A CMO's primary job is not just external promotion but also internal marketing. This involves consistently communicating marketing's vision, progress, and wins to other departments to secure buy-in, resources, and cross-functional collaboration.
For product launch announcements, a landing page that cultivates mystery can outperform one that reveals all the details. A simple design with a black background, a flashy image, and a cryptic headline sparks curiosity, driving more registrations from people who want to discover what the secret is.
Marketing leaders can significantly increase recruiting success by personally messaging high-value candidates on LinkedIn. A direct message from a hiring manager like a CMO has a much higher response rate than outreach from a recruiter, signaling the role's importance and providing a direct line to leadership.
The leap from a hands-on marketing leader to a C-level executive is less about tactical skills and more about personal growth. It demands a shift from execution ('doing the work') to leadership ('inspiring people'), which requires self-awareness, authenticity, and dropping 'professional walls' to build genuine connections.
Short tenures at multiple companies are not inherently negative to hiring managers. What matters is the candidate's ability to articulate a clear narrative explaining each move. A story that demonstrates intentional skill acquisition (e.g., moving to gain product marketing experience) is more compelling than the tenure itself.
For individuals without a financial safety net, the fear of failure (e.g., "I'm going to be homeless") can be an intense and powerful motivator for working hard and proving oneself early in a career. While not a long-term strategy, this raw drive can be a critical catalyst for initial success and building a foundation.
Instead of replacing jobs, AI will enable marketing teams to restructure around highly autonomous individuals. AI tools can handle interdependent tasks (like basic design for a content creator), eliminating handoffs and allowing each marketer to own their stream end-to-end, moving faster and with more ownership.
Before hiring a full-time specialist (e.g., for events or SEO), the existing team should first test and prove the channel's effectiveness. Hiring a dedicated owner for an unproven function is a high-risk bet. Validating the strategy first ensures the new hire is set up for success and the investment is justified.
To keep the wider company engaged with marketing's progress, use highly visual weekly updates that act as a 'highlight reel.' Focus on screenshots of shipped work (blog posts, ads) and positive customer comments rather than complex frameworks or dense metrics, which tend to lose people's attention.