Author: Franz Malten Buemann

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Hosting a webinar is an excellent way to connect directly to your audience, raise awareness for your brand, and establish your organization as an expert in its field. According to Zippia, 73% of B2B webinar attendees become qualified leads while 20%-40% of B2C attendees become leads. With that said, one way to attract audiences to your webinar is to have a good webinar landing page.
A webinar landing page gives audiences a first impression of the quality of your webinar. Designing a webinar landing page can seem daunting. Fortunately, there are many outstanding webinar landing page examples online that can give you some inspiration.

Webinar Landing Page Examples
To help you craft the perfect landing page for your webinar, I’ve gathered 20 examples from various companies.
1. Slack
This webinar landing page is minimalist and straightforward while featuring an interesting image that corresponds with the topic. If you scroll down, you’ll find a paragraph that clearly states the purpose of the webinar and who benefits from tuning in. To the left of the paragraph is an easy-to-fill-out registration form that further enforces the fact that the webinar is meant for business professionals.
The landing page is also easy to share with others thanks to the social media buttons featured above the paragraph.

2. CXL
CXL’s webinar landing page features multiple calls to action:

“Join this workshop to learn what are the real benefits of Google Analytics 4 …”
“Get unlimited access”
“Watch on demand anytime”

These CTAs concisely explain the point of the webinar and persuade visitors to register and tune in. The “About This Workshop” and “What You’ll Learn” sections give better context around the topic.
The registration form is also simple and doesn’t require a lot of information — just the visitor’s first name, last name, and email address.

3. Google
The colorful illustration captures the visitor’s attention, and the copy is easy-to-read thanks to the bold headlines and detailed paragraphs. The CTA button also encourages visitors to view the recorded webinar.

4. HealthCheck360
This webinar landing page gets straight to the point by immediately having the registration scaled large against a dark background.

5. Salesforce
Salesforce uses big bold lettering for its headlines and hotline. Its registration form also features a call to action at the top. Combined with the unique image to the right of the form, this landing page is both visually appealing and easy to navigate.

6. P&G
The topic of the webinar is emphasized by the bold white text against a blue background. The professional tone of the webinar is further made clear by the corresponding image of what appears to be a meeting. The web copy above the registration form explains the key takeaways of the webinar.
The landing page also features a section under the registration that encourages visitors to sign up for job alerts and forms of communication.

7. ThoughtSpot
ThoughtSpot keeps the landing page for its webinar clean and organized with bold lettering over a geometric image.
The paragraph below includes everything visitors need to know about the webinar and its purpose. Even better, below the paragraph are images of the webinar speakers and their roles in the company to lend credibility.

8. Alibaba
Alibaba’s webinar landing page features a video and a CTA button encouraging visitors to watch the recorded webinar immediately.

9. LinkedIn
This landing page prioritizes simplicity and ease by featuring a bulleted list of key takeaways from the webinar and allowing LinkedIn members to easily autofill the registration form.

10. Zoom
This landing page shows Zoom hosts regular webinars five days a week at specific times, and there are several points on the page where those who are interested can register.

11. Schneider Electric
Schneider Electric uses a bold graphic with the word “Innovation” in big, bold green letters against a green background. Below the image is the headline, which stands out thanks to its bright green lettering. Registering is easy and even allows visitors to pick the specific sections of the webinar they are interested in viewing.

12. Airbnb
Airbnb uses multiple images to catch visitors’ attention. It also tells visitors the webinar is about 60 minutes long, which will allow viewers to set aside the time needed to watch and take notes. Though this webinar is sold out, the page is still valuable to visitors because it features a CTA button that will take them to similar events being held on the website.

13. Bosch
Though the page could be improved by including bolder texts and an interesting image for its webinar landing page, the registration form is front and center and easy to fill out. Those who prefer a straightforward, no-nonsense approach may appreciate this page.

14. Cisco
Cisco uses a countdown to let viewers know when the next webinar will be hosted. To join ahead of time, viewers can click the “Add to Schedule” button and either sign in or create an account.

