newchaptertalent

CMO Challenges in 2026: Why Marketing Teams Are Overwhelmed (And How to Fix It)

Mon, 27 Apr 2026 21:59:24 GMT

Marketing leaders across Australia are facing a growing challenge: not a lack of talent, but a lack of capacity and clarity. With leaner teams, rising expectations, and constant AI disruption, many marketing functions are stretched too thin. The CMOs navigating this well aren’t doing more — they’re getting sharper on priorities, structure, and where they need support.

It feels like everyone is spinning plates right now

I’ve had more conversations than I can count lately with CMOs and senior marketers — and they all sound a bit the same.

There’s a sense of constant motion. No real pause. Just more being added.

→ AI transformation is moving quickly.
→ New platforms keep appearing.
→ Teams are leaner than they were a few years ago.
→ And expectations from the board haven’t eased — if anything, they’ve ramped up.

Growth still needs to happen. Faster than ever.

So everything keeps moving… and people just keep spinning.

The real issue isn’t capability — it’s capacity and clarity

This is the part that’s getting missed.

Across the marketing teams I’m working with here in Melbourne and across Australia, I’m not seeing a lack of talent.

Far from it.

I’m seeing highly capable, experienced marketers who know exactly what they’re doing.

But they’re stretched.

→ Too many priorities.
→ Not enough clarity on what matters most.
→ And not enough support in the right places.

The Capacity vs Clarity Gap

This is how I’d define what’s happening right now:

Marketing teams are operating at (or beyond) capacity, without clear alignment on the work that actually drives growth.

And when that gap widens, performance suffers — not because people aren’t good enough, but because they don’t have the space to do their best work.

Busy doesn’t mean effective (and most teams are feeling it)

One of the biggest shifts I’ve noticed is how easily “busy” has become the default state.

Full calendars. Constant output. Endless activity.

But when you look a little closer, it’s not always translating into impact.

Signs your marketing team is at capacity

Everything feels urgent, but nothing gets real depth
Senior marketers are stuck in execution rather than strategy
Long-term initiatives keep getting pushed out
There’s little time to properly test, learn, or optimise
Burnout is starting to show — even in high performers

This is where frustration builds — not just for CMOs, but across the entire team.

What high-performing marketing leaders are doing differently

The marketers who are navigating this well aren’t trying to do more.

They’re doing less — but with far more intention.

They’re getting clear on three things:

What actually matters right now

Not everything can be a priority.

The strongest leaders are making deliberate calls on where the team should focus — and just as importantly, what gets deprioritised.

Where they need support (and being honest about it)

This is a big one.

There’s been a shift from trying to “hold it all” internally to recognising where external support or new hires are needed.

The best leaders I work with aren’t waiting until things break — they’re proactively filling gaps.

How their team needs to evolve

What worked two years ago often doesn’t hold up now.

I’m seeing more teams rethink structure entirely:

Bringing in specialists instead of broad generalists
Building flexibility into how teams operate
Hiring for adaptability, not just experience

It’s less about headcount, and more about fit for where the business is going.

For hiring managers: rethink how you build marketing capability

If you’re hiring right now, this is the moment to pause and ask a different question.

→ Not: “Who do we need based on what we’ve always done?”
→ But: “What does our team actually need for the next 12–24 months?”

Because they’re rarely the same thing.

Working as a marketing and sales recruitment partner across Australia, I’m seeing a clear shift toward:

More targeted, specialist hires
Greater emphasis on commercial impact
Teams designed around growth priorities, not org charts

The most effective teams aren’t the biggest.

They’re the most intentional.

For marketers: be clear on where you add the most value

On the candidate side, there’s an equally important shift happening.

The strongest marketers I’m speaking to right now aren’t just talking about what they’ve done.

They’re clear on where they create impact.

That looks like:

Knowing what they should be owning
Being honest about what they shouldn’t be owning
Understanding where they need support to perform at their best

That level of clarity cuts through — especially in a competitive market.

Where I sit in all of this

This is exactly where I spend most of my time.

At New Chapter Talent, I work closely with marketing leaders and commercial teams across Melbourne and Australia — helping businesses build teams that actually reflect where they’re heading, and helping marketers step into roles where they can do their best work.

With over 20 years in marketing and sales recruitment, I’ve learned that the best outcomes don’t come from simply filling a role.

They come from understanding the full picture:

Team culture
Leadership style
Business direction
And the human side of how people actually work

It’s also why I’ve built out a broader community around this — through the CMO Chapters Podcast , our CMO Collective Lunch Club , the Marketing Leadership Awards, and the Marketing Mentorship Program.

Because these challenges aren’t isolated. They’re shared.

When clarity clicks, everything changes

The shift from overwhelm to clarity isn’t instant.

But when it happens — when the right structure, the right people, and the right expectations align — the difference is immediate.

→ Teams move faster.
→ Leaders feel more in control.
→ And the work starts delivering again.

That’s what we’re aiming for.

FAQ: CMO Challenges and Marketing Team Structure

Why are marketing teams feeling overwhelmed in 2026?

Because expectations have increased while team sizes have decreased. Add in ongoing AI transformation and constant change, and many teams are operating beyond capacity without clear priorities.

How should marketing teams be structured today?

More flexible, specialist-led, and aligned to growth priorities. Rigid, traditional structures are being replaced with more adaptive models.

Is burnout common in senior marketing roles?

Yes — particularly where there’s a lack of clarity and too many competing priorities. Even high performers are feeling the pressure.

What should CMOs prioritise right now?

Clarity. Knowing what matters most, where to focus resources, and where to bring in support.

Let’s have a conversation

If you’re building out your marketing team and feeling the pressure of competing priorities — or you’re a marketer thinking about what your next move should look like — I’m always happy to have a chat.

No pitch. No pressure.

Just a genuine conversation about where you’re at, and what might make sense next.

Contact Lucy

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Founder and Director of New Chapter Talent, with 20 years of experience working in recruitment across the UK, New Zealand and Australian markets – with a strong focus on marketing, and now sales.

The Reality of Hiring in 2026: What’s Actually Working (and What’s Not)

Tue, 21 Apr 2026 01:29:40 GMT

Hiring hasn’t stopped — but expectations, budgets, and timelines are out of sync. The businesses making great hires right now are clear, realistic, and decisive. The ones struggling are chasing “unicorns,” overcomplicating roles, or moving too slowly. Meanwhile, candidates are prioritising impact, stability, and leadership over hype.

What I’m Seeing on the Ground

I spend every day in conversations with marketing and sales leaders, founders, and candidates across Australia. Not surface-level chats — real discussions about team structure, budgets, pressure points, and career decisions.

And right now, there’s a clear pattern emerging.

It’s not that hiring has dried up. It hasn’t.

It’s that the gap between expectation and reality has widened — on both sides.

Let me break down what’s actually happening.

The “Unicorn” Hire Isn’t Coming

There’s still a tendency to write job briefs that read like five roles rolled into one.

Strategy. Performance. Brand. Content. AI. Leadership.

That’s not a single hire. That’s a team.

The businesses getting traction are the ones that have stepped back and asked:
What do we actually need first?

Clarity here changes everything. It sharpens the brief, attracts the right people, and ultimately leads to a better hire.

The Market Has Found Its Middle Ground

There’s a bit of a reset happening.

Some businesses are still hiring for a “dream version” of a role — without the budget to match
Some candidates are still anchored to peak-market salaries from a very different hiring climate

Where hiring is actually happening?

Right in the middle.

The most successful outcomes I’m seeing are where both sides are informed, flexible, and realistic.

Slow Hiring Is Costing You Good People

I’ll be direct — a 4–6 week decision-making process isn’t being thorough.

It’s self-sabotage.

The strongest candidates aren’t sitting still for that long. They’re having multiple conversations, and they’re making decisions quickly.

If your process drags:

You lose momentum
You lose engagement
And most often, you lose your preferred candidate

The businesses winning talent right now are decisive. Not rushed — but clear and intentional.

Fractional Isn’t a Trend — It’s a Shift

There’s been a lot of talk about fractional leadership over the past couple of years.

From where I sit, it’s not a passing phase — it’s become a very practical solution.

Not every business needs a full-time CMO.

But many do need:

Strategic direction
Senior thinking
Someone to bring clarity to the chaos

Fractional allows businesses to access that level of expertise without the full-time overhead — and right now, it’s a far more accessible option than it used to be.

“Hands-On” Roles Need a Reality Check

I’m seeing more and more job briefs describe roles as “hands-on.”

In theory, that’s fine.

In practice, it’s often code for:

“We need you to do everything.”

The best marketers are pushing back on this — and rightly so.

Strong candidates want:

Clear scope
Defined priorities
A role where they can actually do their best work

If everything is a priority, nothing is.

Employer Brand Is Doing the Heavy Lifting

A few years ago, employer brand sat in the “nice to have” category.

That’s no longer the case.

Candidates are doing their homework — and quickly.

If your story isn’t:

Clear
Compelling
Consistent

You’re already on the back foot before the first conversation even happens.

This is especially true when it comes to senior talent.

Job Descriptions Might Be Holding You Back

Some of the biggest hiring blockers I see are self-inflicted.

Overwritten job descriptions.

Endless lists of responsibilities.
Unrealistic expectations.

And then the question:
“Why aren’t the right people applying?”

The best briefs are simple, focused, and honest.

They speak to outcomes, not just tasks.

Senior Talent Isn’t Harder to Find — It’s Harder to Convince

There’s a common narrative that senior talent is “scarce.”

I don’t agree.

There are incredibly strong operators in the market right now.

But they’re not just looking for a job.

They’re looking for:

Impact
Trust
Leadership they believe in

If those elements aren’t clear, they won’t move — even if the role looks good on paper.

If You’re Leading a Team Right Now, Check In

There’s a level of uncertainty in the market at the moment — and people feel it.

If you’re leading a team, don’t assume everything is fine.

Have the conversation.

Ask how they’re feeling.
Ask what they need.
Give clarity where you can.

Stability and transparency go a long way right now.

And If Someone Comes to Mind — Reach Out

One of the quieter realities of this market is how many great people are in transition.

Job searching can be a tough place to sit. It’s often isolating, and it’s rarely talked about openly.

If someone pops into your head:

Send the message.
Make the call.
Grab a coffee.

It matters more than you think.

Where New Chapter Talent Fits Into All of This

This is exactly why I built New Chapter Talent the way I did.

After more than 20 years in marketing and sales recruitment, I’ve seen what happens when hiring becomes transactional. Roles get filled — but they don’t always stick.

We take a different approach.

We spend time understanding:

The culture behind the role
The personalities in the team
What success actually looks like beyond the job description

Because the best hires aren’t just about capability — they’re about alignment.

Alongside recruitment, we’re also building a community around marketing leadership through initiatives like the CMO Chapters Podcast , our CMO Collective Lunch Club , the Marketing Leadership Awards , and our Marketing Mentorship Program .

Because this industry works better when people are connected.

Final Thought

Hiring right now isn’t broken.

But it does require a reset in how we think about roles, expectations, and decision-making.

The businesses that are getting it right are the ones willing to be honest about what they need, what they can offer, and how they show up in the process.

Let’s Talk

If you’re hiring and want a clearer view of the market — or you’re thinking about your next move — I’m always happy to have a conversation.

No pressure. Just a genuine discussion about where things are at and what might make sense next.

Contact Lucy

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Founder and Director of New Chapter Talent, with 20 years of experience working in recruitment across the UK, New Zealand and Australian markets – with a strong focus on marketing, and now sales.

When Salary Goes Up, Expectations Do Too: A Recruiter’s Honest Take on the Gap No One Talks About

Tue, 14 Apr 2026 01:12:17 GMT

I’ve had a growing number of conversations with marketers who are excited about securing a higher salary - but surprised by the pace, pressure, and expectations that come with it. In my experience, salary isn’t just a reward for experience; it’s a signal of output, speed, and accountability. When expectations and capability aren’t aligned upfront, that’s when things start to unravel on both sides. Here’s what I wish more candidates and hiring managers talked about before the offer is signed.

I’ve been having a lot of the same conversation lately — with both marketers and hiring managers — and I think it’s worth putting into words.

It usually starts with something like this:

A candidate secures a role at the top end of the salary range. Everyone’s happy. The offer gets signed quickly. There’s relief on both sides — especially in a market where strong talent is still hard to land.

Then about 2–3 months in, the tone shifts.

The client calls me and says:
“We stretched to secure them… but the output isn’t quite where we expected.”

And sometimes, the candidate says something similar in different words:
“I didn’t realise the pace would be this intense.”

Neither side is wrong. But there’s often a gap that wasn’t properly unpacked before the offer was accepted.

That’s the bit I want to talk about.

Salary is never just about money

It might feel obvious to say this, but it gets overlooked more often than you’d think:

When a business increases a salary offer, they’re not just buying experience.
They’re buying impact, speed, and confidence in execution.

Especially in marketing and sales roles, where the pressure is visible, and the commercial expectations are tied directly to performance.

So yes, higher salary means better compensation.

But it also quietly signals:

You’re expected to deliver faster
You’ll have less time to “settle in”
You’re likely stepping into higher visibility
There’s more scrutiny on outcomes, not just activity
And in many cases, the hours get heavier when things are busy

None of this is good or bad. It’s just reality.

But it needs to be spoken about properly.

Where things start to fall apart: the expectation gap

In my experience at New Chapter Talent, most mismatches don’t come from capability issues.

They come from assumptions that were never tested out loud.

A hiring manager assumes:
“They’ve been paid at this level, so they’ll hit the ground running.”

A candidate assumes:
“I’ve earned this salary, so I’ll be given time to ramp.”

And somewhere in the middle, no one explicitly aligns on what “success in the first 90 days” actually looks like.

That’s where frustration builds.

Because suddenly:

The pace feels faster than expected
Feedback comes earlier and more directly
There’s less room for experimentation
And performance is measured sooner than anticipated

It’s not that the role is unfair. It’s that the exchange wasn’t fully understood on both sides.

The uncomfortable truth: higher salary compresses the runway

One of the clearest patterns I’ve seen over 20+ years in recruitment is this:

The higher the salary band, the shorter the runway.

At senior marketing and sales levels, businesses are not hiring for potential. They’re hiring for certainty.

They need someone who can:

Read the business quickly
Prioritise without hand-holding
Influence stakeholders early
Deliver commercial value in weeks, not quarters

And when that doesn’t happen, it creates tension — even if the person is highly capable.

This is where good hires can still fail, not because they aren’t strong, but because expectations were never properly calibrated.

Before you push for the top of the range, ask yourself this

I say this directly to candidates I’m working with:

If you’re aiming for the top end of a salary band, it’s worth pausing and asking:

“Am I ready to deliver at that level, at that pace, from day one?”

Not in a theoretical way. In a practical, lived reality way.

Because higher salary isn’t just recognition of where you’ve been — it’s a bet on what you can produce immediately in a new environment.

And that comes with pressure.

The kind that shows up in:

Faster decision-making cycles
Less structured onboarding
Higher visibility with leadership teams
More responsibility for outcomes (not just output)

When candidates are honest with themselves about that trade-off, they make better decisions. And they tend to land in roles where they actually thrive — not just survive.

What I tell hiring managers too

This isn’t just a candidate conversation.

Hiring managers also have a role to play here.

If you’re stretching salary to secure talent — which many teams are right now — you need to be equally clear about what that stretch means in practice.

Not in a punitive way. But in a transparent one.

That includes:

What success looks like in the first 30/60/90 days
Where the pressure points in the role actually are
How quickly impact needs to be demonstrated
What support is genuinely available vs assumed

The best outcomes I see are when both sides leave the offer stage with the same understanding — not just enthusiasm.

When it works, it really works

I don’t want this to sound like a cautionary tale.

Because when expectations, capability, and compensation are properly aligned, the results are excellent.

Those are the placements where:

People feel fairly rewarded and appropriately challenged
Businesses see impact quickly and consistently
There’s mutual respect rather than silent frustration
And retention is strong because nothing feels mismatched

Those are the relationships I love building through New Chapter Talent.

Why this matters to me

At New Chapter Talent, we’ve always taken a very human approach to recruitment.

Yes, we work across marketing and sales roles in Australia and New Zealand, but the job has never just been about filling vacancies.

It’s about understanding people properly — how they work, what environments they thrive in, and what success actually looks like for both sides.

That’s also why I’ve invested so much into initiatives like the CMO Chapters Podcast , CMO Collective Lunch Club , Marketing Leadership Awards , and our Marketing Mentorship Program — because these conversations don’t just belong in recruitment briefs. They belong in the industry itself.

The more openly we talk about expectations, the better decisions everyone makes.

Final thought

Salary will always matter — especially in a market where cost of living is real and talent is in demand.

But it should never be the only lens a decision is made through.

Because the real question isn’t just:

“Am I getting paid enough?”

It’s also:

“Can I deliver what this level of role demands, consistently, from day one?”

When those two answers align, everything tends to fall into place.

If this resonates — whether you’re hiring or thinking about your next move — I’m always open to a conversation.

You can reach out to me directly, or connect with us at New Chapter Talent.

Contact Lucy

Are you looking for your new chapter, new start or new talent? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Founder and Director of New Chapter Talent, with 20 years of experience working in recruitment across the UK, New Zealand and Australian markets – with a strong focus on marketing, and now sales.

New Chapter Talent at Melbourne Theatre Company: West Gate

Tue, 07 Apr 2026 23:30:00 GMT

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Lucy Bolan is director and principal marketing recruiter at New Chapter Talent , specialising in connecting marketing professionals with leading organisations across Australia and New Zealand. Her passion for storytelling extends beyond recruitment, bringing her insights to experiences that celebrate creativity, culture, and Australian stories.

Last week, New Chapter Talent had the pleasure of attending Melbourne Theatre Company’s West Gate as guests of the MTC Business Collective. It was a night that combined history, theatre, and connection with Melbourne’s business community—a perfect mix for a New Chapter Talent team outing.

The production was a truly moving adaptation of the tragic events surrounding the West Gate Bridge collapse in 1970. I’ll be honest, I had no idea 35 men lost their lives during construction when the bridge collapsed. Experiencing this story on stage gave a whole new perspective on something many of us pass by every day. It was unforgettable, and I won’t drive over the bridge the same way again.

A Powerful Stage Adaptation

West Gate is helmed by award-winning director Iain Sinclair and written by Dennis McIntosh . The play features a powerhouse cast including:

Steve Bastoni (Police Rescue, The Matrix Reloaded)
Daniela Farinacci (Lantana)
Darcy Kent (New Gold Mountain)
Rohan Nichol (Star Wars: Episode III – Revenge of the Sith)

It tells the story of workers, engineers, and families connected to the bridge’s construction, capturing the pride, pressure, and tragedy of this defining Melbourne moment.

The 1970 West Gate Bridge Collapse

On 15 October 1970 , the bridge collapsed mid-construction, killing 35 workers and forever changing countless families. It remains Australia’s deadliest industrial accident and led to significant reforms in workplace safety and labour practices.

Dennis McIntosh’s play draws on survivor testimonies and extensive research, blending historical accuracy with compelling storytelling to honour the human stories behind the tragedy.

Themes, Characters, and Drama

At the heart of the story are Young Scrapper , a spirited labourer, and Vittorio , a veteran welder. Their evolving relationship under unsafe working conditions and immense pressure reflects both the camaraderie and the tension of the construction site.

The play highlights themes of:

Working-class struggles
Immigrant experiences
Pride in craftsmanship and teamwork
The personal cost of industrial progress

“This was a powerful story to bring to life on stage. I don’t think I’ll ever drive over that bridge again without thinking about what I learnt.” – Lucy Bolan, Marketing Recruiter

A Night with the MTC Business Collective

As part of the MTC Business Collective , New Chapter Talent had the chance to network with Melbourne’s business leaders while enjoying a night at the theatre. The evening included backstage access, mingling with the cast, and celebrating Australian stories in a truly immersive setting.

The Business Collective connects like-minded businesses with Melbourne Theatre Company through exclusive events, networking, and hospitality benefits, allowing members to support Australia’s home of theatre while enjoying unforgettable experiences with clients, staff, and peers.

Why This Matters to Us

At New Chapter Talent, we value experiences that inspire creativity and connection , both within our team and with our clients. Attending West Gate reminded us of the importance of understanding human stories , whether in theatre, marketing, or talent recruitment.

It was a night of reflection, learning, and connection, and we are grateful to the MTC Business Collective for the invitation.

For more about Melbourne Theatre Company and the Business Collective, visit MTC Business Collective

How to Give Interview Feedback Candidates Actually Appreciate

Mon, 30 Mar 2026 06:00:36 GMT

Clear interview feedback doesn’t need to be harsh or over-polished - it needs to be honest. Candidates value direct, actionable insights over vague praise. This guide explains how to deliver feedback that is respectful, useful, and easy to understand, helping candidates improve while strengthening your employer brand.

Let’s Get to the Point

We’re not winning Oscars here. When it comes to interview feedback, clarity matters more than performance.

Over the past few weeks, I’ve spoken with several marketers who made it all the way to final interviews—but didn’t get the role. And while rejection is never easy, what stood out wasn’t just the outcome. It was how the feedback was delivered.

As a recruiter, one of the hardest parts of the job is sharing that news. It’s not something anyone enjoys. But one thing I’ve learned over time is this: being clear and direct is far more helpful than trying to soften the blow with vague or overly polished language.

Because let’s be honest—dragging it out doesn’t make it easier.

The Problem With “Nice” Feedback

There’s a common instinct to cushion rejection with praise. It comes from a good place. No one wants to disappoint someone, especially after they’ve invested time and effort into the process.

But here’s where it goes wrong.

Candidates often hear things like:

“You were incredible, we can’t fault you… but you didn’t get the job.”
“Your skills are second to none… however…”
“We’ll always remember you.”
“You’re outstanding… but…”

At first glance, this sounds kind. Encouraging, even. But in reality, it leaves people confused.

If everything was so great… what actually went wrong?

Why Vague Feedback Creates Frustration

Waiting for an interview outcome is already stressful. When the feedback finally arrives, candidates are looking for one thing: clarity.

When that clarity is missing, it creates more questions than answers:

Was it a skills gap?
Was it experience?
Was it cultural fit?
Was it something they said?

Without specific direction, candidates can’t improve. And that’s where frustration sets in.

Vague praise might feel gentler in the moment, but it doesn’t serve the person receiving it.

What Candidates Actually Want

Here’s the reality: most candidates aren’t expecting perfection—they’re expecting honesty.

They want to know:

Why they didn’t get the role
What they could do differently next time
Where they fell short compared to others

It doesn’t need to be harsh. It just needs to be real.

We’re all adults. Clear feedback isn’t offensive—it’s useful.

How to Deliver Clear, Constructive Feedback

Giving direct feedback doesn’t mean being blunt or insensitive. It’s about being respectful while still being honest.

Here’s a simple way to approach it:

1. Start With Context

Acknowledge the effort and time they invested.

Example:
“Thanks again for going through the process with us—we really appreciated the time and preparation you put in.”

2. Be Clear About the Outcome

Don’t bury the result in long-winded language.

Example:
“Unfortunately, we won’t be progressing with your application.”

3. Explain the Decision

This is the part most people avoid—but it’s the most valuable.

Be specific.

Example:
“We felt another candidate had more hands-on experience with paid media strategy at scale, which was a key requirement for this role.”

4. Offer Actionable Insight

Give them something they can actually use.

Example:
“To strengthen your profile, it would be helpful to gain more exposure to budget ownership and performance reporting at a strategic level.”

5. Keep It Human

Tone matters. You can be direct and still be kind.

The Balance: Honest, Not Harsh

There’s a difference between clarity and bluntness.

You don’t need to list every flaw or overanalyse their performance. Focus on the most relevant factor—the real reason behind the decision.

Think of it this way:

Not helpful: “You weren’t the right fit.”
More helpful: “We were looking for someone with deeper experience in stakeholder management at a senior level.”

One gives closure. The other creates doubt.

Why This Matters More Than Ever

Candidate experience doesn’t end when you send a rejection email.

The way you deliver feedback impacts:

Your employer brand
Future applications from strong candidates
Word-of-mouth reputation in your industry

People remember how they were treated—especially when things didn’t go their way.

Clear, thoughtful feedback shows respect. And that goes a long way.

Kindness Doesn’t Need to Be Theatrical

There’s a misconception that being kind means softening everything.

It doesn’t.

Kindness is about respect. And respect means being honest enough to give someone clarity.

You don’t need to overcomplicate it. You don’t need to dress it up.

Just tell them the truth, explain the decision, and give them something they can take forward.

That’s what actually helps.

Frequently Asked Questions

What is the best way to reject a candidate after an interview?

The best approach is to be clear, respectful, and specific. Share the outcome directly, explain the reason, and provide actionable feedback where possible.

Why is honest feedback important in recruitment?

Honest feedback helps candidates improve, reduces confusion, and strengthens your reputation as a transparent and respectful employer.

Should interview feedback always include areas for improvement?

Where possible, yes. Even one clear takeaway can provide value and help candidates grow.

Is it okay to soften negative feedback?

Tone should be thoughtful, but the message should remain clear. Avoid vague language that hides the real reason behind the decision.

Contact Lucy

Are you looking for your new chapter, new start or new talent? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Founder and Director of New Chapter Talent, with 20 years of experience working in recruitment across the UK, New Zealand and Australian markets – with a strong focus on marketing, and now sales.

Why Attitude and Preparation Matter More Than Experience in Job Interviews

Tue, 24 Mar 2026 01:25:09 GMT

A recent interview reminded me of something we often overlook: experience isn’t everything. In fact, the qualities that truly make someone stand out are often much simpler - preparation, curiosity, and clear communication. If you’re early in your career (or hiring someone who is), this insight might just change how you approach interviews.

A Real Interview That Changed My Perspective

Last week, I interviewed a junior marketer who had been recommended to me for a role I’m currently recruiting for.

To be honest, I went into the conversation expecting a fairly standard interview. Early-career candidate, limited experience, probably still finding their feet.

But within minutes, it was clear - this wasn’t going to be a typical interview.

They completely exceeded expectations. Not because they had years of experience (they didn’t), but because of how they showed up.

It was a powerful reminder: the way you approach an opportunity often matters more than what’s on your CV.

What This Candidate Did Differently

They Came Prepared (Without Being Asked)

Before the interview, they had put together a short five-minute presentation - completely off their own back.

It wasn’t overdone or unnecessary. It was thoughtful, relevant, and showed genuine effort.

They covered:

Their understanding of the role
Insights into the target audience and brand
Ideas for how they would bring content to life on social media

This immediately set the tone. It showed initiative, curiosity, and a willingness to go beyond the bare minimum.

They Took Professionalism Seriously

This might sound simple, but it still matters.

They showed up looking polished and professional - smart shirt, well-presented, clearly prepared.

It wasn’t about being overly formal. It was about showing respect for the opportunity and making a strong first impression.

Small details like this don’t go unnoticed.

They Asked Smart, Thoughtful Questions

One of the biggest differentiators in any interview is the quality of questions a candidate asks.

This candidate didn’t default to generic, surface-level questions.

Instead, they asked things that showed they were really thinking:

How success in the role would be measured
What challenges the team is currently facing
How the brand approaches content strategy

Good questions signal engagement. Great questions signal potential.

They Communicated Clearly and Confidently

This was the standout.

They were able to clearly articulate their experience, ideas, and thinking, without overcomplicating things.

Their communication was:

Structured
Easy to follow
Confident, without being overbearing

At a junior level, this is rare - and incredibly valuable.

They Showed Genuine Curiosity

More than anything, they were curious.

Curious about the role. Curious about the business. Curious about how they could contribute and grow.

That kind of mindset is hard to teach - and it’s often what separates good candidates from great ones.

Why Attitude Often Matters More Than Experience

Here’s the reality: most technical skills can be taught.

What’s much harder to develop is mindset.

Things like:

Attitude
Work ethic
Curiosity
Communication

These are the traits that drive long-term success.

How to Stand Out in Your Next Interview

If you’re early in your career, this should be encouraging.

You don’t need years of experience to stand out - you just need to approach the opportunity differently.

Here’s how:

Do more than expected
Prepare something extra - ideas, a short presentation, or insights about the role.
Research properly
Understand the company, their audience, and what they’re trying to achieve.
Practice how you communicate
Clear, structured answers will always stand out more than vague ones.
Ask better questions
Think beyond the basics. Show that you’re genuinely interested.
Focus on your presence
How you show up - your energy, professionalism, and attitude - matters.

What Hiring Managers Are Really Looking For

From a hiring perspective, the checklist isn’t just about experience.

It’s about:

Initiative
Clarity
Confidence
Curiosity

Experience might get you in the door. But these are the qualities that leave a lasting impression.

Final Takeaway

That interview was a strong reminder of something simple but important:

→ You don’t need years of experience to stand out.

If you bring the right attitude, put in the effort to prepare, and communicate clearly, you’ll already be ahead of most candidates. Because at the end of the day, preparation creates confidence.

And confidence creates opportunity.

Frequently Asked Questions

Do employers value attitude over experience?

In many cases, yes—especially for junior roles. While experience is useful, employers often prioritise candidates who show initiative, strong communication, and a willingness to learn.

How can I stand out in a job interview with little experience?

Focus on preparation. Research the company, bring ideas to the table, communicate clearly, and ask thoughtful questions. These actions can make a bigger impact than experience alone.

What do hiring managers look for in junior candidates?

They look for potential. That includes attitude, curiosity, communication skills, and a strong work ethic.

Is preparation really that important for interviews?

Absolutely. Preparation shows effort, builds confidence, and helps you stand out instantly—often before you’ve even answered your first question.

Final thought:

Experience can be gained.
But attitude, preparation, and curiosity? That’s what gets you hired.

Contact Lucy

Are you looking for your new chapter, new start or new talent? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Founder and Director of New Chapter Talent, with 20 years of experience working in recruitment across the UK, New Zealand and Australian markets – with a strong focus on marketing, and now sales.

Marketing Salary Guide Australia 2026: Market Insights for Employers and Marketers

Tue, 10 Mar 2026 02:38:35 GMT

New Chapter Talent Marketing Salary Guide Australia 2026

The marketing job market across Australia continues to evolve at pace.

AI tools are becoming embedded in day-to-day workflows. Data-led decision making is now expected. And employers are increasingly focusing on capability rather than job titles when hiring.

Each year, New Chapter Talent publishes its Market Insights & Salary Guide to help employers and marketing professionals understand where the market is sitting — from salary benchmarks through to the skills shaping hiring decisions.

The 2026 edition highlights several clear shifts across the marketing profession.

Capability Is Becoming the Real Currency

One of the strongest themes emerging in 2026 is the shift toward skills-first hiring .

Employers are placing greater emphasis on demonstrable capability rather than simply years of experience or job titles. Certifications, practical AI knowledge and the ability to work confidently with data are increasingly influencing hiring decisions and salary levels.

In many cases, the question employers are asking is no longer “What was your role?” but “What impact did you deliver?”

The Rise of the Hybrid Marketer

Marketing roles are also becoming more blended.

The most sought-after professionals are those who can move comfortably between several disciplines, combining:

Creative thinking
Technical capability
Analytical insight
Commercial strategy

Marketers who understand how brand, performance marketing, CRM and data all connect are becoming particularly valuable to organisations looking to drive growth.

The Skills Employers Are Prioritising

Across Australia, several skill areas are standing out in hiring conversations.

These include:

AI-enabled marketing tools and automation
Marketing analytics and attribution modelling
Performance and paid media optimisation
MarTech stack fluency across CRM and automation platforms
Strategic thinking linked to commercial outcomes

At the same time, human capability remains essential.

As businesses continue to implement new systems and digital tools, marketers who can influence stakeholders, communicate clearly and lead teams through change are increasingly valuable.

Technology may drive efficiency, but people drive adoption.

Movement in the Marketing Job Market

There is also noticeable movement across the marketing workforce.

Many professionals are open to new opportunities, particularly when development or progression has slowed. Employers that can offer clear career pathways, flexibility and meaningful challenges are often better positioned to attract and retain strong talent.

Salary expectations are also increasingly tied to measurable outcomes — particularly in roles linked to revenue growth, customer experience and digital performance.

Download the 2026 Marketing Salary Guide

The New Chapter Talent 2026 Market Insights & Salary Guide provides a deeper look at salary benchmarks across a wide range of marketing roles, including:

If you’re hiring, reviewing salary structures or considering your next career move, the guide offers a practical snapshot of the current marketing landscape in Australia.

You can download the full 2026 Marketing Salary Guide via the New Chapter Talent website .

Contact Lucy

Are you looking for your new chapter, new start or new talent? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

It’s Time to Get Out There — Your March 2026 Networking Guide

Mon, 02 Mar 2026 23:57:19 GMT

March 2026 is packed with high-value marketing and business networking events across Melbourne and Sydney. From AI and martech summits to loyalty, media, and multicultural marketing forums, this guide highlights where ambitious marketers and business leaders should be showing up. If real-world connection is a priority this year, now’s the time to get out there.

Why March 2026 Is the Moment to Show Up

It’s March already — and 2026 is moving quickly.

If expanding your network, exploring new opportunities, or simply staying sharp in-market is part of your plan this year, now is the time to act.

