Justin Schmidt

JobSync

JobSync’s unified Hiring Operations Platform allows global enterprises to reach their hiring goals, twice as quickly, with higher quality candidates and less recruiter burnout. JobSync improves the candidate journey, increases recruiter productivity, and adapts to bespoke business processes, allowing employers to grow smart in tough markets. With JobSync, employers reach operational hiring excellence: doubling qualified applicants, in the ATS, with a 50% reduction in time-to-hire, with lowered costs. Experience the future of recruitment with JobSync – where efficiency meets excellence.

VP of Marketing

JS Marketing

I occasionally take on a freelance marketing consulting or project. Over the years I've worked with a lot of companies and organizations on various marketing needs. 

SELECTED ACCOMPLISHMENTS
- SEO audit for Fortune 500 global brand.
- Google Analytics Setup for eCommerce stores.
- Webinar marketing support for B2B SaaS brand.
- Google Ads Setup and Audit for financial services company.
- Meta Ads Audit for eCommerce company.
- Marketing diligence work for a potential acquisition in juvenile durable goods.

Fractional CMO / Marketing Consultant

Largely

Recruited to lead brand marketing, demand generation, and marketing operations. Rebuilt outbound sales motion and implemented marketing strategies to drive a 53% increase in pipeline compared to previous ten months. Established brand and thought leadership programs to drive business goals.

SELECTED ACCOMPLISHMENTS
- Generated over $7MM in pipeline in partnership with sales team by scaling and automating outbound campaigns. 
- Captured 1600+ MQLs and $830K in marketing sourced pipeline through strategic inbound and event marketing programs.
- Drove increased engagement by designing, writing, and deploying a comprehensive suite of sales and marketing collateral. 
- Launched updated brand identity to establish brand as thought leader in talent tech space through a new website, podcast, social media, and thought leadership strategy.

Vice President Marketing

Compt

Provided leadership to the team who executed marketing activities and campaigns. Managed a five-figure budget and built the corresponding forecasting model. Established strategic plans and identified and prioritized initiatives that positioned the company for growth, focused on marketing sourced pipeline, SEO strategy, and demand generation. Designed objectives and key results framework. Built content marketing workflow, including outsourced writers and design firms to create sales enablement, lead generation, and web content assets. 

SELECTED ACCOMPLISHMENTS:
-	Generated nearly 1000 marketing-qualified leads across three programs by establishing the company’s first sponsored webinar program. 
-	Reversed SEO decline through inbound marketing efforts. Achieved six figures in net new marketing sourced ARR pipeline.  
-	Grew ARR through various marketing and sales enablement programs. 
-	Increased SEO traffic volume in Q1 2023 through strategic new content and existing content optimization.
-	Led high-impact field marketing tradeshow that generated 80+ meetings and branding opportunities.
-	Drove market differentiation by creating product marketing for expense management launch, including one-pagers, new website pages, messaging, and copy.

Capacity

Hired to lead marketing and marketing operations for a new business category in a highly competitive market. Established and implemented search marketing, branding, lead generation, and sales operations strategies. Oversaw content creation, sales enablement, PR, product marketing, customer marketing, and demand generation. Led event marketing, revenue operations, and content marketing teams and managed PR and advertising agencies. Established long-range strategic plans to identify and expand markets. Determined pricing and positioning. Built forecasting models and developed a marketing budget. 

SELECTED ACCOMPLISHMENTS:
-	Led major rebranding effort to change company name and website. Established a new identity that spoke to a larger platform and resulted in eight-figure pipeline growth and website visit growth (0-20K visits/month).
-	Expanded marketing function by building out digital marketing, lead generation, and content marketing teams and created data infrastructure for reporting and forecasting.
-	Attained one-third of revenue through marketing campaigns, event marketing events, and website enhancements. 
-	Strengthened sales operations by establishing and scaling the business development team and optimizing sales operations processes, including lead routing, lead flow, and pipeline reporting
-	Pivoted during the COVID-19 pandemic. Shifted event strategy to virtual events and rebuilt team to support the new strategy.  
-	Increased productivity and operational capabilities through leading marketing automation software implementation.

