Propel

Associate Director - Head of Marketing Recruitment - Europe & US

I lead the marketing team at Propel London, one of Europe's leading digital specialist recruitment firms.  
Over the years I have built a great reputation for helping business leaders win in the fight for top talent and I'm proud to have helped dozens of companies make high impact digital hires in what is an increasingly competitive market.

Managing Consultant - Head of Marketing Recruitment - Digital Marketing 

Team Lead - Digital Marketing

I specialise in placing mid to senior level digital specialists into the digital economy. I work with businesses that have committed a material investment in digital, recognising that digital should become the core growth engine of their business.

Senior Digital Marketing Consultant - Tech, Clientside, Marketing

Working for the leading digital recruitment organisation Propel London, allows me to work with a range of high growth Tech start-ups to established Brands, meet with talented individuals and assist with growing in-house digital teams.

The in-house disciplines I recruit for include; Head of Digital, Acquisition Marketing, SEO, PPC, Social Media, Display Advertising, Ad Operations, Affiliate Partnerships, eCRM & Email, Product Marketing, Digital Copywriting, E-Commerce and Web Analytics.

Digital Marketing Consultant, Fintech , Tech,  Clientside, Marketing

Badenoch & Clark

I currently specialise in providing permanent accounting and finance staff for our private sector clients in Birmingham.

I work with clients within the following industries:

Property
Legal
Manufactoring
Services
Logistics
Distribution
Media
FMCG

Recruitment Consultant - Finance Part Qualified/Qualified - Permanent Recruitment

Appco UK

Managing a sales team of 7 with a focus on sales generation for client DBA.

Senior Sales Manager - Team Leader 

Managed a sales team of up to 12 people with a focus on acquiring customers for BSKYB.

Sales Representative and Team Leader - Client BSKYB

Connecting Startups & Scaleups with Marketers that fuel business growth| Talk to me about Talent Acquisition, Candidate Experience, Market Insight, Job Searching, D&I, Headhunting, Career Progression

Hey there, I'm Sinead, and I help tech startups find the senior marketing talent they need to take their business to the next level. As a marketer myself, I know first hand the impact that the right talent can have on a business's success.

Over the years, I've had the pleasure of working with some of the most innovative startups in the tech industry, helping them build and scale their marketing teams with top-tier talent. From CMOs to content creators, I've seen it all and know what it takes to find the right fit for each unique business.

Why marketing? Because it's the driving force behind any successful business. It's what connects businesses to their customers, drives growth, and builds brand loyalty. And let's face it, without it, a company is just a name.

If you're a startup founder or business leader looking for your next senior marketing hire, I'm your go-to. Let's chat about your business, your goals, and the type of talent you need to succeed. You can reach me at 07858425481 or email sinead.willis@propellondon.com

Looking forward to connecting with you

Client: "We’ve had a role open for 3 months and can’t seem to find the right person. Where are all the good candidates?” 

Answer: You interviewed them, found minor flaws, and passed. 

Lesson: Don’t let great candidates slip away due to unrealistic expectations. If your role's been live for 3 months, maybe it's time to look at your requirements.

#hiring #recruitment #humanresources #talent #hiring 

Sinead Willis

Recently, I had a conversation with a remarkable female candidate, that really struck a chord with me. 

She shared her aspirations for a career shift and as she detailed her current role's responsibilities as a senior marketing manager, I couldn't help but notice the resemblance to the position I was recruiting for – a Head of Marketing. 

The role was essentially the same, even in the same industry, the only difference being the uplifted salary and title to "Head of." Despite the glaring parallels, she hesitated to seize the opportunity.

She questioned her readiness and worried about potential failure. She feared that by joining with the title Head of Marketing she might be biting off more than she could chew and risked being let go for failing. I reassured her, emphasising that she was the strongest candidate I'd come across.

In the end she decided to play it safe and focus on roles at the Senior Marketing Manager level. (Though in reality, she was already operating at a Head of level; she just didn't recognise her own value in her current position.)

This conversation prompted me to reflect. This candidate possessed undeniable talent and potential, yet she struggled to recognise it within herself.

It's not the first time I've had conversations with female candidates where they doubt there ability to take that step up.

Yet, it's rare that I ever have conversations with male candidates in which they question their abilities. 

In fact, it's quite the opposite - they acknowledge their lack of skills or experience, yet they shoot for it anyway, willing to learn as they go. 

