KURU Footwear’s Post

If you’re interested in providing programming, managing projects, and/or creating/improving experiences for others, some of these opportunities could fit the bill. If not, please share with #jobseekers you may know. City Winery Entertainment 1) National Director of Box Office and Guest Services NYC shlomo lipetz DPR Construction Commercial Construction 1) Project Engineer - healthcare, higher education, advanced technology, life sciences and commercial San Jose, CA Jaimie Ochs Philadelphia Energy Authority Energy 1) Program Manager, Built to Last Philadelphia Alon Abramson Riot Games Gaming 1) Head of Live Events and Experiences Shanghai Ashley Wagner University of Cincinnati Education 1) Assistant Director, African American Cultural & Resource Center Cincinnati Jacquelyn T. Warner Music Group Entertainment 1) Assistant Manager, Live Events and Workplace Experience Nashville Nicole C. As a reminder, here's the format: ⭐ Company [alphabetical order] ⭐ Industry/Category ⭐ Open Position(s) [numbered] ⭐ Location(s) ⭐ Potential Contact Note: while the listed potential contact may be the hiring manager or someone in talent acquisition, very often these are simply employees who have shared the listing in a post and who may be able to direct you to the right person or the application link. Be kind and patient. #jobs #hiring #connections #programmanager #programmanagement #eventmanager #experiencemanagement

🚩Remember: A Creative Director is hired to DIRECT the creative. The title is the job description. If you’re being thrown “idunnos”w/ no compass that’s called a vague director. And the only traction you’ll get is spinning wheels. 

✨ Employee Experience leaders aren't just event planners; we're project managers and content strategists. We're problem-solvers and brand ambassadors, writers, and designers. We're listeners and people partners, data analysts, and marketers. Sometimes we're emcees or quarterbacks or babysitters or cat herders, or more often, all of the above. We're somehow both camp counselors and budget managers on any given Tuesday. We wear every hat on the rack, and somehow have every job and no particular job at all. So whether you're an EX professional pondering your next career move, or you're hiring for a seemingly unrelated role and see an EX resume in the stack, don't discount the power of an Employee Experience maven.

Transferring creative ideas and imagination is so difficult. I have specific way and a vision for every thumbnail that goes on our channel. Unless I write it out so specifically that it's nearly impossible to screw up, leaving people to their own devices rarely gets the result I want. The question is more, do I let it go and take that time back? Hire a creative director? (I'm not a creative firm and it seems like overkill). Or do I continue to "hover" over this very important process and continue to refine.

A common question in the job hunting industry revolves around how to make yourself "stand out" in a market where hundreds of people apply for the same jobs. It is my personal belief that portfolios are the way of the future for any and all roles and that properly documenting your contributions into a sharable format is the key to landing your dream positions. While we typically think of portfolios as "for artists and wall street", this couldn't be farther from the truth. Anything you can include to not just tell, but SHOW, your aptitude will always make you stand out amongst a sea of early applicants that either can't, or won't, be bothered. And a final note, it is OKAY to make examples from SCRATCH based on the specific role as long as you can do so within 24-48hrs of the posting and make sure to say that the resource was made as such and was never deployed. Showing the humbleness to say that you weren't perfect, the initiative to correct your portfolio and the ingenuity to do so well speak volumes against those who simply hit "Easy Apply". Here is an example below: "I might be late here but, based on the job description, I would imagine you should definitely include any custom spreadsheet templates that demonstrate your mastery of the aforementioned skills but, optionally: - Documentation demonstrating product leadership and organization (ie spreadsheets, reports and dashboards you may have created or oversaw the creation of) - Templates of design/research documents that led directly to solutions (perhaps case studies as to how) - Perhaps any custom templates from Monday or Smartsheet that show the use of product management software in either agile or waterfall environments or even lean or a combination of any In this way, you get to not only claim, but show, exactly how proficient you are in the areas Daniel has specifically cited as being critical for the role."

More and more leaders are understanding the power of content and how it is the future of marketing. This is a great example. They know content is how they’re going to succeed. I bet they get someone amazing for this role with that mindset. #marketing #contentmarketing #digitalmarketing #leadership

Job opportunity in DC

Director of Product Marketing In-Person - New York City, NY ⚠️ Attention A-Players: 🚨 Stop! Before you hit that apply button, heed this crucial advice. 🚫 "Spray and pray" tactics won't cut it here. 🛑 Most rejections stem from overlooking key details like location or years of experience. 🌪️ Dive deep into the job description. Match every essential and desired qualification. 📝 Your resume should be a tailored suit, not a one-size-fits-all outfit. ⚔️ Precision matters. Failure to align may result in the swift rejection of your application. ⏳ Show us your dedication to detail, akin to a master swordsman's precision. 🥋 I eagerly await the chance to witness your excellence in action! 🌟 https://lnkd.in/gRFUB83z

If you’re hiring an in-house videographer at your college, and the salary range is $40k-$50k, we need to talk. This is not an entry level position. If you want someone to just take orders and push buttons like a glorified intern, then maybe. But if you want someone who knows what they’re doing, and can take ownership of the role and lead creatively with intention and a strong marketing mindset, you need to pay them appropriately. 

I personally wouldn’t feel right paying anyone less than $70k for those expectations. Add to that the benefits package and other costs of managing an employee, and you’re likely exceeding 6 figures. When it makes sense to, invest in in-house talent. They’re super valuable. But there are instances where hiring an external video partner is the more cost-effective option, provided you’re not taking a “random acts of one-off videos” approach. 

 If you find yourself on the fence between in-house and external talent, reach out to me. I can show you what a year’s worth of video content could look like as an external partner, or I can refer you to some talented folks who want to work in-house. Both are good options. Just don’t assume that hiring staff is the cheapest route.

Intriguing opportunities