HyreDay

HyreDay finds, vets and hires international marketing talent to help you scale faster and more efficiently.

CEO/Founder

EMBR

Owner

HoneyGrid

Investor/Advisor

Disruptive Advertising

5x Inc 5000
1x Inc 500
5x UV50 Fastest Growing Companies
Glassdoor Best Places To Work

Led the operations department to record-breaking client retention. Oversaw 100+ employees managing 250+ clients and more than $200MM in annual marketing spend.

During my time there, Disruptive ranked amongst the top 1% of agencies in North America from a net revenue/EBITDA standpoint.

Partner / Chief Operating Officer

5x Inc 5000
1x Inc 500
5x UV50 Fastest Growing Companies
Glassdoor Best Places To Work

Drove more than $100MM in revenue for Disruptive Advertising during my time leading sales + marketing.
Generated 1,000+ leads monthly, implemented our first strategic lead scoring efforts & coached our sales team to industry-leading close rates of 45%+.

Partner / Chief Revenue Officer

Personal sales of more than $20MM selling marketing services ranging from $12k to more than $2MM annually.

Account Executive

Sock.club

Ran a DTC, eCommerce company selling monthly sock subscriptions. $8/mo gets you premium bamboo thread socks that spruce up your wardrobe!

Grew the company from inception to profitability in first four months of operation.

Oversaw product development, manufacturing, customer acquisition, customer retention, customer service, etc. Ultimately prioritized other opportunities and closed up shop.

Interested in building another DTC brand in the future.

CLEARLINK

Design and implement sales processes for cross-sales. Manage the implementation and daily operations of the transfer programs for a floor of 80+ employees. Work closely with management up to, and including, the Vice President of the department. Work with the transfer coaches from other departments (of which there are only 8 others). Run daily, weekly, and monthly incentives.

-Increased Dish cross-sales by 50% in first month and 75% in first two months

Sales Manager - Transfer Program

Close home security sales and train representatives to generate relative leads.
Recognized as top Vivint sales rep. three months in a row.
Aided in the development of the sales process at Clearlink.
Provided trainings on the Griffin-Hill Integrity Sales System.

Inside Sales, Home Security

Utah Valley University

New Venture Consultant

SecurityMetrics

PCI Compliance.  Properly assessed businesses' security risks dealing with credit card processing. Trained new hires.

Account Executive & Trainer

Journeys

Set the example for employees as one of the top salesmen for twelve weeks in a row
Trained new hires in company’s CRM software, company policies, sales expectations, and product knowledge
Assessed and managed inventory – Shipped and received 200+ pairs of shoes on a weekly basis
Created and documented daily goals and achievements for 10 employees

Manager

Code3Tactical

Managed the storefront and warehouse operations of Code3Tactical.com. Completed frequent sales audits to determine strengths/weaknesses within the business. Assisted in the hiring, firing, and training of employees. Aided the company in a major relocation.

Retail Manager

When I was running my agency, I made it a point to remind my team:

“You are an expense on your client's P&L.”

And marketing is often seen as an optional one. 

To keep clients long-term, you can't just deliver the SOW. 

You have to make every single interaction so valuable they would have paid for it in a silo.

Did your phone call leave them buzzing with new ideas? 

Did your email make them rethink a core paradigm in their own business? 

That's the bar. 

They shouldn't just feel good about the results at the end of the month. 

They should feel like they're getting immense value from every touchpoint.

That's how you go from being a vendor they can cut to a partner they can't live without.

Don't just do the work. 

Change the way they think.

  Daryl Klingaman 

Hiring The Best Digital Marketers For You | 5x Inc. 5000 Executive | 2x Best Company Best Places To Work | 2019 Comparably’s Best Marketing Dept Leader | Cold Cereal Connoisseur

"Every great business starts with a 50-page, perfectly written plan.”

I think that’s insane.

When I was consulting for marketing agencies, I had no idea what my next big thing would be.

But I kept hearing the same thing over and over: 

"We want to hire offshore talent, but we're scared. We don't know where to start." 

The market was practically begging for a solution.

It was an ikigai moment: something the world needs, something I'm good at, and something people will pay for.

HyreDay crossed seven figures in its first year (well, 13 months) with no formal business plan.

We just listened. 

I think the best opportunities don't happen with a grand vision.

You just look for problems your customers are telling you about every single day. 

All it takes is a laptop, something the market wants, and half an ounce of common sense.

Am I off?

After seeing Kaden Birch & Brice Douglas post videos today, I’ve been dying for a break in the schedule to collect a crisp Benji from Renato V.

We were crushing it for a Fortune 1000 brand. 

Driving an incredible ROAS and helping them break into D2C for the first time ever. 

We thought we were heroes. Then, one of the higher-ups pulled us aside.

He said, "Guys, the great ROAS was my win three years ago. What am I supposed to tell the board this quarter? I need something new and exciting. Just do a trick. Give me a cool test you ran, something we learned."

It was a huge wake-up call. (slap in the face?)

We were obsessed with the metric, but he was obsessed with his career narrative. 

He needed a story. 

It taught me you have to understand what truly motivates your point of 
contact. 

It might be ROI, or it might be making them look brilliant in their next board meeting. 

Often, it's the latter. :)

You can have the best product, the slickest marketing, and a killer brand…

…and still lose.

If your competitors have a better team, they will eventually win. 

Your people are your ultimate competitive advantage.

So why would you limit your search for that advantage to a tiny fraction of the global population? 

(Did you know: The US is only 4% of the global population?)

It makes no sense. 

The best companies in the world are realizing that talent density is the key to everything. 

That means getting the highest concentration of A-players you possibly can.

By opening your hiring to the world, you dramatically increase your chances of building a team of killers. 

A team that your competitors, stuck in their local hiring pools, simply can't match.

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