Marketing is all about using the right words to elicit a reaction in the intended audience, so it can be bewildering as a job seeker to spend countless hours poring over listings that leave you questioning if you’re better off setting up a folding table on your street corner with a sign that reads: “Will make content for food.”

The language used in job ads matters—a lot. A well-written job advertisement can be the difference between applying for the role and not. Specific terms can alienate certain candidates—and some lists of qualifications read more laundry list than realistic. Simply put—words matter.

Here are five RED flags to look for in marketing job ads. Do your current—and future—self a favor and save these tips when searching for new opportunities.

 

🚩# 1: Beware of Biased Language

Ads that use phrases such as “hit the ground running” should make you think about running in the opposite direction. Typically, this line can point to jobs with little to no onboarding process, and you are expected to pick up the leftover mess(es) of whoever came before you.

Any mention of being a “family” can mean the company cares little about work/life balance, worker autonomy, and time boundaries.

Then there’s “wears lots of hats,” which could mean the company expects you to complete the workload of multiple positions for only one salary. Say hello to possible burnout, resentment, lower rates of productivity, and higher turnovers.

And beware of the use of words like “ninja,” “rockstar,” or “unicorn.” What works for a can of beer does not work for a job ad. These terms, in particular, turn off female candidates. Employers should post job ads with neutral, straightforward titles, like “Engineer” or “Account Executive,” to attract the most diverse candidates.

Smart Tip: If you see something, say something—don’t be afraid to incorporate questions about questionable language during the interview process. Ask about employee turnover rates, the history of the position you’re applying for, the actual working hours, and company expectations on after-hours communication.

 

🚩 #2: “Boilerplate” Job Ads

If it seems like you’ve read the ad before and it gives you no real insight into clear job responsibilities or duties, you may be applying for a company with little knowledge of marketing and what it takes to succeed in the role. Here are two big red flags:
No mention of a team or department
“Sales” is listed as a job duty

Language like this telegraphs that you are likely looking at a role where you may be the only person running the marketing show—not part of a marketing team.

Smart Tip: If the job description is vague and there are no clearly listed tasks, research whether there is a whole team or marketing department or if it’s a marketing team of one at the company. Ask directly about the history of the role and what the company considers as successes and failures of folks who had previously held the positions.

 

🚩#3: No Salary Job Ads

In the dawning age of pay transparency laws across the country, any company not providing a salary band or starting salary for an advertised role is raising a big red flag, indicating that the company negotiates salary based on each candidate—opening a can of ethics worms as women and people of color often make considerably less than their white, male counterparts.

No mention of a salary band can signify that the company doesn’t value workers as team members but merely sees them as cogs in a machine. If there is no mention of what you will be making if hired for the role, you will likely struggle with being valued in the company, which may indicate little potential for growth.

Smart Tip: Asking about salary isn’t taboo! An employer should expect to hear this question during an interview, so feel free to apply and inquire about the salary band for the role. As much as the company is interviewing you—you’re also interviewing the company. Don’t settle for less than what your work is worth.

 

🚩#4: Unpaid Sample Project Requests

Beware of this common pitfall. While a potential employer should do the due diligence and ask about your previous work experience, references to contact, and see examples of past projects—a line must be drawn when a company asks you to complete a pitch or do some other type of free work under the guise of a “sample project” for consideration for the role. See this for what it is: taking advantage of your labor. If it’s a dream position and you genuinely don’t mind doing the work, that’s your call. But for it to be a requirement in the application process is a giant red flag and indicates how you will likely be treated as an employee should you accept a role.

Smart Tip: Remember: if an application/interview process makes you uncomfortable, that’s a sign that your employment there is also likely to as well. If asked to do a sample project, politely ask the hiring manager what they are compensating candidates for this work. If they insist that candidates are doing the work for free, ask yourself if this is a place you want to call your next professional home.

 

🚩#5: No Mention of Benefits

If a full-time job offer does not come with benefits, consider it a significant sign that they’re not trying to attract top talent but rather see you as a cog with little worth. Companies looking to fill slots are not interested in investing in the fullest potential of their employees, and it likely signals that their organization is likely rife with low productivity and high turnover rates.

