Hi all, I've been a hiring manager for the past few years, and work in Big Tech (apple, facebook, eBay, now Indeed) for all my career. I see lots of threads here on "how to break into tech". Ask me anything. I'll try to share both hiring manager perspective, and my own career/interviewing learnings wherever relevant. TC: $300k YOE: 7 Bay Area Yo, guys, some of you are unreasonable. I posted this 3 days ago, waited for 30 min, didn't have questions. Then checked it again after 3 days (my regular Blind use cadence) and saw most comments being about ghosting this thread. Sorry for having a family life!
Any advice for someone weighing the pros/cons of B2C performance marketing vs product marketing roles in tech? What are the typical career paths you see for each?
Follow-up question. Where do you see the most growth for managerial roles between the two?
The question you should ask yourself is whether you want to be a generalist (product marketing) versus a specialist (performance). Also, ask yourself which of these two career paths will still be here (and valued) in 10 years time? I put performance marketing in the general 'growth marketing' bucket, which is a highly valued skillset in both B2C and B2B marketing orgs, as you're making a direct impact to the 2 most important things every company cares about: 1) user acquisition, and 2)revenue creation. Follow the money. If you're concerned about getting pigeon-holed, my advice is don't. You can step up into digital leadership roles and own the whole funnel. If you do that in a big eComm, you'll be laughing to the bank. @TripAdvisor: Product Marketing. Only because it's a more established functional discipline and is typically seen as the lynchpin that sits between product/sales/customer success. Most smart companies will (and should) invest heavily in PMM orgs. Headcount investment usually means at some point you'll need to start splitting the sub-functions, which naturally creates managerial opportunities.
How much does FAANG on a resume matter?
It does to an extent. There is a quality bar that exists within the hiring processes of FAANG companies, and those who make it into these orgs, therefore come with a logical seal of approval i.e. they have demonstrated an intellectual and functional aptitude to get through a highly vigorous hiring process. That doesn't however mean it's the be all end all. There are so many other qualities that are important to me as a hiring manager: soft skills, logic, high EQ, self-awareness, expertise, general all-round experience that I often think there's too much of a cache placed on where you've come from.
It'll get you a priority over other candidates, but it's not detrimental. Usually FAANG means you have decent data skills and have worked with large scale campaigns, which is good.
Do you believe that MMM is a worthwhile project for major marketing orgs. Or is the multicollinearity of inputs so high that Data scientists stir the pot with model and data input changes to reach channel coefficients that leadership likes?
F
Waiting for OP 💀
What is OP?
You must be new here
I would say “TC or GTFO”, but it seems OP has already made his choice
Added to the post
Curious why did you leave big tech for Indeed? Is it really that great?
Indeed is a 10k tech company, has most in-house tools as good or better than FB/eBay. It's kind of is big tech
Are you ready? 😘 - C
How many years of experience do you need?
It kind of baffles me when I meet someone who just graduated college and already landed a job at Google….
This will always be outlined in the job spec, but I don't think it's helpful to focus obsessively on having a set amount of years. You should be asking yourself 'can I do this job, can I showcase this on my resume and if hired, do I have what it takes to be able to add value from the get-go because of my functional knowledge, experience, etc..." Also, don't forget there are other routes into FAANG companies: graduate schemes, internship programs, veterans programs, etc. that are door openers depending on your circumstance.
What are some of the most common skills or experiences you look for when initially filtering resumes for performance/growth positions? And how might that list change for IC v. manager roles? Thanks for doing this btw!
Following
In no particular order: - Breadth of experience: have you been with the same company for 10 years, or can you show me you can translate into different company types/environments and be successful? Have you been a people manager before? - Depth of experience: can you demonstrate you have the functional experience to do the job? I don't care if you're only ticking 6/10 of my wish-list (some things can always be coached/learnt), but I won't compromise on the core skills I'm looking for. - Industry knowledge: can I get a gauge of your learning curve? Have you worked in the sector or with the customer segment before, which tells me you'll be able to jump straight in and add value versus needing a more extensive ramp up period - Fungibility: are you coming from a startup into enterprise or vice versa? Going from agency to client-side? B2B to B2C? What will you be bringing into the org that plugs a gap and can transfer into the team - Insight: were you perhaps a customer of the company? coming from a competitor? What can you tell us about ourselves, or what unique insights are we getting by hiring you.