𝘈𝘳𝘦 𝘸𝘦 𝘤𝘰𝘯𝘥𝘪𝘵𝘪𝘰𝘯𝘦𝘥 𝘵𝘰 𝘱𝘦𝘳𝘤𝘦𝘪𝘷𝘦 𝘰𝘶𝘳 𝘴𝘵𝘳𝘦𝘯𝘨𝘵𝘩𝘴 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘭𝘺, 𝘰𝘳 𝘪𝘴 𝘪𝘵 𝘴𝘰𝘤𝘪𝘦𝘵𝘢𝘭 𝘯𝘰𝘳𝘮𝘴 𝘵𝘩𝘢𝘵 𝘥𝘪𝘴𝘤𝘰𝘶𝘳𝘢𝘨𝘦 𝘶𝘴 𝘧𝘳𝘰𝘮 𝘦𝘮𝘣𝘳𝘢𝘤𝘪𝘯𝘨 𝘰𝘶𝘳 𝘧𝘶𝘭𝘭 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭?

𝗪𝐡𝐲 𝐚𝐦 𝐈 𝐬𝐡𝐚𝐫𝐢𝐧𝐠 𝐭𝐡𝐢𝐬? Because imposter syndrome is a barrier, but it's one we can overcome together.

As a community, we must uplift and support one another, especially women who may doubt their worth.

Whether through encouragement, recognition, or simply acknowledging their abilities, let's commit to building each other up.

If you're fortunate to work alongside exceptional women, take a moment to celebrate their greatness and 𝐭𝐚𝐠 𝐭𝐡𝐞𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐜𝐨𝐦𝐦𝐞𝐧𝐭𝐬 𝐢𝐧 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭!

Let's create an environment where everyone feels valued and empowered to reach for their full potential. Together, we can overcome imposter syndrome and embrace our true worth.

#impostersyndrome #recruitment #hiring #realrecruiter #talentacquisition 

Dear Layoff Companies,

Initiating mass layoffs, creating widespread career gaps, and then hiring and rejecting candidates who have recent career gaps, doesn't quite make sense.

Please be better!

Sincerely,

Every Laid-Off Job Seeker

I keep seeing the same jobs reposted on LinkedIn for months and months on end. 

With the amount of excellent candidates on the market, it's impossible to believe such businesses aren't meeting people who can do the job. 

It has to boil down to looking for perfection. 

The lack of flexibility in this market, allowing people a chance to prove themselves, truly bewilders me. 

Hiring Managers: Remember when someone took a chance on you? Pay it forward. Give others the opportunity to step up and prove themselves. 

Alternatively, close the vacancy, reassess your requirements and stop wasting everyone's time. 

#recruitment #hiring #interviewing #humanresources #jobsearch #jobsearchtips 

"Your CV should show 10% of you that is 100% relevant to them"

Had to repost this from Tobi Oluwole - it's so accurate! 

Your CV isn't meant to be everything you've ever done. Too much information is overkill. Unfortunately in this market, this can lead to your CV being overlooked. 

So make sure your CV is specific, concise, and relevant to what is relevant to the role you are applying for. No more, no less. 

#resumes #cv #hiring #recruitment #talent #jobsearch 


CEO, Magnate | 7-figure LinkedIn Creator with 192 million+ impressions

Last year a friend sent me their 4-page resume. 

I thought they were joking. 

They had essentially crammed 7 years of their experience into those 4 pages hoping that the hiring manager for the role would go through it. 

This is the easiest way to get screened out of a job. 

Your resume is not a recap of your entire history. 

Your goal should be to show a company the 10% of you that’s 100% relevant to them!

Teal helps you do that quickly 

Teal’s Matching Mode, in their AI Resume Builder, shows you how your resume measures up to a job description. 

From there, it pulls keywords that are to see what’s most relevant/important to the role so you can build your strongest and most relevant resume. 

Don’t waste space on things that don’t matter to the recruiter. 

Keep it concise. 

Check out Teal here: https://tealhq.co/tobi 

#TealPartner #SponsoredPost

One of our best hires interviewed terribly?!

Yes really, one of our best hires had an interview that was nothing short of a disaster – stuttering, nervous, sweating and lacking eye contact. But -  it didn't hinder their success in the slightest.