Smart Tip: When in doubt, ask. Inquire what benefits are offered and dig into the details—there’s more than just health insurance. Ask about vacation time, 401K, fertility benefits, life insurance, continuing education benefits, and more. If you care about the organization’s ethics, ask questions like “do LGBTQIA+ employees receive domestic partner benefits?” Remember, it’s perfectly acceptable to ask questions about demographics you don’t fit into—how else will we evolve the workplace toward a more equitable place?

 

Bottom Line

Tap into your gut. If things feel off in the courting stage, it will likely feel off if you accept a job with the company. Remember that as a marketing professional, you are essential to a company’s success. Marketing is pivotal for the growth of all organizations, and those in marketing deserve employers who respect their time, work, rights, and boundaries.

Layoffs are rising and making major headlines—especially in Big Tech, with Spotify the latest to announce a significant slash to its workforce. So, what does this mean for workers across the country?

Some industries are hiring like it’s 2021 (we’re looking at you, agencies), while others are clearly in a downturn, like Meta. While some economists smell the wafting aroma of a possible recession, others are not so sure. Are we up—or are we down?

Wherever we are, one thing is clear—some industries are in deep flux, necessitating layoffs. And as we know, there are good and bad ways to handle a crisis. When people’s livelihoods are on the line, making major missteps is not just in poor taste, it can be a powerful exercise in negative branding. People talk, and a bad story has long legs. Just look at the beating that Twitter and Google are taking in the media.

Creative Circle surveyed 170 industry influencers to understand how rocky the layoff turbulence really is and how companies can better navigate these sometimes-rough waters. A whopping 88% of our members surveyed said that how a company publicly handles layoffs would affect their willingness to work for that company in the future.

So, when put into a situation where layoffs need to happen, how a company navigates the process can be a PR nightmare or halo for a company that handles things with mindfulness and compassion (here’s looking at you, Airbnb). Let’s look at some significant mistakes companies can make that make hard times even worse.

 

LACK OF TRANSPARENCY

“Companies aren’t transparent enough when it comes to layoffs. In my experience, they haven’t been honest about why layoffs are needed, how many people will be impacted, why certain people were chosen, etc.”

Industry influencer, Creative Circle survey

 

Keeping layoffs a secret until the cat is out of the bag does not serve anyone. Tell your employees what’s going on and be accountable as an organization. Plus, trying to hide the situation gives space for the dreaded rumor mill to churn, likely leading to a bunch of misinformation being spread. Add the potential leaks to the media—and things can go from bad to worse.

You can get out in front of that with strategic communication that allows people to prepare for the worst while minimizing the amount of gossip that may circulate.

Transparency and accountability also help the reputation of an organization. Being honest about the reasoning behind the decision and sharing if any other options were explored, like cutting executive pay, hiring freezes, and furloughing instead of laying off, can help a more positive view of the company after the fact.

 

ABRUPTNESS AND LACK OF WARNING

“Laying someone off and telling them they won’t be working the next day is a huge mistake because oftentimes, when word gets out, it will prevent others from wanting to work for that specific company in the future.”

“I had a company block me from my computer before I was able to get any of my files for my portfolio or any personal files, and I was never able to get them.”

Industry influencers, Creative Circle survey

 

Getting laid off out of the blue without time to prepare is a severe hardship for most employees, but it also hurts the company. Abrupt layoffs rob the organization of the ability to navigate that transition gracefully. They lose the opportunity to have the person leaving brief other team members on open projects. Giving employees notice allows them to gameplan next steps and transition their work to other team members.

Immediately locking people out of all systems and escorting them from the building with security villainizes former employees and ignores what might be years of loyal service to the company. When you treat people like they’re your enemy—they’ll see you as their enemy and act accordingly.

 

DEHUMANIZING THE PROCESS AND EMPLOYEES

“Everyone deserves to be treated like a person, not just a number on a spreadsheet. Taking a callous and impersonal approach to layoffs makes the situation more complicated. When someone has dedicated time and effort to supporting an organization, being laid off can feel like a betrayal, especially when all the work they’d done up to that point is ignored or disregarded.”

