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How to Hire a CMO with Matt Blumberg of Bolster
The reason why people think that hiring is “really hard” is because interviews are conducted without a defined set of criteria to which a person is being evaluated. This especially rings true when interviewing outside your personal competency level. Most often when hiring a CMO or CRO.
In order for any interview to be effective, there has to be two components by which a person is being judged. Skills & Value Alignment.
Focusing only on skills may solve your immediate problem but often creates more problems because the person disrupts your culture.
What I have learned is that culture is driven by value alignment. So, understanding how a person aligns with your values in an interview is the most important criteria that needs to be evaluated to make a strong hire.
Guest Bio:
Matt Blumberg is a technology entrepreneur, business builder, and CEO of Bolster, an on-demand executive talent marketplace that helps accelerate companies’ growth by connecting them with experienced, highly vetted executives.
Matt has been recognized as one of New York’s 100 most influential technology leaders by Business Insider, by Crain’s as one of New York’s Top Entrepreneurs, and by Ernst & Young as an Entrepreneur of the Year finalist.
Before Bolster, Matt built businesses and worked in marketing, consulting, and venture capital. He is the author of Startup CEO, Startup CXO, and Startup Boards.
TODAY WE DISCUSS:
- The challenge of hiring a CMO
HIRING STORY:
- Over indexing on culture swinging to resume
- Like dating…each one corrects the mistakes of the previous one
PROBLEM: Challenge?
- CMO at RP and Defense Against the Dark Arts
- I had been a CMO
Why is this important to the company?
- Disruption
Rick’s Nuggets
- Positioning Problem
- Desire your opportunity
SOLUTION: How do we solve the problem?
The final playbook that worked for me for hiring CMOs - three “aha” moments
- Marketing can quickly be consumed by the “French Fry problem”
- Define the French Fry problem and marketing as a litany of tactics
- Build list of competencies (channels, etc.)
- Focus on making sure the leader is an intellectually curious orchestator
Rick’s Nuggets
- Values driven interview
- Do we operate from the same place?
- Transferable skills
Key Takeaways that the Audience can plug into their business today! (Value):
- Find that right balance between culture and values fit and technical competency
Guest Links:
- LinkedIn: https://www.linkedin.com/in/blumbergmatt/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Show Sponsor:
- www.stridesearch.com
View all episodes
By Rick Girard
4.7
3838 ratings
The reason why people think that hiring is “really hard” is because interviews are conducted without a defined set of criteria to which a person is being evaluated. This especially rings true when interviewing outside your personal competency level. Most often when hiring a CMO or CRO.
In order for any interview to be effective, there has to be two components by which a person is being judged. Skills & Value Alignment.
Focusing only on skills may solve your immediate problem but often creates more problems because the person disrupts your culture.
What I have learned is that culture is driven by value alignment. So, understanding how a person aligns with your values in an interview is the most important criteria that needs to be evaluated to make a strong hire.
Guest Bio:
Matt Blumberg is a technology entrepreneur, business builder, and CEO of Bolster, an on-demand executive talent marketplace that helps accelerate companies’ growth by connecting them with experienced, highly vetted executives.
Matt has been recognized as one of New York’s 100 most influential technology leaders by Business Insider, by Crain’s as one of New York’s Top Entrepreneurs, and by Ernst & Young as an Entrepreneur of the Year finalist.
Before Bolster, Matt built businesses and worked in marketing, consulting, and venture capital. He is the author of Startup CEO, Startup CXO, and Startup Boards.
TODAY WE DISCUSS:
- The challenge of hiring a CMO
HIRING STORY:
- Over indexing on culture swinging to resume
- Like dating…each one corrects the mistakes of the previous one
PROBLEM: Challenge?
- CMO at RP and Defense Against the Dark Arts
- I had been a CMO
Why is this important to the company?
- Disruption
Rick’s Nuggets
- Positioning Problem
- Desire your opportunity
SOLUTION: How do we solve the problem?
The final playbook that worked for me for hiring CMOs - three “aha” moments
- Marketing can quickly be consumed by the “French Fry problem”
- Define the French Fry problem and marketing as a litany of tactics
- Build list of competencies (channels, etc.)
- Focus on making sure the leader is an intellectually curious orchestator
Rick’s Nuggets
- Values driven interview
- Do we operate from the same place?
- Transferable skills
Key Takeaways that the Audience can plug into their business today! (Value):
- Find that right balance between culture and values fit and technical competency
Guest Links:
- LinkedIn: https://www.linkedin.com/in/blumbergmatt/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Show Sponsor:
- www.stridesearch.com