We’ve heard non-stop AI talk for the last two years. But this year feels different.

The power of human connection matters more than ever:

Real-life content
Real-life connections
Real-life conversations

AI can accelerate your work — but it won’t replace the relationships that shape careers.

Here’s where to be this March ��

�� Melbourne Marketing & Business Events – March 2026

1. Melbourne Marketing Forum

31 March 2026

A local industry networking event featuring short-form talks and structured networking sessions.

Best for:

Mid-to-senior marketers
Professionals wanting meaningful local connections
Marketers exploring new career moves in 2026

Expect practical insights and genuine peer engagement rather than surface-level mingling.

�� Tickets & details: https://www.marketingforum.melbourne/

2. CommBank SmallBiz Week

25–26 March 2026

Two days of growth-focused sessions, workshops, and networking designed for business owners and marketers operating in SME and scale-up environments.

Best for:

Founders
Growth marketers
Commercial leaders
Marketing professionals in scaling teams

If you work in fast-moving businesses, this is one to circle.

�� Tickets & details: https://bigevent.io/event/commbank-smallbiz-week-melbourne/

3. Asia Pacific Loyalty Awards

19 March 2026

A standout event for CRM, retention, customer experience, and lifecycle marketers.

Senior loyalty and customer leaders from across APAC attend, making this a strong room for strategic-level conversations.

Best for:

CRM specialists
CX leaders
Retention marketers
Loyalty program managers

�� Tickets & details: https://australianloyaltyassociation.com/apac_loyalty_awards/

�� Sydney Marketing & Media Events – March 2026

1. Intrigue MAdVerse Summit

4 March 2026

A strong marketing and martech summit covering:

AI in marketing
Digital strategy
Performance marketing
Emerging tech

A solid mix of senior marketers, agencies, and technology partners — all under one roof.

Best for:

Digital leaders
Martech professionals
Agency-side marketers
Tech-savvy brand teams

�� Tickets & details: https://www.intriguesummit.com/madverse2026sydney

2. Future Media Forum

19 March 2026

Focused on advertising, media innovation, adtech, and digital trends.

Well suited for media, performance, and brand marketers wanting genuine peer networking in a more future-focused setting.

Best for:

Media planners
Performance marketers
Brand strategists
Adtech professionals

�� Tickets & details: https://au.eventscloud.com/ereg/index.php?

3. Ethnolink Multicultural Communications Summit

20 March 2026

An important event for marketers wanting to deepen their capability in:

Inclusive marketing
Multicultural strategy
Community engagement

As Australia’s audience landscape continues to evolve, inclusive marketing is no longer optional — it’s essential.

Best for:

Brand leaders
Strategy professionals
Communications specialists
Marketing managers focused on growth audiences

�� Tickets & details: https://go.ethnolink.com.au/summit-sydney

Come Mingle With Us: The New Chapter Marketing Collective

At New Chapter Talent , we believe some of the best career opportunities start over lunch — not LinkedIn.

We host monthly marketing lunches through The New Chapter Marketing Collective , bringing together senior marketers for honest, off-the-record conversations about careers, hiring, leadership, and what’s really happening in market.

If you’re looking to:

Expand your senior marketing network
Explore new opportunities discreetly
Connect with like-minded industry peers

Join our crew and hear about our next lunch here: https://www.linkedin.com/groups/15165022/

Why Networking Still Wins in 2026

→ The tools are smarter.
→ The automation is faster.
→ The AI is louder.

✔️But career-defining moves still happen through relationships.

March is stacked with opportunity across Melbourne and Sydney. If you’ve been meaning to get out there — consider this your nudge.

We’ll see you in the room.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Networking for Marketers: Why It Still Matters (and How to Do It Well)

Mon, 23 Feb 2026 20:30:00 GMT

If you’re thinking about your next step…
If you’re in between roles…
If you simply want to stay sharp and connected…

Networking isn’t optional. It’s essential.

And yet, it’s one of the most underused tools in a marketer’s career toolkit.

We see it every day. Brilliant marketers relying solely on job boards or waiting to be approached. Meanwhile, the strongest career moves often start with something far simpler — a conversation.

Let’s break down why networking matters, what it actually looks like in 2026, and how connecting with the right marketing recruiter can quietly change the game.

Why Networking Is So Important for Marketing Professionals

Marketing is a relationship-driven profession. Always has been.

Roles are shaped through referrals.
Projects are built through partnerships.
Leadership hires are often confidential.

That means many opportunities never make it to a public job ad.

When you stay visible and connected, you’re more likely to:

Hear about roles before they go to market
Be recommended by someone who trusts your work
Stay informed about shifts in the marketing job market
Build credibility within your sector

In competitive markets like Melbourne, relationships matter. A lot.

What Networking Actually Looks Like (Without the Awkward Bits)

Let’s retire the image of stiff name tags and forced small talk.

Modern networking for marketers is far more natural:

A coffee with a former colleague
Attending a local marketing event
Reaching out to someone whose career path interests you
Engaging meaningfully on LinkedIn
Checking in with a trusted recruiter before you actively start job hunting

It’s not about collecting contacts.
It’s about building genuine, long-term relationships.

Why Connecting with a Marketing Recruiter Is Smart Networking

Many marketers only speak to a recruiter when they urgently need a job.

That’s backwards.

Building a relationship with a specialist marketing recruiter early means:

You understand your current market value
You gain insight into hiring trends
You get honest feedback on positioning and career direction
You’re considered for roles that may never be advertised

At New Chapter Talent , we work across permanent, contract and executive marketing roles. We partner deeply with both candidates and organisations — not just when there’s a vacancy, but throughout careers.

If you’re looking for the best marketing recruitment agency in Melbourne, it isn’t about bold claims. It’s about track record, relationships and reputation.

We’re proud to be recognised as a trusted marketing recruiter in Melbourne because:

We specialise solely in marketing
We understand the nuances across digital, brand, CRM, product and leadership roles
We work with respected organisations across retail, FMCG, eCommerce, education, financial services and more
We prioritise long-term relationships over short-term placements

That’s what makes a difference.

Networking When You’re In Between Roles

If you’re currently between roles, networking becomes even more important.

It keeps you visible.
It builds momentum.
It protects confidence.

Some of the strongest career moves we’ve seen started during what felt like a pause.

Use the time to:

Reconnect with past leaders and peers
Attend industry events
Meet with a specialist marketing recruiter
Refine how you talk about your impact

Career gaps aren’t weaknesses. Silence is.

Networking for Senior Marketing Leaders

For CMOs and senior marketing leaders, networking looks slightly different.

It’s less about applying and more about staying front of mind.

Executive roles are often handled discreetly. Conversations happen well before briefs are formalised. If you’re not visible within trusted networks, you may never know a role existed.

Strategic relationships — including with an experienced marketing recruiter — ensure you remain part of that conversation.

Frequently Asked Questions (FAQ)

Why is networking important in marketing?

Marketing is relationship-driven. Many opportunities arise through referrals, recommendations or private searches rather than public job ads. Strong networks increase visibility and access to hidden roles.

How do I network effectively as a marketer?

Start small. Reconnect with former colleagues. Attend relevant industry events. Engage thoughtfully on LinkedIn. Build genuine relationships rather than transactional connections.

Should I connect with a marketing recruiter even if I’m not looking for a job?

Yes. Speaking with a specialist marketing recruiter helps you understand your market value, current hiring trends and potential future opportunities. Building the relationship early puts you in a stronger position later.

How do I choose the best marketing recruiter in Melbourne?

Look for a recruiter who specialises in marketing, understands your sector, works with reputable organisations and prioritises long-term relationships. Reputation, consistency and transparency matter more than volume.

Is New Chapter Talent a marketing recruitment agency in Melbourne?

Yes. New Chapter Talent is a specialist marketing recruitment agency based in Melbourne, partnering with organisations and marketing professionals across Australia and New Zealand.

Networking isn’t about being the loudest person in the room.

It’s about being connected, informed and visible in the right circles.

And sometimes, the most valuable conversation you have isn’t about a job today — it’s about building the relationship that shapes your career tomorrow.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

“My Work Speaks for Itself.” In 2026, That’s Not Always Enough.

Thu, 19 Feb 2026 01:30:00 GMT

Last year, I was working with a seriously talented marketing professional. Smart. Commercial. Proven results. The kind of person any business would be lucky to have.

They were starting to think about their next move.

As we talked through the market, I said something gently but honestly:

In this environment, you need to be proactive. Sitting back and waiting to be tapped on the shoulder isn’t quite going to cut it anymore.

Their response?

“But my work has always spoken for itself.”

And I understood exactly what they meant.

The Marketing Job Market Has Shifted

We’re no longer in the post-COVID hiring surge of 2022.

Back then, strong marketers were being approached regularly. Roles moved quickly. Businesses were confident.

Fast forward to 2026 and things feel different.

Budgets are tighter. Hiring processes are longer. More people are exploring the market at the same time.

That means even highly capable marketers can’t rely on reputation alone.

Great work still matters. Of course it does.

But visibility now matters just as much.

Why “Being Found” Isn’t a Strategy

There’s a comforting idea that if you’re good enough, the market will find you.

Sometimes it does.

But more often, opportunities flow to people who are:

Visible
Connected
Top of mind
Having conversations

That doesn’t mean shouting about your wins every five minutes. It doesn’t mean turning your LinkedIn feed into a highlight reel.

It means being intentional.

What Proactive Job Searching Looks Like in 2026

If you’re exploring a new marketing role in Australia right now, here’s what actually makes a difference.

1. Tap Into Your Network

Start with people who already know you.

Former colleagues. Agency partners. Suppliers. Clients. Mentors.

Let them know you’re open to conversations. Not in a desperate way. In a considered way.

Opportunities often sit one degree away.

2. Leverage Your Network’s Network

This is where momentum builds.

Ask for introductions. Be specific about the type of role or industry you’re interested in.

The majority of mid-to-senior marketing roles are filled through referrals and trusted networks before they’re widely advertised.

3. Stay Visible, Curious and Connected

Visibility doesn’t mean ego.

It means:

Attending industry events
Commenting thoughtfully on conversations
Sharing perspectives when you have something useful to add
Reaching out for coffee, even when you’re not “actively” job hunting

Consistency beats intensity.

4. Give Yourself Weekly KPIs

This is where it gets practical.

If you’re serious about exploring the market, treat it like a project.

You might set simple weekly measures like:

Two coffees or virtual catch-ups
One follow-up conversation
One networking event
One recruiter check-in

It’s not about frantic activity. It’s about steady momentum.

The Myth of “Hustle” (Done Properly)

When we say the market rewards a little hustle, we don’t mean noise.

We mean effort.

Thoughtful outreach. Prepared conversations. Genuine curiosity about businesses and challenges.

The marketers who navigate this market best are the ones who combine strong capability with strong relationships.

That’s the difference.

For Senior and Mid-Level Marketers, This Matters Even More

In the $125k–$165k bracket — and above — competition is healthy. Good roles attract strong talent.

Hiring managers aren’t just assessing skills. They’re looking at energy, visibility and commercial awareness.

If you’re waiting quietly to be discovered, you risk being invisible to the very people you’d love to work with.

And that’s a shame, especially when you’re genuinely good at what you do.

Helping the Market Find You

It would be lovely if work always spoke loudly enough on its own.

Sometimes it does.

But in 2026, the marketers who move well are the ones who help the market find them.

They stay connected.
They show up.
They keep conversations warm.

And when the right opportunity appears, they’re already top of mind.

If you’re thinking about your next move and not quite sure where to start, a quiet, strategic plan usually beats sitting back and hoping.

You don’t need to be louder.

You just need to be visible — on purpose.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The “Middle Market” in Marketing Is Feeling the Squeeze

Fri, 13 Feb 2026 00:58:00 GMT

Here’s What That Means for Hiring in Australia...

If you’ve been hiring marketers lately, you’ve probably felt it.

The junior end is crowded.
The senior end is cautious.
And the middle? That’s where most of the action is.

Across Australia and New Zealand, we’re seeing clear pressure points in the marketing recruitment market. Especially in what many would call the mid-level salary bracket — roughly $125k–$165k .

Let’s unpack what’s really happening.

Junior Marketing Roles: Plenty of Talent, Limited Visibility

At the entry level, there’s no shortage of capable, motivated marketers.

Graduates and early-career professionals are doing the work. They’ve studied hard. They’ve interned. They’re ready to contribute. Yet many are getting lost in a sea of applications.

We regularly see hundreds of applicants for one junior marketing role.

That creates two issues:

Great people struggle to get noticed.
Hiring managers become overwhelmed and default to “safe” shortlists.

The result? Junior talent often feels stuck. And businesses miss the chance to shape future capability from the ground up.

Senior Marketing Talent: Experience That Comes at a Cost

At the other end of the spectrum sit senior marketers — Heads of Marketing, Marketing Directors, CMOs.

These are professionals who’ve spent years building commercial acumen, leadership capability and strategic depth.

But increasingly, we’re hearing:

“You’re too expensive. We can’t stretch to that.”

Budgets are tighter. Boards are cautious. Salary scrutiny is high.

In response, some senior marketers have adjusted expectations just to stay in play.

Here’s the tension: organisations still want senior outcomes — growth, brand transformation, digital acceleration, revenue impact — but hesitate at senior salary levels.

You can see where that gets tricky.

The Middle Market: Why the $125k–$165k Bracket Is in Demand

Right now, the most buoyant part of the marketing job market sits in the $125k–$165k salary band.

This typically covers:

Marketing Managers
Senior Marketing Managers
Digital Marketing Leads
CRM / CX Leads
eCommerce Managers
Product Marketing Managers

Marketers in this bracket often have:

6–12 years’ experience
Strong execution capability
Exposure to strategy
Commercial understanding
Enough leadership experience to run a small team

They’re credible. They’re capable. And they’re often seen as a balance between cost and impact.

Over the past few months, we’ve noticed:

Candidates in this range frequently have multiple interviews underway
They can be more selective about culture and scope
Time-to-hire can stretch if decisions aren’t clear

In short, this is the competitive end of the marketing recruitment market right now.

Are We Under-Investing in Junior Development?

When the middle feels tight, it’s worth asking why.

If businesses consistently hire at mid-level rather than develop junior talent, the pipeline narrows over time.

You can’t expect a deep mid-level pool if no one has invested in growing early-career marketers into that space.

Bringing in strong junior marketers isn’t just about cost saving. It’s about long-term capability building.

But it only works if:

There’s proper mentoring
Clear progression pathways exist
Expectations match experience

Without that support, juniors stall. And the gap remains.

Are We Undervaluing Senior Capability?

On the flip side, some organisations hesitate at senior salaries — yet still expect senior outcomes.

Strategy, stakeholder management, board-level influence, budget ownership and transformation leadership don’t come from thin air. They’re built over time.

If a full-time senior hire feels out of reach, there are other models worth considering:

Part-time senior marketers (pro-rata salary)
Fractional CMOs
Project-based strategic support

This approach can deliver the experience and direction you need, without committing to a full executive salary.

Sometimes it’s not about reducing the level — it’s about adjusting the structure.

What This Means for Hiring Managers

If you’re hiring in 2026, it’s worth pausing before defaulting to “mid-level, safe option.”

Ask yourself:

Could we invest in junior talent and build capability properly?
Do we actually need senior thinking, even if not five days a week?
Are we clear on the outcomes we expect — and does the budget reflect that?

Clarity upfront saves time, money and frustration later.

What This Means for Marketing Candidates

If you’re a junior marketer: visibility is your challenge. Clear positioning, tailored applications and a strong narrative matter more than ever.

If you’re mid-level: you’re in a competitive but active space. Be selective. Know your value. Move with purpose.

If you’re senior: your experience is deeply valuable. The question isn’t whether you’re worth it — it’s how your capability is structured and presented in today’s market.

And one thing we see consistently?

Senior marketers who genuinely drive outcomes are worth their weight in gold.

The Bigger Picture: A Balanced Marketing Talent Strategy

The current marketing job market in Australia isn’t broken. It’s just uneven.

The squeeze in the middle is a signal.

A signal to:

Invest earlier.
Structure smarter.
Align salary with expectation.

When businesses get that balance right, hiring feels less reactive and more deliberate.

And that’s where strong marketing teams are built — not just for now, but for the long term.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Marketing Job Titles Explained: What Employers Really Mean

Wed, 28 Jan 2026 23:07:41 GMT

If you’ve ever looked at two marketing roles with the same title but wildly different responsibilities, you’re not imagining things.

In marketing, job titles are famously inconsistent. One company’s Marketing Manager is another company’s Head of Marketing . A Brand Manager role might be strategic and commercially focused in one organisation, and largely campaign execution in another. And don’t even get us started on the difference between a CMO , a Marketing Director , and a Head of Marketing .

For candidates, this creates confusion, frustration, and sometimes career missteps. For employers, unclear titles can lead to misaligned hires and unrealistic expectations.

After years specialising in marketing recruitment across Australia and New Zealand, we see this every single day. So let’s break it down.

This guide explains what common marketing job titles usually mean , where they differ by company, and what really matters when you’re evaluating a role — whether you’re applying for one or hiring.

Why Marketing Job Titles Are So Confusing

Unlike professions with rigid definitions (think accounting or law), marketing roles evolve constantly. New channels emerge, technology reshapes responsibilities, and organisational structures shift as businesses grow.

Add to that:

Different company sizes
Industry-specific needs
Start-ups vs corporates
In-house vs agency environments

…and it’s no surprise that job titles have become blurred.

The reality is this: a job title alone rarely tells you what the role actually involves .

That’s why understanding scope, seniority, and expectations matters far more than the label at the top of the job description.

Entry-Level & Early Career Marketing Roles

These roles are often the starting point for a marketing career, but even here, titles can vary.

Common titles

Marketing Coordinator
Marketing Executive
Marketing Assistant
Digital Marketing Executive

What these roles usually involve

Supporting campaign execution across channels
Coordinating agencies, suppliers, or internal stakeholders
Reporting on campaign performance
Managing timelines, briefs, and assets

These roles are typically execution-focused and designed to build foundational marketing skills across multiple disciplines.

What to watch out for

“Coordinator” roles with unrealistic senior-level expectations
Roles with little exposure to strategy or decision-making
Very narrow responsibilities that limit long-term development

Tip for candidates: Early career roles should give you breadth. If you’re only touching one channel with no learning curve, progression may stall.

Specialist Marketing Roles: Where Titles Really Start to Drift

As marketers gain experience, many move into specialist roles. This is where job titles begin to vary significantly between companies.

Digital & Performance Marketing Roles

Common titles

Digital Marketing Manager
Performance Marketing Manager
Growth Marketing Manager

What these roles can mean

Hands-on channel management (paid media, SEO, CRO)
Agency oversight and budget ownership
Data-driven optimisation and reporting
In some businesses: team leadership
In others: individual contributor roles

The same title can describe a highly tactical role in one company and a strategic, commercially accountable role in another.

Note: Digital marketing job titles are among the most searched in Australia — but they’re also the least standardised.

CRM, Lifecycle & CX Roles

Common titles

CRM Manager
Lifecycle Marketing Manager
Customer Experience (CX) Manager

What employers usually mean

Ownership of customer communications across email, SMS, app, and loyalty
Marketing automation and personalisation
Journey mapping and retention strategies

A key misconception? CRM roles are not “just email” . In many organisations, these roles sit at the intersection of data, technology, and customer strategy.

What differs significantly is:

Level of technical ownership
Whether the role is executional or strategic
Influence across the wider business

Brand, Product & Category Marketing Roles

Common titles

Brand Manager
Senior Brand Manager
Product Marketing Manager
Category Manager

These titles are often used interchangeably — but they shouldn’t be.

Brand Managers typically focus on:

Brand strategy and positioning
Campaign development
Agency management
Sometimes P&L responsibility

Product Marketing Managers usually focus on:

Go-to-market strategy
Product launches
Value propositions and messaging
Sales enablement

Category Managers often sit closer to:

Commercial performance
Pricing and promotions
Range and portfolio strategy

The challenge? Some businesses blur all three into one role, while others separate them cleanly.

Marketing Manager vs Head of Marketing vs CMO: What’s the Difference?

This is the biggest grey area in marketing recruitment — and one of the most important to understand.

Marketing Manager

Usually responsible for:

Day-to-day marketing activity
Campaign planning and execution
Agency and supplier management
Small teams or no direct reports

In smaller businesses, this role may also cover strategy. In larger organisations, it’s often more operational.

Senior Marketing Manager

Often indicates:

Greater autonomy
Larger budgets
Leadership of a small team
Input into strategy, but not full ownership

However, the title isn’t always used consistently. Sometimes it reflects experience rather than scope.

Head of Marketing

Typically responsible for:

Overall marketing strategy
Team leadership
Budget ownership
Senior stakeholder influence

In SMEs and scale-ups, the Head of Marketing is often the most senior marketer in the business — effectively acting as the CMO without the title.

Marketing Director

More common in:

Larger corporates
Highly structured organisations

This role usually sits above execution and focuses on:

Strategic leadership
Governance
Long-term planning

Chief Marketing Officer (CMO)

A true CMO role involves:

Executive-level leadership
Commercial accountability
Brand, growth, and customer strategy
Influence at board or ELT level

Not every “CMO” title reflects this reality. In some organisations, the title is aspirational rather than functional.

Why Job Titles Matter When You’re Job Hunting

Applying for roles based on title alone is one of the most common mistakes we see.

Instead, candidates should focus on:

Scope: What does the role actually own?
Impact: What decisions will you influence?
Progression: Where does this role lead?

Smart questions to ask in interviews

“How will success be measured in the first 6–12 months?”
“What decisions does this role own versus influence?”
“How does marketing work with sales, product, and leadership?”

These questions reveal far more than any title ever could.

Why Recruiters Look Beyond Titles

At New Chapter Talent , we rarely assess candidates — or roles — by title alone.

We look at:

Commercial impact
Leadership capability
Scope of responsibility
Environment and context

Why? Because titles don’t tell us:

How complex the role really is
Whether a move is lateral, a step up, or a step back
If the role aligns with long-term career goals

Understanding this nuance helps us:

Protect candidates from misaligned moves
Help clients hire at the right level
Build careers, not just fill jobs

The Bottom Line: Titles Don’t Build Careers — Experience Does

Marketing job titles will probably never be perfectly standardised — and that’s okay.

What matters is understanding what sits behind the title:

The scope
The influence
The opportunity

Whether you’re exploring your next move or hiring into your team, clarity is everything. And when you look beyond the label, you’re far more likely to find the right fit.

If you’re unsure how your current role stacks up — or what a title really means in today’s market — a conversation can make all the difference.

At New Chapter Talent, we specialise in marketing recruitment across Australia and New Zealand, partnering with marketers at every stage of their career. If you’d like a confidential chat about your next chapter, we’re always happy to help.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The 2026 Marketing Job Market: What Employers Are Really Hiring For (and How to Position Yourself)

Tue, 13 Jan 2026 03:31:06 GMT

If you’ve been anywhere near LinkedIn lately, you’ve probably noticed a strange mix of vibes.

Some people are celebrating new roles.
Others are quietly (or not so quietly) frustrated.
And a lot of very capable marketers are asking the same question:

“Why does getting hired feel harder than it used to?”

Welcome to the 2026 marketing job market.

The good news? Companies are absolutely hiring.
The reality? They’re hiring very differently from how they did in 2022, 2023 or even 2024.

At New Chapter Talent , we work across Brand , Digital , CRM , eCommerce , Product and Executive Marketing roles every single day. We see the briefs, the shortlists, the offers… and the near-misses. So let’s break down what’s really going on — and how to position yourself to win in this market.

So… is marketing hiring in 2026?

Yes.
But not in a “spray and pray” kind of way.

Most businesses in Australia and New Zealand are:

More commercially focused
More cautious with headcount
More demanding about impact

That doesn’t mean fewer marketing jobs .
It means better-defined marketing jobs .

Employers aren’t looking for people who can just do marketing.
They’re hiring marketers who can move the needle .

What companies are actually hiring for in 2026

Let’s talk about what we’re really seeing in briefs right now.

Brand & Communications roles

Brand is back — but it’s no longer fluffy.

Employers want Brand and Comms leaders who can:

Build clear brand positioning
Drive consistency across channels
Protect and grow brand equity
Connect brand activity to commercial outcomes

What’s not landing anymore?
“Great storyteller” without any evidence of business impact .

Digital & Performance Marketing

Digital marketing jobs are still in high demand — but the bar is higher.

Companies want people who:

Understand attribution
Can optimise across paid, owned and earned channels
Know how to scale what’s working
Can talk ROI, not just clicks

If your CV is all tactics and no results, you’ll struggle in 2026.

CRM, Loyalty & CX

This is one of the hottest areas of marketing recruitment right now.

Businesses are investing heavily in:

Customer data
Personalisation
Lifecycle marketing
Retention and loyalty

CRM and CX marketers who can link customer experience to revenue are getting snapped up fast.

eCommerce & Growth Marketing

eCommerce roles are no longer just about “running the website”.

Hiring managers want:

Conversion optimisation
Funnel thinking
Commercial smarts
A deep understanding of customer behaviour

Growth-minded marketers who can connect performance, product and experience are in demand.

Product & Go-to-Market

Product Marketing is having a serious moment.

Companies want marketers who can:

Own go-to-market
Nail positioning
Drive adoption
Work closely with product, sales and leadership

If you can bridge the gap between marketing and commercial teams, you’re extremely employable in 2026.

Marketing Leadership (Head of, Director, CMO)

The CMO brief has changed.

Boards and CEOs are asking:

“How will marketing grow revenue?”
“How will marketing improve retention?”
“How will marketing support our long-term strategy?”

Leadership roles now demand commercial fluency , not just brand or campaign experience.

The biggest shift we’re seeing as recruiters

Here’s the honest truth.

The market has moved from:

“Can you do the job?”
to
“Can you prove the impact?”

We see incredible marketers miss out because they:

Talk about activity instead of outcomes
Undersell their commercial contribution
Don’t connect their work to growth, retention or profit

And we see others get hired quickly because they can clearly explain:

“This is what I did, and this is what it delivered.”

Why good marketers are getting stuck in 2026

This is where much of the frustration comes from.

You might have:

A great CV
Solid experience
Strong brand names
A good track record

But if your story isn’t framed around impact , you blend in.

Employers aren’t looking for “another marketer”.
They’re hiring someone to solve a specific problem .

How to position yourself to get hired in 2026

Here’s what’s working right now.

1. Lead with outcomes, not tasks

Instead of:

“Managed social media and email campaigns”
Try:
“Increased customer engagement by 38% through integrated social and email programs.”

2. Make your CV commercially fluent

Revenue, growth, retention, conversion, efficiency — these are the words hiring managers are scanning for.

If it’s not on your CV, they assume it didn’t happen.

3. Update your LinkedIn

Recruiters search LinkedIn using keywords like:

Digital Marketing
CRM
Brand
Growth
Product Marketing
CMO
Marketing Director

Make sure your profile reflects what you actually want to be hired for.

4. Be clear about your “why”

In interviews, the strongest candidates can clearly say:

“This is the problem I love solving.”

Not just:

“I’ve worked in lots of roles.”

The New Chapter Talent perspective

At New Chapter Talent, we recruit across Brand, Digital, CRM, eCommerce, Product and Executive Marketing roles across Australia and New Zealand.

The candidates getting hired fastest in 2026 are the ones who:

Understand their own value
Can clearly articulate their impact
Know what kind of role they’re best suited for
Are honest about what they want next

You don’t need to be perfect.
You do need to be clear .

Thinking about your next move?

Whether you’re actively looking, quietly curious, or just trying to work out where you sit in this market, understanding how employers are hiring in 2026 gives you a huge advantage.

And if you’d like a confidential chat about how you’re positioned, that’s exactly what we do best.

Here’s to a big, bright 2026. ✨

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

A Night to Remember: The New Chapter Talent Christmas Party 2025 Wrap-Up

Thu, 11 Dec 2025 04:25:40 GMT

Celebrating community, connection, and a cause close to our hearts.

There’s nothing quite like ending the year with great people, good energy, and a rooftop glowing with festive cheer — and this year’s New Chapter Talent Christmas Party delivered all of that and more.

On 10 December, we welcomed 70 of Melbourne’s finest marketers to The Imperial rooftop for an evening of networking, celebration, and community spirit. As a marketing recruitment agency that proudly champions talent across Australia and New Zealand, bringing the industry together is one of our favourite things to do — and this night was a standout highlight of 2025.

Raising $2,000 for the Peter MacCallum Cancer Foundation

This year’s event wasn’t just about clinking glasses and celebrating another big year in marketing.

Every ticket purchased contributed to raising $2,000 for the Peter MacCallum Cancer Foundation , a cause incredibly close to the New Chapter Talent team.

We're so grateful to everyone who attended, donated, or supported the raffle. Your generosity genuinely makes a difference.

An Electric Rooftop Atmosphere

From the moment doors opened, the rooftop was buzzing. Marketers from brand, digital, content, CX, and product roles all came together — creating a brilliant mix of new introductions and familiar faces reconnecting.

There were conversations about new roles, marketing trends, funny 2025 campaign stories, and everything in between. It was exactly what we love to see: a thriving marketing community supporting each other and celebrating the year that was.

A Huge Thank You to Our Prize Sponsors

The raffle was a highlight of the night, and we’re incredibly thankful for the businesses who generously donated prizes:

�� Webjet.com.au — $500 travel voucher
�� AI Growth Academy ( Catherine & Stephen Toms ) — AI in Marketing Accelerator course valued at $990
�� Melbourne Park — 2 x A-Reserve tickets to any event (valued approx. $500)
�� CodexLab ( Robelen Ryan ) — AI Audit + Pilot Workforce valued at $5,000
�� Urban Smile — $480 voucher for a 60-minute treatment

And of course — congratulations to our very lucky winners:

�� Webjet.com.au Voucher: Daniel Bese
�� Melbourne Park Experience: Jo Manderson
�� CodexLab Prize: Nicola Clement
�� Urban Smile Voucher: Karina Jenkin
�� Australian Venue Co. Prize: Kiera Sjogren
�� AI Growth Academy ( Catherine & Stephen Toms ) Prize: Carly Rulton

A Community We’re Proud to Support

2025 was a huge year for the marketing industry — and for New Chapter Talent. From supporting candidates into new roles, to partnering with incredible clients across Australia and New Zealand, to launching events and community initiatives… we’re grateful for every moment.

And nights like this remind us why we do what we do.

The marketing community is collaborative, generous, and full of brilliant humans — and we’re proud to play our part in bringing people together.

What’s Next?

As we gear up for 2026, we’re already planning new events, more opportunities for marketers to connect, and fresh ways to support talent and businesses across ANZ.

If you’re a marketer looking for your next role, or a business searching for exceptional marketing talent, we’re here to help you start your next chapter.

Here’s to a magical Christmas, a well-deserved break, and an exciting year ahead.

Thank you for making our Christmas Party such a memorable night.

Use January to Get Job-Ready for 2026

Tue, 09 Dec 2025 03:03:35 GMT

A Marketer’s Guide to Re-Entering the Job Market

January has a very specific vibe in Australia and New Zealand. Half the country is at the beach, offices are running on skeleton crews, and hiring takes a much-needed breather.

For marketers in between roles, this lull can feel… irritating. You’re ready to run — meanwhile the job market is applying sunscreen and ordering another iced latte.

But here’s the good news: January is actually one of the most strategic months to prepare for your job search, especially if you’re planning to hit the ground running when the marketing recruitment market accelerates in February.

At New Chapter Talent — a marketing recruitment agency specialising in marketing, digital , brand , eCommerce and communications roles across Melbourne, Sydney and Brisbane — we see the same pattern every year: February brings a surge in marketing jobs, but the candidates who land the best roles are the ones who prepared early .

So here are our top 6 tips to make January your most productive (and restorative) month — and to position yourself perfectly for the 2026 job market.

1. Embrace the Summer Slowdown (Properly!)

This is not the month for panic-scrolling job boards.

Give yourself permission to rest. Truly rest.

A reset isn’t a luxury — it’s a competitive advantage. When hiring picks back up, employers want energised, clear-thinking marketers. Not people running on mince pies and burnout.

2. Do a Career Stocktake

January is the perfect quiet moment for reflection — without pressure or noise.

Ask yourself:

What kind of marketer do I want to be in 2026?
What roles excite me now?
What environments help me thrive?
What skills do I want to grow or modernise?

This reflection gives your job search direction, helping you target the right roles — not just the first ones that appear on your feed.

3. Refresh Your Personal Brand

Consider it your summer tune-up .

✔ Update your CV (and tailor it to the roles you actually want)
✔ Refresh your LinkedIn headline + summary
✔ Curate or build a portfolio
✔ Collect testimonials
✔ Clean up old posts
✔ Ensure your story is consistent across platforms

As marketing recruiters, we can confidently say: your personal brand is your first impression — and in a competitive Australian marketing market, this matters more than ever.

4. Upskill in Bite-Sized Ways

You don’t need a career overhaul — just a sharper toolkit.

Try short, low-pressure learning:

Digital, brand and analytics courses
Refreshing your MarTech stack knowledge
Learning AI productivity tools
Updating industry certifications

A few micro-upgrades now can make you stand out to hiring managers in February.

