓ Backs it with specific results

His advice: 
"If you have the right candidate strategy and you know how to uncover problems, projects and real-time data

You're not interrupting their day 

You're adding value to it."

We've worked with this recruitment CEO for 6 months 
He's spent around $15K with us 
He's won $200k of business. 





Let's break down his account...

Places high-level salespeople in tech companies (US) 

1,960,809 impressions over 6 months
11,000+ Reactions
4000 Profile views
12,253 engagements

We posted around 70 pieces of content over 6 months
75% of the clients and candidates liking, commenting, and engaging were NOT in his network
So he was building a pipeline of net new contacts in the indsutry

He spent $15K with us 
Won $200K worth of business 
That's a 1233% ROI 

You know what the most insane thing about this result is? 
Before working with us, he came through our free trial....
We worked with him for 2 weeks and wrote him 2 free posts
He saw the results and became a full-time client 

Insane value before he even started working with us 
And so happy to say he's received insane value 6 months on

If you're a recruitment business owner 
And you're ready to start building a strong pipeline of new business 
Check out our free trial link in the comments below.

This Recruiter won £60K worth of business 
With one simple MPC campaign. 
(Client Testimonial) 



Every recruiter knows what an MPC is (Spec'ing candidates for the Brits) 

But....

1. Very few recruiters do it consistently 
2. Some try it, but don't get good results
3. Others don't have time to set up the campaigns 

This is one of our new offerings (As well shit hot content) 

Why? 

We've spoken to dozens of million-dollar billers (on our podcast) 
We know what works 
We understand how to set up campaigns that get insane results

If you want to start doing more MPC campaigns 
And winning more business from a tried and tested outbound method

Send me a DM 
Happy to explain more about how we do it

Transforming the landscape of GTM recruitment for B2B SaaS and D2C companies. 

Our mission is clear: 

We find the right talent to drive your business forward, faster and more effectively than ever before.

At the heart of our approach lies the Rocket Talent precision system, a powerful blend of technology, psychometrics, and AI. This innovative method allows us to pinpoint the perfect candidates for your organization, ensuring a seamless fit that lasts.

Our track record speaks volumes:

96% of our placements remain with their new employers after a year.

We fill roles 40% faster than traditional methods.

Our clients save an average of $127K+ on every hire.

We offer up to a 24-month guarantee on placements.

But numbers only tell part of the story. Our impact reaches far beyond statistics:

We helped Consumer Affairs build a CRM Growth team in just 60 days, leading to a 150% increase in company lifecycle and retention revenue targets.

Our work with Listen Lively resulted in a $100 million exit within 12 months.

A Google Venture portfolio company achieved a $200M exit in 18 months thanks to the GTM team we placed.

Lennar saw a 310% increase in inbound leads while maintaining their CAC, courtesy of the growth marketing team we assembled.

We placed a CPO at Cognism who had previously scaled a company from $30M to $100M.

VTS generated over $100M in revenue after we filled 7 key digital marketing roles in under 3 months.

We understand the unique challenges faced by CEOs, founders, marketing and sales executives, and HR leaders in the fast-paced world of B2B SaaS and D2C companies. Our goal is to alleviate the stress of recruitment, allowing you to focus on what matters most – growing your business.

Ready to revolutionize your talent acquisition strategy? Let's connect and explore how we can help you build the team that will drive your company's success. Book time here: https://calendly.com/jonathan-268/dm-intro-li-clone

Jonathan Spiess

This Growth Director walked away from $240K.
He had a mortgage, two kids, and bills to pay.
But he chose $185K instead, here's his math.





He wasn’t naïve about money.
He had a mortgage to pay and two kids to take care of…
A very clear sense of what his experience was worth.

But when I asked why he’d take the cut, he didn’t hesitate:

The $240K role required four days a week in the office…
In a city two hours from where his family lived.

He’d done that commute before.
Two years of it.

And described that period simply as “the years I missed.”

The $185K role was fully remote. Leadership measured outcomes instead of looking at attendance.