Here's the thing: underneath all that nervousness was a spark, a drive, a genuine desire to succeed. It was clear they wanted the role badly, probably why they were so nervous. 

So, we took a leap of faith and decided to hire them.

And you know what? It turned out to be one of the best decisions we ever made. 

Once they settled into the role, they were like a completely different person. Confident, capable, and absolutely smashing it in their job.

This experience taught us a valuable lesson: you can't always judge a candidate based on their performance in an interview. 

Nerves, anxiety, and pressure can get the better of even the most talented individuals. But when given the chance to shine in the right environment, they can surpass all expectations.

So, next time you're interviewing someone who seems a bit shaky, remember this. Give them the benefit of the doubt, because you never know – they might just surprise you.

#interviewing #hiring #talent #recruitment 

Dear Companies,

Please stop asking candidates for their previous earnings. 

What someone is earning has nothing to do with their ability to do the job you're hiring for. You're hiring for skills, not salary history.  

Focus on what matters: their expertise. If they've got what it takes, pay them accordingly. It's that simple.

Sincerely, 

Every Job Seeker

#Honestrecruiter #recruitment #hiring #talentandacquisition #salary #salaryhistoryban #interviewing #startups #scaleups

Dear Companies, 

Please stop looking for unicorn candidates. 

Consider giving those 75-percenters a chance - you know, the ones who tick most of the boxes but not necessarily all of them.

Newsflash: When you hire someone who already meets 100% of all your requirements, there's limited room for growth or improvement. And guess what happens? They often end up leaving.

Candidates that meet 75% of requirements = Valuable experience and hunger to grow and learn

Why am I sharing this? Because I've lost count of the number of talented individuals I've spoken to who are being overlooked because they didn't tick every single checkbox.

There are thousands of talented individuals out there who could be a great fit for your roles. Let's start giving them a chance.

If you agree with this - please share so more hiring managers can see it!

Sincerely 
Every Job Seeker 


Employers, take note: Take care of your employees, or someone else will. 

Recently, I worked with a candidate who had continuously been promised advancements by their employer, only to be left disappointed each time. 

Following a restructure, her responsibilities increased and workload had doubled, and with that came promises of a promotion, a pay raise, and the opportunity to hire a report. 

However, every discussion about these advancements resulted in delays and excuses. 

"We'll promote you to Head of Marketing," they said, but it never materialised. 

"We'll increase your pay," they promised, yet nothing changed. 

"Let's revisit this in our next meeting," they deferred, pushing back the timeline again and again. 

This cycle persisted for 12 months until she had had enough. 

I introduced her to a new opportunity, she interviewed, received an offer, and accepted it. 

When she handed in her notice, suddenly her current employer scrambled to offer her everything they had previously promised – a pay raise, a promotion, and the ability to build her own team. 

She declined their offer and moved on.

In today's job market, it may seem like employers hold all the cards, but remember: Your employees have options. 

This story serves as a friendly reminder to prioritise your team's well-being and professional growth before they decide to walk away. Because if you don't, someone else will. 

#Employeeretention #counteroffer #talent #hiring #opentowork #newopportunities #retention #engagement #employeeengagement #jobsatisfaction

Recently, I received some feedback from a client that I think every candidate should hear. 

During the interview, while the candidate showcased impressive knowledge and friendliness, their answers lacked depth in certain areas.

Here's the thing: being confident in saying "yes, I can do that" is great, but clients want more than just confidence. 

They need specifics. They want to hear about your experiences, the challenges you faced, and the results you achieved. 

That's where methods like CAR (Context, Action, Result) or STAR (Situation, Task, Action, Result) come in handy.

For example, if asked about a particular campaign you led, don't just say you managed it. Dive into the context—what was the goal? Talk about the actions you took—how did you strategise and execute? What metrics, did you measure? And most importantly, share the results—what impact did your efforts have on the business?

Being specific not only demonstrates your expertise but also helps you stand out as a candidate. It shows that you're not just confident, but also capable and results-driven.

So, next time you're preparing for an interview, remember to think about your experiences through the lens of CAR or STAR. 

It's an easy-to-follow method that ensures you provide detailed and impactful answers, leaving no room for doubt in the minds of your interviewers.

Hiring managers/Talent Managers, would you agree this is an area where candidates fall down at interview? Any tips I've missed?


