Caitlin Pennington

Take a look at this VP of Brand Marketing who is looking for a new role!! 💠 FlanStaff Candidate - Vice President Brand Marketing - Seattle 💠 Strategic Brand Leadership 🔹 Developed comprehensive brand strategies and architectures for major companies like Rivian, Chewy, and Amazon, driving significant increases in brand awareness, consideration, and revenue growth Global Marketing Expertise 🔹 Led global marketing campaigns across 9+ international markets for Amazon Alexa, growing brand perceptions and device sales while managing $275M+ media spend Integrated Campaign Success 🔹 Launched highly effective integrated marketing campaigns for Rivian and Chewy, delivering measurable lifts across the full marketing funnel from awareness to sales Digital & Social Innovation 🔹 Built mid-funnel digital content strategies leveraging influencers and partnerships with major platforms like YouTube and TikTok to drive traffic and new customer acquisition Data-Driven Decision Making 🔹 Partnered with research teams to develop sophisticated customer segmentation models and leverage consumer insights to optimize targeting and media strategies Go-to-Market Excellence 🔹 Spearheaded successful product launches and market entries for Amazon Prime, Subaru, and Comcast/Xfinity, consistently exceeding sales targets Cross-Functional Leadership 🔹 Demonstrated ability to collaborate across C-suite, business units, and agency partners to align on strategy and execute cohesive marketing plans at scale #BrandMarketing #MarketingLeadership #StrategicBranding #GlobalMarketing#IntegratedCampaigns #DigitalMarketing #SocialMediaStrategy #DataDrivenMarketing #ConsumerInsights #ProductLaunch #GoToMarket #MarketingInnovation #CMO #ExecutiveLeadership #MarketingJobs

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Unpopular opinion that many people are afraid to say because it seems to go against the grain or sounds politically incorrect, or risks a uproar. Remote doesn't work for most of the companies by definition. Company is a group of like-minded people working towards a common goal as a company, it requires teamwork, discipline, shared vision, drive etc that can only be maximized when people are physically together. The illusion that remote seems to be working is only because it is practiced in a large company that already has a solid footing and the demtiment to competitiveness will not manifest in short term. Disagree? Try remote with a startup that is still on borrowed money. Remote works only in very specific context or for specific role, which again is rare and not representative of most companies that make up the backbone of the ecomony.

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Friends: I shared this with my Instagram community, and I wanted to share it here as well. 💕 We’ve only got 3-4 months before the winter holidays when hiring slows down dramatically between November to February 🤯😮‍💨 So I’m issuing this challenge: 1. CONNECT with someone you know who is out of work and actively jobseeking. 🤝 2. Provide them at least ONE JOB LEAD ☝🏾 3. UPDATE me on your progress - Interviews/Offers - as a result of your leads 💕 This is OUR COMMUNITY. All 4 One, and One 4 ALL. 🙏🏾 Comment ALL IN if you’re up for this challenge 🏆 Book a complimentary call with me for details on my Resume Writing & Career Strategy process: https://lnkd.in/eZ9YRV5A

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LET’S TALK ABOUT PODCASTS: I just got off the phone with a total A-player. We chatted for 90 minutes. Honestly, we could’ve yacked for another hour: I’ve known her for years, and we had a lot of catching up to do. She’s a 275K/up DTC ecom pro who ended up changing industries — one of the few I’ve seen do this so successfully. At one point during our call, the conversation got extremely technical about how she’s managing her sources of traffic: direct, organic, referral, paid, email, and social — *AND* how she is selling the value of digital throughout her far-flung organization. She’s doing a phenomenal job of generating organizational buy in. I kept digging and digging, and eventually she said, “You know, I’ve done about eight podcasts about this — just guesting on people’s shows. I’ll send you some links.” And she did. And guess what? So far, they sound amazing! She’s smart and hilarious and has an engaging way of making complex things sound simple. Not exactly the kind of crap that’s easy to spot on a LinkedIn profile. 🟥 PRO TIP: Unfortunately, I don’t have a monopoly on great searches. More often than not, I won’t be around to tell your story to a hiring committee. All by yourself, you’re going to have to demonstrate to the world that you have a teachable point of view on marketing, ecommerce and leadership. Podcasts are a useful way to do this. Don’t overlook them as a way to establish yourself. 👍 to share!

