Category: Marketing Automation

Workplace culture and strong internal relationships are undeniably critical for your company’s long-term success. Focusing your efforts on employee relations, and cultivating good relationships between employers and employees can help your Human Resources department mitigate conflict, build trust between team members, and decrease turnover rates.

If the term ‘employee relations’ makes you furrow your brows in confusion, we’re here to help. We’ll explain what employee relations is and why it’s important below.
Jump to:
What Employee Relations Is
Employee Relations Examples
Employee Relations Best Practices

What is employee relations?
Employee relations is a branch of human resources that deals with policies regarding your employees’ relationships with their employers, and each other.
Essentially, employee relations is any effort or programming a company implements to ensure their employees are treated fairly, feel safe, and are happy in their work environment. Additionally, employee relations cannot be successful unless employees feel there is a level of transparency from management.

Employee Relations Examples
Employee relations programming will vary from one company to the next, however, the issues they tackle are very similar. That said, there are a few common categories most fall under:
1. Unsafe Work Environment
Employers are tasked with providing a safe work environment for employees. If an employee is injured on the job or has an accident, the employer may be liable. Having safety protocols in place and communicating them to the team is a must.
2. Employee Performance
It’s not a fun conversation to have, but there will come a time when an employee’s performance is not up to company standards. Employee relations teams and managers may be tasked with creating a program to address underperformance to get employees back on track.
3. Pay Raises and Promotions
Employee relations may also be involved with career growth and development programs. They are often tasked with making sure pay and promotion guidelines are transparent and communicated properly so employees know what to expect.
4. Sexual Harassment
Employee relations may also work with HR to develop and implement policies surrounding sexual harassment and other forms of abuse. If you’ve ever taken a harassment course at work, chances are it was made possible by the employee relations team.
5. Conflicts Between Workers
While co-workers don’t have to be best friends, it’s important everyone treats each other with respect. Employee relations teams can establish conflict resolution and mediation frameworks to help employees resolve issues in a respectful manner.
6. Diversity and Inclusion
Diversity and inclusion programs allow employees to bring their whole selves to work. Employee relations teams are responsible for coming up with D&I policies and providing employees with the tools they need to create an environment where everyone feels welcome.

Employee Relations Best Practices
Riley Stefano, a Culture Content Creator at HubSpot, explains employee relations like this:
“At its core, employee relations is about trust and transparency. But that doesn’t just happen overnight — you have to build it. And every department, team, manager, and leader is responsible for building and adding to that culture of trust and transparency. In People Operations, we strive to create remarkable experiences for employees throughout their time at HubSpot so that they can do their best work and help HubSpot grow better.”
How can you ensure your employees can do their best work? By providing them with a work environment where they can thrive. Here are a few best practices to keep employee relations positive.
1. Encourage open dialog.
Employees should feel safe giving feedback, asking questions, and fleshing out ideas. This requires establishing trust. Instead of just saying “we welcome dialogue,” practice it.
Host a Q&A with team leadership and key stakeholders. Using anonymous surveys is also a great tool for getting honest feedback. Empower employees to ask for clarification and share ideas during meetings.
2. Establish a career development program.
When people feel like they have agency in the workplace and control of their career path, companies are more likely to retain them. According to LinkedIn employees that get a new role internally are 3.5x more likely to be engaged and those who participate in Learning and Development programs stay nearly 2x longer than those who do not.
3. Encourage and facilitate a work-life balance.
Work-life balance is a popular corporate catch-phrase, but how many workplaces actually embrace it? This doesn’t mean you have to offer unlimited paid leave, although that is a generous perk.
Facilitating work-life balance can look like:

Offering a more flexible schedule.
Not sending urgent emails outside of established work hours.
Discouraging working after business hours and unpaid overtime.
Respecting employee vacation time.
Monitor scheduling and workloads to help prevent overwork.

Implementing these small changes will help your employees prevent burnout and make them more productive.
4. Embrace core values and company culture.
Keeping the company mission and values at the forefront of all initiatives will help create cohesive messaging in addition to promoting a sense of belonging. Employees will feel a sense of camaraderie knowing that everyone is working toward the same goal.

5. Lead with empathy.
As a core component of HubSpot’s culture code, empathy is a strength. It’s not just an important attribute for external business needs, but internally with your coworkers as well. Approaching employee relations from the perspective of an employee will help you develop programs and policies that are more effective.
Stefano adds, “To cultivate strong employee relations, we have to have empathy. We have to listen, share information, take feedback seriously, and adapt with our employees to maintain long-lasting and trustworthy relationships with all of our employees globally.”
How to Implement Programming
At HubSpot, employee relations includes utilizing HR Business Partners and implementing culture programming and events to help build stronger relationships with HubSpot employees.
However, employee relations programming might look different at your company. Perhaps your employee relations efforts include ensuring a good work-life balance for employees, or giving each employee stock in the company, so they are treated as stakeholders in the business.
Alternatively, perhaps you hire an employee relations manager to provide guidance on new and existing contracts and policies so that you can ensure each employee is treated fairly and feels safe in the workplace. Perhaps your employee relations manager can also gather employee feedback, and use it to create new benefits packages that incentivize and properly reward employees for their hard work.
It’s critical you take the time and effort to ensure you’ve cultivated strong relationships between employers and employees. If your employees respect leadership, they’re more likely to work harder, communicate better, and feel more engaged at work. All of these things can motivate employees to go above and beyond in their roles.
Positive Employee Relations is Key to Success
Ultimately, a company can’t be successful unless there’s a universal alignment of vision, goals, and purpose between employers and employees — and that alignment doesn’t happen naturally. It must be cultivated, in large part through strategic employee relations efforts.
Editor’s Note: This article was originally published in January 2019 and has been updated for comprehensiveness.

Years ago, I worked at an office where the only time I ever heard from my manager was if I fell short of expectations. Without positive feedback, I felt like all of my wins went unnoticed and that they didn’t matter nearly as much as my losses. This caused me to lose motivation and my productivity began to suffer. It also pushed me to leave the company and seek better opportunities elsewhere.

While it’s important to let employees know where there are areas that need improvement, it’s equally important to give positive feedback so they know where they shine. Giving positive feedback boosts morale, instills confidence, and motivates employees to do their best. It also helps you retain great people who will move your business forward.
A survey by the Society of Human Resource Management found that 80% of HR leaders work at organizations that have an employee recognition program.