15. Trello
Trello sticks to the minimalist approach and forgoes any vivid imagery. Instead, the company uses bold lettering and the company logo, followed by a paragraph that explains the purpose of the webinar. The yellow CTA button at the bottom of the landing page encourages visitors to watch the webinar on demand.

16. Adobe
Adobe uses gradient colors to draw the viewer’s eye to the text highlighting the webinar’s topic. Under the image is a paragraph that goes into greater detail about what viewers can expect and the registration form is neatly displayed to the left.

17. Grab
The webinar topic is made obvious thanks to large bold lettering on the landing page’s banner. The banner includes the topic, the date of the webinar, and a CTA.

18. Prudential
Prudential is a great example of what to do after a webinar is over and visitors find your landing page. The name and parts of the webinar are displayed in bold and there is a brief sentence or two describing the topic. Below the copy is a CTA button that directs viewers to watch the recording and download the slides.

19. Oracle
The design for Oracle’s webinar landing page is simple yet visually interesting. The large white headline shows the subject of the webinar. If you scroll down, you’ll see a peaceful image of a woman on her bike and a paragraph giving greater insight on the left. The bottom of the page has images of the webinar’s speakers and their roles to add legitimacy.

20. Gartner
Gartner doesn’t rely on imagery at all. Its webinar landing page features a huge headline followed by the time, date, and length of the webinar, followed by a paragraph explaining the topic and key takeaways.
The registration form features a strong CTA and only requires a work email, making it incredibly simple to register.

Webinar Landing Page Best Practices
While it’s good to have your own unique approach to creating the best webinar landing page for your company, it’s important to adhere to the following best practices:

Include a clear, catchy, and concise headline to grab the reader’s attention.
Write an engaging body paragraph that expresses why readers need to tune into the event.
Include high-quality, eye-catching imagery.
Include strong CTA buttons that urge visitors to register and tune in so they can be converted leads and paying customers.

If you’re unsure of where you can find the proper tools to host a webinar, ON24 is a company that provides many kinds of products and services that can make virtual event hosting and webcasting simple.
Furthermore, eWebinar and Wistia are two more companies that have excellent tools for webinar and video hosting respectively.
Now that you have examples of webinar landing pages and best practices to keep in mind, you’re ready to start designing your page!

“Do you have any questions for me?” We’ve all been on the receiving end of that question in an interview.
Ask the right ones and you’ll make a strong impression. Otherwise, you risk blending in with the other applicants.
Discover some valuable questions that will make hiring managers’ and HR professionals’ ears perk up. Try them at your next interview and see how the conversation shifts in your favor.

Questions to Ask the Hiring Manager During Job Interviews
Questions to Ask Human Resources During Job Interviews

Questions to Ask the Hiring Manager During Job Interviews

1. How does this role contribute to larger company goals?
It’s not terribly difficult to find a candidate who can execute in a role. It is, however, terribly difficult to find a candidate who can also understand how it fits into larger goals.
This includes being able to self-manage, prioritize high-value activities, and grow their role in a direction that aligns with the company’s growth.
How It Helps You
This information can be hard to come by if your company isn’t very communicative or transparent, so this is a good chance to get that information to use it to guide your decisions if you land the role.
2. What do the most successful new hires do in their first month here?
This question shows that you’re the type of person who likes to hit the ground running.
It also shows that you recognize patterns of success and want to replicate only the most effective performers.
How It Helps You
Every company has its weird nuances, its own environment, and its own unspoken expectations. This helps you start with a little bit of the insider info so you don’t suffer a case of “if I knew then what I knew now” in six months.
3. What metrics would you use to measure success in this role?
Asking a question like this shows that you’re goal-oriented and aren’t afraid to be held accountable for those goals. You don’t avoid accountability, you welcome it.
How It Helps You
It’s shocking how many people don’t actually know what they want from their employees beyond a vague idea of some work that needs to get done.
Asking this question will force a hiring manager to figure it out – and then can communicate it to you, so you can execute on it.