5. Do a Life Admin Reset

Nothing slows down a job search like the mental load of unfinished “life stuff”.

Use the quieter weeks of January to clear the decks. When the marketing job market picks up, you’ll be far more focused and decisive.

6. Create a Job Search System

When February hits, the volume of marketing roles ramps up fast , especially across Melbourne, Sydney and Brisbane.

Set yourself up now so you’re not overwhelmed later.

Create:

A spreadsheet to track applications
A weekly routine (e.g. Mon/Wed job search, Fri networking)
Templates for cover letters + intro messages
Alerts on your favourite job boards
A document of STAR stories to use in interviews

The marketers who systemise their search are the ones who move fastest when opportunities land.

Final Word

January is your moment to breathe, rebuild and get intentional about the next chapter of your marketing career .

Use it wisely and you’ll step into February energised, organised and fully primed to land the right role — not just the first one.

If you’d like personalised support, tailored CV help, or want to chat with a marketing recruiter who genuinely understands the industry, the team at New Chapter Talent is here to help.

Here’s to rest, sunshine and a powerful start to the year.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Why Strategy Still Matters: What Senior Marketers Need to Succeed in 2026

Thu, 27 Nov 2025 01:35:32 GMT

(...and Why Businesses Can’t Afford to Ignore It)

At New Chapter Talent , we speak with senior marketers across Melbourne, Sydney, Brisbane and the wider Australian and New Zealand market every day—and there’s one sentence we’re hearing more and more:

�� “We don’t need strategy – we just need you to do.”

It’s a line far too many senior marketers are being told… and it should concern every business leader.

Somewhere along the way, strategy became “optional” in certain organisations—replaced by rapid execution, fast-turnaround activity, and an obsession with output over meaningful outcomes. And while action is essential, a do-first, think-later culture is causing real issues inside marketing teams.

As a marketing recruitment agency deeply connected to what candidates and clients are experiencing, we can say with confidence:

This mindset isn’t just a marketing problem. It’s a business problem.

Execution Without Strategy Isn’t Marketing – It’s Chaos

Senior marketers are not hired simply to “do more”.

They’re hired to:

✅ Think critically
✅ Challenge assumptions
✅ Influence direction
✅ Shape brand and customer strategy
✅ Build clarity in environments that desperately need it

When organisations minimise strategic thinking, we see the same patterns emerge:

❌ Marketing becomes a service desk rather than a strategic partner
❌ Teams are reactive instead of empowered
❌ Long-term brand building disappears
❌ Capability stalls
❌ Burnout skyrockets
❌ Businesses mistake “activity” for “progress”

As marketing recruiters, we hear the consequences firsthand—from frustrated CMOs to disheartened mid-level marketers unsure how they’re meant to grow when the only goal is to “do more, faster”.

Why Strategy Is the Anchor for High-Impact Marketing

The best CMOs and marketing leaders we work with are aligned on one core belief:

�� Strong strategic thinking is not optional. It’s the anchor that makes execution meaningful.

Great marketers know that strategy:

Aligns the business
Accelerates execution by giving it direction
Reduces the costly “do–undo–redo” cycle
Builds a brand that can withstand shifting markets
Creates clarity and confidence across teams

Put simply:

You can keep doing endlessly. But you only grow with strategy.

What This Means for Employers Hiring Marketing Talent

If you’re a business leader looking to hire marketing talent—whether in Melbourne, Sydney, Brisbane or anywhere in Australia—this is the moment to take stock.

If you want genuine impact in 2026 and beyond, ask yourself:

Are you hiring senior marketers but only giving them tasks, not influence?
Does your team have the bandwidth to think, plan and lead?
Are you expecting long-term growth from short-term activity?

Great marketing recruitment isn’t just about placing strong talent—it’s about ensuring that talent is empowered to succeed.

What This Means for Marketers Looking for Their Next Role

If you're a marketer exploring new opportunities , remember:

A business that undervalues strategy will also undervalue your expertise.

When interviewing , consider asking:

“How does marketing influence business direction here?”
“What proportion of this role is strategic vs. executional?”
“How do you define meaningful success?”

These questions don’t just show your capability—they protect your career growth.

Final Thoughts: Strategy Isn’t a Luxury. It’s a Non-Negotiable.

Next time someone says:

�� “We don’t need strategy – we just need you to do,”

Remember:

Execution without strategy is motion without progress.

Businesses that create space for strategic thinking will be the ones that innovate, build stronger brands, and attract the best marketing talent in Australia.

And as a specialist marketing recruitment agency , we see it every day—the companies that value strategic marketers are the ones that win.

If your business is looking to hire exceptional marketing talent—or if you're a marketer ready for your next strategic role—New Chapter Talent is here to help.

Want to talk? Reach out anytime.

Contact Lucy

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Why Great Marketers Aren’t Hearing Back — And How to Break the Cycle in Today’s Job Market

Tue, 25 Nov 2025 01:32:39 GMT

If you’re a marketer actively job-hunting in Australia right now, chances are you’ve felt this frustration…

You spot a brilliant marketing role online.

You apply.
You wait.
You watch the same role get re-advertised again… and again…

…yet you still don’t receive so much as a courtesy call.

Sound familiar?

At New Chapter Talent — a specialist marketing recruitment agency in Melbourne, Sydney and Brisbane — we hear this story from talented marketers every single week. Some candidates are coming directly from competitors, with incredibly relevant experience. Yet, they still can’t seem to get a foot in the door, let alone secure a conversation with a hiring manager.

So what’s really going on behind the scenes?

Why Marketing Roles Keep Reappearing Online

Let’s demystify a few truths from inside the recruitment process — the ones most marketers never actually hear.

1. Some marketing roles are “always on”

Companies in growth mode often keep ads live year-round to build talent pipelines. It doesn’t always mean they’re hiring right now — even though the job ad looks fresh.

2. Some job ads are a formality

Yes, it happens: the role may have already progressed internally or through a referral, but companies keep the ad live to meet compliance or process requirements.

3. Hiring freezes and restructures interrupt the process

One week the marketing team gets approval to hire… the next week budgets shift, priorities change, or restructures land on someone’s desk. The ad stays up, but the recruitment process stalls.

4. Great marketers do get overlooked

This is the painful one. Sometimes screening is:

rushed
automated
or handled by generalist recruiters who don’t fully understand marketing skill sets

As a result, impressive candidates slip through the cracks.

If this is the cycle you’re stuck in, please know: it’s not a reflection of your ability, value, or potential .

So… What Can Marketers Do Differently?

Relying on “Apply Now” simply isn’t enough in an oversaturated market — especially for competitive locations like Melbourne , Sydney , and Brisbane , where hundreds of marketers may be applying for the same role.

Here’s what works far better:

✔ Show up in the hiring manager’s world

Engage with the brand. Comment on the content. Be visible on LinkedIn. If appropriate — send a short, warm introduction email.

✔ Use your network intentionally

Referrals are still the strongest path to an interview. Let people know you're looking. Reconnect with former colleagues. Mention it to trusted industry contacts.

✔ Work with specialist marketing recruiters

A dedicated marketing recruitment agency (like us!) understands the nuance of marketing roles, hiring trends, and employer expectations — and we make sure your CV is actually seen and considered.

✔ Don’t take the silence personally

Most of the time, it’s about internal business factors — not your capability as a marketer.

Need clarity on what’s really happening in the market?

If you’re tired of applying into the void and want:

a clearer understanding of the marketing job market in Australia ,
insight into why certain roles keep looping,
or help getting in front of the right hiring managers…

We’re here to help.

New Chapter Talent partners with marketers across Melbourne, Sydney, Brisbane and Australia-wide , and we’re deeply connected within the industry. Whether you’re a Brand Manager , Social Media Specialist , CMO or anything in between — we can help you navigate the market with confidence.

Contact Lucy

If you’re feeling stuck, let’s chat.
Sometimes all you need is someone who actually understands marketing careers — and can open the right doors.

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

So You’ve Been Made Redundant as a Marketer — What Now?

Tue, 18 Nov 2025 01:11:37 GMT

A Supportive Guide to Finding Your Next Chapter...

Redundancy is one of those moments that can shake even the most seasoned marketer. One minute you’re planning next quarter’s campaigns… the next, you’re staring at an unexpected email, trying to make sense of what just changed.

And if this news lands right before Christmas ? That hits differently. The festive season brings enough pressure on its own — the last thing anyone needs is navigating a job search on top of it.

If you’ve recently found yourself between roles, I want you to know this: you’re not alone . I’ve spoken to quite a few marketers in the same position lately, and the emotions are the same across the board — shock, frustration, uncertainty, and that “what now?” feeling.

This blog is here to help you slow down, regroup, and create a clear, grounded plan for your next move.

1️⃣ First things first: take a breath

Redundancy can feel like a whirlwind, and your first instinct might be to open SEEK, fire up LinkedIn and start applying for anything that vaguely resembles your job title.

Please don’t. Give yourself permission to pause. You’re not “falling behind”. You’re not “wasting time”. You’re processing a big shift, and that matters.

This little reset can be the difference between reacting… and making intentional decisions about your career.

2️⃣ Reconnect, reflect, and rebuild your confidence

Marketing is a people-centric industry, and now is the perfect moment to lean into your network.

Reach out to former colleagues for a coffee.
Send a quick hello to mentors or leaders you’ve worked with.
Connect with a recruiter you trust (hi ��).

Use these conversations as low-pressure touchpoints — not to ask for a job, but to remind yourself of your strengths, your impact, and the kind of environment where you do your best work.

Then take the time to reflect:

What type of role actually energises you?
Do you want agency or client-side?
Hybrid, remote, or office-first?
Leadership or specialist path?
What are your non-negotiables in culture?

Redundancy can be a forced pause… but it’s also a rare chance to reset your trajectory.

3️⃣ Update your story — yes, your LinkedIn matters more than ever

This is the moment to polish your professional narrative.

Refresh your LinkedIn headline to clearly communicate who you are and what you bring.
Add recent achievements and impact (numbers where you can).
Tighten your summary so it reads like a strong intro — not a shopping list.
Make sure your values, goals, and strengths are clear.

And then, practice saying your story out loud.
Your narrative should feel natural, confident, and memorable.

It’s the thing that helps you stand out — not just your CV.

4️⃣ Stay visible, even if you’re not ready to apply

You don’t have to make big, bold posts. Visibility can look like:

Commenting thoughtfully on industry trends
Sharing an article that resonated
Posting a short insight from your last role
Engaging with brands or leaders you admire

This keeps you connected to the marketing world — and on the radar of people who might approach you with an opportunity.

One personal rule I always give candidates:
�� Spend no more than two hours a day on LinkedIn or SEEK.

They’re great platforms, but when you’re between roles they can quickly become an unhelpful rabbit hole. Protect your energy.

5️⃣ Most importantly — don’t lose heart

Hiring naturally slows a little this time of year, but trust me: January is shaping up to be busy . Many teams hold off recruitment until budgets reset, meaning a wave of roles hit the market early in the new year.

Your next chapter is coming. This moment isn’t a full stop — it’s a comma.

If you need support, you don’t have to navigate this alone

Whether you're feeling uncertain, overwhelmed, or unsure where to start, my inbox is open. Sometimes you just need a sounding board, a fresh perspective, or someone to help you map out your next steps.

Redundancy is tough — but it doesn’t define you.

Your skills are still valuable.
Your experience still matters.
And the right role is out there waiting for you.

Here’s to clarity, confidence, and the new opportunities ahead.

Contact Lucy

Looking for career advice? Get in touch with Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

What Problems Do You Solve? Why Every Marketer Should Know the Answer

Thu, 30 Oct 2025 00:40:48 GMT

If I asked you, “What problems do you solve?” — could you confidently and clearly answer?

For many marketing professionals, this question can stop them in their tracks. But the truth is, being able to articulate the value you bring — in the form of problems you solve — is one of the most powerful ways to stand out in an interview , on your CV, or even in a leadership meeting.

Why This Question Matters

When hiring managers or recruiters ask this, they’re not just being philosophical — they’re looking for clarity, confidence, and self-awareness. They want to know why you’re worth hiring.

Being able to answer this question succinctly helps position you as a strategic problem-solver, not just a doer. It shows that you understand your impact and can link your work directly to business outcomes — something every great marketer should be able to do.

A Great Example in Action

Recently, I met a CMO who was exploring their next opportunity. Within 60 seconds, they outlined three problems they consistently solve — clearly, confidently, and with purpose.

Here’s what they said:

1️⃣ “I’m brought in to inject a better team culture. I take broken teams and make them better.”
→ They don’t just lead people; they transform teams.

2️⃣ “I lead complex digital transformations, simplifying the process throughout, turning complex jargon into actionable, clear common goals.”
→ They make digital transformation accessible and achievable.

3️⃣ “I lead rebrands at a global and local scale. Safeguarding the brand, ensuring it speaks to the customer, taking the product into a new dimension.”
→ They protect and elevate brand integrity while connecting it to real customer needs.

That’s impact. That’s confidence. And that’s clarity.

How to Craft Your Own

If you’ve got an interview this week — or even if you’re just planning your next career move — take a few minutes to practise this exercise:

Write down three problems you’re known for solving.
Say them out loud — they should roll off the tongue with confidence.
Make them specific, outcome-focused, and memorable.

The goal isn’t to brag — it’s to own your story and communicate your value clearly.

Ready to Put It into Practice?

At New Chapter Talent , we help marketing professionals uncover their career narrative and confidently present their value to potential employers. Whether it’s through our CV Review & Profile Narrative Service or one-on-one career support, we can help you define your story — and your next chapter.

�� Need help defining what problems you solve? Reach out to the team at New Chapter Talent — and let’s make sure your next interview answer lands with impact.

Contact Lucy

Looking for career advice? Get in touch with Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The Rise of the Generalist Marketer: Why Range Is the New Superpower in Marketing

Tue, 14 Oct 2025 03:59:16 GMT

At New Chapter Talent , we get to connect with some of the most inspiring marketing leaders across Australia and New Zealand — and a common theme keeps emerging: the quiet power of the generalist marketer .

It came up again at our recent New Chapter: CMO Collective Club lunch , where several CMOs shared their love for the book Range by David Epstein. In a world that often celebrates specialisation — the data gurus, the brand purists, the performance pros — these marketers reminded us why having range is something to be proud of.

The power of the generalist marketer

Generalist marketers are the ultimate connectors. They see the big picture — not just the campaign, but the entire ecosystem. They bridge brand and performance, data and creativity, strategy and execution.

In today’s fast-paced marketing landscape, where roles and technologies evolve constantly, that adaptability is gold. The ability to zoom out and see how it all fits together is what makes generalists invaluable to teams and organisations alike.

Here’s what makes generalist marketers truly shine:

They see across the entire customer journey, from awareness to retention.
They bring context, connecting insights from different disciplines.
They lead cross-functional teams with empathy and perspective.
They can pivot quickly when business priorities or market conditions change.

Why generalists thrive in modern marketing

In Range, David Epstein explores how generalists often outperform specialists in complex, unpredictable environments — precisely the kind of environment marketers operate in today.

Epstein’s research spans fields from sport to science to business, showing that early specialisation isn’t always the key to success. Instead, those who explore widely, draw from diverse experiences, and learn to connect ideas across disciplines are often the ones who thrive when faced with change.

It’s a book that challenges the “10,000-hour rule” popularised by Malcolm Gladwell , arguing instead that breadth of experience leads to better problem-solving and innovation. For marketers navigating evolving technologies, shifting customer behaviour, and constant transformation, that insight couldn’t be more relevant.

The future belongs to the adaptable

The future of marketing leadership isn’t just about expertise in one domain. It’s about connection, adaptability, and curiosity . It’s about understanding how everything from brand storytelling to customer data, AI, and CX fits together to drive growth.

So here’s to the curious, the adaptable, the connector-marketers who zoom out and dive in — the ones shaping what modern marketing leadership really looks like.

And if you haven’t read it yet, grab a copy of Range by David Epstein . It’s a brilliant reminder that being a generalist isn’t a weakness — it’s a superpower .

Contact Lucy

Looking for career advice? Get in touch with Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Building Community for Marketers: The Launch of the New Chapter: Marketing Collective Club

Fri, 10 Oct 2025 03:18:59 GMT

The New Chapter: Marketing Collective Club officially kicked off this month — and what a launch it was!

Our inaugural lunch brought together 20+ brilliant marketing leaders from across Melbourne to connect, share ideas, and spark meaningful conversations. The room buzzed with energy (and a few new LinkedIn connections too), proving one thing loud and clear — marketers are craving more opportunities to connect in person.

Why We Started the Marketing Collective Club

In today’s fast-paced marketing world, the role of the modern marketing leader is constantly evolving. From brand and digital transformation to data-driven strategy and customer experience, there’s a growing need for community-led learning and collaboration .

That’s exactly why we launched the New Chapter: Marketing Collective Club — a space designed exclusively for CMOs and Heads of Marketing , whether you’re employed or fractional, to come together, learn from each other, share experiences , and build meaningful professional relationships.

Key Takeaways from the First Event

Our first event didn’t just bring people together — it reminded us why community matters.

Here are a few highlights from the launch:

Marketers want more connection — there’s real enthusiasm for face-to-face interaction.
Lifelong learning is key — leaders are hungry to grow, evolve, and stay ahead of the curve.
Collaboration beats competition — sharing insights and challenges makes us all stronger.

It was truly inspiring to be surrounded by passionate, purpose-driven marketing professionals , each bringing unique perspectives to the table.

What’s Next for the Marketing Collective Club

The Marketing Collective Club will meet monthly on the second Thursday of each month, with each event offering something new — from thought-provoking discussions to interactive networking formats (yes, speed networking may be on the cards next time! ��).

Next event: Thursday, 13th November 2025
Venue: The Duke of Wellington – Russell Room, 146 Flinders Street, Melbourne
Tickets: $69 per person (+ booking fees)
Bookings are already rolling in , so if you’re keen to join, grab your ticket via the group link before spots fill up.

Why You Should Join

If you’re a marketing leader in Australia looking to:

Build your professional network
Learn from other CMOs and Heads of Marketing
Stay ahead of industry trends
Be part of a supportive, collaborative community

Then the New Chapter: Marketing Collective Club is the place for you.

It’s more than just a networking group — it’s a community built on shared experiences, learning, and authentic connection .

Get Involved

Want to be part of the next event or learn more about joining the club?

Reach out to Lucy Bolan for details:

�� lucy@newchaptertalent.com.au
�� +61 416 153 144

About New Chapter Talent

At New Chapter Talent, we’re passionate about connecting, supporting, and elevating marketing talent across Australia and New Zealand. From recruitment to community initiatives like the Marketing Collective Club, we’re here to help marketers grow — professionally and personally.

Where to Find the Best Marketing Events This October

Tue, 07 Oct 2025 01:01:37 GMT

October is shaping up to be a stellar month for connection, collaboration, and conversation in the marketing world!

Whether you’re a CMO, brand manager, digital expert, or emerging marketer, this month’s event calendar is packed with opportunities to learn, share insights, and grow your professional network.

From leadership lunches and AI-focused panels to creative industry summits, there’s something for every marketing professional looking to stay inspired and ahead of the curve.

Here are some of the top marketing events in Australia and New Zealand to add to your diary ��

Melbourne

New Chapter: CMO Collective Club

9th October | Melbourne CBD | Lunch event
An exclusive lunch bringing together senior marketing leaders to share ideas, challenges, and inspiration.
Grab your ticket

Marketing Leaders Summit

29th – 30th October | Crown Melbourne
A two-day event packed with strategic insights and case studies from Australia’s top marketing minds.
More info

Melbourne Marketing Forum

28th October
A must-attend for marketers wanting to stay on top of the latest industry trends and innovations.
Register here

Meet the Media Melbourne

21st October
A great chance to connect with journalists and media professionals – ideal for those looking to strengthen their PR and communication game.
Find out more

Sydney

SXSW Sydney

13th – 19th October 2025
The ultimate convergence of tech, film, music, and marketing – this one’s not to be missed.
Explore SXSW

Product Marketing Summit

29th October
Join product marketers, growth specialists, and brand leaders as they dive into what’s next in product strategy.
More details

AANA Connect – CMO Series (Online)

October (check event details)
Discover insights on The Future of Marketing in the AI Era – from wherever you are.
Register here

TMC / The Re-Write: Marketing’s Next Era

15th October
A forward-thinking event exploring what’s next for marketing leaders in Australia.
Find out more

New Zealand

TMC / The Marketing Club – Marketers Day

20th October
A celebration of creativity and strategy in marketing across Aotearoa.
Learn more

Let’s Catch Up!

I’ll be attending some of these events myself, and I’d love to see some familiar and new faces along the way. Whether you’re there to learn, connect, or simply soak up the energy of the marketing community, October is the month to get out there and make it happen!

Contact Lucy

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Why CMOs Deserve (and Need) a Seat at the C-Suite Table

Thu, 02 Oct 2025 00:41:48 GMT

Last week, I had conversations with two CMOs—both from different industries, both highly respected in their fields. And yet, both shared the same frustration: they feel like they’re being edged away from the C-suite table.

Sadly, this isn’t the first time I’ve heard this. And I have no doubt it won’t be the last.

The irony? CMOs carry the customer. They drive growth, brand, loyalty, data, and digital transformation. No other role has such a holistic view of both the customer and the business. Yet too often, they’re:

➡️ Left defending budgets instead of driving strategy.
➡️ Treated as a cost centre rather than a growth engine.
➡️ Sidelined while “harder” functions steal the spotlight.

It’s not just frustrating—it’s short-sighted. Companies that exclude CMOs from strategic conversations are, in effect, pushing growth off the table.

The Cost of Excluding CMOs

As one marketer put it, this cycle isn’t new. Businesses often merge and separate sales and marketing functions in waves, and the same appears to be true for the role of the CMO in strategic decision-making. But when companies distance marketing leaders from the executive table, they lose a critical piece of the puzzle—the voice of the customer.

The “cost” of excluding CMOs may not be immediately apparent, but it becomes clear over time. Customer disconnect. Weak brand loyalty. Missed market opportunities. Competitors who pull ahead because they were closer to the customer reality.

And by the time the penny drops, it’s often too late.

Shifting Perceptions: From Cost to Growth Driver

So, how do CMOs reclaim their place at the table? Much of it comes down to positioning and presence.

Speak the language of growth: Instead of framing marketing around “brand” and “campaigns,” CMOs who tie every executive discussion back to revenue growth, market share, or customer lifetime value are far harder to sideline.
Prove commercial impact: When budgets are challenged, the most effective CMOs don’t just talk about impressions or clicks. They show the direct correlation between marketing spend and pipeline contribution—channel by channel, conversion by conversion.
Own the voice of the customer: No one else in the business has the same insights into shifting customer behaviours and competitor positioning. By owning this narrative, marketing becomes indispensable in strategic planning.

As one leader noted, “The moment you prove you can out-data finance and out-insight operations, the seat is no longer optional.”

Why Every Voice Matters

Cross-functional leadership is at its best when every voice is at the table. Excluding marketing weakens the link between strategy and customer reality—arguably the most important link of all in today’s hyper-competitive, customer-driven world.

The organisations that are getting ahead right now are the ones where the CMO isn’t just present—they’re shaping the conversation. They’re not defending budgets, they’re driving growth. Not chasing a seat, but holding one that’s secure because their value is undeniable.

And that’s exactly where they should be.

�� What do you think—are CMOs being unfairly sidelined, or is this a matter of how marketing leaders position themselves?

Contact Lucy

Ready to start your next chapter?

Looking for a new CMO role? Explore our current marketing jobs
Hiring t o p marketing talent? Get in touch

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Let’s Talk About Soft Skills: The Future of Marketing Careers

Thu, 18 Sep 2025 03:59:39 GMT

Right now, it feels like every marketing conversation starts (and ends) with AI . From automated content creation to predictive analytics, technology is shaping the industry in big ways. But if you’re building a successful marketing career , or even hiring for one, AI isn’t the only piece of the puzzle.

Because here’s the thing: people connect with people, not brands.

In our work in marketing recruitment across Australia and New Zealand , we’ve seen time and again that the candidates who stand out aren’t just technically strong. They bring something extra: the soft skills that help them connect, inspire, and lead.

Why Soft Skills Still Matter in Marketing Jobs

From user-generated content campaigns to high-performing social posts, the marketing that cuts through is the content that feels real . The stuff that solves genuine problems, highlights real benefits, or resonates with daily life.

Often, the “rough-and-ready” content outperforms the perfectly polished. And do you know why? Because it’s built on empathy, creativity, and human connection - soft skills that no AI tool can replace.

Emotional Intelligence: The Real Career Differentiator

When we speak to hiring managers about what makes someone truly successful in a marketing role , the answer often isn’t “their Google Ads skills” or “their ability to write prompts.” It’s their emotional intelligence (EI).

EI is what allows marketers to:

Create campaigns that speak to an audience, not just sell.
Manage client relationships with empathy.
Navigate stakeholder challenges with confidence.
Lead teams in a way that inspires collaboration.

In short: EI is still everything - and in today’s competitive market for marketing jobs , it can set you apart from the pack.

Storytelling: A Future-Proof Marketing Skill

Data might tell you what’s happening, but storytelling is what makes people care.

Strong storytelling helps marketers:

Frame products within real-life benefits.
Create campaigns that people actually want to share.
Build brand trust through authentic narratives.

It’s one of the most future-proof marketing skills because stories never go out of style.

Other Soft Skills That Boost Your Marketing Career

Alongside EI and storytelling, these soft skills regularly come up in conversations we have as part of marketing recruitment :

Curiosity – Great marketers are lifelong learners.
Collaboration – Marketing rarely happens in isolation.
Adaptability – With technology constantly shifting, flexibility is key.
Critical Thinking – The ability to cut through trends and identify what really drives results.

These are the qualities that hiring managers look for when reviewing candidates for marketing jobs , because they’re harder to teach than technical skills.

Blending Tech and Humanity

AI and automation are powerful tools. But they’re just that: tools. The marketers who thrive are those who blend technical know-how with human skills.

In other words: use AI to streamline, but rely on soft skills to truly differentiate.

Because at the end of the day, the campaigns that win hearts (and wallets) are the ones that feel human.

Whether you’re looking to grow your marketing career or hire top talent, don’t underestimate the power of soft skills. They’re not just “nice to have” - they’re the very thing that makes marketers stand out in a crowded, tech-driven market.

Contact Lucy

Ready to start your next chapter?

Looking for a new role? Explore our current marketing jobs
H iring top marketing talent? Get in touch

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Inflated Job Titles, Deflated Salaries: A Growing Problem in Marketing Recruitment

Tue, 16 Sep 2025 05:33:51 GMT

It’s official: we’ve entered the era of inflated job titles paired with deflated salaries – and it’s creating frustration, confusion, and mistrust in the marketing job market.

At New Chapter Talent, we’ve been hearing the same story over and over again from CMOs, Heads of Marketing, and Senior Managers:

A role looks senior on paper.
The scope and responsibilities are extensive.
But when it comes to the salary package? It falls well below market.

The Numbers Don’t Stack Up

We’re seeing worrying trends in the market:

GM / CMO roles pitched at $180K Base + Super – well below what’s reasonable for that level of leadership.
Head of Marketing roles advertised at $120–140K Base + Super (sometimes even as low as $90K – alarming!).
Senior Strategy positions under $100K , despite requiring responsibilities that span strategy, execution, and delivery.

When the title, scope, and expectations are senior, the salary needs to reflect that. Otherwise, you risk alienating the very talent you’re trying to attract.

Why This Matters

Misaligned roles don’t just hurt candidates – they damage the hiring organisation too. Here’s why:

Short-term hires : Strong titles with weak pay often attract candidates looking for a stepping stone rather than a long-term move.
Exhausted employees : Asking one person to wear every hat – from strategy to template design – at a mid-level salary is unsustainable.
Brand credibility : Candidates talk. Advertising senior-level roles with junior-level salaries creates a reputation that’s hard to shake.
Wasted time : Senior marketers won’t apply, while those who do will quickly discover the mismatch and walk away.

The “Smoke & Mirrors” Effect

Several marketers have described the trend as “smoke and mirrors.” On the surface, the job looks like a big opportunity. But when you dig deeper, it becomes clear the organisation either doesn’t understand – or doesn’t value – what experienced marketers actually bring.

Sometimes, employers see inflated titles as a shortcut to attract a bigger talent pool:

“We can’t pay for senior talent, but we’ll give the title instead as an incentive.”

For ambitious marketers looking to step up, this might appeal in the short term. But for those already operating at that level, it’s frustrating, and often a waste of time.

What Salaries Should Look Like

To bring some transparency to the discussion, here are realistic salary bandings for senior marketing roles in Melbourne and Sydney (2025 benchmarks):

Chief Marketing Officer (CMO) / General Manager Marketing
$250K – $350K Base + Super (depending on business size, sector, and scope)
Head of Marketing
$160K – $220K Base + Super (with higher ranges in competitive industries like tech, finance, or FMCG)
Senior Marketing Manager / Marketing Manager
$120K – $160K Base + Super (with some roles stretching higher if leadership/team management is included)

These ranges reflect both the scope of responsibility and the market’s expectation of senior marketing talent. Anything significantly below this should raise red flags for candidates – and prompt employers to reconsider their positioning.

Where Do We Go From Here?

The solution isn’t simple, but a few things need to happen:

Market alignment – Salary bandings should reflect the true responsibilities of the role.
Role clarity – Employers need to define scope honestly. Is this a leadership role, or a hybrid execution role? Be clear upfront.
Standardisation – More transparency and consistency in job titles would help candidates (and employers) navigate the market.
Value recognition – Experienced marketers deliver real commercial impact. Salaries should reflect that.

Final Word

Calling out this issue matters. Without change, organisations risk losing top talent, damaging their employer brand, and creating teams that are overworked and underpaid.

At New Chapter Talent, we’ll keep highlighting these mismatches – and championing fair, transparent recruitment practices. Because when salary, scope, and title are aligned, everyone wins : candidates, employers, and the marketing industry as a whole.

Contact Lucy

Ready to start your next chapter?

Looking for a new role? Explore our current marketing jobs
H iring top marketing talent? Get in touch

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The Future of Marketing: Highlights from TMC Panel Event

Fri, 12 Sep 2025 23:11:00 GMT

On Thursday 11 September , more than 90 marketers, founders, students, and industry leaders came together in Melbourne for The Future of Marketing panel event hosted by The Marketing Club AU/NZ .

The evening explored what’s next for our industry across content, brand, AI, recruitment, education, strategy, and research , with insights from some of the brightest minds in marketing.

We were proud to see Lucy Bolan, Director of New Chapter Talent , representing the recruitment and hiring perspective, joining an incredible line-up of speakers.

Panel 1: Fresh Thinking in Marketing

��️ Ebony Tewierik – Senior Marketing Manager, KeepCup
��️ Ebony Coatsworth – Social Media Executive, Melbourne Social Co
��️ Sarah No – Director of Brand & Marketing, BlueRock
��️ Indianna Symons – Executive Podcast Producer, Lost in Sound

Panel 2: The Future of Marketing Careers

��️ Lucy Bolan – Director, New Chapter Talent
��️ Catherine Toms – Founder, AI Growth Academy
��️ Daniel Rayne – Marketing Lecturer, RMIT University
��️ Casey Kudrenko – Strategic Client Partner, Ideally

Together, both panels shared powerful perspectives on where marketing is heading and how individuals and teams can stay ahead of the curve.

A Bubble Bath of Change

When asked to describe the current state of the industry, Lucy summed it up in one memorable line:

�� “A bubble bath of change!”

That opening sentiment, along with those of the panellists, sparked a rich discussion about the pace of transformation and the opportunities it presents for marketers who are ready to adapt.

Hiring Trends Under the Spotlight

Lucy also highlighted the key shifts she’s seeing in marketing recruitment:

AI & Upskilling – Employers want marketers who can embrace martech, improve efficiency, and use insights to drive personalisation.
ROI Under Pressure – Marketers are under more scrutiny than ever to prove the commercial impact of their work.
T-Shaped Marketers – Specialists with deep expertise and strong knowledge across the wider marketing mix (brand, SEO, content, performance, CRM) are highly sought after.
Soft Skills Matter – Curiosity, bravery, and innovative thinking are becoming just as important as technical expertise.

Key Takeaways from the Evening

Across both panels, a number of consistent themes emerged—practical, actionable advice that every marketer can apply:

AI is here to stay - embrace it
Pair AI with a strong brand strategy to ensure consistency and authenticity
Emotional intelligence matters - stay focused on the people you’re trying to connect with
Networking is critical to the future of marketing
Stay curious and keep learning
Soft skills will set you apart in a competitive recruitment market
Listen more - the best marketers pay attention before they act
Don’t be afraid to ask for help or seek clarity by asking questions
Strive to be a T-shaped marketer with both deep expertise and broad knowledge
Adaptability is key - be ready to pivot with change
Find a mentor to help you grow and navigate your career

Insights & Connection

From the rise of AI and automation to the enduring importance of creativity and human connection, both panels left attendees with practical strategies to help future-proof their careers.