Of those leaders, 89% reported their recognition program helped improve the overall employee experience. 86% said it improved employee relationships and 84% said it improved employee engagement.
There are many ways to give positive feedback, but first you must understand what it is.
What is positive feedback?
Positive feedback is the act of recognizing and praising someone for their accomplishments, strengths, and talents. Positive feedback tells an employee what they’re doing right and what they should continue to do.
“If you focus on what someone shouldn’t do without also touching on the things they should do or keep doing, you’re only providing half of an instruction,” says HubSpot’s Historical Optimization Team Manager Amanda Sellers. “Good constructive feedback paired with positive feedback, on the other hand, is a balanced way to paint a whole picture, resulting in more effective outcomes.”
In the workplace, positive feedback from leadership can come in many forms, such as congratulating someone on hitting an important milestone. It can also be in the form of highlighting an employee’s important contribution in a team assignment.
“My approach is that any time I get or have positive feedback about someone I work with, whether I’m their manager or peer, I pass it on,” says our Director of English Growth Aja Frost. “This is such a great way to help others understand how they’re perceived and recognize them for their work. I aim to be as specific as possible.”
How to Give Positive Feedback
Though every employee is different, it generally helps to do the following when giving positive feedback:

Link the positive behavior to business results. For example, explaining that an employee’s understanding of social media algorithms has increased the company’s engagement across platforms.
Reward them for their hard work with something you know they’d appreciate, such as a digital e-gift card from Rybbon or a gift from Reachdesk.
Deliver the feedback as soon as possible after noticing the employee’s achievements or strength.
Whenever possible or appropriate, deliver positive feedback in front of others.
Be specific and detailed in your feedback. Include the who, what, where, and why of the matter, so the recipient can apply the feedback to future projects.

It’s also important to check in and ask about their preferences. In one of the earliest conversations I had with my manager at HubSpot, I was asked how I prefer to communicate and receive feedback. Did I prefer email, video call, virtual chat, or some other way? This has helped us communicate effectively and I definitely suggest asking your employees the same question early on.

Positive Feedback Examples
Of course not everyone knows the right thing to say in every situation, but don’t worry! Here are some examples of positive feedback that you can give in different scenarios to encourage your employees’ success.
1. When an Employee is Being a Team Player:
“I appreciate your commitment to keeping everyone on your team focused and up-to-date with their tasks. Thanks to your efforts, the project was completed on time and impressed our clients. Thank you so much for your hard work. That kind of team player mentality is an asset our company values highly.”
2. When an Employee Needs a Boost in Confidence:
“Hey John! You’ve been doing an excellent job lately. Since starting here, you have shown so much growth. The quality of your work improved and your ability to multitask has helped our projects run smoothly. Thank you for your hard work, and don’t hesitate to reach out if there’s anything I can help you with.”
3. When an Employee Hits a New Milestone:
“Congratulations to Sarah on leading her first social media campaign. To watch her grow from an assistant to the bold leader she is now has been an honor. I can’t wait to see more of her amazing ideas going forward.”
4. When an Employee Completes a Difficult Assignment:
“Thank you so much for completing this task. I understand it was more complicated than we initially thought and required more time. Your positive attitude through it all and your attention to detail is much appreciated. While this was your first time completing such a task, we knew you were the right person to take it on.”
5. When an Employee Handles Conflict in a Professional Manner:
“Thank you for resolving the issue with a disgruntled client today. It’s not easy to navigate conflict with an unhappy client, but you handled it with such grace. Conflict resolution is an important part of the job and you clearly demonstrated your skills in that area.”
6. When an Employee Helps a Coworker:
“I just want to thank Jeffery for training our new hire, Jessica, and helping her acclimate to both her new role and the company. Jeffery has made himself available for all of her questions and has provided excellent guidance. All this has made Jessica’s transition into the company seamless.”
7. When an Employee Takes on Additional Tasks Outside Their Role:
“I just want to give a shout out to Michael for taking it upon himself to assume some of the responsibilities of the assistant manager while we look for someone to fill the role. His proactiveness has helped us immensely, and because of that we’ve been able to dedicate time to finding a successful candidate for the role without falling behind on our initiatives.”
8. When an Employee Exceeds Expectations:
“I just want to congratulate Laura for finishing strong this quarter soaring past her goal. We initially wanted to increase our following on social media by 15%, but thanks to her hard work we increased by 30%.”
9. When an Employee Takes on More Responsibilities:
“Promoting you to director of sales has proven to be a great decision given how well you adapted to your new responsibilities. Your flexibility as you take on new tasks has really pushed the department forward. We can’t wait to see how you continue to grow in this new position.”
10. When an Employee has Submitted Outstanding Work:
“Excellent job on this report, Adrian! It’s clear you’ve taken our notes into consideration and have paid close attention to detail. The way you’ve organized your finding makes this report easy to break down with the rest of our team. Thank you for your hard work!”
Everyone has their own preference when it comes to receiving feedback. However, always remember to be timely, detailed, and sincere when giving positive feedback to your employees. By doing so, you’ll foster a workplace culture that promotes growth, high morale, and employee retention.

Which is better: text-based emails or HTML? The debate is almost as old as email marketing itself. In 2011 and 2014, HubSpot asked survey takers which they prefer, and both years a majority chose HTML. In practice, though, simple, text-based email designs win out time and time again in A/B testing. Of course, it would…
The post The Pros and Cons of Text-Based Email Versus HTML appeared first on Benchmark Email.

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Image Source: Freepik Email remains one of the most effective marketing channels: with an average ROI of $38 gained to $1 spent. Nowadays, businesses big and small use email not just to directly promote their products but also to share exclusive content and offers their audience might enjoy, provide one-to-one customer support (or redirect recipients to…
The post How to Manage a Remote Email Marketing Team: 5 Productivity Tool appeared first on Benchmark Email.