 

There is, however, a way to conduct layoffs with dignity. Show appreciation for the person’s work and thank them for their contribution to the company’s past success. Validate their contributions to your organization. The news is hard to hear no matter what—but softening the blow with empathy and acknowledgment of a layoff’s impact can go a long way.

 

STRUCTURAL MISTAKES

“In cutting the staff so severely, it puts a toll on those left as they have to do more to pick up the slack. The company saves money but burns out the remaining staff who have to work more to keep the company running.”

“Emotions aside, how do they actually foresee the same work getting done with less bodies without work/life balance taking a hit?”

Industry influencers, Creative Circle survey

 

It’s critical to be strategic when deciding which positions to eliminate—and there’s more to consider than just the bottom line. Will all the work still get done? By whom? Often, companies that rely solely on a numbers game will be left with an organization full of inexpensive juniors and expensive management, with no mid-level employees, which can really decrease workplace functionality.

Leadership needs to create and address a strategic plan post-layoff—and communicate that clearly to the people whose jobs and workload will be most impacted. Beware the old Latin adage; the cure is worse than the disease. If employees who remain are overloaded, burnout will ensue. And burnout is cited as one of the top three reasons Millenials and Gen Zers would leave their jobs, according to a Deloitte survey.

Without addressing these long-term needs, a round of layoffs meant to save a company may instead hasten its sinking.

 

LACK OF SUPPORT FOR LAID-OFF EMPLOYEES

“I think it’s important to continue to treat employees with respect and dignity and offer fair severance to anybody who is being let go of.”

Industry influencer, Creative Circle survey

 

Leaving former employees out high and dry tells people a lot about the ethics of a company. A company failing to provide adequate (or any!) severance packages to laid-off employees is considered a massive misstep by most of those surveyed.

Money is not the only way to support people who have been laid off—offering resources like continued health benefits, connections to recruiters, and other career transition services can be immensely helpful. These moves signal that a company cares for its employees—even those it must let go—and is not solely focused on the bottom line.

 

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Finding What’s Next

Nearly half of those surveyed anticipate a recession within the next six months, and 79% predict one within the year. With possible layoffs looming, folks are preparing for the worst and looking at all options.

When asked what their highest priorities were when looking for a new job, the most common responses people gave were:

  • Ability to work remotely
  • Better pay
  • Flexible schedule
  • Work that is fulfilling

People are searching for stability; those surveyed are mainly seeking full-time employment or long-term, full-time contract work.

Over 75% of respondents said that contract work led to less burnout than working on projects as a full-time employee. The most common explanations given for this were:

  • Not needing to worry about internal politics
  • Having more control over their time
  • Feeling more comfortable drawing work/life boundaries

As companies wait to see how the winds are blowing, they should consider minimizing harm and public backlash while crafting a sustainable plan to maintain productivity during these topsy-turvy times. The message is clear: handle with care.

 

About the author.

An award-winning creator and digital health, wellness, and lifestyle content strategist—Karina writes, produces, and edits compelling content across multiple platforms—including articles, video, interactive tools, and documentary film. Her work has been featured on MSN Lifestyle, Apartment Therapy, Goop, Psycom, Yahoo News, Pregnancy & Newborn, Eat This Not That, thirdAGE, and Remedy Health Media digital properties and has spanned insight pieces on psychedelic toad medicine to forecasting the future of work to why sustainability needs to become more sustainable.

Yes. The answer is yes. Everyone wants a 4-Day work week. Well, everyone but the #grindneverstops crowd, but that’s their business, not ours. We want to have three days to refresh, recharge, and not dread going back to work for 5 days straight. Here’s what our LinkedIn audience had to say about the 4-day work week.

 

1.

Starting off with a banger. No more extra hours!

 

2.

 

3.

Don’t forget HBO Max, Michael!

 

4.

Our poll was working 5 days, 4 days, or not at all for the intellectuals!

 

5.