#Interviewtips #Careeradvice #Jobsearch #CARmethod #STARmethod #competencyquestions #jobsearch #talent #recruitment #lookingforwork #hiring #humanresources 

If you're interviewing right now, don't simply ask "what is the culture like", as you'll likely hear the same list of perks from most startups. BUT perks are not culture. SO...

Let's put our heads together and come up with better questions to ask, that REALLY get under the hood of the culture.

I'll go first:

# How are decisions typically made within the company, and to what extent do employees have autonomy in their roles?
# Can you share specific examples of how the company's culture fosters teamwork and contributes to the team's success in achieving targets and goals?
# In what ways does the marketing team collaborate with sales to accomplish mutual objectives, and can you highlight recent achievements resulting from this collaboration?
# How transparent is the leadership team regarding company performance, challenges, and future plans? How is this transparency conveyed to employees?
# Could you elaborate on any initiatives or policies aimed at promoting diversity and inclusion, especially in terms of flexible working arrangements?

What else can we add to this? Drop you questions in the comments, so we can help everyone improve their interviews.

Save this post if you're interviewing!!

#interviewing #culture #questions #candidateexperience #recruitment #humanresources #talentandacquisition #tech #startups #scaleups #hiring 

Dear Companies, Just pay the fair amount. Low balling never inspired anybody to do a good job.

#recruitment #hiring #salary #offer #interviewing #jobsearchtips #jobsearching #humanresources #imhiring 


Inspiration Penny Delve 🤸‍♀️

The idea of posting on LinkedIn used to send shivers down my spine.

It might sound odd coming from a recruiter who regularly posts job vacancies, but the mere thought of sharing anything else used to petrify me.

Questions would race through my mind:

Why would anyone care about what I have to say?
What if people don't like it?

It was intimidating, to say the least.

I'd contemplate every day, yet say nothing. After all, in the vast world of LinkedIn, what could little old me possibly contribute that hasn't already been said? Who would even care?

But after speaking with numerous candidates, all grappling with the same dilemma, I began to see things differently.

While I'm no LinkedIn expert, even I can attest to the value of showing up, adding value, making connections, and being authentic in this community.

In just being myself, sharing my thoughts, and engaging with others, I've discovered a supportive and enriching environment. The messages I've received from people expressing gratitude for the content I've shared, content I didn't realise would make such an impact, have been truly humbling.

It's made me realise that if my posts can help just one person, then it's all worth it.

So if you're reading this and nodding along, feeling that same sense of apprehension, then let's throw caution to the wind and start posting. 

And to those individuals I spoke with lately who are considering taking the plunge into LinkedIn posting (you know who you are!), consider this my gentle nudge of encouragement. I've got notifications on for all your profiles, and I can't wait to see your first post.

Here's to stepping outside our comfort zones, showing up, being seen, making friends, and embracing this wonderful community. Let's do this together! 

#impostersyndrome #postingonlinkedin #comfortzones #linkedin #beyourself 

Last year, I conducted a poll to determine which role a CMO should prioritise hiring first. It quickly became a 2 horse race - Product Marketing or Demand Generation.

Given the recurring inquiries I've received regarding this matter, I believe it's valuable to share the insights gleaned from the poll

🥇 Demand Gen - Received the most votes 45% 🥇 

Experts argued that generating initial traction and cultivating pipeline is the lifeblood of startups. 

"DG is the best addition to create a repeatable revenue engine with sales," said Eli Menaker. 
Mark James highlighted, “Demand generation is a first hire to feed sales.” Paul Gardener added, “Demand Gen as I'd expect the CMO to own PM at this stage.” 
Kartik Krishnan echoed this idea “Founding teams should know the product well enough to do basic product marketing. But you need demand gen to put that messaging into the channels and see the outcomes” 
 
🥈 Close Second: Product Marketing! 🥈 38% of votes

Product Marketing enthusiasts advocate nailing down your product-market fit, ideal customer profiles, messaging, and positioning is paramount. 

Monica Dinu (Dumitriu) emphasised " Product marketing is essential since you have to nail your ICP, buyer personas, positioning and messaging. This is the foundation. If these are not solid, whatever you build on top will be inefficient " 
Titus Capilnean added, “Product Marketing as you can more easily outsource DemandGen” 
Christine Castro pointed out, "You can't create the demand from scratch. Product marketing has to be first," 
 
💡 The Verdict: It's Case by Case! 💡
As the comments show, the choice between Product Marketing and Demand Generation as the first marketing hire is far from black and white. 