They had a product he believed in.
And offered him the freedom to be present for his kids. 
In a way the other role structurally wouldn’t allow.

The commute alone for the higher-paying role would cost him roughly $18K a year in travel and lost time.

Relocation or split-living would cost more… 
Financially and emotionally.

So that $55K gap started shrinking fast. 
Because income and compensation aren’t the same thing.

Top growth marketers are increasingly making this calculation.
They’ve already chased the higher salary…
They know what it costs on the other side.

Instead, now, they’re comparing trade-offs.
Time. Autonomy. Energy. Presence.

If strong candidates keep choosing elsewhere, it’s not always because someone paid more.

Sometimes it’s because someone asked for less of their life.

CEO @Rocket Talent - Connecting the top 1% of Growth Talent

I stopped a placement that would've earned me $60k.
The candidate was ready for the offer.
But he was too burnt out for a role that intense.
 



During the final interview, the CEO asked: "How do you feel about working nights and weekends during launch periods?"

The candidate answered smoothly: "I'm flexible when needed."

The company was ready to extend an offer. 
The candidate was excited.

But something felt off to me.

After the call, I asked them what they really thought.

"Honestly? I just got out of a role where I worked 70-80 hour weeks and burned out. But the money's good, so..."

That was the moment.

The role wasn’t the thing that really convinced them to see it through.
They were motivated by recovery… financially.

And this new job was built on intense sprints and high-pressure launches.

So I called my client back.

“This candidate is coming off burnout. Your role demands it. This won’t last.”

To his credit, he appreciated the honesty. We restarted the search and found someone who wanted that pace 3 weeks later.

They’re still there after 2 years. 

I then managed to place the burnt-out candidate at a different company with better work-life balance at 15% bump.

Taking the commission would've been easy.
But my reputation is worth more than $60k.

Bad placements don’t just hurt candidates. They damage trust.

And once a client or candidate feels like you pushed something through for a fee, you don’t get that credibility back.

In this business,
Trust is the only currency that matters.

The most dangerous hire in growth marketing: 
Someone who managed a $30M budget… 
But never touched the platform.



I’ve seen many resumes say how the growth marketer oversaw millions in annual ad spend across Google, Meta, and TikTok. 

When hiring managers see that number, 
They assume this person knows what they're doing at scale.

But I ask three questions that change the conversation:

"Who was actually building the campaigns?" 
The agency.

"Who was optimising daily spend allocation?" 
The agency. 

"Who was running creative tests and analysing performance?" 
The agency.

So what did the candidate actually do? 

Vendor management. Slide decks. Quarterly reviews. 
They were a $30M budget holder, not a $30M budget operator. 

And that’s a huge difference.

Meanwhile, I have candidates who have personally managed $2M in spend, built their own attribution models and run 300+ creative tests a quarter

They can tell you exactly why a specific hook outperformed another by 40%. 

They know what every dollar did, because they were the one spending it.

This is the hire that transforms a growth team.

Not the impressive title with agency dependencies, 
But the operator who's earned their expertise through thousands of hours inside the platforms.

When I screen growth marketers, budget size is one of the last things I look at. 

Ownership is the first. 

A $30M figurehead can protect your ego.
A $2M operator will protect your P&L.

And only one of them will still be standing when the numbers start moving the wrong way.

Head of Marketing @ Lindy | Tesla, Uber, Affirm

Jack Dorsey just fired 4,000 people — nearly half of Block — and said AI made them unnecessary.

The stock jumped 24% overnight. Wall Street literally cheered.

Here's what actually happened:

Block tripled its headcount from 3,900 to 12,500 between 2019 and 2022. This is the same Jack Dorsey who admitted he "grew Twitter too quickly" after Elon gutted 80% of the staff and the site kept running.

He then went back to Block and kept hiring.

At the end of the day, this was an overhiring correction wearing an AI costume.

And Block isn't alone. Forrester published a report in January calling this out directly: most companies announcing "AI-related layoffs" don't actually have mature AI applications ready to fill those roles.

Even Sam Altman — the guy who arguably benefits most from the AI-replaces-everything narrative — called it "AI washing."