Multiply

Promoted due to ability to problem solve, scale budgets, build teams, and design profitability and monetization strategies. Managed $60MM marketing spend. Led and developed team (6 direct/14 indirect reports) who executed marketing, revenue operations, and publishing operations. Provided strategic guidance and roadmap for editorial and brand, content, user/customer acquisition, partner management, social media, and SEO areas. Created plans to scale digital advertising and content operations to increase profitability. Modeled trends and performed research/analysis. 

SELECTED ACCOMPLISHMENTS:
-	Grew $18MM in EBITDA after re-emergence through reestablishing go to market and revenue operations practices across new brand portfolio. 
-	Created new category media brand, resulting in $950MM private equity sale. 
-	Led brand overhaul; changed from Answers.com to Multiply. Developed methodology and crafted brand story that elevated advertisers’ presence and created value for audience and brand. 
-	Successfully guided teams and pivoted business model during major organizational changes (three times in three channels with three teams) through acquisitions, layoffs, Chapter 11 bankruptcy, and subsequent reemergence.

Vice President of Publishing Operations (Marketing)

Promoted to lead SEM and SEO marketing initiatives, including paid search, focused on growing growth marketing engine. Led  and mentored SEO and SEM teams (15) to identify new content categories to attract new traffic and find opportunities with high revenue potential. Managed $5MM+ annual spend; forecasted, bid, and maximized budget. Identified new acquisitions and led diligence activities. Attended and presented at board meetings. Identified content opportunities to start new categories. 

SELECTED ACCOMPLISHMENTS:
-	Led integration following acquisition. Reconfigured, rightsized, and positioned teams for growth marketing initiatives. 
-	Drove growth through Domino.com acquisition. Researched and conducted due diligence as acquisition team member.
-	Generated $214MM revenue through effectively shifting and scaling from paid search strategy to paid social strategy.

Director Of Marketing

Promoted to manage strategic relationships, including Facebook and Google. Communicated road maps to key partners focused on objectives and worked with tool providers. Oversaw search marketing team of 14. Managed growth engine. Led product management efforts, generated specs, and scoped internal tools. Built complex dashboards and joined client kick-off meetings.

SELECTED ACCOMPLISHMENTS:
-	Established robust marketing team; grew team from 3 to 4 team members. 
-	Grew annual spend 40% ($30-$50MM) through building strong team and developing important partner relationships.
-	Generated revenue by cultivating paid search marketing, SEO, paid/organic social, publishing, and revenue operations. 
-	Reduced cost per click while scaling and growing function by identifying new opportunities and guiding advertising strategy.

Senior Marketing Manager (SEO, PPC & SEM)

Created and launched second-tier online advertising sources with alternatives search engines. Managed 12 alternative ad networks and built marketing team to oversee growth and expansion, designed training materials for team, and established new traffic sources in search, in-text, and contextual networks.

Senior Marketing Analyst

v-Fluence Interactive Public Relations

Designed and managed paid search campaigns for a diverse clientele with individual goals and budgets. Optimized existing client SEM campaigns to maximize ROI. Created extensive SEO plans for clients in multiple industries. Planned and executed client stakeholder blogger outreach to generate links and additional supportive content. Created and leveraged Web 2.0 spaces to amplify existing content and create new content supportive to clients’ goals and messages. Wrote SEO friendly content for client Web properties.

Senior Internet Marketing Associate

Arch City Marketing

Arch City Marketing was an online marketing firm specializing in search engine optimized Web sites, affiliate marketing, Email marketing, paid search marketing, direct mail, radio, TV, print, social media, blog advertising, and design.  We do it all and we work with only talent found in Saint Louis, Missouri

Co-President

Way Technology

Implemented and tracked search engine optimization strategies across all business units. Planned, delegated, and executed the successful launch of new e-commerce sites. Led growth of email marketing strategy from one to three business units. Created seasonal promotions, split tests, and other initiatives to increase sales and conversions. Provided leadership, coaching, and supervision for the marketing department of eight employees.

Marketing Operations Coordinator

Live Wire Media

Coordinated development of micro-site and CPC advertising with an advertising agency. Tracked and monitored two Web Sites simultaneously ensuring search engine ranks prevailed and content was relevant and updated weekly.

Director of Marketing

I am a marketing leader who wants to build cool things, tell cool stories about those things, and do it with cool people. 