And beyond the insights, the networking was just as valuable. With more than 90 attendees, the room buzzed with conversation, ideas, and new connections between marketers, students, founders, and hiring managers.

Thank You

A huge thank you to The Marketing Club AU/NZ for curating such a forward-thinking event, to Lost in Sound for partnering and supporting with their expertise in podcasting and content, and to BlueRock for generously hosting us in their Melbourne space.

Events like these show just how powerful it is when the marketing community comes together to share ideas, collaborate, and imagine the future.

At New Chapter Talent , we’re committed to helping marketers thrive through change, whether that’s taking the next step in their career or building future-ready teams. Lucy’s contribution to The Future of Marketing was part of that mission, and we’re excited to keep these conversations going.

How Marketers Can Master the STAR Technique in Job Interviews

Tue, 09 Sep 2025 01:39:05 GMT

As the marketing job market begins to show signs of recovery in Australia and New Zealand, many professionals are brushing off their CVs and stepping back into the interview room after months—or even years—away. But here’s the challenge: knowing your experience inside-out doesn’t always mean you can clearly communicate it under pressure.

At New Chapter Talent, we’ve noticed a recurring theme with marketers we support: the STAR technique (Situation, Task, Action, Result)—a framework many interviewers expect—is often misunderstood or underused. And when nerves or self-doubt creep in, it becomes even harder to tell your career story with confidence.

Whether you’re a Marketing Manager, Digital Specialist, or Head of Brand, here’s how you can prepare and deliver STAR-powered interview answers that make you stand out.

Why the STAR Technique Matters for Marketing Interviews

The STAR technique helps structure your answers so hiring managers can quickly understand not just what you did , but how you did it and the measurable impact.

Situation : Provide context—what was happening?
Task : What were you responsible for?
Action : What did you actually do?
Result : What was the outcome, ideally with metrics?

In marketing interviews, this framework is especially valuable. It allows you to highlight creativity, problem-solving, and business impact while avoiding rambling or getting stuck in unnecessary detail.

5 Practical Tips to Nail Your STAR Responses

Here are some actionable steps we’ve been sharing with our marketing network:

1. Put Pen to Paper

List your top three accomplishments from your last role. What was the mandate? How did you deliver it? What were the results?

For example:

“I was tasked with revitalising customer engagement. I led the rollout of a new CRM program, introducing segmentation and automation. As a result, email open rates increased by 25% and churn reduced by 12% within six months.”

2. Reflect on Challenges

Think about three significant challenges you’ve faced in your career. How did you navigate them? Marketing roles often involve tight budgets, shifting consumer trends, or new tech adoption—these are great opportunities to showcase adaptability and resilience.

3. Show Stakeholder Influence

Marketing isn’t just about campaigns—it’s about collaboration. Prepare an example where you influenced a senior stakeholder, brought a cross-functional team onside, or shifted a business mindset. This shows leadership and strategic influence beyond day-to-day delivery.

4. Practice Out Loud

It might feel awkward at first, but practising your answers out loud will help you tighten your delivery. Aim to be clear, concise, and confident. Try recording yourself or running through answers with a recruiter, mentor, or trusted friend.

5. Ditch the Jargon

Avoid buzzwords like “synergy,” “best-in-class,” or “cutting-edge.” Instead, talk about impact in real, relatable terms. Employers are far more impressed with results than with corporate clichés.

Common Mistakes Marketers Make in Interviews

Through countless interview coaching sessions, we’ve noticed a few pitfalls:

Overloading on detail – STAR answers should be sharp and structured, not an essay.
Focusing on tasks, not outcomes – Results are what count. Did you increase ROI? Drive engagement? Improve brand equity?
Undervaluing soft skills – Influence, collaboration, and resilience are just as critical as campaign results.
Not tailoring answers – Align your examples with the specific role and company.

Final Thoughts

Interviewing is a skill—and like any skill, it improves with preparation and practice. If it’s been a while since your last interview, don’t leave it to chance. Rehearse with a recruiter, mentor, or trusted colleague. Mock interviews can surface blind spots and help you sharpen your story.

In a competitive marketing job market, mastering the STAR technique could be the difference between blending in and standing out. By reflecting on your achievements, practising delivery, and focusing on real impact, you’ll be ready to tell a compelling career story that resonates with employers.

✅ Looking for your next marketing role in Australia or New Zealand? At New Chapter Talent, we specialise in connecting top marketing talent with leading brands.

Contact Lucy

Ready to start your next chapter?

Looking for a new role? Explore our current marketing jobs
H iring top marketing talent? Get in touch

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
��

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Why Senior Marketers Should Never Skip the Interview Process

Tue, 26 Aug 2025 04:46:03 GMT

In the world of marketing recruitment , it’s not uncommon to hear senior professionals say:

“It’s been years since I’ve had to formally interview; my last few roles all came via a tap on the shoulder.”

And while that may sound like the dream scenario – being directly approached, skipping the panel interviews, and sliding straight into a new role – it can also be a dangerous shortcut.

At New Chapter Talent, we’ve seen firsthand how skipping a formal marketing interview can lead to misalignment, frustration, and even short-lived appointments.

The Allure of the “Tap on the Shoulder”

For many senior marketers, opportunities often come through networks, reputation, or past colleagues. That “tap on the shoulder” can feel flattering – a recognition of your experience and track record.

But here’s the risk: without a structured process, both sides miss the chance to properly test alignment.

Recently, I spoke to a senior marketer three months into a new role. Their story was all too familiar:

A few coffees with the GM
Some warm, unstructured conversations
An offer on the table

No formal interview. No panel. No testing of values or expectations.

The result? They’re now miserable. The role wasn’t what was promised; they’re being micromanaged, and the cultural alignment simply isn’t there.

Why Interviews Still Matter for Senior Marketing Roles

Even if you’re highly experienced, interview readiness is crucial. Interviews aren’t just about impressing the employer – they’re also about protecting your own career.

Here’s what a structured process gives you:

A chance to ask tough questions – about leadership style, company culture, resources, and expectations.
The opportunity to identify red flags early – before you resign from your current role or commit to something that isn’t the right fit.
Alignment on scope and priorities – so you don’t step into a role that looks completely different once you start.
A level playing field – ensuring you’re assessed fairly alongside other candidates, not just hand-picked without scrutiny.

The Cost of Skipping the Process

When senior marketers bypass the interview stage, it can lead to:

Misaligned expectations between the employer and employee
Higher turnover in marketing leadership roles
Frustration on both sides
Damage to reputation if things don’t work out

Sometimes, the most flattering offer is the one you should treat with the most caution.

How to Prepare for Senior Marketing Interviews

If it’s been years since your last formal interview, don’t panic – but don’t go in unprepared either.

Here are some quick steps to boost your interview readiness :

Refresh your story – Be clear about your achievements, leadership style, and the value you bring.
Do your research – Understand the company’s market position, growth strategy, and challenges.
Prepare questions – Go beyond surface-level queries. Ask about team dynamics, decision-making processes, and measures of success.
Practice – Even experienced marketers benefit from a mock interview to sharpen their delivery and boost their confidence.

Final Thoughts

The interview process is not just a box-ticking exercise – it’s a safeguard. It helps both companies and candidates make better, more informed decisions.

So, while the “tap on the shoulder” can feel flattering, skipping interviews can cost you far more than a few hours of nerves.

At New Chapter Talent, we work with senior marketing professionals across Australia and New Zealand to ensure the right match between talent and opportunity – not just a quick appointment.

Because the right role should feel like a long-term partnership, not a short-term misstep.

Contact Lucy

Ready to start your next chapter?

Looking for a new role? Explore our current marketing jobs
H iring top marketing talent? Get in touch

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

6 Inspiring Communities Every Marketer Should Connect With

Tue, 19 Aug 2025 01:42:10 GMT

If you’re a marketer between roles, looking to grow your network, and wanting to stay inspired while exploring new marketing recruitment opportunities, now is the perfect time to connect with communities that will keep you learning, motivated, and industry-ready.

At New Chapter Talent , we believe that investing in yourself and surrounding yourself with inspiring people is just as important as polishing your CV or preparing for interviews . That’s why we’ve pulled together a list of six “go-to” people, podcasts, events, and organisations that every marketer should have on their radar. These aren’t just names—they’re platforms that will elevate your knowledge, open new doors, and remind you why you love working in marketing.

And the best part? You’ll often find me at these events too—so if you spot a familiar face, come and say hi!

1. Australian Marketing Institute (AMI)

If you’re not already following the Australian Marketing Institute , you’re missing out. AMI is the peak body for marketers in Australia, offering incredible professional development opportunities, resources, and networking events.

One not to miss is their upcoming event at QT: Future-Ready Marketing: Building the Skills That Matter . This event is designed to help marketers sharpen the skills needed to stay ahead in a rapidly changing industry.

�� Get your ticket here – I’ll be there and can’t wait to connect with you.

2. Jac Phillips & Gabrielle Dolan – Keeping It Real with Jac and Ral

If inspiration was a double espresso, these two would be the baristas! Jac Phillips and Gabrielle Dolan are brilliant marketing thought leaders, hosting the podcast Keeping It Real with Jac and Ral.

Beyond the podcast, they’re running the Finders Keepers Immersion Retreat (23rd–25th October at the Lancemore Hotel Group, Milawa). It’s three days of powerful learning, networking, and personal growth.

I’ve already signed up and I can tell you—it’s the best investment you can make in yourself.

3. Anna Samkova – Retail & CX Trailblazer

For marketers with a passion for retail, digital transformation, and loyalty, Anna Samkova is a leader you’ll want to follow. Known as the retail Queen Bee of CX, Anna shares inspiring insights regularly on LinkedIn and is a true advocate for customer-centric marketing.

Her thought leadership is both practical and uplifting—she’s one of the kindest, most approachable people you’ll meet in the industry.

4. Chanel Clark & The Marketing Club AU/NZ

Networking is at the heart of marketing, and Chanel Clark is revolutionising how marketers connect, support, and empower each other. Through The Marketing Club AU/NZ , she’s built a vibrant community offering events, workshops, and mentorship programs.

If you’re looking to expand your network, learn from peers, and feel part of something bigger, this is a community you’ll love.

Chanel is a true pocket rocket of energy and inspiration!

5. Catherine & Stephen Toms – AI in Marketing

As AI transforms the way we work, marketers need to be ready. Catherine Toms and Stephen Toms are leading the charge with their platform, AI in Marketing .

They provide practical, paid online courses to help marketers—from junior levels right through to CMOs—understand how to integrate AI into their strategies. If you want the right tools in your marketing toolbox, these two should be on your radar.

6. Australian Centre for AI in Marketing (ACAiM)

Founded by four powerhouse CMOs—Louise Cummins, Jodie Sangster, Rochelle Tognetti, and Douglas Nicol—the Australian Centre for AI in Marketing is doing fantastic work educating the marketing community about the role of AI.

Their website, acam.ai , is full of resources and insights designed to help marketers navigate the AI landscape with confidence.

Final Thoughts

Whether you’re actively looking for your next role or just want to sharpen your skills while considering your next career move, staying connected to inspiring leaders and communities is essential. In marketing recruitment , employers are always looking for candidates who show curiosity, continuous learning, and a strong professional network.

So follow, connect, sign up, and most importantly—get involved. The more you engage with communities like these, the more opportunities you’ll open up for your career.

At New Chapter Talent, we’re here to support you in finding not just your next job, but the right chapter in your marketing career.

Contact Lucy

Ready to start your next chapter?

Looking for a new role? Explore our current marketing jobs
Hiring top marketing talent? Get in touch

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Finding the Right Fit: New Chapter Talent’s Specialisations in Marketing Recruitment

Wed, 06 Aug 2025 06:52:15 GMT

At New Chapter Talent , we know that the right marketing hire can do more than just fill a gap — they can help your brand grow, evolve, and lead in a competitive landscape. That’s why we offer a highly personalised approach to marketing recruitment across Australia and New Zealand , helping both employers and jobseekers navigate the marketing talent market with confidence.

With over 20 years of experience , and a base in Melbourne , we work across all levels of marketing roles — from entry-level specialists to senior executives — and across every major industry sector.

Whether you're looking for marketing jobs or hiring marketing talent , here’s a breakdown of our specialist recruitment areas:

Digital Marketing Recruitment

We connect businesses with digital-first thinkers who understand how to reach and convert modern audiences. Our digital marketing jobs include:

Head of Digital
GM of Digital
Digital Marketing Specialist / Manager / Coordinator
SEO Manager
SEM Manager
Pay Per Click Manager
Performance Marketing Executive
Social Media Manager / Coordinator
Content Manager / Specialist
Digital Channel Manager
Digital Producer
Digital Product Manager
Digital Analyst

We help brands across Australia and New Zealand build high-performing digital teams ready for growth.

eCommerce Recruitment

The future of retail is digital — and we specialise in eCommerce recruitment across both B2C and B2B channels. eCommerce job roles we recruit for include:

Head / GM of eCommerce
eCommerce Lead
Web Manager
CRO Manager / Specialist
Online Trade Manager
eCommerce Operations Manager
eCommerce Account Manager
eCommerce Coordinator / Specialist
eCommerce & Digital Manager

From strategy to operations, we place eCommerce professionals who drive results.

CRM & CX Recruitment

Customer loyalty and personalisation are non-negotiables — and we know the specialists who deliver them. We recruit for a range of CRM and customer experience (CX) jobs :

Head of CRM
CRM Manager / Specialist
Email Marketing Specialist
CX Manager / Director / Strategist
CRM Analyst
Marketing Automation Specialist
Customer Journey Specialist
Data Scientists & Analysts
Data Insights Manager
Customer Lifecycle Manager

If you're looking to hire or find a role focused on the customer experience, we can help.

Product Recruitment

Great product talent understands innovation, customer needs, and market trends. We specialise in product recruitment for roles including:

Head of Product / Portfolio Management
GM of Product
Product Manager / Senior / Assistant
Product Development Manager
Portfolio Manager
Proposition Manager
Product Analyst
Product Owner
Product Specialist / Coordinator

We place product professionals who can bring ideas to life.

Marketing Recruitment

From campaign execution to strategic leadership, we cover the full spectrum of marketing jobs in Australia and New Zealand :

Head of Marketing / GM of Marketing
CMO / CXO
Senior Marketing Manager / Marketing Manager
Loyalty Marketing Manager / Head of Loyalty
Campaign Manager
Marketing Executive / Specialist
Marketing Coordinator / Assistant
Marketing Analyst
Brand Manager / Senior Brand Manager
Communications Manager / Marketing Communications Manager
PR Manager / Account Manager
Internal / External Comms Specialist

We help brands across every sector build brilliant marketing teams.

Executive Recruitment

We don’t just fill roles — we build leadership teams. Our executive marketing recruitment focuses on top-tier roles, such as:

CMO / GM of Marketing / GM of Digital / GM of Product
Head of Digital / Head of Marketing / Head of Brand / Head of Communications
Senior Marketing & Digital Leaders

Whether you’re searching for your next executive opportunity or hiring a strategic leader, we’ve got you covered.

Communications Recruitment

Clear communication builds strong reputations. We recruit across all areas of corporate, internal, and external communications :

Head of Communications
Communications Manager / Coordinator
Media Relations Manager
Corporate Communications Manager
Campaign Manager
Public Affairs Specialist
Crisis Communications Specialist
Content Strategist
PR Manager / PR Account Manager
Employee Engagement Manager
Speechwriter
Community Relations Manager
Internal / External Comms Specialist
Social Media Communications Manager

Category Recruitment

Especially relevant for FMCG and retail , our category recruitment services include roles such as:

Category Manager / Senior / Assistant
Category Analyst / Category Insights Manager
Trade Marketing Manager
Category Development Manager
Category Marketing Manager
Category Specialist
Pricing Analyst
Merchandising Manager
Retail Category Manager
Product Manager (within Category)

We understand how important commercial and shopper strategy roles are to your business success.

Creative Recruitment

Creative roles are essential in telling brand stories and standing out in a crowded marketplace. We recruit for creative talent in:

Graphic Designer
Digital Designer
Motion Graphics Designer
Art Director
Creative Director
Web Designer
Illustrator
Photographer
Videographer

Whether agency-side or in-house, we know where the creative talent is.

Brand Recruitment

Your brand is your promise — and we help you find the right people to deliver it. Our brand recruitment spans roles such as:

Chief Brand Officer (CBO)
VP of Brand Marketing
Head of Brand
Global Brand Manager
Senior / Brand Manager
Brand Strategist
Brand Experience Manager
Employer Branding Manager
Brand Communications Manager / Director
Assistant Brand Manager

We match strategic brand thinkers with organisations that value impact.

Why New Chapter Talent?

✅ Australia & New Zealand Focus – Based in Melbourne , operating nationally and across the Tasman
✅ Marketing Experts – We’ve worked in and recruited marketing for over 20 years
✅ True Specialisation – We live and breathe marketing, and only marketing
✅ For Employers & Jobseekers – Whether you're hiring or job hunting, we’re here to help

Ready to start your next chapter?

Looking for a new role? Explore our current marketing jobs
Hiring top marketing talent? Get in touch with our team

Contact Lucy

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Ever Had an Interview That Was All Over the Shop?

Tue, 05 Aug 2025 07:16:59 GMT

How to Regain Control and Assess if the Role’s Right for You!

You walk in (or log on), you’re prepped, polished, and ready to roll. But five minutes in, the interview feels like it’s veered wildly off-course.

No real structure.
No clear questions.
No vibe.

Sound familiar?

We’ve all been there – interviews that are so unstructured they leave you questioning whether you accidentally showed up to the wrong meeting. But here’s the thing: these chaotic conversations can still be salvaged – and sometimes, they can even be revealing in all the right ways.

Let’s unpack what to do when your interview feels all over the shop – and how to use that moment to your advantage.

First: Don’t Panic. Take Stock.

If an interview feels messy or inconsistent, it doesn’t always mean the opportunity’s a write-off. Sometimes the person interviewing you might be nervous, new to interviewing, or just flat out busy. Try not to take it personally.

Instead, shift into active listening mode. Look for patterns in what they’re saying, pick out key goals they seem to be circling around, and take mental notes on the pace and tone of the conversation.

Second: Politely Steer the Ship

You can gently guide an interview back on track without taking over the room.

Try:

Clarifying the agenda – “Just to make sure I cover everything you’re keen to know, would it be helpful if I gave you a quick overview of my recent marketing experience first?”
Bringing it back to the role – “I’m really interested in the marketing team structure – would you mind sharing how this role fits in?”
Tying your experience to their gaps – “You mentioned brand consistency being a challenge – at my last job, I worked on a similar problem across three markets…”This isn’t about being pushy – it’s about showing initiative, professionalism, and calm under pressure. All strong signals for a potential marketing hire.

Third: Remember – You’re Interviewing Them Too

We say this all the time in Marketing Recruitment – candidates aren’t just there to impress. They’re there to assess.

How your interview is run gives you important insights into the team, leadership, culture, and priorities.

So ask yourself:

Is this a culture I can thrive in?
Are they prepared, engaged, and respectful of my time?
Do I feel like I can grow here?
Are they really hiring for what they say they are?

If the interview’s been chaotic, it might reflect a fast-paced, ever-changing environment – which could be great for some marketers, and not-so-great for others.

Don’t ignore the red (or green!) flags.

Final Thoughts

If your interview is a bit of a shambles, it’s not a fail. It’s an opportunity to show your adaptability – and to test if the company’s the right fit for you.

And if you leave thinking “that was... not ideal” – don’t ignore your gut.

At New Chapter Talent , we specialise in Marketing Recruitment in Melbourne, Sydney and Brisbane, and have seen firsthand how the best marketing jobs don’t just come from nailing interviews – they come from finding the right match on both sides of the table.

Need help finding that perfect fit? Let’s chat . We’ve got the inside track on Australia’s best marketing jobs – and how to ace the process, no matter what’s thrown your way.

Contact Lucy

Need help finding your next marketing role? We’re here to help. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

What a Night! Celebrating the Best in Marketing at the 2025 Awards

Thu, 24 Jul 2025 22:15:00 GMT

What do you get when you bring together some of the sharpest marketing minds, inspiring stories, and a room full of good vibes?

The 2025 New Chapter Talent Marketing Excellence & Rising Star Awards , of course — and what a night it was!

Held at a completely sold-out venue, the awards evening last night was a celebration of talent, tenacity, and the transformative power of marketing. From the energy in the room to the meaningful conversations on stage and the generosity shown towards an incredible cause, it’s safe to say this one will be hard to top.

The Winners

This year’s submissions were nothing short of outstanding, and the judges had their work cut out for them. After hours of deliberation (and maybe a few strong coffees), two standout marketers emerged as this year’s winners:

Marketing Excellence Award

Winner: Georgia Pedersen , Head of Marketing at Melbourne Park
Georgia’s leadership, strategic brilliance, and impact across the sports and entertainment industry made her the clear choice for this year’s top honour. From record-breaking campaign results to uplifting her team and broader industry peers — Georgia is the definition of marketing excellence.

Runner-up: Matt Farnham , Marketing Manager at MOVE Bank
Matt’s innovative, resourceful approach with a lean team is changing the game in financial services marketing. His campaigns deliver big results on modest budgets — and his leadership is leaving a lasting legacy.

Marketing Rising Star Award

Winner: Helen Cham , Digital & Web Manager at EY
Helen is shaping the future of digital marketing at a global level. Her work in digital transformation, AI readiness, and web strategy is not only commercially impactful — it’s inspiringly forward-thinking. A true rising star (who’s already shining bright).

Runner-up: Simone Lam , Marketing Campaign Advisor at Melbourne Park
Simone’s thoughtful leadership, campaign frameworks and strategic thinking have already made waves — just seven months into her current role! A rising force with empathy, insight and creativity in equal measure.

A Night to Remember

One of the highlights of the evening? The insightful and refreshingly honest Q&A session with Lucy and Jac Phillips , who shared stories from their journeys in recruitment and marketing — and had the crowd both laughing and scribbling notes at lightning speed.

It was also amazing to see so many familiar (and new!) faces out in full force — the room was buzzing from start to finish, and every seat was filled.

Giving Back

Beyond the glitz, the awards night also gave us a chance to give back. Together, we raised a substantial amount for Safe Steps , a Victorian family violence response centre and a charity close to our hearts.

Thank you to everyone who donated — your support will go a long way in helping women and children in crisis.

A Huge Thank You to Our Judges

Our heartfelt thanks go to the incredible panel of judges who generously gave their time, insight, and industry expertise to assess this year’s nominations. You brought rigour, fairness and heart to the process — and we couldn’t have done it without you.

Jac Phillips – Executive Coach, senior marketing executive, and host of Keeping It Real. With 25+ years of experience across banking, tech, and FMCG, Jac is a bold leader and passionate advocate for marketing and leadership excellence.

Jo Rao – General Manager – Marketing at Wink and AMI VIC Committee Member. A strategic powerhouse with experience across sport, FMCG, entertainment, and retail, Jo is a passionate mentor and certified practising marketer.

Kate Coleridge – Deputy Chair, AMI VIC and founder of Coleridge Creative. A consultant and mentor with 18+ years' experience, Kate brings clarity, strategic direction and creativity to every challenge she takes on.

Shira Friedman – Digital marketer and AMI VIC Committee Member. With a background in journalism and deep expertise in digital storytelling, Shira brings analytical sharpness and creativity to her marketing approach.

And our Luce – Founder of New Chapter Talent and host of CMO Chapters. With a bird’s-eye view of marketing talent across ANZ, Lucy brings insight into what exceptional marketing looks like — and how to spot it.

Thank You to Our Sponsors

A huge thank you to our incredible supporters and sponsors , whose generosity made the awards prizes possible and added an extra layer of excitement to the evening. Your support helps us celebrate excellence in marketing and recognise the people doing amazing things behind the scenes.

We’re beyond grateful.

Winners of each award have received an incredible prize pack designed to celebrate their success and invest in their future:

Executive coaching sessions with leadership expert Jac Phillips , valued at $1300 per person
2-night luxury stay at the InterContinental Sorrento , sponsored by New Chapter Talent and InterContinental Sorrento, valued at $1000 each!
Breakfast included
Wine on arrival
Spa voucher included

And for our runners-up in each category:

A sparkling smile thanks to an in-chair whitening treatment from Urban Smile , valued at $480 each!

Until Next Year…

A massive congratulations again to all the finalists, winners, and runners-up. Your work is inspiring and your impact is real. We’re so proud to be part of a community that lifts each other up and celebrates the people behind the campaigns.

If this was anything to go by, the future of marketing in Australia is in very good hands.

Until next time,
Lucy & the New Chapter Talent Team

What Not to Say to a Marketer Who’s Between Jobs

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 17 Jul 2025 03:21:39 GMT

The job market can be a rollercoaster—especially in marketing, where roles are shifting, budgets tightening, and the competition for good opportunities is fierce.

At New Chapter Talent, we’ve been speaking with many marketers who are navigating job loss, career transitions, and financial strain all at once. And while most friends, family and colleagues mean well, some common comments—though well-intentioned—can actually miss the mark.

If someone you know is between jobs in marketing, here’s what not to say—and what to say instead.

1. ❌ “Still no bites?” OR “Any more irons in the fire?”

They’re already feeling the pressure, trust us. These kinds of questions, though casual, can unintentionally highlight the uncertainty they're facing.

✅ Try this instead:
“Anything exciting in the works? Let me know if I can help.”

2. ❌ “At least you’ve got time to reset!”

Sure, burnout is real. But when you’re out of work (and possibly watching your savings dwindle), this doesn’t feel like a ‘reset’. It feels stressful and unsettling.

✅ Try this instead:
“How are you going? Job hunting can be exhausting. Here if you need a chat.”

3. ❌ “Have you thought about going freelance?”

Freelancing works for some, but it’s not a universal solution—and not everyone wants to be self-employed or has the financial buffer to do so.

✅ Try this instead:
“Are you leaning towards in-house, agency, or something else? Keen to hear what you’re looking for.”

4. ❌ “It’s all about who you know.”

While there’s truth to the power of networking, this phrase can feel defeating to someone who’s already reaching out and coming up short.

✅ Try this instead:
“Who would you love to connect with right now? Happy to make intros if I can.”

5. ❌ “Everything happens for a reason.”

This one can sting, especially when rent or mortgage payments are looming and self-doubt is creeping in.

✅ Try this instead:
“I feel your pain, and I’m sorry you’re in it. You’re bloody good at what you do, and something great will land.”

Support Matters—Now More Than Ever

If you're currently in a stable marketing role, this is your moment to show up for others. Share leads. Offer introductions. Back your peers. And sometimes, the best support is just listening without trying to fix.

Marketing job seekers don’t need toxic positivity—they need empathy, encouragement, and real opportunities. Let’s be better allies for each other.

Looking for more job hunting tips or marketing career advice?

Follow us on LinkedIn or explore the New Chapter Talent blog for more support, stories, and insights tailored to Australian marketers.

Contact Lucy

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Your Ultimate Guide to Marketing Events in Australia & New Zealand

Thu, 10 Jul 2025 03:48:47 GMT

(2025 Edition)

Marketing folks, mark your calendars – 2025 is looking BIG.

Whether you're deep in the strategy weeds as a CMO or just kicking off your marketing career, there’s nothing like a good event to spark ideas, grow your network, and give you that energy boost we all need from time to time.

From conferences and summits to intimate industry gatherings, here's a round-up of some must-attend marketing events in Australia and New Zealand through to the end of 2025. Bonus: if you’re job hunting or looking to make a career move, these are golden opportunities to get out there and be seen.

�� Melbourne Events

Marketing Leaders Summit

29–30 October 2025
Australia’s premier event for senior marketers and CMOs. Expect high-level conversations on innovation, leadership, and customer experience.

DigiMarCon Melbourne

19–20 August 2025
A deep dive into digital marketing, media, tech, and trends. A must for performance marketers, content strategists, and brand leaders alike.

Social Media & Marketing Conference

29 August 2025
From AI to email marketing, PR to personal branding – this one’s packed with practical takeaways.

Marketing Leadership Awards (MLAs) – hosted by New Chapter Talent ��
24 July 2025 | 6pm–8pm
Celebrating standout marketers and future stars. $20 a ticket with 100% of proceeds going to Safe Steps Family Violence Response Centre . A feel-good, high-impact evening not to be missed!

Pause Awards (National Final in Melbourne)

November 2025 (TBC)
Recognising the boldest and most forward-thinking brands, people, and ideas in Australia.

�� Sydney Events

Australian Marketing Conference (AMC)
Typically May – 2025 date TBC in 2026 but add to your calendar!
One of the biggest marketing events in the country. Past speakers include marketing leaders from Canva, Telstra, and The Iconic.

Online Retail Industry Awards (ORIAS)

24 July 2025
Shining a spotlight on e-commerce excellence across Australia and New Zealand.

ADMA Global Forum

August 2025 (TBC)
A major event for data-driven marketing, customer experience, and innovation in advertising. Heaps of insights from both local and global experts.

SMX (Search Marketing Expo)

October 2025 (TBC)
Perfect for SEO, SEM and paid media professionals. Great practical content for performance marketers.

�� New Zealand Events

NZ Marketing Summit – Auckland

September 2025 (TBC)
A key event for Kiwi marketers. Expect big-brand case studies, CX strategies, and plenty of inspiration.

StopPress Marketing Awards – Auckland

Late 2025 (TBC)
Honouring innovative, effective marketing campaigns from across New Zealand.

The Marketing Club AU/NZ – Events Across the Year

If you’re not already tapped into this crew, do it. They host events, panels, and meetups regularly across NZ and Australia. Great people, great vibes, and a brilliant way to stay connected across the region.

Why Attend?

Whether you’re looking for fresh thinking, meaningful connections, or even your next career opportunity – these events are where the magic happens. Make 2025 the year you show up, speak up, and put yourself in the room.

See you there?

Do I Hire a CMO or a Marketing Manager?

lucy@newchaptertalent.com.au (Lucy Bolan) — Tue, 08 Jul 2025 04:03:40 GMT

How to Make the Right Call for Your Business

Over the years recruiting senior marketers, I’ve had countless conversations with talented CMOs and Heads of Marketing who’ve landed what looked like dream roles—only to find themselves, just a few months in, bogged down in emails, briefing social posts, and fighting for buy-in.

❌ No real strategy.
❌ No room to innovate.
❌ No chance to make the impact their experience promised.

It’s a frustrating mismatch—and often, a sign that the business wasn’t actually ready for senior marketing leadership in the first place.

So, if you’re asking yourself “Do I need a CMO or a Marketing Manager?”, it’s worth stepping back and honestly assessing what your business needs right now.

Before you hire, ask yourself:

Does my business have a clear marketing strategy and structure already in place?
A CMO can absolutely build this from scratch, but only if your leadership team is ready to support that process.
Am I looking for someone to manage and execute, or to lead and innovate?
If you're expecting hands-on delivery, a great Marketing Manager might be the better (and more cost-effective) choice.
Are we ready for a leader who’ll challenge the status quo and drive change?
A strong senior marketer will push for investment, process change, and long-term thinking. That’s their job—and they need executive-level backing to do it well.
How mature is our current marketing team?
A CMO without the right team beneath them often ends up doing the execution work themselves. Which isn’t what anyone wants.
Is there alignment at the executive level about marketing’s role in growth?
This is crucial . If the leadership team doesn’t understand or agree on marketing’s purpose, it’ll be near-impossible for any senior marketer to succeed.

The Bottom Line

Hiring a CMO isn’t just about finding someone senior—it’s about making sure your business is ready to unlock the value that comes with strategic marketing leadership.

If you’re not quite there yet, that’s OK. A brilliant Marketing Manager who can execute, optimise, and grow with the business might be the perfect next step.

But if you are ready for bold leadership, big thinking, and transformation—go ahead and hire that CMO. And give them the support they need to thrive.

Because the right hire, at the right time, can be a game-changer.

Contact Lucy

Need help finding your next marketing or CMO role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Spreading Kindness: New Chapter Talent Joins Forces with Recruitment United and Eat Up Australia

Fri, 06 Jun 2025 01:24:59 GMT

On Wednesday 4 June 2025, Lucy and New Chapter Talent rolled up their sleeves and got sandwich-making with a purpose. Alongside more than 20 other small business recruitment agency owners from Recruitment United — Australia’s fastest growing community for recruitment agency owners — the team joined forces with Eat Up Australia to make a real difference.

The morning event, hosted at Eat Up’s Melbourne base, saw the group prepare 954 cheese sandwiches in under an hour — all destined for schoolchildren across Victoria doing it tough.

Who is Eat Up Australia?

Eat Up Australia is a not-for-profit organisation founded by Lyndon Galea . Their mission is simple but powerful: to feed the one in five Aussie kids who go to school hungry. Since its inception, Eat Up has delivered millions of lunches to children in need, thanks to the support of volunteers, schools, and partners across the country. Their work ensures that kids can focus on learning, laughing, and being kids — rather than worrying about where their next meal will come from.

As the cost-of-living crisis continues to impact Australian families, teachers are increasingly stepping in to share their own lunches with students. It’s a heartbreaking reality — and one that Eat Up works tirelessly to change.

Bringing the Recruitment Community Together

The initiative was organised by Pete Watson , founder of Recruitment United. Pete’s goal? To bring together a community of like-minded recruitment business owners who not only support one another professionally but also show up for causes that matter.

