How to refresh your resume for 2025

Despite a volatile job market, skilled marketers are in high demand. Employers are struggling to fill critical roles, and finding the right candidate is like looking for a needle in a haystack. That's an opportunity for marketers and creatives who make a concerted effort to keep their resumes up-to-date.

Because make no mistake — if you really want to be in the running for your next big opportunity, a strong resume is still how to get your foot in the door.

“Employers are having a tough time filling openings, but that doesn’t mean they’re going to waste their time considering candidates that aren’t a good fit,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “In fact, they have less time than ever to look at resumes!”

“A strong personal brand, a consistent presence on LinkedIn, even an impressive list of brands you’ve worked with – these are great things to have, but none of them can make up for a lackluster, generic resume,” advises Ashley Allen, Sr. Manager, Talent Solutions at Freeman+Leonard.

Your resume is what moves you from the big stack of eager hopefuls to a short list of interviewees who stand a solid chance. It’s how employers size you up against the competition. It’s worth the effort to revisit yours and ensure it positions you as the rock star you are.

Here’s how to update your resume so it’s ready to wow hiring managers in 2024:

Keep it brief (2 pages max).

With resumes, size matters. Your resume should be a brief but impactful overview of what you’ve accomplished in the past to demonstrate what you’re capable of achieving in the future.

But no matter how proud you are of the work you’ve put in over the years, avoid the temptation to turn your resume into an exhaustive list of everything you’ve done since kindergarten. Aim to make it just comprehensive enough to be compelling. Why?

1. It sparks curiosity.

As any skilled copywriter can tell you, brevity can actually work in your favor. Just as pithy copy moves buyers to action and snappy headlines get clicks, a well-crafted, concise resume can create the perception that there’s much more to the story.

Confident communicators, after all, avoid the urge to over-explain. They state the facts, but leave out unnecessary details. What’s left to the imagination often paints a much more compelling picture.

So rather than fret over how complete your resume feels, think of each bullet point as a conversation starter, for a dialogue to be picked up later in an interview.

2. It commands attention.

Our attention spans are shorter than ever, and hiring managers are no exception. As Jay Haines, founder of executive search firm Grace Blue, says:

“The days of having a six-page resume or CV are no longer relevant — even for experienced professionals or executives. Candidates have to think about the buying mindset of the person who’s looking at your resume. They don’t have the time or inclination to read your entire life’s story. Your resume shouldn’t be a long diatribe but a highlight reel of greatest hits.”

How short is short enough?

As a rule of thumb, early-career professionals should keep it to one page. If you have 10 or more years of experience, keep it to two pages, max. You can always add details under the experience section of your LinkedIn profile.

Lead with your achievements and impact.

Keeping it short is not just an exercise in keeping with conventions – it forces you to keep it high-impact, too.

“The truth is, nobody cares about all the responsibilities you’ve had in each job,” says Freeman+Leonard’s Tipton. “They want to know that you have the right background to step into the new role and are prepared to make a contribution from day one.”

This is why your resume should focus on your accomplishments. Here’s how:

1. Plug in your metrics.

To employers, numbers speak for themselves — the size of the organization, the number of people on teams you’ve led, the budget amounts you’ve managed, the growth rates you’ve influenced, and other ways you’ve moved the needle.

“Anyone can inflate their resume by using bolder words to describe their contributions,” Tipton says. “Employers know this, and are immune to it. They want to see hard numbers instead.”

Cindy Davis, former EVP, Walmart, Disney, and L Brands, suggests incorporating a simple formula: Accomplishment = Action + Results (and lead with Results!)

Example: Increased revenues 15% in year one by better targeting key customer segments

2. Show them the ‘receipts.’

Hiring managers are looking for evidence that what you’ve achieved aligns with what they need. Are you able to take on the role’s responsibilities with competence and confidence? What can you show that proves that?

As Haines says, “You're trying to find points of reference where you can demonstrate immediate cache and value. The employer typically wants someone who's got sector experience and who understands the rhythm, pace and nuances of the role.”

Remember, where you’ve made an impact matters. Is the hiring manager looking for big corporate in-house experience? Are they searching for someone with high-growth startup experience? An agency background? Name dropping can make a difference here. If you’ve worked with blue chip accounts or unicorns, be sure to feature those brands prominently in your resume.

Looking for resume templates? Harvard University’s Office of Career Services has several great resources to get you started.

Of course, not every potential employer will care about the same metrics, brands or experiences – so a generic, one-size-fits-all resume just won’t cut it.

“A tailored resume is really the price of entry now,” Freeman+Leonard’s Allen says. “If it doesn’t speak exactly to the job requirements, it won’t get a second look.”

Present yourself as a modern marketing leader.

Marketing is a fast-moving, ever-changing field. The best candidates recognize this, and they always strive to stay on top of trends. List your technical skills, show how you use them, and make clear that you’re familiar with hot topics, what’s going on in your industry, and major sea changes.

Your resume should represent you as someone in the know.

Outdated resume faux pas can make you look sorely out of touch. A few red flags that are easy to fix? Having an AOL or Yahoo email account, or a LinkedIn URL that’s a jumble of characters. (You can change it to something memorable!)

Not taking your LinkedIn profile seriously can also be a red flag to recruiters and hiring managers. “Your LinkedIn profile is often the first port of call,” Haines says. “Once contact is established, this can open the door to the resume stage. Your LinkedIn profile should reflect the same principles of brevity and pithiness as your resume.”

Modern marketing leaders of any rank are savvy. Fair or not, these cues basically “out you” as the opposite — or #cringe, as the TikTokers say.

Managing your career like a pro means keeping abreast of what’s current and expected. Never miss an opportunity to demonstrate that.

Sharpen your most powerful tool.

Marketing and creative professionals often have a sharp eye for detail, and can quickly identify gaps in a product’s message, or cut down an unpersuasive advertisement.

“If you’re in this field, you’re likely accustomed to putting yourself in the customer or end user’s shoes,” Allen says. “So turn the tables and treat yourself like you’re the client.”

“Look at your resume with a critical eye and play devil’s advocate, as if you’re the most cynical hiring manager at the table,” Allen says. “What’s missing? Where are the gaps? How might you fall short? Are there red flags you can proactively address?

Grace Blue’s Haines also recommends a perspective shift. “Pretend it’s someone else that you’re thinking about interviewing and give yourself a really honest critique.”

Then ask this make-or-break question: “Is this resume going to get me in the room?”

Davis recommends, “Once you have a draft, be sure to get input from colleagues, friends and mentors. Most marketers find it challenging when marketing themselves (remember the story of the cobbler’s children not having any shoes).”

Always be coachable and open to suggestions, especially from your recruiter. Make it a team effort and you’re more likely to win.

Have other questions about updating your resume to perfectly position yourself for your dream job? Our recruiters would love to help. We're not just here to match you to the right job now — we're also career advisors, and there's never any fee for our services. Connect with us on LinkedIn and submit your resume at jobs.freemanleonard.com.

by routest

Why more employers should offer remote work (and what to do if you can’t)

As pandemic restrictions have eased, many employers have announced their intent to bring their workers back to the office.

At Freeman+Leonard, we’re already seeing a sharp increase in the number of hiring managers writing in-office attendance requirements into their job descriptions. In our view, attitudes about remote work clearly have shifted among many corporate leaders over the past few months.

But on the talent side, nothing has changed since the beginning of the pandemic. When we present candidates with an opportunity, location flexibility is still the first or second question they ask about the role. Globally, only 20% of workers prefer being in the office full-time, and 55% of knowledge workers would prefer working fewer than three days a week in the office.

Clearly, there are mismatched expectations between marketing, advertising and creative talent and the companies that hire them.

Many reasons exist why a company might want its workers in the office. Some marketing roles simply require a physical presence to perform them, like print, photography and film production. And while most leaders agree that productivity increases with remote work, the general consensus seems to be that innovation suffers when people don’t gather in person.

About two-thirds – 66% – of workers say they prefer a hybrid model, and we’ve seen that most candidates are happy to spend at least a day or two per week in the office. The value of meeting and collaborating in person isn’t lost on them, either. But most now draw the line at a strict Monday-through-Friday attendance policy. In fact, 37% of workers would be willing to take a 10% pay cut to avoid such a policy.

Beyond the comfort and convenience of working from home (and the hours saved on commutes), 33% of workers are still moderately or very concerned about their risk of COVID-19 exposure. The pandemic isn’t over, after all – but even if it were, our previously casual, even cavalier attitude about germ exposure is probably not coming back anytime soon.

Companies that allow remote work see benefits, too – even those that can’t opt out of the overhead cost of physical office space.

And this isn’t just about keeping the workers you already have – it’s also about attracting top candidates to your company in the first place. Drawing from a deeper talent pool is just one of the many advantages companies enjoy when they remain location-flexible. By looking outside your own backyard, you could score a rock star from a bigger market, or have a much easier time finding a multi-skilled unicorn or highly niched needle in a haystack.

