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What Is the Ideal Product Marketing Team Structure?



What is the Ideal Web Development Team Structure?

What is the ideal product marketing team structure? It’s a question every marketer considers and a hot topic at business seminars everywhere.

Is it organized, next level, centralized or efficient? Maybe you need your team to take elements from each category.

To stay competitive, you’ll need to keep up with the current trends, but businesses structure their marketing teams differently. So, how do you know which template to follow??

The critical methodology is keeping your team agile. In addition, there’s a shift toward focusing on the customer experience and removing silos to create sales enablement.

If you don’t know where to start, then consider this your guide to creating the ideal product marketing team structure.

What Makes A Modern Product Marketing Team: Your Ultimate Checklist

Before discussing the structure, we need to discuss the positions that will keep a product marketing team running smoothly. You’ll need content writers, editors, and your chief marketing officer (CMO), but generally, it depends on the size of your marketing team.

A small team doesn’t need as many roles, but it needs a more efficient strategy to beat a bigger team. So, what will the marketing roles be in your organizational structure?

Chief Content Officer

Your chief content officer (CCO) leads your content marketing team. They draw the roadmap and decide what the long and short-term deliverables of your marketing campaign will be.

Your CCO also interacts with management for setting a budget and acquiring funding. Although the CCO may not regularly interact with your marketing team, they lead their marketing efforts.

Content Marketing Manager

Your marketing team may not interact with the CCO, but they’ll interact with the content marketing manager (CCM) regularly. They directly supervise the content that is created. The CCM’s responsibilities include:

  • Assigning roles and deciding who will do what task
  • Creating content and setting editorial guidelines
  • Forming buyer personas
  • Setting goals and outcomes for the project
  • Writing and updating style guides

Data Scientist/Analyst

Research and data are crucial to today’s product marketing teams. Data scientists look at statistics like return on investment (ROI) and return on ads spent (ROAS) and decide, based on the numbers, how your campaign is doing.

A data scientist’s other responsibilities include:

  • Gathering marketing analytics
  • Funneling data into marketing automation tools
  • Planning market research projects to discover your customer’s needs
  • Structure metrics and key performance indicators (KPIs) to measure success.
  • Create data-based strategies for the marketing team

SEO Strategist

Search engine optimization (SEO) is complex and often requires its own specialist. The job of the SEO strategist is to make your brand or product more visible to search engines. They also may handle inbound marketing activities and be responsible for other duties, including:

  • Creating SEO brand guidelines
  • Develop critical keywords
  • Optimize current content for SEO
  • Work on different inbound marketing strategies like PPC

Writer/ Editor/Content Creator

It takes an army of writers to create good blog content and content marketing. They are the heart of your creative talent. They take the style guidelines from the CMM and write content to fit those guidelines. Other writer responsibilities include:

  • Creating long and short-form blogs
  • Writing website content
  • Guest writing for websites like LinkedIn
  • Ghostwriting pieces for your CMO
  • Developing social media summaries

Although it is helpful to employ a content team to create your material, sometimes that’s not financially feasible. If your budget and resources are tight, then consider outsourcing writing, or using a content service. There are tons out there with varying pricing plans and specialties.

Visual Designer

People following text and visual instructions do 323% better than people who follow text alone. Moreover, your marketing team needs a visual designer. A visual designer’s responsibilities include:

  • Developing social graphics  
  • Designing videos
  • Drawing infographics 
  • Shooting videos
  • Working with content creators to add visuals into your content

Content Editor

Your content editor ensures that your output follows the style guide and contains nothing embarrassing. In other words, they are the last line of defense on your product marketing team. Other duties of an editor include:

  • Checking your blogs for grammatical mistakes
  • Ensuring your content meets brand guidelines
  • Quality control
  • Coming up with edits and corrections for your content creators

Content Publisher

The content publisher releases your content to the audience. This content may be anything from a single social media post to a project launching over many digital marketing platforms.