At Buffer, we spend a lot of time thinking about growth. Small business growth to be precise. We love reading stories about a start-up candle company growing revenue by 5x on social, and a brand that gained 400,000 followers in its first four years.Amongst many of these stories, we’ve seen one consistent theme. To grow, focus on doing less.In our experience, when growing a business/brand/product, deciding what to do is probably less important than deciding what not to do.We’ve experienced this ourselves at BufferSix months ago we launched Start Page, a free landing page builder that brings together all of your best content in one place. Since launching, 12,724 pages have been built. In the last week, there were 865 Start Pages created and 6,096 people loaded a Start Page. We’re so happy with these metrics and love seeing so many new Start Pages shared on Twitter every day.But, we’re aware there’s more to be done. Just like the 1,000s of other small businesses out there, we focused on doing less by building the essentials with Start Page. But, we’re aware there’s more to be done. We decided to opt for an MVP (minimum viable product) first and asked our customers what to build after. Read on and we’ll share how this approach worked for us.Let customers craft the roadmapAt Buffer, we know that no matter how much insight and expertise you have, predicting the future is pretty much impossible. That’s why, when launching Start Page, we didn’t aim to offer everything customers could possibly need. Instead we focused on the fundamentals and encouraged customers to let us know what to build next. Everyone who uses Buffer is asked to request new features via our Typeform survey. This survey links to an internal Slack channel called #feature-requests. Most days around 10 new requests come through. Each and every request is read by our product team and all are grouped into categories so we can look for trends. Following the Start Page launch, we noticed a number of customers asking Start Page statistics. Things like page views and link clicks.Start Page feedback comes straight into our shared Slack channel.It would have been hard for us to prioritize this feature pre-launch. After all, there were dozens of features we knew users would want. But seeing customers reach out and ask for it confirmed it was a key priority. We started building a statistics feature and launched just a couple of months later in December.Diego, our product manager for Start Page, sharing the news with the team.Ultimately, product releases are a lesson in sacrifice. You have to learn to sacrifice features you might not need. Blogs you shouldn’t write. Messaging that won’t resonate. Focus is vital when bringing a product to market.By releasing early and letting customers craft our roadmap, we’ve managed to build a healthy user-base without months (or years) of development in the shadows. But, gaining users isn’t a given. If you build it, they won’t always come. So here are a few lessons we learned from building a new user-base.Double-down on growth loopsWhen I first started as a product marketer, I assumed that launches were your one and only chance of gaining new users. Get it right and you’re propelled to success. Get it wrong and there’s no second chance. But, as most experienced marketers will tell you, that’s not the only option. Sure, launches can build awareness, interest, and engagement with a new product. But typically that hype is short-lived. After a day, or perhaps a few hours, the launch will fade from customers’ minds. The email is archived, the post is read, and the Twitter feed refreshes. To continuously grow usage for a new product in a sustainable way, you’ll need to build growth loops into your marketing efforts and product design that consistently attract new users without active marketing effort.What’s a growth loop?“Loops are closed systems where the inputs through some process generates more of an output that can be reinvested in the input. There are growth loops that serve different value creation including new users, returning users, defensibility, or efficiency.” (Reforge 2020)With Start Page, we purposefully built a growth loop into the product’s user interface. Here’s how it works: The customer creates a Start PageThe customer shares the Start Page as a link in bioA follower views the Start PageThe follower scrolls to the bottom and clicks “Powered By Buffer”The follower creates their own Start Page♻️ and the loop continuesThe Start Page growth loop.So far, 3,362 people have clicked this “Powered By Buffer” link, and 91 (2.71 percent) have gone on to create their own Start Page. These aren’t astronomical numbers, but it’s a cycle that will continue to deliver as usage grows. What’s unique about these loops is that they don’t require active marketing effort. Get it right, and the growth will propel itself, especially if a few Start Pages go viral. A day after launching, we noticed NATO had created a Start Page, that was a pretty cool endorsement.Sooooo we launched Start Page yesterday.And @NATO created one. 🤯 (https://t.co/HR030U1FK8) pic.twitter.com/9U6kPhoZs7— Tom Redman (@redman) October 14, 2021

Earlier this year, we also noticed an extremely popular BTS fan account sharing a Start Page which generated 5,957 retweets.12AM KSTDARK&WILD 🎧https://t.co/kQOrYRQzCc pic.twitter.com/v7UZGLc5ZU— BTS Charts (@btschartdata) February 1, 2022

The BTS Start Page is no longer active, but the results were tremendous. On one Start Page for BTS’s PTD gigs, 2,337 people clicked the “Powered by Buffer” link. Not bad, for a small link right at the bottom of the page. Not all growth loops need to go viral though. There are simple growth loops that all of us can build. Mike Eckstein, a Senior Product Marketer here at Buffer, realized that we were sending thousands of onboarding emails to new customers every month. Yet, only ~10 percent of them were creating a Start Page. So, why not tweak those onboarding emails to promote Start Page.Before and after adding the onboarding email growth loop.This small loop had a major impact.Mike sharing the results with the team.The onboarding emails alone doubled traffic to the Start Page landing page from January to March. Just like other growth loops, this model for gaining users is sustainable:Users sign up to Buffer and receive the onboarding email sequenceSome click the link to create a Start PageThese users share that Start Page publicly with their audienceMembers of that audience find out about Buffer and create a Buffer account♻️ and the loop continues.Today, 73 percent of new Start Pages are created by new Buffer users, showcasing the big impact small tweaks can make. But that’s not all! We now promote Start Page on our login page, which is visited around 400,000 times a month, massively increasing the awareness. And we shipped a new landing page, which improved conversions from 0.8 percent to 3.5 percent.  What’s next?For Start Page, our approach to both product marketing and development has been to focus. To hone in on the features and marketing campaigns that will deliver results and double down on them. On the product side, we’ve launched five new features based on feedback. While on the marketing side, we’ve relaunched our landing page to try and rank on Google for popular terms like “link in bio”. We’ll share an update on that work on the blog soon. In the meantime, why not create your own Start Page for free.

Finding a new job is a job in itself. It takes time and effort to apply, interview, and eventually land a position — even when you’re completely qualified.

It took me close to nine months from the moment I decided it was time to start searching for a new role to my first day at HubSpot.

Long story short, searching for a new job or finding your dream career isn’t always an easy process. It can be stressful, time-consuming, and difficult. But, no fear — that’s why we’ve created this guide. Follow along, and the process will feel significantly less intimidating no matter your industry, job experience, or career goals.

Depending on your specific situation, you may not need to walk through each of the following steps. This list is here to simply guide you through the beginning stages of your job hunt, so feel free to modify it as needed.

