Adam Posner

A top three problem for every agency CEO is dealing with the headcount ‘swell’. Especially in these bumpy markets. But the real problem is identifying the true scope of a project. Here’s the catch 22: ‘If we win the amount of work that the client says they want made, we need to double our team… BUT if we double our team and find out that they only want half the work made, we’ve lost any chances of making any profit on this. And that’ll mean redundancies 6 months down the line from here.’ What do you do here? Do you make the gamble on permanent hires that you might be able to use elsewhere? Or do you burn your budget with freelancers? Or is there something else? I believe there’s something else. And I’m calling it ‘hiring fast and slow’ for the moment. We’re looking for five agencies to trial this out. Pop me a thing if you want to hear more about it. UNKNOWN

48

7 Comments

The agencies that bag the best candidates have one thing in common: they move candidates through a (clear) interview process, quickly. I recently wrote a piece in PRmoment about hiring mistakes that scare away talent. An ever-expanding interview process is one of them. Here's the thing, in this market, good talent isn't available for long. Like any deal being made between two parties, time is of the essence. When jobseekers are interviewing, their priority (shock horror) is moving through an interview process quickly and obtaining a good job offer. If you're constantly pushing back interviews, adding in new stages or delaying feedback, you'll likely miss out on an excellent candidate. The attitude of "if they're not willing to wait we don't want them" is not conducive to hiring the best talent. Neither is holding onto an 'okay' candidate by delaying a decision just in case someone better comes along. Instead, set an interview process structure (I'd recommend 2-3 stages), communicate with the candidate what the process is, and aim to move them through the process within 3 weeks. Thoughts? Cheers Elizabeth Howlett for the feature. https://lnkd.in/eRJURjm4

16

2 Comments

How I Turned a Tough Breakup into a Six-Figure Win Last year, a client ended our partnership. It wasn’t because I wasn’t delivering. Like many in the agency space, their budgets had tightened. They shifted to internal sourcing for lower-level roles and leveraged their network for higher-level positions. For a lot of recruiters, this would have been a trigger to vent frustration: "How dare you walk away! You’ll never get the results I can deliver. You’re missing out on the best talent!" But I chose a different path. Instead of burning a bridge, I stayed in touch. I checked in occasionally and offered support where possible—no strings attached. At one point, I shared some market insights that helped them secure a key revenue driver. Fast forward to this year: They came back! Not only did we rekindle the partnership, but we also placed half a dozen people in their organization. That single decision to keep the relationship positive and collaborative netted nearly six figures this year. The lesson? In recruitment (and business in general), relationships matter. How you handle tough moments can define your long-term success. Play the long game, treat people respectfully, and focus on being a partner—not just a provider. #RecruitmentTips #RelationshipBuilding #LessonsLearned #WinningMindset

22

1 Comment

Thrilled to announce the release of my new white paper, “Winning with Video: A 101 Production Guide for Candidates and Campaigns.” This guide is designed to empower on-the-ground teams of any experience to create impactful, story-driven video content that resonates with voters and drives engagement. In partnership with BattlegroundAI and rad human Maya Hutchinson, who just launched incredible new product updates and a creative store featuring proven, easy-to-use templates from leading firms like Adapt Digital, Uplift Campaigns, and Studio Mosaic, it's never been easier to build high-performing digital campaigns. So … what’s inside this white paper you ask? ✅ Practical tips for pre-shoot planning, filming on-the-go, and post-production essentials ✅ Gear recommendations for professional quality, even on an iPhone ✅ Best practices for creating organic and paid video ads ✅ Strategic insights to maximize connection and cultivate empathy Learn how to leverage the power of video storytelling to with the full guide. Checkout the white paper and create your free BattlegroundAI account here: https://lnkd.in/gKwyva7t

12

2 Comments

𝗕𝗲𝗵𝗶𝗻𝗱 𝘁𝗵𝗲 𝘀𝗰𝗲𝗻𝗲𝘀 𝗼𝗳 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝘀𝗲𝗮𝗿𝗰𝗵 Last month, we shared our step-by-step process for finding top talent. But what does that look like in real life? Recently, we embarked on a search for a VP of Marketing for a consumer beauty company. Here’s how it unfolded: 𝗪𝗲𝗲𝗸 𝟭: We dive deep into understanding the brief, gathering all relevant information about the company and the role. This allows us to craft a detailed job description and personalized outreach emails, ensuring we connect the client with the perfect candidate while providing candidates with enough information to determine if the opportunity is right for them. It's crucial to ensure both sides are aligned and satisfied. 𝗪𝗲𝗲𝗸 𝟮: We conduct thorough research, reaching out to candidates within our network and those referred to us. This sets the stage for a three-phase interview process at LS International, ensuring the candidates are a great fit both on paper and in person. 𝗪𝗲𝗲𝗸 𝟯: We continue our research for potential candidates while progressing with the three-stage interview process. By the third interview, we create a video featuring the candidate, which we send to the client along with their profile and resume/CV for review before their interviews. 𝗪𝗲𝗲𝗸 𝟰: We wrap up the final round of LS International interviews, presenting a shortlist of top candidates to the client. We then assist in scheduling the client's interviews with candidates. By the end of this week, the client usually has a 3-4 ideal candidates to choose from. Looking to find top talent in just four weeks? Reach out, and we can share more about our process. #ExecutiveSearch #TalentAcquisition #Recruitment #HR #CareerDevelopment #LSInternational

46

4 Comments

This should be a really insightful discussion with an opportunity to tap into the Legal and People Operations expertise of Shaun Voigt and David Murphy. Please bring your #creativeoperations #resourcing questions, because you're probably not the only person who wants to know the answer!

