“There is this perception that if you bring on freelance help. they won't know the brand as well. and you won't be able to deliver the same level of work.” But freelancers have helped her full-time team level up their work without breaking the bank or making a long-term commitment to a short-term role. Plus. they can always become full-time hires if they’re a stellar fit. She hires for humility and grit — not just credentials. Like every long-time manager. Guzmán has made some hiring missteps in her career. One of them: over-relying on outside recommendations.
“I don't think there's ever been a time when someone Ghana Phone Number List was like. you should hire this person. and I didn't think so. and then did and was surprised.” Today. she’s learned from that. and has a few key criteria she looks for in every new marketing hire: Enough humility to acknowledge a mistake: When she asks about a candidate to talk about a past mistake. and they “either share something that people around them did that was bad. or pretend that something that’s great was a mistake” — it’s a red flag. Examples of past work they’re proud of: If candidates don’t have one off the top of their head. it’s a bad sign about “your level of passion and your level of desire for excellence.
” Grit: This is especially important for more junior hires. “Having a marketing degree or good internship isn’t going to move the needle much.” Guzmán said. “Grit is a much more important trait.” “Having a marketing degree or good internship isn’t going to move the needle much. Grit is a much more important trait.” At the end of the day. though. she doesn’t hire without the X-factor: good vibes. “Trust your gut.” she said. She doesn’t run her teams into the ground. Brand guidelines are essential to Guzmán. Just as essential: not making people execute on them in a sleepless daze.