1. Consider your personality.
Your personality reveals a lot about yourself, such as what you enjoy doing, what makes you happy, and how you like to communicate — even the types of jobs you’d likely succeed in. There are a number of ways to incorporate your personality traits and characteristics in your job search.
Take one of the many online personality tests to learn more about your specific traits and discover the types of roles those traits would make you an ideal fit for. This is also helpful when thinking about the type of work environment you’d be most productive in.
Your personality helps you narrow your search in other ways, too — for example, if your results come back with details about you being shy, introspective, and reserved, research ideal jobs for introverts.
2. Think about your skills.
Your skill set is a list of your abilities — such as problem-solving, decision-making, and the ability to work under pressure. In addition to using your skillset to help you determine the type of job you’d be good at, it’s often something listed on a resume — so, listing your skills is a useful exercise for that reason as well.
Also, consider your transferable skills. These are skills that can be transferred from one role to the next, even if they aren’t in the same field. If you are switching industries or roles figuring out how your transferable skills would apply to a new position is key. Some transferable skills include:

Project management
Public speaking
Relationship building
Analytics and reporting

If you need more guidance, you can learn more about your specific skill set and how it plays a part in the type of career you’d be an ideal fit for by taking a career aptitude test.
3. Reflect on your background.
Your previous work experience and education — or your background — can also help you determine a career path you’d be suited for.
For example, I studied journalism in college and worked at a local news station after graduation. However, after a year, I decided I wanted to leave the industry. My background — which was writing and content-focused — made me an ideal candidate for a position on the HubSpot Blog.
If your background doesn’t align with your newfound career interests, that’s OK, too! However, this may require a little more research on your end about how you can transition to a new career. You may need to go back to school for a master’s degree, get a certification of some kind, or work in an entry-level position in your new field of interest.
4. Brainstorm your career goals.
Brainstorm your personal and career goals to help you determine the ideal next step for you. Think about things like work-life balance, salary, and your goals for the next 5-10 years. This will help you narrow down your search — different industries and positions have a range of standards when it comes to factors like flexibility, culture, and career growth.
5. Create a list of your dream companies.
Whether or not you’re sure about a specific opportunity, create a list of your dream companies you think you’d enjoy working for. This is a great way to keep track of opportunities at the companies you’re most interested in and remain goal-oriented.
You can then tailor your cover letter as well as career highlights and skillset on your resume to fit the requirements and expectations of specific opportunities at your top-choice companies.
6. Consider companies similar to your dream companies.
Consider companies comparable to those on your list of top picks, too. For example, if your goal is to work in marketing at Nike, consider applying for a similar position at a newer, growing company in the same industry like NOBULL.
By being open-minded and realistic about how you’re going to reach your end goal (such as working at Nike), you’ll avoid locking yourself into one, narrow career path option all while gaining valuable experience along the way.
7. Network professionally.
Whether you’re looking to stay in your current industry or pave a completely new path in another, professional networking is critical. These days, many of the offers job seekers receive are a result of networking.

Networking can help you get your foot in the door at a company of interest, gain a new and valuable reference in the industry, and determine whether or not you really want to move into a specific role.
8. Clean up your social media accounts.
Today, recruiters, hiring teams, and department leaders at virtually every company will take the time to research candidates online, including on social media platforms, prior to determining whether or not they want to request an interview.
This means you’ll want to ensure your social media accounts are private or remove pictures, videos, and/or comments that may lead a hiring manager to believe you aren’t a good fit for outreach. After all, the last thing you’d want is for the hiring manager at your dream company to disregard your experience due to something they find on your Instagram or Facebook profile.
9. Update your LinkedIn profile.
Did you know there are over 800 million LinkedIn users? Included in that impressive number are job seekers, businesses, and recruiters looking to fill positions, as well as people who are content with their current roles.

With all of this exposure, it’s important to make sure your LinkedIn profile is up-to-date and accurately represents your current and past experiences. Be sure to describe — in detail — information about your current and past roles, promotions, notable mentions, education, awards, and anything else you feel is worth sharing. Initiate and accept connections to expand your network to receive endorsements for your skills, experiences, and traits.
No matter if you’re in need of a new role, members of your professional network as well as recruiters, hiring managers, and employers will be able to view your LinkedIn profile and reach out to you if they choose. Who knows — maybe you didn’t even realize you were missing out on applying to your dream job.
Learn how to use LinkedIn for professional networking, business, and marketing.
10. Prepare your resume.
Once you’ve narrowed down the type of role you want, be sure that the skills on your resume mirror what companies are asking for and tailor each resume you submit to their specific needs. Focus not only on listing your job duties but the results achieved thanks to your actions. Let’s say you were a call center representative in a previous role. You could say:
“Answered 50+ calls per shift.”
A more effective statement would be:
“Answered 50+ calls per shift, decreasing customer hold times by 30% and improving overall customer satisfaction.”
The second statement has more impact because it details exactly how your actions improved company operations and provided benefits to customers.
Prepare your resume at the beginning of your job search to ensure your latest and most relevant work experience is available to recruiters and hiring managers for review.
Without a strong and recently updated resume, the companies you apply to won’t have reason to take you seriously. Additionally, pay attention to the details when it comes to your resume including font and which skills of yours you choose to share with specific companies — this is how you’re going to make an impactful first impression that sticks with hiring managers as they review the resumes of other applicants.
Note: When in doubt, try updating your resume with a template to achieve a professional look and feel sure to blow hiring managers away.

How to Find a Job You Love
Now that we’ve reviewed which steps to take in the first stages of your job search, you might be wondering how to find a job you’re truly passionate about — one you love. That’s why we’ve compiled this collection of tips and tricks to help you find your dream career.
1. Get specific about what you want.
In order to find your dream career, you’ll need to get very specific about what that looks like. Ask yourself:

What is my ideal role? Name it if you already have that nailed down.
Do I prefer a company that is environmentally or socially responsible?
Is there a particular company, or company size I prefer?
What are my work/life balance requirements?
What is my ideal salary?
What is my ideal career progression?
Do I already possess the skills I need for this role or do I need to skill up?