And show up they did.

Laughter, teamwork and a fair bit of cheese filled the air as the group assembled sandwich after sandwich, each one a small act of kindness for a child in need. While the group narrowly missed their ambitious 1,000 sandwich target (running out of bread with just 46 to go!), the impact of the morning was undeniable.

New Chapter Talent was proud to take part in such an uplifting and hands-on initiative. It was a chance to connect with an incredible community of recruiters, support an extraordinary organisation, and give back in a meaningful way.

From all of us at New Chapter Talent — a huge thanks to Pete Watson for bringing the recruitment community together, and to Lyndon and the Eat Up Australia team for the incredible work you do. We were honoured to be a part of it!

Learn more about Eat Up Australia and how you can support at eatup.org.au .

Introducing the Marketing Leader Awards (MLAs): Celebrating the Future and Foundations of Marketing

Thu, 29 May 2025 05:49:39 GMT

We’re so excited to announce the launch of the inaugural New Chapter Talent Marketing Leader Awards (MLAs) – a celebration of standout marketers across Australia and New Zealand who are shaping the future of our industry and inspiring us all along the way.

These awards are our way of recognising two very special groups of people: those who are just getting started and showing exceptional promise, and those who are already leading the charge with strategic brilliance, commercial impact, and unwavering support for their teams.

We’ve got two award categories , some truly brilliant judges , and a prize pack that’s seriously worth shouting about . Let’s dive in.

The Marketing Rising Star Award

This category celebrates emerging marketers who are already making a big impact, despite being early in their careers. These rising stars are the ones to watch – full of ideas, drive, and a hunger to learn.

Our judging criteria for this award include:

Leadership and Innovation: Do they think differently, lead with purpose, and bring a fresh perspective?
Collaboration and Integration: How do they work with others and motivate those around them?
Passion and Goal-Driven: Are they constantly learning, pushing themselves, and chasing their goals?
Impact and Results: What have they delivered so far – campaigns, projects, performance?

Self-nominations are welcome – just include a testimonial from a senior colleague, manager, or mentor.

The Marketing Excellence Award

This award is for established marketing leaders making waves both inside and outside their organisations. They’re strategic thinkers, inspirational mentors, and always ahead of the curve when it comes to driving results and leading change.

Our judging criteria include:

Team Development and Mentorship: How do they empower, coach and develop their teams?
Strategic Vision & Commercial Impact: What business results have they delivered, and how?
Influence and Industry Impact: Are they giving back to the industry and shaping the broader conversation?
Innovative Thinking and Problem Solving: How are they solving challenges creatively and driving progress?

Again, self-nominations are welcome – with a supporting testimonial from a senior stakeholder.

The Prizes

Winners of each award will receive an incredible prize pack designed to celebrate their success and invest in their future:

Executive coaching sessions with leadership expert Jac Phillips , valued at $1300 per person
2-night luxury stay at the InterContinental Sorrento , sponsored by New Chapter Talent and InterContinental Sorrento, valued at $1000 each!
Breakfast included
Wine on arrival
Spa voucher included

And for our runners-up in each category:

A sparkling smile thanks to an in-chair whitening treatment from Urban Smile , valued at $480 each !

Meet the Judges

We’ve assembled a judging panel with a wealth of marketing leadership experience – across both brand and industry advocacy:

Lucy Bolan – Founder, New Chapter Talent
Jac Phillips – Executive Coach and former senior marketing leader at ANZ, Bank of Melbourne, and more
Jo Rao – Marketing leader and Committee Member, AMI (Vic Chapter)
Kate Coleridge – Marketing Leader and Deputy Chair, AMI (Vic Chapter)

Shira Friedman - Digital marketer and Committee Member, AMI (Vic Chapter)

Key Dates

Nominations are open Tuesday 3 June
Shortlist announced: 10 July 2025
Winners to be announced at an awards party on Thursday, 24 July, 6-8pm AEST! Tickets are $20 with all proceeds going to Safe Steps , our charity of choice. Venue: The Union Room, QT Melbourne . Tickets for this night of nights can be purchased via TryBooking HERE .

Nominations CLOSE COB, 1 July 2025 .

Ready to Nominate?

Whether you're putting yourself forward or shining a light on someone who deserves recognition, we’d love to hear from you.

Head over to our nomination form and help us celebrate the marketing leaders – and future leaders – who are making our industry better, bolder, and braver.

This is your sign to back yourself, or someone brilliant you know... NOMINATE NOW!

Spotlight Friday's with Anna Samkova: LinkedIn Live

Thu, 22 May 2025 02:40:39 GMT

What Brands Want in Marketers Right Now

~ Spotlight Fridays with Lucy Bolan

In this last week’s Spotlight Fridays with Anna Samkova on LinkedIn Live, our Director, Lucy Bolan , marketing recruiter, talent connector, and career growth champion, was featured.

With over 20 years of experience in marketing recruitment and a front-row seat to what today’s CMOs are really looking for, Lucy brought serious insight to the table.

So—what do brands want in marketers right now?

According to Lucy, the market is shifting quickly, and the skills in highest demand reflect that. Here are the key takeaways:

✅ CX, Loyalty, and CRM are hot right now

Brands are prioritising customer experience more than ever. That means they're on the lookout for marketers with proven expertise in CX, loyalty programs, and CRM strategy—especially those who can blend data with creativity to drive growth and retention.

✅ AI is changing the game—marketers need to stand out

With the job market evolving at pace thanks to AI and automation, Lucy shared how marketers can differentiate themselves: lean into your unique experience, keep learning, and don't be afraid to showcase your POV online.

✅ Grow your network and your personal brand

Your next opportunity might come from your next connection. Lucy’s advice? Be intentional with your networking, show up where your peers are, and invest time in building your personal brand. Yes, that includes LinkedIn!

✅ The best marketers are evolving their mindset

Top performers are thinking differently. They’re staying curious, adaptable, and proactive—especially when it comes to learning new skills and seizing new opportunities.

Whether you’re hiring, job hunting, or simply future-proofing your marketing career, Lucy’s insights are packed with practical advice and powerful takeaways.

Catch the full Spotlight Fridays replay here and make sure to follow Anna Samkova and New Chapter Talent for more career-shaping conversations.

Future-Proofing Your Marketing Career: Key Takeaways from Brandwatch Bootcamp Melbourne

Thu, 22 May 2025 01:42:43 GMT

New Chapter Talent was proud to take the stage at Brandwatch’s Marketing Bootcamp Melbourne on 13 May – a full-day event dedicated to helping marketers cut through the noise, harness data-led insights, and sharpen their social media strategy.

Held at Zinc at Fed Square, the event brought together marketers from across the industry for a high-energy day of learning, connection and conversation. From inspiring keynotes to practical panels, Brandwatch Bootcamp delivered a line-up of expert voices and valuable advice – all topped off with some fantastic networking and a well-earned happy hour.

Among the highlights? A panel discussion titled “Future-proofing your marketing career: The skills you’ll need tomorrow” – co-hosted by our very own Lucy Bolan , Founder of New Chapter Talent, and Emma Graham , Founder of Emma Graham Consulting .

For Lucy, this was a milestone moment: her first public speaking appearance. “Yes, the butterflies were in full swing,” she admits, “but I’m so proud I said a big fat YES to something that pushed me out of my comfort zone.”

Alongside Emma, Lucy unpacked the core skills marketers need to stay ahead in a fast-changing digital world. Whether you're early in your career or a seasoned CMO, the insights shared offered something for everyone looking to future-proof their career.

So, what were the key takeaways?

Shift from passive to active. Don’t wait for opportunity – create it. Take charge of your career path and become your own advocate.
Learn to work with AI. As economist Richard Baldwin famously said, “AI won’t take your job – it’s somebody using AI that will.” Understanding how to collaborate with AI tools is fast becoming a must-have skill.
Build a personal brand. Whether it’s within your organisation or across the wider industry, visibility matters. Marketers who put themselves out there and showcase their value are better positioned for long-term growth.
Nurture your network. It’s not just what you know – it’s who you know. Building and maintaining genuine professional connections can open unexpected doors.
Know your value. Being able to clearly articulate your strengths and the impact you bring to an organisation is essential – especially in competitive job markets.

The panel was a chance to walk the talk. “I talk a lot about the importance of saying yes, building a personal brand and being more visible,” Lucy said. “This was an opportunity to do all of that – and it was such a rewarding experience.”

Special thanks to the Brandwatch team for hosting such a seamless and inspiring day, and to Martin Kelly and Benjamin McGinn for making it all happen.

Other highlights from the day included:

Michael Appleford (Tag WW) on Cutting Out the Noise and Delivering Killer Content
A panel on Social Media in the NFP Sector featuring Olivia Gumienny , Jess Olorenshaw and Monica Marchesani
Harrison Orchard (Cricket Australia) on the power and responsibility of Fandom in Marketing
Beatrix Fisher (Havas) on Consumer-Led Marketing
A forward-looking discussion on Retail Marketing in 2025 with experts from 7-Eleven and Bakers Delight

Looking Ahead

As the marketing landscape continues to evolve, one thing’s clear: future-proofing your marketing career is about staying curious, being courageous, and staying connected.

Whether you're thinking about your next career move or just want to make sure you're keeping your skillset sharp, New Chapter Talent is here to help you navigate what’s next.

Need support planning your next career step in marketing?

Reach out to the team at New Chapter Talent – we’d love to chat.

Contact Lucy

Need help finding your next marketing role ? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn

Is Your Marketing Org Chart Built for Performance – or Just Legacy Titles?

lucy@newchaptertalent.com.au (Lucy Bolan) — Tue, 06 May 2025 02:22:52 GMT

Why Your Marketing Org Chart Might Be Outdated in 2025

When was the last time you reviewed your marketing org chart and asked:

“Is this structure built for performance – or are we just clinging to legacy job titles?”

It’s a critical question every Chief Marketing Officer (CMO) should be asking in 2025.

At New Chapter Talent , we support businesses across Australia and New Zealand with senior marketing recruitment and team structure planning. And one of the trends we consistently see is this: marketing teams designed for a world that no longer exists.

The marketing landscape has shifted dramatically. So why are so many teams still operating with structures that made sense five years ago?

Questions Smart CMOs Are Asking to Future-Proof Their Teams

Forward-thinking marketing leaders are starting to reframe the conversation with sharper, performance-focused questions:

Are we structured around the customer journey, or just job descriptions?
Do we have the right balance of strategic thinkers and hands-on executors?
Are we duplicating skills, or leaving gaps in capability?
Where do we need real marketing impact – not just extra headcount?

These questions are crucial if you want your team to stay relevant, agile, and effective.

From Hierarchies to High-Impact Teams: The Shift We’re Seeing

In today’s fast-paced marketing environment, agility and digital fluency are more valuable than rigid job titles or layered hierarchies. The best CMOs and Hiring Managers are shifting their mindset – and their team structures.

Here’s what we’re seeing:

Team structures designed around outcomes, not just org charts
Hiring for skills and impact, not just job titles or seniority
Small, agile teams that can pivot quickly and deliver results

This might mean rethinking traditional roles and creating hybrid positions – especially in areas like digital marketing , data analytics , or content strategy .

What Happens If You Don’t Redesign Your Team?

If you’re still working with the same structure you had in 2020, here’s the risk:

Bloated teams
Slower delivery
Marketers who are busy – but not making real impact

Your team might look impressive on paper, but if it’s not structured for outcomes, it won’t deliver the performance you need to stay competitive.

Ready to Rethink Your Marketing Team Structure?

At New Chapter Talent , we help companies map out future-ready marketing teams and hire the talent that drives real growth. From CMOs to performance marketers , we know how to build teams that make a difference.

�� Want support with redesigning your org chart or filling key marketing roles?

15 AI Tools Marketers Need to Know About

Tue, 29 Apr 2025 01:19:26 GMT

(That Aren't Just ChatGPT!)

If you're a marketer in Australia or New Zealand, you're no stranger to the buzz around AI. At New Chapter Talent , we work with leading marketing talent every day, and one thing’s clear: marketers who embrace AI are setting themselves apart from the crowd.

We all know and love ChatGPT (honestly, how did we even function before it?). But there’s a whole world of other AI tools out there that can elevate your marketing game – whether you’re creating content, managing campaigns, building personal brands, or looking to stay ahead in your marketing career.

Here are some of the latest AI tools our AI insiders recommend you keep an eye on:

15 Must-Know AI Tools for Marketers

Ideogram – Create realistic images that even include text elements – perfect for content creators who need on-brand visuals fast.

Grok – Specialises in creating hyper-realistic images of people’s faces. Great for marketing campaigns when you want authentic-looking visuals.

HeyGen – Turn yourself into a digital avatar. Simply type a script, and your AI-self delivers the message! Ideal for video marketing or personalised outreach.

Hedra – Animate a photo of a face by typing text. It's a fun way to bring static images to life for social media.

Huggingface Live Portrait – Another brilliant tool for animating still photos – great for storytelling campaigns.

Descript – Edit your podcasts or videos by simply editing the text transcript. A real game-changer for marketers producing content at scale.

Ultimate Vocal Remover – Separate vocals from music tracks. Handy if you're creating custom audio for campaigns.

Suno – Create an original song by giving a theme, music style, or even your own lyrics. Perfect for branded content and social media engagement.

Seek by iNaturalist – Use computer vision to identify plants, animals, and other living things – brilliant if you’re working on campaigns tied to sustainability or the environment.

Diffit – Build custom learning resources tailored to different levels. Marketers creating educational content or onboarding materials will love this.

Quizizz – An interactive quiz tool like Kahoot!, but with built-in accommodations for diverse learning needs – fantastic for engagement at live events or internal training.

Notebook LM – Upload PDFs and chat with an AI about the content. Speeds up research and campaign planning like you wouldn’t believe!

Cleft Notes – Speak about your meeting or idea, and it automatically turns it into structured notes. Perfect for busy marketing teams juggling projects.

Perplexity – A research-driven AI chatbot (like ChatGPT) that delivers referenced results – great for data-driven marketers and campaign research.

There's an AI for That – A searchable directory of thousands of AI tools, so you can always find the perfect tech for your next project.

Want to Level Up Your AI Skills?

If you're serious about getting ahead in marketing, it’s crucial to stay updated with the latest AI innovations. Two fantastic resources we highly recommend:

�� AI for Marketing – offers insightful webinars and workshops.

�� Australian Centre for AI in Marketing – brilliant for deep dives into how AI is transforming marketing in Australia.

Over to You...

Are there any AI tools you're currently using that we should know about?

We'd love to hear what’s working for you – drop us a message on LinkedIn or leave a comment below. We're all ears! ��

Looking for your next marketing opportunity? Check out our latest marketing jobs !

Explore more marketing career advice on our blog.

Want to stand out in the market? Here's how to build a personal brand that attracts marketing recruiters.

Network, Network, Network…

lucy@newchaptertalent.com.au (Lucy Bolan) — Tue, 15 Apr 2025 00:43:18 GMT

(Yes, even when you’re not job hunting!)

I can already hear the eye rolls...

But hear me out.

Last week, I had a really interesting conversation with a CMO who shared something that stuck with me.

They’d been approached by several people—many of whom are currently not working—asking for introductions to their network. Nothing unusual there, right? This CMO is well-connected, generous with their time, and always happy to help where they can.

But what surprised them was just how many of these individuals hadn’t previously invested in their own networks. They were only starting to make those efforts now, when they were actively looking for a new role.

Let that sink in.

When you’re in a steady role, earning a consistent salary, it’s so easy to push networking to the bottom of the list. Who’s got time for industry events, coffee catch-ups, or webinars when your diary is already bursting?

But here's the thing:

Networking isn’t something you do just when you need something.

It’s something you should be nurturing constantly, regardless of where you’re at in your career.

Because when the time comes—and trust me, it will—having a solid, supportive, and engaged network can be the difference between a long, frustrating job search and tapping into a hidden opportunity before it even hits the market.

It’s a bit like going to the gym (ugh, I know ��).

The more you show up, the stronger the results.

So, if you’re in a job right now and thinking, “I don’t need to worry about networking”… think again.

Show up to that industry breakfast.
Book that coffee with an old colleague.
Sign up for the webinar.
Add value, be helpful, share your knowledge.

Your future self will thank you.

Because a strong network doesn’t just support your next job search—it opens doors, sparks ideas, and builds relationships that last a whole career.

Contact Lucy

Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The Salary Reality Check: What Marketers Are Facing in 2025

lucy@newchaptertalent.com.au (Lucy Bolan) — Wed, 09 Apr 2025 22:30:00 GMT

Over the past few weeks, I’ve had dozens of conversations with marketers across Australia – from Digital Leads to Brand Directors – all quietly (or not so quietly!) exploring what’s next in their careers. Some are actively applying, while others are just keeping an eye on the market. But there's one trend that's impossible to ignore.

A third of the people I’m speaking to are still earning BIG post-COVID boom salaries.

Yes, we’re talking 20%+ increases – in one case, a digital marketer had their salary doubled to keep them from jumping ship. Clever retention strategy? Absolutely. Sustainable? Not so much in today’s market.

So, what’s changed?

Fast forward to 2025, and the economy has well and truly caught up with us. Businesses are feeling the pinch, and many marketers are holding onto their current roles for dear life – keen to protect their salary, even if the work or culture no longer lights them up.

But here's the shift:

Many are now facing the reality that securing their next role might come with a pay cut.

And you know what? For a lot of people, that's actually okay.

Because here’s what really matters...

It’s not just about the $$$.
Don’t get us wrong – a fair, competitive salary is always important. But time and time again, we hear that what truly matters is who people work with, how they work, and why the work matters. Culture, leadership, and growth opportunities are what keep people happy (and staying!).

If you’re hiring in 2025, here’s what candidates are looking for beyond the pay packet:

Flexible working – especially WFH.
This can be a major sweetener when negotiating salary. If you can offer a couple of days from home or flexible hours, it often makes the pay cut easier to swallow.

Perks with real purpose.
No WFH? Then what else makes you stand out? Think generous parental leave, L&D budgets, clear progression pathways, or even just a strong sense of team culture and community.

A workplace people want to be in.
We always ask: Why do people love working for you? If you can’t answer that confidently, it might be time to rethink your EVP (employer value proposition).

Final thoughts

In a shifting market, salary expectations are starting to level out. But if you’re a business that can lead with purpose, flexibility, and culture – the best marketers will still want to work for you.

And if you're a marketer navigating the current climate, know this: you're not alone. Whether you're adjusting your expectations or just weighing your options, we're always here to chat.

Want help navigating your next marketing hire or career move?

Reach out to the team at New Chapter Talent – we get marketing, and we get you.

Contact Lucy

At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations or help you secure the talent you need to move your business forward - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

How to Answer "Tell Me About Yourself" in an Interview

lucy@newchaptertalent.com.au (Lucy Bolan) — Mon, 07 Apr 2025 22:08:20 GMT

(And how to answer without waffling!)

It's the opening line to many interviews, and yet it has the power to trip up even the most prepared candidate:

"So... tell me about yourself?"

At first glance, it seems simple. But the open-ended nature of the question can leave you second-guessing. What do they actually want to know? How much is too much? What if you waffle on and lose their attention?

Why Do Interviewers Ask This Question?

This isn't a trick question—it’s an opportunity! Hiring managers use this to assess three key things:

How well you communicate: Can you be concise and articulate?
Your relevance: Do you highlight experience that aligns with the role?
Your personality: Do you bring a touch of authenticity and warmth?

In fact, a study by CareerBuilder found that 49% of hiring managers know within the first five minutes of an interview whether a candidate is a good fit. That means your opening response is crucial!

The Formula for a Strong Answer

A great response should be structured, engaging, and to the point. Here’s a winning formula:

1. Start with your professional background

A short, snappy summary of your experience and expertise.

�� "I’ve spent the past 20 years specialising in marketing recruitment. My passion is helping businesses build high-performing marketing teams and guiding professionals in shaping fulfilling careers. I founded New Chapter Talent to bring a fresh, insight-driven approach to hiring."

2. Highlight a unique or relevant achievement

This could be a career milestone, a passion project, or something that sets you apart.

�� "Beyond recruitment, I’m also the host of The CMO Chapters Podcast, where I interview top marketing leaders to share behind-the-scenes career advice and industry trends."

3. Add a sprinkle of personality

A little personal touch makes you more memorable and relatable.

�� "On a personal note, when I'm not recruiting, I love staying fit and reading a good book. Two things you might not know about me? I used to have a pet donkey called Muffin, and as a child, I lived in Saudi Arabia."

Why This Works

It’s structured – No waffling, just key points that flow well.
It’s engaging – You’re giving the interviewer insight into both your professional and personal side.
It’s memorable – Fun facts make you stand out!

Pro Tip: Flip the Conversation

Want to create an instant connection with your interviewer? End your response by turning the tables:

�� "What are two things I wouldn’t know about you?"

It’s a great way to break the ice and start a real conversation!

Next time you hear, "So… tell me about yourself?" take a deep breath and own the moment. Keep it structured, make it engaging, and most importantly—be yourself!

What’s one fun fact about you that would surprise people?

Contact Lucy

Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Why Top Marketing Talent Is Hesitant to Apply

lucy@newchaptertalent.com.au (Lucy Bolan) — Mon, 31 Mar 2025 07:20:07 GMT

And How Companies Can Win Them Over

Does seeing the number of applicants on a job listing put you off applying?

If so, you're not alone. In a recent poll, 47% of respondents admitted that once a job post reaches the 200+ applicants mark, they’re discouraged from throwing their hat in the ring. That’s a huge pool of untapped talent—highly skilled marketers who are opting out, not because they lack experience, but because they assume their application will get lost in a sea of CVs.

The Disheartening Job Search Process

Every day, I speak to talented marketers looking for their next opportunity, and one thing is clear: the job search process is wearing people down.

One conversation that stood out was with a senior marketing executive who now approaches job applications with the mindset of expecting not to hear back . If they do, it's a pleasant surprise—less stressful, better for their mental health, and a more realistic approach in today’s ultra-competitive market.

And this isn't an isolated sentiment. Research by Indeed found that 52% of job seekers say they never hear back after submitting an application. Even more concerning, LinkedIn reports that for some competitive roles, applicants have only a 2% chance of being selected for an interview . That’s enough to make even the most ambitious candidates rethink their approach.

Why Companies Need to Rethink Their Hiring Strategy

For companies relying purely on job ads to fill positions, these stats should be a wake-up call. If your listing is racking up hundreds of applicants, yet the right talent still feels out of reach, it’s time to ask: Are we missing out on top-tier candidates who aren’t even applying?

This is where a strong recruitment strategy, and the right recruiter, makes all the difference .

The Benefits of Investing in a Specialist Recruiter

Hiring managers, I get it. You’re looking to save costs. The market is tough, and budget constraints are real. But cutting corners on recruitment often costs more in the long run —in wasted time, resources, and the risk of making a bad hire.

A dedicated recruiter can:

✔️ Save you time – No more sifting through hundreds of applications.

✔️ Reduce the workload on internal teams – Less manual screening, more focus on strategic work.

✔️ Improve quality of hire – Directly engaging with top-tier, passive talent who aren't applying online.

✔️ Enhance your employer brand – A streamlined, positive hiring process means a better candidate experience.

✔️ Increase long-term retention – Matching the right people to the right roles leads to better engagement and longevity.

Tapping into the Hidden Talent Pool

Many of the best marketers aren’t actively applying for roles because they’re disheartened by the process. But that doesn’t mean they’re not open to the right opportunity. A 2023 LinkedIn study found that 70% of the global workforce is passive talent—not actively job-hunting, but open to discussions if approached the right way.

So, what’s the takeaway? If you’re relying solely on job ads, you’re only accessing 30% of the available talent.

By working with a recruiter who has direct access to this passive market , companies can break free from the recruitment rollercoaster and reach high-calibre candidates who aren’t getting lost in a pile of applications .

Final Thoughts

If you're hiring, now is the time to rethink your approach. The best candidates might not be in your inbox—but they’re out there. And with the right recruitment strategy, they could be on your team.

Interested in connecting with untapped marketing talent? Let’s chat. New Chapter Talent is here to help you find the best, without the headache.

Contact Lucy

Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

�� +61 416 153 144

��
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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

GOOD vs BAD Leadership – How It Impacts Your Career

lucy@newchaptertalent.com.au (Lucy Bolan) — Mon, 10 Mar 2025 23:20:48 GMT

Last week, I caught up with a marketer who had just landed an exciting senior role, and their enthusiasm was contagious! They couldn't stop raving about their new leader - and for good reason.

Why is their leader so great?

They never take credit for my work - recognition is given where it's due.
They actively encourage me to engage with the C-Suite to develop my leadership skills.
I receive regular, constructive feedback that helps me grow.
Communication is open, clear, and consistent - no second-guessing expectations.
The team culture is supportive, inspiring, and genuinely enjoyable.

Sound like a dream? Well, it should be the standard!

But here’s the harsh reality - great leadership isn’t always the norm. I also spoke to a marketer who is having the opposite experience, and the contrast is stark.

Why is their leader so difficult to work under?

They manage with fear, creating a “yes” culture where no one dares to push back.
Team members feel that disagreement equals a risk of being fired.
Ideas and opinions are dismissed, leaving employees feeling undervalued.
The office tension is unbearable - it’s a daily battle just to get through the day.
They’re actively looking for a way out because the environment is draining.

Two very real, very different versions of leadership. And believe it or not, 1 in 3 leaders exhibit toxic behaviours that negatively impact their teams. If you find yourself working under a leader who makes your work life miserable, it’s time to take action.

What Can You Do if You're Stuck with a Bad Leader?

Not every situation allows for a quick exit, so here are some strategies to help you navigate the storm while protecting your career and wellbeing:

Document Everything – Keep records of key conversations, emails, and decisions. This can be invaluable if you need to escalate issues or make a case for a move.

Understand Their Triggers – While it shouldn’t be your responsibility to manage your boss’s emotions, understanding their pressure points can help you avoid unnecessary conflicts.

Stay Professional – It’s easy to let frustration take over, but keeping your cool ensures that you maintain your credibility. Never let a bad leader drag you down to their level.

Find Allies – Chances are, you’re not alone in this. Build relationships with trusted colleagues who can validate your experiences and provide support.

Seek a Mentor – Having a mentor outside your organisation can provide clarity, guidance, and an objective perspective on how to navigate the situation.

Leverage External Networks – Stay engaged with marketing communities, industry events, and professional groups. Expanding your network can open doors to better opportunities and a healthier work environment.

The Good News? Great Leaders DO Exist!

If you’re struggling under poor leadership, don’t lose hope. There are leaders out there who will champion your success, invest in your growth, and create workplaces where you can truly thrive.

Whether you’re looking for your next role or simply seeking advice on navigating tough workplace dynamics, New Chapter Talent is here to help. Our network is filled with exceptional marketing leaders who know how to bring out the best in their teams—and we’d love to introduce you to them.

If you’re ready for a change, let’s chat. Your next great leader is out there!

Contact Lucy

Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

How to Build a Personal Brand That Attracts Marketing Recruiters

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 27 Feb 2025 02:27:12 GMT

In the competitive marketing world, your personal brand is your ticket to standing out. Whether you're actively job hunting or just keeping an eye on the market, how you present yourself online (and offline) can make all the difference.

Marketing recruiters aren’t just looking for skills on a CV - they’re looking for professionals who embody the essence of marketing itself: compelling, strategic, and engaging.

So, how do you build a personal brand that makes recruiters take notice?

1. Define Your Unique Value Proposition (UVP)

Just as brands differentiate themselves in the market, you need to define what makes you unique as a marketing professional. Ask yourself:

What are my core strengths in marketing?
What industries or sectors do I specialise in?
What’s my marketing superpower - creative storytelling, data-driven strategy, brand building?

Once you identify your UVP, weave it into everything - your LinkedIn headline, your portfolio, and how you introduce yourself in networking conversations.

2. Optimise Your LinkedIn Profile (It's Non-Negotiable!)

Recruiters live on LinkedIn, so if your profile isn’t optimised, you’re invisible. Here’s how to make your profile work for you:

Headline & Summary: Craft a compelling headline that showcases your expertise. Your summary should tell your career story, highlighting your skills, successes, and what you’re passionate about.
Experience & Achievements: Go beyond job titles - include results. Did you grow engagement by 150%? Increase lead conversions? Help launch a new brand? Show impact.
Skills & Endorsements: Prioritise marketing-specific skills like SEO, brand strategy, and digital advertising.
Engagement: Share industry insights, comment on marketing trends, and engage with content to stay visible.

3. Showcase Your Work with a Portfolio

If you’re a marketer, you should market yourself! A portfolio - whether it’s a personal website, a well-curated LinkedIn feature section, or a digital PDF - can be a game-changer. Include:

Campaigns you’ve worked on (results included!)
Thought leadership pieces or blogs you’ve written
Creative assets, social media content, or brand strategies you’ve developed

Even if you’ve been out of work for a while, you can create mock campaigns or case studies to demonstrate your expertise.

4. Position Yourself as a Thought Leader

Marketing recruiters love candidates who actively engage with the industry. Share your insights, post your perspectives on marketing trends, and engage in discussions. Ideas to get started:

Write LinkedIn posts on lessons learned from past marketing projects.
Share your take on a new trend (e.g., AI in marketing or the latest social media algorithms).
Comment thoughtfully on industry news and thought leaders’ posts.

Even a few well-crafted posts a month can establish your credibility.

5. Build and Leverage Your Network

Marketing is about relationships - and your career should be no different. Connect with recruiters, marketing leaders, and peers. Ways to network effectively:

Engage with recruiters’ content and introduce yourself in a value-driven way.
Attend marketing webinars, events, or LinkedIn Lives and connect with attendees.
Join relevant marketing groups and actively participate.

6. Be Consistent and Authentic

Your personal brand is a reflection of you - so keep it authentic. Choose a niche, develop your voice, and stay consistent. This doesn’t mean posting every day but rather maintaining a steady presence and being intentional with how you present yourself.

7. Stay Adaptable and Keep Learning

Marketing evolves quickly, and staying ahead of trends can set you apart. Whether it’s brushing up on new tools like GA4, mastering the latest social media ad platform, or learning more about AI-driven marketing, showing that you're up to date makes you more attractive to recruiters.

Final Thoughts

If you’re looking for work (or even if you’re not just yet), investing in your personal brand now will pay off when the right opportunity comes along. Marketing recruiters are drawn to candidates who show their expertise, not just list it on a CV.

Remember, your personal brand is your professional identity, and by investing in it, you're not just attracting recruiters, but also shaping your career path with confidence.

References

Personal Branding Without Social Media | Get the Social Advantage .

Contact Lucy

Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Navigating Your Marketing Career Without Managing a Team

Tue, 25 Feb 2025 00:15:00 GMT

If you're a Marketing Manager (or aspiring to be one) but have no interest in managing a team, you're not alone. Many marketers thrive in senior roles without stepping into people management—and yet, some still undervalue themselves as a result.

Just last week, I had a conversation with a highly experienced marketer who had been in the industry for 14 years. Their salary expectation? $90K Base + Super. While they had an impressive skill set and track record, they were pitching themselves well below market value simply because they didn’t want to manage a team.

The Reality of Senior Marketing Roles Without People Management

Over the past 20 years of recruiting marketing roles, I’ve met plenty of senior marketers who excel at project management, strategy, and execution—without leading a team. These professionals often sit in hybrid roles, contributing at a high level, and earning anywhere between $140K–$160K base.

So, if you're in this position, how do you ensure you're being fairly compensated and progressing in your career? Here are some key takeaways:

1. Target the Right Companies

Larger enterprise companies tend to offer non-people management roles at a higher salary range. While some SMEs will also pay well, they typically require team management as part of the job. If you want to focus on high-impact, individual contribution roles, bigger businesses are often the better bet.

2. Recognise That Leadership ≠ Team Management

Not everyone wants to manage people—and that’s completely fine! It takes a specific skill set (and a lot of patience) to lead a team, and it’s not for everyone. You can still climb the ranks of seniority without taking on direct reports, especially in industries like FMCG, Banking, and Financial Services.

3. Don’t Undersell Yourself

It’s true that Head of Marketing, General Manager, and CMO roles often come with higher salaries due to leadership responsibilities. However, your expertise and experience have value beyond managing people. If you’re excelling in strategic execution, project leadership, and cross-functional collaboration, you should be positioning yourself at the right salary level.

Final Thoughts

If you're a senior marketer who thrives on delivering results without team management, you can still command a strong salary and have a fulfilling career. The key is to understand your worth, target the right roles, and ensure you’re positioning yourself strategically in the market.

Contact Lucy

Of course, if you need help navigating your career and would like further advice, get in touch with Lucy Bolan .

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The Highest-Paid Digital Marketing Roles in Australia for 2025

lucy@newchaptertalent.com.au (Lucy Bolan) — Tue, 18 Feb 2025 07:41:10 GMT

The digital marketing landscape is evolving rapidly, and with it, the demand for specialised skills is on the rise. As businesses continue to invest heavily in data-driven and performance-focused marketing strategies, certain roles stand out as the most lucrative in 2025.