"It depends on the business and the skill set of the CMO so the first most important thing to do is a proper audit” said Nicola Anderson.  
Andrea Linehan highlighted, "CMOs can't be specialists in everything, so hiring to offset the CMO's specialist gaps should be a priority, Making it a very case-by-case decision " 
Benoît Renoul Rehoul emphasised, “Such a decision needs to be taken after an audit and according to a number of factors” ,echoed by Nathan Levi, “It depends on the business surely”
 
SO

In conclusion, the startup marketing landscape isn't defined by a single answer but rather a spectrum. 

Each startup's unique circumstances will inform the decision. 

As Andrew Andrew Bolis suggests, "It depends on company stage, target audience, product category and market conditions. It also depends on what CMO is already good at. Their first hire is often someone who compliments their skills (or covers gaps they might have in their experience)"

Embracing this spirited discussion, remember that the right answer might just be the one that aligns with your startup's DNA.

#cmo #hiring #recruitment #1sthire #startup #talent #digitalmarketing #talentacquisition #techstartup #demandgeneration #productmarketing 

Ever walked into a business only to find they weren't ready for marketing? 🤔 


They don't see the value, there's no buy-in, and your ideas remain untouched, the founder/CEO just can't let go. It's an uphill battle. 

It sounded exciting at first to teach them (dreaming of the impact!). 

But the reality is, a year spent trying to convince everyone of the importance of marketing, only to realise it's fallen on deaf ears. 💔

But imagine: what if you could flourish in an environment where your ideas are not just heard but embraced? Where the founder/CEO gives you autonomy and champions your initiatives?

Instead of wasting precious time and energy fighting an uphill battle, imagine the growth and success you could achieve in an environment that values and prioritises marketing.

So, to all my fellow marketers out there, remember: don't settle for a business that doesn't see your value. Hold out for the ones that do. 

If you are in a situation like this, get in touch! I'd love to chat

#businesssuccess #hiring #talent #recruitment #marketing#prioritise #careerprogression #valueofmarketing #marketingworth

Since 2023, I've come across numerous businesses hiring with severely misaligned salary bands—surely, I'm not alone in spotting this trend?⁣
⁣
𝐅𝐨𝐫 𝐜𝐥𝐢𝐞𝐧𝐭𝐬, if your role has remained vacant for an extended period, it's often due to this very misalignment—salary discrepancies are a common culprit!⁣

𝐋𝐞𝐭 𝐦𝐞 𝐩𝐚𝐢𝐧𝐭 𝐚 𝐟𝐚𝐦𝐢𝐥𝐢𝐚𝐫 𝐩𝐢𝐜𝐭𝐮𝐫𝐞: Imagine a client seeking a Head of Marketing with a budget of £70k, yet the market dictates a salary range of £90k-£120k. In an attempt to reconcile this, they retitle the position as Marketing Manager with a salary range of £60k-£70k. However, they overlook adjusting the role's requirements to match the reduced salary.⁣
⁣
This oversight leads to wasted time, resulting in prolonged recruitment efforts and mutual frustration. Candidates quickly discern that the responsibilities far exceed those typical of a Marketing Manager role. ⁣ ⁣⁣
Additionally, many candidates may not meet the qualifications intended for a Head of Marketing.⁣
⁣
𝐒𝐢𝐦𝐩𝐥𝐲 𝐝𝐫𝐨𝐩𝐩𝐢𝐧𝐠 𝐭𝐡𝐞 𝐭𝐢𝐭𝐥𝐞 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐚𝐥𝐢𝐠𝐧𝐢𝐧𝐠 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐢𝐬 𝐜𝐨𝐮𝐧𝐭𝐞𝐫𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐞. Flexibility is crucial—either adjust both salary and experience requirements concurrently or increase the salary to meet market rates.⁣
⁣
In some cases, businesses struggle with salary adjustments for new roles due to existing members' compensation structures. It's crucial to ensure that existing members' salaries are in line with market rates (as they're likely underpaid). By rectifying this, you can align new hires' compensation accordingly. ⁣
⁣
𝘐'𝘷𝘦 𝘸𝘪𝘵𝘯𝘦𝘴𝘴𝘦𝘥 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴𝘦𝘴 𝘭𝘰𝘴𝘦 𝘸𝘦𝘦𝘬𝘴 𝘢𝘯𝘥 𝘮𝘰𝘯𝘵𝘩𝘴 𝘥𝘶𝘦 𝘵𝘰 𝘧𝘢𝘪𝘭𝘪𝘯𝘨 𝘵𝘰 𝘢𝘭𝘪𝘨𝘯 𝘴𝘢𝘭𝘢𝘳𝘪𝘦𝘴 𝘸𝘪𝘵𝘩 𝘮𝘢𝘳𝘬𝘦𝘵 𝘳𝘢𝘵𝘦𝘴. ⁣
⁣
While I appreciate we're navigating a recession, it surely goes without saying that the impact these hires can have far outweighs the slight increase in salary. The time lost by leaving roles unfilled far surpasses any difference in compensation.⁣
⁣
𝐒𝐨, 𝐢𝐟 𝐲𝐨𝐮𝐫 𝐫𝐨𝐥𝐞 𝐫𝐞𝐦𝐚𝐢𝐧𝐬 𝐯𝐚𝐜𝐚𝐧𝐭 𝐟𝐨𝐫 𝐚𝐧 𝐞𝐱𝐭𝐞𝐧𝐝𝐞𝐝 𝐩𝐞𝐫𝐢𝐨𝐝, consider assessing whether your salary aligns with market rates. ⁣
⁣
𝐈𝐟 𝐧𝐨𝐭, 𝐲𝐨𝐮 𝐡𝐚𝐯𝐞 𝐭𝐰𝐨 𝐨𝐩𝐭𝐢𝐨𝐧𝐬: adjust the salary in tandem with the required experience or increase the salary to meet market standards.