Social Media Manager

The role of a social media manager depends on your organization. It may involve running your Twitter account or creating social media strategies. Other functions of a social media manager include:

  • Running your online business accounts
  • Managing your email marketing
  • Working with your writers to come up with social media summaries
  • Working with publishers to publish blogs on social media sites

Public Relations Expert

Your PR expert manages how the public sees you. Do they perceive you as a giant global corporation or a socially-conscious “green” brand? The numbers show it matters – 88% of clients want you to help them make a difference. Your PR expert will be responsible for:

  • Putting the positives of your company out there
  • Highlighting your initiatives towards creating positive change
  • Brand management
  • Telling your story (if you don’t, someone else will)
  • Working with influencers

Each of these roles plays a critical role in any successful product marketing team. That said, you don’t need to hire a completely new, and frankly large, team to achieve positive results. Some of these roles can be wrapped into a single position. Alternatively, some shops opt to outsource some work or use freelancers for specific projects.

Your Product Marketing Team Now vs. Your Product Marketing Team In 2010

Things change quickly in marketing, and the industry has moved on in a decade. Obvious changes to product marketing include:

Customer-Centric Product Marketing Teams

A decade ago, most marketing teams were product-based, with each product requiring a distinct marketing team. Now, most companies create their teams around the customer, their pain points, and their life cycle. Your marketing team may be built around segments such as:

  • brand awareness
  • consideration
  • exploration
  • purchase

Centralization and Harmony Across Product Marketing Teams & Departments

80% of marketers say improving collaboration is important (Welcome& Sirkin internal study, Jan 2021). A decade ago, the marketing department and sales teams were islands on their own. Now, breaking down silos is considered key to customer success.

According to statistics, aligning both sales and marketing could lead to a 209% growth in revenue. Your PR, demand generation, and product development are expected to work together to create an exceptional customer experience. Other activities where different departments come together include:

  • Product launches
  • Product development
  • Development of go-to-market (GTM) strategies

Migration to Agile Methodologies 

Long meetings are out, and agile teams are in! 47% of marketers say freeing up their teams to drive results is very important (Welcome & Sirkin study, Jan 2021). An excellent way to do this is by using agile strategies.

 A few agile marketing techniques that define marketing teams today include:

  • Shorter, 15-minute scrum meetings
  • Breaking down large targets into small tasks
  • The removal of hierarchies and democratization of marketing teams
  • The rise of cross-functional teams
  • Centralized briefs and calendars for your team members

The Blueprint For A Killer Product Marketing Team Structure

How you structure your product marketing team is key to your marketing strategy. Small changes or modifications can make a big difference.

Not every marketing structure will work for every organization. What works for a start-up will not work for a developed company; however, there are some standard team structures.

SEO Team

According to Hubspot, only 64% of marketers invest time in search engine optimization, which is, frankly, the bare minimum. However, with a dedicated SEO team, you’re ensuring that your target audience has easy access to your inbound messaging.

Your SEO team should be proficient in technical writing, editing, and programming. Your SEO team will focus on:

  • Increasing the visibility of your content on search engines
  • Improving the ranking of your content online

What Is the Ideal Size of an Ideal SEO team?

For smaller companies, you can give your specialists overlapping roles to save on budget. Overall, small teams are more efficient.

What Roles and Titles Fit an SEO Team?

Roles you can include in your SEO team include:

  • SEO strategist
  • SEO writers
  • Optimization strategist

Social Media Marketing Team

Did you know that 19% of retail banks have a dedicated Twitter customer service handle? Today, marketing teams and other departments, like customer service, work in tandem.

Your social media marketing team will include a list of experts from your talent pool that focus on increasing your visibility on social media platforms. For this, you require tech-savvy, creative, persuasive people who have experience with social media.

Pro-tip: Find an employee with a lot of followers – they know their way around engagement. Roles of your social media team will include:

  • Increasing your presence across social media platforms
  • Running your social media accounts
  • Tracking and leveraging online trends such as hashtags
  • Customer service and engagement through social media (e.g., Twitter)
  • Creating conversions and generating leads online

What Is the Ideal Size of a Social Media Marketing Team?

There is no one-size-fits-all go-to-market strategy. Nor is there a magic number for successful marketing teams. That said, you could take Jeff Bezos’s advice and find a team you can feed with two pizzas.

What Are the Roles and Titles for an Effective Social Media Team?

Roles you can include in your social media marketing team are:

  • Account manager
  • Chief account manager
  • Content creator or writer
  • Digital marketing strategist

Product Marketing Team

These are members of your marketing team whose specialties lie in marketing your product and its features.

These are the people who believe in your product or have a special connection with it. You’d be surprised at the number of people working at Apple who use Samsung phones.