And so, we urge hiring managers who can offer even some degree of flexibility to do so.

Like it or not, it’s still a candidate’s market.

Top marketing professionals aren’t settling for jobs that don’t offer at least some location flexibility. And in this candidate’s market, they don’t have to. They’ll simply pass, or find new jobs at companies that do. In fact, 70% of knowledge workers globally will be looking for a new job if they’re not happy with the level of flexibility their current employer offers.

Clearly, it will take more than a mandate to get high-performing employees to actually leave their home offices for a sea of cubicles — no matter how important in-person work may be to their employers.

We must incentivize a return to office for employees, not just command it.

If your company requires in-office attendance, the odds will be stacked against you when you’re ready to hire your next employee – but there are still ways to make your company attractive to new hires. Here’s what we recommend.

1. Make the office somewhere people want to be.

AT&T was ahead of the curve when they built the Discovery District: an urban center in downtown Dallas with water fountains, lawn space, interactive art and, of course, plenty of dining options and outdoor dining tables.

In a Dallas Morning News article, AT&T CEO John Stankey credited this office oasis and the social opportunities it provides for helping to bring employees physically back together. “They want that social interaction,” Stankey said. “And we’ve created an environment that allows them to have that extended work life.”

Don’t have a $100 million dollar budget to build a new urban facility? There are many ways to energize your environment and make the workplace fun and enjoyable.

Make sure your office has plenty of areas for people to eat lunch together and socialize.
If your office is outdated, give it a facelift with fresh paint and modern office furniture.
Encourage employees to form social groups, and sponsor outings and happy hours.
You could even let workers bring their dogs to the office, all the time or on certain days.

Essentially, give them the very best of office life when they’re onsite, so that it’s obvious what they miss by working from home.

2. Offer perks they can get only in the office.

Companies are paying extra attention these days to the perks and benefits they offer. With rising salaries and a tight job market, every little competitive advantage helps. But if there are some perks your team can take advantage of only at the office, it’s a win-win. You’re adding value to their lives while encouraging attendance.

From chef-catered meals to childcare, a state-of-the-art gym to onsite medical services, what benefits can you give your team that they can receive only when they’re onsite? Don’t be punitive about it – this is about adding perks that, by their very nature, must be enjoyed in-person.

3. Be flexible where you can – especially about work hours.

Even if your company can’t embrace remote (or even hybrid) work, there are other ways to add flexibility to many marketing and advertising roles. Relaxing the specific hours certain employees must be in the office is an easy one. Many professionals simply do their best work at different times of the day, and family and childcare commitments can make it difficult to follow a strict business-hours schedule.

Besides, we all carry the internet in our pockets now. The lines between home and work are inherently blurred. There’s no need to expect perfect punctuality when many are likely putting in overtime at home anyway. Be flexible about what time you expect people to arrive or leave and focus more on the work itself.

4. Reward outcomes, not attendance.

“Presenteeism” is as much of a risk as absenteeism or attrition for all companies, but especially those without location flexibility. Simply commuting and showing up to an office after years of not being required to can feel like a monumental effort for many of your employees. If they’re not enthusiastic about the change, their motivation is likely to plunge. All of this is a recipe for lower productivity, even among your star employees.

To combat “presenteeism,” do everything you can to combat the idea that being present is all that matters.

Instead, emphasize performance and measurable outcomes. Ensure expectations are clear and benchmarks and targets are well understood. Help employees see the “why” behind their work. Encourage their own development, and cheer them on as they navigate challenges. And most important, reward them often for their accomplishments with quarterly and surprise bonuses, gifts and recognition.

You may still be requiring your workers to come in, but at least they’ll know how you really want them to show up.

5. Offer “focus days” and limit unnecessary meetings.

The modern workplace is filled with distractions – especially workplaces with open floor plans. A commonly cited reason our candidates prefer working from home is that they simply focus better there. On top of that, a calendar packed with seemingly endless meetings can make real productivity impossible.

So take after tech companies like Airtable and Asana.

At Airtable, one day per month is declared a “recharge day,” where taking calls and checking email are discouraged. They also have “focus weeks,” which limit internal meetings so employees can focus on their actual work duties. At Asana, “No-Meeting Wednesdays” is a longstanding tradition. Everyone agrees to not schedule meetings – unless absolutely necessary – in the middle of the week, allowing everyone at least one day where they know they can buckle down and get into the zone.

6. Allow remote work in structured doses.

Maybe you need everybody there at the same time most of the time. Or, perhaps your company struggles with hybrid models where it’s harder to predict exactly when people will or won’t be together.

But with a little structure, you can still offer location flexibility without totally disrupting your broader team’s productivity and workflows.

At Google, employees are offered four “work from anywhere” weeks per year. That may sound extreme, but longer periods of time can actually be easier to adapt to than individual days here and there. And with a little coordination, you can minimize the impact on key clients or campaigns, and ensure no two team members are remote at the same time.

7. Reduce the workweek.

Many advertising agencies have long offered “Summer Fridays,” with employees encouraged to take Fridays off or leave early for the weekend during slower summer months.

Now, startups like Basecamp and Buffer are on four-day workweeks – some seasonally, some year-round. These companies say they’ve seen no noticeable shift in productivity. (Maybe we’re not all that productive on Fridays anyway…)

Sound like a fantasy? Considering the changes we’ve already endured over the past few years, maybe not. The future of work is here, and ready to be shaped by today’s leaders. If your company must be firm about in-office attendance, what other rules about work can it break instead?

If shortening the workweek isn’t within your power, there may be other ways you can help give your team a little extra downtime, like encouraging them to take off a little early on Fridays if their work for the week is done.

8. Give your employees more PTO.

If none of these options is available to you, the only other way your team will be able to get out of the office is to actually take time off.

Giving your employees a little more paid time off than they’d have gotten otherwise may be enough of a concession to keep them around as you transition back to the office. Don’t be surprised if top candidates negotiate for more PTO as a result of your in-office requirements, too.

Remember: The carrot is more persuasive than the stick.

Even if onsite attendance isn’t negotiable, you can still make it worth employees’ while. When they feel appreciated and enjoy sharing a physical space, it’s evident to every candidate who walks through your doors.

Before making your next hire, reach out to the talent experts at Freeman+Leonard. We’re more than just a staffing firm — we’re a marketing solutions company, with deep expertise in the marketing and advertising industry and a consultative approach to client relationships. To deliver world-class marketing for your brand, we’ll help you determine who you need, and how you need them – then craft a compelling job description and compensation package to attract the strongest candidates for each role.

Ready to find your next great hire? Use the contact form below to reach out and start a conversation.

Get in touch with a Freeman+Leonard consultant today:

by routest

How to showcase your achievements (even if you hate talking about yourself)

Lately, we’ve been asked by more and more candidates what they can do to stand out and compete for top marketing and advertising jobs. Articulating to hiring managers your strengths and achievements effectively is a big one that even many seasoned pros still haven’t nailed.

It’s completely normal to struggle to talk about yourself, especially if it feels (to you) like bragging. But overcoming this is critical to competing in the job market. It’s time to “build the muscle” of effectively showcasing your achievements. Here’s how.

1. Shift your mindset: You’re sharing facts, not bragging.

Try this reframe: By talking about what you’ve achieved, you’re simply sharing facts about your professional journey – information that hiring managers need to make an informed decision about your candidacy. This is just a necessary part of the job application process, and everyone has to do it. Including the candidates you’re up against.

2. Keep a “career journal” to remember all you’ve achieved.

How often have you found yourself struggling to remember the details of a successful work project from ages ago? Or a piece of glowing feedback you once got from a key stakeholder?

Fix this forever by keeping a career journal (a simple Word doc will do!) that you regularly add to over time. Use this to note any accomplishments, big or small, from each job or phase of your career. Then, be disciplined about returning to it in the future. Make a habit of adding to it on a regular cadence (weekly, monthly, or quarterly).

3. Prepare a variety of talking points about your achievements.

Keeping a career journal will help you remember a variety of achievements – and that can help you make a convincing case. In interviews, it’s okay to refer back to accomplishments you’ve already mentioned – but try not to mention the same one more than a few times. It can come across as redundant, or as if you didn’t accomplish much else.

4. Focus on your impact and results, not your responsibilities.

As we often tell candidates, focus on the impact you made – the results you or your team achieved, and the role you played in that success – versus simply listing your responsibilities. A resume that only shows results under each job, with no room left over to describe the day-to-day, may feel incomplete to you, but it will light up the eyes of your next boss.

Remember: Hiring managers want evidence of your abilities. A list of responsibilities doesn’t do that.

5. Quantify with hard metrics.

As much as possible, use numbers to back up your accomplishments and results. From a 28% increase in social media engagement to the size of the budgets you’ve managed, concrete data makes your claims more credible – and makes your contributions sound more tangible and impactful. Remember: The more senior you are and the longer your tenure in a role, the more results you need.