Any experienced anything similar? 

#hiring #recruitment #talent #salarybands #misalignedsalarybands 

Marketing has one of the highest turnover rates at the C-level. The average tenure of a CMO is just 2-3 years. But why?

In many organisations, when things hit a rough patch, marketing is one of the first to get cut. Even if the root of the problem lies elsewhere.

The truth is, marketing success isn't just about generating leads; it's about the commercial IQ of the entire business, the sales team, the product team, and beyond. It's much more than whether marketing is or isn't delivering leads.

In conversations with candidates that are driving 4x growth QoQ, theres a common theme, marketing, sales, and product operate as a unified force. They aren't separate entities; they're interconnected parts of a well-oiled machine. Everything is aligned, working towards shared goals and ensuring momentum.

This underscores the importance of educating stakeholders on the true role and impact of marketing. It's not just a tactical function; it's a strategic effort that requires collaboration and alignment across departments.

So before cutting costs and reducing marketing when facing challenges, organisations should consider the broader context of marketing's role. 
By recognising and nurturing this interconnectedness, businesses can see the full potential of their marketing efforts.

Would love to hear from people who have seen both sides of this story? 

#recruitment #marketing #leadership #cmotenure #cmos #chiefmarketingoffices #tenure #newrole #newopportunities #hiring #talent #jobsearch

Founders, remember: it's called marketing, not magic...


Your new CMO doesn't just wave a wand and poof, leads start pouring in. Results take time to materialise. 

It's a process, not an instant fix. When a new CMO steps in, they are on on a journey of diagnosis, not instant transformation. 

Sometimes, the issues aren't solely marketing-related. It's about aligning various departments, creating feedback loops, and optimising strategies.

🔍 They need time to assess, to learn, to tweak, and to iterate. It's a journey of exploration and optimisation, not a momentary event.

📈 Remember, progress isn't always linear. The initial phase may be bumpy, but with perseverance and strategic adjustments, things start to pick up. However, this transformation often takes months, not days.

💡 And let's not forget the synergy between marketing and sales. Even the best leads won't convert if the sales process isn't aligned or ready. 

Success hinges on the maturity and readiness of the entire business ecosystem.

In marketing, patience is not just a virtue; it's a necessity. 

Agree?

#recruitment #marketing #hiring #talent #acquisition #jobsearch #imhiring #humanresources #cmos #seniormarketingleaders #chiefmarketingofficers #startups #scaleups #techhiring 

 "Thanks for going through our 9 week recruitment process. We've put the role on hold."

#recruitment #hiring #talent #humanresources #jobsearch #humour #jobsearchtips 

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