What’s a Welcome Ambassador?

Katie Burke

Written for VentureWeb by Katie Burke

If you haven’t lived the immigrant or refugee experience, consider for a moment trying to get on your feet while learning the language, systems and cultural norms of a foreign country completely from scratch. Imagine your skills, experience, credentials, and education not being recognized and having to re-establish your professional path from zero.

The good news is, there’s nothing you need that you don’t already have to make a difference.

Want to be a change agent? Here are some simple things you can do to act as a welcome ambassador in your organization:

Widen your circle. You never know when someone’s been feeling invisible or ignored—try being that person who says hello to everyone. Go out of your way to make sure everyone who should be included is included in meetings, information sharing, activity planning and gatherings. And don’t forget your online circle—following a broad range of voices on social will help to start cultivating even more common ground.

Speak clearly (not loudly). English as a second language-speakers in your network might be processing information quickly and searching for the right words to express themselves. Be inclusive—not exclusive—by choosing clear, concise, and jargon-free language, and be mindful of moving too quickly.

Make space for all voices to be heard by explicitly encouraging equal participation in conversations and meetings. Model patience and active listening by letting everyone take the time they need to express themselves. Confirm when you understand or ask for clarity without getting hung up on delivery. Help a newcomer or a typically quiet participant gain status by giving credit wherever credit is due, from big wins to good ideas.

Challenge attitudes that you know are not right. The status quo never went away on its own without some discomfort. But, be sensitive to putting someone in the spotlight who doesn’t want to be in trying to support them. A true ally does the work to find out how they can be helpful without assuming they know best.

Be brave. Imagine the mental fortitude it takes to put yourself out there each day when the public and professional spaces you navigate don’t seem to fully understand or accept you. If immigrants and refugees can do this, you can be brave enough to put yourself out there to introduce yourself, offer a small kindness, ask questions (respectfully), and integrate feedback—both subtle and overt. You’ll make mistakes, and be better for it.

Cultural diversity isn’t just a complexity to navigate, it’s something we should aspire to in order for our communities and workplaces to better produce creativity, innovation, relevance and quality of outcomes. By being a welcome ambassador in your organization, you could help make the re-establishment process easier for someone deserving of an equal chance.

Do you have an immigrant/refugee story to tell? Share your experience with starting over in the full article comments here.

10 Tips to Help You Land Your Next Gig (Quickly), From a Senior Recruiter

Written for VentureWeb by Leis Vokes

Looking for work? There is no time to spare! Let’s hop right to it.

  1. Applying for jobs is your new full-time job.
    Apply every single day. Put at least the same effort into landing your next role as you would any other big, important project.

    Keep in mind, a good job application is a process that takes time and consideration to highlight your most relevant experience for that particular role. You’ll want to prioritize, and IMO—jobs that have been posted for 4+ weeks are usually stale, meaning the company already has selected their first round of candidates to interview. You can still apply to these roles, but try getting your application in to the one posted 1-2 days ago first.

  2. Get yourself in touch with a recruiting agency.
    Recruiting or staffing agencies like Ventureweb can connect you with a variety of clients and opportunities, saving you the time of having to hunt these down yourself. Some of these roles may not be posted publicly yet, and many agencies also offer helpful feedback, like resume reviews and interview coaching that you wouldn’t receive otherwise.
  3. Be alert.
    Most companies and job sites have alert features that you can subscribe to, so you’re notified every time a relevant job is posted (based on what skills or industries you select). Instead of scouring sites every day, set up several personalized job board alerts and spend your time finding organizations and businesses that interest you. Now follow those on social media (especially LinkedIn), sign up for their alerts and stay informed.
  4. Review your resume.
    Does your resume fit onto 1 page? If yes, it’s likely too short (designers, don’t come @ me). Is your resume >4 pages? If yes, it’s likely too long. According to a 2018 study, recruiters spend roughly 7 seconds on average reading a resume. That means you have literally seconds to convey why you’re cut out for this job.

    Want to stand out? Stick to key accomplishments, projects, results, core responsibilities and of course, keywords.

  5. Make sure your LinkedIn profile is up to date.
    Recruiters and employers scour sites like LinkedIn every day for suitable candidates. Keep your profile updated with as much detail as possible around your key accomplishments and what you’re looking for. Did you know LinkedIn has a feature that lets you tell potential employers you’re interested in new opportunities? Turn it on!
  6. Toot your own horn.
    Put yourself out there – join relevant professional associations, local groups, networking and/or business referral sites. Reach out to past colleagues, clients or associates to let them know you’re exploring new opportunities. Start a blog, share your ideas about trends in your field and/or industry. This is a time for developing your voice and focusing on your accomplishments.

