Nathaniel Miller

Dads Growth Lab

Predictable pipeline in 90 days
I build and run revenue systems for Seed–B SaaS: outbound, content distribution, ads, and measurement your CRO trusts. 

Typical outcome: ~30% demo-rate lift in 8–12 weeks and consistent SQLs from a short ICP list.

Head of Growth

Ashbrook Technologies

Building the future by growing what powers it.
We specialize in scaling companies across ag and agtech, industries rich in potential but underserved by modern capital and strategy. At Ashbrook, we roll up our sleeves and build alongside the teams shaping tomorrow’s backbone.

Head of Marketing

Access Softek

Access Softek has been an industry leader in the digital banking space for over 30 years. We help 400+ credit unions and banks stay ahead of the curve by providing our clients with a full-service digital banking solution that assists their users with all aspects of their banking experience. Our Access Digital banking platform delivers the innovative features your users' demand, the security financial institutions need, and the technology needed to compete in the market today.

• Increased online lead generation by 20% YoYr by managing strategic SEO and SEM campaigns across a full product line.
• Improved landing page performance by 15% through UX optimizations that focused on enhancing CTA visibility and reducing page load times.
• Collaborated with sales and product teams to develop and implement Account-Based Marketing (ABM) campaigns, resulting in a 50% increase in pipeline growth.
• Directed targeted digital marketing journeys that significantly improved customer engagement and boosted conversion rates.




Highlighted Skills: 
Lead Generation, SEO/SEM Management, Event Planning and Execution, Website Optimization, Account-Based Marketing, Collaboration with Sales and Product Teams, Strategic Planning, Data Analysis, Content Creation, Social Media Management, Project Management, Communication, Analytics Interpretation

Digital Marketing Manager & Events Manager

Sureify

Sureify is a SaaS #insurtech platform for the Life and Annuity industry that provides the digital technology experience that today’s customers expect. Sureify’s platform, Lifetime, is a modular, highly configurable set of software solutions that sits on top of policy administration systems.

• Developed and executed digital marketing strategies encompassing SEO/SEM, email, social media, and display advertising campaigns.

• Analyzed campaign performance using Google Analytics, conducted A/B testing, and decreased bounce rate by 30% within 60 days.

• Managed digital engagement initiatives for over 350 industry contacts through conferences and live-stream events.


Highlighted Skills:
Strategic Planning, Data Analysis, Collaboration, Event Marketing, SEO/SEM Optimization, Email Marketing, Social Media Management, Analytical Skills, Creative Thinking, Project Management, Communication

Digital Marketing Manager

Digital Media Warehouse

Led the design and development teams in a relaunch and rebranding project that migrated the website to Shopify, optimized SEO, conducted extensive keyword research, launched marketing newsletters, created all product images and content, and designed marketing flyers. 

• Increased site impressions by 560% and clicks by 200% through successful SEO & SEM campaigns, achieving top 10 ranking for 200 keywords.

• Delivered a 900% surge in online sales post website relaunch, SEO enhancements, and targeted marketing emails, significantly boosting revenue and brand exposure.

Highlighted Skills: 
Website Design and Development, SEO Optimization, Keyword Research, Email Marketing, Google Ads Management, Campaign Execution and Management, E-commerce Optimization, Strategic Planning, Data Analysis, Content Creation, Social Media Management, Project Management, Communication, Analytics Interpretation

Digital Marketing & E-commerce Manager

A & A Graphics Supply LLC

• Pioneered a marketing overhaul, revamping our website design with HTML, CSS, and JS wizardry to showcase SEO-optimized products and descriptions.

• Dreamed up and executed a marketing masterplan, spotlighting new product launches and wowing clients with stellar presentations and demos.

• Teamed up with HP's marketing squad to roll out syndicated content tailored to HP's stellar products.

• Flexed my top-tier customer service skills and knack for learning, snagging new clients left and right.

• Embarked on nationwide odysseys to rescue printers in distress and nurture client relationships.

• Took the reins as the go-to wide format printer technician for heavyweights like HP, Xerox, Canon, Oki, Mutoh, and KIP. Plus, crafted a killer training program for new recruits and newfangled printers.