Your product marketing team should have a deep understanding of a consumer’s mindset and mannerisms. Some of their roles include:

  • Finding creative ways to market the features of your product
  • Introducing the new features of your product to your audience
  • Communicating the utility of your product to your audience

What Is the Size of an Ideal Product Marketing Team?

Your product marketing team can have as few as two people. In this setting, what’s most important is their skill and understanding of the customer.

What Roles and Titles Fit a Product Marketing Team?

Some of the titles that you can include in your product marketing team are:

  • Brand specialist
  • Brand copywriter
  • Product marketing manager (PMM)

Your Customer Acquisition Team

This team should be the section of your marketing department that specializes in your prospective and existing customers.

If these people eat, drink, and dream customers, then you can count on them to find useful ways to engage with them. Your acquisition team should be one with your customer journey and obsessed with their experience and satisfaction.

The marketing functions of your customer acquisition team should include:

  • Mapping out your customer journey and experience
  • Segmentation of your audience
  • Development of lead generation and customer retention strategies 

What Is the Ideal Size of a Customer Acquisition Team?

Your customer acquisition team should have a broad base and a narrow top. This means that it should have many members from different departments inputting information and few decision-makers.

What Roles and Titles Fit a Customer Acquisition Team?

  • Lead acquisition specialist
  • Acquisition editor
  • Lead generation specialist
  • Customer retention specialist

Managing All These People Can Be a Hassle: Why Not Bring Them Under A Single Dashboard?

Running a product marketing team can be overwhelming. Tracking deadlines, creating workflows, and communicating with dozens of people can take a toll on someone.

You deserve a break. Fortunately, Welcome offers a solution. Let our software bring all your cross-functional responsibilities under a single dashboard. 

From here, and with the help of our automation, you can organize your workflows, track progress, and communicate without having to switch tabs. Ready to give it a try? Get started with a free Welcome account today!

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Getting Started with the Agile Marketing Navigator: Building a Marketing Backlog



Freeing agile marketing from its software development roots

We recently introduced you to Agile Marketing Navigator, a flexible framework for navigating agile marketing for marketers, by marketers in the article A new way to navigate agile marketing. The navigator has four major components: Collaborative Planning Workshop, Launch Cycle, Key Practices and Roles. Within these categories, there are several sub-pieces for implementation. In recent articles, we covered the pieces in the first stop of the navigator, the Collaborative Planning Workshop.

Now we’re going to dive into the next stop on your agile marketing journey — the Launch Cycle. The Launch Cycle is a repeatable cadence for delivering valuable marketing experiences early and often. Within the Launch Cycle there are five key components — Marketing Backlog, Cycle Planning, Daily Huddle, Team Showcase and Team Improvement. If you’re familiar with the Scrum framework, there are a lot of similarities here — with a few different nuances to make it more applicable to marketers.

Building and managing an effective Marketing Backlog

Now, let’s dive into the Marketing Backlog and some tips and tricks for marketers to be most effective. 

The Marketing Backlog is an ordered list of prioritized work that the agile team will pull from to work on in their Launch Cycle. The backlog is emergent, not static, and changes as new information is learned. 

This part of the framework is incredibly important and can have a major impact on how marketers work. First of all, there’s one shared place where all work lives. This avoids work happening “behind the scenes” that no one knows about.

In fact, one client that I worked with took all of the work that was already assigned to stakeholders, put it in a single backlog and realized that it would take five years to deliver! It’s with this level of transparency that teams and leaders can begin to visualize everything the team is doing and start to really understand what’s important and what may just be someone’s pet project.

There are many tools for managing your marketing backlog and they all have their pros and cons. The main thing to watch out for is ensuring that everyone on the team, as well as stakeholders have access. We want to build a transparent system.

If you’ve started with the Collaborative Planning Workshop, you’ve already begun to build out the Marketing Backlog. The items in your Minimally Viable Launch will go near the top, and other items will fall below. Work is never guaranteed until the team starts working on it, and even then sound business reasons could cause them to pivot, although that shouldn’t be the norm.

Prioritizing the backlog is one of the key responsibilities of the Marketing Owner. While they don’t do this in a vacuum and conversations with stakeholders are imperative, this role has the ultimate authority to decide what order the team will work on and which items won’t be considered (there are always way more good ideas than time).

