Want to learn more about working with Holly Antle in your marketing department?
Here are a few frequently asked questions:
I am currently prioritizing work that’s full-time and offers employee (W-2) status. When time permits, I do have some availability for contract work and part-time work.
For the most part, I work 100% remotely. There are some exceptions to this, but they are generally short-term (usually 1-2 weeks or less) and event-related.
I’m not opposed to business-related travel (tradeshows, training, etc.) and I am available to travel internationally, but I won’t be working in-office now or in the future.
For those times when travel is necessary, I am fully vaccinated and boosted, and I am happy to provide necessary paperwork and testing, or meet other office COVID safety protocols your company or venue may have.
On the marketing side of things, most clients and employers engage me for marketing leadership or strategy positions. My M-shaped expertise and my leadership experience helps me to lead effectively and create excellent strategic plans.
As a leader, I’m good at training and mentoring team members to help them grow into their role, so if you have junior team members, I can help them thrive. My strongest areas as a specialist are copywriting, content marketing, SEO, social media marketing, paid ads, marketing analytics, and web development.
I greatly enjoy both roles, and a mixture of both makes me happy.
Some clients feel that it’s a waste of my leadership abilities to have me working as an individual contributor (a specialist), and they’d rather have me focusing on leadership, strategy, and management.
Other clients believe that my broader expertise gives a degree of nuance and accomplishment to my specialist work that they just can’t get by hiring an I-shaped marketer, so they really love putting me to work on individual contributor assignments.
I don’t have a preference for one or the other, so it’s really up to the client or employer.
Because jobs (full-time, long-term, quasi-permanent engagements, usually with W-2 status) are intended to last a long time, I tend to be far more cautious before accepting them. Since I know I’ll be doing the job for many years, it’s important to me to find the right fit.
In evaluating job offers, I look at:
- The company
- The position
- The working conditions & expectations
- The pay & benefits
For the company, I don’t have a size preference, but I do pay very close attention to the level of diversity and inclusion among your senior staff members and Board members. When there are few women, minorities, and LGBTQ+ people at senior positions within your company, I tend to wonder why. I do additional research on the company, looking not only at GlassDoor reviews and scouring Reddit for reviews, but also reviewing the company’s financial and business prospects on sites like Crunchbase and D&B, or looking at prior year tax returns and business structuring information from the state you’re incorporated in. I also check out LinkedIn to see what kind of vibe I get from the employees who are listed at your company, and I pay close attention to the average tenure of employees. If employees consistently leave your company within 2 years, there’s something wrong.
For the job, I first want to make sure that it’s within my ability to deliver it. I’m always very transparent about what I can and cannot do, and I never take a position that’s beyond my abilities. Beyond that, I’ll ask questions about my predecessors, my direct reports (if any), my supervisors, expectations for reporting & communications, KPIs, and so forth. I want to clearly understand the expectations and how I’ll be evaluated.
Working conditions is a big factor for me. I don’t work in the office, and I won’t ever work in an office. I can’t work in the office due to medical limitations. I’ve also found that companies that insist on in-office work tend to be very hard-headed in other ways, and they like to micromanage. If they refuse to budge on remote work, they’re going to be difficult to work with in other ways, and I don’t want to work with them. While I’m at it, I’m going to ask about meetings, too.
Finally, we get to pay and benefits. I actually have a lot of flexibility around my pay, and I have a pretty wide range of what I will accept, ranging from about $85k to $170k, depending on the offer and other factors. Some of the other factors include:
- Schedule flexibility
- PTO policies
- Health, dental, and vision insurance
- 401(k) (and I pay attention to company matching)
- Any company stipends (gym membership, cell phone, home office, etc.)
- Company tuition or paid training benefits (I love education!)
- Stock options (I’ll ask about liquidity plans if you’re not yet publicly traded)
- Bonuses (I’ll ask about the specifics)
These are the factors that most interest me in examining a job offer.
Contract gigs can range from short-term to long-term, and they can take up a few hours a month or 30+ hours a week.
Every gig will be evaluated independently depending on the merits of the job, the company, and the offer.
In all cases, I won’t work in-office for a contract gig, and I won’t work a fixed schedule for contract gigs. I don’t mind meetings, but I don’t keep office hours for contract work.
Other than those two provisos, I’m willing to consider each gig on its individual merits.
Contact me about setting up a retainer. A retainer allows you to pre-pay for a certain amount of work each month, and you’ll be prioritized above all my other clients.
Contact me today.
I specialize in startups and small businesses, and one of my most frequent and most exciting tasks is to start marketing departments. I can help you decide what steps to take to build your department and your plan so that you don’t waste any time or money on mis-steps.
©2022, Holly Antle