Highlighted Skills:
Website Design (HTML, CSS, JS), SEO Optimization, Marketing Planning and Forecasting, Collaboration with External Partners, Customer Service, Training Program Development, Strategic Planning, Data Analysis, Content Creation, Social Media Management, Project Management, Communication, Analytics Interpretation

Digital Marketing Coordinator

Premier Merchandising

Service Department Manager

Springfield Blue Print

Printer Technician

GAMO OUTDOOR USA

Customer Service Representative

Mountain Grove Pharmacy

Prescription Delivery

Head of Marketing | 20K Views Teaching SEO on TikTok | Founder of The SEO Marketing Dad | Advisor | Driving Startup Growth | Girldad x2 | Community Builder | Aspiring Runner | Survivor Super Fan

Six weeks into a SaaS engagement, the Founder looked at me and said:

“We’re doing everything you said. Why aren’t we seeing meetings?”

That moment changed how I build marketing systems.

Today, I help founders & first-hire marketers at Seed–B SaaS turn activity into predictable pipeline in 90 days, without hiring bloated teams.

System = outbound + content distribution + measurement: built to run with a team of one and reviewed weekly with sales.

Typical outcomes:
- ~30% demo-rate lift in 8–12 weeks
- Consistent SQLs from a short ICP list
- Scorecards that sales actually trusts

Proof: revenue scaled from $200K → $5M, 600% lead growth, 900% sales growth, 50% lift in conversion, 860% traffic growth.

What this means for you: you stop optimizing for activity and start creating conversations that convert.

DM “SYSTEM” for the 90-day plan or book a free audit → https://bit.ly/dadsgrowthlab

---------------------------------

✅ Proud husband & dad to two incredible daughters
✅ Passionate about the outdoors: running, hiking, camping, cycling
✅ Faith-driven & committed to helping others succeed
✅ Super Survivor fan (& hopeful applicant!)

Member

🏃Nathaniel Miller

Connecting Startups & Scaleups with Marketers that fuel business growth| Talk to me about Talent Acquisition, Candidate Experience, Market Insight, Job Searching, D&I, Headhunting, Career Progression

I don’t just “send CVs.”
I help founders, CEOs and CMOs hire marketers who actually move the needle and help great marketers land where they can do their best work.

I’ve seen the cost of getting it wrong: wasted spend, stalled growth, burned-out teams.
And the upside of getting it right: pipeline compounding, CAC improving, careers taking off.

I’ll challenge the brief, push back when it’s vague, and fix broken processes.
From CAC payback to PLG and ABM, I speak marketing so you don’t hire a unicorn JD for £35k or a “Head of Everything.”

If you want bums-on-seats, I’m not your person.
If you want the right marketer, right now let’s talk: sinead.willis@propellondon.com | +44 7858 425 481

𝐅𝐨𝐫 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬
I speak to marketers all day, every day from first hires to VPs. 
Most are leaving because they’re underpaid, undervalued, or stuck proving their worth to people who don’t get marketing.

If that’s you, you’re in the right place.
I’ll help you benchmark your value, prep for interviews, and get clear on where you’ll actually thrive, not just survive.

My inbox is open whether you’re actively looking or just need to sense-check your next move.
No fluff. Just honesty and strategy.

𝐅𝐨𝐫 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝗪𝐡𝐨 𝐅𝐨𝐥𝐥𝐨𝐰𝐬 𝐌𝐲 𝐂𝐨𝐧𝐭𝐞𝐧𝐭
I’m not here to sugar-coat the market.
I’m here to say what everyone in marketing is already thinking > out loud.

The overworked “one-person marketing team.”
The £35k “Head of Growth.”
The Marketing Directors that a parachuted in to fix everything that's broken.
The “we want creativity but here’s our template” brief.
The marketers that are sick of hearing, just make us go viral and just put something on LinkedIn.

I write about it all.
Real stories, real data, and the real state of hiring in 2025.
If you want insight without the corporate spin and you care about better work, better leadership, and better marketing, and you also want to laugh along the way, then hit Follow.

