by Angela Copeland | Jun 21, 2016 | Job Posting
Moo is seeking a Senior Product Marketing Manager in Boston, MA.
We’re looking for a passionate, talented problem-solver to join our team in Boston as Senior Product Marketing Manager. This is a new, exciting role here at MOO created with the goal of maximizing global revenue from Business Card (BC) sales. In this role, you will help spread the word about our existing Business Card products as well as help launch new features and use cases.
To learn more, or to apply online, visit the Moo website.
by Angela Copeland | Jun 20, 2016 | Advice, Job Posting
iHeartRadio is seeking a Vice President of Acquisition and Retention in New York, NY.
The SVP of Acquisition is a strategy role with responsibilities for collaboration among marketing programming, digital, sales, and promotion and engagement teams in the creation and execution of marketing campaigns. These are campaigns that grow installs, registration, unique active listeners, total listening hours, as well as promotional campaigns that produce results for our advertising partners. The position requires a person with curiosity, a sense of urgency, excellent communication and strong organizational skills. Further, you want to be a part of a team that is leading the music streaming music revolution, while still pushing our existing products by combining market insights into a clear strategy. We are seeking a highly motivated self-starter who knows how to “fail fast” and succeed in building the best experience for music listeners world-wide. Lastly, you will be passionate about delivering innovative customer-focused products, constantly measuring progress, and continuous learning and improvement
To learn more, or to apply online, visit the iHeartRadio website.
by Angela Copeland | Jun 20, 2016 | Job Posting
The National Civil Rights Museum is seeking a Director of Operations in Memphis, TN.
The Director of Operations is responsible for the day-to-day management of the Museum operation. The Director is responsible for ensuring that guests to the Museum have a quality experience by demonstrating excellent customer service throughout the Museum, maintaining the facilities, its exhibits, and providing an enjoyable retail experience. The Director of Operations is responsible for managing administrative staff, both exempt and non-exempt, to deliver on the Museum’s mission.
To learn more, or to apply online, visit the National Civil Rights Museum website.
by Angela Copeland | Jun 20, 2016 | Advice, Negotiating, Newsletter
If you ask an employer why their employee quit, they often say pay. The person found a better deal somewhere else. But, if you ask the employee the same question, pay is rarely the reason.
It’s certainly at the top of their list for the new company they want to work for. But, it’s rarely the real reason they left their old company. As you know, a big reason employees leave is they feel treated unfairly.
This brings the question, “What is fair?”
At a government job (including the military), what’s “fair” can feel more obvious. Pay is a known quantity because pay scales are public information. Promotions and raises are typically scheduled. In this type of job, it’s unlikely you will wake up one day to learn that your peer is making significantly more money than you, or has been awarded more vacation.
In a corporate job however, this isn’t the case at all. I’m the biggest advocate for the job seeker, so don’t get me wrong. But, things work differently in this world.
What’s “fair” often doesn’t matter.
Pay is based on things like how well you negotiated. It may be based on your previous salary history. It could even be based on the college you attended.
It isn’t necessarily based on the following:
- The quality of your work
- How senior you are
- How much money you saved the organization
- How smart you are
Essentially, fair is what you’re willing to accept.
And, once you’re in the door with a company, they aren’t obligated to pay you more just because you’re a superstar.
It’s upsetting, I know. It can make you angry. It can make you want to scream.
But, in the corporate world, you are your advocate. You’re the one who must convince your company and your boss that you’re valuable. Getting the most money is a game. It’s one you have to play.
And, you have to play it on the front end. Don’t expect future raises to be more than 2-6% annually once you’re at a company.
So, what should you do when you wake up one day to realize that your peers are making more than you?
You could kick and scream. You could quit. There are laws about this stuff, RIGHT?
Yes, you could. And, if you’re truly being mistreated, I don’t want to discourage you from seeking help. But, think about where you want to put your energy.
If your company doesn’t respect you enough to pay you what you’re worth today, what difference will it make if they pay you more tomorrow? You’ll still be in the same unfortunate situation, with a boss who is unlikely to recognize your talents or encourage your growth.
If you learn that you’re being treated unfairly, my suggestion is to start looking for someone who will treat you fairly. Search for a company that values you. Find a boss that will promote you, and be your advocate.
Stop focusing on the past and start looking toward the future.
But, whatever you do, don’t quit your current job (if you can help it). I know it’s awful. I know you hate being there. I get it; you hate your boss. But, if you quit, you will forever have to explain what happened, and why you have a gap on your resume. You’ll forever have to explain that you were underappreciated and underpaid.
Other people may even assume that you were fired. Crazy, right? It’s something we don’t think about when we make the choice to quit, but hiring managers will wonder what happened.
If you are being treated unfairly, I’m terribly sorry. It’s the absolute worst feeling in the world. Hang in there, and refocus your energy on what you can control – YOUR FUTURE. In no time, you’ll find someone who will truly appreciate you!
I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Jun 19, 2016 | Job Posting
Blue Apron is seeking a Director of Corporate Development and Strategy in New York, NY.
What We Are Looking For: A driven, quantitative and collaborative Director of Corporate Development & Strategy. As the leader of the Corporate Development & Strategy team, you work collaboratively across functions (including Legal, Finance, Operations, Marketing, Engineering, Purchasing, Culinary, etc) to identify and evaluate both acquisition and investment opportunities. You provide the management team with the needed insight to drive intelligent, sound decision-making. You understand the industry landscape and harness it to manage our deals and integration. With an air of humility, you bring strong quantitative skills, strategic thinking and sound business judgment, along with the ability to think about what is — and what could be. You will be involved in decision making, strategic development and ultimately help define, shape and analyze the direction of our rapidly growing company.
To learn more, or to apply online, visit the Blue Apron website.
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