The role of the Marketing Owner

The Marketing Owner needs to really understand the business value that each idea brings. Each marketing backlog should be thought of in terms of:

  • Level of effort it will take the team to complete (let’s face it — all things aren’t created equal. Building a Tesla may take longer than a base model Honda, so think through marketing ideas as well).
  • What value does it bring to customers? Joy? Satisfaction? Solves a problem? Addresses a cause?
  • What will the business gain from this idea, and how does it tie to business goals, KPIs and revenue?

Stakeholders, customers and team members should all be thinking about new ideas all of the time and everyone is invited to submit ideas to the backlog. However, it’s at the Marketing Owner’s discretion to decide which ideas will be worked on by the team and when.

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Work should never be directly assigned to a team member in agile marketing. It should be submitted to the backlog or discussed with the marketing owner as it needs to be visible and prioritized among everything else.

In agile marketing, backlog items should be used to test and learn and are thought of as micro-experiments, rather than large campaign blasts. 

While a backlog item may be for a post on Facebook, the team should be thinking in terms of testing elements, such as content. If the content is successful, similar content pieces would be on the backlog. However, if the content doesn’t perform well, the team would want to think of new backlog items with different content.

agile marketing workflow

Catch up on the Agile Marketing Navigator series!

The backlog may contain some business as usual items to keep the lights on, but the majority of items should be small, testable experiments that can quickly get to customers for real-time feedback.

If you haven’t started a marketing backlog yet, what are you waiting for?

Opinions expressed in this article are those of the guest author and not necessarily MarTech. Staff authors are listed here.

About The Author

Stacey knows what it’s like to be a marketer, after all, she’s one of the few agile coaches and trainers that got her start there. After graduating from journalism school, she worked as a content writer, strategist, director and adjunct marketing professor. She became passionate about agile as a better way to work in 2012 when she experimented with it for an ad agency client. Since then she has been a scrum master, agile coach and has helped with numerous agile transformations with teams across the globe. Stacey speaks at several agile conferences, has more certs to her name than she can remember and loves to practice agile at home with her family. As a lifelong Minnesotan, she recently relocated to North Carolina where she’s busy learning how to cook grits and say “y’all.”

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When Your SEO Competitors Don’t Match What You Know



When Your SEO Competitors Don't Match What You Know

You know your competitors, and you’re not going to let some damned SEO tool tell you different!

Hey, I’ll give you the first part, but there are a lot of reasons that the results from a tool like True Competitor might not match your expectations, and that could be a good thing.

I’m going to dig into five of those reasons:

  1. You’re living in the past

  2. You’ve hit a brick wall

  3. You can’t see the trees

  4. You’re stuck in one tree

  5. We’re just plain wrong

First, the toughest one to hear — the world is changing, and you’re not changing with it.

1. You’re living in the past

Look, I know Big Wally at Big Wally’s Widget World said your Grandma’s meatloaf was “just okay, I guess” at the church potluck in ‘87, but you need to move on. Even if you’re not quite-so-literally stuck in the past, you may be operating on an outdated sense of who your competitors are. Especially online, the competitive landscape can change quickly, and it’s worth re-evaluating from time to time.

2. You’ve hit a brick wall

Quite literally — you’ve run headlong into your own brick-and-mortar wall. As a business with physical locations, your competitors with physical locations are absolutely important, but from a search perspective, they may not represent who you’re actually competing with online.

Take, for example, McDonald’s — you might expect the competition to include Wendy’s, Burger King, Taco Bell, and other fast food chains with physical restaurants. Meanwhile, here are the second through fourth results from True Competitor:

While DoorDash, Grubhub, and Uber Eats don’t have traditional, physical locations, these are the places where McDonald’s online customers go to order, and they represent a significant amount of organic SERP real estate. From an SEO standpoint, this is reality.

3. You can’t see the trees

You can see the whole forest from where you’re standing, and that’s great, but are you missing the diversity and distinctiveness of the trees?

This is easier to show than tell. Let’s take a look at big box retailer, Target. True Competitor returns the following top three:

No big surprises here, and no one should be shocked that this list includes not only brick-and-mortar competitors, but online retail juggernauts like Amazon. Let’s take a deeper look, though (the following are competitors #8, #7, and #22 in our current data):

Target isn’t just up against the whole-forest, big box retailers — they also have to contend with niche competition. Their competitors in the video game space include not only brick-and-mortar retailers like GameStop, but competitor-partners like Sony and Nintendo (which both sell hardware and software directly online).

