Celene Hoag's guest appearances

Celene Hoag

Cold Star Project

Say it Online

Jason Kanigan

Jeremy Pope

Dan Englander

Brent Weaver

Say Gabriel

John Jantsch

Brian Reynolds

Aaron Krall

AJ Wilcox

David Carroll

Edmund Burke

Dylan Taylor

Jeremy Miller

Chris Martinez

John Corcoran

OwlTail

Why has our team started creating profiles for our ideal candidates the way we build our customer avatars for clients? Find out in this episode as I sit down with Celene, our Chief of Operations to discuss the challenges of hiring for a digital team. Honestly, we’ve had a lot of challenges in hiring—specifically with our Admin role. We had to take a step back and ask ourselves “are we hiring for the right role?”  Over the last couple of years, hiring a Virtual Assistant has been a revolving door while our strategists have been with us since day one. We decided to dig in and share some of the biggest barriers we’ve faced in hiring for our remote team, and how we overcame them by truly understanding the role we were hiring for so we could hire the right person. Find out why we decided to go with a long job description (over 1500 words!), the importance of culture on hiring choices, and how we put proper screening processes in place to ensure we found the right, long-term person for our Admin role. Tune in to learn how to:  Build job responsibilities based on problem solving and efficiency.  Shift the language of your job posting to ensure you’re engaging the right candidates. Engage your team in building a job description that will attract the right candidates.  Curious to how we ended up hiring the best Admin Manager EVER?  See the job description we used to find Kevin by  clicking here!

Why has our team started creating profiles for our ideal candidates the way we build our customer avatars for clients? Find out in this episode as I sit down with Celene, our Chief of Operations to discuss the challenges of hiring for a digital team. Honestly, we’ve had a lot of challenges in hiring—specifically with our Admin role. We had to take a step back and ask ourselves “are we hiring for the right role?”  Over the last couple of years, hiring a Virtual Assistant has been a revolving door while our strategists have been with us since day one. We decided to dig in and share some of the biggest barriers we’ve faced in hiring for our remote team, and how we overcame them by truly understanding the role we were hiring for so we could hire the right person. Find out why we decided to go with a long job description (over 1500 words!), the importance of culture on hiring choices, and how we put proper screening processes in place to ensure we found the right, long-term person for our Admin role. Tune in to learn how to: <ul> <li>Build job responsibilities based on problem solving and efficiency. </li> <li>Shift the language of your job posting to ensure you’re engaging the right candidates.</li> <li>Engage your team in building a job description that will attract the right candidates.</li> </ul> Curious to how we ended up hiring the best Admin Manager EVER?  See the job description we used to find Kevin by <a href="https://docs.google.com/document/d/1kM9h33P1Hv-YX7jicoEo5bQEAdOYxZTD6C9ama_ThHQ/edit?usp=sharing" rel="nofollow" target="_blank"> clicking here</a>!

015: Hiring The Right People For Your Digital Team With Celene Hoag

Why does Celene Hoag, Chief Integrator at Anansi Content swear by our process and resources for leading our agency? Find out in this episode as I sit down with Celene to learn about leading a growing team in the digital world from the start-up phase.     Celene came to us from commercial real estate appraisal. During her maternity leave, Celene joined the team taking on admin tasks which quickly led her to leading all operations for our organization, and basically running the company!   Celene dives into common mistakes copywriters make in creating conversion content, why and how to stay away from generic language, and how to build the best team for your digital agency.    Tune in to learn how to:  Find the right tone to engage your ideal customers on an emotional level Screen and keep the right people on your team Use your organizational values in your hiring process    Curious about our amazing process and resources?  Be sure to grab our  Conversion Content Rubric to see how your content scores.