    Psst! Recruiters and other business contacts often ask candidates for other suitable referrals. If people don’t know you’re looking, they won’t think to mention your name.

  7. Pay it forward.
    Photo by Life of Wu from Pexels

    Offer your mentorship while you have the time, or volunteer with a local charity—both of which can be done remotely. You can make a positive impact in your community while meeting new people and gaining experience. This is a great way to keep your skills fresh while also helping others, which can help with keeping your self-esteem up while in between jobs.
  8. Line up your references.
    Identify 2-3 people you can ask to speak to your capability and work habits. Some companies ask early in the interview stage and others will ask later, so think about when you are comfortable having your referees contacted and you’ll be prepared when asked.

    Heads up! Before you share someone’s details, be sure to let them know to be on the lookout for a call or email from the prospective employer. Companies hate having to track down references that don’t reply. Preparing your references saves time, and makes you look even better.

  9. Alumni benefits.
    If you attended college or some other academic institution you likely are part of an alumni network. If you’re not certain what benefits or resources are available to you as an alumnus, reach out and inquire. Alumni networks often provide job search resources or can connect you to prospective employers.
  10. Keep your head up.
    I’d be doing a huge disservice if I didn’t acknowledge that job searching can be a tiring, frustrating, and demotivating experience for people of any & all backgrounds. Please, remind yourself (daily if you have to) that it can take time, and that’s not a reflection of your ability or what you have to offer. Take breaks when you need to, talk to a friend or your recruiter for support, and stay positive. The next leg of your journey is just around the corner.

My day job involves overseeing a recruiting team who match top talent to business critical roles across North America and Europe. Let me know how I can help you at leis.vokes@ventureweb.com

How to find the right candidates and have a great interview remotely

Written for VentureWeb by Chris Barnes

LinkedIn and other professional sites have helped open the world of talent to all businesses great and small. It should be easier than ever before to find and hire great people, right?

The challenge is that the sheer volume of talent can become daunting if not totally overwhelming very quickly.

In a matter of weeks, the global pandemic dramatically shifted the way we work and where we work from, broadening the talent search landscape. Possibly for good – as we predict a lasting change in attitudes and workplace policies, to become more supportive of remote teamwork. A lot of skilled people are looking for jobs right now, and many hiring managers have the option of casting their net wide for the first time.

If COVID-19 has led to unprecedented work from home arrangements, or raised a need for new skills in your organisation, staffing in current times might feel especially complex. With all these changes brought on so suddenly, informed advice can help. Here are some considerations for finding talent in current times.

Redefine the basics

How will remote working plug in to existing structures and norms? It’s important to not only define the basics of the role, including reporting lines, but also take into account employee engagement. How will the successful candidate be supported and are there specific skills that would set a candidate apart for a remote working arrangement? Identify performance objectives and management tools & strategy for engaging remote team members. By redefining the basics, we’re setting the requirements needed to start the talent search.

Explore your options!

If you haven’t already, look into your options with agency partners. While talent portals will facilitate applications to your job posting, agency partners cultivate and retain their own network of talent. They’ll also work with your budget and specific needs in mind, and coordinate interview and contract logistics.
Supplementing your in-house hiring team with help from a staffing agency can provide a more targeted search and take the work of pre-vetting off your plate, helping you get to interviewing the right candidates faster. In addition to doing the heavy lifting in sourcing and presenting great talent, staffing agencies should be able to help with ongoing management and HR support from the point of hire.

Facilitate with technology

Face-to-face is still face-to-face when it’s digital. With video interviews, you can just as effectively get to know your candidates and assess their suitability for the job. Video interviews are also a great opportunity to assess the basic communication, organisation and technical skills of remote applicants. Are they on time? Can they adapt to a new software? How do they handle technical difficulties? These might seem like mundane qualities but in the long term–especially with remote team members–these things do matter.

