Nathaniel Miller

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

I help B2B SaaS marketing leaders turn sales calls into customer-backed assets they can use across every channel.

You're recording sales calls every week. Those calls contain everything you need: 
→ Customer language for your website and ads 
→ Pain points to address in content 
→ Messaging angles that actually resonate 
→ Content ideas from real conversations

The problem? You don't have time to listen to 50+ calls a month and manually extract it.

So your messaging stays generic. Content is based on assumptions. And you're guessing instead of using what customers actually say.

I solve that.

Two Ways I Help:

Voice of Customer Intelligence System ($5,997) I build you a custom AI workflow that automatically extracts customer insights from your sales calls. You get ongoing access to customer language for messaging, content ideas, pain points by persona, and competitive intelligence.

You own the system. Run it whenever you want. Use it for website copy, content, ads, positioning, or sales enablement.

Customer-Backed Outbound Sequences ($5,997) Your sales team needs sequences that book meetings. I analyze your calls and write 5 sequences using actual customer language. Done-for-you. Live in 30 days.

Why This Works:

Your best customers tell your sales team what works every day. I extract that intelligence and turn it into assets you can use immediately.

Who I Work With:

Marketing leaders at $5-10M ARR B2B SaaS companies who:

Record sales calls (Gong, Chorus, Fathom, etc.)
Need customer-backed messaging
Want systems set up in 2 weeks, not 6 months
My Background:

I'm a Head of Marketing at a software company. I've run growth teams and spent years in B2B SaaS marketing.

I kept seeing the same pattern: Marketing teams have incredible customer intelligence in recorded calls but no system to extract and use it.

So you write website copy based on competitor research instead of customer language. Create content based on keywords instead of actual pain points.

That's the gap I fill.

Want to Work Together?

→ Intelligence system: dadsgrowthlab.com/system 
→ Sequences: dadsgrowthlab.com/sequences 

→ Not sure? Book a 15-min call: https://calendar.app.google/mtHe9PG7VRpvZP5V9

Currently accepting: 3 clients this month

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

I spoke to a VP of Marketing who recently  joined a new business.⁣ She arrived to a junior marketer doing everything.⁣

They were capable.⁣
They were smart.⁣
⁣
But marketing was not making money and nothing was properly prioritised
⁣
Within six weeks, she stripped things back.⁣
Narrowed the focus.⁣
Stopped the noise.⁣
Put direction and decision-making back into the function.⁣
⁣
And results followed.⁣
⁣
This is why the “let’s save money and just hire juniors” logic keeps failing.⁣
⁣
Juniors need direction.
⁣
Without it, you’re not saving money.⁣
You’re wasting it.⁣
⁣
Activity isn’t impact.⁣
And busy isn’t the same as effective.⁣
⁣
Senior marketing isn’t a luxury.⁣
It’s the thing that stops spend leaking everywhere.

Sinead Willis 

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

Last week I shared a candidate for a VP Marketing role.⁣ They met him for a first stage at 1pm. ⁣Then they scheduled his second and final stage to take place that same day.
⁣
They called him that afternoon and offered him the role.⁣
He accepted.⁣
He started Monday.⁣
⁣
One day.⁣
Interviews done.⁣
Offer out.⁣
VP Marketing hired.⁣
⁣
There is no reason recruitment can’t look like this.⁣
⁣
No six-week process.⁣
No endless hoops.⁣
⁣
There is genuinely no reason recruitment can’t look like this more often.⁣
⁣
When everyone knows what they’re hiring for,⁣
respects people’s time,⁣
and trusts their judgement,⁣
⁣
hiring moves fast.⁣
⁣
And everyone wins.⁣
⁣
Congratulations Sebastian Gutierrez 😀, excited to see the impact you have Mapal Group!!

Marketers don’t quit marketing.
They quit:

leaders who don’t understand marketing
execs who think every idea is urgent
bosses who ask for 12 priorities at once
companies that treat marketing as “just post something on LinkedIn”
founders who expect one person to do everything
execs who slash budgets but double the targets
leaders who pull headcount approvals after promising them for months
founders who won't trust them to do what they were hired for

Good marketing isn’t fragile.
Bad leadership is

Marketers actually love marketing.
What they can’t stick around for is being set up to fail.

Did I miss anything?