If you're looking to maximise your earning potential in the Australian market, here are the digital marketing positions commanding the highest salaries this year.

1. Performance Marketers

Performance marketing is all about driving measurable results, and companies are willing to pay top dollar for specialists who can deliver. Roles in pay-per-click (PPC), affiliate marketing, and conversion rate optimisation (CRO) are particularly lucrative. As competition for digital advertising space intensifies, businesses are prioritising experts who can refine campaigns, lower acquisition costs, and boost ROI.

Why It Pays Well:

High accountability for revenue generation
Mastery of ad platforms like Google Ads, Meta, and TikTok Ads
Strong analytical skills to optimise campaigns and budget allocation

2. Marketing Data Scientists

Data science is no longer just for finance and tech—marketing teams now rely on predictive analytics, machine learning, and AI-driven insights to craft hyper-personalised campaigns. Professionals who can translate complex data into actionable marketing strategies are becoming indispensable.

Why It Pays Well:

Demand for AI and automation expertise in marketing
Ability to extract insights from customer data for more effective targeting
Hybrid role combining technical and commercial skills

3. Technical Marketing Specialists

Marketers with a strong technical foundation—those who can navigate CRM systems, automation platforms, and MarTech stacks—are commanding premium salaries. As companies invest in seamless digital ecosystems, professionals with a blend of coding knowledge (e.g., HTML, JavaScript) and marketing automation experience (e.g., HubSpot, Salesforce) are in high demand.

Why It Pays Well:

Ability to bridge marketing and IT functions
Expertise in integrating and optimising marketing technology
Essential for implementing advanced personalisation strategies

4. Growth Marketers

With startups and scale-ups looking for sustainable growth, marketers who specialise in full-funnel strategies—leveraging acquisition, retention, and monetisation—are increasingly valuable. Growth marketers who can experiment with channels, optimise user journeys, and drive customer lifetime value (LTV) are seeing salaries climb.

Why It Pays Well:

Direct impact on company revenue and customer retention
Proficiency in A/B testing, analytics, and automation tools
Strong mix of creativity and data-driven decision-making

5. SEO & Content Strategy Leaders

SEO is far from dead—it’s evolving. Brands are prioritising search visibility as organic traffic remains a crucial acquisition channel. SEO professionals with expertise in technical SEO, AI-driven content strategy, and E-E-A-T (Experience, Expertise, Authoritativeness, Trustworthiness) principles are well-positioned for high salaries.

Why It Pays Well:

Increasing competition in search rankings means businesses need experts
AI-powered content and search algorithms demand advanced knowledge
Long-term impact on brand visibility and inbound leads

Final Thoughts

In 2025, the highest-paid digital marketing professionals in Australia will be those who blend technical expertise with commercial acumen. Whether it's performance marketing, data science, or MarTech specialisation, the ability to tell a compelling commercial story while leveraging cutting-edge tools will set you apart. If you have the confidence to translate data into strategy and drive tangible results, you’re on the path to a highly rewarding career.

Are you looking to hire top marketing talent or find your next high-paying role?

Get in touch with Lucy Bolan at New Chapter Talent today! Or check out our 2025 Salary Guide for up-to-date information on salary ranges with the the marketing industry.

✉️ lucy@newchaptertalent.com.au

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Or connect with Luce ~ Lucy on LinkedIn ~ she is a wealth of knowledge in all things recruitment! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Marketing Job Market Trends

Tue, 18 Feb 2025 00:00:07 GMT

What’s Happening in Early 2025?

As we step into 2025, the marketing job market in Australia is in an interesting phase - what I’d call the calm before the storm.

Behind the scenes, hiring managers and leadership teams are busy strategising, securing budgets, and restructuring teams to set up for a big year ahead.

But what does this mean for marketing professionals looking to land their next role or upskill for future opportunities?

Let’s dive into the latest trends shaping the job market right now.

1. The Hiring Hold-Up: Budgets, Boards & Org Charts

Many businesses are currently in a waiting game - finalising budgets, reviewing salary benchmarks, and restructuring teams to optimise for growth. It’s a period of preparation, but once approvals are in place, expect a surge in hiring. If you’re a candidate considering a move, now is the time to refine your CV, update your LinkedIn profile, and start networking so you’re ready when the market picks up speed.

2. The Battle for Technical Marketing Talent

The competition for marketers with strong technical skills is fierce! Businesses are on the hunt for specialists in CRM , marketing automation, marketplace management, performance marketing, and affiliate marketing. If you have expertise in these areas, you’re in high demand, and it’s a great time to leverage your skills for the right opportunity.

3. The Sweet Spot: $80K-$120K Salary Range

Right now, the busiest segment in the market is for roles offering a base salary of $80K-$120K plus super. Employers are moving quickly to secure talented “doers” who can make an immediate impact. Job Seekers in this range are often fielding multiple offers - sometimes two or three at a time - so businesses need to act fast to secure the right talent. For job seekers, this means negotiating wisely and considering not just salary, but also growth opportunities, flexibility, and company culture.

4. Upskilling in Performance, CRM & Personalisation

More and more marketers are actively upskilling in key areas like performance marketing, personalisation, and CRM. This is a smart move, as companies are prioritising data-driven strategies to enhance customer engagement and conversion. If you’re looking to future-proof your career, investing in these skills through online courses, certifications, or hands-on experience will give you a competitive edge.

5. The Rise of Online Marketplace Specialists

The demand for online marketplace specialists - particularly those with experience in Amazon - is skyrocketing. E-commerce continues to grow, and brands are looking for experts who can navigate marketplace algorithms, optimise product listings, and drive sales. If you’re already working in this space, it’s a great time to double down on your expertise. If not, consider developing marketplace skills as businesses ramp up their investment in this channel.

What’s Next? Get Ready for the Market Surge

While things might seem a little quiet now, don’t be fooled - the hiring market is set to take off once budgets are locked in and businesses get the green light to expand their teams. If you’re thinking about a career move, now’s the time to plan your next step.

Contact Lucy

Need more market insights or a chat about your career? Feel free to contact Lucy...

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Celebrating the Australian Marketing Institute’s First Annual Event of 2025!

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 13 Feb 2025 23:06:37 GMT

Last night, the Australian Marketing Institute (AMI) hosted its first annual event for 2025, and what a night it was! Despite the wet weather, nothing could dampen the spirits of the marketing community as we gathered for a fantastic evening filled with networking, laughter, and even a few lawn bowl shenanigans.

It was a joy to reconnect with familiar faces and meet new ones, reinforcing just how special and tight-knit the marketing industry truly is. In a time when the market has been facing its fair share of challenges, events like these serve as a powerful reminder of the importance of encouraging, supporting, and uplifting one another.

Why Should You Join the Australian Marketing Institute?

If you're a marketer looking to expand your network and stay ahead in the industry, now is the perfect time to become a part of AMI.

Here’s why:

Unmatched Networking Opportunities – Connect with marketers at all levels, from emerging talent to industry leaders.
Access to Free Webinars – Stay up to date on the latest hot topics and trends in the marketing landscape.
Discounted Training Courses – Take advantage of curated programs designed to enhance your skills.
Marketers’ Competency Framework – Assess your marketing skills and identify areas for growth.
Regular Networking Events – A great chance to dust off your mingle wings and build valuable relationships.
A Guaranteed Great Time! – You’ll leave AMI events smiling from ear to ear—trust us on that one!

Whether you’re looking to learn, grow, or simply enjoy an evening surrounded by like-minded professionals, AMI is the place to be. Thanks for having me Kate Coleridge , Bronwyn Heys , and Jo Rao . ��

If you haven’t already, now is the time to get involved and experience the benefits firsthand.

Want to learn more? Check out the link below and take your marketing career to the next level!

Find out more here

How New Chapter Talent Can Help You

As a recruitment expert at New Chapter Talent, I understand the importance of connecting the right marketing professionals with the right opportunities.

Whether you’re looking to take the next step in your career or seeking top-tier marketing talent for your team, New Chapter Talent is here to help.

We specialise in placing exceptional marketing professionals across various industries, ensuring both job seekers and employers find their perfect match.

If you’d like to discuss how we can support your marketing career or recruitment needs, feel free to reach out. Let’s work together to build a thriving marketing community!

✉️ lucy@newchaptertalent.com.au

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Shake Up Your Interview Questions

Tue, 04 Feb 2025 21:15:00 GMT

Ditch the Vanilla, Add Some Spice!

What are your strengths?

What are your weaknesses?

What's your leadership style?

Where do you see yourself in 5 years?

The chances are, we’ve all been on the receiving end of these questions at some point in our careers. And let’s face it—they sound a bit... vanilla, don’t they?

Over the years, I’ve had countless marketers tell me about their interview experiences, and one recurring theme has emerged: some interview questions are, in a word, bland. Because they’re bland, they set the tone for an interview experience that feels uninspired, boring, and completely forgettable. Not exactly the vibe you want when searching for top talent, is it?

Here’s the problem:

These questions lack depth. They often feel like a box-ticking exercise designed to satisfy HR policies rather than genuinely uncovering the unique skills, experiences, and personalities of candidates.

It’s Time to Elevate the Interview Game

If you’re looking to create a more engaging and insightful interview experience, why not swap out the clichés for some standout questions? Questions that provoke thought, uncover authentic stories, and spark meaningful conversations.

Here are a few examples of questions that can make your interviews shine:

Tell me something about yourself that would surprise me.
This encourages candidates to share something memorable and unique about themselves, creating a more personal connection.

Tell me about the last time you failed at something. What did you learn?
Failure is a part of growth. This question reveals how a candidate learns, adapts, and handles setbacks.

Can you share an example of the last time you helped a work colleague out?
This sheds light on their teamwork, empathy, and collaborative spirit.

What excites you about this role?
Passion and motivation often make the difference between a good candidate and a great one. This question dives into what drives them.

How do you think we can be better?
This is a great way to gauge their ability to identify opportunities for improvement and their willingness to share ideas.

What does the ideal work environment look like to you?
Understanding what candidates value in a workplace helps you assess cultural fit and how you can support their success.

Food for Thought

If you’re gearing up to conduct interviews this week, take a moment to think more creatively about your approach. The right questions can turn a routine interview into an engaging and memorable experience—one that leaves candidates inspired and excited to work with you. And who knows? You might even learn something surprising about your next hire.

Let’s ditch the vanilla and add some spice to the interview process!

Contact Lucy!

Looking for a new role? Reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy over on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Succession Planning: Why It Matters for Marketers

Tue, 28 Jan 2025 21:15:00 GMT

As we step into a new year, it’s a great time for reflection and forward planning—and for marketing managers, this includes succession planning.

A wise manager once told me, “Always ask for your next promotion, as you’ll never just get given it.” These words have stuck with me and ring true time and again. But here’s the thing: for employees to ask about their next step, they need to know that a plan exists.

Lately, I’ve had several conversations with marketers who are wondering about their future within their organisations. They’re asking questions like:

Is there a plan to promote me?
Is there a plan for a pay rise?
What does my career progression look like?
Are there learning and development opportunities for me?

Shockingly, many marketers I’ve spoken to have shared that they don’t have a clear succession plan in place. This is a missed opportunity for organisations, especially as January is a pivotal time to focus on talent retention.

Why Succession Planning is Crucial

Retention is a critical component of a successful marketing team. In a competitive talent market like Australia’s, having a plan to develop and retain your top performers isn’t just a nice-to-have; it’s essential. Losing talent doesn’t just mean a vacancy—it often results in lost knowledge, disrupted team dynamics, and increased hiring costs.

How to Get on the Front Foot

If you’re a marketing manager, now is the time to take proactive steps to engage with your team. Here are the conversations you should be having:

Learn What They’re Looking For: What are their aspirations? Are they eyeing a specific role or skillset? Knowing this helps you align their goals with business objectives.
Discuss Career Goals: What role do they see themselves in next? Outline how you can support them in achieving that goal.
Review Salary Expectations: Financial recognition is key. Have open discussions about their salary expectations and plan for future adjustments if justified.
Identify Growth Opportunities: Share how you see them growing within the team and organisation. Highlight potential projects, promotions, or leadership opportunities.
Explore Development Areas: Are there areas they want to focus on, like leadership training, technical skills, or industry-specific expertise? Offer support through resources, mentorship, or courses.

Why Your Team Will Thank You

Taking the time to engage with your team in this way sends a clear message: you value them and are invested in their growth. This builds trust, loyalty, and motivation—and ultimately strengthens your team.

Don’t Wait for the Resignation Letter

January is the perfect time to focus on succession planning and talent retention. By starting these conversations now, you’re not only showing your team that you care about their future, but you’re also protecting your organisation from unexpected turnover.

So, get on the front foot today! Your team (and future self) will thank you for it.

Need help?

Get in touch with Lucy Bolan . Lucy can partner with you to secure the right talent that will support your business growth strategies.

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

How to Set Your New Employee Up for Success in 2025

Fri, 24 Jan 2025 03:59:24 GMT

It's that time of year when LinkedIn feeds are buzzing with role updates and new opportunities. It's fantastic to see so many people starting fresh roles to kick off 2025 on a high note! If you're one of them, congrats!

But let’s talk about what happens behind the scenes to make this transition smooth for new employees. For employers about to onboard fresh talent, here are some practical tips to create a welcoming and successful start:

1. The Pre-Start Call

A week before your new employee’s first day, give them a quick call to:

Check in and answer any last-minute questions.
Provide a heads-up on what their first week will look like.
Confirm the start time for their first day.

This small gesture goes a long way in making your new hire feel valued and prepared.

2. Prepare Their Workspace

Before their arrival, ensure you have:

All login details ready.
A clean and organised workstation.
A new work pass or ID card.

First impressions matter, and a tidy, welcoming space shows you’re ready for them.

3. Make Day One Memorable

The first day can be overwhelming, so break it up with a welcoming gesture like taking them out for coffee. This gives you a chance to chat informally and set a positive tone for the week ahead.

4. Plan Their First Week

Create a structured schedule that includes:

Introductory meetings with key stakeholders and leaders.
A mix of training and hands-on tasks to ease them into their role.

An organised approach helps reduce the information overload that’s common during onboarding.

5. Team Lunch

Arrange a team lunch on their first day or week. This informal setting helps your new employee connect with the team and feel welcomed.

6. Assign a Work Buddy

In larger teams, assigning a buddy is invaluable. This person can:

Answer day-to-day questions.
Help your new hire navigate the workplace culture.

Having an instant go-to person makes settling in much easier.

7. Set Clear Goals and Expectations

Schedule an initial meeting to:

Discuss goals, objectives, and strategies.
Outline priorities and agree on a regular meeting plan.
Assign their first task to give them a sense of purpose right away.

8. Provide Feedback

Most new employees are eager to make a great first impression. Regular feedback—whether weekly, fortnightly, or monthly—is critical for:

Reinforcing what they’re doing well.
Offering constructive advice for improvement.

9. Be Open to Feedback

Onboarding is a two-way street. Encourage your new hire to share their thoughts on the onboarding process. This feedback can help you refine and improve your approach for future employees.

By following these steps, you’ll create a supportive environment that empowers your new hire to hit the ground running. A thoughtful onboarding process not only boosts employee confidence but also sets the foundation for long-term success. Here’s to building a thriving team in 2025!

Need help?

Get in touch with Lucy Bolan . Lucy can partner with you to secure the right talent that will support your business growth strategies.

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

How to Retain Top Marketing Talent

Mon, 13 Jan 2025 23:58:59 GMT

Best Practices for Australia and New Zealand

In the competitive marketing landscape of Australia and New Zealand, retaining top talent is more crucial than ever. High turnover can disrupt team dynamics, slow project progress, and increase recruitment costs. To stay ahead, organisations must adopt effective strategies to keep their marketing stars engaged and satisfied. Here are the best practices to help you achieve just that.

1. Offer Competitive Compensation and Benefits

Top marketing professionals know their worth. Ensure your compensation packages are competitive within the industry. Beyond salary, consider additional benefits like flexible working arrangements, professional development funds, and wellness programs. Tailoring these to the preferences of your team can make your organisation more attractive.

2. Foster a Positive Workplace Culture

A supportive and inclusive workplace culture is a key factor in employee retention. Promote open communication, recognise achievements, and encourage team collaboration. Creating an environment where employees feel valued and connected to the company’s mission can significantly boost satisfaction and loyalty.

3. Invest in Professional Development

Continuous learning is essential in the fast-evolving marketing world. Offer opportunities for your team to upskill through workshops, online courses, and conferences. This not only improves their capabilities but also demonstrates your commitment to their growth, making them more likely to stay with your organisation.

4. Provide Clear Career Pathways

Ambitious marketers seek organisations where they can grow their careers. Clearly outline potential career progression paths within your company. Regular performance reviews and personalised career development plans can help employees see a future with your organisation, reducing the temptation to look elsewhere.

5. Encourage Work-Life Balance

Burnout is a major cause of turnover in high-pressure industries like marketing. Promote work-life balance by setting realistic expectations, encouraging the use of leave, and offering flexible work arrangements. A healthy balance can enhance employee well-being and productivity.

6. Engage and Involve Your Team

Involve your marketing team in decision-making processes and strategy discussions. When employees feel their opinions matter and are actively shaping the direction of the company, they are more likely to be invested in its success. This sense of ownership can significantly improve job satisfaction and retention.

7. Recognise and Reward Contributions

Regularly acknowledge and reward the hard work of your marketing team. This can be through formal recognition programs, bonuses, or even simple gestures like a public shout-out. Recognition can go a long way in making employees feel appreciated and motivated to stay.

8. Stay Updated with Market Trends

Keep an eye on industry trends and adapt your strategies accordingly. Whether it’s adopting new technologies, updating job roles, or shifting focus areas, staying current can make your organisation more appealing to top talent who want to work at the cutting edge of marketing.

Conclusion

Retaining top marketing talent in Australia and New Zealand requires a strategic approach that prioritises employee satisfaction and growth. By implementing these best practices, you can build a resilient and motivated marketing team that drives your business forward. Remember, investing in your people is investing in your company’s future success.

By fostering a supportive environment, providing growth opportunities, and recognising achievements, you can reduce turnover and create a team of dedicated marketing professionals ready to tackle any challenge.

Need help?

Get in touch with Lucy Bolan . Lucy can partner with you to secure the right talent that will support your business growth strategies.

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

Reflecting on the New Chapter Talent Christmas Party

Thu, 19 Dec 2024 00:45:08 GMT

A Celebration of Connection and Community

As we wind down the year, we can’t help but reflect on the incredible evening that was the New Chapter Talent Christmas party. Held at The Emerald Peacock rooftop in Melbourne on Wednesday, 18 December 2024, this was a night to remember. With about 40-45 attendees, the festive cheer and great turnout were matched only by the profound connections and community spirit that defined the event.

A Night to Celebrate

The party wasn’t just a gathering; it was a celebration of the people who make the marketing world so vibrant and inspiring. From the moment the evening began, the atmosphere was electric. Marketers from across industries came together, united by a shared passion for creativity and innovation.

The highlight of the night? Witnessing the magic of connection. New friendships were formed, old ones rekindled, and stories shared that reminded us why we love what we do. It was heartening to see such genuine support and camaraderie in a room filled with talented individuals.

Supporting Each Other Through a Tough Year

2024 has been a challenging year for many, and the resilience shown by the marketing community has been nothing short of remarkable. The Christmas party became more than just an end-of-year celebration; it was a space to reflect, recharge, and remind ourselves of the power of togetherness.

The event, themed as New Chapter Talent Community Christmas Drinks, was designed to bring together marketers who might not have a work Christmas party of their own this year. For those who’ve been made redundant or are between roles, this was an opportunity to connect with like-minded professionals, share experiences, and support one another in a relaxed, festive atmosphere. Drinks were on us – because no one should miss out on some holiday cheer!

Throughout the night, conversations flowed, ideas sparked, and encouragement was abundant. It was a vivid reminder that the strength of our industry lies not only in individual talent but in the collective support we offer one another.

Marketers Supporting Marketers

At New Chapter Talent, we are proud to champion the mantra of “Marketers supporting Marketers.” The Christmas party embodied this ethos, bringing our network closer together in a celebration of collaboration and mutual upliftment.

As we step into the new year, we carry forward the energy and inspiration from this incredible evening. The connections made and the support shared will continue to be the foundation of our community, driving us to greater heights in 2025 and beyond.

Thank You for an Unforgettable Evening

To everyone who joined us, thank you for making the New Chapter Talent Christmas party so special. Your presence and positivity made all the difference. Here’s to more moments of connection, celebration, and growth in the coming year.

Happy holidays and cheers to a bright and successful 2025!

Check out our highlights video below. ��

How to Build a Diverse Marketing Team That Drives Results

Mon, 16 Dec 2024 20:30:00 GMT

The Importance of Diversity in Marketing

In the ever-evolving world of marketing, diversity is not just a term to be used lightly—it’s a critical driver of innovation, creativity, and, ultimately, business success. In Australia’s multicultural society, where 49% of the population was either born overseas or has at least one parent born overseas ( ABS , 2021), marketing teams that reflect this diversity can better understand and engage with varied audiences.

A McKinsey study found that companies in the top quartile for ethnic diversity on executive teams were 33% more likely to outperform their peers on profitability. Teams with greater gender diversity were 21% more likely to achieve above-average profitability, reflecting the value of inclusive leadership. And organisations that achieve gender balance in top executive marketing roles often experience enhanced decision-making and stronger organisational performance, which highlights the importance of equitable representation at all levels.

Further, including individuals with disabilities in the workforce not only drives innovation but also improves employee engagement and retention. A 2020 Accenture report highlighted that organisations leading in disability inclusion outperformed their peers by 28% in revenue.

Why Diversity Matters in Marketing

Cultural Relevance : A diverse team brings varied perspectives, enabling brands to craft messages that resonate authentically across different demographics.
Enhanced Creativity : Diverse experiences and viewpoints fuel innovative ideas and solutions.
Broader Market Reach : Inclusive teams can identify opportunities and trends in untapped markets.
Improved Brand Perception : Consumers are more likely to support brands that champion diversity and inclusion.

Steps to Recruit a Diverse Marketing Team

Audit Your Current Team: Assess the existing diversity within your team. Identify gaps in representation across gender, ethnicity, age, socioeconomic background, and skills. Use this as a benchmark to set clear, measurable goals.
Craft Inclusive Job Descriptions: Language matters. Avoid gender-coded or exclusionary language in job postings. Highlight your company’s commitment to diversity and inclusivity. For example, instead of saying “strong English language skills required,” consider “excellent communication skills” to avoid alienating non-native speakers.
Expand Your Recruitment Channels: Tap into diverse talent pools by partnering with organisations that support underrepresented groups. In Australia, groups like Indigenous Business Australia and Women in Digital can connect you with talented professionals.
Blind Recruitment Processes: Remove identifying information from resumes, such as names, ages, and photos, to minimise unconscious bias. Use AI-powered tools designed to ensure fair screening.
Inclusive Interview Practices: Train hiring managers to recognise and mitigate biases during interviews. Develop structured interviews with standardised questions to evaluate candidates fairly.
Foster an Inclusive Culture: Recruitment is just the beginning. Create a workplace culture where diverse employees feel valued and supported. Implement policies such as flexible work arrangements and employee resource groups.
Continuous Learning and Development: Offer training on cultural competence and unconscious bias. Encourage team members to broaden their perspectives through workshops and collaboration.

Measuring Success

Once your diverse marketing team is in place, it’s essential to track outcomes to ensure continued progress. Key performance indicators (KPIs) might include:

Improved audience engagement metrics.
Increased market share in diverse demographics.
Employee satisfaction and retention rates among diverse hires.
Innovation benchmarks, such as the number of new campaigns or ideas generated.

Final Thoughts

Building a diverse marketing team is not a one-off initiative; it’s a continuous process of learning, adapting, and improving. As Australian companies strive to connect with an increasingly diverse audience, investing in diversity within their marketing teams will pay dividends in creativity, relevance, and business performance.

By championing diversity, your organisation not only gains a competitive edge but also contributes to a more inclusive and equitable industry—one campaign at a time.

Contact Lucy

Of course, if you need help building a more diverse marketing team, get in touch with Lucy Bolan . Lucy can partner with you to secure the right talent that will support your business growth strategies.

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

How to Write a Marketing Cover Letter That Gets Noticed: New Year, New Job

Wed, 11 Dec 2024 21:30:00 GMT

The start of a new year often brings a fresh perspective and a renewed sense of purpose. If you're eyeing a new marketing role, it’s time to polish your application game—starting with your cover letter.

Your cover letter is your first chance to make an impression, showcasing your skills, personality, and alignment with the role. Here's how to make it a standout:

Tips for Crafting a Standout Cover Letter for Marketing Jobs

Start with a Strong Hook
Capture attention immediately. Instead of a generic opening, lead with something that reflects your passion for marketing or directly aligns with the company’s mission. For instance, "As someone who thrives on creating campaigns that drive engagement, I was thrilled to see your opening for a Digital Marketing Manager."

Showcase Your Achievements
Marketing is all about results, so highlight your successes. Use specific metrics to demonstrate your impact, such as “Increased social media engagement by 40% in six months” or “Developed a content strategy that boosted website traffic by 25% year-on-year.”

Tailor It to the Role
Don’t send a generic letter. Research the company and job description, and reflect their needs in your letter. If the role emphasises data-driven strategies, discuss your experience with analytics tools or campaign performance tracking.

Demonstrate Creativity
Marketing requires out-of-the-box thinking, so let your creativity shine through. Avoid overused phrases like “hard-working team player” and use language that reflects your unique voice. Consider incorporating storytelling to illustrate your skills.

Connect the Dots
Show how your experience and skills align with the company’s goals. If they’re launching a new product, mention your experience with product launches and the value you can bring to the table.

End with Enthusiasm and a Call to Action
Wrap up with a confident statement of interest and a proactive call to action. For example, “I’d love the opportunity to bring my experience in digital marketing to your team. I look forward to discussing how I can contribute to your upcoming campaigns.”

Final Thoughts

A well-crafted marketing cover letter can be the difference between landing an interview or being overlooked. Take the time to personalise your letter, let your personality shine, and most importantly, show the value you bring to the table.

New year, new job? Make your cover letter the best start to your next chapter in marketing!

How to Attract Top Marketing Talent with Your Employer Brand

Tue, 10 Dec 2024 03:59:32 GMT

In the ever-competitive world of recruitment, finding and hiring top marketing professionals isn’t just about offering the best salary or perks. It’s about showcasing your company as the ideal environment for creative, strategic, and ambitious marketers to thrive. Here’s how to build an employer brand that resonates with the crème de la crème of marketing talent.

1. Define Your Unique Value Proposition (UVP)

Your Employer Brand UVP is your company’s promise to its employees. For marketers, this needs to reflect opportunities for creativity, career growth, and making an impact. Ask yourself:

Why should a top-tier marketer choose your organisation?
What makes your marketing department stand out?
Highlight unique aspects like cutting-edge tools, access to training, cross-functional collaboration, or exciting campaigns.

2. Showcase a Thriving Marketing Culture

Marketers want to work where their creativity and skills will be appreciated. Use your social media and website to show off:

Behind-the-scenes content: Team brainstorming sessions, campaign celebrations, or creative workshops.
Employee stories: Spotlight your marketing team and their successes to humanise your brand.
Diversity in marketing: Share initiatives that demonstrate your commitment to diversity of thought and perspectives.

3. Offer Growth and Learning Opportunities

Top marketers are driven by curiosity and a desire to stay ahead of industry trends. Position your company as one that supports professional growth by:

Providing access to conferences, certifications, and courses.
Promoting a mentorship culture.
Encouraging innovation with time or resources dedicated to testing new ideas.

4. Align with Industry Trends

Show candidates you’re not just keeping up with marketing trends—you’re leading them. Highlight how your organisation embraces innovation in:

AI and automation tools for marketing.
Data-driven decision-making.
Sustainability or purpose-led campaigns that align with marketer values.

5. Streamline Your Recruitment Process

Your recruitment process is often the first real interaction a candidate has with your employer brand. Make it memorable (in a good way) by:

Simplifying application steps.
Communicating clearly and promptly.
Providing constructive feedback to unsuccessful candidates—marketers, after all, value strong messaging.

6. Emphasise Flexibility and Work-Life Balance

Marketers thrive when they feel supported, not burnt out. Showcase benefits like:

Flexible working hours or remote options.
Wellness programmes.
A culture that values results over rigid 9-to-5 schedules.

7. Be Active in Marketing Communities

Establish your company as a thought leader by participating in marketing communities and events. Sponsor industry conferences, host webinars, or contribute to marketing blogs to demonstrate your organisation’s commitment to the profession.

8. Leverage Testimonials and Case Studies

Let your marketing team speak for you. Testimonials, videos, or blogs featuring your employees’ perspectives can authentically convey your employer brand and culture. Focus on stories that highlight growth, innovation, and collaboration.

Final Thoughts

Attracting top marketing talent isn’t just about recruiting—it’s about positioning your company as a dream workplace for marketers. By investing in a strong employer brand, you’ll not only bring in the best professionals but also create a team that’s excited to elevate your brand and achieve marketing excellence.

Take the first step today by assessing how your employer brand speaks to marketers. You might just find your next star marketer knocking at your door.

Need help?

Get in touch with Lucy Bolan :

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The Benefits of Hiring a Specialist Marketing Recruiter

Fri, 06 Dec 2024 03:22:47 GMT

Hiring top-tier marketing talent is no easy feat. With the rapid evolution of the marketing landscape—from digital innovations to data-driven strategies—finding professionals with the right mix of skills, experience, and cultural fit can feel like searching for a needle in a haystack. This is where a specialist marketing recruiter can make all the difference.

Here’s why companies should consider partnering with niche recruitment firms when hiring for marketing roles:

1. Deep Industry Expertise

Specialist marketing recruiters understand the nuances of the industry. Whether you're looking for a digital marketing guru, a branding expert, or a data-driven growth marketer, these recruiters know what skills are in demand and can spot top talent quickly. Their in-depth knowledge of marketing trends and the required skill sets ensures that your shortlist consists of candidates who are truly qualified for the role.

2. Access to Hidden Talent Pools

The best candidates aren’t always actively job-hunting. Marketing specialists have built strong networks over time and often have access to passive candidates—those high-performing professionals who might consider a move for the right opportunity. These hidden gems are often missed when relying solely on general job boards or in-house hiring teams.

3. Time-Saving and Efficient

Recruiting can be a lengthy process. From crafting compelling job ads to sifting through hundreds of CVs, it’s a time-intensive endeavour. A specialist recruiter streamlines this process by handling the heavy lifting—presenting you with only the most suitable candidates. This allows your team to focus on core business activities while knowing the hiring process is in expert hands.

4. Tailored Solutions for Unique Roles

Every marketing role is different, and generic recruitment processes often fail to account for the unique needs of niche positions. Specialist marketing recruiters take the time to understand your company’s culture, goals, and the specific requirements of the role. This ensures they align candidates not only with the job description but also with your long-term vision.

5. Reduced Hiring Risk

Hiring the wrong candidate is costly—not just in terms of salary but also in productivity and team morale. Specialist recruiters mitigate this risk by conducting thorough assessments, including technical skills evaluations, cultural fit analysis, and reference checks. Their expertise ensures a higher likelihood of securing the right hire the first time.

6. Market Insights and Trends

Partnering with a specialist recruiter isn’t just about filling vacancies—it’s also about gaining valuable insights. These experts have their fingers on the pulse of the marketing industry and can provide guidance on market trends, salary benchmarks, and evolving skill demands, helping you stay competitive in attracting top talent.

When to Use a Specialist Marketing Recruiter

While in-house teams can handle many hiring needs, there are specific scenarios where turning to a specialist makes sense:

When hiring for niche or senior-level roles that require specific expertise.
When you need to fill a role quickly without compromising on quality.
When internal efforts aren’t yielding the desired results , or you’re struggling to attract the right candidates.

A Strategic Partnership for Success

Hiring isn’t just about filling a position—it’s about finding the right person to drive your business forward. By partnering with a specialist marketing recruiter, you tap into a wealth of expertise, save valuable time, and increase your chances of making a hire that truly adds value to your team.

Ready to elevate your recruitment strategy? At New Chapter Talent , we specialise in connecting companies with exceptional marketing professionals who can make an impact. Whether you’re hiring for a niche role or building out your entire marketing team, we’re here to help.

�� Get in touch with us today to discuss your recruitment needs and discover how we can help you find the perfect fit.

Reach Out to Lucy!

Want to chat more about partnering with New Chapter Talent? Get in touch with Lucy Bolan :

✉️ lucy@newchaptertalent.com.au

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Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

What Will 2025 Hold for the Australian Marketing Job Market?

Tue, 03 Dec 2024 00:23:45 GMT

Predictions and Insights

As 2025 approaches, the buzz around marketing trends and the job market in Australia is growing louder. Lucy Bolan recently shared her thoughts on LinkedIn , and while she doesn’t claim to have a crystal ball (who does?), her insights are grounded in reality. Here’s a deeper dive into her predictions, with added context and statistics relevant to the Australian market.