Not every grove of trees is going to have the same needs and growing conditions. Your competitive landscape could have dozens of ecosystems, and each of them requires unique research and likely a unique strategy.

4. You’re stuck in one tree

On the other hand, you could be stuck in just one tree. Let’s take Ford Motor Company as an example. Savvy marketers at Ford know they’re not just up against legacy automakers like Chevrolet and Toyota, but up-and-coming competitors like Tesla and Rivian.

That niche is incredibly important, but let’s take a look at what the SERPs are telling us:

These are Ford’s #1, #2, and #5 competitors, and they aren’t automakers — they’re automotive content producers. Does this mean that Chevy and Tesla aren’t Ford’s competitors? Of course not. It means that those automakers are infrequently appearing in SERPs alongside Ford. Ford is competing with mentions of their own products (makes and models) in leading online publications.

5. We’re just plain wrong

Hey, it happens — I’m not here to claim that we’re perfect. SERP-based competitive analysis has a couple of limitations. First, as discussed, SERP analysis doesn’t always reflect the brick-and-mortar world. From an SEO perspective, that’s fine (if they’re not ranking, we’re not competing with them for search share), but there are other essential pieces to the puzzle.

Second, our SERP-based analysis is based on national results and does not reflect regional or hyperlocal competition. Some regional businesses do have national competitors, and that’s worth knowing, but localized perspectives are important as well.

Maybe it’s a good thing…

What if a tool like True Competitor only returned information that you already knew? I guess you could pat yourself on the back and move on with life, but what did you learn? To me, the entire point of SERP-based competitive analysis is to challenge your expectations and your point of view. If the results don’t match what you expect, that mismatch represents opportunity.

More likely than not, it doesn’t mean you’re wrong (unless you’ve let vanity and personal history get the best of you) — it means that you’re missing a perspective or a niche that could be important. If you can see that missing perspective as money left on the table, then you’ve got a good chance to pick it up and walk away with a bit more in your pocket.

The Competitive Analysis Suite is now available to all Moz Pro customers, and we’d love to hear your feedback via the ‘Make a Suggestion’ button in the app.

Sign up for a free trial to access the Competitive Research Suite!

Already a Moz Pro customer? Log in now for instant access!

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How Full-Cycle Recruiting Can Improve Your Recruitment Process



How Full-Cycle Recruiting Can Improve Your Recruitment Process

Job vacancies can cost a company an average of $500 per day.

Companies can save money, improve the quality of their hires, eliminate communication gaps, and increase accountability during the recruitment process by implementing a full-cycle recruitment strategy.

The full-cycle recruitment process is managed by a single full-cycle recruiter or full-cycle recruiting agency.

Full-Cycle Recruiting Process

full cycle recruitment process

The full-cycle recruiting process includes six stages: preparing, sourcing, screening, selecting, hiring, and onboarding.


The first stage of the full-cycle recruiting process is the preparing stage. A recruiter will begin this stage by working with a hiring manager to identify a hiring need and create a persona — a fictionalized profile of your company’s ideal candidate.

During the next step of the preparing stage, the recruiter and hiring manager will determine how much compensation a candidate will be offered. This information will be used to create a job posting that includes an overview of the role, responsibilities, salary range, benefits, and information about the company.


After creating a persona and job posting, a recruiter will use word-of-mouth, internal recruiting, employee referrals, social media, job boards, or career websites such as LinkedIn and Glassdoor to find jobseekers that fit the ideal candidate persona.


After finding potential candidates, a recruiter will carefully review applicants’ resumes and cover letters with the help of HR software. Then, the recruiter will perform a phone screen or on-demand interview.

For most talent acquisition leaders, resume screening is the most time-consuming and challenging part of recruitment.


After screening and shortlisting candidates, the recruiter will determine which candidate is the best fit for the role by conducting face-to-face or virtual interviews.

A recruiter will ask candidates in-depth questions to learn more about their professional background and qualifications during a face-to-face interview. The recruiter may also have candidates complete writing assignments or a series of tasks to prove they are a good choice for the position.

Once the recruiter selects the best candidate, they will check the candidate’s references or order a background check.


The hiring stage is the most important of the process.