6. Use “case studies” as a follow-up tool.

Think case studies are only for companies? Think again. While we’ve long encouraged candidates to create one-pagers that dive into a particular project or campaign, it may not be immediately obvious how and when you’d send one to a prospective employer.

Case studies are actually a great tool for interview follow-ups, as they give you a way to describe something in greater detail. If you’re not great at improvising in real time or speaking off the cuff about yourself, sending a case study afterwards allows you to elaborate on favorable points that didn’t come up in the interview. Simply attach it to your thank-you email, and include a note: “We touched on this briefly in our meeting, but…”

7. Practice your elevator pitch.

Sometimes we all just need a little practice. Mock interviews with a friend or mentor can help you get better at communicating your achievements and strengths – especially if the other person knows you well, and can point out things you haven’t noticed, or accomplishments you’d forgotten. The more you practice, the easier it will be to share your professional story when it truly matters.

When you get the job, keep in touch with your recruiter!

And on that note, don’t forget the friends, colleagues and partners or vendors who helped you during your search. That includes anyone who spent time reviewing your resume, sharing insights on the industry, or educating you on companies you’re interested in – not just those whose introductions directly led to your new role!

At Freeman+Leonard, we view all our relationships with candidates as long-term. So whether we helped you get the job or not, we genuinely want to hear where you landed and how you’re doing – and, of course, what you’re achieving now. So don’t be a stranger!

by routest

Why Q4 is the best time to look for and start a new job

The holidays are a job-hunter’s paradise.

We’re well into one of the most unusual job markets in history, with no signs of returning to business as usual. Competition for top talent is holding strong despite a shaky economy. And as we head into year-end – a season typically marked by candidates and companies pausing job searches – you may find yourself wondering if now’s a good time to be on the market.

So to set the record straight: Yes, the end of the year is actually a great time to search for and start a new job. Yes, even in this economy.

But we get it; you have concerns. Here’s our take on the questions that have come up in recent conversations with candidates.

1. Don’t let fear be the reason you don’t chase your dream job.

Too often, we hear of talent hanging on to less-than-ideal or downright lousy jobs well past reason — especially when the economy is a bit bumpy. They’ve internalized the fear of being the “last hired, first fired” and cling to the perceived security of staying put. There’s something to be said for loyalty, of course, but not if it’s at a significant cost to you.

The reality is, job security is an illusion. Business is business, and as harsh as it sounds, anyone can find themselves on the chopping block at any moment — especially when the economy is in trouble.

This is why it’s so important to be entrepreneurial about your career, and focus on contributing your talents where you can make the greatest impact and receive in return the most reward and fulfillment. If you’re undervalued or underutilized in your current role, that’s not exactly an advantageous place to be when downsizing decisions are made, either.

In other words, now’s as good a time as any to make your next move and go after the job you really want.

2. That bonus you’re holding out for could cost you.

If your total comp package includes a sweet bonus opportunity, you may be hesitant to leave it on the table. After all, you’ve been working all year, gunning for that perk, and you deserve it. Bonuses are an effective way for smart employers to incentivize strong performance (and retention). But payouts are not guaranteed, and you won’t always see the writing on the wall.

With the fear of recession in the air, companies are pulling back and shoring up resources in preparation for a possible storm. This means making tough calls, including canceling plans to pay out cash reserves. If you think your bonus is in the bag because you’re making your numbers, think again. You might get it, might not.

“Now is a great time to negotiate for higher salaries in a new role to combat inflation or to find roles that better suit your lifestyle,'' says Freeman+Leonard recruiter Brittani Kroog. “For the right employee, we are seeing companies go tens of thousands over their range and negotiate more PTO and other benefits.”

Plus, you may be able to negotiate for more money with a new employer to make up for the bonus you’re leaving on the table.

But even if not, you’ll need to decide if missing a great opportunity is worth a bonus you may not even get.

3. ‘Return to office’ is gaining ground, so get ahead of it.

At Freeman+Leonard, we’re Team WFH. We think companies should be offering more remote work opportunities, not fewer. Alas, not every employer is on board. Many cling to outdated ideas about in-person collaboration (or their commercial leases), in addition to those whose workers must be on-site to perform their jobs.

In the past few months, we’ve seen a sharp increase in job descriptions with in-office-attendance requirements. And quite a few folks in our talent pool have been voicing displeasure about their employer enforcing return-to-office policies. With the pandemic waning, the trend isn’t looking good for home office holdouts in 2023.

If you prefer working remotely and it’s become clear that your employer has different ideas, your best bet is to get ahead of it. Doubly so if you moved farther away from your office during the pandemic (or even to a whole new city!).

Find a new opportunity with an employer that agrees with your thinking and appreciates the value of working from home. The clock is ticking!

4. Your competition is sleeping on the job (or sipping eggnog).

The job search and hiring front are notoriously quiet at the end of the year. But in our experience, it’s often one of the best times to be on the hunt for a new role. Economic downturn and headline-grabbing layoffs aside, the job market is still strong in many sectors. Heading into 2023, healthy marketing and advertising budgets mean employers are still hungry for top talent.

It can be tempting to take it easy during the holiday season, but your competition is probably thinking the same way. You may even figure that recruiters and hiring managers have completely checked out for the year, but we can assure you that’s not the case. Sure, some people are out of the office on vacation, but we’re still plugged in and actively looking to fill roles before the new year.

“We often advise clients to swoop in and get good talent now with fewer companies competing,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “The same can be said for talent. Take the time now to decide what you want and go after it.”

With fewer candidates actively searching, December is a good time to stand out, get noticed and land your next role.

5. ’Tis the season for searching and settling in with ease.

The holidays can be a sleepy mix of slowing down at work while getting caught up in hustle-and-bustle at home. But don’t forget, you can always pare back your social calendar commitments and mile-long to-do list. If you’re eager to make your next move, use some of the downtime to polish your resume, update your LinkedIn profile, brush up on your interview skills, and take advantage of the slower pace.

If you land a role near year-end, you may be inclined to push your start date to January. But Q4 is a great time for onboarding without the pressure to start contributing right away. You’ll be able to sit in on planning meetings, connect with your new coworkers and clients during holiday social gatherings, get up to speed on company policies, programs, and technology, and prepare to hit your stride in January when projects are in full swing.

Set yourself up for success next year and beyond.

Overall, the future looks bright for marketing and advertising talent in this market. We encourage you to seize the opportunities in front of you, continuously strive to advance your career, and set yourself up for future success. December could be the month that makes a difference.

The skilled talent professionals of Freeman+Leonard can help you with your search now and year-round.

Get in touch with a Freeman+Leonard recruiter today by submitting your resume or connecting with us on LinkedIn.

by routest

5 steps to a stellar LinkedIn profile summary

As the hot job market continues to burn bright, many strong candidates are still being overlooked and wondering why. Could high-profile layoffs and economic uncertainty be to blame for a hiring slowdown? According to economists and what we’re seeing first-hand every day in the trenches — no way! It’s still a job seeker’s market.

So, what gives?

The game has changed, and it keeps changing. If you’re on the job market for the first time in years, you may have noticed some things have changed, but one hasn’t: You must always be willing to adapt.

One of the biggest game-changers? LinkedIn reigns supreme. For snagging professional opportunities, it’s the place to be, more so than job boards or anywhere else online.

If your LinkedIn profile feels like a time capsule of your former professional life, you’re short-changing yourself. Full stop. It’s time to dust off the cobwebs and polish your profile — especially the “About” section, a.k.a. your profile summary or bio.

But if you’re worried about adding another task to your job hunt to-do list, we have good news:

The cover letter is officially dead.

Our clients rarely ask for cover letters, and if you suspect the countless letters you’ve written during a job search have gone unread — you’re probably right.

“I never read cover letters. Too many resumes to review,” Ashley Allen, Senior Manager, Talent Solutions at Freeman+Leonard confesses. “Recruiters and hiring managers are short on time, so we tend to dive straight into whatever’s going to give us the best picture of the candidate’s potential fit for the role.”

Every recruiter on our team agrees. So let’s put this to rest — unless an employer specifically asks for a cover letter, you can skip it!

What’s taken its place? You guessed it: a killer LinkedIn profile summary.

As cumbersome as the now-defunct cover letter was, it served its purpose — to explain why you want the job, illustrate why your background suits you for the role, fill in any gaps from your resume, and exhibit your writing skills.

LinkedIn is now where you do that — and it’s far more efficient and effective.

After all, you only need to write your profile summary once and you’re done. Sure, you’ll tweak and update it along the way, but you won’t have to start from near-scratch and go through the motions of flattery and formality every time you apply for a job.

The beauty of a LinkedIn profile summary is that it serves as a single "source of truth" about your professional history, which helps employers understand who you are and what you contribute — way better than a resume and cover letter.

