Seattle JazzED的动态

?? Experienced Professional Seeking Genuine Collaborations! ?? Hey everyone! I'm #AmyBroadnax, a seasoned professional with over 25 years of experience in various industries. Here's a quick rundown of my background: ?? Mortgages & Private Banking: With a solid track record of helping clients navigate the complexities of the mortgage industry. I'm a sought after Mortgage Mermaid ????♀? that will guide clients through the NonQM process and create a plan to get you back on track in 12 months or less. ?? Advertising Sales Executive: Successfully led advertising campaigns and sales initiatives, driving growth and revenue. TransWestern Publishing, Harte Hanks, AOL, Google, Lead Dogs, Orbitz, Profit Fuel etc. ?? Nightclub Promoter: Managed and promoted some of the hottest nightlife spots, creating unforgettable experiences for patrons. ?? Live Artist Performance Partnerships & Business Development Manager: Directed one of Texas' most popular DJ coalitions, manged nightclubs, community events, organized car & trade shows playing a small part in fostering a thriving music community in Austin, TX. ?? Executive Roles: From VP to President's Assistant to Director of various projects, I've always been at the helm, steering companies toward success. My Stance on Paying for Consultations: ???? I've never had to pay for consultations in my extensive career. I've always believed in the value of mutual exchange and collaboration. Paying for consultations diminishes the spirit of genuine partnership and shared vision. I'm working on an ambitious project: Haunted Texas Theme Park. This isn't just another theme park; it's a project aimed at scaling America to efficiency. Unfortunately, many have misunderstood the amount of hard work required to get this done. ?? If you'd like to learn more about Haunted Texas Theme Park, please reach out. I would love to discuss your thoughts on my park and explore potential synergies. Let's connect and see how we can make magic happen together! ?? Looking forward to a phone call to discuss more. #ExperiencedProfessional #ConsultationStance #MutualCollaboration #HauntedTexasThemePark #ScalingAmerica #HardWorkPaysOff #Innovation #InvestmentOpportunities -

Strategic hiring! It’s so inspiring when you see the leadership at your company hiring the right people, and with a good reason behind it. Alexandria Vazquez and myself were hired in a time where latinos need to be represented in our country. Are you trying to step into a market where you don’t have representation? Maybe it’s about time to be strategic with your hiring. Hire latinos. Grow! PS. I love Radio ONE.

I think the biggest step in the Just Socials 2 years history. Hiring another Director, I never thought I would be in a position to do this but I read a quote a couple of months back saying you need to employ people that are strong at your weaknesses, and it’s so true…I am doing that. Let’s go 5 Year Growth Plan ??? #newbusiness #socialmediamarketingagency

In the fast-paced world of talent booking, having a great publicist or talent representative can make all the difference.??? From my experience, the key qualities that set exceptional publicists and talent reps apart include: ??? Professional Loyalty: Staying committed to the talent through thick and thin, and always advocating for their best interests. ?? Fresh Promotional Ideas: Continuously coming up with innovative and creative ways to showcase talent in the best light, ensuring they stand out in a crowded marketplace. ?? Authenticity: Being true to the talent’s authentic image and ensuring that all promotional efforts align with their genuine persona. ?? Impact Awareness: Understanding that their role directly impacts the next job the talent takes, and making decisions that support long-term career growth. At CTB, we prioritize building strong relationships with top publicists.?Do you know the best reps in the business? #centraltalentbooking #talentbooking #talentreps

"It's sports so we always get a ton of candidates whenever we post a job." "We don't have the budget to use a recruiting firm." "We have HR/Recruiting staff in-house that handle that." "That's just the way we've always done it." These are a few of the most common things we hear when we talk to folks in the sports and entertainment industry about their hiring needs. And as someone who has worked on both sides of the table for many years, I completely understand this kind of sentiment. However, as leaders in the industry, it's really up to us to lead change. It's not easy. But it's crucial to challenge our preconceived notions to adapt and thrive. When we fill jobs the same way over and over again, we start to create a culture of "good enough" and don't even realize it. Investing in talent is not just a cost; it's a growth strategy. Please reach out if you're curious what makes us different from other recruiters. We think you'll be pleasantly surprised. And of course, we want to hear your personal views on hiring because the more we listen, the more we understand. And stay tuned as Advance Sports brings you a series of posts filled with insights and data that may surprise you. This isn't a sales pitch - it's a conversation we need to have to ensure our industry's continued evolution. Join us as we Advance Sports.