And that's the tension we're inherently experiencing during this inflection point with the technology. AI is genuinely changing how companies operate. I see it every day at Lindy. A small team with the right AI tools can absolutely do what a larger team used to do. That part is real.

But there's a growing grey area where CEOs are using "AI" as a magic word to justify cost-cutting they would've done anyway.

Fire 4,000 people because you overhired during zero-interest-rate mania? Stock drops.

Fire 4,000 people because "AI fundamentally changes what it means to build a company"? Stock soars 24%.

The incentive structure is broken.

The real tell is the pattern. Block cut 8% in late 2023. Another 1,000 in January 2024. Another 931 in March 2025. Now 4,000 more.

That's not "AI changed everything overnight." That's a company that's been right-sizing for three years and just found the narrative that makes investors applaud instead of worry.

Two things can be true at once:

1. AI is genuinely eliminating certain categories of work
2. Some companies are weaponizing that narrative to juice their stock price

The danger isn't AI itself. It's that "AI made them redundant" becomes the acceptable euphemism for every layoff — making it impossible to hold companies accountable for bad management decisions.

If your business is "strong" and "not in trouble" — Dorsey's own words — and you still fire half your workforce, that's not AI disruption.

That's a choice. Own it.

The DTC brands that are winning on Meta right now? 
They all share something in common.
They're running fewer ads. Not more.



I've been watching this shift closely through the growth marketers I work with.

3 years ago, the play was volume. Launch 40 creatives, let the algorithm find winners, and then scale aggressively.

Today, the brands I'm seeing outperform others are running tighter creative pods. 
Along with 8-12 ads, deeply tested, with clear hypotheses behind each one.

Why does this matter if you're a growth marketer? 
Because the job description's changing.

Companies used to want someone who could manage volume.

Now they want someone who can think.

The best brief I've seen recently was from a growth marketer who could explain exactly why a hook needed to address a specific objection in the first 2 seconds… 

Because their data showed a 34% drop-off at that point.

That's the candidate getting hired at the top end of the market right now.

Strategic creative thinker. 
Not just a media buyer.

If that's you, there's never been a better time to move.

Most executives would have said yes immediately. 
He turned down $700K out of loyalty. 
To a company that packaged him out.


This guy built their business from nearly zero.

Knows every player in the space. 
Both sides of a two-sided marketplace. Grew it into something real.

Then the company needed to cut costs.
So they let him go. With a package.
No non-compete. Clean exit. Nothing wrong contractually.

We called him about a role that fits him almost perfectly.
New business line. Nearly zero to several hundred million dollar opportunity. Everything he's built his career to do.

He lit up on the call.
"I've heard great things about this company. The role is exactly what I love."

Then he paused.
"But I still have colleagues there. I built real relationships. I'm not sure I can compete against them."

Here's where I pushed back.
They packaged you out during layoffs.
They weren't thinking about your loyalty when they made that decision — they were thinking about costs.

So what exactly do you owe them?
A non-compete would answer this question for you. They didn't ask for one. That tells you something.

But here's what I actually respect about this guy:
Most executives at his level wouldn't think twice.
He's thinking twice.

That's rare. And it says a lot about who he is  which is exactly why companies want to hire him in the first place.

So I'm putting it to my network:
What would you do?

Does getting packaged out release you from the unwritten loyalty code?

Or does what you built together not have an expiration date — regardless of how it ended?

Drop your take below. I'm genuinely curious where people land on this.
Want any final tweaks before this is ready to publish?

More than a third of CMOs plan to cut staff in 2 years.
The reason isn't performance, it's AI efficiency.
But there's something AI still can't replace…



A survey published last month found that more than a third of CMOs expect to reduce staff over the next two years.

At the largest companies, it’s closer to half.

And the justification isn’t performance.
It’s efficiency.

CEOs and CFOs are asking a very direct question:
“If we’ve invested heavily in AI tools, where are the savings?”

Marketing, particularly mid-level roles in content, reporting, and campaign execution, is where that scrutiny is landing.

