Questions
- Why is Red Dog Media hiring right now?
- What are the differences between the various marketing roles listed?
- What technology is used?
- What type of desktop provisions do employees use?
- What is the salary range dependent upon?
- What are the schedule requirements?
- What does the training process entail?
- Is there cross-collaboration between teams and departments?
- What is the biggest challenge for the marketing roles?
- What does RDM’s turnover rate look like? Has the company experienced or do you expect layoffs due to how quickly you are growing?
Why is Red Dog Media hiring right now?
We are fortunate to have great opportunities at our company, and hiring is about making sure we have the appropriate resources in place to capitalize on those opportunities. We are looking for talented and engaged individuals who can help us achieve our goals and build the powerhouse marketing company we strive to create.
That being said, we are not necessarily in a rush to fill any position. Instead, we are focused on hiring the right person for the right job. We are strategically expanding our team and want to ensure throughout the interview evaluation process that it is the right fit on both ends.
What are the differences between the various marketing roles listed?
Right now, we have the following listings: Marketing Analyst, Paid Search Marketing Specialist, Digital Marketing Specialist, Performance Media Buyer, and SEM Portfolio Manager. That being said, all of these listings have the same role and responsibilities internally which we refer to as a ‘Marketing Specialist.’ We realized that our internal title is rather vague and decided to list the position under a few different titles in order to attract the most qualified candidates.
What technology is used?
Think technology is man’s best friend? We get it. At Red Dog Media, we’re always leveling up with new tools and technology. All of our teams are supported by a mix of proprietary and industry-standard technology and applications, so they are enabled to do their best work.
Marketing Team
Conversion Team
Software Developer Team
Administrative Team
What type of desktop provisions do employees use?
Many of our teammates are enabled with electric sit-stand desks, ergonomic task chairs, triple monitors, video cameras, and Bose headsets.
What is the salary range dependent upon?
Our salary range is based on a variety of factors, including experience and culture fit assessment.
We believe that experience is important, but we are also focused on candidates who align with our core values and who we are excited to work with.
We understand that salary is an important consideration for job candidates, and we are committed to offering competitive compensation packages.
What are the schedule requirements?
Marketing: It’s important to note that for our marketing team, our ad campaigns are live 24 hours a day, 7 days a week, 365 days a year. Responsibilities may fall outside of Monday-Friday, 8AM-5PM. Some earlier, later, weekend, and/or holiday hours may be required. At minimum, working a weekend day every four weeks and two holidays per year will be required. That being said, it is expected to maintain a standard 40 hour work week. Employees are encouraged to take a weekday off in lieu of a weekend shift being covered in order to protect a work life balance.
Software Development: As a software developer, you’ll generally work a standard 40-hour week, with rare nights and weekends, given the infrequent emergencies we encounter (we like to think that’s a testament of doing our jobs well 🙂). We do want you to show some targeted urgency when needed to make sure we’re getting the important stuff done when we need it and tackling critical issues promptly though. Your daily schedule can have a lot of flexibility, as long as you have good overlap with the main people you need to communicate with to get your job done effectively. We believe that a solid work-life balance is very achievable.
What makes an employee successful here?
Employee success starts with a level of engagement and exemplification of our core values.
We believe that employees who are engaged in this type of work are more productive, creative, and innovative. They are also more likely to go the extra mile when necessary and to contribute to the success of their team and the company as a whole.
We look for employees who are passionate about our vision and who are eager to learn and grow. We also value employees who are team players and who are willing to help others succeed.
Here are some examples of how employees can exemplify our core values:
Be Curious – Being engaged with what you are working on; Making the effort to go deeper, understanding root issues; Considering topics from a holistic perspective; Not being satisfied with good enough; Not making surface level assumptions; Being humble and open to new ideas and perspectives; Searching for better ways to accomplish work
Be a Problem Solver – Applying that interest and curiosity into meaningful work; Taking initiative; Pushing projects forward; Prioritizing, organizing, and simplifying complex problems into actionable next steps; Executing on important work; Attention to detail and high quality of work
Be a Championship Teammate – Contributing as a top performer; Working well as an effective team unit; Working hard and applying a great deal of effort; Having the drive to succeed; Showing up prepared; Holding yourself accountable to high standards; Being coachable; Elevate those around you
Be Better Than Yesterday – Embracing a growth mindset; Charting a path of consistent, intentional improvement; Bringing more skills to the table today than yesterday; Being more effective in your role
If you are embodying our core values, it will be hard NOT to succeed at Red Dog Media.