Marketers, leaving fast can be painful.⁣
But staying while your influence quietly disappears is often worse.⁣
⁣
If this feels familiar, pay attention.⁣
Pay attention to the erosion that happens when you keep persevering in a place where:⁣
⁣
• your judgment is questioned but your accountability remains⁣
• decisions are made without you, but outcomes are tied to you⁣
• you’re responsible for the output but can’t control the input⁣
• you’re hired for strategy and kept for execution⁣
⁣
I’ve spoken to far too many marketers this year who stayed in these environments for too long. every single one of them said⁣
⁣
They should have left sooner.⁣
⁣
They stayed because they wanted to prove themselves.⁣
But over time, what actually happens is this⁣
⁣
Your confidence takes a hit.⁣
Your motivation fades.⁣
You fall out of love with marketing.⁣
⁣
Ever been in this scenario before and left to protect your spark?
Ever stayed to long and learnt the hard way?

I spoke to a VP Marketing who just started a new role and she looked a million times happier since I saw her last.⁣⁣ She’d gone from being “bloody miserable”  ( her own words😅) to genuinely happy.⁣⁣ Here is what she said had changed: 
⁣⁣
The dynamic at the top.⁣⁣
⁣⁣
She said sales aren’t dictating.⁣⁣
They’re collaborating.⁣⁣
⁣⁣
She’s not defending marketing.⁣⁣
She’s building with it.⁣⁣
⁣⁣
And if you’ve ever sat in those meetings, you know the difference.⁣⁣
⁣⁣
No subtle power plays.⁣⁣
No performative pipeline pressure.⁣⁣
No being talked over when targets are missed.⁣⁣
No “marketing needs to fix this” energy.⁣⁣
⁣⁣
Just shared ownership of the number.⁣⁣
⁣⁣
Similar commercial pressure.⁣⁣
Still ambitious targets.⁣⁣
⁣⁣
But the tone she said is completely different.⁣⁣
⁣⁣
In her previous role, she was constantly bracing herself.⁣⁣
Preparing to justify.⁣⁣
Navigating ego.⁣⁣
⁣⁣
In this one, she’s focused on growth.⁣⁣
⁣⁣
That shift from defence to delivery changes everything.⁣⁣
⁣⁣
We don’t talk enough about how much leadership dynamics impact happiness at senior level.⁣⁣
⁣⁣
It’s not always the workload.⁣⁣
⁣⁣
It’s the power balance.⁣⁣
⁣⁣
And when that balance is healthy, you feel it immediately.⁣⁣
⁣⁣
If you’re currently feeling drained in a senior role, ask yourself:⁣⁣
⁣⁣
Is it the job…⁣⁣
⁣⁣
Or is it the dynamic?

If you don’t trust a senior marketer’s judgment, why hire them at all?⁣

Hiring senior marketers for their judgment and then stripping away all decision-making is a...choice.

Acting surprised when they disengage is...madness

Genuinely, fastest way to lose a marketer!


⁣

I saw a LinkedIn post recommending a great marketer, so I asked for an intro to her.  4 weeks later, my client has hired her ✨ 
⁣
All because, someone posted:  “This marketer is excellent. You should hire her.”

Why am I sharing this? Because it's something that is so simple yet often over looked. 

If you know someone out of work that's great, tell other people.
⁣
One LinkedIn post.⁣
Might lead to one intro.⁣
Might lead to one person getting a new job.
⁣
It takes three minutes.⁣
It costs nothing.⁣
And it might genuinely change someone’s life.⁣
⁣
So this is your nudge to write that post.⁣
You never know who’s reading it.

It’s amazing how often talent isn’t the issue in marketing.⁣ The environment is.⁣
⁣
Shifting goalposts.⁣
Twelve priorities at once.⁣
No clear north star.⁣
Data used selectively.⁣
Trust withheld.⁣
Budgets cut mid-campaign.
Every idea marked “urgent.”
⁣
Even exceptional marketers struggle there.⁣
⁣
Before you blame the person, look at the conditions.⁣

Have you created an environment where good marketing can actually work?

Because more often than not, it isn’t the talent that’s broken.
It’s the system around them.