3

I see agency founders being told to delegate. But it’s rarely easy. It takes time, multiple attempts and persistence in seeing your system through various operational peaks and dips. I’ve also rarely seen one approach work well for everyone- but here’s a broad framework that may help define/refine your delegation systems.

17

1 Comment

Expanding into new markets is often perceived as a fast-track to accelerated growth. What I'm seeing is not smart product placement or pricing that unlocks new markets, but leaders who bring the right networks and relationships to truly open doors and build brand relevance – that's where the magic happens. Nearly 50% of FMCG companies’ growth today originates in emerging markets, yet many still fall short, often sidelined by local competitors who understand the terrain more deeply and build better regional traction. This is where ELR Executive makes a difference. We don’t just assess a candidate's experience on paper; we vet their networks, relationships, and reputation in the target market. This isn’t just due diligence; we make sure they have the contacts to land early wins and build sustainable brand presence. True expansion is driven by leadership that is both deeply networked and adaptable. We find that these strategic hires doesn’t just reduce risk—they accelerate growth. #leadership #FMCG #marketexpansion #executive

1

The Fast Company Innovation Festival hits NYC this week. Strategic innovation is something many agencies sell, and brands desperately need, but some still don't apply it to their own hiring. Why? I was recently asked to write a piece for Fast Company, specifically looking at how you can build innovative, dynamic teams, by harnessing the power of freelance and contract talent. There are 1.5 billion freelancers globally. That’s just under half of the global workforce. It’s vital you get your freelance and contract hire strategy right. From 'gig economy' to business-building flexibility: let's move. Link in comments 👇

21

1 Comment

Only a week to go to take advantage of a 20% discount on my coaching services, the offer ends Aug 29. I coach people at all stages of their creative careers, from those just starting out to Executive Creative Directors and everyone in between. You don't even have to be in a creative role, I have also been coaching people working in agency management and strategy roles. Here are just some of the things coaching can help you with. - Getting unstuck. - Reinventing a career. - Finding a new direction. - Climbing the ladder to a leadership role. - Navigating agency issues and obstacles. - Developing more and better work. - Going out on your own with a creative business start-up. - Building your personal brand. And more. Also, I’m giving away 20 free one-hour sessions to the first 20 people who sign up for any of my coaching sessions - you can gift that session to anyone you like. I’m on a mission to help 1,000 people in their creative careers, this is one additional way I can achieve this goal. (There are now 17 free sessions left). Email me at [email protected] for more details and to get your 20% off before August 29 plus one of the free one-hour sessions for you to give to someone else. #creative #advertising #creativecoach #creativedirector #creativecareers

7

Clients, let’s talk real talk. There’s going to come a time when you need a GM, CCO, Executive Creative Director, or some other top-tier marketing and creative leader on your executive team. That’s when you should… CALL ME. Why? Because the talent you need is likely sitting at your competition, and this type of search requires discretion, nuance, and a very specific strategy. It’s a special partnership because I become an extension of your team, looking for the person who will push your business forward. This search can take anywhere from 12 weeks to a year, so you want a partner you can trust. You need someone who understands your brand, your vision, your quarterly and yearly goals, your new launches, and someone who can sign an NDA to keep your plans under wraps. That’s me. I know who’s doing these roles at your competition, and I know which candidates are ready to move—whether it’s a personal trigger or timing, I’m having those conversations regularly. This is an intimate process. Use an executive recruiter who is tapped in, trusted, and understands your confidentiality needs. I’m ready to help you find that key player who will elevate your business. Let’s make it happen. #creativerecruiter #kevadineagency #BFFRecruiters

6

This article is why I’m convinced that our current ways of working will have to change in order to attract, grow and retain the next generation of talent. This will impact nearly every industry. I’m curious if anyone has seen early ideas of how to solve it? #FutureOfWork #Talent #ChangeOrCompete https://lnkd.in/eFH-ds36

6

3 Comments

Dear Creative Strategist, You might be stuck in a big ad agency silo'd to pure play strategy. But really you are a creative A creative concepter You are creatively imperative and creatively impactful That works best when kept close to the entire creative process. Stop wasting time working at agencies that don't believe you are a true hybrid. and don't accommodate for you to straddle both. Strategy is the first creative. Without you there would be no end creative outlet. and if where you're working doesn't make you feel equally as important as the creative. Time to move on. 

1,208

78 Comments