Alex M.

CMO | Fractional Head of Growth | Over $200M in Incremental Revenue 📈 | Aspiring Movie Critic | Angel Investor

Executive marketing leader helping companies achieve their next level of growth.  Successful at both Fortune 50 companies and startups.  Examples include: 

 📈 At BENlabs, I managed all marketing teams, created all marketing infrastructure, guided the company's rebranding and helped spear its transformation from an agency model to an AI tech-oriented firm. My teams achieved revenue growth of our direct to consumer business and the most ever leads from a marketing team. 

 📈 At Bloomberg Media I reduced paid media costs by 400% and helped grow it first subscription business from $1M to $100M.  I did this by managing all our media expenditures, hiring and managing our agencies and signing partnerships with the likes of JetBlue and Samsung. 

 📈 At TubeBuddy I increased revenue by 30% during my first 6 months by revising pricing and packaging and A/B testing our messaging and positioning. 

 📈 At Verizon, I managed go to market and used a mixture of direct response and top of funnel marketing to lead multicultural marketing for the northeast area.  My team was responsible for an incremental 300K subscribers. Along the way, I won an award for Latino Marketer of the Year. 

None of the above happens without thinking a lot about leadership, both of my direct reports and cross functional colleagues while caring a lot about the intersection of data and creativity.

Fractional CMO

I oversee all marketing for BENlabs.  A tech company infusing AI into the creator economy across content optimization,  product placement, and influencer marketing. 

I lead a 20-person team that oversees the whole marketing funnel, including, brand, growth, and paid media.

Some recent wins include:

1) Increased our organic views by 200% 2) Led the creation of our brand strategy and creative assets 3) Increased subscribers and revenue 30% YoY

We work autonomously, and independently with a NO BS approach.   We believe in being world-class because intrinsically it is the best way to connect individual interests with company ones.

Come and join us.  We are just getting started!

10 months of growth. Then January hit: A bad month, a trip to Africa, the worst flu of my life, and other headwinds all at once.

𝗛𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝘁𝗵𝗶𝗻𝗴: 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 𝗮𝗿𝗲𝗻'𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝘂𝗽 𝗮𝗻𝗱 𝘁𝗼 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁. 
𝗧𝗵𝗲 𝗯𝗮𝗱 𝗺𝗼𝗻𝘁𝗵 𝘄𝗶𝗹𝗹 𝗰𝗼𝗺𝗲. 

The question is whether you're ready for it.

We were. Not because we saw January coming, but because we'd been running the 70/30 rule:

70% of effort on what's working, 30% on preparing for when it stops.

By the time the rough patch hit, we already had experiments running in new channels. 

A product initiative in development. And meetings with senior leadership from three months prior mapping out exactly this scenario.

Most teams don't prepare for the bad months, because they don't believe it will come. Then it does. And they scramble.

Build the parachute before you need it.

Alex Montas Hernández

Chief Marketing Officer | Head of Growth | Helping Companies Scale Revenue and Customer Value

Ok Scott Morgan liked my picture so much 
He literally took the exact same one 🤣

graphical user interface, text, application, chat or text message

𝗜 𝗷𝘂𝘀𝘁 𝘀𝗽𝗲𝗻𝘁 𝟭𝟬 𝗵𝗼𝘂𝗿𝘀 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮𝗻 𝗔𝗜 𝗯𝗿𝗶𝗲𝗳𝗶𝗻𝗴 𝗮𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝘁 𝘁𝗵𝗮𝘁 𝗻𝗼𝗯𝗼𝗱𝘆 𝗮𝘀𝗸𝗲𝗱 𝗳𝗼𝗿. It connects my calendars, emails, Slack, iMessages, and to-dos into morning previews and end-of-day summaries, then dumps everything into Apple Notes and pings me when it's ready.

𝗛𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆 𝗰𝗵𝗲𝗰𝗸 𝗼𝗻 "𝘃𝗶𝗯𝗲 𝗰𝗼𝗱𝗶𝗻𝗴":

It's not actually accessible yet. Between configuring data sources, building AI logic for email parsing, selecting models, and wrestling with security protocols, this took serious technical chops. The "anyone can build" narrative is premature. Most people would hit a wall in the first hour.