What does the training process entail?
We utilize a platform called Trainual to guide new employees through an onboarding process – we have various self-guided subject modules set up that introduce our company, culture, what we do, and sets the foundation for your position.
Along with that, we set up individualized 30/60/90 day plans for all new employees. During the first week, a new employee will receive a set of expectations and goals for the first 30 days of employment. Upon hitting the 30 day mark, new employees sit down with their manager to discuss how it went and whether those expectations were hit. The same is done for 60 and 90 days. This is done in order to provide clarity within a new role and hold oneself and the company accountable to setting up a path to success.
During the training process, we also offer various courses to help develop the skills needed for the position and further one’s education. For example, our new marketers take courses on Microsoft Excel, Microsoft SQL, and Google Ads.
Is there cross-collaboration between teams and departments?
Yes, we believe that cross-collaboration is essential to innovation and success. We encourage our employees to work together on projects, to share ideas, and to socialize outside of their respective teams.
Here are some examples of how cross-collaboration happens at our company:
Cross-departmental meetings: We hold regular cross-departmental meetings to discuss common goals and challenges, and collaborate on cross-departmental projects.
Project management: We often have projects that require collaboration from multiple teams and departments. We use project management tools and processes to ensure that everyone is on the same page and that projects are completed on time.
Ideation: We encourage our employees to share ideas from all levels and departments. For example, those on the marketing team may share automation ideas they want to see implemented by the developers. Or any employee may submit experiment ideas to our CRO team.
Socialization: We have a number of social events and activities that encourage employees from different teams and departments to interact with each other. This helps to build relationships and foster collaboration.
We believe that cross-collaboration is essential to our success. By working together, we can achieve more than we could on our own.
Related to cross-collaboration: Check out Chad’s story.
What is the biggest challenge for the marketing roles?
The biggest challenge in the Marketing Specialist role is navigating the balance between learning new skills and applying them to meaningful work early on. In most cases, new hires are coming in without prior Pay Per Click (PPC) marketing experience, so they need to learn a new profession as they start to contribute. This can be a challenge, as it can take time to gain the necessary context and knowledge.
However, it is important to remember that you are not alone in this challenge. Your manager and team are there to support you and help you learn. With hard work and dedication, you can overcome the challenge of learning new skills and being productive in the short term. By taking advantage of the resources available and by being proactive, new campaign managers can be successful in this role without any prior experience.
Upon becoming established in a marketing role, the biggest challenge can be keeping up with the ultra, fast-paced industry that is ever-changing. The pressure to keep up can be stressful at times as it requires coming up with new, innovative ideas, creative problem solving, and pivoting strategy in order to push the bounds of yesterday as a company. While this may be exciting and engaging for some, it may not be an ideal fit for others.
What does RDM’s turnover rate look like? Has the company experienced or do you expect layoffs due to how quickly you are growing?
At RDM, we have been on a consistent growth trajectory for the past three years, and we fully anticipate this trend to continue. Our approach to growth is methodical, focusing on controlled, steady, and strategic expansion.
We constantly re-evaluate our staffing needs and align our recruitment strategies accordingly. This approach ensures we are never in haste to hire; our priority is to find the right fit for each role, and less of a focus on the time it takes. We strive to make RDM the ‘Last Place You’d Want to Work’, and arbitrary hiring or layoffs are contrary to this vision.
A predominant factor behind our turnover rate is misalignment between the individual and the company’s core values or goals. We seek individuals who are passionate about tackling complex challenges and are dedicated to their personal and professional growth. However, we recognize that not everyone will resonate with our mission, culture, and values. Despite our efforts to recruit individuals aligned with these principles, we acknowledge that we don’t always get it right. Additionally, some employees may also choose to leave of their own accord, seeking a better fit elsewhere. In such instances, we believe it’s in everyone’s best interest to pursue different paths, as our goal is to maintain a team that is both engaged and excited to be part of our organization.
Our company’s turnover rate is below or in line with the standard industry benchmarks. This rate reflects the strength and stability of our workforce.