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Six weeks in. Still interviewing. Still no hire. Is this too real? Yesterday, my CMO friend described hiring marketing assistants like “sprinting in quicksand.” She’s leading a small team at a fast-growing SaaS company. They’re big enough to need specialists in every channel, but not for a dedicated hiring manager. Finding the specialist fell on her plate. But so did leading strategy, building the AI playbook, and the execution for the channel she was hiring for. She told me she lost two 10/10 candidates to silence. She was so deep in the work she was hiring for, she couldn’t move fast enough to keep them warm. She's smart. She’s strategic. So I told her the truth: “You have zero hiring strategy.” Silence loses candidates faster than any interview. Their energy fades. They don’t feel valued. If you can find the right kind of person, that energy matters more than anything you learn in the interview. Quicksand doesn’t pause for you. Neither do A+ marketers. You have to move with energy, communicate as much as can, and when you spot the right person, add as much value to get them on your team, from application to offer letter. The past 5 years at GrowthAssistant, I’ve seen this exact pattern play out. The teams that win with talent aren’t the ones with the best interview process, they’re the ones with the fastest ones. Curious- how fast does your team move? If you're in the quicksand right now, we can help pull you out: https://lnkd.in/g3yMKtsv

Most of what you've read about GEO online is wrong, and some of it will get your site penalized. But the brands getting it right are showing up in the AI questions their buyers ask, and watching it lift their other channels 15-20%. On Thursday, August 20th, we're hosting a round table to break down what's actually working: the technical quick wins, how to measure it, and how to spot the snake oil. You'll hear from two in-house SEO/GEO experts synthesizing patterns across 100+ brands, plus Tipalti, a B2B finance automation platform whose GEO strategy earned them citations across 7 different AI engines for their top queries. Save your seat below.

The risk is not only making the wrong hire. It is letting an unresolved capacity gap slow the work that needs to move now. FOCL added GrowthAssistant support to scale operations in 90 days without waiting for a traditional hiring process to catch up. See how they created a more flexible path to capacity.

Every B2B software team knows the risk of getting a hire wrong. But waiting has a cost, too. While the search stretches, campaign work, lifecycle operations, reporting, and QA do not pause. They get absorbed by the people already responsible for growth. See the tradeoffs behind delayed hiring and what kind of support the work actually needs.

Most B2B software teams do not have a strategy problem. They have a senior-people-doing-execution problem. The Head of Growth is still reviewing QA. The Lifecycle lead is still pulling reports. Demand Gen is still fixing handoffs. The work may be repeatable. The cost of keeping it uphill is not. See what waiting on the right hire is really costing your team.