Igor Ivitskiy, PhD’s Post

💸 I want to give you $10,000 (I just need a little help). I've got a once-in-a-lifetime career opportunity and I'm looking for someone special. The one person who's ready to take True Classic from the stratosphere to the moon. 🚀 🌕 A truly remarkable marketing leader - the best of the best. A builder at heart and an eternal optimist, seeing an opportunity in every challenge they face. A lifelong learner, loving to innovate and staying on the cutting edge. Someone who's both incredibly analytical and insanely creative. They understand organic, paid, and owned media channels. They know how to market in the US as well as in many other countries. And they truly get DTC marketing as well as retail, wholesale, and marketplaces. They're experts in not only acquiring new customers but also building strong 1:1 relationships with them, retaining them, and maximizing their lifetime value. That leader knows the latest & greatest on how to grow companies and does it in a way that builds incredible brands. They are gritty, resourceful, entrepreneurial, empathetic, consumer-obsessed, and a bunch of other incredible things you can think of. If you know the one, please refer them to me. If they get hired, I'll personally pay you $10k cash & and they'll land a career-defining opportunity. That's what I call a win-win-win. Job description -> https://lnkd.in/gQuE6Fcy #hiring #marketing #trueclassic #moonshot

As a CMO and VP of Marketing I made plenty of mistakes hiring. Hiring people and hiring agencies. Most of the time the root cause of that mistake was my problem - not the candidates, not the agencies. But me. It's me. Hi. I'm the problem it's me. Anyway, here's what I've learned: It comes down to me being able to articulate what I wanted and what good looked like. - Each hiring mistake came down to not having goals and a clear "what will this person do, and why, and what does success look like" - or not having at least tested that we "need" this role inside of the company first. For example, if you think you want to hire a product marketing manager, can you first do some of that job yourself so you can have a deeper understanding of what you need before jumping right to hiring. If you want to start doing events, don't jump right to hiring an Event Marketing Manager, but first do some of that yourself - learn more about the role, then go find the person to own it full-time. I would learn so much more about finding the right person and giving them the right plan and goals this way. - Each agency mistake was similar - I'd chase a shiny object and go look for an agency to hire and expect them to magically solve my problem or help each some goal without having a deep understanding of what I was really trying to accomplish. "We need to do a better job with PR" --> Rush to hire a PR agency --> Of course I'm going to be unhappy with the results. VS. Develop a hypothesis about PR, what we could be doing better, start to test some of this internally with the existing team or do it for 20% of my time, get some learnings, create a better and more specific plan, then go find a PR agency to help scale. Or working with a Creative Agency and not being happy with the output, but also not being able to properly articulate what I wanted with clear examples of what "good" looks like. Can you relate to this?

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Really good insight into finding the “right” marketing person.

Struggling to Find the Perfect Marketing Fit? You're not alone! Hiring a marketer can be a challenge, but it doesn't have to be frustrating. Our Fractional CMOs break down the top pitfalls and guide you to a smoother hiring process. Want to ditch the marketing friction and achieve stellar results? Click the link below to learn more! https://lnkd.in/gyRAbUvW P.S. Wondering what a Fractional CMO is? We've got you covered there too!

CEOs - Here is your manual to hire a CMO or Head of Marketing

Hiring a marketer has always been real tough! 💥 But it might now be harder than ever… You think: √ A specialist can handle all your marketing √ It's okay to stretch an 'all rounder' thin √ Marketing isn't that big a deal √ A full marketing team isn't necessary Your job descriptions scream these attitudes. 📝 Marketers worldwide are tired of this game. So, they're choosing a new field. Can't blame them. 🚶♂️ What's the answer? Treat marketing like your sales. 💼 Invest in the right tools, give valuable training, understand that marketing is not just a buzzword—it's a strategy. Do this and see the change. Waiting for your thoughts. 🤔

Why you shouldn't work with marketing partners less than 3 years old: - They are constantly shifting their services because they haven't found a product market fit. - Many people don't end up running agencies or businesses after 5 years - They don't have systems and processes set up to run the business effectively - If they are doing well, then they are growing fast and that means they break. For more insights into hiring the right marketing partners, hit the follow button and I'll see you around!

Two common mistakes CEOs make when hiring a head of marketing. They hire the wrong specialty and hire someone who is used to a different ACV. I call this out because a CEO often hires a marketer and is shocked that they lack off-the-charts creativity or can’t prove ROI. It's tough to find marketers who go deep into every aspect of marketing. Marketing has gotten more complicated. A CMO oversees three different functions, including Product Marketing, Brand marketing, and Demand Generation. However, typically, they have expertise in one and will need to fill gaps through hiring in the other areas. Part of the reason the tenure of a CMO is so short is because they have so much in their per-view. Look at their resumes. Did they work in product marketing, brand/creative, or demand generation? Then, look at who they’ve sold to previously. Someone who worked at a company with an ACV of $400k will approach marketing differently than someone who previously worked for a company with an ACV of $10k. The $400k person will be much more focused on supporting the sales team, and the $10k one will be used to drive demand inbound, qualifying accounts, and setting up the sales team to close high volumes. By carefully considering these criteria, you can significantly narrow your search and increase your chances of finding the right marketing executive, setting your business up for success. 

Head of Marketing is the hardest job in marketing. Why? Because today’s marketing leaders wear too many hats. But many businesses don’t need that full-time headache. I offer fractional Head of Marketing services-for a fraction of the cost of a full-time hire. As a Fractional Head of Marketing, I partner with businesses that need high-level strategy and hands-on execution, without the full-time cost. Plus, I have a network of highly skilled marketing professionals, each specialized in their field. This ensures your business gets the right expertise without the hassle of hiring multiple full-time staff. Here's how I help: 🧚♀️ Growth Focus: Data-driven plans that deliver results 🧚♀️ Hands-On Action: I work directly with your team to execute 🧚♀️ Cost-Efficient: Expert marketing support without the full-time expense Let’s chat if this is something that resonates with you! (selfie for the algo)