Aim high. You are trying to find your dream career, after all. Once you’ve made a list of all the attributes you’re looking for in your next role, you’ll be able to filter out anything that doesn’t fall within those requirements.
2. Use job search sites.
Today, job search sites, or job search engines, are one of the most common ways to find a new position. These sites provide you with valuable information about companies and positions including location, industry, salary, necessary qualifications, culture, and more.
Other benefits to using a job search site include the ability to upload your resume and cover letter for quick and easy application submission. They also provide you with the option to receive an alert when a new opportunity, that fits the criteria you share, becomes available.
There are a number of popular job search sites, used by millions of people around the world, with these capabilities (and more). Here are six of the most common to get you started:

LinkedIn isn’t just a professional networking site — it’s also a job search site. The platform will take you through a series of steps to help you begin and narrow your job hunt. You can view position openings while employers can read your resume, view your LinkedIn profile, and Connect.
Tech Ladies is a free job board and supportive online community dedicated to helping women learn, grow, and extend opportunities in the tech industry. Simply upload your resume to their job board and apply directly through the site.
Glassdoor gives you access to job listings, employee reviews, interview tips, salary information, and more. You can post your resume so hiring managers can contact you directly and the site includes a feature in which you can view interview questions specific companies tend to ask — which is a great interview prep technique.
Indeed provides you with access to new job listings, company reviews, and accurate salary information. The site also allows you to post your resume so recruiters and employers can easily reach out.
CareerBuilder gives you the opportunity to search for a new job based on specific criteria including your experience, location, or skill set. Upload your resume so employers can recruit you. The site will also review your profile and recommend jobs to help you find the right match.
Monster allows you to upload your resume for a free assessment to ensure everything looks perfect. The site has a variety of other resources such as opportunities to receive professional interview advice as well as access to the latest — and most popular — job listings, salary information, and company reviews.
Craigslist is a straightforward and simplistic job search site. Employers post their latest job listings and you can sift through them by location and/or one of the site’s 20+ industry types.

3. Check company websites for openings of interest.
Maybe you heard about an opening at your dream company or an opportunity at a specific business of interest that you want to learn more about. If this is the case, go directly to the website of the given company you’re interested in to review their career opportunities and job descriptions. If they provide a career newsletter that sends new job openings, subscribe to that, too.
Rather than looking for positions that meet more general criteria, this is a great option for those who know they want a specific company’s name on their resume or culture to be a part of.
4. Craft unique cover letters.
Your cover letter accompanies your resume to persuade employers into believing you’re worth their time and consideration so they bring you in for an interview. Your cover letters should describe why you’re a great fit for the position you apply for. And when paired with your resume, a recruiter should understand why you’re qualified for the opportunity.
Save time and use templates to craft your perfect cover letter.
Now, you may be thinking: Not all companies require cover letters.
And that’s true — some companies openly say cover letters are your choice. If this is the case, it’s up to your discretion as to whether or not you want to send one in. (Personally, I always choose to take the time to tell potential employers about the reasons why I am taking their hiring process and a specific opportunity seriously, but that’s just my prerogative.) If you send in a cover letter, ensure it’s concise, well-written, and helps you stand out among other applicants.
5. Prepare for every interview.
Needless to say, nailing your interview is a critical component to receiving a job offer. Although interviews are often high-pressure experiences for job-seekers, thoroughly preparing for them is a great way to relieve some of the stress.
Practice answering interview questions using the STAR method. STAR stands for Situation, Task, Action, and Results. The method works by having candidates craft their answers to describe a situation, the required task, their chosen action, and the result of that action, putting their past work experience into context.
To help you prepare, review the following commonly-asked interview questions and consider your responses.

Tell me about yourself.
What are the reasons for leaving your last job?
Where do you see yourself in five years?
What motivates you?
What makes you unique?
What is your greatest weakness?

You can also use other resources for interview prep like the Search Interview Questions feature on Glassdoor or blogs about the job search process in a specific industry.
6. Determine the most important parts of a position to you and look for them in your search.
What’s important to you in a company and position?
Is it flexibility in terms of work hours?
Do you require the ability to work remotely full or part-time, or do you want to go into an office every day? Refer back to your dream career must-haves list.
Do you care about the size of the team you’ll be on?
Think about these types of questions when determining which opportunities to apply for so you can ensure the company and position are right for you — and vice versa — before spending time on the application.
For example, if a top-rated workplace culture is important to your application process, review the websites of the companies you’re considering to learn about their culture-related initiatives. Take a look at HubSpot to understand what I mean — HubSpot’s unique Culture Code is explained on their career page as well as in many other locations throughout the company website and Blog. This allows applicants to learn about the importance of workplace culture to the company and its employees as well as how it plays a part in the interview and hiring processes.
7. Think about how you’ll manage an offer.
The final part of your hunt for the perfect position is also the most exciting — accepting an offer!
Once you receive a job offer, be sure to get all of the details about the position, including salary, benefits, and expected start date (along with any other important details).
Remember, it’s normal — and often expected — to ask for some time to consider an offer upon receipt so you have the opportunity to think about and review it in detail before officially accepting it. If you ask, a hiring manager may give you a day, two days, or even a full work week to make a decision.
Don’t be afraid to decline an offer if the specific opportunity isn’t the right fit for you. Other offers will come around — be patient and wait for the one that makes you excited.
Also, you may choose to negotiate your starting salary upon receiving your offer. There are professional and realistic ways to negotiate your salary that you can follow to ensure the process goes smoothly.
Lastly, give your current employer two weeks’ notice — this will allow them to begin searching for your replacement if necessary or at least provide them with a cushion in terms of time to make any necessary adjustments.

How to Find a Remote Job
Today, remote work has become increasingly popular. With technology that allows you to collaborate with team members in real-time from anywhere in the world, instant message, and meet via video chat, remote work has become a more common perk offered by businesses across all industries.
Whether you’d like to become a digital nomad, or you’re looking for a position that’s part-time or full-time remote, there’s an option for you. So, let’s take a look at how you can find your dream remote position.

Note: When searching for a remote job, you can follow most of the same steps that you would if you were looking for a non-remote job — as we reviewed above. However, instead of using the job sites we mentioned earlier, you’ll want to use job sites specifically created for posting and identifying remote opportunities.
But before you review those sites, take some time to think about the pros and cons of a remote position.
Pros and Cons of Remote Work
Now, it’s important to remember that depending on your point of view, work style, career goals, and preferences, you may find some of the following points to be under the incorrect column in your eyes — that’s totally fine … it’s all a matter of perspective.

Pros of Remote Work
Cons of Remote Work

Flexible hours
Lack of office space or work-related events to attend with colleagues

Ability to work from anywhere
More distractions

No commute
Possibility of feeling lonely or unmotivated

Increases employee retention and loyalty (by providing this option for employees upon being hired or later in one’s career)
Little work-day structure

Increases size of talent pool which is a positive for businesses looking for the best possible candidates
Can make team communication difficult

Remote Job Search Sites
Now, back to those job search sites specific for remote opportunities we mentioned — here are a few of the most popular options for you to pull from.
Note: If you’re looking for a part-time remote position, you might want to focus on applying for freelance opportunities.