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If I was the Head of Talent at climate-tech company this is what I would do to ensure an amazing candidate experience. 1. Internal alignment on skills and needs, so you all know whom and what you are looking for 2. Train the interviewers and give them different topics to discuss, don't remember the questions across interviews 3. Explain to the candidates at the start of the recruitment process the stages of the interviews. 4. Schedule interviews quickly (using automation if possible) 5. Provide ample time for candidate's questions 6. Have most interviews happen across the same timeline so you can make a decision 7. Be transparent about the salary 8. Provide timely updates on feedback between steps, update on delays if they happen and why (e.g holidays, interviewer availability or other reasons) 9. Determine how the candidate wants to be contacted, do they prefer email, phone call, something else? 10. Be empathetic throughout the process .... There's lots more, what else is my network doing to ensure a smooth candidate experience? 😀 🤔 #climatehiring#candidateexperience #treatcandidateslikecustomers

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Arguably one of the very few policies I agree with that California is trying to implement. I know many many salaried senior living folks who work 6-7 days a week, 12-15 hours a day or more, on call 24/7, answering calls at all hours of the night. It literally never stops. Great that their salary is high but when you calculate how much they’re actually working they’re making below minimum wage. It actually seems the President 🇺🇸 or a neurosurgeon would work less. It’s absolute insanity and companies take enormous advantage. I’ve actually asked these folks: isn’t there a labor law preventing this? at some point you surely get a day off?! 😳 and the answer is always No there isn’t 😱😱😱 I’d love to see that change for their sake and wellbeing ❤️‍🩹 and there needs to be major reform across all industries I’m sure #worklifebalance #laborlaws #work #law #policy

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Your time is yours. A company may want 40, 50, or even 60+ hours of your time each week. You get to decide what you're selling them. I was talking with someone who was told by a business leader in a company they were interviewing with (in so many words) that they "would be expected to work at any hour of the day, evenings, and weekends" and NO - this was not a statement qualified by the phrase "when we have a pressing deadline." 😳 If they're telling you this in the interview process, it will be MUCH worse when you're in the job. The interview process is the dating phase - where folks are generally on their best behavior and showing you the best version of themselves. While I applaud them airing the fact that they have unreasonable expectations before moving to offer (there's a lid for every pot), I can guarantee that they're not telling the candidate the half of it. Did I mention that this person has gone through several rounds of interviews without the company ever bringing up the topic of compensation (no, it wasn't posted in the JD either)? Some companies act like they have ALLLLL the time to waste. "Our needs? Total emergency that warrants your attention around the clock 24/7/365. Your needs? Compensation alignment? What do you mean?" 😂 💡 Job Seekers: If employers are acting the fool in the dating phase, don't expect them to act right when you've let them put a ring on it and signed your offer letter and employee agreement. 💡 Companies: If you tell candidates that you CLEARLY don't recognize them as human beings and value their time (both at work by clearly stating compensation, and outside of work by respecting their lives), don't expect anyone to stay at your company longer than it takes them to find another more reasonable gig. #TimeIsMoney #hiring

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I was contacted by a recruiter. Fine - I'm always happy to network. However, his message was strange. He wanted me to reply with "interested" or "not interested". I've met curt recruiters before, but that's pretty succinct. Looking at his website, the company seems legit at first blush ... then I dug deeper. A job description for a Canadian company required the finance person to follow local, STATE and federal laws. Canada doesn't have states, we have provinces. No Canadian company would post such a statement (no pun intended). Looking at other job ads on the website, they were all very short. That's odd. Further, one listed a couple of dutes followed by "etc ...." THAT'S UNUSUAL. Then, I saw their address in NY; their street address is listed followed by Suite 3030. I looked up the street address on Google maps. There is a business mall there. But the building is only two stories high. All of the listed business have unit numbers 1000 or 2000 based. Can I say 100% that this is a scam? No. But I'm 75% certain. Further, replying with key words sounds can indicate to a scammer that you follow directions and don't ask a lot of questions. Scammers like that. This is very frustrating because I do reach out to strangers via LinkedIn but I don't ask for one word replies. I want a conversation with candidates, not a grunt. I do sometimes speak to jobs vaguely because some clients wish to be anonymous and/or discrete. However, often, if I'm having a serious conversation with a candidate, I will tell them the client. It can't remain a secret forever. My advice - be wary but not standoffish. I've had great opportunities ignored because people didn't respond to my outreach. If something seems too good to be true - it probably is; proceed with caution. If a recruiter wants to connect, do it. That is not a risk. If a recruiter asks for your SIN or banking or credit card information - big warning bells.