??? Again, Michael. That wouldn’t be our problem!

 

6.

#SundayScaries

 

7.

 

8.

What days are flights cheaper?

 

9.

 

10.

Not for us, Alex. We are for sure working all 8 hours. 🙂 #NoBreaks

 

11.

 

12.

Forcing creativity produces bad results. We feel this, Other Michael.

 

13.

 

14.

You hear this 9-5ers? Freelancing can give you the life you deserve!

 

15.

 

16.

Nowadays we all need something to look forward to.

 

17.

 

18.

 

19.

We think so. Look.

 

20.

 

21.

BEEN.

 

22.

 

23.

We were going to do that anyway, Amy, because that’s who we are.

 

24.

 

25.

We just turn off our phones, Dale. No work after work hours.

 

Join the conversations here and here!

Next debate: Should we work 8 or 10 hours in the 4-days? Should we take a pay cut? Follow us on LinkedIn and Instagram to catch it!

At Creative Circle, we aren’t just a recruitment company. We’re a company that cares about people — our clients, talent network, internal employees, and the communities in which we work and live.

Creative Circle gives back in a number of ways, including charitable donations, volunteer opportunities, socially conscious policies, and local investment. Community is one of our four core values, and we have a full internal department dedicated to overseeing these efforts and all aspects of community development.

Charitable Donations

Each year, every Creative Circle office, division, department, and employee resource group (ERG) selects a nonprofit organization to receive a charitable donation. We are proud to contribute to organizations that support an array of social issues, including but certainly not limited to:

Additionally, when our employees reach ten years with Creative Circle, they are rewarded with one of two options — taking a trip and receiving a $2,500 reimbursement, or donating $2,500 to a 501c3 non-profit charity of their choice and receiving a $1,000 bonus. Through this program, we’re proud to have donated more than $62,000 to 25+ organizations.

Volunteer Opportunities

Every Creative Circle employee receives an annual charity day — eight paid hours to support programs that positively impact their own community. Some offices or teams take their charity days together as a group, to create a shared spirit of philanthropy.

To ease the process of planning their charity days and other volunteer work, we use the social impact platform, Millie. Millie allows Creative Circle employees to find in-person or remote volunteer opportunities and support nonprofits via one-time or recurring donations. Through Millie, employees can also gift charitable dollars to other Circlers, to donate to a charity of their choice. In our first four months of using Millie, employees volunteered more than 150 hours and the company overall donated nearly $70,000.

Other CSR Initiatives

Each day, we work to better ourselves and the world around us. Some of our additional commitments include:

  • Fostering an inclusive, fair, and empowering work environment that respects race, ethnicity, gender, sexual orientation, and physical abilities
  • Inclusive recruiting via a variety of job boards, in order to reach a wide range of candidates
  • Investing in future creatives by providing career counseling in local schools and colleges
  • Partnerships with organizations that promote diversity in the creative space
  • Sustainable best practices, including minimizing our corporate carbon footprint, remote/hybrid work options, and energy efficiency
  • Mental health and wellness programs, plus policies that maintain work/life balance for our internal employees
  • Supporting ERGs through executive sponsorship, professional development, community outreach, networking, recruiting, and shared experience

Companies and workers alike: heed a decided shift occurring on the employment scene. Freelancing is expanding in a big way in 2023. Says who? This news comes directly from a cross-section of participants in the labor market.

In 2022, about 36% of the workforce engaged in freelance work. According to a recent survey, that proportion is expected to more than double this year. Based on the responses, “73% say they will either start or continue freelancing.”

What accounts for this leap in freelancing? The reasons are varied but revolve around economics as the main driver. High inflation, increased cost of living, and layoffs across tech and other sectors top the list. As a result, “The majority of U.S. workers surveyed are feeling less secure, or the same, about their income this year.”

That’s why some are turning to freelancing as an additional source of income. But that’s only part of the picture. Others, namely victims of recent staff cuts, are flocking to freelancing to replace their lost wages. Then there are those who gravitate proactively to freelancing in these uncertain times to be the master of their own destiny. Still others choose the freelance lifestyle for the overall options and variety it offers.