4. What are some of the challenges or roadblocks I might come up against in this role?
A question like this indicates that you’re already envisioning yourself in the role and thinking through a plan of attack, should you land the gig.
It’s also a sign that you’re well aware that no job comes free of roadblocks. It signals that not only are you not afraid to deal with those challenges, but you’re also prepared for them.
How It Helps You
The response you receive should help you better understand some of the less-than-ideal aspects of the job – bureaucratic processes, internal politics, and so on.
You can use that information to decide if you’re up for the challenge.
5. What is the biggest challenge the team has faced in the past year?
While the interviewer might be trying to paint a pretty perfect picture of what working on the team might look like, asking this question will help you uncover some of the realities the team has been facing recently.
If you end up joining, you’ll inevitably hear about these challenges – and you may have to help solve them, too.
How It Helps You
It really helps to know what challenges you could find yourself or your team up against ahead of time. In some cases, it could affect whether you accept the role.
Learning about these challenges could give you some great insights into the steps the team has taken to overcome these challenges already.
6. Why did you decide to work at this company?
This question gives an interviewer a chance to do two self-serving things: talk about themselves and perform a no-holds-barred sales pitch on the company.
For promising candidates, the sales opportunity is welcomed. And most people love any excuse to talk about themselves.
How It Helps You
This gives you insight into what motivates your future colleague or manager, as well as what the company offers its employees. If those all line up with what you’re looking for in a job, you’ve got yourself a good fit.
7. What keeps you motivated?
If your interviewer has been at the company for a while, understanding why could give you some really interesting insight into the company and its relationship with its employees.
How It Helps You
Depending on the interviewer’s answer, you might learn something about the company’s career training, leadership opportunities, workplace flexibility, internal job opportunities, and more.
You might dig a little deeper by following up with related questions, like, “What do you enjoy most about working here?”
8. Do you host any events with the team outside of work?
Does everyone keep their head down and do their own thing? Or does everyone enjoy each other’s company? This interview question serves as a great way to find out a little bit about the company culture.
Ideally, there’s a good balance of work and life and the company creates opportunities for those to blend.
How It Helps You

Along with learning about company culture, this is a more lighthearted question that might relax a stiffened atmosphere or lead to a conversation about shared interests.
9. What is your company’s customer or client service philosophy?
This is an impressive question because it shows that you can make the connection between how the company thinks about its customers and the end result.
In other words, how the customer is treated on a day-to-day basis, and in turn, how that shows up in the product.
How It Helps You
While you might be able to find a canned response to this question on the company’s website, it’ll be useful – and possibly eye-opening – for you to hear it more candidly from an employee.
10. What are some of the less tangible traits of successful people on this team?
Ever work with people who just get it? That’s who hiring managers are looking for.
This question demonstrates that you understand a job is about more than just going through the motions. Successful people have a specific frame of mind, approach, attitude, work ethic, communication style, and so on – and you want to know what that mix looks like at this company.
How It Helps You
Because these characteristics are often hard to pin down, this question forces a hiring manager to articulate that “it” factor they’re really looking for – even if it wasn’t written in the job description.
11. What behaviors do the most successful members of the team exhibit?
Asking a question like this shows you’re interested in getting a practical example of what success looks like to the manager of the team you’d be joining.
Plus, when you phrase the question in this way, “you leave no room for a hypothetical answer,” says Dave Fernandez, a former recruiting team lead at HubSpot. Instead, you’re pushing the hiring manager to think about their top performer.
How It Helps You
Because this question forces an example, the answer to this question will give you a strong idea of what success actually looks like. That way, you’ll learn what it takes to impress your colleagues and be a star candidate.
12. What behaviors do the people who struggle most on the team exhibit?
Follow up question #9 with this question, and you’ll show the hiring manager that you’re really trying to get a concrete idea of what to do and what not to do as an employee on the specific team you’re applying to join, says Fernandez.
While this question can make a manager uncomfortable, it’s impressive because it shows that you’re not afraid to ask tough questions.
How It Helps You
First, you’ll get an idea of what poor performance looks like, which will help you set expectations for the position.
Second, you’ll learn how the hiring manager handles a tough question like this – which can teach you something about how office politics are handled in general.
13. How do you deliver negative feedback?
If you would be working with the person interviewing you, this is another tough question that can give you some insight into how the team works.
It pushes the hiring manager to think about how they would handle an uneasy situation, while at the same time highlighting your self-awareness.
How It Helps You
Everything gives and receives feedback differently. Does this person tailor their feedback approach depending on whom they’re giving it to? Do they make feedback a two-way street?
Their feedback style – especially when it comes to negative feedback – will help you understand how well you would be able to work with them.
14. Do you have any questions or concerns about my qualifications?
This question shows that you’re not afraid of critical feedback – in fact, you welcome it.
Interviewers tend to make note of red flags to discuss with a colleague following the interview, whether it be something on your resume or something you said
. This question gives them the green light to ask about any of the things that are holding them back from being 100% on board with hiring you.
How It Helps You