Ask the right questions

You’ll also want to ask a new variety of questions for a remote hire. For example, a video interview should explore some work from home-tailored questions such as:

  • What’s your preferred communication style at work?
  • Do you have experience with collaborating from a distance? If so, what are some of the challenges you’ve encountered & how did you overcome? What were some of the benefits, or what did you find worked well (e.g. work day structure, project management processes, helpful tools, etc.)?
  • What are some of the particular challenges you might anticipate with your current work from home setup?
  • What experience do you have with cloud-based file sharing, organizing and information security?
  • How might you approach finding the information you need in order to respond to a request or problem resourcefully in a virtual environment?

For more info, get in touch at staffingsolutions@ventureweb.com

How are we managing?

Katie Burke

Written for VentureWeb by Katie Burke

At VentureWeb we coordinate staffing placements in nearly every continent (someday, Antarctica…)

Right now, some of the businesses we work with are struggling with the abrupt change to working from home brought on by COVID-19. But after more than 25 years in the biz, we’ve learned that as complex as things can get, there are a few evergreen rules of thumb when it comes to successfully directing from a distance.

In the hopes of sharing real, practical advice that will make things better – here are our top 5 tips for managing remotely:

  1. Communicate like your job depends on it
    If there is one golden rule we’ve learned from engaging with people around the world, it’s that you simply can’t take for granted that your communication style is good enough as is. Every time you ping, call, email anyone – remind yourself to be friendly, and be exact. Work just goes better with a good relationship established, and you are guaranteed to save on wasted time if you anticipate questions and provide that information or helpful context up front. It’s painful watching smart and capable people suffer because of poor direction. Make sure you’re being clear on your ask – will everyone understand who is doing what, when, how and why?
  2. Join with video (seriously, just do it.)
    Adjust your work culture if needed, and prep team members to expect video when you connect. I know this isn’t everyone’s comfort zone, but misunderstandings go way down with a strong relationship in place, and I can vouch for it as by far the fastest way to establish that from afar. With great background effects offered by Teams and Zoom, there’s no need to worry about whether your workspace looks professional. Meeting face to face digitally is easier than ever, and it pays off.
  3. Keep talking
    Check in frequently with your remote team members and collaborators. There’s no need to fill your calendar with aimless meetings; just make sure you’re staying in touch with each person whose work you oversee and actively keeping the door open for others to reciprocate. When interactions get limited to structured meetings, colleagues will be less likely to pipe up to talk about a minor challenge they’re facing or great idea they might be sitting on. Feeling disconnected is also a huge motivation killer, and can be really hard (but not impossible!) to come back from.
  4. Be an active coach
    It can be so hard to tell someone when a finished product was a little disappointing, or an attitude or approach is just not sitting right. But rip the band-aid off. Giving and receiving feedback gets exponentially easier the more it’s done in real time, and the less things are left to mount into a bigger issue. People want to know how they’re doing, and can really struggle to know if they’re hitting the mark. Don’t let someone’s potential be wasted by underestimating their ability to learn. If something could have been handled differently, support them by providing that coaching and redirection without delay – you could add years to a professional relationship that just gets more rewarding over time.
  5. Pick your platform
    Last but not least – whether it’s Teams, Slack, Skype, Zoom, etc. take the time to consult and test collaboratively, and select one home base that does what you need. This one logistical act will instantly make you more professional and gelled as a team. Most critically for a remote team, you’ll start keeping all your conversation history, scheduling info and file sharing in one place. It might seem obvious, but this one made the Top 5 list for a reason! Get organized, feel smart 😊

If you’re a manager or business owner suddenly faced with remote working and are struggling, reach out to staffing.management@ventureweb.com for a free consult. We’d like to help.
Photo by bongkarn thanyakij from Pexels

Would you consider hiring a fractional CMO?

As an innovative business, how can you get a boost of key talent without committing to the cost of permanent C-suite resources? In finance, IT and even HR we have seen a move over the past few years to introduce “fractional leadership”. Organisations commit to a fraction of a key persons’ time to look at a problem, provide some specialist insight or provide seamless coverage.

However, in the marketing area, this is a more recent discovery albeit somewhat of a contradiction – as marketing as a function was probably an early adopter of the concept of outsourcing specific skills yet has lagged in the fractional C-suite arena. More recently, innovative firms have started to embrace the concept of hiring the most experienced CMO professional available, only for the hours of consultation needed each month and for a fraction of the cost of hiring full-time.
A Fractional CMO can quickly become the right-hand to an existing CMO, as an outside, unbiased peer, to add valuable insights. Where there is no CMO in place, the CEO is usually forced to fill in the role of Chief Marketer in the interim, where a fractional CMO contracted for a fraction of a full-time CMO’s salary with clear objectives and deliverables in place, can get the job done allowing the CEO to focus on their priorities.