AngelList is a startup community. The site includes a job finder in which users can search specifically for remote work in the world of startups. There are also a number of articles published on AngelList’s Blog which provide insight into remote work, remote culture, and related opportunities for users to learn from and use for inspiration.
FlexJobs lists a wide range of flexible (hence their name) opportunities on their site including part and full-time positions that are either partially or completely remote. As a job seeker, you have the support of the company’s trained researchers who work to identify and screen these positions to ensure they’re legitimate and worthwhile (no matter if you are entry-level or an executive).
WeWorkRemotely offers a wide range of categories and industries for job seekers to browse and learn about remote opportunities. They have a number of resources on their site for users to educate themselves with as well as determine which specific type of remote positions would be ideal for their career goals.

Begin Your Job Search
Starting the job search process can be overwhelming at times. So, remember to use job search sites to narrow your search and take advantage of the wide array of resources available to job seekers today to help identify the right opportunities for you. Then, prepare for your interviews and remember to be patient — that dream job of yours might just be around the corner.
Editor’s note: This post was originally published in February 2019 and has been updated for comprehensiveness.

Pinterest is often undervalued by social media marketers and considered an unnecessary component of a marketing strategy — unfortunately, if this isn’t the case for your team, you could be missing out on a major source of traffic and income.
Pinterest offers plenty of unique opportunities for marketers to reach leads and influence consumer purchasing behavior. In fact, Pinners are 7x more influential than any other platform along their purchasing journey.

If you’re interested in exploring how Pinterest advertising can help you attract customers, keep reading.
Pinterest Advertising
With over 442 million monthly active users, Pinterest is a great place for businesses to advertise products. Ads show up on users’ feeds and searches in the same format as a regular Pin, making the experience unobtrusive for users while putting your content right in front of them.
There is a large potential reach when you create ads for Pinterest audiences — and, best of all, users are also actively searching the site for products like yours to buy.
Why Advertise on Pinterest

The reach can be incredible. If your content is engaging and valuable, it can be re-pinned again and again to different users’ boards and continue to drive consumers back to your website.
Pins have a much longer lifespan than Tweets or Instagram posts. This longevity makes them a particularly powerful asset. Pins can show up in a user’s feed months after initially posted.
Pinterest drives purchases. According to Pinterest’s Feed Optimization Playbook, 83% of weekly “Pinners” have made a purchase based on content they saw from brands on Pinterest.

All of which is to say — a paid advertising strategy for Pinterest isn’t such a bad idea, and could help bolster your organic presence by gaining traction with potential buyers, and improving brand recognition.

Pinterest Ad Types
There are a few ways to promote your content on Pinterest. To determine which ad format is best for your business, it’s important to know the goals of your campaign and the attributes of each Pinterest promotion format.
1. Try On Product Pins
Accessory and beauty businesses have a new way to interact with users through Ads. Pinterest’s Try on feature uses augmented reality to enable users on the app to virtually try on products using Pinterest Lens. This feature will combine your content with their technology to create a virtual fitting room for users.
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Businesses will need to go through their Pinterest account manager to get set up and must already have a product catalog uploaded.
2. Idea Pins
Idea Pins are Pinterest’s multi-page video format that allows creators to make their video content shoppable. Creators can partner with brands to utilize affiliate links and sponsored content.
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These are similar to Instagram Stories, but with a bevy of publishing tools. Ideal Pins come with:

Video recording and editing for up to 20 pages of content
Voice over recording so creators can add their own personal voice
Ghost mode transition tools (for before & after videos)
Detail pages for instructions or ingredients
Multi-draft save feature
Topic and user tagging

The new feature has already proven to be a standout for Pinners garnering 9x more comments than traditional pins. Pinners are 89% more likely to exhibit shopping intent on products tagged in Idea Pins than on standalone Product Pins.
3. Promoted Pins
At first glance, Promoted Pins look and act just like a regular static Pin, but they have a small “Promoted” label to set them apart. Promoted Pins are boosted and targeted to reach more people. Users can even pin your Promoted Pins to their boards, share them, and comment on them.
Once a user shares a Promoted Pin, the “Promoted” label disappears, and subsequent re-pins are considered earned media — meaning, after the first pin, organic exposure to the content is free.
Here are some guidelines to follow when creating a Promoted Pin advertisement:

The file has to be PNG or JPEG.
Your content cannot go over 10 MB.
There is a description copy limit of 500 characters.
Your aspect ratio must be 2:3 and should be vertically oriented.

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4. Video Pins
Promoted Video Pins are exactly like Promoted Pins — except the static image is replaced with a video.
Seven out of 10 Pinners say Pinterest is where they go to find new products, making video a great medium to reach and engage potential customers. Therefore, just as with Idea Pins, Pinterest and video advertising go hand-in-hand.
Pinterest offers two options for video sizing: max-width, or standard. Standard videos are the same size as regular Pins and cost less than a max-width Pin, which spreads across a user’s entire feed.
No matter what size you choose, Pinterest videos auto-play once they’re 50 percent in view. Plus, the Promoted Video Pins have a conversion optimization option to better serve advertisers with traffic or conversion goals. This new option brings the user to a landing page on the advertiser’s website, as well as a close-up of the video.
Here are some guidelines to follow when creating a Promoted Video Pin advertisement:

The file has to be either an MP4 or MOV.
Your video cannot exceed 2 GB.
The video must meet a minimum of four seconds, and cannot go over 15 minutes.
Your aspect ratio must fall between 1:91:1 and 1:2.
There is a description copy limit of 500 characters.
Make sure to create a video that’s not dependent on audio for greater accessibility and for those who scroll with sound off.

5. Carousels
Promoted Carousels contain up to five images that users can swipe through. Carousels are used to give a deeper brand story within one Pin.
This feature behaves the same as other Pins, except it will have dots beneath the images that signal additional content. Each carousel image can be different and have a different title, description, and link to another landing page.
Here are some guidelines to follow when creating a Promoted Carousel advertisement:

File type: PNG or JPEG
Ideal aspect ratio: 1:1 or 2:3
File size: Max 10 MB
Title copy: Max 100 characters
Description copy: Max 500 characters

6. Collections
Collection ads appear as a combination of one larger, hero image (or video) followed by three smaller, secondary photos. When a user taps on a collection ad, they’re taken to a full-screen experience where they can view the hero image and up to 24 secondary images.
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They’re a great way to showcase a variety of products in one ad. Plus, they are easy to create using the catalog feature. Just select the product groups you’d like to feature from your catalog and Pinterest create an ad that displays the most relevant products for the user from your product feed.
Currently, collections ads can only be created on desktop and are targeted to users on the mobile app.
7. Shopping
Pinterest shopping ads let you target customers early while they’re just browsing. Like Collections, these ads are created by pulling from your product catalog. When a user clicks on your image or video, it takes them directly to a link where they can purchase the product.
Simply set up your product groups in catalog and Pinterest will use your product data to show relevant products to users. With this feature, there’s no need to set up any additional targeting.