When I think about my favorite moments in my career, they are all centered around building something new with a group of smart people and we’re all thinking through how we’re going to make the thing in front of us work as best as possible for the given use case. Over the years, I built things that I would use myself (or did use myself);  I loved sharing the excitement over that thing with others. Even better was building things that drove demonstrable value for our clients. There is nothing better than marketing a product that gets me excited about the way it can be used and about the problems it solves. This is why I like startups so much! I really enjoy the creative process from the initial marketing strategy to marketing execution and how I get to go back and forth between the 50’ and the 50,000’ view.
 
For me, building also means building teams. I have been so fortunate to have built amazing teams over the years. I am proud to have built a large network of people and it brings me so much joy to see how their careers have grown since our time together. I am the type of leader that cares more about my teams success than my own. I want to help my teams become better and I believe that if my team members grow, the company’s goals will fall into place.
 
I want to bring a product to market that delivers measurable value. I need to do all of this with smart people who challenge me and push me to be better. Marketing is storytelling with an objective. I love bringing ideas to market and telling a story to someone about how the offering we have is going to not only solve their immediate problem but also help them take advantage of new opportunities in the future. I’ve been doing this my whole career, and it is something I must continue doing.

I am always interested in expanding my professional network. If you would like to connect or have any specific questions about what you see above, please contact me at justin (at) justinschmidt.me.

AREAS OF EXPERTISE 
Revenue Growth
Product Marketing
Marketing Strategy 
Demand Generation
Executive Leadership
Revenue Optimization
Content Development
Business Development
Brand Strategy and Identity
Innovative Solutions Creation
Transformation & Turnarounds 
Product Development and Launches
Business Development and Expansion 
Startup Operations and Market Growth
Team Leadership, Empowerment, & Development

Compt helps companies build, streamline, and scale employee perk stipends that delight teams and give companies a more productive and engaged workforce.

Everyone has different needs, and we think that when perks take this into account the value to the employee goes beyond just beer or catered lunches and becomes so much more.

Heeeey network! Any among you a monday.com  guru or know a really good one?

I want a second opinion on something and possibly a buildout. 

High level : one team managing multiple brands, all the usual marketing motions (b2c). 

Please tag who I should talk to or DM me. 

While I admire the hustle, I don’t want pitches on a competing platform (yet).

Marketing Leader (Dir, VP, CMO) | Digital Marketing, Leadership | B2B, B2C, & Digital Media

Amy Spurling

Building modern lifestyle benefits technology that both HR and Finance teams can trust.

Impact:
- Grew to support unlimited vendors across 75+ countries
- Achieved 94% employee participation with benefits (vs. industry average of sub-20%)
- Pioneered tax-compliant lifestyle benefits that reduce administrative burden
- Launched first professional development module designed for easier admin and finance approval
- Built a team spanning the U.S. across product, engineering, marketing, sales, and customer success

Notable Recognition:
- Corporate Vision's Employee Benefits Platform of the Year 2024
- Transform's Total Rewards Strategy of the Year 2024
- SHRM #1 Innovative HR Platform 2021
- Built In Boston's Best Small Place to Work 2020, 2022

Trusted by innovative companies like Parkview Health, Intelycare, Jenni Kayne, and Kyruus to deliver benefits that employees love and finance approves.

Founder & CEO

TeachersConnect

Advisor

AirFox

Bedrock Data, Inc. (acquired by Formstack)

Jana

Completed $57M Series C

Awards:
  2016
     Boston CFO of the Year
     Asia Mobile Awards - Best Mobile Innovation for Emerging Markets
     SBANE Innovation Award 

  2015 
     50 on Fire
     Deloitte Fast 500 (fastest growing in Boston)

COO and CFO

Backupify (acquired by Datto, Inc.)

Chief Financial Officer

EXOS (acquired by undisclosed PE firm)

Vice President of Finance (2008-2009)

Completed Successful Series C, D and E rounds

Highlights:
Top NFL Draft pick 4 of 5 years running (and nearly 30% of the first round)
London Olympics - if EXOS were it's own country, we would have placed 5th for medal count
Special Operations Command - the only centralized training provider for the elite military

Maven Networks (acquired by Yahoo!)

Controller

Anaqua (acquired by Insight Venture Partners)

Director of Finance

Boston Properties, Inc. (BXP)

Finance and Capital Markets Associate

After 20+ years as a CFO and COO, I've sat on both sides of the HR budget conversation. I've approved (and rejected) countless software requests, managed $200M+ in financing, and learned that the best solutions aren't always the most expensive ones.