I spoke to a CMO last week who’d just stepped into a growth-stage business that was ready to deploy £7M into marketing because leadership believed they were primed to scale. Her audit revealed they were nowhere close. Here's what she found:
⁣⁣
They were still measuring last-click CPA. Not CAC.⁣⁣
𝘛𝘩𝘦𝘺 𝘬𝘯𝘦𝘸 𝘸𝘩𝘢𝘵 𝘪𝘵 𝘤𝘰𝘴𝘵 𝘵𝘰 𝘨𝘦𝘯𝘦𝘳𝘢𝘵𝘦 𝘢 𝘭𝘦𝘢𝘥.⁣⁣
𝘛𝘩𝘦𝘺 𝘩𝘢𝘥 𝘯𝘰 𝘪𝘥𝘦𝘢 𝘸𝘩𝘢𝘵 𝘪𝘵 𝘤𝘰𝘴𝘵 𝘵𝘰 𝘢𝘤𝘲𝘶𝘪𝘳𝘦 𝘢 𝘱𝘳𝘰𝘧𝘪𝘵𝘢𝘣𝘭𝘦 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳.⁣⁣
⁣⁣
No cohort analysis.⁣⁣
𝘛𝘩𝘦𝘺 𝘤𝘰𝘶𝘭𝘥𝘯’𝘵 𝘴𝘦𝘦 𝘸𝘩𝘪𝘤𝘩 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳𝘴 𝘴𝘵𝘢𝘺𝘦𝘥, 𝘸𝘩𝘪𝘤𝘩 𝘤𝘩𝘶𝘳𝘯𝘦𝘥, 𝘰𝘳 𝘸𝘩𝘺.⁣⁣
⁣⁣
No clear ARPU.⁣⁣
𝘛𝘩𝘦𝘺 𝘥𝘪𝘥𝘯’𝘵 𝘬𝘯𝘰𝘸 𝘩𝘰𝘸 𝘮𝘶𝘤𝘩 𝘳𝘦𝘷𝘦𝘯𝘶𝘦 𝘵𝘩𝘦 𝘢𝘷𝘦𝘳𝘢𝘨𝘦 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘨𝘦𝘯𝘦𝘳𝘢𝘵𝘦𝘥.⁣⁣
⁣⁣
Majority of the users had never transacted.⁣⁣
𝘔𝘰𝘴𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘩𝘰 𝘴𝘪𝘨𝘯𝘦𝘥 𝘶𝘱 𝘯𝘦𝘷𝘦𝘳 𝘣𝘰𝘶𝘨𝘩𝘵 𝘢𝘯𝘺𝘵𝘩𝘪𝘯𝘨.⁣⁣
⁣⁣
A small % of customers were driving the majority of revenue.⁣⁣
𝘈 𝘧𝘳𝘢𝘤𝘵𝘪𝘰𝘯 𝘰𝘧 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳𝘴 𝘸𝘦𝘳𝘦 𝘤𝘢𝘳𝘳𝘺𝘪𝘯𝘨 𝘵𝘩𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴.⁣⁣
⁣⁣
And they were gearing up to scale.⁣⁣
⁣⁣
They weren’t even ready to survive.⁣⁣
⁣⁣
𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐲 𝐈’𝐥𝐥 𝐤𝐞𝐞𝐩 𝐬𝐚𝐲𝐢𝐧𝐠 𝐢𝐭:⁣⁣
⁣⁣
Investing in senior marketing leadership is not about more campaigns.⁣ It’s about commercial reality.⁣⁣
⁣⁣
It’s about knowing whether growth will multiply profit… or problems.⁣⁣
⁣⁣
Too many businesses think they have a growth problem.⁣⁣
⁣⁣
What they actually have is a fundamentals problem.⁣⁣
⁣⁣
Throwing £6M at broken foundations doesn’t fix them.⁣⁣
⁣⁣
It exposes them.⁣⁣
⁣⁣
Before you scale, you need clarity.⁣⁣
⁣⁣
𝐘𝐨𝐮 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝:⁣⁣
⁣⁣
Who makes you money.⁣⁣
Why they stay.⁣⁣
Why others don’t.⁣⁣
⁣⁣
That level of clarity doesn’t come from a dashboard.⁣⁣
⁣⁣
It comes from experience.

VPs and CMOs are not just hiring for marketing ability right now.⁣ ⁣They’re hiring for communication skills.⁣ It’s one of the biggest differentiators I’m seeing in mid - senior marketing hires.⁣
⁣
Because most marketing leaders have already lived through:⁣
⁣
Shifting goalposts.⁣
Budget cuts mid-quarter.⁣
Board pressure.⁣
Founders with a new “urgent” idea every week.⁣
Being treated like a service desk.
Churn caused by product, labelled a marketing problem.
CFO scrutiny on every pound that can’t be directly attributed.
Pipeline gaps that appear overnight and need fixing “by Friday.”
Brand work deprioritised until growth stalls.
⁣
They know what it takes to navigate that environment.⁣
⁣
And it isn’t just channel expertise.⁣
⁣
It’s the ability to:⁣
⁣
Push back without creating friction.⁣
Translate trade-offs into commercial language.⁣
Explain why something won’t work without sounding defensive.⁣
Manage up.⁣
Hold a line.⁣
Influence laterally.⁣
⁣
The marketers progressing fastest through processes right now aren’t just strong operators.⁣
⁣
They’re strong communicators.⁣
⁣
They know how to say:⁣
⁣
“If we prioritise this, we deprioritise that.”⁣
“If we cut budget here, we extend payback there.”⁣
“If we pivot mid-cycle, we lose learning.”⁣
⁣
And they say it calmly.⁣
⁣
If you’re in marketing and want to progress, invest in this skill.⁣
⁣
Because technical ability gets you in the room.⁣
⁣
Communication keeps you there.⁣
⁣
And often, it’s the only thing standing between being respected as a strategic partner…⁣
⁣
or being treated like a support centre