Curious about how to advertise on Pinterest? We’ll walk through all the steps next.
1. Create a business account.
First you’ll need to create a Pinterest business account. This will give you access to all of their ad tools and features. You also have the option to convert your personal account to a business one once you’ve logged in.
2. Choose your campaign objective.
Each of your Pinterest campaigns starts with an objective. Choosing your campaign goal is what determines what ad formats are available to you. There are several categories to choose from — Build Awareness, Consideration, Conversions, and more.
If you’re not sure what you need, you can select one of the goals listed in the short questionnaire pictured below to get started.
Conversion optimization is a campaign objective that optimizes your advertisements for specific actions outside of clicks. Now, advertisers have a way to directly inspire people to take action — like leading a user to an online checkout or newsletter sign-up with no extra steps.
If you want people to discover your business, choose Brand awareness for standard Pins or Video views for Promoted Video Pins as your campaign objective. For these two objectives, you can set a maximum cost for every 1,000 impressions your ad receives.
If your Pinterest goals are to drive qualified leads to your website or improve traffic, choose Traffic or App install for your campaign objective.
For these campaigns, you set a maximum cost-per-click — which means you are only charged when people click through your Promoted Pin to visit your website.
3. Set your campaign budget.
If you want to spend your campaign money evenly over a specific time period, select lifetime. Select daily to choose the amount spent each day. You’ll have to automatically adjust the budgets based on how long you want your ad to deliver.

Next, you’ll set a maximum bid. A bid determines the highest amount of money you’d like to pay for an action, like an engagement or click, on Pinterest. Pinterest will recommend an amount for you depending on your target audience, and what competitors are spending.
Make sure your budget for Pinterest ads reflect your overall marketing goals and the importance of the platform for your business.
4. Create an Ad group.
With Ad groups you can lump together related ads within the same campaign and track them.
For example you could create a beauty campaign with one ad group for “women 35 to 45” and another for “women under 30” and see which performs better.
5. Choose your target audience.
Targeting allows you to reach people who are searching for your content and who are ready to actively engage. Targeting is an important part of promoted ads because, without it, you’ll have less interest.

Pinterest has several targeting options that you can use singularly or combine together for a unique targeting approach.

Audiences combine your customer knowledge with behavioral insights from Pinterest. If someone has recently bought something from your site or engaged with your Pinterest content, this allows you to target that person for an ad.
Keywords show your ad to someone who is searching for that kind of content. If you set specific keywords like “tropical vacation” or “apple pie recipes”, your ads will target people searching for those things.
Interests target people based on the types of content they regularly engage with. Your apple pie recipe ads would most likely be served to people who have an interest in baking or preparing for Thanksgiving.
Expanded will provide you with additional interest and keywords based on your ad’s content and who you’re trying to reach.
Demographics allows you to select a specific location, language, device, or gender.
Placements gives you the option to choose where your ad is delivered. If you don’t want your promoted Pins to show up when someone is browsing, and only appear in search results, you can specify that here.

6. Design your ad.
Now it’s time to create an ad. For this you can use an image that you have already pinned or start with the template below.

7. Maximize your SEO efforts.
By adding an interest and keywords to your descriptions, they become more relevant to people who are actively searching for that content. Keep in mind that hashtags don’t add any ranking value.
On Pinterest, categories of interest are already sorted and categorized. You should explore the available topics that are relevant to your business and target those queries — if you need inspiration, check out the seven categories that do exceptionally well on Pinterest.
Your boards also provide an opportunity for SEO. Boards inform Pinterest’s search engine on how to categorize your Pins, which improves visibility. Focusing on both will support your SEO efforts.
8. Add value.
Endless product promotions on a Pinterest feed aren’t the best way to get an audience’s attention — and keep it. More than likely, you’ll just become a disruption and get unfollowed. You have to add value to every touchpoint with your customer for them to engage with your content.
To add value on Pinterest, try adding Pins that your audience will want to engage with that don’t include your product or business. You might offer added value by showcasing services or interests that compliment your own.
For example, if you sell cars, share content about upkeep or car accessories. Alternatively, if you’re running a Pinterest page for a coffee shop, try Pinning playlist ideas for people to listen to while they work. There is plenty of content available to curate for your audience’s benefit.
9. Mix up your content.
If you’re busy targeting your content to a persona, you’ll miss out on the organic connections and interests of your audience. While helpful for first steps, personas don’t give you everything you need to know about the people who are interacting with your ads.
Keep your content seasonal and relevant. Yes, it is good to make evergreen content — but don’t miss out on pop culture or holiday opportunities to spark interest.
10. Monitor campaign performance.
Finally, you need to keep an eye on your campaign performance to determine the success of your ads, or why they didn’t perform as you expected.
When you’re in Pinterest Ads Manager, click on Analytics and you’ll be shown an overview of all your campaigns and key metrics. These metrics include impressions, total clicks, earned cost-per-impression, effective cost-per-click, and more.
Every campaign has the opportunity to increase brand awareness or inspire purchases. After looking at your analytics, you can determine whether or not you need to widen your audience, increase your budget, or try a different ad format. Pinterest advertisements are not an exact science, so experiments are key to being successful on the platform.
Now that the logistics are out of the way, check out the Pinterest ad examples below for inspiration.
Pinterest Ad Examples
Each of these ads is an example of Pinterest advertising done right with actionable tips that you can take away as you create your own:
1. Ulta
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Pinterest is an excellent platform for beauty brands to showcase their products. This video ad from Ulta takes advantage of seasonality in the weeks leading up to Mother’s Day, creating an ad that is captivating and timely.
2. Ruggable

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In this ad, the image speaks for itself, which lends well to the visual nature of the Pinterest platform. The rug is front and center in an attractive home space that draws the eye (and probably triggers the shopping tendencies of those who like decorating). It does come with a catchy tagline: “Back to Homeschool.” Because who needs a back-to-school sale to buy cool stuff?
3. Love Sweat Fitness