In today’s job market, LinkedIn is the one place recruiters go to get the best picture of a candidate and where employers turn to find out more about you. Out with the old and in with the new.

Here’s what you can do to get your profile summary up to speed.

1. Catch their attention with a hook, and keep it with a story.

As a marketer, no matter the role, you’re expected to know what it takes to stand out in today’s competitive job market. Perhaps that seems a little unfair, as everyone knows that it’s much more awkward to market yourself than it is to market a company’s products or services. But the reality is, LinkedIn is prime real estate for demonstrating your personal branding chops and social media savvy, and the bar is higher for those in this industry.

Use an eye-catching hook that stops their scroll and piques their interest.

Put some effort into making your first sentence a statement or question that makes recruiters want to keep reading — something unexpected, intriguing, or provocative.

Tell a story that connects the dots.

The key is to frame your background so that seemingly unrelated roles and deviations from a linear path are viewed as the best possible preparation for where you are now and where you want to go.

Make your profile summary as distinctive and captivating as possible.

What makes you different?
What motivated your career pivot?
What is the overarching theme of your career?

And you don’t have to stick with words. Whenever possible, show, don’t tell. Add rich media such as infographics, videos, or images to provide a clear picture of who you are as a candidate.

2. Work the algorithm.

“You appeared in 3 searches this week.”

If you've received an email like this from LinkedIn or you’ve checked out your profile’s analytics only to find an equally dismal number of search appearances, it can make you feel dejected — as if nobody’s looking for someone like you and you’ll never find a new job.

More than likely, that couldn’t be further from the truth. Chances are, recruiters are scouring the platform, eyes peeled for someone with your background and skills.

But if you haven’t optimized your profile, you won’t show up in search.

It’s as simple as that.

What words are recruiters using to search for candidates for your target role? Put those in both your profile summary and your LinkedIn headline.

For example, when we’re looking to fill a Creative Director opening, and the client is looking for a candidate with working knowledge of prototyping tools, we might search for specific software keywords, such as Figma, InVision, and Zeplin.

Remember, this is about getting the role you want, not the one you have. If you have the chops to be a Creative Director but haven’t held the title yet, make that clear — starting with your headline! You can and should dub yourself a Creative Director (or whatever your next-step dream job is) before any employer does. This is no time to play it too safe or let imposter syndrome get the best of you. Use words relevant to your actual experience and the job you’re after — yes, the specific phrases you see used in ads for Creative Directors.

No magic tricks necessary. To optimize it for search, you simply need to include keywords in the text — with one big caveat: Write for humans, not robots.

Your priority should be to ensure that your profile summary is well-written and engaging, not keyword-stuffed.

In other words, no 2008-era SEO black-hat tricks (for example, "An SEO expert walks into a bar, bars, pub, public house, Irish pub, drinks, beer, wine, liquor, Grey Goose, Cristal..."). If using all the right keywords makes your writing clunky, add a list at the end (for example, "Specialties: keyword, keyword, keyword, etc.").

3. Put your personality on full display.

Remember, people hire people.

“Show some personality,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “I want to see a sneak peek into your work style and personal approach to what you do. Think of it as your elevator pitch — you’re on the 10th floor and you need to let the recruiter know who you are professionally and personally before you reach the lobby.”

What lights you up about your work?

Why did you choose your career?
What do you value most? What makes you tick?
What are you best known for at work or among your friends?

Although we’re looking for the right match on qualifications and skills first, we also want to know a bit about what you like to do outside of the office. Sharing a few words about your hobbies and interests can go a long way toward making a connection — your fellow yogis, true-crime podcast junkies, or world travelers will take interest.

The best way to show off your personality is to write like you speak.

Most important, ditch the jargon, academic formality, and buzz words, and write as if you’re talking to a friendly colleague — in first person. What not to do: “Highly motivated, strategic thinker with a proven track record of delivering results.” Yeah, aren’t we all? Tell me something I don’t know!

4. Show them you’re the G.O.A.T.

Crafting a compelling LinkedIn profile forces you to become clear about your career goals, be honest about your background, and present the strongest version of what you bring to the table.

If there’s ever a place to rock your main character energy, it’s in your LinkedIn profile summary.

You don’t get a gold star for being modest, making light of your achievements, or downplaying your goals.

Obviously, you don’t want to lie or stretch the truth if you’re not actually the greatest of all time, but you’ll want to take it further than a mere humble brag. Maybe you were the top performer on your team or you won an industry award or you blew past your KPIs. Don’t be afraid to toot your own horn.

What obstacles have you overcome?
What accomplishments are you most proud of?
What big lessons have you learned, and how?

The idea here is not to come across as arrogant, but to confidently assert your competence and credibility. Use metrics and specific examples if you want to make a strong impression.

5. Add a call to action.

Again, you’re a marketer. You should know all about calls to action. What do you want your summary to accomplish? What do you want the reader to do next? Don’t leave it up to chance; spell it out.

They might not take that next step, but by including a CTA you’ve demonstrated that you’re thinking ahead and you have a purpose in mind .

Encourage readers to view your portfolio or website, and add your URL. Prompt them to book a meeting or coffee chat, and add a link to your calendar scheduling tool.

Even if you’re not actively on the market, state the kinds of opportunities you’re seeking. Are you open to speaking, side projects, writing guest blog posts, media interviews, volunteering, or mentoring? Say so. Are you looking to grow your network in a certain industry? Mention it.

All of this — but keep it short!

This might seem like a lot to include in 2,000 characters or less, but you can cover a lot of ground while keeping it short and sweet. Attention spans are fleeting and space is limited, so be concise, make your points, and skip to the good part.

As with all writing for the web and digital platforms, make sure your profile summary is skimmable and easy to read. Use short paragraphs (1-3 sentences each) with plenty of white space, headings, and bullet points.

Hint: LinkedIn doesn’t allow rich text formatting with actual bullet points, but you can always copy and paste this bullet character: •

Not sure if your LinkedIn profile summary measures up?

Run it past your recruiter. We look at LinkedIn all day and know exactly what it takes to stand out and get noticed. Remember, there’s never any fee for our services. Connect with us on LinkedIn and submit your resume at jobs.freemanleonard.com.

by routest

Remote managers: Here’s how to bond with your new hires

As a hiring manager in today’s tight job market, you know that top candidates have options. The last thing you want is to see your new hire walk back out of a revolving door – so retention’s the name of the game. Your job as a manager is to ensure they confidently settle into the new culture and set the foundation for a lasting relationship. That can be particularly challenging in a remote environment.

Here’s how to bridge the virtual gap to build a solid relationship with your new hires, beginning on day one.

1. Get the ball rolling on building rapport.

New hires are anxious to get to know you and make a strong impression, so be just as eager to do the same. Within the first few days, schedule a one-on-one, informal virtual coffee or lunch, and make it a regular, recurring meeting on your calendar. Give them an early opportunity to connect with you personally and professionally. This should be treated as a non-negotiable commitment on your end and canceled only in case of an unavoidable conflict.

You remember what it was like to be the new kid on the block, so be the one to extend a lifeline. Help them socialize and get to know the team by assigning an onboarding buddy and create opportunities whenever possible for them to form friendly, collegial relationships with colleagues.

2. Make analog connections IRL and offline.

If your new remote hire is local, plan to meet up for coffee, lunch or dinner. If you have a local office, schedule occasional meetings in-house. If not. and budgets and circumstances permit, fly them into headquarters for meetings every so often or plan to meet at an industry conference or training within the first few months.

Even if you’re not likely to meet IRL any time soon, you can still create a greater sense of connection with the company. To build team spirit, our clients often ship a first-day welcome drop in the form of a gift bag full of branded swag. Popular items include a company T-shirt, water bottle, mug, a goodie bag full of snacks, and desk accessories. If it comes directly from you and you check up on it, that’ll make a difference in how much they value it.

3. Become their biggest advocate.

Consider it your personal goal to champion your new hire’s smooth start. Even if the company already has an established virtual onboarding process, don’t be hands-off and expect human resources or training and development to handle everything.

Make sure your new hire has the right tools, resources, and access to the required systems and knowledge needed to get the job done. Tune in to what they’re learning about the company and the role and be prepared to fill in the blanks. Things slip through the cracks and you’re ultimately responsible for ensuring they receive the support they need from day one.

4. Be an open book.

No matter how many times a new hire has read the job description, there are always aspects of the job they can't fully understand until they’re in the role. And they’re drinking from a fire hose the first few weeks, so don’t expect them to know or remember everything. Let them know what’s most important, what they should look out for, and who they need to know.

As you open up to your new direct report, try to put aside any worries you may have about them potentially not working out long-term. You’ll be more likely to set them up for success by being as transparent, candid, and generous with information as you realistically can be, as early as possible. As their manager, the best way to show goodwill and establish trust is to become their best go-to source for reliable information from the start.