After choosing the best candidate for the role, the recruiter will contact the candidate with an official job offer and may have to negotiate the terms of the offer. The candidate may feel more comfortable receiving a job offer from the full-cycle recruiter rather than the hiring manager because the recruiter has been the candidate’s primary contact throughout the hiring process.


The final stage of the full-cycle recruiting process is the onboarding stage. During the onboarding stage of the process, a hire is integrated into the company. The full-cycle recruiter will familiarize the new hire with the company culture and team members using a welcoming orientation or introductory path.

1. Identify the ideal candidate for the role.

A candidate persona is a description of your ideal applicant. Creating a candidate persona will help your recruiter choose the best applicant for the role by honing in on the criteria that your ideal candidate should meet.

To create a persona, start by asking yourself questions about your ideal candidate to identify their skills, qualifications, experience, education, and background. For example, what industry do they currently work in? Do they hold the role that you are hiring for? What are their professional goals? What work environment do they thrive in?

Once you have answered the questions, interview managers at your business who would oversee your ideal candidate and ask about the skills that would help employees thrive in the role. Use the managers’ recommendations to help craft your ideal candidate’s persona.

2. Find potential candidates.

Create advertisements that target jobseekers who fit your ideal candidate persona. Post the advertisements to social media websites and job boards such as LinkedIn, Facebook, and Glassdoor to reach potential candidates searching for new positions.

You can also use promotions and transfers to recruit existing employees who may qualify for the position. Internal recruiting can help your company reduce onboarding time, boost morale, and save time and money.

3. Review candidates’ resumes and cover letters.

Use applicant tracking software (ATS) to scan applicants’ resumes and cover letters for criteria that matches your ideal candidate persona, such as education, years of experience, and previous job titles.

If you are reviewing resumes and cover letters manually, scan each resume for keywords that match the open position. Next, separate them into 3 categories: resumes that do not meet the criteria for the position, resumes that meet some of the criteria, and resumes that meet all of the criteria. Double-check the resumes in each category.

Place the candidates that are closest to your company’s ideal candidate persona on a shortlist.

4. Conduct face-to-face or virtual interviews with shortlisted candidates.

Interviewing shortlisted candidates can help you find the best fit for the job. By interviewing candidates, you can learn more about their experiences and qualifications, their potential to fit into your company culture, and their soft skills, such as how they perform under pressure.

Conducting standardized interviews can also help you view candidates objectively and prevent bias in the hiring process.

5. Contact the best candidate with an official job offer.

After conducting interviews, extend an official job offer to the best candidate. Indeed recommends contacting the candidate by phone the same day as their final interview or within one day of making your decision.

Benefits of Full-Cycle Recruiting

Full-cycle recruiting improves the efficiency of the hiring process in five key ways:

Faster Hiring

The full-cycle recruiting process reduces time-to-hire, making the recruitment process more efficient. Time-to-hire is a measure of the time between when a candidate enters the pipeline and when they are officially hired. A shortened time-to-hire reduces the risk of a company losing out on highly qualified candidates that may be simultaneously interviewing at other companies.

Streamlined Strategy

Using a full-cycle recruiting strategy streamlines the recruitment process. It eliminates delays caused by communication gaps because the process is handled by a single recruiter or agency that can construct a simple strategy and follow it through to the end.

Improved Quality of Hire

Quality of hire measures the value a new hire contributes to a company’s overall success. Improving the quality of hire increases employee engagement, improves job satisfaction and productivity levels, and decreases turnover costs.

A full-cycle recruiter implements a more personalized and thorough process than a traditional recruiter. As a result, full-cycle recruiting improves the quality of hire by precisely identifying the best candidate for a position.

Increased Accountability

Because one person manages the entire full-cycle recruiting process, all of the successes and failures of the process are their responsibility. The recruiter benefits from this responsibility because they can’t lose a candidate due to someone else’s mistakes.

Improved Communication

In full-cycle recruiting, candidates remain in communication with a single person throughout the hiring process. Therefore, the process alleviates any possible concerns a candidate may have about delays caused by miscommunication between hiring personnel.

Full-Cycle Recruiting Process Results

A well-executed full-cycle recruiting process will result in an employee who feels prepared on their first day. This is all thanks to a full-cycle recruiter who guided them through the recruitment process, maintained communication, and provided necessary information about the job position and the company.

Discover videos, templates, tips, and other resources dedicated to helping you  launch an effective video marketing strategy. 

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