You get a chance to address concerns face-to-face without being too confrontational. This could be the difference between an offer and a rejection – or maybe even a higher opening offer.

Before you meet the person you’d be working for, you’ll likely meet a member of HR via a phone screening.
Although this initial phone call is a standard first step for most organizations today, it’s also an opportunity for HR to take notes on you as a candidate and relay those notes to the hiring manager.
Make a good impression on HR – it matters more than you think.
Here are some appropriate questions to ask at this initial stage of the recruitment process so you can put your best foot forward.
1. What do you like most about working here?
This question can be a breath of fresh air to HR reps who primarily answer questions about benefits (which are valuable questions).
Asking an HR employee what they like about the company tells them you care about the company’s culture and that you care about the opinion of someone whom you might not work with directly.
In other words, talking to people like people is always a good idea.
2. How has this position changed over time?
It’s easy to forget that someone might have once held the position you’re applying for – or, more importantly, that the role might have evolved since it came on your radar.
Don’t be afraid to ask HR what this job looked like before you were interested in it. This can include what the responsibilities looked like, how many other people currently hold this position at the company, and even where HR thinks it’s going in the future.
Getting HR’s perspective on the history of your potential role can give you unbiased insight into your department, and let HR know that you’re interested in your future at the company – not just your present.
3. What does this team’s role hierarchy look like? How does this position fit into it?
This is another big-picture question that HR should be equipped and eager to answer for you.
You might not want to bluntly ask “who would I report to?” It can show resistance or insecurity before you ever set foot in the role. But, it’s still something you might want to know.
4. How does the company promote diversity and inclusion?
Every company should always be working toward building a diverse and inclusive work environment. If they don’t, that’s something you should know ahead of time.
Asking this question will tell you which initiatives or programs the company is involved in and what active measures they’re taking toward this mission.
5. What are you most excited about in this company’s future?
Want to inject a little positivity into your phone call with HR? Ask them what has them pumped up right now.
What motivates them to get up in the morning? Put yourself in HR’s shoes: Wouldn’t you love to answer this question, especially if you love the company you work for?
Asking the HR rep what they’re most excited about shows them that you, too, thrive on enthusiasm. It also brings the best out in your interviewer – a good headspace for HR to be in as they hand you off to the hiring manager.
6. What is something the company is still working on getting right?
As a flip-side to the question above, also consider asking HR what they think the company’s greatest challenge is right now.
While other candidates might be skittish around a business’s weaknesses, this question shows HR you’re willing to accept the current negatives and join them in righting the ship.
Note the phrasing of this question, too. By asking HR this question precisely this way, you put focus on the positive and show the company that you have natural optimism (a desired trait in future leaders, just so you know).
7. Is there a dress code I should abide by?
Dress code can be a touchy subject in interviews – you don’t want to reveal that you have deal-breakers so early into a hiring process. But, it is an important aspect of the job for many professionals.
If you want to get an idea of the company’s dress code without suggesting it’s a big deal to you, simply ask HR what you’re expected to wear on your first day. It’s a harmless question that gives you the information you need at the same time.
8. Is there anything about my application that makes you doubt my qualifications right now?
Cap off your phone screening with this confidence play. Asking HR what they’re skeptical about with respect to your application can show them you welcome feedback and you can take criticism. It also helps you better prepare for your next interview.
Editor’s Note: This post was originally published in Nov. 2018 and has been updated for comprehensiveness.