5. Bring them into the mix.

Invite new remote hires into key conversations, collaborations and decisions, even before they are fully integrated into their role. Encourage them to speak up while still learning how things are done around the company. Let them know their buy-in is important, and explicitly state that their contributions and outside perspective are welcome. They’ll appreciate this, coming from you.

This also applies to team updates and wins; even if the work happened before they started, include them in the “we” that accomplished a goal. The sooner they feel connected to the team goals, the better.

6. Show some grace.

Everyone needs sufficient time to ramp up. Allow room for learning and mistakes. Your job isn’t to micromanage, find fault or be overly critical, but to be a coach and encourage growth. If your new hire is off to a rocky start, what can you do to make their job easier?

If they don’t seem to be fitting in or catching on, maybe they need a little more help acclimating. People aren’t perfect, but they can become great. Don’t lose a good employee over an oversight, miscommunication or lack of support on your end.

7. Offer generous feedback.

Don’t leave your new hire in the dark about how things are going from your perspective.

If they aren’t making progress, get to the bottom of what’s happening and determine what you can do to pave a path for improvement. If things are going well, talk about growth, advancement and opportunities within the organization as early as possible. You want them to feel as if there is a future for them at the company and begin seeing themselves as part of that future.

Welcome new hires home.

Managers play a key role in any new hire’s experience – perhaps the most important role. Be the reason they feel at home in the new position and equipped to put forth their best effort. A strong relationship with a supportive manager can make all the difference in reducing turnover down the road.

Don’t hesitate to reach out to your F+L talent expert with questions about the onboarding process. We have insight into the candidate and can help advise you on the best way to ensure a strong ramp-up period. Our role doesn’t end when the candidate is placed!

by routest

New remote job? Here’s how to avoid an awkward start

If you set your sights on a fully remote role and were fortunate enough to land one, the last thing you want to do is complain. But let’s face it; starting a new remote job is awkward.

We’re here for all the WFH hype: the convenience, the PJs, the money saved (y’all, gas is bananas!) But even remote work enthusiasts have to admit that it does come with downsides, especially when you’re the new kid on Slack.

And few want to say it out loud for fear that the slightest grumble could send us back to our cubicles, actual pants and all — like Elon demands.

But if you’re finding your new virtual environment challenging, you’re not alone and your concerns are valid. Having never met your boss or coworkers IRL can be disorienting, and building key relationships can be difficult if you start off on the wrong foot or take too long to break the ice. The best way through is to meet this thing head-on.

“Frankly, your best bet is to embrace the awkward and move past it,” says Andrea Tipton, EVP, Marketing & Talent Solutions at Freeman+Leonard. “Later, you’ll be able to laugh about what may have felt like a fiasco at the time.”

Ready to move past the awkward? Here’s our advice:

1. Getting the cold shoulder? Don’t take it personally.

No matter how welcoming a workplace strives to be, the reality is we’re all outsiders until we’re not. You haven’t proven yourself yet. Your coworkers don’t know what to expect from you, and you don’t know what to expect from them. In fact, you don’t know much about each other at all, and that can be awkward. Niceties aside, new relationships are tenuous at best.

This isn’t meant to make you feel bad; quite the contrary! Remember, everyone’s human, and most people are doing the best they can with the bandwidth available. Besides, people are busy doing their own jobs, and even the friendliest folks can be overwhelmed by change.

If you feel like you’re getting the cold shoulder, chances are it’s not intentional, so try to shrug it off.

Be patient, but also be as proactive and as assertive as necessary. You don’t have to find instant besties, but you do need to forge new connections that will enable you to do your job well. Soon enough, with some concerted effort, you’ll make friends and develop a close network of people you can count on.

So, if no one else is doing it, break the ice! Check in with your manager on the best way to handle it, but don’t be shy about making the first move — introduce yourself over email, invite coworkers to virtual coffee or lunch and participate in virtual watercooler sessions. Be proactive about letting people know you’re excited to be there, open to conversation and eager to fit into the mix.

2. Show up as the solution to their woes.

Do you sense an unexpected undercurrent of negative energy? There may be a backstory you’re not privy to yet, but don’t let it distract you from your mission — showing them that they made the right hiring decision.

In a perfect world, during the interview process you’d get an in-depth explanation of why your role was being filled. But sometimes it’s inappropriate to share the details, especially if it’s a sensitive subject. And your new company probably wants to put its best face forward by focusing on the positives and avoiding the negatives — as you did.

Eventually, the full story will emerge, and it may explain a lot about the vibe — but in a virtual space, that’s likely to take a while longer.

You won’t overhear whispers in the breakroom or have a Chatty Cathy pull you aside in the hallway to give you the scoop. Maybe your predecessor was a problem employee who left behind a path of destruction, or maybe it was someone everyone loved and hated to see go. Perhaps jobs were slashed during the pandemic and people resent that their friends are being replaced. It’s possible the role has been a beast to fill or retain, and some don’t expect you to cut it.

Or maybe there’s just weirdness going on at the company — bickering between departments, executive drama, you name it.

The bottom line is, none of it really matters anyway. It’s helpful information to know, but you’re there now and it’s up to you to make the most of the situation. Think of it as an opportunity to shine and demonstrate that you’re there to be part of the solution.

3. Don’t put too much pressure on yourself.

When starting a new job it’s perfectly normal to be anxious about making a good impression – but in a physical office, it’s a lot easier to charm your new coworkers. You can show up early every day, dressed to impress, walk around greeting everyone with a big smile, and bring your coworkers their favorite Starbucks drink. This personal touch can be more difficult to achieve in a WFH situation, but it doesn’t change the game completely.

We understand that you’re eager to hit the ground running and find your place on the team, but despite your best effort it can take time. Remember, your new employer wouldn’t have hired you if they didn’t think you could handle the remote environment and fit in with the team.

So go easy on yourself, and try to be patient.

There’s no reason to be shy or second-guess yourself now. Is it possible you’ll make a mistake or faux pas? Of course! Nobody’s perfect, and a good manager doesn’t expect it. Don’t let fear of failure or social discomfort stop you from your best effort.

4. Be a sponge: Soak up all the knowledge you can, as early as you can.

Aside from getting to know people, you also need to learn a whole new set of rules, expectations and even language. The trick is to be observant, inquisitive and flexible. Every company is different, even within the same industry. And though several rounds of interviews convinced them that you’re a culture fit, nobody’s actually a perfect fit on day one. This is why we suggest getting into learning mode early.

It will take some time to learn the dos and don’ts, lingo and nuances — especially when you’re not able to make key observations in person.

If you’ve ever traveled outside the country, you know the feeling. You get off the plane, barely able to speak the language, and (if you’re a conscientious tourist), you’re anxious that a cultural blunder may offend someone. But it’s also exciting and most locals are happy to help.

This is like that. Your coworkers are probably so accustomed to the way things are that they won’t even realize what you don’t know — but they’ll be happy to help if you ask.

Did an acronym or jargon go over your head? Don’t be embarrassed to ping someone on Slack. Are you surprised to learn X department doesn’t handle Y? Ask around until you figure out who does. Does everyone go quiet on Friday afternoons? Don’t schedule a meeting after noon on Fridays. Are email communications more formal or informal than you’re accustomed to? Adapt to signing off with “regards” or “cheers” and keep it moving.

5. Focus on what you were hired to do.

Sometimes new remote hires simply let their nerves get the best of them. When you’re hyper-focused on hoping people like you, you can lose sight of what matters most — doing a great job!

Maybe you have social anxiety or tend to feel like you don’t fit in anywhere. Many skilled professionals are drawn to remote work for this reason — only to find that the distance doesn’t preclude awkwardness altogether. You still need to connect, person-to-person. The good news is, in remote spaces you have more control over when and how you communicate; lean into that.

Maybe you’re an extrovert — a total people person — working remotely for convenience, for flexibility or because you decided to roll with the best opportunity and it just happened to be virtual. You can still find ways to let your charisma shine; it’ll take some adjusting, but you’ll get there. Focus more on how your big personality helps you do your job and less on being the life of the party.

In all the awkwardness of adapting to your new virtual environment, don’t forget that your job performance doesn’t depend entirely on your likability or popularity.

The best-known antidote for new hire awkwardness is to ramp up quickly so you can begin pulling your weight, making valuable contributions and hitting your goals. Show up every day and give it your best, speak up to offer fresh ideas and keep your boss updated on your progress.

As your confidence builds and the team’s confidence in you grows, your trepidation is sure to ease.

Congratulations on your new job!

Seriously, hooray! Hats off to you. Landing a new remote job isn’t easy and you’re past the toughest part. The awkwardness is par for the course; nobody else is as concerned about it as you are. This isn’t middle school. Give it some time and before you know it you’ll be showing the next new kid the ropes.