Now I'm building what I wish I had: lifestyle benefits technology that makes sense to both HR and Finance teams.

What I write about:
- Why most HR tech ROI calculations are wrong
- Building benefits that Finance wants to fund
- Real stories from both sides of the budget
- When to invest in software (and when not to)
- The things I've learned (and unlearned)

Previously:
- Led finance & operations for multiple venture-backed companies
- Scaled teams from startup through successful exit
- Managed two acquisitions valued at 10-30x revenue
- Built and implemented benefits strategies for 10,000+ employees

Follow for straightforward takes on HR tech, benefits, and building solutions that both your people and your CFO will love.

Want to see what HR tech looks like when a CFO builds it? Let's connect.

Compt helps companies build, streamline, and scale employee perk stipends that delight teams and give companies a more productive and engaged workforce.

Everyone has different needs, and we think that when perks take this into account the value to the employee goes beyond just beer or catered lunches and becomes so much more. 

If you believe the same and are interested in making perks your competitive edge, reach out and send me a message or check us out at www.compt.io.

Honors & Awards:
- Many of the most innovative & people-first companies as customers 
(including Great Place to Work, Drizly, Webflow, Nextdoor and more)
- Built In Boston's Best Small Place to Work 2022
- SHRM #1 Innovative HR Platform of the Year 2021
- Shortlister "Personal Spending Account" category winner 2021
- Built In Boston's Best Small Place to Work 2020
- New England Innovation Award 2019 Finalist
- Product Hunt's Shipping in Boston Award 2018

Company offsites aren’t vacations. They’re a sacrifice.

Parents are scrambling for childcare. Pet owners are figuring out coverage. Everyone travels, rearranges, and spends days away from their normal lives.

So when I plan our off-sites, I treat that time as sacred:

Wellness-focused when stress is high.
Strategy-focused when it’s time to look outward.
A day shorter to make life easier on caregivers.

We just had our fall off-site in Philly and it was the recharge we all needed.

My advice from doing this for a while... If you’re taking people offline, make it worth the cost to them.
That’s how off-sites become energizing instead of exhausting.

Founder & CEO @ Compt | 3x CFO, 2x COO | Building HR tech & lifestyle benefits that finance actually approves

I don’t have kids. But over half of my team does.

Which is why I was so impressed when New Mexico became the first state to roll out universal childcare.

Childcare in this country is brutally expensive. Most of our systems were designed with the assumption that one parent doesn’t work. That’s not reality anymore—most families need two incomes just to stay afloat.

Supporting parents isn’t just the “nice” thing to do. It’s an economic necessity. It’s also how you actually build workplaces that retain talent.

More states should follow New Mexico’s lead.

The migraine punched me in the face right as I started our board meeting.
Searing pain behind my right eye, words slipping, nausea creeping. Anyone with migraines knows the drill: perform normal while your brain mutinies.

I’ve heard the “so…a headache?” line. It’s not.
It’s cognitive fog, sensory overload, sometimes full disability wrapped in invisibility.

At Compt, accommodating invisible conditions is very important. It’s how people do their best work.

What that looks like:

No questions when someone needs to work from a dark room.
Dial-in options when screens are a no.
“I need to reschedule” is enough.
Flexible timelines for unpredictable health.
Believing people without demanding proof.

A lot of folks are quietly white-knuckling through the day.
You’re not alone. And you shouldn’t have to choose between your health and your career.

The parenting conversation at work is deeply unbalanced.

We talk about supporting parents (as we should), but we rarely address those who choose not to have children.

In many companies, non-parents feel penalized:
"You can work all holidays because you don't have kids."
"Cover for the team while they're on leave."
"Your time off is less important." (maybe not openly said, but implied)

This creates unnecessary tension.

Being a parent is a choice. Not being a parent is frequently also a choice (I made this one).

BUT nobody should be penalized. 

Parents shouldn't be side-eyed and non-parents shouldn't bear extra burden either.

Everyone deserves respected time off, genuine disconnection during vacation, recognition of their caregiving (whether for parents, partners, or pets), and support during personal challenges.

For me, the question isn't "parents vs. non-parents" but "how do we create workplaces that respect everyone's life choices?"