𝗘𝗩𝗘𝗡 𝗧𝗛𝗘𝗡, the process became dangerously addictive. I kept tweaking, refining, going back for one more iteration. At some point I realized I was more in love with building than with what I was building. 

𝗧𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝗱𝗼𝗽𝗮𝗺𝗶𝗻𝗲 𝘁𝗿𝗮𝗽 𝗼𝗳 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: 𝗶𝘁 𝗳𝗲𝗲𝗹𝘀 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂'𝗿𝗲 𝗷𝘂𝘀𝘁 𝘀𝗽𝗶𝗻𝗻𝗶𝗻𝗴.

Developers aren't going anywhere. If anything, this widened the gap. Good developers can now ship at 3x speed. Great developers are becoming superhuman. But the barrier to entry? Still high.

What I learned building my "personal AI":

Security was my forcing function. With AI agents proliferating, I wanted a controlled way to share context between tools (and with myself) without spraying sensitive data everywhere. This became my secure handoff layer.

The humbling part? 90% of the value came from basic automation with no AI required. 𝗧𝗵𝗲 𝗔𝗜 𝗹𝗮𝘆𝗲𝗿 𝗮𝗱𝗱𝗲𝗱 𝗽𝗼𝗹𝗶𝘀𝗵, 𝗻𝗼𝘁 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻. 𝗜'𝗺 𝘀𝘁𝗶𝗹𝗹 𝗽𝗿𝗼𝗰𝗲𝘀𝘀𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝘁𝗵𝗮𝘁 𝗺𝗲𝗮𝗻𝘀 𝗳𝗼𝗿 𝘄𝗵𝗲𝗿𝗲 𝘄𝗲 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗯𝗲 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝘁𝗶𝗺𝗲.

Now I'm rethinking the interface. Right now it leans too heavily on manual Apple Notes input. In the next few weeks, I'll likely build a proper UI to replace that bottleneck and see if this thing actually scales beyond my specific workflow.

If you're technical and want to build something similar, let's compare notes. Happy to share the architecture, the dead ends I hit, and what I'd do differently next time.  (Demo pictures attached)

Founder at Bright Link Talent | Connecting Top Talent with High-Growth Startups

Scaling a team shouldn’t feel like a guessing game, but for many founders and hiring managers, it does.

Here’s what I see all the time:

➔ Companies scrambling to fill GTM roles but losing time (and revenue) to endless hiring cycles.
➔ Founders frustrated by the lack of alignment between their mission and the candidates they meet.
➔ Hiring managers overwhelmed by sourcing, screening, and trying to find talent that truly fits.

Without the right support, building a high-performing team can feel like an impossible task.

Recently, a founder reached out:

“We need to hire a Sales Director and a Head of Customer Success, but I don’t have the bandwidth to manage it. Every delay means we’re leaving money on the table, and I just need someone who can make it happen.”

It’s a common story. Leaders want to scale fast but get stuck in the bottleneck of finding the right people.

With over 10 years of experience in the industry, my approach cuts through the noise, prioritizing long-term relationships and a collaborative effort to match the right candidates with the right opportunities.

We specialize in:

➔ Delivering top GTM talent fast—often within days.
➔ Managing the hiring process end-to-end so you can stay focused on growth.
➔ Building revenue-generating teams that align with your mission and drive results.

I’ve helped founders and hiring managers at high-growth tech startups hire for roles like:

➔ Sales Leadership
➔ Marketing Strategy
➔ Customer Success Management
➔ Operations and Revenue Enablement

At Bright Link Talent, we don’t just fill roles; we build the teams that scale companies.

If you’re ready to stop searching and start growing, let’s talk.

👉 Message me “HIRE” or email me at stephanie@brightlinktalent.com

Stephanie Loewenstern

I’ve been on LinkedIn for over a decade.
 
With 20,000+ of you here now, a birthday, a new year, and seven years in business, it felt like the right time to reintroduce myself.
 
I’m Stephanie.
 
I run a recruiting firm focused on go-to-market hiring for scaling tech companies and support job seekers with strategy.
 
Here’s a short version of how I got here:
 
2012: Graduated from Florida State University.
 
2013: Moved to New York City. Entered a competitive publishing program. Worked at Time Inc. Quit, moved back to Florida, and found my way into recruiting.
 
2016–2017: Got sober. Moved back to NYC. Focused on rebuilding my life and career.
 