Much love x

Sinead Willis

Exciting news today!!! I’m happy to announce 😊 
After 11 years in marketing recruitment, here's what I don’t care about:
⁣(And neither should you.)

If you’ve had a short stint⁣
If you took a break to breathe, reset, or recover⁣
If you were made redundant⁣
If your last role didn’t work out⁣
If you don’t have a flashy job title⁣
If your CV isn’t “perfect”⁣
If you’re over 50⁣
If you have the open to work banner
If your CV isn’t 2 pages⁣
If you’ve changed industries⁣
If you’re figuring it out as you go⁣

None of those things tell me who you are.

And if you care about the stuff on that list?
I guess you’re part of the problem, not the solution.⁣

Follow Sinead Willis for more truth, transparency, and zero fluff 🧨🔥

⁣
#hiring #careeradvice #marketingjobs #cvtips #themarketingrecruiter

Sinead Willis 

The Marketing Recruiter | I help Tech Startups & Scaleups build marketing teams that actually drive growth | Mentor, advocate, ally for my audience.

Met a candidate recently who did something I’ve never seen in an interview.⁣
⁣She asked the client for a deck! Their 30-60-90 day plan for the role.
⁣
She said,⁣
⁣
“Before I accept, could you share a 30-60-90 day deck for this role?⁣
I’d love to see how you’re thinking about the role,⁣
what onboarding looks like,⁣
how performance will be measured,⁣
and what you’ll do to set me up for success.”⁣
⁣
In her last job, expectations were all over the place.⁣
Different leaders saying different things.⁣
No one aligned.⁣
Lots of empty promises.⁣
⁣
So this time, she wanted clarity before she said yes.⁣
⁣
And guess what?⁣
⁣
She got the job.⁣
And the deck.⁣
⁣
It made me think.⁣
Companies ask candidates for 30-60-90s all the time.⁣
Because 𝘵𝘩𝘦𝘺 want to be sure.⁣
⁣
So why shouldn’t we?⁣
Is it not fair to want the same clarity?
⁣
Interviews have always favoured the client.⁣
It’s time that changed.⁣
⁣
Next time a company asks you for a deck,⁣
ask them for one too.⁣
⁣
Because if they’re serious about the hire,⁣
they’ll already have a plan.⁣
And if they don’t that tells you everything.

 #themarketingrecruiter #recruiting #imhiring #candidrecruiter #thehonestrecruiter

The strongest marketers I know have the “messiest” careers.⁣
⁣
They’ve worked inhouse, freelanced, taken breaks, been laid off,⁣
jumped into startups that blew up and startups that blew apart.⁣
⁣
Every one of those moves built perspective.⁣
They’ve learned to do more with less, build from zero, and fix what’s broken.⁣
⁣
But too many job descriptions still cling to linear career logic⁣
as if the only valuable experience is uninterrupted, upward, and corporate.⁣
⁣
The next decade belongs to marketers who’ve done the messy stuff 
because they’re the ones who know what to do when the playbook stops working.

I spoke to a candidate recently who landed a permanent job in an industry they’d  had no prior experience in and a role they’d never held before.

Leading a team 3x bigger than theyve ever managed.
Marketing into regions they’ve never marketed into.

He’s been there 6 months and he’s thriving.

Why am I sharing this? 

Because contrary to popular belief (and what so many clients are convinced of right now)…
No, you do not need to have industry experience in order to succeed.

This company saw what so many are overlooking these days
His potential.

Instead of seeking perfection and a 10/10 box-tick, they valued his intelligence, work ethic, and ability to learn fast.

I asked how the learning curve had been.
He said he’s thrown himself into it, audience interviews, research, getting under the hood, really understanding the ICP.

From the foundations he’s been laying, he’s already seeing results.

The lesson here is that candidates don’t need to tick every box.
They need the chance to develop, grow, learn, and prove themselves.

Please, can we start looking beyond rigid checklists and focus on the potential and qualities that truly matter?

There are so many brilliant candidates in this market who prove themselves if they were just given the chance.