A year ago, I swore I’d never do this.

LinkedIn felt performative.
Adding to the noise felt pointless.
The internet is, let’s be honest, mostly garbage land.

But I gave it a shot (because my marketing team forced me to). Almost every day, for a year.

In that time, I’ve:
Ranted about swag being crap.
Talked about migraines, childcare, healthcare, hiring chaos, the fresh hell that is perimenopause,  GLP-1s, offsites, and yes…backpacks.
Shamelessly created Compt fans (we love that)

Shared laughs, frustrations, and some wins

Somehow, showing up here daily turned into:

A community

New friends and colleagues

A louder voice for things that matter

So yeah, I didn’t want to do this.
But it turns out showing up works.

And I’ll probably keep doing it.

Some brands just get it right.

Osprey Packs, Inc. makes backpacks that actually fit women’s bodies.
Patagonia and REI are pushing hard on sustainability and waste reduction.
Kula Cloth is designing beautiful products for those of us who don't stand to pee:)

They’re not perfect, but they show their values in the products they build, the policies they push, and the communities they support.

That’s why I keep buying from them. 

Because doing good doesn’t have to be a marketing campaign. It can be a business model, too.

(I always, always open their marketing though - because doesn't everyone need a 22L, 34L, 42L, 55L, 65L pack? IYKYK:)

GLP-1 medications are everywhere right now. And for some people, they’re life-changing.

But as I doomscroll on the internet, here’s the part that I'm not seeing talked about enough:

If you just take the drug, you lose weight and muscle. When you stop, the weight comes back as fat, not muscle. Your body ends up worse off.

That’s why some of the smartest companies aren’t just handing out GLP-1 stipends. They’re pairing access with wellness programs — nutrition, fitness, behavior change. That helps create a more long-term solution.

Whatever your approach, benefits should never be about chasing the trend. They should be about outcomes that actually help people live healthier lives.

(That's also how you build better, more supportive workplace culture)

They're hitting every deadline but they're still burned out. How? 

Easy. Because burnout doesn't always look like failure.

And in a remote world, the signs are quieter. 

The "yep, I'm good." might mean the opposite.
The silence.
The slow drip of dropped balls from your top performers.

Most people won't tell you they're drowning. Can you blame them? You have to notice the shift before they burn out.

Even if I directly ask someone, "How will I know when you're at capacity?" they might not have an answer.

That's why it's so important for managers to PAY ATTENTION. Look for changes in behavior, not performance alone. 

Highly productive people burn out, too. Sometimes faster.

Sometimes what you need isn’t a whitepaper or another “thought leadership” post.
Sometimes you just need to laugh.

Corporate Christie's content has been the HR Schitts Creek I need right now. It’s smart, it’s funny, and it cuts through the noise.

HR is heavy right now. Laughter doesn’t solve everything, but it helps.

Highly recommend following her if you don’t already.

A looooot of the people who demo Compt are new to stipends, despite loving the idea.

That means we’re not just answering “How does the software work?”
We’re answering:

“How do I explain this to finance?”

“What if employees don’t use it?”

“How do I make it fair for everyone?”

“Will this be a nightmare to manage?”

If you're asking those questions, you’re not behind. You're in good company!
And you're exactly who we built this for.

Because most people don’t go into HR to build tax-compliant benefit frameworks. But it turns out... they still have to.

We’ve helped HR teams go from “Where do I even start?” to “Why didn’t we do this sooner?”

And I'm proud of that.

Hiring tip: Don’t obsess over the gap. Focus on what came after.

I’ve seen a lot of chatter about resume gaps lately. Here’s where I land:

The gap itself? Not the issue.
Life happens — layoffs, illness, caregiving, burnout. We’ve all been through it.

What matters is how you show up now.

If the gap was years ago, and you’ve done great work since? Cool.
If it’s recent, I’ll just ask (kindly) how you’ve stayed sharp.

Because here’s what I’m really looking for:
– Do you have the skills the job needs today?
– Have you kept up with how the field’s evolved?
– Can you reflect on what you’ve learned?

The strongest candidates don’t wait for the question.
They name the gap, own the story, and show they’re ready now.

That’s what stands out.

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The Battle

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Amy Spurling

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The Battle

Justin Schmidt

Amy Spurling

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Justin Schmidt's LinkedIn Performance

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