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A big audience on Pinterest is the foodies who love to find and share recipes. Love Sweat Fitness, a fitness brand, is appealing to that crowd with easy and healthy holiday sides. The best part of the ad is how it combines high-quality imagery with attractive typography.
4. Acuity Scheduling

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One thing to take away from this ad is that Pinterest advertising isn’t just for home goods, recipes, and ecommerce. Those in the B2B space can definitely take advantage of the advertising opportunities… and who knows, your audience might be browsing for home goods, too.
This ad sets up the value proposition in a text format and gets right at the heart of the audience’s pains: “Stop scheduling time to schedule clients.” They then pair it with a call-to-action: “Start Booking Now.”
5. Torrid

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In this Pinterest ad, Torrid is using retargeting options to put their products in front of people who already visited the Torrid website. After visiting this product’s page on torrid.com, the ad “followed” me to Pinterest to stay top of mind and earn the sale.
Create Your Pinterest Campaign
Now that you have seen what Pinterest ads can look like, take the inspiration from the examples above and put it to action on your own advertising efforts.
Editor’s note: This post was originally published in April 2019 and has been updated for comprehensiveness.

Think of every group project you’ve been in – whether in high school, college, internship, or other.
Often, someone would naturally take the reigns without being officially appointed as the leader – that’s called emergent leadership and it’s something you may want to leverage in your professional life.

Learn the key characteristics of emergent leadership, examples of it in daily life, and the benefits of this approach.

Emergent leadership allows the right leader to be elected once they have demonstrated their potential in group settings. This will be someone who has earned the respect and trust of their colleagues and are able to inspire them.
Too often, companies bring in new leaders and there’s a big adjustment period. They may struggle with communication, understanding their teams’ values, establishing trust, or a number of key elements needed to propel a team forward.
This approach democratizes leadership by letting employees make key decisions regarding not only their leaders but also their projects. As a result, you can get employees who are more invested in the company and serve as its champion.
Promoting emergent leadership within your team is all about fostering an environment of collaboration and ownership. As a manager, you will serve as a resource while allowing your team to take the lead.
By creating this environment, your direct reports will feel comfortable bringing their full selves to work and take the lead whenever their skills align.
To recap, emergent leadership:

Promotes ownership and independence over one’s work.
Fosters a collaborative environment.
Can create a more cohesive team.
Prevents bottlenecks by empowering employees to be decision-makers.

Emergent Leadership Characteristics
Wondering how to identify a leader within your organization? Here are some key traits to look for.
Influential
A key characteristic of any leader is someone who is capable of impacting someone’s character and/or behavior.
Look for comments from team members like “X suggested this approach,” and “After speaking with X, I…” – Statements like these demonstrate the impact that someone has on other members of the team.
Reliable
If anything, a leader should be reliable as it’s key to building trust. It means you rely on that person to be consistent and dependable. Whether that’s in their work, communication, or another format.
How do your direct reports show up for others? Do they provide resources? Are they available to mentor? Do they follow through? If the answer’s “yes,” you’ve got a reliable person on your hands.
Inspiring
A great leader helps others feel they are capable of more. When you’re evaluating your staff, an emergent leader is someone who brings fresh ideas and perspectives, cheers others on, and is always striving to improve.
Collaborative
Emergent leadership can only happen in a collaborative environment. Look for people who celebrate new perspectives, create space for others, and invite knowledge exchanges.
Emergent Leadership Examples
The most popular example of emergent leadership comes from the famous medical TV drama, “Grey’s Anatomy.” In one episode, residents were tasked with solving a difficult case together. The goal was to help them work better together but also see who would naturally emerge as the leader of the group.
The most extroverted person in the group often seems like the obvious choice but that’s not always the answer. Just like in real life, the emergent leader in the show was the one who displayed an ability to listen, delegate, make decisions, and inspire confidence from others.
Now back to real life.
Photo app VSCO is one company that leverages emergent leadership to encourage brand champions in its own employees.
According to its former VP of People and Places, Katy Shields, the brand believes that giving up control early on in the company’s growth can help it self-correct in the face of adversity.
Back in 2015, Laszlo Bock, former SVP of People Operations at Google explained how Google tackled this.

He said, “What we realized…is that giving up power is just as important to leadership as seizing power.”
Assigned leadership is the straightforward approach most organizations take. However, emergent leadership could prove to be more effective.

Last week, HubSpot wrapped up the third annual World Certification Week – a global virtual event where learners and peers from all around the world connected and grew by dedicating time to their professional development.
This community of people learned about a variety of industry topics, connected with fellow learners and thought leaders, and earned thousands of HubSpot certifications. HubSpot certifications are awarded year-round, but for one week, we donated $5 to education-focused organizations for every certification completed.
The first World Certification Day kicked off in 2020 when a team member bought a “certification day” web domain and we awarded over 2,300 certifications. This event has continued to grow each year, with over 7,800 certifications awarded in 2021 and 11,159 certifications in 2022.
We are lucky to bring people together to share in the sense of community, give back, and grow better. Thanks to you, we were able to donate $10,000 in 2020, $35,000 in 2021, and $50,000 in 2022.

In addition to learning and supporting a good cause, participants from around the world were dedicated to making World Certification Week fun. From learning together in groups and taking certifications live to friendly competitions and certification-inspired videos, participants got creative and made the World Certification Week their own.
World Certification Week Impact
We want to thank the 7,815 of you who took part in World Certification Week and completed 11,159 certifications.
By participating, you advanced your career and gained valuable knowledge while helping others. Your contributions will have a big impact on others as well.
This year’s World Certification Week donations are supporting the following organizations:

Teach For All is a network of partner organizations that came together to develop collective leadership and to ensure children from all around the globe get the opportunity to fulfill their potential.
Laboratoria’s mission is to create opportunities for women in Latin America by developing an inclusive and diverse digital economy.
The Clontarf Foundation aspires to help young Aboriginal and Torres Strait Islander men to improve their education, discipline, life skills, and self-esteem and equip them with the tools to participate more meaningfully in society.
The Halogen Foundation is a not-for-profit Institution of a Public Character (IPC) charity that aims to help young people reach their potential to influence and lead by becoming positive change agents.

What’s next?
We are already excited about what’s in store for WCW 2023 when more learners, companies, and agencies will take part in this initiative and extend the impact.
Until then, you can take HubSpot Academy courses any day of the year. From Inbound to Contextual Marketing, choose the courses that will help you excel in what you do and grow better. See you next year!