#jobsearch #hiring #recruitment #jobsearchtips

My DMs have been wild lately.

Messages from marketers saying they feel seen for the first time.
Messages from leaders admitting they’ve lost faith in their own companies.
Messages from people who are thinking of quitting the profession altogether.

And reading them, one thing has become painfully clear:
Marketing doesn’t have a talent problem.
It has a trust problem.

Marketers aren’t leaving because they can’t handle the job.
They’re leaving because they’re tired of defending their expertise in rooms that hired them for it.

One person told me,

“It’s not the work that broke me. It’s the constant second-guessing.”

Another said,

“I loved my role until I realised my ideas only mattered when they matched the CEO’s.”

You can feel the weight behind every word.

This is what’s happening across the industry 
micromanagement disguised as collaboration,
“alignment” that really means approval,
and “accountability” that somehow never applies upward.

If you lead a team: listen.
If you’ve lost your spark: it’s not you.

The system needs fixing, not the people inside it.

And to every marketer who messaged me saying “thank you for saying it”
I’m not done yet.

Because until marketing leadership learns that trust is oxygen,
I’ll keep holding the mirror up

#TheMarketingRecruiter #TheCandidRecruiter #TheHonestRecruiter

To everyone who’s ever said marketing is easy…

Go on. Try it.

Build the strategy.
Write the copy.
Align 10 stakeholders,
that want different things.
Run the ads.
Fix the tracking.
Prove the ROI.
Get it live by yesterday.
On a shoe string budget.
Deliver results instantly. 

Then come back and tell us how “easy” it was.

Sincerely, every marketer (+ me)


Follow Sinead Willis for more truth, transparency, and zero fluff 🧨🔥

#TheMarketingRecruiter #TheHonestRecruiter #TheCandidRecruiter

You don’t lose marketers because the work is hard.

- You lose them because you make them feel like their expertise is worthless.
- You lose marketers because you hire them for their expertise, then ignore it.
- You lose marketers because you want brand, demand, content, performance, CRM, partnership, social, product, copy, design and PR in one person.
- You lose marketers because you expect them to perform miracles on a budget that wouldn’t cover anything 
- You lose marketers because you say “data-driven” until the data shows you’re wrong, then suddenly it’s about “gut feel.”
- You lose marketers because every idea is “urgent” so it's impossible for them to be strategic.
- You lose marketers because you change direction every quarter but still expect consistent growth.
- You lose marketers because you ignore their advice, but still blame them when things go wrong

Have I missed anything?

Follow Sinead Willis  for more truth, transparency, and zero fluff 🧨🔥


#recruitment #marketing #hiring #imhiring

Sometimes the bravest career move isn’t taking the next job.⁣
It’s having the guts to leave the wrong one.⁣
⁣
Lately I’m seeing more and more of this.⁣ 
Smart, capable marketers CMOs, VPs, Heads of Marketing walking out of roles that were draining them dry.⁣
⁣
Not because they don’t love marketing.⁣
Not because they aren’t resilient.⁣
But because staying meant sacrificing their confidence, creativity, and health.⁣
⁣
When CMOs walk, they’re often judged. Branded as “flighty” or “not loyal.”⁣
⁣
But walking away from bad leadership isn’t weakness.⁣
It’s strength.⁣
⁣
It’s drawing a line in the sand.⁣
It’s saying “I won’t build under conditions designed to make me fail.”⁣
It’s trusting your own worth more than a broken environment.⁣
⁣
Marketers who leave toxic roles shouldn’t be penalised.⁣
They should be applauded.⁣

#TheMarketingRecruiter #TheCandidRecruiter #TheHonestRecruiter

We’ve hit a new low > candidates being asked to complete full tasks before the first interview.

Not a chat. Not a shortlist.
Full decks, strategies, campaigns.

All before they’ve even spoken to a human.

And I'm sitting here scratching my head thinking what on earth is this about. 

I already know what clients will say:

We're too busy. We've got volume. We are trying to cut through. We don't have time to meet everyone. This helps us save time. 