A fractional CMO can add value in many ways by bringing their industry expertise, leadership skills and experience to a new environment, but can be particularly effective when:

  1. A business wants to recruit a permanent CMO but knows that it will take time to find the right candidate and the business still needs to move forward while they do this.
  2. Companies with an existing marketing team but no CMO, who would like an independent review of the performance of the team and direction of the strategy.
  3. A small to medium start-up looking to take their idea to the next level and needing CMO-level leadership to generate a distinctive value proposition and strategy.
  4. Companies who need a fresh perspective to re-energise their thinking and new business strategies

It certainly seems to be a quicker and more cost-effective way of getting strategic marketing capability into your business. Beyond that, fractional CMO’s possess a fresh, unbiased outsider’s perspective. They will not be bogged down by company politics and bureaucracy. Instead, they will feel free to point out flaws, voice concerns and give honest feedback and suggestions that revolutionize your marketing function.

So next time you are looking at bringing some senior marketing support into your business, think about hiring a fractional CMO – you might be surprised by the benefits.

Is the gig economy making you think differently about the way you work?

Nikki Benfield

Everyone talks about how the pace of change in the global workforce is accelerating. In 2018, the US Bureau of Labour Statistics reported that 55 million people in the U.S. were “gig workers,” which is more than 35% of the U.S. workforce. That number is projected to jump to 43% by 2020.

To succeed, we must adapt just as quickly but what really is a gig worker? The gig economy is defined as a free market system in which temporary positions are common and organizations contract with independent workers for short-term engagements. So, Uber is a great example, as is freelance copywriting.

This is an extract from an article I read recently which talks about the pros and cons of being a gig worker. I think it describes why a gig economy can work for everyone. “Millennials, the generation credited with disrupting everything from housing to marriage, are gravitating towards gig work for the promise of greater work-life balance. Boomers and other generations on the brink of retirement are drawn to gig work because it brings in a little extra income without a major time commitment. And recent technologies like Skype, and Slack have made the gig life a reality, giving you maximum freedom, an ideal work-life balance, and the chance to pursue your passions.”

I believe that those may be some of the reasons that the life of a gig worker is so appealing. You get to craft a great work-life balance that works for you and pair this with the opportunity to pursue your passions. You really are in charge of the type of work you want to take on and how you want to deliver that work. You don’t have to spend any time commuting or updating your work wardrobe to dress up for a company culture that you may not fit you. You are essentially your own boss, managing your own portfolio of work, your own deadlines and your own deliverables. And for the most part, you can do most of your jobs from anywhere, so you don’t have to be in a fixed location.

This makes this life sound perfect – which of course is not true. On the downside, because you don’t have anyone managing your deadlines, you really need to be sure that you have the discipline to get the job done. You also must ensure that you keep the pipeline of work coming in full or you could end up with an empty desk. To do this, you need to ensure you stay relevant with constant learning and upskilling.

This is not all about the worker however, as we need to consider what this means for employers? The concept of an “on-demand” workforce is appealing. Obtain skills when you need them, where you need them, for the duration of time you need them at the price you need them. But businesses too need to evolve when learning how to work with this new workforce. How to find them, how to manage them, how to invest in them too – because when companies learn to thrive with an on-demand workforce then everyone wins.

What can we take away from this? The marketplace won’t wait for you. The gig economy is growing. The appeal of an on-demand workforce is increasing. The way we employ and are employed is changing and we should look to embrace it. The “job for life” idea is something of the past. It is no coincidence that the working world of the future is being shaped by those who are mainly affected by it. We have two choices: sit and watch it pass us by or look to understand how we become part of it. Which team are you on?

Nikki Benfield is an independent marketing consultant (and part of the gig economy) currently working with VentureWeb. Like what you read? Email Nikki here.


We wrote a Candidate Care Charter. Here’s why.

Caryn Schalit

If you’ve recently been a candidate on the hunt for a new job opportunity, how would you rate your experience? Unless you’ve been headhunted, I can bet that you would more than likely rate your candidate experience as well below expectation.

