In this episode of B2B Marketing Methods, Terri welcomes special guest Raegan Hill, a seasoned marketer turned recruiter who gave Terri the idea and inspiration to start her own company while she was looking for a job. Raegan shares her journey from marketing to focusing on helping other companies find that right mixture of talent, sometimes convincing them to think far outside the box. Terri highlights Raegan's innovative thinking and her commitment to providing both clients and candidates with valuable and honest feedback has helped to drive her career.

The episode also discusses the intricacies of modern recruitment, covering topics such as budget constraints, salary negotiations, and defining marketing needs. Raegan emphasizes the importance of open dialogues between clients and professionals, ensuring suitability and alignment with job responsibilities. They also discuss the challenges of remote versus in-person roles, the need for strategic leadership, and the significance of industry relevance versus a balanced skill set in finding the right fit for marketing positions.

To learn more and connect with Raegan, visit: https://www.raeganhillgroup.com/

To connect with and learn more about Marketing Refresh, visit: https://MarketingRefresh.com

Key Topics Covered:

• Raegan Hill's successful placement of a VP-level candidate for a client
• Terri Hoffman praises Raegan for her innovative thinking and integrity
• Managing budget constraints and salary negotiations in recruitment
• Challenges and opportunities in remote versus in-person roles
• The significance of strategic leadership and mentoring in marketing roles
• Understanding market needs and aligning job responsibilities
• The process of defining marketing needs and job description development
• Industry relevance and the balance of skill sets in recruitment
• Raegan's personal insights on communication, managing time, and her favorite music and book
• Raegan Hill's transition from marketing to recruiting and the impact of her integrity
• The importance of culture fit and the use of "wild card" candidates in recruitment