Put together, contract work is destined to play a large role in how all stakeholders get through this anticipated economic downturn.

Connecting Supply and Demand

The supply of freelancers is one end of the equation. Demand is the other. Why should companies use freelancers? In today’s challenging climate, it’s a sign of the times. When the economy sputters and layoffs and hiring freezes occur, bringing on contingent workers remains a uniquely effective way to fill the gaps and then some.

By integrating contractors into their employment mix, organizations can gain flexibility and lower their cost of doing business. With limited budgets and resources on one end and an abundant stream of able and eager freelancers on the other, companies that go this route can obtain the skills and support they seek on favorable terms. It’s a solution, thanks to market dynamics, whose time has come.

A report entitled “The Contingent Labor Imperative: How Agile Enterprises Succeed in a Modern Workforce Model” offers a top-level list of benefits companies derive from freelancers. These include: “meeting temporary workload needs, increasing productivity, getting tasks done more quickly, and accessing specialized skills and hard-to-find talent.”

And Empowering Marketing in the Process

Companies have used contingent workers through the years—it’s not a new phenomenon. Several marquee brands presently hire large numbers of freelancers to drive their business, including Meta, Walmart, and Nintendo. All three deploy freelancers for myriad activities in marketing, which is a prime target for the use of contractors.

Integrating freelancers into marketing teams is a high-value practice at this time. In many marketing roles—email developers, researchers, strategists, media buyers, PR managers, ecommerce specialists—highly specialized experts are well-positioned to quickly apply their skills to high-level assignments, even without extensive experience at the company. This is invaluable at this tough economic juncture, when companies have had to scale back their marketing staff and spend.

So how can organizations secure freelance talent quickly, and how can they do so in ways that immediately yield return on their investment? Being speedy and savvy is critical.

How to Recruit Contract Workers ASAP, 2023 Style

There’s good news here. Company policies that evolved in the last few years form a foundation for efforts in the arena of freelance work. On top of that, there are strategies employers can implement to attract talent quickly, starting with:

Promote Remote

Telecommuting and remote/hybrid arrangements took root during the COVID-19 pandemic and still mark the mode of work today for many in the corporate world, appearing to be both popular and enduring. From this perspective, Lightcast’s 2003 Global Talent Playbook proclaims: “Remote work is here to stay.” It provides flexibility and work-life balance, which are values integral to the freelance mantra.

    • Use this feature as a selling point for engaging and retaining freelancers. Lightcast reports that remote jobs “now represent 15% of all postings requiring degrees.” And, on that note: “the top three remote jobs in 2022 were web developer, video game designer, and computer programmer.”
    • Think about whether roles that are office-bound can transfer to an offsite basis fully or even partially. Doing so not only expands the appeal of open positions to a larger base of candidates but also extends the geographic boundaries beyond the local area to the nation and the entire globe.

Post It with Pay

Get right to the point to obtain the contingent talent. In other words, don’t dilly dally with the financial issue that is frequently top of mind for gig/job seekers in this harsh economic environment. Listing the level of compensation directly on job postings can instill clarity and accelerate the potential hiring process.

Although it’s a departure from tradition, this upfront approach is hardly idealistic—it’s happening. According to Lightcast: “The rate of advertising wages on job postings more than doubled between 2017 and 2022.” How does this finding factor into the bigger recruiting picture for 2023? The reality now is that “25% of degree position postings have included an advertised salary.” In fact, several locations in the country have enacted laws that require this information, such as New York City and Colorado. As a result, “more and more companies are following suit.”

Work with the Right Recruiters

Rather than go it alone to try to secure talent, reach out to specialists for surefire and streamlined results. They have the infrastructure, network, and know-how to tap into exactly what employers require efficiently and effectively.

Creative Circle, a recruiting and consulting services firm, is a leader in temporary and freelance staffing; their most prominent placements range from digital marketing and creative staffing to managed services and in-house studio development. A leader in this space in the U.S. and Canada, Creative Circle matches its broad candidate base with the precise requirements of clients, which include the Fortune 500, boutique agencies, and startups. It understands that clients have needs that may be both dynamic and urgent and has the breadth and agility to resolve their biggest challenges. As the Creative Circle tagline says: “We make hiring exceptional talent simple.”