Don’t get me wrong, companies that offer a great candidate experience are out there, but these are the unicorns, and for the most part, candidates are left at the mercy of a haphazard selection process. While corporate brand management gets a good slice of the marketing budget, management of the talent brand seems to be the poor cousin, with little effort and investment going into mapping a strong candidate journey.

But this doesn’t just start and end with splashing a cool ad across LinkedIn about “why you should work for us”; nor is it a catchy video on the company website boasting shiny happy employees talking about how great the company is…even though it might be. No. It is the culmination of talent strategy and planning, engagement with candidates and recruiters, process flow, feedback, technology, pre-boarding, investment of time and simple co-ordination that underpins the true talent brand which in the end, determines the kind of experience a candidate will talk about for years to come. In today’s war for talent (and yes, we’re still in that war), a well-designed candidate journey coupled with a positive candidate experience, is what companies should be aiming for. Anything short of this, and we’ll find ourselves on the losing side.

In my role as Talent Acquisition Lead for a team of recruiters spread across RPO environments, augmented staffing and contingency recruitment, the poor candidate experience seems to overshadow the unicorn-led experience. I’m learning that this is frustrating for the recruiter but disheartening and diminishing for the candidate. Candidates in active job search mode need to muster up extra self-confidence and self-esteem, maintain positive energy, get to new levels of introspection, find extra hours to commit to the process and find unending creativity about how to get to the next interview or assessment without deceiving their current employer.

So, when candidates who are serious about their career and their job search invest time readying for an interview, when they invest time taking assessments and preparing presentations, and then receive tardy feedback, this is discouraging and demotivating. When candidates meet for an interview with an expectation of process which is changed at the last minute, this is disengaging. When they put themselves out there sharing their life history with a company (sometimes with risk) and they hear nothing back, it is demotivating. And worse, when candidates apply to a company job portal, and they receive no acknowledgement, it is terrifying. Does it just get sucked into a black hole?

We choose not to work like that. Our code speaks to care, contribution and connection, which is just how we like to work with candidates. When a company uses an agency to help them find talent, the recruiter becomes an extension of that company, representing the brand. It becomes a partnership. Discovering good talent, motivating for change and securing talent is some of the most important work companies are obsessing with right now, so getting the right partnership to enable this is crucial. It demands two-way education – clients need to educate the recruiter on the role, the process, the value proposition, challenges, expectations and everything else in between. As recruiters, our work lies in sourcing that talent, and educating our clients on what makes for an exceptional candidate experience. We want to share our learnings, insights and experiences with you to help make your business better – that’s why we’re finding you the best people, isn’t it?

So, when a client wants to partner with us in future, we’ll be asking them to uphold our candidate care charter. Are you ready to provide a great candidate experience? Because for us, we wouldn’t do it any other way.

If you’re intrigued to find out more about candidate experience or our candidate care charter, please connect with me.

Caryn Schalit is the Global Lead: People Operations at VentureWeb Like what you read? Email Caryn


Link Literacy Project – Mandela Day 2018

Mandela Day in South Africa is a day dedicated to the memory of Nelson Mandela, marking his birthday and celebrating his legacy. The essence of his legacy was to change the world for the better, no matter how small the action. Mandela said that “A fundamental concern for others in our individual and community lives would go a long way in making the world the better place we so passionately dreamt of.”

The day challenges South Africans to devote 67 minutes (one minute for very year of his public service) towards doing good. At VentureWeb, we committed our 67 minutes to donating and reading books to children in the Link Literacy Project. Many of the kids in the project do not have access to books at home, their schools have under resourced libraries and they are learning to read in English as a second language. The project is a structured reading program run entirely by volunteers who give of their time.

We were touched by their enthusiasm and appreciation for their new books, and we loved our interactions. We will definitely be back with more books and more volunteers!

Why your company should create the best candidate experience

Nikki Benfield

I have friends whose children are graduating and heading into the working world for the first time. Compared to my own entry into the working world, their stories literally make me shiver when I hear about their experiences as a prospective candidate. Simply put, it isn’t good.

And that’s remarkable, given the paradoxical higher-than-ever demand for good skills.

So, while there is a potentially steady supply of smart, savvy, switched-on graduates entering the labour force, they just aren’t impressed by what they find.

Back when I got my start (almost 30 years ago) I developed a personal relationship with the HR Manager who interviewed me through the short-list. She prepared me well for the Marketing Manager interview from a style and content perspective. She also readied me for the CEO interview – and the CEO was interested in what I had to say and asked great questions.

