Enter the New Era
Stop Guessing, Start Winning: The Insights You Need to Thrive in The New Era.
Let's break it down. ⤵
1. Creative Leaders & Hiring Managers
2. Job Seekers & Career Dreamers
3. Get Branded. Get the Job
Creative Leaders and Hiring Managers
Stop Hiring for Yesterday's Job: Why Your Old Job Description Needs a Serious Update
Let's face it: that job description from four years ago? It's hiring kryptonite. You're trying to fill a role that no longer fits your needs—or the market.
Over the past few years, we've seen it all:
Pandemic furloughs
Rapid hiring and restructuring
Remote work and flexible workplaces
The shift to “work smarter, not harder.”
Contract and agency work shifting to in-house talent
The result? Teams are juggling outdated job descriptions and roles that have evolved, merged or shifted entirely. The one question on everyone's mind is: How do I build a successful team to help us meet our goals?
Who Owns This Role?
The role you're trying to fill has likely morphed into something new. The job duties, title, qualifications, and hiring manager may have changed, or the role may be a combination of older roles.
The details don't really matter. The point is that what worked then doesn't work now! Hiring based on a mix of old descriptions is guaranteed to attract the wrong person for the wrong reasons, resulting in a hiring misfire (no pun intended).
The Role Has Changed—So Must Your Approach
Hiring with an outdated description is like navigating today's digital landscape with a flip phone. It doesn't fit the moment. So, before you post that job, ask yourself:
What are your business goals?
How can this person help you achieve them?
What are critical skills?
Is your salary range aligned with today's market realities? Really.
My Job? Sourcing the Talent. Your Job? Retaining It.
Employee retention starts before day one. Your hiring process and onboarding process are key factors in reducing employee churn. Make sure candidates and employees don't feel left out in the cold. Communicate clearly and have a plan! Here's a quick gut check - three things that will keep employees around for more than 3 months:
A 30-60-90 day plan to onboard and support your new hire
Updated and accurate goals and expectations
A roadmap for growth that says, “We're invested in you”
Why You Need a Strategic Hiring Audit
It may be time to overhaul your hiring process. If you haven't audited it in the last year, it's time. For best results and an objective audit, work with a seasoned recruiter. I've been doing this for 25 years. When we get together for an audit, we'll:
Review your team's needs.
Make outdated role descriptions relevant and compelling.
Pinpoint the skills and expertise that add value.
Ensure your title, responsibilities, and salary align with today's market.
This Is Your Moment to Rethink and Rebuild
Stop piecing together Frankenstein's job descriptions. Teams have shifted, titles have evolved, and what worked a couple of years ago isn't cutting it anymore. Take the time to design your team for the present—and the future.
Outdated job descriptions lead to mis-hires:
65% of employers revise job descriptions within a year of hiring, showing how quickly roles evolve. (moshjd)
Job Seekers and Career Dreamers
Your Outreach Is Your Brand Campaign: Job Seeker Edition
You've got the talent, the experience, and the creative chops to slay in advertising, design, or marketing—but here's the real question:
Do THEY know you rock? Your job search isn't just sending out applications; it's a brand campaign. You're not just another candidate; you're a walking, talking brand, and it's time to craft your outreach like you would a killer ad campaign.
If you don't own your narrative - someone else will.
1. Do You Have Your Personal Messaging and Brand Plan?
Think of yourself as the product. Your personal brand isn't just your LinkedIn profile. It's your story, your authority, and what makes you the solution to a hiring manager's problems.
Pro Tip:
Start with self-reflection. What's your value proposition? Are you the problem-solver who crushes deadlines or the creative visionary who redefines campaigns? Whatever it is, ensure your message is consistent across every touchpoint: resume, portfolio, LinkedIn, and emails.
2. You Know You Rock, But Do They?
It's not enough to be good; you've got to make them see it. Think of every piece of outreach as an ad for you. The goal isn't just to get noticed; it's to show why you're the authority they need.
Killer Move:
Stop saying, “I'm passionate about design.” Start proving it. Showcase that time you redesigned a campaign and boosted engagement by 50%. That's your headline—lead with it.
3. Craft Your Outreach Like a Brand Campaign
You know how to craft a good brand campaign, right? Of course you do. So, now you're the brand. Just for fun, let's review:
Target Your Audience: Know who you're pitching. Research the company, the role, and their latest projects.
Hook Them With a Headline: Your email subject line, LinkedIn message, or cover letter opening is your shot at grabbing attention. Make it count.
Deliver the Goods: Back up your claims with proof—quantifiable achievements, a polished portfolio, and examples that scream, “Hire me now.”
Example: Instead of “Here's my resume,” try: “Here's how I can help your team drive creative results like I did at [Previous Role].”
4. Be Consistent Across All Platforms
Your outreach, resume, portfolio, and LinkedIn should all tell the same story. Mismatched messaging confuses hiring managers, and confusion doesn't get callbacks.
Power Play:
Think of your LinkedIn as the digital billboard for your brand. Update your headline to something punchy like: “Brand Strategist Turning Ideas Into Campaigns That Convert.”
5. Engage Like a Pro
Follow up on every application and interview like it's part of your campaign strategy. Polished, professional communication shows you're serious.
Boss Move:
After an interview, send a thank-you email reinforcing your value: “I'm even more excited about the role after learning about [specific detail]. I'm confident my skills in [key area] can bring [specific result].”
Your job search isn't just sending out applications; it's a brand campaign.
Bottom Line:
You're not just a job seeker but a brand. Every email, resume, and LinkedIn post is part of your campaign to sell yourself as the obvious choice. So, put in the effort to craft your messaging, show off your authority, and make them wonder how they ever ran their team without you. This isn't just about finding a job—it's about launching the next phase of Brand You. Let's go!
GET SCOUTED
We've cracked the code on LinkedIn tune-ups,
and the results speak for themselves:
60% more DM responses
70% more interview requests
40% more job offers
It's more than just updating LinkedIn; it's about showing up strategically, positioning yourself to get noticed, and learning to think like a recruiter.
Need more expert intel from your badass BFF recruiters? Here you go:
Email Etiquette: Your Secret Weapon
CEOS & Hiring Managers: Stop Copy-Paste Culture
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That's all she wrote! (See you next month!)