If anyone’s familiar with the new-hire awkward phase, it’s your recruiter. We hear about it all the time. If you’re concerned that your jitters are affecting your onboarding, we’re happy to talk through your concerns and offer insight based on our experience with the employer. Don’t hesitate to give us a shout.

by routest

New remote job? Here’s how to set yourself up for success from day one

No matter how much you might love working from home, starting a new remote job isn’t always a walk in the park.

It can be difficult to get to know your coworkers when you haven’t met face to face. For seasoned professionals accustomed to real face time (not to be confused with FaceTime), adjusting to a new set of expectations in a whole new way can be unsettling.

And for younger hires, missing out on opportunities to socialize while learning and becoming acclimated to professional life can be frustrating.

“When you’re new, your job is to be a sponge,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “It’s hard to do that through a computer screen; it’s possible, but it takes planning.”

Our advice? Approach your remote onboarding as an experience that you play an equal role in shaping. Don’t be a passive participant. Be part of the process and the solution, and help onboard yourself. You’ll learn faster that way, and be included in more conversations earlier on.

To kickstart success in your new remote job, take charge of your own onboarding experience.

We get it: It can definitely be daunting to start a new remote job, even if your manager provides lots of structure and guidance in the onboarding process. However, companies embracing work-from-home usually expect everyone to be high-performing, accountable and self-directed. There’s no better way to show that you’re all of those things than to create the structure you seek.

“Think of your onboarding period as an opportunity to demonstrate to your new boss that you’re truly a self-starter who doesn’t wait around for assignments, and that you have strong ideas to contribute,” says Rachel Runnels, VP, Talent Solutions at Freeman+Leonard. “This is also a chance to show your new coworkers that you’re a proactive, friendly and capable colleague.”

Here are a few tips to make the most of precious ramp-up time in your new remote job:

1. Get into learning mode early.

There’s no need to wait until your first day to satisfy your curiosity about your new job, or to start setting yourself up for success. Much of what you need to know may already be available to you; use what you find to get ahead of the curve and navigate your early days with confidence.

Ashley Edmonds, who joined the fully remote Freeman+Leonard team as Client Services Support Specialist last year, says her research skills contributed to her early success in the role. “If you want to get a head start, do your research,” Edmonds says. “Start learning about your new company, your role, who you’re going to be working with, the terminology you’ve heard so far.”

And if you’re already aware you may have an underdeveloped skill that will be important in your new role, don’t wait to strengthen it. “Expand your knowledge, whether that be through technical skills or industry knowledge,” Edmonds says. “Don’t expect to be trained on every aspect of your role, and if there isn’t a specific way to do something, Google it. Use the resources available to you, and study them well.”

2. Create your own onboarding plan.

While we advise employers to map out their new hire’s entire first week, they may not have had the bandwidth or time to do this. In a perfect world, everything would go according to plan, but you may need to take matters into your own hands to avoid lingering awkwardly on the backburner.

Your new boss will likely set up at least a meeting or two on your first day to help you settle in. During your first few conversations with your manager and other team members, compile a list of every key player on your team and in your organization. If there’s no org chart, create your own in your notes to refer to later. Ask who you should be meeting with, and be proactive in scheduling those meetings rather than waiting for others to make the first move.

If this is intimidating, challenge yourself to step outside of your comfort zone. The sooner you get to know people and settle into the mix, the sooner you can put the new-hire jitters behind you and begin contributing to the team with a can-do attitude.

3. Stay camera-ready.

In the beginning, you’ll want to take as many virtual meetings as you can with your camera on — even if that’s not typical of the culture at your new company. It’s the next-best thing to sitting down across the desk from someone, so make the most of every opportunity to lessen the distance between you and your new coworkers to make a stronger connection.

Camera-on Zooms can kill creativity, so they’re not so great for brainstorms. But when the goal is to get to know people, you’ll do that much faster if you can see them (and they can see you)!

Be sure to take a few tips from our article on how to nail your virtual interview, like art-directing your background and practicing good on-camera body language.

4. Meet up IRL if possible.

There’s no substitute for meeting your hiring manager and team members in person, especially early on. If your position is remote but your company has physical offices nearby, ask whether your onboarding can take place in person.

Last year, Brittani Harrison-Kroog kicked off her new remote job as Recruiting & Talent Sourcer at Freeman+Leonard with an in-person day at the company’s coworking space. “It was great meeting HR, IT and my manager in person, followed by a team lunch. That was a very personable first day,” she says. “Starting in December also meant I got to have social time with everyone for the holidays, which was so nice.”

If you live in the same area as your boss or at least a handful of your team members, ask around to see when the next team outing is, and suggest one if one’s not already booked. Even an unofficial team lunch or happy hour with a few colleagues at a time will help you get to know your coworkers on a personal level.

5. Show some gumption.

Now isn’t the time to be timid. Taking the initiative to build rapport and solidify relationships early on will set you apart from the start.

If your new boss doesn’t suggest a regular weekly chat with just the two of you, proactively set up a recurring meeting. Then, take charge of these meetings, planning what you’ll discuss before each, and leading the conversation.

Having a set, consistent time with your manager to ask questions and discuss your progress is key to your success — both now and in the future.

Recent research by Harvard Business School professors shows that regular Zoom calls between managers and new hires can boost job performance by 7-10%, and boost job satisfaction by 3-5%. It also gives workers more opportunities to advance.

In addition to 1:1s with your boss, consistent informal chats or “virtual watercooler sessions” with no particular agenda can also be a win-win for the entire team. Sometimes these are scheduled, and sometimes they take place before or after regular team meetings. Look for opportunities like these to chat informally with your colleagues, and contribute regularly to the conversations.

6. Take lots of notes and stay organized.

The first few weeks at any new job can be overwhelming. You’re absorbing a boatload of information tossed at you from a million places while navigating an entirely new organization, with its own culture, protocols and processes. But the last thing you want is to come across as scattered or make your team feel as if you’re not paying attention. Making sense of it all will be much easier if you get organized, and start early.

Develop a note-taking and organizing system that makes it easy to file away and recall information quickly when needed.

Author, podcaster and consultant Jenny Blake calls this concept an “externalized mind.” Though Blake’s advice is geared toward business owners, it applies just as equally to employees in remote work environments, who must also think and act like entrepreneurs. The more you document everything you’re learning, the faster you’ll ramp up and become an active contributor on the team. Down the line, it may even help you delegate some of your more routine tasks to junior team members!

Ask the people training you whether you can record the conversation. Then, see if you can get those recordings transcribed (by the way, automated transcriptions are cheaper and faster than ever). By working from transcripts, you can create detailed notes and not have to rely on the speed of your typing or handwriting.

Then, make a habit of routinely updating, categorizing and filing away your notes in an easily searchable system, like Evernote, Notion, Google Docs or a tool your employer provides.

7. Break the ice — someone’s gotta do it!

Oh, the joys of being new! If your inbox is a bit quiet at first, don’t take it personally. No matter how awkward you may feel, your team members are most likely just going about their days. They may also just be waiting for you to reach out once you’re ready, and to reveal more about yourself at your own pace. Waiting for the “perfect” moment may make them think you’re quiet or withdrawn. So don’t wait for someone else to break the ice — do it yourself.

Look for moments to share relevant details that help your team members get to know you — both professionally and personally.

Virtual watercooler sessions are great for this. You can also hit “reply” on any written welcome notes over email, Slack or Teams to share a bit about your background, why you’re excited to join the team and a few “fun facts” from your life.

Not sure how to go about this the right way? Ask your hiring manager or a peer for advice on how to best introduce yourself to the team or get to know people. This may even prompt them to get the ball rolling for you; either way, you’re being proactive, rather than passive, and that’s already a win.

8. Don’t be shy; speak up!

It’s totally normal to feel awkward about speaking up in meetings when you’re the new person. After all, you’re still learning and observing.

But your fresh perspective is an asset to your company, and your team wants to hear what you think. So don’t be shy!

You don’t have to have a fully formed opinion about everything. Start by telling others what you’ve noticed, and frame these observations as questions, hypotheses and hunches.

“Most people ask questions. But it’s even more important to share hunches,” says Wes Kao, cofounder of AltMBA and online learning platform Maven. “Even if you’re wrong, it opens up conversation and learning moments.”

2. Start developing a point of view.

Write down:

· What you agree/disagree with
· Ideas that provoke a reaction
· Questions & hunches

Most people ask questions.

But it's even more important to share hunches.

Even if you're wrong, it opens up conversation & learning moments

— Wes Kao 🏛 (@wes_kao) May 8, 2022

Sharing your thoughts can certainly be good for building a rapport with your team and positioning yourself as observant and insightful — but it also can boost your own confidence and help you feel more successful in the role.

9. Let them know what you’re up to.

When your boss isn’t around the corner, they can’t always easily see what you’re working on and sometimes might make the wrong assumptions when you’re too quiet. Communication becomes even more important to staying on the same page with your boss and team. Whether this is your first remote job or your fifth, it’s smart to set a tone from the beginning by routinely sending out status updates.