The people who build briefs. 
Run performance reports.
Optimise campaigns.
Manage workflows.

AI can approximate much of that work now. Not flawlessly.
But well enough for a CFO looking at a cost line.

And “good enough” becomes dangerous when budgets tighten.

AI may be able to generate copy, surface trends and optimise bids.

What it can’t do is own a decision…

It can’t sit in a room when a funnel collapses mid-quarter and decide which lever to pull.
It can’t absorb accountability when a scaling strategy backfires.
It can’t read between the lines of messy data and spot what isn’t being measured.

Judgment isn’t automated.
Accountability isn’t outsourced.

The growth marketers with long-term leverage won’t be the busiest ones.

They’ll be the ones who think in systems.
Who understand how revenue actually flows.
Who can explain why something is happening 
Who knows what to do next without hiding behind a dashboard.

AI won’t replace marketing.

But this shift will see AI expose those who were operating vs executing.

And the companies restructuring right now aren’t waiting for anyone to adapt.
They’re simply drawing a line between automation and ownership.

On one side, tools.
On the other, decision-makers.

Only one of those survives a cost review.

The best Meta ads I've seen share one single trait...
They don't look like ads.
And they outperform every other one.




I spend a lot of time studying the practitioners managing $2-5M/month in DTC ad spend.

The pattern is so consistent you can set your watch by it. 

The creative that performs at scale isn't the polished brand shoot.
It's the founder talking to a camera, a UGC clip, or raw product demo.

I'm not saying production quality doesn't matter.

But native content earns attention before the algorithm taxes it.

So what does this mean if you're a growth marketer job hunting right now?

Hiring managers at DTC brands don't just want someone who can manage a Meta account. 

They want someone who can brief creative, identify what hooks are working, and build a feedback loop between performance data and the creative team.

It's a different skillset to just media buying.

If your CV only shows ROAS and CPAs, 
Add a line about how you brief and iterate on creative.

Trust me, that'll be the line that gets you the call.

Candidate: "Hey, can you talk? I got let go." 
His company was facing FDA lawsuits… 
In a business crisis, even A players aren’t safe. 




When I got his text that morning, 
I was reminded how unpredictable business can be.

"Hey, can you talk? I got let go."

I'd just placed this candidate at a powder greens company. 
The same one with the intense interview process I’ve mentioned before.

My first assumption was performance.
It almost always is.
But this time, it wasn’t even close.
Their flagship product had been contaminated with salmonella. Over 20 reported cases. So the FDA got involved…

And they were forced to recall months of stock, including their best seller.
The timing of his placement couldn’t have been worse.

Massive refunds were in process.
Marketing spend was frozen overnight.
Consumer trust evaporated.

When a company's back is against the wall like this, even top performers are under fire. 

It's not about merit anymore. 
They need to survive.

This VP had done everything right.

He’d integrated well and was hitting his targets.
There were no concerns about his capability or leadership.

But none of that mattered once the runway came into question.
That’s the part people don’t like to talk about.
You can be excellent at your job and still be expendable when the business itself is under threat.
Market shifts happen. 
Product recalls happen. 
Economic downturns happen. 

Acquisitions and restructures wipe out entire teams.

A strong performance review doesn’t protect you if the fundamentals underneath the company start collapsing.

That’s why the best insurance policy isn't just being great at your job. 
You need to understand the broader business context you're operating in.

And make sure YOU remain employable
Even when the company you joined suddenly isn’t.

Transforming the landscape of GTM recruitment for B2B SaaS and D2C companies. Our mission is clear: we find the right talent to drive your business forward, faster and more effectively than ever before.

At the heart of our approach lies the Rocket Talent precision system, a powerful blend of technology, psychometrics, and AI. This innovative method allows us to pinpoint the perfect candidates for your organization, ensuring a seamless fit that lasts.

Our track record speaks volumes:

96% of our placements remain with their new employers after a year.

We fill roles 40% faster than traditional methods.

Our clients save an average of $127K+ on every hire.

We offer up to a 24-month guarantee on placements.