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Hi LinkedIn crew! If you are someone in the Supply Chain industry, or if you know someone in this industry, I'm looking for some input... My org (Merit America) is a workforce development non-profit, and we try to help people stuck in low wage work get upwardly mobile careers. It's part technical training (virtual via 3rd party provider) and part professional skills training. One of the career tracks they want to explore for next year is Supply Chain. So my basic questions are: (1) Is this a realistic option for someone without a college degree/skilled through alternative routes to pursue?; (2) If yes, what would a hiring manager needs to see on a resume for someone to be competitive for an entry-level role; (3) Also if yes to the first question- what's the best training to get them there? If you are in this field and would be willing to share your knowledge about Supply Chain Management, OR if you'd be willing to intro me to a connection you have who knows about this field, please DM me! :)

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We're hiring at Quantum! 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠 $5,000 𝐑𝐞𝐟𝐞𝐫𝐫𝐚𝐥 𝐁𝐨𝐧𝐮𝐬 for anyone who connects me with someone we hire (NO Placement Guarantees/WAIT - immediate cash payout). 𝐏𝐫𝐢𝐧𝐜𝐢𝐩𝐚𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 (𝐎𝐓𝐄: $250-400𝐤)  𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫 𝐨𝐟 𝐓𝐞𝐜𝐡 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 (𝐎𝐓𝐄: $500-1𝐌) 𝐖𝐡𝐚𝐭 𝐰𝐞'𝐫𝐞 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫: - Background: Top 5% Agency Technical Recruiter ($500-1M+ billings) / Top Recruiter @ Tier 1 VC Backed startups with a burning desire for more impact, growth and financial upside  - Depth in software engineering recruiting for complex products (bonus if you're adept in AI / ML) - Mamba Mentality: People who are obsessed with their crafts & refuse to accept the status quo - Team-First: You aim to be the best AND elevate everyone around you. 𝐖𝐡𝐲 𝐐𝐮𝐚𝐧𝐭𝐮𝐦: - Best client portfolio in the industry: We partner with 70% of the Tier 1 VC's and are concurrently building 100+ of the world's best AI startups — insane opportunity to work directly with incredible CEOs and drive huge impact. - Career & Financial opportunity: Top % commission upside, hyper fast career growth based on results, & ability to work directly with top CEOs & build a name for yourself in the venture ecosystem [ Top earners @ $500k-1.5M ]  - Disrupt an industry: We don't just place people, we build entire companies. We're the first firm to commercialize an end-to-end service partnering with founders from Seed - IPO. Completed 50+ placements for a number of startups. - .01% Team & Culture: Work & learn the best partners & recruiters in our industry. Insanely passionate, high energy & mission driven team that loves to win & celebrate together If this sounds like you, please shoot me a DM and lets connect.

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Starting a New Chapter: The Rollercoaster of Job Hunting in 2024 Today marks my first day navigating the rollercoaster of job hunting after being laid off. It took 8 months to find the position I was recently laid off from, and now I'm back in the job market again. It's a mix of emotions, but I'm choosing to focus on the positives that come with this unexpected change. One of the silver linings is getting to see my teenager off to school every morning. It's a small but meaningful part of our day that I cherish. Plus, my clingy Great Dane and Ragdoll cat are thrilled to have me home more often! 🐶🐱 Balancing the good with the bad is crucial during times like these. While job hunting has its challenges, it's also an opportunity to reassess and grow. I now have more time to devote to my studies, bringing me closer to completing my degree. 📚 To my fellow job seekers, stay positive and persistent. Embrace the little victories, like mastering a new skill or making a meaningful connection. We've got this! #JobHunting #OpenToWork #CareerTransition #StayPositive #LearningAndGrowing #2024