Freeman+Leonard’s Edmonds says, “I send my team what I like to call a Weekly Action Plan: what I’m currently working on and where I am with everything, what I plan to work on the following week, and any updates from the last week. That way my team and my manager know where I’m at with projects, so they aren’t always checking up.”

Not only does communicating these updates proactively build a good relationship with your boss, it can also help you feel more in control of your assignments and how your work product is perceived.

If you’re still a bit unsure of your place in your new company, give it time.

“In six weeks or so, most of your anxiety will fade,” says Art Markman, Ph.D., in his article for Harvard Business Review, “Why Starting a New Remote Job Feels So Awkward.”

“You will develop new habits, you’ll discover you understand at least half of the new jargon that gets thrown at you, and you’ll have a couple of people who can guide you through the social scene.”

Your recruiter is happy to be a sounding board, too.

Your recruiter wants you to be successful in the role. If your onboarding experience isn’t going as you’d planned, they’re always available to offer advice or insights about the company or role — so don’t hesitate to reach out.

by routest

How to nail your next Zoom interview

How to nail your next virtual interview

Remember the days when you started with a phone interview and advanced to at least one in-person interview with the hiring manager before landing the job? Those days are over. Just as remote work and hybrid arrangements are here to stay, we predict Zoom interviews will remain a standard in the hiring process.

Not only is a virtual interview more cost-efficient and convenient for all parties, widening the pool of candidates, but it reflects the everyday work environment for many marketing professionals now.

Even executive positions at large organizations are being filled without face-to-face interviews in 2022.

If you are on the job market or plan to be soon, it’s important that you learn what it takes to nail your Zoom interview.

1. Pretend it’s an in-person interview.

We always recommend that you treat a video interview as you would an in-person interview. This is your opportunity to show the employer exactly who you are and present the best version of yourself, so why not take it as seriously as you would a face-to-face meeting?

Dress for the job you want.

As you get ready for the interview, pretend that they’re expecting you to walk into the office — prepared, poised, polished, and portfolio in hand.

This includes dressing for the job you want, from head to toe. Sure, ultra-comfort is one of the biggest perks of working from home. And we’re all in on the secret; as long as you keep a business casual shirt within arm’s reach, you can get away with wearing athleisure all day and jump on a video call at a moment’s notice.

But a job interview is not the time to sport your “Zoom mullet” — business in the front, party in the back (or, more accurately, work-ready waist-up, nap-ready waist-down).

Always wear professional attire — down to your pants and shoes. We’ve had clients ask candidates to stand up and show them their shoes. Even if it’s done in a lighthearted way, it could happen to you — you don’t want to be caught wearing coffee-stained sweatpants and ratty slippers!

Give them your undivided attention.

No matter your location, the always-connected culture of modern business means the workday is rife with distractions. We’re all a text, DM, Slack ping, or door knock away from someone vying for our attention. This can derail an interview.

Remember when AMC Theaters warned us, “Don’t ruin the movie by adding your own soundtrack”? (Remember movie theaters?) When it’s time for your Zoom interview, don’t forget to silence your phone and turn off your notifications to eliminate all distractions.

Stick a Post-it to your screen if you need a reminder, and put a sign on your door to ward off your family.

We’ve seen candidates answer texts while on-camera or ask the interviewer to hold on while responding to an email. If you wouldn’t do it sitting on the other side of the hiring manager’s desk, don’t do it on Zoom. Take an “it can wait” stance and focus all of your attention on the task at hand.

Remind everyone in the house that you have an important interview and put a plan in place to eliminate interruptions. Many of us have seen the funny, but cringe-worthy, viral videos of kids bursting through the door and naked spouses emerging from the shower. This happens more often than you might think, and while many employers are understanding to a point, you don’t want it to happen to you.

Practice professional presence.

One of the drawbacks of Zoom is that neither party can fully read the other’s body language — an important part of communication. So it’s up to you to project confidence, good listening skills, calm under pressure, and gravitas while communicating on camera.

Remember to maintain your focus and look into the camera while speaking, just as you would look the interviewer in the eye, face-to-face.

We can tell when a candidate is reading something on their screen or searching the internet for an answer. And you should be familiar enough with your device that you know where to look when having a conversation.

Part of being comfortable with communicating on-camera means paying closer attention to the other person. Look for cues in their body language and expressions to follow a cadence and build rapport.

Sit with your shoulders back, not too close to the screen, and don’t be afraid to use your hands — but not too much.

You might find it helpful to record yourself doing mock interviews with a friend or coach to identify any nervous tics or habits that you’ll want to avoid, such as touching your hair, fidgeting, leaning back or swiveling around in your chair. Because you are likely sitting at a desk where you commonly work alone, the familiarity of your environment may make you more prone to act this way on camera than you would in person.

2. Be the art director of your background and environment.

Every aspect of the interview process is an opportunity to showcase your personal brand. You’re a marketing professional and, no matter the role, that means you should have some awareness of what it means to market yourself.

The brand you present in an interview is a full package — not only your person and what you bring to the table but also the environment in which you work.

Remember, your space tells a story.

In an interview, you want to show up in your best light and take center stage — the set matters. Think of your backdrop as part of your brand story. It’s a glimpse into your world; what does it say about you?

Not only that, but chances are, the role will be either remote or hybrid. Employers want to know you have a dedicated space in which to focus and stay productive. Whether or not you are client-facing, you will be expected to participate in Zoom meetings. Are you able to represent yourself and the company well?

Simply put, your background should look like a professional home office — not a garage, bedroom, or laundry room. Of course, you can use any of these spaces as your office, but do your best to arrange the background and camera angle in such a way that it appears to be a dedicated office. Virtual backgrounds can be distracting, so we generally advise against them.

If your options are limited, use a room divider or screen to block off an office area.

As a caution, you should still ensure the space behind your backdrop is neat and tidy.

Assume that it could fall at any moment, which is what happened to one of our candidates — only to reveal a room full of empty beer bottles and other trash.

You might not realize it, but things such as flickering candles, whirring fans, and pets grooming themselves behind you can irk the person on the other end of the video call and distract from what you are saying.

You may not even notice things like piles of laundry, stacks of scattered papers, and cluttered bookshelves in your home, but the interviewer will and it will give the impression that you are unorganized. Ask a friend to hop on a Zoom with you and point out anything that may need sprucing up.

Make the most of unavoidable scenarios.

Ideally, you should make every effort to be in your home office for the interview. In most cases, you only have one shot to make the right impression, so it’s important to do whatever you can to put yourself in the right environment.

But sometimes a less-than-ideal scenario can’t be avoided. So, no matter where you are, do your best to minimize noise and visual distractions.

If you are traveling or must do the interview while on-premise at your current job or in your car, make sure the recruiter and interviewer are aware so they know what to expect.

Avoid busy parking lots, dark parking decks, or windy outside areas. And whatever you do, never hold an interview in your office with any logos in the background — and especially not those of your prospective employer's competitors.

Put technology to work for you, not against you.

Good lighting can go a long way in putting your best face forward, so take the time to try out different angles and options. As a rule of thumb, the lighting should be behind the camera, not behind your head — shining on your face, but not too brightly. You can purchase an inexpensive ring light on Amazon or simply place a lamp behind your monitor.

Point the camera straight-on, not below you or above you. The interviewer should not be looking up your nose, and your forehead should not be cut off. Make sure your full face and shoulders are within view.

Don’t let your tech get the best of you. Always test your camera, mic, speakers, and internet connection to make sure everything is in working order prior to your interview start time.

Even if it all worked fine yesterday, check and double-check to ensure no software updates, glitches, or password mishaps get in the way of logging in.

If you’ve never actually used Zoom, Teams, or the company’s video conferencing tool of choice, be sure you’ve downloaded the app and tested it well in advance.

Pull up the meeting invitation with plenty of time to spare; you don’t want to be late just because the app took an extra minute to load. And have a phone number or email address as a backup to reach the interviewer, just in case you run into any trouble.

Looking for tips on how to add a virtual background? Check out tutorials from Zoom (or whichever virtual meeting platform your interviewers are using).

3. Research, research, research.

The best way to make a strong impression in your Zoom interview is to first research the company and the role for which you are applying. More than anything, the employer wants to know that you are capable but also knowledgeable about the company. You want to convey that you not only want a job, but that you want this specific job.

Dive into the job description.

Chances are, you’ve applied for a number of jobs, so it’s crucial that you again review the job description for this particular role, even more carefully. Job descriptions often contain gems that can be valuable in your interview prep.

Look for the details that align with your skills and experience as well as those that don’t. You want to be able to speak to the exact value you bring to the table when it comes to what the employer needs and also be cognizant of where gaps exist — so you can address everything confidently.

By the time you show up for the interview, you should be intimately familiar with every detail of the job description. Don’t let them catch you off-guard when they know you had the information right in front of you.

Do some studying up on the company.