But think about the message that sends. Here is what you are actually saying;

You’re saying:

 → I value my time more than yours.
 → I’m too busy to meet you.
 → I want your free work.
→  Your time doesn’t matter
 → Your ideas are disposable.
 → I don’t need to respect you until I decide you’re worth meeting.

I could go on...

And what about the people who spent hours doing your task
 and then got a “nah, not for us”?

You’ve taken their time, their ideas, their energy and given nothing back.

If you’re in talent signing this off > shame on you.
If you’re a hiring manager signing this off > what on earth are you thinking?

It’s not okay.
It’s lazy hiring.
And it’s eroding trust in the whole process.

Has anyone else seen this recently? What did you do?

#Recruitment #Hiring #ImHiring #TheMarketingRecruiter #TheCandidRecruiter #TheHonestRecruiter

We ask candidates to explain every pause on their CV,⁣
but never ask companies to explain their turnover.⁣
⁣
When someone has a career gap, they’re grilled:⁣
>Why did you leave?⁣
> What did you do in that time?⁣
>Why the gap?
⁣
But when a company churns through people every six months,⁣
no one asks the same.⁣
⁣
I’ve spoken to marketing leaders from businesses hiring right now who’ve had three CEOs in eighteen months.⁣
What’s that about?⁣
⁣
I’ve spoken to candidates hired because the last two CMOs quit.⁣
Others brought in to “build from scratch” because the entire team before them left.⁣
⁣
Yet somehow, it’s the candidate who has to explain the instability.⁣
⁣
Maybe the question isn’t “Why did they leave?”⁣
Maybe it’s “Why couldn’t you keep them?”

#recruitment #hiring #imhiring #themarketingrecruiter

Just another Tuesday in marketing:

9:00am: Meeting about the meeting we had yesterday.
9:15am: Alignment meeting that creates zero alignment.
9:30am: Another stakeholder adds a “quick sync” to your diary with no context.
9:55am: “Can you jazz up this deck?” (It’s 70 slides… from 2013.)
10:00am: Re-explaining that brand and performance are not the same thing.
10:30am: Someone asks why the numbers didn’t change even though the strategy changed yesterday.
11:00am: “Quick tweak” becomes a full rebrand.
11:20am: CEO saw a competitor’s ad and now wants to change everything.
11:40am: “Make the logo bigger.”
11:55am: Approve 27 requests in 9 different tools while resetting another password.
12:00pm: “Can we use Comic Sans? Just to test?”
12:10pm: “What does marketing even do all day?”
12:30pm: Lunch break. Cancelled.
12:58pm: CEO’s nephew has “thoughts on the logo.”
1:00pm: Panic meeting about leads.
1:30pm: Someone books over your only free slot “to discuss.”
2:00pm: “Can we go viral?” (No budget, obviously.)
2:30pm: “Low hanging fruit.”
3:00pm: Engineering team: “Marketing is just tweeting.”
3:15pm: Sales wants a campaign “by tomorrow” with no brief.
3:45pm: The classic: “Let’s add this to the video last minute.”
4:00pm: “We should rebrand for tomorrow’s event.”
4:15pm: Someone sends you a screenshot of a competitor ad with: “Thoughts?”
4:30pm: Another “quick deck update” that is not quick.
5:00pm: “We need this by EOD.” (It is EOD.)
5:30pm: You start fixing copy you already fixed.
6:00pm: Updating the Executive Dashboard to explain why today’s decision didn’t change today’s numbers.
7:30pm: Someone messages: “Quick question.”
8:00pm: Cry-laughing while rewriting copy again.
9:00pm: Finally close laptop. Immediately think of something you forgot.

REPEAT.

Every marketer who got to this point is likely laughing, crying, or both because this isn’t exaggeration.

This is literally Tuesday.

If companies spent half as much time supporting marketers as they do interrupting them, the results would speak for themselves.

Until then…

we joke, we cope, and we share posts like this so the rest of the world finally sees what the job actually looks like.

Sincerely every marketer + me

Hire top-tier marketers.
Micromanage them.
Ignore their strategy.
Add ten approval layers.
Then blame them when performance dips.
And repeat.