But numbers only tell part of the story. Our impact reaches far beyond statistics:

We helped Consumer Affairs build a CRM Growth team in just 60 days, leading to a 150% increase in company lifecycle and retention revenue targets.

Our work with Listen Lively resulted in a $100 million exit within 12 months.

A Google Venture portfolio company achieved a $200M exit in 18 months thanks to the GTM team we placed.

Lennar saw a 310% increase in inbound leads while maintaining their CAC, courtesy of the growth marketing team we assembled.

We placed a CPO at Cognism who had previously scaled a company from $30M to $100M.

VTS generated over $100M in revenue after we filled 7 key digital marketing roles in under 3 months.

We understand the unique challenges faced by CEOs, founders, marketing and sales executives, and HR leaders in the fast-paced world of B2B SaaS and D2C companies. Our goal is to alleviate the stress of recruitment, allowing you to focus on what matters most – growing your business.

Ready to revolutionize your talent acquisition strategy? Let's connect and explore how we can help you build the team that will drive your company's success. Book time here: https://calendly.com/jonathan-268/dm-intro-li-clone

61% of marketers say AI is the biggest disruption ever.
But they're asking the wrong questions about it.
That mistake will decide who wins and who loses






The internal conversation happening in companies right now seem to focus more on tools than on capability.

Which platforms to adopt.
How to automate workflows.
How to produce content faster.
How to reduce execution costs.

All reasonable questions. 
But they're the wrong questions to be leading with.

The deeper question which will separate durable growth teams from average ones is this:

→ What does human expertise mean when execution is no longer scarce?

Because that’s what’s actually changing.

Content volume is close to free.
Variation is close to free.
Speed is close to free.

And when something becomes abundant, its value collapses.

An average level of creativity used to win. Now it blends in.

That means that the growth marketers who’ll command leverage over the next 5 years won’t be the ones who can prompt better.

They’ll be capable of better decisions.

Interpreting ambiguous data to make a call.
Understanding why a channel is working before the algorithm catches up.
Knowing when to stop scaling “healthy” metrics in the dashboard that aren’t moving revenue.
Aligning sales, product, and finance around a bet and own the outcome.

AI can optimise.
It cannot take responsibility.

That’s the dividing line.

The people who invest in decision-making ability now will become harder to replace.

The ones who don’t won’t be replaced by AI…

They’ll just be replaced by someone who knows how to use it.
While still being able to think for themselves.

The first question I ask every growth marketer:
“Tell me about a campaign that failed.” 
It instantly tells me everything I need to know. 





When a growth marketer has actually done the work, and overcome the setback, they light up. 

They’ll tell you about the Meta campaign where they scaled spend too aggressively
and watched CAC triple almost overnight.

Then they’ll walk you through what they did next. How they…

Throttled the budget.
Rebuilt the creative testing cadence.
Segmented audiences properly instead of broad-stacking.
Fixed attribution leaks.
Recovered profitability within weeks.

There’s ownership in their voice. They don’t need to blame the algorithm, product or even the “market conditions.”

They talk about what they misjudged and how they corrected it.

Now compare that to someone who’s mostly managed agencies or inherited someone else’s strategy.

Ask the same question and you’ll hear:

“It was just bad timing.”
“The product-market fit wasn’t there.”
“The market shifted.”

Vague, detached. No numbers or recovery plan.

There’s zero evidence that they've ever personally fixed something that was broken.

And that distinction matters.
Because the growth marketers my clients hire aren’t stepping into mature systems.
They’re building a new engine or repairing one that’s overheating.
That requires someone who's made expensive mistakes and knows how stabilise.

One honest conversation about failure tells you almost everything you need to know about whether someone can actually perform when the pressure hits.

If you're only interviewing growth marketers on their wins, 
You're only hearing half the story. 

The half that matters less.

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The Battle

Sam Miller

Jonathan Spiess

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taplio

The Battle

Sam Miller

Jonathan Spiess

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);}Sam Miller's LinkedIn Performance

Performance ScoreJonathan Spiess's LinkedIn Performance

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Performance ScoreSam Miller's LinkedIn Performance