Don’t hire a “set it and forget it” marketer.
2. Do they have a process for generating and prioritizing ideas?
They must have a framework for conception—not just a basket of expendable ideas.
You evaluate their flexible, interdisciplinary process, not their actual output. An adaptable process will always generate ideas.
Additionally, since the company’s resources are limited and growth is time-consuming, I look for candidates who know how to prioritize ideas efficiently.
Don’t hire an “I have ten ideas, but that’s it” marketer.
3. Do they know what it’s like to do a job finland mobile database well?
For example, if they are running an ad, can they identify a compelling value proposition, write enticing ad copy, and target an audience that fits the product?
This manual will help you gain competence in various growth disciplines so that you can partially assess these competences yourself.
Finding Growth Marketers
You can also “poach” them through LinkedIn: find people who work at companies facing similar growth challenges and pay them more.
Growth trajectory
Here is the growth trajectory of many startups:
Build an amazing product and it will naturally encourage word of mouth.
Use scalable acquisition channels like advertising to drive your user growth. Even if it doesn’t make money right now, get started.