As a leader, you need to accept that you are not always going to be right and you aren’t always going to excel in everything — and that’s okay! Self-awareness in leadership is key to the success of any organization and can encourage growth, adaptability, and honesty in the workplace.
To help you learn why self-awareness in leadership is integral to your company’s success, we’re going to explore the meaning of self-awareness, its benefits, and real-life examples of self-awareness from business leaders.

What is self-awareness in leadership?
Self-awareness in leadership means having a conscious understanding of your character, behaviors, motives, and how these things impact your leadership abilities.
Are your motives aligned with your company’s goals? How do you behave as a leader when things don’t go as planned? How does your character impact your interactions with your colleagues and subordinates?
These are questions to ask yourself — and answer honestly — to build your self-awareness as a leader.
“Everyone has strengths, and everyone has weaknesses,” said HubSpot Marketing Fellow Dan Tyre. “Being self-aware means that you are aware of the things you do well and the things that you need to develop or delegate.
“It means understanding that the process of working with those attributes sends a strong, consistent, universal message that it is perfectly okay to be good in some capacity and need support in others, which should be reassuring to everyone. Leaders who are living the values of the organization are by definition more authentic, more consistent, and can greatly contribute to the foundations of the company’s success.”

Why is self-awareness important in leadership?
Self-awareness in leadership can help you, as a leader, understand what you bring to your role. Having self-awareness means having an understanding of where you thrive and where you should improve —and when your leadership, your company’s productivity tends to follow.
Benefits of Self-Awareness in Leadership
Self-awareness can benefit an organization in many ways — one of which is by establishing trust. Employees are more likely to put their trust in leaders who hold themselves accountable and are honest about their leadership styles and shortcomings. And building a culture of trust and honesty leads to higher engagement among employees.
Self-aware leaders also promote advancement in learning and development. When a leader shows they are aware of their strengths and weaknesses — and are actively working to improve — they create an environment that encourages personal growth. A self-aware leader will encourage their team members to pursue personal growth by acting as a mentor, organizing workshops, or helping employees improve their skills.
Another benefit of self-awareness in leadership is improved decision-making. Being self-aware about your goals and how they align with the company’s objectives will help you make more sound decisions overall. And those sound decisions will lead to better strategies and more targeted campaigns.
5 Examples of Self-Awareness in Leadership
I reached out to multiple leaders on LinkedIn to get their perspective on self-awareness in leadership and real-world examples. Here’s what I learned:
1. Debbie Olusola Akintonde – Education Marketing & Growth Strategy Consultant at Amuseng
“You can’t be empathetic, let alone emotionally intelligent as a leader if you aren’t self aware.I remember when I got a job in which one of the requirements for the interview was to write a complete strategy on how I would tackle a real problem I would be facing immediately in the role if I was hired. Even though I got the job, I relied on self awareness to guide me [and] not to start implementing the strategy I came up with immediately.
“Instead, after getting hired, I chose to listen and collaborate with other candidates and stakeholders to align our goals and plans as a group in order to optimize the results we would achieve together.
“It is crucial to be self aware because it will help you lead more effectively and improve your capacity for personal and professional growth.”
2. Tracy Graziani – Owner of Graziani Multimedia LLC
“For me, self-awareness has helped me to understand and be mindful of implicit bias. One of my dear friends is an insightful nonprofit CEO. In a conversation about hiring we were discussing interviewing mistakes candidates make.
“I always ask people why, of all the candidates I interview, should I hire them. I then went on to say that when people answered that question with needs —like ‘I’m a single mom,’ or, ‘I have loads of college loans —’I didn’t hire them, but when they answered with their achievements I did hire them. My friend then upended my thinking.