Is marketing the only function where you’re expected to operate at the next level long before you get the promotion?⁣
⁣
I speak to candidates in this position constantly.⁣ People who are:
⁣
Running bigger budgets⁣
Hiring and managing people⁣
Expanding into new markets⁣
Owning new verticals⁣
Carrying senior-level accountability⁣
Watching their targets 2x, 3x more
⁣
Yet the title and pay never quite catch up.⁣
⁣
And when they finally do?⁣
⁣
It’s 12–18 months after they’ve already been operating there.⁣
⁣
By that point it feels less like a promotion…
 and more like formalising what you’ve been doing for free.
⁣⁣
This isn’t development.⁣
⁣
It’s delay dressed up as opportunity.⁣
⁣
But it's SO short sighted because it seems that so many businesses forget, that 𝐚𝐥𝐦𝐨𝐬𝐭 𝐞𝐯𝐞𝐫𝐲 𝐦𝐚𝐫𝐤𝐞𝐭𝐞𝐫 𝐲𝐨𝐮 𝐩𝐮𝐭 𝐢𝐧 𝐭𝐡𝐚𝐭 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧 𝐢𝐬 𝐪𝐮𝐢𝐞𝐭𝐥𝐲 𝐥𝐨𝐨𝐤𝐢𝐧𝐠.⁣
⁣
Not loudly.⁣
Not dramatically.⁣
Just… updating their CV at 10pm.⁣
⁣
They will leave.⁣
They will get market rate.⁣
And they will join a company that recognised their value from day one.⁣
⁣
And if you’re reading this thinking “this is me”⁣
⁣
There are businesses out there that won’t make you wait to be valued.

I've seen more and more marketers moving to freelance and fractional lately and what I am hearing is that they go freelance for sanity.⁣
⁣
Clear scope.⁣
Clear ownership.⁣
Clear expectations.⁣
⁣
No internal politics disguised as “feedback”.⁣
No last-minute pivots disguised as “urgency”.⁣
No blame without control.⁣
⁣
It’s not about working less.⁣
It’s about being allowed to do the job properly.⁣
⁣
I’m curious how many in my network made the move for this reason? 
Was it the right call?

The hardest part about marketing isn’t knowing what to do.⁣ It’s getting people to wait long enough for it to work.⁣
⁣
It requires belief before evidence.⁣
And that’s something boards really struggle with.⁣
⁣
Especially in high-consideration businesses, the work that actually moves the needle is slow.⁣

But inside the business, patience is thin.⁣
Boards want numbers.⁣
Leaders want proof.⁣
Everyone wants certainty.⁣
⁣
And that’s the tension.⁣
⁣
Marketing is being asked to operate in uncertainty⁣
inside organisations that are deeply uncomfortable with it.⁣
⁣
So question is 𝐇𝐨𝐰 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐦𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐢𝐭?⁣
⁣
If you’ve found ways to buy time, build belief, or educate a board on long-term impact > share them below.⁣
⁣
There are a lot of marketers in this seat right now.⁣
Let’s make this useful.

I spoke to a VP of Marketing who’d just joined a new business. As soon as he started they asked him to audit the agency.

Everyone suspected the agency wasn’t very good.
No one could explain why.

So he went back to basics.
Spoke to the agency.
Spoke to the internal team.

It wasn’t one-sided.

Paid search was unprofitable.
ROAS was low.
The relationship had turned toxic.

But the bigger issue was organic.

Visibility across search and LLMs had collapsed over 12 months.

The assumption from the agency 
“It’s just AI. Everyone’s seeing this.”

They weren’t.

When he looked properly, the problem was technical.
Bot blocking had been added to the site.
Search engines couldn’t crawl it.

It had been there for a year. No one had spotted it. 

He found it in two weeks.

They fixed it.
They’ve already recovered roughly half the lost visibility.

Why am I sharing this? 

Because serious problems can hide in plain sight.
And the right experience changes outcomes fast.

Many businesses say they can’t afford a senior marketer.

From what I’m seeing, in many cases, they can’t afford not to.

Good judgement prevents expensive mistakes.

And strong marketing leadership tends to pay for itself quickly.

⁣

Titles don't hire well in marketing. They tell you very little about actual capability.

If your hiring right now remember this:

Titles filter.
Conversations hire.

So have more conversations and ask more questions.

You’ll get better hires. Trust me.

taplio

The Battle

🏃Nathaniel Miller

Sinead Willis

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The Battle

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