How to Retain these Valuable Workers

Train and Tool

Offering work on a remote basis is an enticing hiring hook, but it requires planning, education, and resources of its own. Put systems and corresponding learning in place for stakeholders to prosper. “Leaders must adapt to leading and developing teams from a distance,” reads an article from Business News Daily. ”This new work environment requires a different set of skills than traditional in-office management. Leaders need to be prepared to address challenges—such as communication, teamwork and company culture—among a dispersed workforce.”

  • Provide managers with knowledge to succeed in the remote universe. Learning should cover how to establish and communicate clear expectations as well as inspire and recognize individual and group contributions, and robust training helps leaders effectively guide and supervise virtual/distributed teams. Set this up soon to ensure a smooth flow of work and team satisfaction.
  • Invest in collaboration technologies and applications that give teams and groups the means to connect, brainstorm, and share work. “By using the right tools and technologies, it’s possible to quickly bring together virtual teams to perform a variety of tasks with greater efficiency and better results than individual efforts could achieve alone.”

Appoint an Ombudsman

Companies may engage a number of contingent workers who may serve in various capacities and parts of the organization and have different reporting relationships. This can form a complex web, especially within a large and decentralized firm. As a best practice that helps in this situation, install a manager to oversee these members from the start and on an ongoing basis.

A freelance manager has a range of responsibilities and offers an array of benefits to the organization and workers. This person onboards freelance arrivals and provides them all with the same information about pertinent policies; this helps with, among other things, quality control. This individual communicates clearly about expectations from the company’s point of view, removing ambiguities and freeing freelance talent to focus on their assignments. A go-to person, the manager provides these disparate contractors with an overarching relationship and main point of contact.

To sum it all up…. Life and the economy being what they are, more freelance talent is on the market at this time when companies most need it. What’s the call to action for 2023? When addressing today’s hiring needs, organizations must move decisively and quickly to obtain and then retain these valuable freelance resources. And get in touch with Creative Circle today to get the support you need for your hiring journey, especially in marketing and allied functions.

 

About the author.
You name it, she covers it. That’s the can-do attitude Sherry M. Adler brings to the craft of writing. A polished marketing and communications professional, she has a passion for learning and the world at large. She uses it plus the power of words to inform and energize stakeholders of all kinds. And to show how all of this can make a difference, she calls her business WriteResults NY, LLC.

The COVID-19 pandemic has shaken up the workforce in myriad ways — disproportionately impacting women and undermining much of the progress towards gender equality in corporate America. While it’s promising that women are returning the workforce, they continue to encounter challenges that keep them from climbing the ranks within their organizations.

In the face of this, Creative Circle, a recruiting and consulting services company based in Los Angeles, has remained steadfast in its dedication to putting women to work. Every year, Creative Circle partners with its clients across North America to place thousands of women in contract and full-time positions in the creative, advertising, and marketing space.

Creative Circle’s dedication to women starts from within, with a culture that is centered around people and relationships. The company’s president, Matt Riley, emphasizes that before Creative Circle had offices across North America and powerful recruitment technology, there was just one office — filled with individuals who worked diligently to put people to work and bring creative visions to life. As the company expanded its scope, the team has made certain that Creative Circle stays true to its people-focused roots.

And this promise has paid off. Today, women make up 80% of the company’s workforce, including 60% of the senior leadership team. Recently, Creative Circle established multiple employee resource groups (ERGs) that provide support for women and engage with relevant issues, both within the company and beyond.

While proud of these accomplishments, Creative Circle strives to do even more. From setting ambitious goals to hire and promote more women, to expanding parental benefits and sponsoring women-specific networking opportunities for employees and contractors, Creative Circle is committed to supporting women both within and outside of its walls.