It’s wild how many companies think “control” is the same as leadership.
You can’t suffocate creativity and then wonder why nothing stands out.

If you hired marketers for their expertise,
let them use it.

#recruitment #imhiring #jobsearchtips #themarketingrecruiter

If your company has let people go even once in the last 2 years, you have no business acting surprised by short stints. 
⁣
Gaps between roles.⁣
“9 months here”.⁣
“5 months out there”.⁣
⁣
Those didn’t appear out of thin air.⁣
⁣
Lately the majority were created by:⁣

Redundancies⁣
Restructures⁣
Budget freezes⁣
Mergers that went sideways⁣
Leadership changes⁣
“Strategic pivots”⁣
Board decisions⁣
Investor panic⁣
⁣
But sure… let’s side eye a candidate for “looking jumpy”.⁣
⁣
It’s wild how quickly businesses forget their own role in the chaos they created.⁣
⁣
You cannot:⁣

Break people’s stability⁣
Pull the rug from under them⁣
Change the plan every three months⁣
Then judge the very patterns that caused⁣
⁣
Short CVs in 2025 aren’t a red flag.⁣
They’re a timeline of what the job market actually did to people.

Agree? 

#TheMarketingRecruiter #TheHonestRecruiter #TheCandidRecruiter

A day in marketing:⁣

9:00am: Meeting about meetings.⁣
10:00am: Re-explaining the difference between brand and performance.⁣
11:00am: “Quick tweak” turns into full rebrand.⁣
1:00pm: Lunch break (cancelled).⁣
3:00pm: “Can we go viral?”⁣
5:30pm: “We need this by EOD.”⁣
8:00pm: Cry-laughing while fixing copy you already fixed.

REPEAT

Did I miss any?

Marketing fails when everyone wants to have a say.
Marketing doesn’t need more opinions. It needs fewer interruptions.

CEOs, boards, founders all well-intentioned.
But all convinced their “small tweak” will help.

It doesn’t. 

It resets learning curves 
breaks consistency
and confuses the signal.

You don’t need more ideas
you need discipline.

Data takes time. 
Early results lie.

Marketing is an engine that compounds through consistency.

If you want your team to win
stop meddling in their execution.

Your input might feel helpful
but your probably the reason it feels like chaos.

#TheMarketingRecruiter #TheHonestRecruiter

Sometimes the bravest career move isn’t up, it’s out!!!

Out of the role that looked good on paper but drained the life out of you.
Out of the culture that rewarded silence more than honesty.
Out of the company that said “we’re a family” but treated you like a resource.

You don’t owe anyone your peace.
You don’t need to hit breaking point to justify leaving.

growth doesn’t always look like climbing.
Sometimes it looks like resting.
Rebuilding.
Reconnecting with why you got into marketing in the first place.

Trust me the longer you stay in a place that drains you, the quicker you will forget why you love marketing.

I am so glad so many marketers are finally realising that protecting your spark isn’t quitting.

It’s the reason you’ll be able to come back sharper, freer, and more grounded than ever.

So if you’ve stepped back, walked away, or hit pause
that’s not weakness.
That’s wisdom.

The ladder isn’t the only direction.
Sometimes the exit is the evolution.

#TheMarketingRecruiter #TheHonestRecruiter #TheCandidRecruiter #OutLoud

Here is why I speak up. Here is why I care this much. Here is why I will not shut up.

Because messages like this land in my inbox every single day.

People who love their craft, who give everything, who show up with heart and pride, yet feel completely worn down by systems that do not support them.

Because nobody should be dreading the work they once loved.
Because too many brilliant marketers think the problem is them when the problem is the environment they are trying to survive in.
Because people are burning out in silence and blaming themselves.

This is why I am loud.
This is why I tell the truth.
This is why I will not soften the edges.

If one person reads this and realises they are not the problem, it is worth every word.

Follow Sinead Willis for more truth, transparency, and zero fluff 🧨🔥

#TheMarketingRecruiter #TheHonestRecruiter #TheCandidRecruiter

Met a marketing leader recently who joined a startup to build everything from scratch. Two weeks in, the CEO asked her why the numbers weren’t higher.