Allow yourself plenty of time to read everything you can about the company and how the role for which you’re applying fits into the big picture.

Read through their website, check out their recent social media posts, and look for any recent press releases or news stories. Make sure you are familiar with industry news and trends. You should be aware of who their main competitors are, where they are in the marketplace, and what makes them different.

Familiarize yourself with the company’s leadership team, your potential coworkers, and the interviewer.

Do some LinkedIn homework to find out about their background, schools, and any mutual connections you have. Don’t hesitate to bring up commonalities or discuss interesting points you find. It’s not creepy; it shows that you were interested enough to come prepared.

If you have friends or acquaintances that work for the company, consider reaching out to get the inside scoop. You’ll find that people are often eager to offer helpful insights.

It’s surprising how common it is for candidates to show up to an interview knowing very little about the company and missing key points that they should’ve known. Don’t let this be you.

Lack of curiosity kills the interview.

One of the biggest mistakes you can make in an interview is to not ask questions. If you don’t have questions, it can seem as if you’re uninterested, that you haven’t been paying attention, or that you’re a know-it-all.

Asking good questions shows that you’ve done your research, that you are well prepared to go deeper, and that you are a curious person.

Remember, you are testing them out as much as they are you.

As a professional, you should know enough about what you want out of a company to be inquisitive about how you fit into the mix.

4. Prepare your personal talking points.

All too often, candidates arrive to an interview unprepared to speak on who they are, what they stand for, and what makes them different. Being prepared with personal talking points will boost your confidence and help you stand out from your competition. Why struggle to come up with strong stories on the spot when you have the material to identify stories in advance?

Bring your A-game.

You’ve read the job description and you’ve done your research, so you should have a good idea of what your potential employer is looking for in a candidate. This is your chance to demonstrate the value you’d bring. Yes, you’re good at data analytics, sales, graphic design, or branding — they want to know how you can solve problems and help their company create value with those skills. How have you done so in the past?

Again, go back to the job description and identify specific examples of how you’ve been successful in demonstrating the required skills and responsibilities in previous roles. What change did you drive? How far did you move the needle? How did you create a win?

Be prepared to tell your stories, and come ready with examples.

We recommend having in your pocket three stories about ways that you have overcome challenges, generated results, or otherwise brought value to your current or past employers.

Make it personal.

Companies aren’t looking for robots, they’re looking for people. More specifically, they’re looking for a cultural fit. Will you fit in with the company ethos? Are you someone they’ll want to work with?

If you’ve ever been advised to keep it all business, all the time, at work, it’s bad advice. Yes, you should always be professional. But it’s important to show off your personality too, so don’t be afraid to share personal stories that highlight your interests outside of work. It’s how people find common ground and relate to one another.

Fascinating experiences, interesting hobbies, and unusual talents that have nothing to do with the job could be the thing that makes you stand out in a sea of candidates.

Our president and CMO, Kathy Leonard, once met with a young candidate who thought he had nothing interesting in his background to share during an interview. Upon further questioning, it turns out this candidate had traveled by himself to Peru for soccer camp before he was a teenager, and had learned to fly a plane before he learned to drive a car.

What he didn’t realize is that these experiences demonstrate that he’s a very independent and self-motivated person.

Reach into your past and think outside the box to find ways to demonstrate your unique value. If you are stuck, talk it out with a friend or colleague. They may notice or remember something you don’t.

Lights, camera, action — you’ve got this!

In many ways, Zoom interviews are much the same as in-person interviews. But don’t neglect to address the important differences. Now, it won’t take place in the controlled office environment you may be accustomed to, but the ball is in your court, and you have a home-court advantage.

You’ve been preparing for this interview throughout your career — your whole life! The company needs strong candidates and the right hire just as much as you want the opportunity.

Make an effort to follow the tips we’ve outlined, and you can nail your Zoom interview.

BONUS: Download these tips as a free 1-page checklist! Click here to grab the PDF.

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The hottest jobs in marketing and advertising jobs in 2024

The hottest jobs in marketing and advertising in 2024

Despite layoffs and job searches dragging on for months, employers are still scrambling to find top talent. Great opportunities are out there, but certain roles and skills are in higher demand than others.

If you happen to specialize in one of these high-demand areas, this presents an opportunity to advance your career or move into a role that better suits your current needs. Employers are eager to fill these roles and are more open than ever to flexible arrangements like hybrid and remote work – especially since that means they can recruit top candidates from beyond their immediate geographic area.

And if you’re looking to diversify your skill set in hopes of standing out in a sea of applicants, you may also want to take some notes! Adding a certification or two in one of these areas could be just the edge you need to get the attention of your dream job’s hiring manager.

Here are the most in-demand skills and jobs for 2024, based on data from our own client orders:

Copywriters, Content Strategists & Content Developers

Art Directors & Graphic Designers

Digital Marketing Managers

Social Media Specialists

Email Marketing Managers

Media Managers (including Omnichannel Media Managers)

eCommerce Managers

UX & UI Designers

Product Designers

Video Creators & Editors

Web Designers & Developers

Creative Roles

Despite many creatives’ concerns about the growing popularity of Generative AI, we’re noticing a marked increase in demand for human candidates with creative skills, from copywriting and content creation to design of all kinds.

Companies are also clamoring for candidates with video production and editing skills, especially for TikToks.

Art directors and graphic designers

Art directors craft a brand’s digital style and form its image in the mind of consumers. They deliver on a variety of tasks, from designing logos, printed pieces, and publication graphics to social media templates, advertisements, and much more. These skills — from junior to senior levels and specialized in areas such as graphic design, motion, or video design, or another area — are in demand.

Copywriters, content strategists and content developers

Content strategists plan, create, and manage content that is relevant, engaging, easy to find, actionable, and shareable across digital platforms. They deliver assets to satisfy the goals of a company or client and the needs of a customer or end user, provide guidance on channels for delivery, and measure the effectiveness through customer engagement.

Digital Roles

Digital roles continue to move up the hot jobs list.

Digital communication and the data associated with it are what’s driving marketing into the future. From digital strategists and digital transformation experts to digital media managers and analysts, digital roles comprise one in every four job requests we get from clients! Developing your expertise in the digital space is a must for achieving faster career growth and long-term success.

Social media specialists

The job of a social media manager today is more multifaceted and challenging – and more respected – than ever. Solid career opportunities can be had with sought-after skill sets including deep knowledge and understanding of social media platforms and how they can be leveraged in different scenarios, along with tactical know-how in customer engagement, online monitoring, and measuring.

Email marketing managers

Email marketers help companies deliver on their goals. They strategize, develop, and manage email campaigns that nurture leads, keep customers in the loop, and drive sales. These multi-skilled professionals manage and segment contact lists using marketing automation software, craft email copy, develop effective designs, handle customer feedback, analyze results, and test to continuously improve performance. Specializing in email requires sharp copywriting skills, proficiency in CSS and HTML, and experience using web analytics tools, such as Google Analytics and Adwords.

Media Roles

As people consume more media than ever before, advertising is an important revenue driver for most businesses, and many industries completely depend on it. Media managers plan and execute advertising campaigns, either internally at a corporation or at an advertising agency. To be competitive in a digital world, organizations need savvy media engagement – and that means having skilled professionals with strong leadership skills, strategic thinking, and the tactical know-how to drive more in revenue than is spent on advertising. As companies compete to fill this role, the field is ripe with opportunity for quality candidates.

UX & UI Design Roles

UX and UI roles also continue to be in high demand.

User experience (UX) designers

UX designers identify the architecture and wireframes that help users navigate through a digital product or website. They zero in on users’ underlying emotional and functional needs and apply that knowledge to create an enjoyable experience that also supports business objectives. UX designers are responsible for the full design process, from research, ideation, and concept development to prototyping and evaluation. They’re typically also responsible for user-acceptance testing of prototypes or finished products. They must be able to collaborate with business, customer service, design, and technology teams, and have an expert understanding of design principles and wireframing tools, such as Adobe XD, Maze, Axure RP, Balsamiq, InVision, and Sketch.

User interface (UI) designers

UI designers decide how a product or website will be laid out and presented visually, and create wireframes. They work closely with UX and other designers to ensure that every touchpoint users encounter in their interaction with a product conforms to the overall vision created by UX designers. Prototyping, CSS handoff, Freehand, Craft, Sketch, InVision, Adobe XD, and Figma are key functions and tools to master.

Ready to make your next move?

No matter your current marketing and advertising skill set, Freeman+Leonard can help position you for long-term success.

Even if you’re not actively looking for a new role, get in touch with our recruiters on LinkedIn. We know the market well, and we know marketing and advertising; many of us worked in that world before joining this independent, woman-owned talent agency.

We understand your role and talents more than you might expect – and we know what your talent is worth. And there’s never any charge to work with us. Let us be your career advisor – in today’s market, and the next.

Submit your resume or portfolio to jobs.freemanleonard.com today.

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