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This post is master class marketing. It’s all-pro. Here’s why— BLUF 1. It’s super targeted to a very specific avatar. 2. The creator knows what makes the avatar tick and is striking it. 3. The message is delivered with credibility—someone the avatar trusts. Long version: 1. It’s super targeted. Surgically reaching a very specific demographic—military veterans on LinkedIn (the ones who will see it will likely have been high-performers in the military). 2. The message specifically strikes the target avatar’s heart. Military veterans crave chaos, struggle, and the pursuit of excellence (whether they admit it or not). The author knows the avatar inside out. And he’s giving them what they love—a challenge! A gut punch, daring them to a fight. 3. It’s delivered by someone of credibility—a fellow veteran. Veterans trust other veterans. I won’t assume the purpose of the post by Joseph Black but if Amazon Marketing isn’t ripping this and using it, they’re losing. Just a brilliant post. I’m ready to run to an Amazon recruiting station and sign the dotted line.

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Klaviyo went public last September and continues to grow aggressively! They have over 100 jobs listed on VentureFizz (the link to jobs is in the comments)! So, what are the inside tips on How to Land a Job at Klaviyo? Kyle Cabral (he/him), Principal Executive Recruiter, shares all the details! In this video, he covers: * The details on Klaviyo * What they look for in a candidate * Klaviyo's interview process * How to stand out during the interview process at Klaviyo * Why Klaviyo should be on your radar #boston #hiring #jobtips

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Vulnerable moment: I had every intention of talking about how to feel boss with fashion, but life’s circumstances and this panel with Ness Cares called for a different conversation. After losing my father unexpectedly 2 weeks ago, I’ve been faced with moments where I’ve had to step back and embrace the grief I felt. 📌We don’t talk about this enough on social media, and definitely not as much with black women and single mothers. We’re expected to take on the world and carry it like a backpack. Its ok, not to be ok🙏🏽 It’s ok to put the “cape” down. It’s ok to admit you need love and support - because there are people who understand and are willing to give it to you❤ ✨ Solutions I offer: If you’ve been through life experiences that have caused you to feel like you need a change in your style, but you don’t know how or where to start - I’ve got you. My Wardrobe Styling Package includes: ✨ Style Consultation ✨ Style Identity Discovery ✨ 7 Brand New Outfits ✨ Personal Shopping ✨ Closet Cleanse ✨ Outfit Remixing and Styling ✨ A Personalized, 10-page Style Lookbook ✨ …and more! Apply to work with me - Book your 1:1 Call today -https://lnkd.in/ej84XTgY #personalstylist #mentalhealth #wellness #styletherapy

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I recently cold-called a founder of a logistics tech startup. He was looking for a VP of Engineering. We talked about the challenges of hiring tech leaders, especially the time it takes to get it right. He’d found a few great candidates, so he didn’t need extra help. He then joked that he wished his sales team could cold-call like I did. We laughed.....but it got me thinking! As a founder, every hour spent on one task means giving up time for another. Could the time he spent finding these candidates have gone into developing his sales team? Would that have made a bigger impact? I admire startups that take on hiring tech talent themselves. If you’re doing this, check out Matt Hammel's recent posts on founder-led recruiting. He shares some great tips. In a startup, every task needs to align with your goals. Spending time on what plays to your strengths is key if you want to scale. What other goals could you have achieved with the time you spent on recruitment this year? #TechRecruiting #ScaleYourStartup #LeadershipHiring #FounderLedRecruiting #HiringChallenges #StartupGrowth