Two weeks.

This is the pattern I’m seeing everywhere.

Founders want a GTM engine
but expect overnight results.

They hire someone great
then question them before the work has even had a chance to breathe.

So if your hiring these roles, pay attention: you won’t see meaningful trends until before the 90-day mark.

Not because people are slow
but because you need time, data, and consistency before anything becomes a signal.

Intervene too early and you don’t fix the problem.
You restart the entire learning curve.

The teams that grow are the ones that trust their hires, back their expertise, and let them actually do the job they were brought in to do.

Seen this recently?

#Recruitment #ImHiring #TheMarketingRecruiter #TheCandidRecruiter

Good morning to everyone 
except the leaders who said they wanted a marketing expert, then stripped them of all autonomy.

🙃 

#TheMarketingRecruiter #ImHiring #TheCandidRecruiter #TheHonestRecruiter

I spoke to a marketing leader recently who told me she’d had an invisible promotion.
She’s gone from being a senior in the team, to now leading the entire marketing department.

All of marketing and 4x new roles will now be reporting into her.
She is scaling the team, taking on all the responsibility and increased targets.

𝐁𝐮𝐭 𝐡𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐬𝐡𝐞 𝐝𝐢𝐝𝐧’𝐭 𝐠𝐞𝐭:

• no title change
• no pay rise
• no influence over what the new team looks like

She described the situation to me and you could hear the frustration in her voice.

She knows she is giving far more than she is getting back.
She knows this setup isn’t fair or even realistic.
And she knows she is not being paid at the level she is now operating at.

𝐒𝐡𝐞’𝐬 𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐚𝐭 𝐚 𝐜𝐫𝐨𝐬𝐬𝐫𝐨𝐚𝐝𝐬:

Stay, because it feels like a stepping stone to a future senior role.
Or go, because she is underpaid, will be overworked, and sidelined in a team she is supposed to be leading.

When she learnt of her new role, she told them the structure she recommended for the team she would be managing.
She mapped out the roles they needed.

They ignored all of it.

They sent her an org chart that made no sense. 

The issue is she is reporting into people who don’t understand marketing.
They don’t understand the roles.
They don’t understand the skill sets.
And the structure they created will make her job much harder.

𝐒𝐡𝐞 𝐚𝐬𝐤𝐞𝐝 𝐦𝐞 𝐰𝐡𝐚𝐭 𝐈 𝐭𝐡𝐨𝐮𝐠𝐡𝐭

𝐇𝐞𝐫𝐞 𝐢𝐬 𝐰𝐡𝐚𝐭 𝐈 𝐭𝐨𝐥𝐝 𝐡𝐞𝐫:

Pay very close attention.
I have watched too many brilliant marketers wait for titles and pay rises that never come.
 
1 month becomes a quarter.
A quarter becomes a year.

You might actually reach CMO faster somewhere that respects you from day one.

Keep your options open.
Advocate for yourself.
Do not let this slide.

If you are reading this and any part of it feels uncomfortably familiar, here is the advice I give to others in this position:

1. Document everything.
 Write down the responsibilities you’ve taken on, the roles you’re now covering, the outcomes you’re driving, and what has changed in your remit. 

2. Ask for clarity in writing.
 “What is the title for this scope of work?”
 “What is the salary range you are aligning this role to?”
 “What timeline are you working to for formalising this change?”

3. Define your non negotiables.
 Title, pay, decision making authority, reporting line.
 If two or more are missing, that’s not progression. That’s exploitation.

4. Watch the timeline.
 Make your own timeline and stick to it.

5. Explore the market quietly.
 Not because you’re leaving, but because you need to know your value outside the bubble you’re in. 

6. If the company steps up, amazing. If they don’t, leave before the burnout becomes your baseline.

Your career will move faster in a place that sees your value than in a place that relies on you undervaluing yourself.

#TheMarketingRecruiter

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🏃Nathaniel Miller

Sinead Willis

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taplio

The Battle

🏃Nathaniel Miller

Sinead Willis

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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);}Sinead Willis's LinkedIn Performance

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