1. The Job Market Will Kick Off Strongly in Q2 2025

In Australia, hiring activity often ramps up in Q2, after businesses finalise budgets and recruitment plans in Q1. This aligns with SEEK’s insights that April and May typically see a rise in advertised roles , as companies prepare for mid-year growth initiatives. For marketers, this may mean opportunities in roles tied to campaigns for EOFY sales and tax season promotions.

2. January Brings a Wave of Job Seekers

The “new year, new job” mindset is particularly strong in Australia, with job applications spiking in January. LinkedIn data suggests a 30% increase in applications during January and February , as professionals reflect on their career trajectories over the summer break. Marketers should brace for a competitive landscape as employers look to lock in fresh talent.

3. The Rise of CX-Focused Marketing Roles

Customer experience (CX) is becoming a cornerstone of Australian businesses. With an emphasis on personalisation, many marketers are pivoting towards CX roles that focus on delivering seamless, tailored customer journeys. A study by Adobe reveals that 89% of Australian consumers say personalisation influences their purchasing decisions , highlighting why CX expertise is increasingly in demand.

4. Marketers Open to Work in Record Numbers

Lucy predicts 75% of marketers will be open to new opportunities , with 30% of senior marketers actively job-seeking due to unemployment . This trend reflects the challenges faced by senior-level professionals in a tight market. According to the Australian Bureau of Statistics (ABS) , underemployment rates in professional sectors, including marketing, remain a concern , underscoring the importance of employer branding and competitive offers to attract top talent.

5. The Amazon Effect: A Growing Threat to Retailers

Amazon continues to dominate, with its market share growing steadily in Australia since its 2017 launch. IBISWorld reports that Amazon now holds 14.5% of the Australian eCommerce market , making it a significant disruptor. Smaller retailers are under pressure to innovate, driving demand for trade-focused eCommerce experts who can create unique, value-driven customer experiences to compete.

6. Social Media Integration Becomes Non-Negotiable

For Australian brands, the integration of organic content, paid advertising, and user-generated content (UGC) is becoming essential. A recent Sensis Social Media Report found that 62% of Australian businesses use social media as a primary marketing tool , but those leveraging multi-channel strategies see significantly higher engagement. Synchronising efforts with email and SMS marketing will be key to driving results in 2025.

7. Employer Branding: Creativity is King

With competition for marketing talent fierce, Australian employers are increasingly turning to creative employer branding strategies. Research by LinkedIn Australia shows that companies with a strong employer brand attract 50% more qualified applicants and reduce hiring costs by 43%. Showcasing authentic workplace culture through video, testimonials, and storytelling will remain crucial.

8. Data Privacy: A Non-Negotiable Skillset

Australia’s privacy landscape is evolving, with new legislation like the Consumer Data Right (CDR) and stricter data breach reporting requirements under the Privacy Act amendments. Marketers skilled in customer data platforms (CDPs) and compliance will be indispensable. A PwC Australia survey found that 87% of Australian consumers are concerned about how companies use their data, making transparency and consent vital.

9. Return to Work vs. Work from Home: The Ongoing Tug of War

Flexibility is a non-negotiable for Australian employees. While some companies push for 4 days in-office and 1 day WFH, data from Hays shows that 48% of Australian professionals prioritise flexibility when considering new roles. Employers unable to offer competitive salaries can still attract top talent by promoting flexible working arrangements.

Final Thoughts: Preparing for a Transformative 2025

Whether you’re an employer navigating a competitive hiring market or a marketer looking to stay ahead, these trends paint a clear picture of what to expect. From CX-focused roles to innovative approaches to employer branding, 2025 is shaping up to be a year of adaptation and opportunity for the Australian marketing sector.

What’s your take on these predictions? Let’s chat - get in touch to share your thoughts! Connect with Lucy at New Chapter Talent.

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Crucial Questions Marketers Should Ask in Job Interviews

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 28 Nov 2024 02:13:50 GMT

Navigating a job interview can feel daunting, but as a Marketer, it's the perfect opportunity to evaluate if a company aligns with your career goals. Beyond showcasing your expertise, asking thoughtful questions can provide invaluable insight into the business's perception of marketing—and your potential role within it.

Here are some essential interview questions and tips to help you stand out while ensuring the role is the right fit for you.

1. How Is Marketing Valued Internally?

One of the most revealing questions you can ask is:

�� "Can you please advise on how Marketing, as a team, is valued internally within the business?"

This question digs deep into the company's culture and its priorities. A thoughtful answer will show you how marketing fits into the business’s broader strategy, whether it’s recognised as a driver of growth or simply seen as a support function.

Pro Tip: If the response feels surface-level (e.g., “Oh, we love our marketing team!”), take it further:

Why does marketing work well within the business?
What’s one thing the marketing team could improve on?
What’s an example of the best result the team has delivered for the business?

These follow-ups will give you a sense of whether the company values strategy and results or focuses on tactical execution.

2. Where Does Marketing Sit on the Strategic Spectrum?

Another great way to gauge how marketing is viewed is to ask:

�� "How do you define the role of marketing in your business, and how does it support growth?"

This question subtly probes whether marketing is positioned as a tactical execution team or a strategic partner driving business outcomes. While some answers may feel rehearsed, they still offer clues about the organisation’s priorities and the potential challenges you might face.

Pro Tip: Look out for organisations that can articulate how marketing contributes to strategic goals and integrates with other functions to drive growth.

3. How Does Marketing Contribute to Strategic Business Goals?

To gauge how marketing aligns with the company’s long-term vision, ask:

�� "How is marketing contributing to the broader strategic priorities of the business?"

This question can help you uncover whether marketing has a seat at the decision-making table or if it’s more siloed. It also reveals the organisation's ambitions for the marketing team and its impact on growth.

4. AI: The Must-Mention Topic

Artificial Intelligence is transforming marketing, and businesses are looking for professionals who can adapt to this shift. In fact, some candidates have missed out on roles because they didn’t discuss how they’d integrate AI into their work.

Pro Tip: Be prepared to answer:

How have you used AI in your current role?
What’s your plan to leverage AI to stay relevant?

If you’re new to AI, don’t worry—it’s a journey for everyone. Start by exploring free online courses or resources from AI thought leaders like Justin Kabbani and Catherine Toms . Having examples or ideas ready can set you apart from other candidates.

Why Asking Questions Matters

Asking thoughtful, strategic questions not only demonstrates curiosity and critical thinking but also provides insights into the organisation’s culture and priorities. For example, understanding where marketing sits on the tactical-to-strategic spectrum can reveal how much influence you’ll have in shaping business outcomes.

Moreover, it’s an opportunity to identify any potential challenges before joining a new team. If marketing isn’t yet a strategic focus, are you prepared to champion its value and help change perceptions?

Final Takeaway

Interviews are more than just a chance to impress—they’re your opportunity to gain clarity. By asking the right questions, you’ll better understand whether the role aligns with your career aspirations.

So, next time you’re in an interview, be sure to ask:

"How is marketing valued internally?"
"How does marketing support growth?"
"What’s the best result the marketing team has delivered?"

And don’t forget to prepare for the ever-evolving topic of AI!

What’s the most insightful interview question you’ve ever asked (or been asked)?

For Employers: 6 Ways to Make Your Job Description Shine

Wed, 13 Nov 2024 22:41:37 GMT

Crafting Job Descriptions That Attract Top Talent

When it comes to hiring, the humble job description (JD) can either be a powerful tool or a missed opportunity. Over the past 20 years, Lucy Bolan has seen it all, from inspiring JDs that engage candidates to uninspiring lists that struggle to generate excitement. Here’s the thing: a dull, generic JD risks losing out on high-quality candidates who might scroll past it, uninterested. So, what’s the secret to writing job descriptions that not only attract top talent but also create a lasting positive impression?

Let’s break it down with some stats and actionable tips to help you craft JDs that stand out.

Why Job Descriptions Matter More Than You Think

The job description is often the first touchpoint potential candidates have with your company. A recent study shows that 77% of job seekers find poorly written job descriptions to be a barrier when considering a role, and more than half won’t even apply if the description doesn’t feel relevant or appealing . In today’s competitive market, a strong JD can be a deciding factor for candidates – so why not make it an inviting and compelling one?

1. Skip the Buzzwords

Words like “synergy,” “outside the box,” and “dynamic team player” have been used so much that they’ve lost their edge. Instead, use specific, clear language that describes the role and what it truly entails. Highlight the skills and experiences that matter most, and cut the jargon. Fun fact: job descriptions without buzzwords see a 30% increase in applications!

2. Tell a Story

Start your JD with a brief story or scenario. Imagine a “day in the life” for the role – what kind of challenges will the candidate face? What achievements can they expect? People connect with stories, so this narrative approach helps potential applicants visualise themselves in the role. Storytelling in JDs can increase applicant engagement by up to 35%!

3. Use Inclusive Language

Inclusive language is a must. Avoid gender-specific pronouns and steer clear of any biased terms. Studies reveal that 67% of job seekers consider diversity a critical factor when evaluating companies, so signal that your company values and prioritises diversity. A few easy edits can make all the difference in widening your candidate pool and ensuring everyone feels welcome to apply.

4. Highlight Company Culture

Today’s candidates are looking beyond just salary and benefits; they’re interested in your company’s culture. Share insights about your mission, values, and what makes your workplace unique. According to Glassdoor, 56% of job seekers rank company culture as more important than salary when considering job offers. So, if you’ve got an awesome culture, let it shine through in the JD!

5. Write in a Conversational Tone

No one wants to read a robotic job description. Use a conversational tone that reflects the friendliness and approachability of your team. Imagine you’re speaking directly to your future colleague, not just another applicant. Job descriptions with a conversational tone are perceived as more inviting and can improve the perception of your company by 40%.

6. End with a Clear Call to Action

Every job description should conclude with an enthusiastic call to action. Encourage the reader to apply and show your excitement about potentially welcoming them to the team. This call to action should be clear, straightforward, and positive, motivating potential applicants to take the next step.

Additional Tips to Make Your JD Stand Out

�� Remember : Your job description sets the tone for the candidate’s perception of your organisation. A lacklustre or overly complex JD can turn off applicants, especially in a competitive market. By investing a little more time in crafting a JD that’s clear, engaging, and reflective of your company’s unique qualities, you’ll attract higher-quality candidates and make a better first impression.

With these tips in hand, you’re ready to write job descriptions that not only capture attention but also inspire the right people to hit “apply.” Happy hiring!

Why Culture Fit is Key in Modern Hiring

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 07 Nov 2024 01:16:23 GMT

Finding the right person for a role is no longer just about skills or qualifications; it's about finding someone who thrives in the company's culture. A few years ago, I remember working with a senior marketing leader who dismissed my question about culture fit, saying, “Just get me the CVs, and I’ll handle the rest.” That blunt response gave me all the insight I needed—not about the team, but about the leader’s priorities. And let’s just say they didn’t align with mine!

Today, culture fit has moved from a nice-to-have to an absolute necessity. Here's why it matters more than ever and why every hiring manager should have their "culture pitch" ready.

Why Culture Fit Matters

According to recent studies, 89% of hiring failures are due to poor cultural fit rather than a lack of technical skills. People can learn new software or adapt to processes, but they can’t force themselves to thrive in a culture that doesn’t suit them. In fact, research by the Society for Human Resource Management (SHRM) shows that companies with a strong alignment between team values and business culture see up to 50% greater retention rates and 21% higher employee engagement .

When team members share common values, they’re naturally more engaged and productive. It’s also a lot easier to create a collaborative, supportive work environment where everyone pulls in the same direction.

The Shift Toward Soft Skills

Two decades ago, hiring decisions were often based purely on technical skills. But in today’s workplace, soft skills make up as much as 70% of the hiring decision . Communication, adaptability, and emotional intelligence are crucial for a thriving work environment. Research by LinkedIn shows that 92% of talent professionals and hiring managers believe that soft skills are just as important as, if not more important than, hard skills .

As a result, hiring managers now focus on finding people who not only meet the technical requirements but who also possess the emotional intelligence and interpersonal skills to build strong relationships within the team.

The Case for a Culture Pitch

If you’re a hiring manager, you should have your “culture pitch” ready to go. This isn’t just about attracting talent but also about ensuring you’re creating the right experience from the outset.

Consider these questions:

What makes your company a great place to work?
What do employees genuinely enjoy about being part of the team?
How do people collaborate, and what does success look like within the team?

Your responses will not only attract the right people but will also help potential employees picture themselves as part of your company.

The Cost of Misalignment

When culture fit is neglected, the cost can be staggering. In the UK alone, it’s estimated that a bad hire can cost businesses up to £132,000 once recruitment, training, and turnover expenses are factored in. This isn’t just a financial drain—it impacts team morale, productivity, and the quality of work delivered to clients or customers.

In my own experience, I’ve chosen roles based on a strong alignment with company culture, even when the salary package wasn’t the highest on offer. Why? Because feeling connected to the team and values has a huge impact on day-to-day satisfaction and long-term career growth.

Lessons Learned: The Power of Walking Away

Years later, the same leader who dismissed my question about culture reached out to me for help on another role. I politely declined. It’s crucial to recognise when a mismatch exists and to focus on partnerships that align with your values. After all, culture fit isn’t just about a potential hire fitting into a team; it’s about creating teams that foster growth, support, and shared success.

Culture fit isn’t just a buzzword —it’s a vital element in building successful, resilient teams. Whether you’re a hiring manager or a job seeker, aligning on values and culture is key to finding the right fit. Embrace it, and watch the results speak for themselves.

Culture fit can transform workplaces, making them not just productive but a genuinely enjoyable place to be. For hiring managers, having a culture pitch ready can attract like-minded candidates, foster trust, and create a workplace where everyone can thrive. And for candidates, it's worth prioritising a job where you'll feel you belong—trust me, it's priceless!

Reach Out to Lucy!

Want to chat more about culture? Get in touch with Lucy at New Chapter Talent :

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn .

Thinking of Becoming a Fractional CMO?

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 24 Oct 2024 05:45:37 GMT

Here’s What You Need to Know...

So, you’re thinking about stepping into the world of the Fractional CMO? The appeal is real – you get to work across multiple brands, maintain flexibility, and, let’s be honest, potentially earn a pretty penny. But before you dive headfirst into this exciting role, there are a few important things to keep in mind. The life of a fractional CMO can be as rewarding as it is challenging, so here are some top tips to ensure you’re prepared!

Know Your Worth and Sell Your Value

First and foremost, you’ve got to be crystal clear on the value you bring. Fractional CMOs are brought into organisations for their expertise, but it’s easy to get caught in the trap of over-delivering. Be comfortable with selling your value, and set boundaries from day one. Define what you will deliver upfront and ensure your clients understand what to expect. In Australia’s competitive marketing landscape, where CMO salaries can range from $230,000 to $330,000 according to the 2024 N ew Chapter Salary Guide , it’s essential to stand firm on what you're worth.

Time Management is Crucial

Juggling multiple clients means being a time-management wizard. You need to set clear boundaries on how much time you can realistically commit to each client. Many fractional CMOs work with three to five clients at a time , but this will depend on the complexity and scope of each engagement. The ability to prioritise and balance different projects will help you stay productive and ensure that no client feels neglected.

Cash Flow – The Less Glamorous Side of Freelance Life

Let’s talk about the cash flow. As a fractional CMO, you’re responsible for chasing your own invoices and managing your financials. The freedom of working independently comes with the occasional hassle of chasing payments. While Australia is known for a generally prompt payment culture, it’s still common for small businesses to experience delayed payments, with an average invoice payment time of 27 days according to Xero’s Small Business Insights . It’s wise to establish clear payment terms and be prepared to follow up on overdue invoices – it’s not glamorous, but it’s part of the gig!

You're an Outsider – and that’s a Double-Edged Sword

As a fractional CMO, you’ll always be seen as somewhat of an outsider. On the one hand, you bring a fresh perspective to the table, and that’s exactly why companies hire you. However, this can also work against you. Sometimes, you’ll be viewed as a temporary solution, which means you could face resistance to change, even when you’ve been brought in to lead a transformation. Managing relationships and building trust quickly is essential for getting things done.

It’s a Sales Game, Always

There’s no such thing as “set it and forget it” when you’re a fractional CMO. You need to be in constant sales mode to keep your pipeline full. Landing clients is great, but maintaining a steady flow of opportunities is essential for long-term success. According to HubSpot’s State of Marketing report , 65% of marketers in Australia say generating traffic and leads is their top challenge. Fractional CMOs are no exception to this rule – you’ve got to be proactive about business development and comfortable with rolling up your sleeves to sell your services.

Loneliness and Isolation – The Less Talked About Reality

Being a fractional CMO means you’re often a solo operator. While this independence can be empowering, it also means you won’t have the consistent camaraderie of a team like you would in a full-time CMO role. Yes, you’ll collaborate with internal teams, but you’re not going to be around long enough to build deep relationships. Over time, the isolation of working alone can become a real challenge, so it’s important to find ways to stay connected – whether it’s through networking, mentorship, or simply finding a community of fellow freelancers.

Exciting, Rewarding, and Flexible – But Keep It Real

Don’t get me wrong – the life of a fractional CMO can be incredibly rewarding. It’s flexible, exciting, and allows you to work on a variety of projects. If you’re in between jobs, it’s a fantastic way to keep your skills sharp and your income flowing. However, this lifestyle requires a high level of adaptability, a proactive mindset, and the ability to manage relationships effectively. Success in this space comes from being strategic, setting clear expectations, and embracing the hustle that comes with the territory.

So, if you’re up for the challenge, a career as a fractional CMO could be a perfect fit. Just remember to balance the excitement with the realities – and you’ll be ready to thrive!

Thinking of Becoming a Fractional CMO?

If you’re curious about taking the leap into the world of fractional CMO roles or need advice on how to get started, Lucy at New Chapter Talent is here to help! Whether it’s understanding the market, negotiating your value, or navigating client relationships, reach out to Lucy for expert guidance tailored to your career goals.

Connect with Lucy at New Chapter Talent and get the support you need to thrive in this exciting career path!

�� lucy@newchaptertalent.com.au
�� +61 416 153 144

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Is the Role of CMO Over? Not So Fast!

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 10 Oct 2024 00:26:04 GMT

Is the role of the CMO (Chief Marketing Officer) becoming obsolete? Some people seem to think so. With titles like Chief Growth Officer (CGO), Chief Experience Officer (CXO), and Chief Customer Officer (CCO) popping up, it’s easy to wonder if CMOs are going the way of the dodo. But, in my humble opinion, the answer is a big, bold NO . While the role of CMO is evolving, it’s definitely not disappearing.

The modern-day CMO has taken on more responsibilities than ever before. It’s no longer just about brand building and creative campaigns. Today, CMOs are driving data-driven marketing strategies, customer experience (CX) initiatives, and digital transformation across the board. In Australia, this shift is particularly visible, with local brands prioritising customer-centric marketing in response to changing consumer expectations. According to a report by Deloitte , 72% of Australian businesses believe improving customer experience is key to their future success, placing CMOs squarely in the driver’s seat for these efforts.

The Evolution of the CMO: New Titles, Same Core Goals

One reason people might think the role of CMO is diminishing is that new C-suite titles are emerging. Some companies have created roles like CGO or CXO to focus on growth and experience. These roles often overlap with traditional CMO duties, leading some organisations to rethink how they allocate marketing responsibilities. But rather than replacing CMOs, these roles are simply carving out new specialisations. For instance, while the CGO might concentrate on revenue growth, the CMO remains vital in brand-building and fostering long-term customer loyalty.

Moreover, as marketing, technology, and customer experience become more integrated, we’re seeing the rise of titles like Chief Digital Officer (CDO) in Australia, who may take on tech-heavy aspects of marketing. Yet, even with this fragmentation, the CMO’s expertise in crafting cohesive, impactful strategies remains irreplaceable.

What Does the Future Hold for CMOs?

While I don’t have a crystal ball (as much as I'd love one!), there are a few things I’m confident we’ll see more of when it comes to CMOs:

More CMO/MarTech Leaders:

Australian companies, like their global counterparts, are investing in marketing technology (MarTech) at a rapid pace. A study by BDO Australia found that 61% of marketing budgets in the country are now spent on digital channels, making tech-savvy CMOs a must-have for organisations looking to keep pace. The CMO of the future will need to seamlessly blend marketing and technology to create cutting-edge, data-driven strategies.

AI Expertise is a Must:

CMOs will need to master AI-driven tools for customer segmentation, predictive analytics, and content generation. In fact, AI is already transforming how businesses market to customers. According to the Australian Marketing Institute , 55% of local marketers are either using or planning to use AI for marketing purposes . CMOs who can leverage AI effectively will lead the charge in personalising customer experiences at scale.

Data-Driven Decision Making:

The future CMO will be a data expert, capable of harnessing advanced analytics, AI, and machine learning to make informed marketing decisions. With Australia’s strict data privacy regulations, including the Notifiable Data Breaches scheme, CMOs will need to ensure their campaigns are both data-driven and privacy-conscious.

Navigating Data Regulations:

As data privacy becomes a growing concern, CMOs will have to stay on top of compliance with regulations like the Australian Privacy Principles (APPs). They will need to walk the fine line between offering personalised, data-driven campaigns and ensuring customer trust isn’t compromised.

What’s the Verdict?

Whether or not the CMO title changes, the core responsibilities remain the same. Driving growth, engaging customers, and building brand equity will always be the backbone of a CMO’s job. The role might look different than it did a decade ago, but it’s far from over.

So, here’s to the ever-evolving, ever-essential CMO – no crystal ball required!

Reach Out to Lucy!

Looking for career advice? Get in touch with Lucy at New Chapter Talent:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn—she's got all the insights on recruitment you could ask for!

For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

Kicking Off the Week Like a Pro: How to Combat Imposter Syndrome and Boost Your Confidence

lucy@newchaptertalent.com.au (Lucy Bolan) — Sun, 22 Sep 2024 21:00:00 GMT

Let’s face it. We've all had that Monday morning feeling — you know, the one where you stare at your to-do list (or lack thereof) and think, “Where on earth do I start?” The self-doubt creeps in, and suddenly, the week ahead feels like an uphill battle. Sound familiar?

I’ll be the first to admit I’ve been there. As a recruiter, Mondays sometimes hit hard. Will my client like my shortlist? Will I find the perfect candidates for that hard-to-fill role? What if my latest podcast episode doesn’t land well with listeners?

Cue all the question marks! ��

And when those question marks start multiplying, something else shows up, too — good old Imposter Syndrome. That nagging inner voice that makes you question your abilities and accomplishments despite evidence to the contrary. I like to call my imposter syndrome Debbie , as in Debbie Downer , because, well, she's a total downer.

But, I’ve learned how to put Debbie in her place. It’s all about finding balance, perspective, and a bit of self-kindness. Here are my go-to strategies for kicking Debbie out the door and owning my week:

1. Set Bite-Sized Goals

Rome wasn’t built in a day, and neither are your career wins. Trying to tackle everything at once is overwhelming, so break things down into smaller, manageable goals. Whether it’s a simple task like sending a follow-up email or creating a shortlist of candidates, small wins can add up to big progress. And hey, crossing things off a list feels great , doesn’t it?

2. Get Fresh Air and Move Around

If you’re feeling stuck or overwhelmed, sometimes the best thing you can do is step away . A quick walk outside, a little fresh air, or even a stretch break can work wonders for clearing your mind and boosting your creativity. Fun fact: studies show that regular movement can reduce anxiety and improve cognitive function — perfect for those moments when you need a mental reboot!

3. Celebrate Your Wins

It’s easy to focus on what’s not going right, but reflecting on your successes (even the small ones!) helps you stay grounded. Did you make progress on a project? Did a client give you positive feedback? Take a moment to acknowledge those wins. They matter, and they help reinforce that you’re on the right track.

4. Tell Debbie to Take a Hike

Sometimes, all it takes is recognising that imposter syndrome is just a voice in your head — and that voice doesn’t control you. For me, giving that voice a name (hi, Debbie!) helps take away its power. When Debbie pops up with her doom-and-gloom thoughts, I can simply tell her to buzz off and refocus on what’s actually important. It’s amazing how much lighter you can feel when you realise those negative thoughts aren’t the truth.

Understanding Imposter Syndrome

By the way, if you’ve ever felt like a fraud or thought, “I don’t belong here,” you’re not alone. Research shows that nearly 70% of people experience imposter syndrome at some point in their careers. Even high achievers like Michelle Obama and Tom Hanks have openly talked about their struggles with it. So, if Debbie shows up in your life, just know that she’s a common visitor for many — and that you’ve got the tools to handle her.

This Week is Yours for the Taking!

Whatever this week has in store, I’m rooting for you. Whether you’re kicking off new projects, wrapping up old ones, or somewhere in between, I hope your week is full of learnings, positive outcomes, and, most importantly, fun ! And don’t forget — you’ve got this.

Imposter syndrome? More like Imposter gone . Have a productive week ahead, and remember to enjoy the ride!

— New Chapter Talent

That fun mix of humour, self-awareness, and practical tips can help keep you grounded as you dive into whatever challenges come your way. After all, even when things feel tough, there’s always room for growth, learning, and, yes, even a little fun!

Reach Out to Lucy!

Looking for career advice? Get in touch with Lucy at New Chapter Talent:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn—she's got all the insights on recruitment you could ask for!

For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

5 Must-Ask Interview Questions (And the ones you should definitely avoid)

lucy@newchaptertalent.com.au (Lucy Bolan) — Wed, 18 Sep 2024 08:53:18 GMT

We've all been there.

You’re sitting in the interview, confident and prepared, with an A+ list of questions ready to impress your potential employer. But as the conversation unfolds, one by one, they answer all your brilliant queries before you even get the chance to ask. Then, it happens:

“So, do you have any questions for me?”

Suddenly, your mind goes blank. �� Cue the internal panic.

But don’t worry! We've got you covered. Whether you're about to interview for your dream marketing role or just brushing up on your interview skills, having a few go-to questions can really set you apart from the crowd. We’ve rounded up 5 golden nugget questions that will help you shine in any interview, plus a few you’ll definitely want to avoid!

✅ 5 Golden Nugget Questions to ask in your next interview:

What projects would I be jumping into in the first 60-90 days? This question shows your enthusiasm for getting started and making an impact right away. It also gives you insight into the immediate expectations the company has for your role.
Why do you enjoy working for the company? This one taps into the interviewer’s personal experience, helping you gauge company culture and whether it’s the right fit for you.
What’s your management style, and how do you check in with your team? It’s important to understand how you'll be managed. Will you have the freedom to be creative, or will there be more hands-on guidance? This question helps clarify what you can expect from your manager.
What are the clear expectations for the first 3-6 months? This shows you’re serious about succeeding and want to understand the benchmarks for your performance.
What challenges do you think I might face in this role? Not only does this question demonstrate that you're thinking ahead, but it also prepares you for any hurdles you may need to overcome.

�� What NOT to Ask (Trust us):

What’s the starting salary?
While salary is crucial, save this for later in the interview process. Asking upfront can make it seem like you're only in it for the paycheck.
How many holidays can I take?
Asking about holidays in the first interview can come across as if you're more focused on time off than the job itself.
How often can I work from home?
While flexibility is important, save this question for later on once you have a clearer picture of the role.
Can I have extra leave?
Again, this is a question for HR once you've received an offer. In the interview, your focus should be on what you can bring to the table.

Good luck with your interviews this week, and remember—stay curious, stay calm, and ask the right questions! ��

Got more interview tips or looking for your next marketing role? Reach out to New Chapter Talent —we've got your back!

Contact Lucy!

If you need any career advice, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy over on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Unlock Your Marketing Potential: The Perks of Contracting with New Chapter Talent

Thu, 29 Aug 2024 00:25:26 GMT

At New Chapter Talent, we're all about helping you find your perfect fit in the ever-evolving world of marketing. That’s why we’re excited to introduce our Contracting Services—your gateway to flexible, dynamic, and rewarding contracting opportunities in the marketing industry!

Why go for Contracting?

In today’s fast-paced job market, contracting is more than just a trend—it’s a smart career move. If you’re looking for variety in your work, the chance to sharpen your skills, or the freedom to choose your projects, contracting could be the perfect fit for you. Whether you're fresh off a campaign or between permanent roles, the benefits are too good to pass up.

The Benefits of Contracting in Marketing:

Flexibility Galore: Contracting offers the freedom to work when, where, and how you want. It’s a tailor-made career that fits around your life, not the other way around. Whether you're balancing family, further studies, or just want to enjoy more of what life has to offer, contracting lets you set the pace.

Endless Variety: Boredom? Not here! With each contract, you’ll dive into new projects, industries, and teams. From launching a digital campaign for a boutique brand to steering a large-scale marketing strategy for a national retailer, every gig is a fresh challenge and a new opportunity to learn and grow.

Hot Skills, Hot Demand: Your skills are your superpower. Marketing contractors are in hot demand, especially those who can hit the ground running and deliver results. Apply your unique skills to solve specific challenges, make an immediate impact, and keep your career momentum going strong.

No Strings Attached, Endless Growth: Enjoy the freedom of getting paid for the work you do without the long-term commitment of a permanent role. Each contract offers not just flexibility but also a chance to develop new skills and expand your professional network. From mastering the latest marketing tools to collaborating with diverse teams, every role adds value to your career. Plus, it’s a brilliant way to open doors to future opportunities and potential full-time positions, all while keeping your career dynamic and exciting.

Faster Hiring, Faster Earning: The hiring process for contract roles is often quicker and less cumbersome than for permanent positions. Companies looking to fill short-term marketing needs want talent fast—meaning you can start working (and earning) sooner. Perfect if you’re keen to jump right in.

Stepping Stone to Full-time: Contract roles often serve as a gateway to permanent positions. If you prove your worth, there’s a good chance you’ll be offered a full-time spot. It’s like test-driving a job to make sure it’s the perfect fit for both you and the company.

Confidence Booster: Navigating different work environments and meeting diverse challenges can significantly boost your professional confidence. Each completed contract is another feather in your cap, showing future employers that you can handle change and excel under varying circumstances.

At New Chapter Talent, we’re here to help you navigate the world of marketing contracting with confidence and ease. Whether you’re a seasoned pro or just starting out, our Contracting Services are designed to support your journey every step of the way. Ready to take the plunge? Let’s make your next chapter the best one yet!

Reach Out to Lucy!

Want to chat more about contracting? Get in touch with Lucy at New Chapter Talent:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn—she's got all the insights on recruitment you could ask for!

For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

Marketing Graduates: Here’s How to Land That First Role (Even When It Seems Impossible)

lucy@newchaptertalent.com.au (Lucy Bolan) — Wed, 28 Aug 2024 03:15:00 GMT

Let’s face it, the job market can be brutal, especially for fresh marketing graduates stepping out of the academic bubble and into the cold, hard world of job hunting. You’ve got your degree, you’ve got the passion, and you’ve got… crickets. No responses, no job offers, just the eerie silence of rejection emails (or worse, no emails at all).

But wait—before you throw in the towel and start considering a career as a professional cat meme creator (tempting, I know), let me share some insights from a recent conversation I had with a Marketing Lecturer from one of Melbourne’s universities. Trust me, this is worth the read.

The Golden Nugget of Advice: Be Bold and Get Noticed

Here’s the thing: sitting around and waiting for a job to fall into your lap is about as effective as trying to go viral with a MySpace page in 2024. You need to take action, and more importantly, you need to stand out.

So, what’s the magic formula? It’s simpler than you think:

Find Your Tribe: Identify companies or businesses that truly resonate with you. Don’t just follow them on LinkedIn—stalk them (in a non-creepy, professional way, of course). Make it your mission to learn everything about them. Why? Because when you reach out, you want to sound like someone who belongs, not just another candidate.
Make Contact: No, this isn’t about sliding into their DMs. We’re talking about something much more direct and impactful. Find the HR Manager or Head of Marketing, pick up the phone, or craft a well-thought-out email. Tell them who you are, what you bring to the table, and why you’re excited about their company. Yes, this can be nerve-wracking, but it’s also where the magic happens.
Ask About Opportunities: Don’t just send a resume into the void. Directly inquire about the possibility of a marketing graduate role. Even if there isn’t an open position, you’ve just put yourself on their radar. And that’s a win.

What’s the Worst That Can Happen?

You might be thinking, “What if they say no?” And yeah, that could happen. In fact, let’s be real—it will happen sometimes. But here’s the kicker: the worst they can say is, “Sorry, we’re not hiring right now.” That’s it. No catastrophic event, no sudden blacklisting from the industry. Just a polite no.

But do you know what else happens? They remember you. They remember that you had the guts to reach out, that you showed initiative, passion, and a solid work ethic. They might not have a job for you today, but when something comes up tomorrow, guess whose name they’ll think of first? Yours.

Final Thoughts: Take the Leap

So, to all the marketing graduates out there feeling like they’re stuck in job-hunting purgatory, take this advice to heart. Be proactive, be bold, and most importantly, be persistent. The road to your first marketing job might be a little rocky, but trust me—it’s worth every step.

And if all else fails, you could always start that cat meme page. (Kidding… kind of.)

Contact Lucy!

If you would like to have a conversation about your career, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Marketing Networking Events You Can’t Afford to Miss!

lucy@newchaptertalent.com.au (Lucy Bolan) — Mon, 26 Aug 2024 03:30:00 GMT

Ever get that nagging question stuck in your head: "What else can I be doing to snag that next job?" Trust me, you're not alone. I get asked this all the time, and while there's no secret recipe (sorry, no magic potions here), there are some golden nuggets of advice that can make a world of difference.