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Hello Everyone....I'm going to post these jobs again from last week and I'm going to include a bit more detail on a couple...please read information below..a couple require a current location or relo and if you aren't open to relo then it won't work. These are awesome opportunities, awesome young growing brands, relocation is necessary for a couple but well worth it!! If you want to learn more let me know. DTC, Omni-channel experience is necessary for most!! Looking for fun, outside the box thinkers!! 4 out of the 5 opportunities below are with brands that are 6-12 years old. The 5th one has been around for many many decades!! Let's go!! 1. Director of Merchandising - Solid brand experience a must. Location is Austin, TX! Looking for someone that has solid experience in omni-channel (DTC and Wholesale). Team consists of 2 Sr. Merchandisers and an Assistant Merchandiser. Will relocate someone to Austin....if not there already. If you want to be part of a fun brand...this is the opportunity for you. Great leadership and solid people all around!!! 2. Performance Marketing Director - Great opportunity with an awesome DTC company that is growing. This company is more of an outdoor type brand..AWESOME...definitely need a solid 7+ years of Performance Marketing...Paid Media Management (Google Ads, Facebook Ads Manager, Instagram, and Tiktok) Budget Management, Testing and Experimentation...reporting to the CEO!!! You need to learn about this opportunity! 3. Creative Director, Sr. Creative Director or VP....depends on the experience. Awesome opportunity with a company that is growing rapidly. Currently a 9 figure business that is looking to double. Beauty experience is a must. Location is Los Angeles area...hybrid. 8 person team...managing Art Director, Sr. Designers, Photo Editors, freelancers, etc.. Looking for a true leader, process oriented, accountable, organized. If you have a project management background that would be great. Job longevity is preferred. Company is rebranding so a fun time to join in on the lead shift!!!! Another must learn about opportunity!! 4. Creative Director - Game changer. Looking for awesome DTC/Omni-channel experience, game changing brand experience, taking company and brand voice to next level. Position can be remote. Our client is on a rocket ship....9 figures and looking to double. This opportunity is great...if you have worked with brands in the past that had huge growth, outside the box in thinking, solid DTC brand....let me know. HUGE POTENTIAL!!! 5. SVP of Marketing - Multi-billion dollar client! Must have omni-channel exp (Stores and Ecom). Strong store experience, strong ecommerce, AI, etc.. Must have experience with large apparel or home companies...taking them to the next level. Ideally experience with multi-billion dollar companies...doubling the business!!! Relo to FL is a must!! If any of this opportunies interest you please reach out to me at [email protected] or call at 262-695-1040.

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I was laid off by Tiktok this week amidst a massive restructuring of our internal operations. It’s a classic “Decentralize Ops” move, which in a few years will probably end up in a new reorg to “Centralize ops,” both of which seem brilliant at the time they’re done, but rarely solve the root cause issues of the org not working well together. Needless to say, being laid off creates some space for critical reflection about our work, our economy, and the structure around employment created by our cultures, governments, societal pressures on the company, and competition. I’ve been thinking a lot about how different companies execute(d) their layoffs when it comes time to do a “necessary” restructure. TL;DR, If perfect layoff execution exists, I have yet to see it. Still, after nearly 10 years working in Tech, from early-phase startup to megacorp, nearly all of which have had at least one layoff during my tenure, there are some elements that soften the blow for those laid off, and for those left behind. 1. Severance (Obviously.). But not just “a severance,” a severance that considers the market conditions and competition for how long it realistically takes to find a job. Reports are coming in around 6-12 months of job searching with no dice, even for extremely strong candidates applying in their fields. Unemployment (if you can get it) doesn’t always cut it, especially for families with children, and caretakers. 2. Clues. Even though it can create anxiety, knowing a layoff is coming so people can begin their preparations and avoid making huge decisions a couple of months in advance. 3. At least 1-2 days’ notice. It may create data risk for the company, but it also creates space to grieve, share contact information and appreciation, get important documents like paystubs, 401ks, insurance, and more, plus share important materials with those left behind who have to keep that company afloat. 4. Timing and benefit extension. In my anecdotal experience, layoffs often happen at the end of the month, which can mean that for the laid-off, insurance is cut off mere days after the axe falls. People who have scheduled major medical procedures have to do so weeks or months in advance, and a sudden loss of insurance can devastate those plans. Even with COBRA (expensive) it could add extra hoops. 5. Empathy and follow-up. Remembering that the people leaving your company are people, who have dumped their heart and soul into their jobs. Give them resources and grounded communications that minimize the bulls*** and maximize context. I don’t know if everyone was treated equally in the Tiktok layoffs, but my heart goes out to all those like me who are now back on the job hunt in an economy that is unfriendly to folks coming out of employment, especially at bar-raising companies. Have more to add? Leave it here! 🔽 ❤️

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