Chelcie Harry

If you’re currently looking for your next marketing role, I want to share some guidance I give candidates every day. The market is competitive — but candidates who stand out do a few things very consistently. Here’s what works 👇 1️⃣ Tell the impact, not just the task. Everyone can say “managed social media” or “supported campaigns.” Fewer people say: “Grew engagement by 42% in 90 days” “Generated 300+ MQLs from a single campaign” “Cut CAC by optimizing paid channel mix” Attach numbers to your work. Even small ones. It changes how you’re perceived. 2️⃣ Make your LinkedIn show your value — not just your job history. Your headline should not be just your title. Try this instead: “Product Marketer | Turns customer insight into messaging that drives pipeline + adoption.” Show what you do well. 3️⃣ Your portfolio matters more than ever. Even if you’re not a designer. Include: ✔ Campaign snapshots ✔ Messaging frameworks ✔ Email flows ✔ Landing page copy ✔ Reporting dashboards ✔ Case studies Show how you think — not just what you’ve done. 4️⃣ Network with intention, not volume. Don’t spam-connect. Send context. Send value. A simple message goes a long way: “Loved your recent campaign launch post — would love to follow your work and learn.” Relationship > outreach quantity. 5️⃣ Stay open to roles that stretch your skill set. The best next move is often the one that expands your toolkit. Marketing changes fast — adaptability is a competitive edge. 💬 If you’re job seeking right now: You don’t need to “stand out to everyone.” You just need to stand out to the right teams.

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I've said it before and I'll say it again... 🚨Your portfolio is more than a record of what you’ve done: it’s your statement of where you want to go. Want to move into branding? 💥 Show me brand builds, not just campaign rollouts. Keen on 3D motion? 🎞️ Build a reel that’s 3D-heavy, not your 2D greatest hits. Employers don’t just look for transferable skills. They want to see evidence of the exact work they’ll be hiring you to deliver. A portfolio that’s too broad can dilute your impact. Four projects closely aligned to a role will always speak louder than a portfolio of eight projects, where only two relevant ones are hidden amongst unrelated work. And if you don’t yet have the right examples? Create them. Self-initiated work is a powerful way to fill gaps and show initiative. Tailor your portfolio for the role you want, not just the ones you’ve had. That small shift can make the biggest difference.

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How's the market at the moment? In a word - Cautious! Decisions being made are slow, agencies are looking at working with what they've got for now rather than significantly increasing headcount. The freelance market is scrappy, talent who are being flexible are getting their foot in the door, and these short-term projects are extending for months. Whilst in theory it is a buyer's market, to tap into the top 5% you are really going to need to sell the opportunity; candidates are curious but are not going to jump at the first thing that comes up. My advice to any business right now is the think about the following: - Are your current team developing? Work with maximising existing team rather than just hire someone else- Speak to Lisa Lie is you want to start building a team of learners. - Utilise Freelancers- perfect solutions in uncertain times. - Consider part-time hires. - Consider Hybrid talent- We took a brief yesterday for an Account Service/ Producer - Yes, they do exist, and if the workload doesn't add up to a full FTE- be creative- better to start part time than have someone being under utilised. - If you have a bit of spare time, why not start using it to Create EGC( Employee Generated Content) its perfect way to create some content that can be used to drive inbound enquiries. - Do an audit of your team's day- which tasks can be automated through tech? We had some good news with interest rates yesterday, but it's not all plain sailing from now. We have to dig in, find the extra gear, and keep offering value to our clients until they get the green light to spend. Keep pushing everyone- we got this!! #creativenatives

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'We want to hire our first demand generation marketer and we have a salary of £50,000' ❌ Here are 4 reasons why you're likely to fail... 1. Demand generation specialists from the B2B Tech space earn more than £50,000, some as much as £90,000 for an IC role 2. If you're hiring your first one, then you're likely an early-stage company with limited employer brand 3. ⬆️ those are some of the toughest roles out there 4. What does 'demand-gen' even mean? Instead, here's how we'd approach it: 1. Isolate the skills needed rather than the outcome (demand) 2. Behaviours (being inquisitive, relationship building, taking feedback, work ethic, resiliance) are as important as skills; skills can be learned 3. Build a story and narrative—why should a candidate join your business instead of all the other companies wanting to hire demand-gen folks? 4. Align everyone involved in what we're looking for and assessing against 5. Get references from previous managers before contracts are signed ======== 𝗧𝗵𝗲 𝗲𝗮𝘀𝘆 𝗯𝗶𝘁 𝗶𝘀 𝘀𝗮𝘆𝗶𝗻𝗴 𝘄𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗵𝗶𝗿𝗲 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘂𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗺𝗼𝗿𝗲 𝗱𝗲𝗺𝗮𝗻𝗱. If you were recruiting your first demand-gen marketer at an early-stage company, how would you approach it?

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34% of CMOs are "Open To Work" on LinkedIn. Compare that to just 25% of Marketing Managers and 30% of Demand Gen Managers, you start to see the problem. Sure, there are economic headwinds, but the UK simply isn't growing. One of the main reasons is the gutting of senior marketing leadership and the pressure heaped upon those in the middle. That's causing burnout and an over-reliance on performance without putting thought into brand storytelling. There are glimmers of hope. Stories we can tell to switch the mood. I spoke to one CMO yesterday who had taken a B2B brand and developed a story and an identity that wouldn't be out of place in B2C. Creative, innovating thinking has seen the brand skyrocket. One example of a thriving company that puts storytelling first, performance marketing second. If the UK is going to grow, it's not going to be some trick of the government (please, this is not the place for that discussion) - it will be when we get the creative senior marketers back into positions that will drive growth. You can only take performance so far. There are fewer gains to be had until you start to change the story. So here's the chance to change that story. I want to hear success stories. I want others to hear success stories. Who's really shaping marketing and bucking the trend?

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Building a revenue function from scratch is F’ing hard, and one of the biggest pitfalls is international expansion. If you’re UK founded, the US often looks like the obvious next step. But it’s a tough market to crack and just as hard in reverse, going from the US to Europe. In our latest episode, James Cuthbertson speaks candidly about getting it wrong twice and how those missteps were driven by inexperience, lack of maturity and more which James covers so openly. This is exactly why Martin Sutton and I started This is F'ing Hard, to share the kind of honest, hard won lessons that others can learn from. Full episode in the comments, hope you enjoy it. #tifh #expansion #international #startup #scaleup #gtm

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A hard pill to swallow if you’re a senior marketer in 2025 💊 If you’re dipping your toe back into the job market for the first time in over 5 years.. Things have moved on. Fast. There is Good news AND Bad news ⬇️ 💡Executive recruitment is up 35% BUT competition is fiercer. 💡Boards want leaders fluent in digital transformation, AI, D&I NOT just functional expertise. 💡50+ ? You’ll need to show adaptability and upskilling, not just a weighty CV. 💡Search processes are more rigorous-multiple rounds, psychometrics, and “prove-it” case studies. Yesterday’s achievements won’t carry you today. The market expects ✅Relevance, ✅Resilience, and ✅Recent impact. 👉 Perfecting your LinkedIn profile is NOT optional. Neither is continuous upskilling All of this may sting but "knowledge is power" Any one who has experienced these changes 1st hand??

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👀 Did you know? - 77% of employees aren’t engaged at work - Poor communication reduces productivity by 40% - 35% of workers are considering a job switch this year Yikes, right? But it’s not all bad news. Our latest blog looks at how the right intranet can solve these challenges by boosting engagement, improving communication, and helping employees feel truly connected. Well worth a read 👇

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