“She said, ‘How likely is it that those who listed needs are in — or grew up in — poverty?’ My answer? ‘Seems likely.’
“She then provided perspective. She explained that people in poverty always have to give ‘proof of poverty’ to get what they need. Government services, charities, even religious organizations hold a lot of power and don’t give you what you need to survive without ‘proof of poverty.’ So they go into the workforce and expect similar rules.
“Jobs have something you need. Therefore, they should prove that they need the job. That blew my mind. I simply never saw the world through that lens. I interview differently now.”
3. Dan Moyle – HubSpot Advisor
“Leadership is about trust. I’ve witnessed the greatest leadership when someone builds that trust through self-awareness coupled with humility.
“When a leader has said to me, ‘I don’t know everything, and this particular situation is beyond my knowledge b trust you know what you’re doing, so go do what you’re good at.,’ that kind of awareness of self and understanding built immediate trust within me for my leadership, and even went beyond to build a loyalty you can’t demand.”
4. Demetrius B. – Founder of Marro
“As a young leader in the SaaS space, I found myself seeking to achieve results quickly to ensure I developed, designed, and scaled at a pace that was comparable to my competitors. As a result, I put unfair pressure on those working with me to reach KPIs and milestones that were not realistic for a startup of our size.
“It took reflection and maturity for me to recognize that founders and leaders are not the only ones who feel the pressure to execute — it trickles down to everyone we work with. In my experience, employees don’t react in a positive manner to extremely tight deadlines, limited wiggle room for error, and constant micromanaging.
“What I learned was most important was empowering my engineers and working with my sales team to understand what they need to be successful early on to help lay a strong foundation for a software company that will stand the test of time. Leadership is not being a dictator, it is understanding what your team needs to be successful and how to fulfill the vision of the organization long term!”

5. Jordan Bazinsky – Executive Vice President and General Manager at Cotiviti
“We have an R&D and Operations center in Kathmandu, Nepal. In April 2015, they were hit by a 7.8 earthquake. I received a call in the middle of the night from Markandeya Kumar Talluri, who led the office, and was huddled for safety in a doorway. The subsequent aftershocks were devastating for a country already limited by its infrastructure: ultimately 9,000 deaths and 600,000 buildings destroyed.
“Kumar lived in India and could have gone home while Nepal picked through the rubble and rebuilt. Instead, he stayed in Kathmandu, invited families to come live in our office on a temporary basis, created space for Operation Rubicon to base their relief activities, set up phone chains and efforts to locate not just our employees but friends and family that were missing.
“He intuitively knew that the people under his care would absorb his energy and take cues from his attitude, and managed himself accordingly. It remains one of the most powerful examples of self-awareness in service of others that I have witnessed at work.”
To practice self-awareness as a leader, take the time to write down your strengths and weaknesses as well as actionable steps you can take to improve — and don’t be afraid to reach out to colleagues to get their input on your leadership skills.
Remember, leaders lead by example, and if you show that you’re willing to grow and improve, your team will likely do the same.

Email marketing has been an integral part of marketing as far back as the 1970s. Now, in the 2020s, the role of email marketing in the overall digital marketing strategy of businesses has only grown bigger and better. The email marketing industry value stood at $7.5 billion as of 2020 and is expected to hit…
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Last Updated on June 22, 2022 by Rakesh Gupta Big Idea or Enduring Question: How can users be allowed to delete Chatter conversation? This is a continuation of my previous article Delete Chatter Messages Using Salesforce Flow, In that I had discussed a way which allows your users to delete
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