Ok, going out on a limb here and using a ?? analogy. Let’s talk about our new fractional services, or as I'll refer to them here, pizza slices. Not every company needs the whole pizza. Sometimes, all you need is a slice. Maybe it’s a thin crust, perfectly crisp, with just enough talent strategy to fine-tune your hiring roadmap. Maybe it’s a deep-dish recruiter to fill that one critical role. Hell, maybe you just need someone to deliver an extra slice when your team is maxed out and hangry. That’s why we’re launching Fractional Talent Strategy & Recruitment Services. We’re here to give you just the right slice of expertise exactly when you need it. No pineapple (unless you’re into that, but that travesty is you). Because when it comes to talent, sometimes a slice is all you need. Like any good pizza, it’s better when you get to choose the toppings. So whether you need 10%, 50%, or 75% of what we do, we’ve got the toppings you’re looking for. Let’s make your team whole again – one slice at a time. #FractionalTalent #TalentStrategy #Recruitment #EwwPineapple

One question I heard a lot at the events I was at last week was “Is it realistic to always hire A players?” In honor of final four, I’ll use a basketball analogy (even though the Wolfpack didn’t win). In my experience, it *is* possible to always hire A players. But people get tripped up on what “A players” actually means. In a conversation last week, someone said “I can’t afford to always hire A players.” “Why not?” I asked them. “Because I can’t bring on that many senior people.” And that right there is the misconception. An “A player” is not about the seniority of the people, it’s about the capability of the people at their level. Look at the basketball teams that win championships. Yes, there’s usually a superstar outlier or two (A+ players), but those teams are also made up of A players across different *roles*. The role is the point, not the seniority. Here’s a personal example: If I am building a team, that team is going to have mid-level (non senior) people on it. That doesn’t mean those people are not “A players”.? In fact, I’ve hired some rockstar people that were “mid-level” at the time and now run product for other companies. I think a better question is: How do we make sure that for every role we hire for, the people we hire are “A players”? That’s a lot more tough to do. It just takes putting in the time to interview candidates. It also means keeping the team overall at the “A” level.

Hiring the right person is great… until they take over your entire job. ???? Imagine you’re directing a movie. ?? You cast a brilliant lead. ?? Next thing you know, they’re running the press tour, making all the headlines, and—let’s be honest—probably directing you. Suddenly, your project is their project, and you’re just happy to be included. ?? Moral of the story? The right hire should elevate the team, not become the team. Whether it’s executive search or Hollywood, pick someone who leads with you, not instead of you. Otherwise, you might find yourself in the background of your own success story. ?? #HiringMatters ? #RightPersonRightFit ?? #SomePeopleMoveFast ?? #NotNamingNamesButYouKnow ??

When your organization is being criticized and mocked, could a simple, immediate improvement come from a respected, quality new hire? Look at this headline: "The Lakers should pursue Bob Myers to fix their front office and reputation" Notice the headline infers that hiring this person could remedy process, trust, stakeholder relationships and thus, reputation. That's a powerful prescription. #PR #business #sports #organizationaldysfunction #correctingdysfunction #owner #entrepreneur #boardadvisory #publicrelations

This kid deserves 100% of my attention. So does my newborn Ezra. So does my business. So does my team. And of course, my amazing wife. That’s without mentioning: - My family - My clients - My socials - My friends - My network And many other people in my life. But guess what, there’s only 1 of me. So here are 3 things I’m doing to stretch my bandwidth & give everyone as much of me as possible: 1/ Delegating Any task that doesn’t need me is being delegated. ??Quality stays 10/10. ??I don’t get stretched. ??Nothing gets missed. 2/ Embracing it My young kids will never be this young again. So even though it can be stressful, I’m trying my best to enjoy every minute. 3/ Hiring superstars My team are awesome. They go above & beyond for our clients & I couldn’t do it without them. Granted, I’m far from perfect. But these 3 things have been huge in making life function at the moment & I strive to do better at them every day. P.S. Fellow busy founders, anything else you’d recommend?