Why does Celene Hoag, Chief Integrator at Anansi Content swear by our process and resources for leading our agency? Find out in this episode as I sit down with Celene to learn about leading a growing team in the digital world from the start-up phase. Celene came to us from commercial real estate appraisal. During her maternity leave, Celene joined the team taking on admin tasks which quickly led her to leading all operations for our organization, and basically running the company! Celene dives into common mistakes copywriters make in creating conversion content, why and how to stay away from generic language, and how to build the best team for your digital agency.  Tune in to learn how to: <ul> <li>Find the right tone to engage your ideal customers on an emotional level</li> <li>Screen and keep the right people on your team</li> <li>Use your organizational values in your hiring process</li> </ul> Curious about our amazing process and resources? Be sure to grab our <a href="https://docs.google.com/document/d/1QOUVuF3u6-dH2OPTF6pEcBqxNIiwIdoA_FQISzJYrRI/edit?usp=sharing" rel="nofollow" target="_blank"> Conversion Content Rubric</a> to see how your content scores.

011: Building killer processes for your digital team with Celene Hoag

Celene Hoag is the "glue" holding a fast-growing white label content creation business together. Like any other relatively young business, Anansi Content Solutions faced growing pains moving from being a small agency of a couple of people primarily working “in” the business to a larger team of five and working “on” the business.Figuring out who to hire next, going through periods of being super swamped and over-capacity, then increasing the team (which incurs other expenses and training time) caused cashflow issues because they suddenly had one more mouth to feed. And the project load didn’t magically increase to accommodate the new person. They also had a string of virtual assistants (VAs) coming and going due to a series of random occurrences so that took a lot of extra energy to continuously hire and train people.Doing everything themselves, while simultaneously trying to build the foundation of the business, clearly didn't work effectively. They knew where they were at, and had a clear picture of where they wanted to be, but really struggled with what the path from point A to point B looked like. Two main things have helped Anansi grow so quickly and smoothly:1. Having so many detailed processes mapped out for tasks, divided by projects, admin and sales. Having processes clearly documented also allows new team members to step into their roles much quicker because instead of spending training time showing them how to do basic things, Celene can spend it showing them how to do them really well, and also answering their questions.Being able to invite partners to the Teamwork app on their projects and have them see the backend is an added bonus, because they see just how detail-oriented and organized Anansi is. This has a big impact on trust.2. From Brent Weaver from UGurus was the concept of structuring the business around a Single Scalable Seat. This means having a single role which you can measure cashflow and capacity around, and easily scale up or down by adding or removing people.If you want the clarity and effectiveness of having processes like those described in this interview, book a call at coldstartech.com

Celene Hoag is the "glue" holding a fast-growing white label content creation business together. Like any other relatively young business, Anansi Content Solutions faced growing pains moving from being a small agency of a couple of people primarily working “in” the business to a larger team of five and working “on” the business. Figuring out who to hire next, going through periods of being super swamped and over-capacity, then increasing the team (which incurs other expenses and training time) caused cashflow issues because they suddenly had one more mouth to feed. And the project load didn’t magically increase to accommodate the new person. They also had a string of virtual assistants (VAs) coming and going due to a series of random occurrences so that took a lot of extra energy to continuously hire and train people. Doing everything themselves, while simultaneously trying to build the foundation of the business, clearly didn't work effectively. They knew where they were at, and had a clear picture of where they wanted to be, but really struggled with what the path from point A to point B looked like. Two main things have helped Anansi grow so quickly and smoothly: 1. Having so many detailed processes mapped out for tasks, divided by projects, admin and sales. Having processes clearly documented also allows new team members to step into their roles much quicker because instead of spending training time showing them how to do basic things, Celene can spend it showing them how to do them really well, and also answering their questions. Being able to invite partners to the Teamwork app on their projects and have them see the backend is an added bonus, because they see just how detail-oriented and organized Anansi is. This has a big impact on trust. 2. From Brent Weaver from UGurus was the concept of structuring the business around a Single Scalable Seat. This means having a single role which you can measure cashflow and capacity around, and easily scale up or down by adding or removing people. If you want the clarity and effectiveness of having processes like those described in this interview, book a call at <a href="http://coldstartech.com" rel="nofollow" target="_blank">coldstartech.com</a>