I knew where I stood at each step in the process, was kept updated and made to feel valued.

By comparison, many of today’s graduates are sending hundreds of applications online to a faceless mailbox, receiving neither feedback nor even a response. If they are granted an interview and spend the time to attend, they often don’t hear back for weeks – if ever.

With no personal opportunity to showcase capabilities, they are left feeling despondent about their prospects in the job market. Good people are being turned away and, worse, turned off.

If you need skills, and let’s face it, who doesn’t, the candidate experience is more important now than it has ever been. That goes not only for the people you do end up hiring, but also for those who you don’t.

Gone are the days when a candidate would only entertain one prospective employer at a time, where it was a simple case of “if they like me I’ll take the job” no matter the complexity of the process. Instead, candidates today want the best from the complete working experience. They want to understand the business they’ll be working for and the type of work they will be doing.

That starts with the hiring process. Prospective employers need to put their best foot forward from Day 1. You need to impress the candidate as much as you hope they will impress you. The people (and remember, these are people you are dealing with) who aren’t hired should be left saying good things about your company—you never know who they will talk to, or when you might find yourself headhunting them.

So, what can you do to make a difference?

  • Be respectful.  Show you respect the candidate by replying timeously, and not cancelling or changing the times of interviews at the last minute. Their time is just as precious as yours. Many candidates are frustrated when they take time off, only to have an appointment cancelled at the last minute. Give feedback often and appropriately, whether good or bad.
  • Be present.  Last-minute crises aren’t the candidate’s fault or problem. Focus on him or her, understand their motivation and assess their suitability for the job
  • Be personal.  Show every candidate his or her effort is appreciated. Send a follow up mail, have someone in the team reach out to them if you offer them a role to congratulate them, refer to things they might have told you in a personal welcome card
  • Be innovative.  Don’t just go through the motions: Do your homework, be prepared and look for unique ways to present your business. Ask good questions and give good answers.

While much is focused on what candidates need to do to impress employers, turning it around shows that employers should perform similar ‘due diligences’ and show reciprocal respect and consideration. After all, you need the skills. When you impress those who have them and deliver a good experience, they will choose your company.

And candidates need to do their homework too; they need to understand what they are looking for, demonstrate commitment and loyalty, understand the ethos and culture of the company and share why they think they could be a good fit for your business.

Even if you don’t hire that person, he or she might one day be a client. If that happens, wouldn’t it be best if they remember being treated with respect and decorum, even though they didn’t get the job?

Nikki Benfield is the Global Lead: Business Development at VentureWeb (and part of the agile workforce). Like what you read? Email Nikki here.


A day in the life of…. a Marketing Comms Associate.

As a marketing professional for a top global management firm, Olivia shares with us the many reasons why she loves what she does. There is never a dull moment for this VentureWeb associate, read on to find out more…
  1. What is it that you do, in a nutshell?
    I split my time between internal and external services marketing, and global internal communications for a leading global professional services company.
  2. How do you get your day started? What do mornings look like for you?
    I usually check emails on my phone first thing to see if anything needs urgent attention, then I go to the gym and work from home for the rest of the day.
  3. What does your workspace look like/consist of?
    I have a small home office that I painted a wild hot pink (a colour I love). I usually work from there—unless its exceptionally cold—then you will find me warm on my bed with a blanket over me.
  4. How do you manage to stay motivated in your work day, given that you work remotely with no face time with your teammates & stakeholders?
    I have been part of the same wider team since I started with VentureWeb in 2013, so luckily, I have made some close friends around the world that I can always count on for a pick me up when I need it. I have always been self-motivated and particularly good at getting in the zone and blocking out noise—my husband knows there is no use in speaking to me when I am in the zone as he will be completely blocked out.
  5. What would you say consistently takes up the most time in your work day?
    Happy to say that this varies depending on the day—my role requires a lot of writing and editing, but it also involves a lot of campaign management and project management.
  6. Does this work suit your life? If so, why – what do you enjoy the most?
    This work suits my life to a tee. I am happy that most days I get to be the one who fetches my kids, rather than spending lunch trapped in an office boardroom or a lunchroom. I love not having to commute—especially on rainy days—and I love being able to wear comfy clothes rather than corporate attire. Plus, I get to be part of an exciting global marketing team.

Interested in finding a flexible marketing role? Check out all our available  positions here.

Photo by Ella Jardim on Unsplash