Beyond empowering employees and contract candidates, Creative Circle also supports women in underserved communities globally. Every year, Creative Circle allocates tens of thousands of dollars for each office, division, and ERG to donate to a charity of their choice; some recent recipients include Black Mamas Matter Alliance, Feeding America, Charlie’s Army, My Sister’s Place, Gensis Women’s Shelter, and Girls Who Code.

Creative Circle is proud of the women it employs and the tremendous impact they continue to have on the company and the broader community. Riley shares that he hopes other companies will be inspired by Creative Circle’s dedication and will take similar steps to empower women in the workforce.

 

As our 20th Anniversary Year came to an end, we asked the Creative Circle team to share out the biggest lessons they’ve learned over the 20 years. From lessons in life, work, and family, hear about the team’s best advice from over 20 Years of us & cheers to another 20 more!

Ron Erdmann

  • Good news is easy but knowing how to approach a more problematic issue and get the results you need without complicating or damaging the relationship is a true communication skill. I learned it here and it has served me well both on the job and off.”

Melissa Sanchez

  • Log off at a normal hour. Respect your co-workers’ work hours/ time zones.
  • Say thank you. Recognizing people when they do even a small thing, it goes a long way.

Lyla Weiss

  • I’ve learned that working collaboratively whether it’s dealing with a difficult situation, finding the right candidate for a role, etc. typically makes for the most successful outcomes.
  •  I’ve learned how to make one very good-looking cheese plate. Pic attached for evidence, although this is a veggie platter still counts.
  • I’ve learned that your opinions and ideas matter and speaking up is one of the best ways to be true to yourself.
  • I’ve learned that you can’t make everyone happy but as long as you are living with integrity that’s all that counts.

Katie Welker

  • Sometimes slowing down is the best way to speed up (in work and in life).
  • Take your lunch break.

Chloe Dionisio

  • ‘How we spend our days, is how we spend our lives.’ Invest time into roles and places that make you feel supported and connected.

Liz Perry

  • From posing for a holiday picture with Santa and the Seattle team to dinner at Eataly in Chicago during leadership training to late-night dance parties at COE in Mexico to karaoke at a dive bar in LA, one of the biggest lessons Creative Circle has taught me is that it’s easy to do my best work, be myself, and show up authentically when the people I surround myself are doing that too. Creative Circlers are each other’s biggest cheerleaders, and that isn’t by chance, it’s by design. I’m lucky to have made so many great memories through Creative Circle with coworkers who have become my friends for life.

Tonya Ames

  • Because of Covid, I’ve really had to teach myself the art of work-life balance. Without a commute, I feel like I cannot step away from my computer as easily as when I was in the office. It’s easy to make one more phone call, have one more meeting or send out one more email due to the accessibility of my office at home. Setting digital boundaries has been critical for me (although I don’t always adhere to them). It’s a start for me and it’s a muscle I can continue to strengthen.

Shannon Robinson

  • What I’ve learned is that it’s not a sprint it’s a marathon and that the rankings aren’t a reflection of my efforts or successes. This mindset is what helps balance work and life – give 100% attention and effort to each – how you ask? Time blocking!! It’s a skill I’ve mastered after 15+ years in the seat and one I’ve applied to my everyday life!

Jenna Miller

  • Always being open to new tactics and recommendations + open to trying something new. If it works, excellent! If it doesn’t, toss it – or better yet, try it again in the future!
  • Asking questions is so important, as is being humble, and knowing that is it OKAY to not know everything. Always keep evolving and growing!
  • Build connections. Whether it’s with a professional colleague, friend, or family member, each relationship you build with another person adds another beam of support to what you’re building for yourself.
  • Look on the bright side. Every day isn’t going to be the best day and some days can be downright challenging. However, if you can remember to look on the bright side, the difficult days can be just another way to grow.
  • Power in failure. Not everything you do will be successful. But don’t stress about these failures. Every failure gives you the chance to grow both personally and professionally. There is no better way to know what works than knowing what doesn’t.

Michelle Murcia

  • Being a mom has made me a better employee/ leader/communicator than any coursework I’ve ever completed!

Emily Detroy

  • Fail fast and fail forward.