2019: Launched my recruiting business at 29. Had no idea what I was doing.
 
2020: Moved back to Miami. Turned down a life-changing job offer from a well-known Wall Street player to stay on my own path. His ex-wife became my therapist three years later.
 
2021–2022: The business grew 4x. I made the most money I’d ever made. Got engaged, married, and pregnant.
 
2023: Single mom. Newly postpartum. Sustained the business through one of the darkest years of my life.
 
2024: Rebuilt my health, my nervous system, my sleep, and my standards. Went quiet and did the work.
 
2025: Lost 80+ pounds since birth. Finally saw the results of deep healing work. Got clear on who I want to work with and who I want to support.
 
Here are a few takeaways I’m carrying into 2026:
 
- Not everyone is going to like you, so stop people-pleasing and go after what you want anyway.
 
- Integrity is what you do when no one’s watching.
 
- Everything you see online is a highlight reel.
 
- A peaceful nervous system is success.
 
 - And the best revenge is living well.
 
PS: Thank you for all the birthday wishes!

We Build Revenue Teams So You Don’t Lose Pipeline, Time, or Talent | GTM Hiring Partner for B2B SaaS

Last month, we placed a candidate in under 10 days.

That same week, another company lost that exact profile.

The difference had nothing to do with comp.

Here’s the real story...

The candidate was a senior GTM hire.

Employed, in demand, a clear fit, and a strong interview.

Company A:

- First interview on Monday 
- Second interview two days later 
- Clear timeline from the start 
- Weekly check-ins, even when nothing changed 
- Offer out in 9 days

 Company B:

- Loved the candidate “in theory” 
-  Took 6 days to schedule interview two 
- Needed “one more internal alignment call” 
- Went silent after the panel 
-  Circled back after the candidate accepted elsewhere

Same candidate. Same market. Same expectations.

Here’s what leaders miss:

When a candidate disengages, it’s rarely emotional.
It’s data.

They’re reading your process as a preview of:
 
-  How decisions actually get made 
- How aligned leadership really is
- Whether urgency exists once they’re inside

By the time a team says, “Are they still interested?”
The answer is usually NO.

And I don’t blame them.

The fastest way to lose a great candidate isn’t comp.
It’s indecision and thinking you’re special.

I heard this interview question from Dan Martell  recently, and it blew my mind.

It’s a five-plus-year question.
And it’s not what you think.

He asks candidates:

“Five years from now, you wake up, wave a magic wand, and you’re living your dream life.
We’re not working together, so take that off the table.”

Then he asks them to describe it.

Where are you living?

Who are you working with?

How much are you making?

What does your day actually look like?

Tell me everything.

Most of the time in business, people are focused on SOPs and execution…
and yes, that matters.

But what we often miss
is the heart of what drives someone
to do their best work once they’re inside the organization.

When you understand a person’s personal vision…
and how it connects to your mission…

You don’t have to force performance.
You unlock it.

Not because they checked every box.

But because the direction of their life matched where the company was going.

When you understand what someone wants out of their life, you don’t have to squeeze performance out of them.

You get their best work.

What’s the best interview question you’ve ever asked or been asked?

The most common interview question is also the most misunderstood.

“Tell me about yourself” isn’t your life story.
It’s how you position yourself in the first 60 seconds.

A simple framework:
Past. Present. Future.

Comment “script” if you want an example.

Your income is capped.
Your opportunities are limited.

You have the skills, knowledge, and experience.
The issue isn’t your value.

It’s whether that value is being translated into sustainable income.

This webinar is for professionals, creators, and entrepreneurs who feel stuck despite having real expertise and want a clear path forward.

In this session, we’ll cover:

• Why talent and experience alone no longer guarantee growth
• The most common reasons people stay financially stuck
• How to identify what your audience will actually pay for
• Simple ways to package and monetize your expertise
• The mindset shifts required to move from potential to profit
• Practical paths to create income without burning out
• How to move from confusion to consistent action

Whether you’re just starting to explore monetization or ready to break through your current ceiling, this session will help you decide your next move with intention.

Join Gabby Rosely, Morgan Davis, PMP, PROSCI, MBA, Bryan McDonald, and myself, hosted by Graphy Inc., for an honest, practical conversation focused on moving forward and not staying stuck.

Stephanie Loewenstern and 10 other attendees

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