One of the best things you can do? Get yourself out there and start networking like your career depends on it—because, well, it kinda does! Whether you're a seasoned pro or just dipping your toes into the job market, rubbing elbows with the right folks can open doors you never knew existed.

Now, I know what you're thinking: "Networking events? Ugh, those are expensive!" Sure, some of them might cost a pretty penny, but think of it as an investment in your future. Plus, if you've got some downtime, why not check out a few of these upcoming marketing-related events in Melbourne and Sydney? Who knows, you might just find your next big opportunity—or at the very least, enjoy some fancy canapés!

�� Melbourne & Sydney Networking Events You Shouldn't Miss:

Australian Institute of Company Directors - Melbourne Directors Lunch
Topic: Governing Artificial Intelligence
When: 28th August
Cost: $182 Non-Members / $161 Members
Why Go? AI is the buzzword of the decade. Get the lowdown on how it's shaping governance and what that means for you.

Mumbrella Travel Marketing Summit – 2024
When: 7th November
Where: Sydney
Cost: $600 per ticket
Why Go? If travel marketing is your jam, this is where you'll find all the industry bigwigs. Perfect for making connections that could take your career places—literally.

Professional Services Marketing Conference 2024
When: 4-5th September
Where: Sydney
Cost: $310.24 per ticket
Why Go? Get insights into the latest trends in professional services marketing. Your competitors will be there, so should you!

Product Marketing – Where does it Belong?
Hosted at: Canva, Sydney
When: 5th September
Cost: $5 per ticket
Why Go? A fiver to mingle with the Canva crew? Yes, please! If you’re in product marketing, this is a no-brainer.

Mumbrella Events MSIX – Marketing Science Behavioural Exchange
When: 4-5th September
Where: Sydney
Cost: $819 per ticket
Why Go? Dive deep into marketing science and behavioral insights. Perfect if you want to geek out on data and strategy.

Melbourne Graduates – Network Evening
When: 18th September
Where: The Savoy Hotel, Melbourne
Cost: FREE
Why Go? Free event, prime location, and a room full of bright minds. You’ve got nothing to lose!

Sports Marketing Summit
When: 19th September
Where: Sydney
Cost: $695+ GST per ticket
Why Go? If sports and marketing are your passions, this summit will hit all the right notes.

B2B Marketing Leaders Forum
Where & When: Singapore 21-22 August 2024 / Melbourne 24th October
Why Go? The leading forum for B2B marketers. If your sights are set on Melbourne, mark your calendar for October!

The Fair – The Festival of AI & Robotics
When: 17-18th September
Where: MCEC, Melbourne
Cost: $400 + GST
Why Go? The future is here, and it’s full of AI and robots. Get ahead of the curve and see what’s next in tech.

Marketing Tech Symposium
When: 10-11th September
Where: Hunter Valley
Cost: Application required for tickets
Why Go? If you can snag a spot, you’ll be in for a tech-filled treat in a stunning location. Worth the effort!

So, whether you're looking to level up your career, make new connections, or just learn something new, these events are a fantastic place to start. And who knows? Your next job might just be a handshake away. Happy networking! ��

Contact Lucy!

If you would like to have a conversation about your career, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

9 things you should be doing while you're unemployed

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 22 Aug 2024 02:47:55 GMT

Are you a marketer or CMO currently unemployed and feeling like you’re stuck in the never-ending black hole of job searching on SEEK and LinkedIn? If the sight of those CV tunnels is making you want to scream into the void, then these tips might just be the career life raft you need.

Tip One: Be a Company Stalker (In the Best Possible Way)

First things first, decide where you want to work. Start by identifying the companies and industries that set your heart racing. Whether it’s the creative chaos of an ad agency or the cutting-edge innovation of a tech startup, make a list and start following them on LinkedIn. Become their biggest (and most professional) fan—engage with their posts, understand their culture, and show them that you’re more than just another resume in their inbox.

Tip Two: Build Your Dream Network, One Connection at a Time

Networking can feel like dating sometimes—awkward, slightly terrifying, but ultimately worth it. Challenge yourself to connect with at least five new relevant LinkedIn connections each week. Think hiring managers, HR professionals, talent scouts, and even those colleagues from past gigs who you’re not already connected with. Who knows? One of these connections might just be the key to your next big opportunity.

Tip Three: Time to Be Bold—Amplify Your Personal Brand

Let’s be real—not everyone is comfortable putting themselves out there on LinkedIn. But now is not the time to be a wallflower. Start amplifying your personal brand by sharing authentic, engaging content that showcases your expertise and personality. Remember, the job market is crowded, so standing out is crucial. Whether it’s thought leadership posts, industry insights, or even a witty comment on a trending topic, don’t be afraid to let your voice be heard!

Tip Four: Network Like a Pro

You’ve heard it before, and we’ll say it again—leverage your network! Join CMO groups on LinkedIn, attend industry events (like The Marketing Summit in Sydney or the Marketing Leaders’ Summit in Melbourne this October), and get out there. Share your story, exchange ideas, and most importantly, mingle! You never know who you’ll meet or what opportunities might arise from a casual conversation over coffee.

Tip Five: Set Some Networking KPIs—Yes, Seriously

You’re a marketer—you live and breathe KPIs, so why not apply them to your job search? Set yourself some networking goals, like grabbing coffee with three recruiters, former leaders, or mentors each week. And don’t forget to keep expanding that LinkedIn network with five new connections every week. Treat your job search like a campaign, with measurable targets and a clear strategy.

Tip Six: Own Your Expertise

By now, you’ve probably worn every marketing hat there is. But it’s time to focus—what are your top three core pillars of expertise? Whether it’s digital strategy, brand management, or customer engagement, drill down into what makes you the expert in your field. Employers are looking for specialists, so make sure your expertise shines through in your CV and conversations.

Tip Seven: Track Your Job Hunt Like a Pro

Job hunting can quickly become a chaotic mess if you’re not organised. Thankfully, there are job tracker apps like LoopCV, Teal, Hutr, JobHero, and JobCull that can help keep your search in check. And if you’re more old school, never underestimate the power of a well-organised Excel spreadsheet. Keep track of your applications, follow-ups, and any responses—it’ll make the process feel a little less overwhelming.

Tip Eight: Get a Fresh Perspective on Your CV

We know, CV advice is like diet tips—everyone has an opinion, and they all seem to contradict each other. That’s why it’s worth getting a second opinion. Reach out to a recruiter who can offer some words of wisdom and help you polish that all-important document. After all, your CV is your first impression, so make sure it’s a good one!

Tip Nine: Don’t Forget to Breathe

Let’s face it, job hunting can be brutal. Some days, it might feel like you’re just spinning your wheels. That’s why it’s so important to take breaks, breathe, and recharge. Step away from the screen, take a walk, or indulge in your favorite hobby. The search can wait—your mental health can’t.

So there you have it—nine tips to help you navigate the job search maze. Remember, even if the journey feels long and winding, each step brings you closer to your next big opportunity. Keep your chin up, stay positive, and who knows? Your dream job might be just around the corner!

Contact Lucy!

If you would like to have a conversation about your career, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Your Career Journey Podcast with Emma Graham

Thu, 01 Aug 2024 04:16:50 GMT

Insider perspective ~ What's happening in the market at the moment?

This article was written by Emma Graham and originally appeared on the EG Consulting website and has been reproduced with their permission.

In a slightly different episode this week, I’m joined by specialist Marketing Recruiter Lucy Bolan from New Chapter Talent to talk about what’s happening in the market at the moment.

Lucy has been in Recruitment for almost twenty years, with all bar two of those in the Melbourne market. She also recently started her own business earlier this year, called New Chapter Talent.

In news that will surprise no one, it’s still very much an employers’ market at the moment, particularly at the more senior end. Lucy talks about how competitive it is for those types of roles, and how the number of applicants leads some employers to be spoilt for choice, meaning very slow processes, and in some cases an ability to make decisions.

We talk about how to deal with redundancy and Lucy gives some great advice on what to do next if you find yourself in that situation, including the importance of having a solid plan.

About how to stand out in a crowded market place, the importance of networking and how to leverage specialist recruiters effectively. Tips on what to include and not include in your CV, and how to differentiate yourself from other candidates with similar experience.

P.S. There was a slight technical issue with the video on this episode, we lost the last 20 minutes :(

The full audio is available though, via the embedded player below.

About Emma Graham

Emma is a Career Coach who uses her knowledge and experience to help Marketers and Creatives get the most from their careers. Emma guides them to take control of their career path and make more purposeful, informed decisions about where they want to go and how to get there.

If you would like to connect with Emma...

Website ~ https://www.egconsulting.au/

LinkedIn ~ https://www.linkedin.com/in/emmajgraham/

Contact Lucy!

If you would like to have a conversation about your next career chapter, reach out to Lucy at New Chapter Talent via:

Email ~ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn . She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn .

Mini Chapter Mentorship Project

lucy@newchaptertalent.com.au (Lucy Bolan) — Thu, 16 May 2024 23:07:44 GMT

Mentor Match: Elevating Marketers Together

I'm super, excited and delighted to announce my Mini Chapters Mentoring Project!

A Mentoring project, focused on introducing Senior Marketers to Marketers looking to progress their career further, who have ambition but don't quite have the networks or access to leaders that they can truly learn from.

I am committing myself in making one introduction per week, for both a Mentee and a Mentor to collaborate, learn, develop a trusted Mentorship relationship. I myself have a Mentor and talking from experience it has made a huge positive impact to my professional life and has very much helped me squash all those self-doubts!

Why am I doing this?

Well, honestly it make me feel good!

I've experienced first-hand the benefits in having a trusted Mentor and it worked wonders for me personally!

I'm in a lucky position where I get to speak to amazing Marketing Leaders every day, I also get to speak to Marketers still progressing through the ranks and who have ambition and are focused on one day becoming a Marketing Leader. Why not join the 2 together?

Finally, I'm not financially benefiting from this in anyway. This is purely an opportunity to connect awesome leaders with junior marketers that have drive and ambition and who don't currently have access to an awesome Mentor.

I would love to hear from you if you would like to become either a Mentor OR a Mentee!

Mentors:

Are you open to becoming a Mentor? - I'd love to hear from you! Please shoot me through a DM and I'd be happy to schedule a call.
What's Involved? Well, I'll connect you with a suitable Mentee and leave it up to you guys to coordinate a coffee / Intro meeting and the rest is up to you!
Having a Mentee will allow you to give back all that amazing knowledge and talent you have acquired over the years, gain new perspectives and support you in being a recognised adviser!

Mentees:

Is there a missing Mentor gap in your network?
Are you looking to one day become a CMO or GM of Marketing, and want to gain advice and a non-biased opinion from a Leader in your field that you trust.
You get out what you put in, know what you want to get from your Mentor, what areas of your professional self do you wish to develop?
A Mentor cannot fix all of life's problems, but they can put you on the straight and narrow when is comes to career advice and setting realistic expectations.

Contact Lucy!

If you would like to have a conversation about being a mentor or mentee, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn . She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn .

What is an Interim CMO, and would your business benefit from one?

lucy@newchaptertalent.com.au (Lucy Bolan) — Fri, 15 Mar 2024 03:03:42 GMT

Simply put – This allows CMO individuals to work on key, specific marketing projects, strategies with companies that don’t require a full-time Marketing Executive.

Given the amount of seriously talented CMO’s out in the market currently open to new opportunities, this is the perfect solution for both them and for your business, without the obligation of a permanent hire.

Benefits:

Time Management

– An experienced CMO will be able to work with you to effectively determine your business priorities to ensure that you are always reassured that they’re delivering what your business needs across the appropriate timeline.

Depth of Knowledge & Skill

- An experienced CMO can effectively create and oversee strategies that extend far into the future, and seeking a CMO with experience in your industry can help ensure they hit the ground running much quicker.

Team Fit

- An adaptable CMO will have much experience integrating into different businesses. Their adaptability is one of their greatest strengths. I have no doubt!

How much does an interim CMO cost?

The cost of an interim CMO can vary widely depending on factors such as experience, expertise, and the scope of the engagement.

Generally, businesses pay a fraction of the cost of a full-time CMO, making it a more cost-effective option for companies that don't require a full-time executive but still need a high-level marketing strategy.

What is the average rate for an interim CMO?

The average rate for an interim CMO can vary, depending on the CMO's experience level and the complexity of the marketing tasks.

Industry trends, location, and the specific needs of the hiring company may also influence rates.

What is the difference between a marketing consultant and an interim CMO?

While both roles offer external expertise, a marketing consultant typically provides advice and recommendations on specific projects or aspects of marketing.

In contrast, an interim CMO has a more hands-on leadership role, actively participating in the development and execution of overarching marketing strategies.

Interim CMOs often function as part-time members of a company's leadership team, bringing a higher level of involvement and direction than a consultant.

**Food for thought – should you be looking to re-brand, take a new GTM strategy to market or looking for an individual to lead a digital transformation or you might need fresh thinking, a new set of eyes and some clear direction!

Contact Lucy!

If you would like to have a conversation about your career or recruiting the right people for your organisation, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Interview Tips and Tricks

Thu, 07 Dec 2023 04:26:37 GMT

I speak to many candidates every day, who are at both the beginning of their career and who have ample years’ experience, usually sitting on the other side of the table being the interviewer! Either way whether your experienced or not, interviews can be a pretty daunting process, especially when you feel out of practice.

I’ve included the below interview tips to help you with your preparation and make you feel at ease:

Best Foot Forward:

When you are preparing for an interview, punctuality, and the way you present yourself at interview is crucial. It gives a lasting impression, arrive not too early or too late, I suggest 5 mins before the interview. Speak with your recruiter and get a sense as to what the dress code is, is it formal, or are we talking smart / casual? Make sure you make eye contact at interview; it shows your engaged and confident.

Be You:

A lot of the time, hiring managers are looking for that individual that stands out from the crowd, as much as they are keen to tick off the technical skill boxes, they also want to really get to know you and your personality. The famous open-ended question “tell me about yourself?” Is an opportunity for you do this – Who are you? What are your hobbies? Do you have pets? What do you do when you’re not working? The trick is though – be articulate and straight to the point.

Research / Research / Research:

The more research you do, the more confident you’ll be on the day of the interview.

Start by reaching the website and go on LinkedIn and view the hiring Manager, get a sense at their background and current tenure in their role.
Start to research the website and social media channels – covering Instagram / Facebook / YouTube / Pinterest / LinkedIn
Think about the role and the skills they require? What can you bring to the table? / What key examples to you have that highlight your experience:
Any examples of work/ projects/campaigns from previous roles that align?
Think about your past key achievements – What were they? How did you achieve these?
What challenges have the previously faced in your role and how did you overcome this?
How do you build relationships with your peers? / How do you problem solve?
What are your key areas that you wish to focus on developing?

S.T.A.R Technique:

These days interviews tend to be a mixture of behavioural, competency and situational type questions, start to really think about fresh examples you can share in your interview. Your interest/ understanding of the industry and culture fit will play a key role in this position so please ensure you research the company in depth. Your ability to articulate yourself well in interview will be key – remember the STAR technique (Situation / Task / Action / Result). Break your answer into 4 parts,

(e.g. The situation was we were not hitting growth, the task I was given was to develop a marketing strategy to generate new customers, I developed a clear strategy focused on customer acquisition and retention, using data to formula a robust plan, the overall result proved successful as we hit 12% YOY growth.)

Waffle:

A standard interview should normally go on average for approximately one hour. This is your window of opportunity to shine. As you navigate through the questions, be methodical and articulate your answer concisely. It’s important to get straight to the point, to avoid going too over time.

Your Questions:

Think about smart question to ask at the interview. Some examples here would be:

What type of new projects and campaigns do they have planned for the next 6-12 months?
Key challenges that I may face? / What’s the culture like? / Why do they like working at Client…….X
What is the hiring managers management style? how do they like to manage the team?
Take along with you a notebook and prepared questions so you can take notes.

Conclusion:

Once the interview has been completed its important to thank the interviewer for their time and for the opportunity to meet with them. It's also a lovely touch to follow up on email, with a thank you. If you are not successful for the role, its important to always ask for feedback, and learn from it.

Good luck with the Interview, please reach out to me, should you have any questions on the above, and I’d be happy to help / advise.

The above are some key tools to keep in your interview toolbox, setting you up for success and getting you ready to impress!

Contact Lucy!

If you would like to have a conversation about your career, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

How do I navigate a redundancy?

Thu, 07 Dec 2023 03:54:38 GMT

In today's unpredictable job market, redundancies have become an unfortunate reality for many. Whether due to economic downturns, company restructuring, or other unforeseen circumstances, facing a redundancy can be a daunting experience. For many it can be an emotional time, it’s important to remember this has no reflection on you, as an individual and is led very much by a commercial decision within the business.

However, it's essential to remember that with the right mindset and proactive approach, you can turn this challenging situation into an opportunity for personal and professional growth. The below tips aim to guide candidates on how to navigate redundancies and emerge stronger on the other side!

Embrace the Emotional Process:

Facing redundancy is an emotional journey, and it's crucial to acknowledge and process these feelings. Understand that it's natural to feel shocked, disappointment, or even a sense of loss. Take the time to reflect on your achievements and reflect on the value you brought to your previous role. Seek support from friends, family, or professional networks to help you navigate this time.

Assess Your Skills and Accomplishments:

Take stock of your skills, accomplishments, and experiences. Consider what you enjoyed most in your previous roles and where your strengths lie. This self-assessment will not only boost your confidence but also help you articulate your value proposition to potential employers, plus will give you more clarity on knowing were your strengths really sit.

Update Your Resume and Online Presence:

Revise your resume to highlight your achievements and the impact you've made in previous positions. Ensure your LinkedIn profile is up-to-date, reflecting your skills, endorsements, and recommendations. A strong online presence is crucial for attracting potential employers and networking opportunities.

Network Strategically:

Leverage your professional network to explore new opportunities. Attend industry events, join relevant online communities, and connect with credible recruiters, former colleagues, and mentors. Networking can uncover hidden job opportunities and provide valuable insights into the current job market.

Invest in Learning and Development:

Use this period of transition to upskill and stay relevant in your field. Online courses, certifications, and workshops can enhance your knowledge and make you more attractive to employers. Demonstrating a commitment to continuous learning signals adaptability and a proactive approach to personal development.

Consider a Career Change:

Redundancy can be an opportunity to reassess your career goals and consider a change in direction. Explore industries or roles that align with your skills and interests. This may open up new possibilities and lead to a more fulfilling career path.

Be Open to Contract and Temporary Positions:

While searching for a permanent role, consider taking on contract or temporary positions. These opportunities not only provide income but also expand your network and expose you to different work environments.

Seek Professional Guidance:

Consider seeking guidance from career coaches or mentors who can provide valuable insights and advice tailored to your situation. Professional guidance can help you navigate the job market more effectively and make informed decisions about your career.

Navigating redundancies requires resilience, adaptability, and a proactive mindset. By embracing the emotional process, assessing your skills, and strategically approaching the job search, you can turn this challenging experience into a stepping stone for personal and professional growth. Remember, with the right attitude and efforts, the next chapter of your career could be even more rewarding than the last!

Contact Lucy!

If you would like to have a conversation about your career, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Negotiating a Pay Increase

Thu, 07 Dec 2023 03:38:48 GMT

Negotiating a pay increase can be a daunting task, but it's a crucial aspect of career development. Employees who advocate for fair compensation not only recognise their own worth but also contribute to fostering a healthy and equitable work environment. In this blog, we'll explore effective strategies for employees to navigate the often-sensitive process of negotiating a pay rise.

Research Industry Standards:

Begin by researching industry standards for your role, considering factors like experience, location, and industry. Websites like Glassdoor and industry reports can provide valuable insights into what professionals in similar positions are earning. This knowledge arms you with data to support your request and ensures you are asking for a realistic and competitive salary.

Evaluate Your Contribution:

Reflect on your accomplishments, responsibilities, and overall contribution to the organisation. Have you taken on additional tasks or projects that go beyond your initial job description? Quantify your achievements where possible, highlighting specific examples of how your work has positively impacted the company's success. This self-assessment helps build a compelling case for why you deserve a pay increase.

Timing is Key:

Choose the right time to initiate the conversation. Ideally, this should coincide with performance reviews or after you've achieved a notable milestone or success. Be mindful of the company's financial situation and avoid requesting an increase during times of economic uncertainty or budget constraints.

Practice Effective Communication:

Approach the conversation with confidence and clarity. Clearly articulate why you believe you deserve a pay increase, focusing on your achievements and the value you bring to the organisation. Be specific, concise, and maintain a positive tone throughout the discussion. Practice your key points beforehand to ensure you convey them effectively.

Consider the Entire Salary Package:

When negotiating, think beyond the base salary. Consider other aspects of the package, such as bonuses, benefits, flexibility, or professional development opportunities. This allows for flexibility in the negotiation process and may lead to a more favourable outcome.

Be Prepared for Questions:

Anticipate questions your employer might ask and prepare thoughtful responses. Address concerns about budget constraints by emphasizing the return on investment you provide. Showcase your commitment to the company's long-term goals and your willingness to take on additional responsibilities.

Be Open to Meeting In The Middle:

Recognise that negotiation is a two-way street. Be open to compromise and find a middle ground that is acceptable to both parties. This may involve considering non-monetary benefits or a phased approach to the salary increase.

Follow Up Professionally:

Regardless of the outcome, follow up the discussion with a professional email expressing gratitude for the opportunity to discuss your salary increase. If an agreement is reached, ensure the details are documented in writing to avoid any misunderstandings.

Negotiating a pay increase is a skill that, when approached thoughtfully and strategically, can lead to mutually beneficial outcomes. By conducting thorough research, clearly communicating your value, and being open to compromise, you position yourself as a proactive and valued member of the organisation. Remember, advocating for fair salary package not only benefits you but contributes to a workplace culture that values and rewards employee contributions.

Contact Lucy!

If you would like assistance with navigating a salary increase, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy over on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Top Recruitment Trends in Marketing Automation in 2024 – The Need to Know!

Thu, 07 Dec 2023 03:02:19 GMT

The world of marketing is in a constant state of flux, with new technologies and strategies emerging all the time. In 2024, the role of marketing automation is becoming increasingly important as companies strive to streamline their marketing efforts and improve customer engagement. As a result, the recruitment landscape in the field of marketing automation is consistently evolving.

In this blog, we'll explore the top recruitment trends in marketing automation for 2024.

The Demand for Marketing Automation Specialists

The demand for marketing automation specialists continues to grow as companies recognise the potential for improving efficiency, increasing ROI, and enhancing the customer experience. As a result, organisations are actively seeking professionals with expertise in marketing automation platforms, such as HubSpot, Marketo, Pardot, Salesforce Marketing Cloud and others. To stand out from the crowd in this competitive job market, candidates should pursue relevant certifications and training to showcase their skills and knowledge. Have your finger on the pulse when it comes to CRM technology!

Multifaceted Skill Set

Marketing automation professionals are no longer limited to just one skill set. Today, recruiters are looking for candidates with a broader skill set, encompassing not only marketing automation but also proficiency in data analytics, content marketing, and customer relationship management (CRM) systems. A well-rounded candidate who can connect the dots between these different areas is highly sought after. The ability to tell a story through data and have a commercial customer centric mindset is crucial!

Artificial Intelligence (AI) and Machine Learning

AI and machine learning have begun to revolutionise marketing automation, enabling companies to personalise marketing efforts, analyse data more effectively, and predict consumer behaviour. Consequently, recruiters are on the lookout for marketing professionals who have experience with AI and machine learning or are willing to learn. Understanding how to leverage these technologies to optimise marketing campaigns will be a valuable asset, and absolutely one that will be in demand!

Data Privacy and Compliance Expertise

As data privacy concerns continue to rise, marketers need to stay current with the latest regulations and best practices. Recruitment trends in marketing automation are placing a strong emphasis on candidates who are well-versed in data protection laws, such as GDPR and CCPA, and who can ensure that marketing automation practices align with these regulations. Expertise in data security and compliance is a must.

Agile Marketing Teams

Agile marketing teams are becoming more prevalent, especially for companies that want to adapt quickly to market changes and customer demands. Recruiters are looking for professionals who can work effectively in an agile environment, which requires flexibility, adaptability, and the ability to collaborate seamlessly with cross-functional teams,

Content Automation

Content remains king in the marketing world, and automation plays a significant role in content creation, distribution, and optimisation. Recruitment in marketing automation is increasingly focused on individuals who can harness the power of content automation tools to efficiently create and distribute engaging content across various channels.

Customer-Centric Mindset

Successful marketing automation is not just about automating processes; it's about enhancing the customer experience. Recruiters are looking for candidates who can demonstrate a customer-centric mindset, showing an understanding of how automation can be used to personalize interactions and create meaningful connections with customers.

Remote Work and Global Talent

The COVID-19 pandemic has accelerated the adoption of remote work, and this trend is expected to continue into 2024. This opens up opportunities for both employers and candidates, as organizations can tap into a global talent pool, and professionals can seek job opportunities outside their geographical area. Recruitment in marketing automation is embracing remote work, making it essential for candidates to showcase their ability to work effectively in a remote or distributed team environment.

Marketing automation continues to shape the future of marketing, and the recruitment trends in 2024 reflect the changing landscape of this dynamic field.

Aspiring marketing automation professionals should focus on developing a versatile skill set, including expertise in data privacy, AI, and content automation. Furthermore, they should be prepared to embrace remote work and demonstrate a customer-centric approach to marketing. By staying current with these trends and continuously expanding their knowledge and skills, candidates can position themselves for success in the ever-evolving world of marketing automation and CRM!

Contact Lucy!

If you would like to have a conversation about your career or recruiting the right people for your organisation, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

Tools to Standing Out in the Marketing Job Market: What’s going to make me different?

Thu, 07 Dec 2023 02:54:28 GMT

The marketing industry is competitive, and as a marketing candidate on the job hunt, you need to find ways to stand out from the crowd. With the ever-evolving digital landscape and the increasing demand for creative and data-driven marketing professionals, it's essential to position yourself as the ideal candidate for potential employers. In this blog, I’ll explore strategies and tips to help you differentiate yourself and support you in securing that dream marketing job!

Build a Strong Online Presence

In today's digital age, your online presence is your resume. Make sure you have created a professional LinkedIn profile that showcases your skills, experience, and achievements. Share valuable content related to marketing trends, attend webinars, and engage with industry thought leaders. A well-maintained online presence can make you more visible to potential employers and help establish your credibility in the field.

Tailor Your Resume and Cover Letter

Generic resumes and cover letters won't cut it in a competitive job market. Customise your application for each job you apply for, highlighting relevant skills and experiences that align with the specific role and company. This shows your potential employer that you've put thought and effort into your application, making you a more attractive candidate. I can emphasis enough how important it is to triple check for grammar and spelling errors!

Showcase Your Creativity

Marketing is all about creativity and innovation. Use your resume, portfolio, and cover letter as opportunities to showcase your creativity. Include examples of successful campaigns you've worked on, creative projects, and any relevant side projects that demonstrate your passion and skills in marketing.

Know your industry trends!

Marketing is a dynamic field with constant changes and innovations. Employers are looking for candidates who stay informed about the latest trends and technologies. Show that you're committed to learning by highlighting any recent courses or certificates on your resume and during interviews. Discuss your understanding of emerging marketing tools and strategies, such as AI in marketing or influencer marketing.

Highlight Your Analytical Skills

In addition to creativity, modern marketing relies heavily on data and analytics. If you have experience with data analysis tools, like Google Analytics or social media insights, be sure to emphasise this on your resume. Employers appreciate candidates who can not only come up with creative ideas but also measure their effectiveness, commercial viabaility and adjust strategies accordingly.

Network Effectively

Networking can open doors in the marketing world. Attend industry events, conferences, and webinars to connect with professionals in your field. Engage in meaningful conversations, and don't be afraid to follow up with people you meet. Your network can help you discover job opportunities and provide valuable insights into the industry.

Develop a Personal Brand

Just as you help companies create a brand image, work on building your personal brand. Consistently share your expertise and insights on social media and industry-related forums. This will help establish you as a marketing expert and make you more appealing to potential employers.

Prepare for Interviews

When you land an interview, preparation is key. Research the company thoroughly, understand its values, and be ready to discuss how your skills and experience align with its goals. Prepare compelling stories about your past experiences and accomplishments, as this will help you stand out during the interview process.

Showcase Soft Skills

Soft skills like communication, teamwork, and adaptability are often just as important as technical skills in marketing. Use your resume, cover letter, and interviews to highlight your ability to work well with others, manage projects, and adapt to new situations.

Seek Feedback and Continuous Improvement

Throughout your job search, be open to feedback. If you don't get a job offer, politely ask for feedback from the interviewer. This can help you improve and perform better in future interviews. Continuous self-improvement is a hallmark of a successful marketer.

Standing out in the competitive marketing job market requires a combination of digital presence, creativity, data-driven skills, and networking. By tailoring your application materials, showcasing your unique qualities, and staying informed about industry trends, you can position yourself as an attractive marketing candidate and increase your chances of landing your dream job. Remember that success in marketing, both in job hunting and the job itself, requires a combination of creativity and adaptability, so be prepared to showcase both throughout your career journey.

Contact Lucy!

If you would like to have a conversation about your career, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.

The Impact of AI and Machine Learning in 2024… How will this affect Marketers?

Tue, 05 Dec 2023 04:01:09 GMT

In the forever changing world of marketing, staying ahead of the curve is crucial to success and growth. In recent years, artificial Intelligence (AI) and machine learning (ML) have emerged as transformative technologies that are revolutionising how marketers engage with customers and optimise their campaigns. As we step into 2024, the impact of AI and ML on marketing trends is more pronounced than ever, reshaping strategies, customer experiences, and the way businesses operate.

Enhanced Personalisation

Personalisation has been a prominent trend in marketing for some time now, but AI and ML are taking it to new heights in 2024. These technologies can analyse vast amounts of customer data to create highly personalised customer experiences. From recommending products based on past purchases to tailoring content to individual preferences, AI and ML enable marketers to deliver precisely whatever the customer desires.

Machine learning algorithms can predict customer behaviour, helping businesses anticipate needs and provide proactive solutions. This level of personalisation enhances customer satisfaction, engagement, and ultimately, conversions.

Automated Marketing Operations

Automation is becoming increasingly prevalent in marketing workflows, thanks to AI and ML. Mundane, repetitive tasks that consumed valuable time are now being handled by smart algorithms. This includes email campaigns, social media scheduling, customer segmentation, and even ad placements.

Automating these processes not only saves time but also improves efficiency and accuracy. Marketers can focus on creativity and strategy, allowing AI to handle the routine operations. This trend is streamlining marketing operations, boosting productivity, and leading to better outcomes.

Predictive Analytics for Decision Making

Predictive analytics powered by AI and ML is reshaping how businesses make marketing decisions. Advanced algorithms analyse historical data to predict future trends, customer behavior, and market demands. This insight empowers marketers to make data-driven decisions that are more likely to yield positive results.

By understanding future trends and consumer preferences, businesses can align their marketing strategies and product development accordingly, gaining a competitive edge in the market.

Chatbots and Conversational Marketing

Chatbots, enabled by AI, are becoming indispensable tools in customer service and engagement too. They can handle a wide range of inquiries and offer a seamless conversational experience to users. In 2024, we will see even more chatbots being integrated into various marketing channels, including websites, social media, and messaging apps.

These AI-driven chatbots not only provide instant responses but can also guide customers through the sales funnel, recommend products, and even complete purchases.

Visual and Voice Search Optimisation

Visual and voice searches are gaining traction, and AI and ML are optimizing marketing strategies to cater to these evolving search trends. AI algorithms can process images, videos, and audio to understand and interpret user intent. Marketers are optimizing their content to be more compatible with these types of searches, ensuring their visibility and relevance to users.

As more people use voice assistants like Siri, Alexa, or Google Assistant, marketers are optimising their content for voice-based queries, tailoring their SEO strategies accordingly.

Ethical AI Implementation

With the increasing use of AI and ML, ethical considerations are gaining prominence. In 2024, businesses are focusing on implementing AI in a responsible and transparent manner. This involves ensuring privacy, avoiding bias in algorithms, and being upfront about how AI is being used to influence marketing strategies.

Maintaining trust with consumers is paramount, and ethical AI implementation is a crucial aspect of achieving that trust.

There is no doubt AI and machine learning are reshaping the landscape of marketing in 2024 and beyond. From enhanced personalisation to automation and predictive analytics, these technologies are driving efficiency, improving customer experiences, and ultimately contributing to the success of businesses. As these technologies continue to evolve, staying informed and adapting to these trends will be vital for marketers aiming to thrive in the years to come.

Contact Lucy!

If you would like to have a conversation about your career or recruiting the right people for your organisation, reach out to Lucy at New Chapter Talent via:

✉️ lucy@newchaptertalent.com.au

Or connect with Lucy on LinkedIn. She is a wealth of knowledge in all things recruitment!

For more insights, news, career opportunities and job vacancies, follow New Talent Chapter on LinkedIn.