Stage Two is hiring someone awesome. Is it you?
July 21st, 2009 by JeremyWe are looking to add an Account Manager with at least two years of media-relations experience (read: prefer three, and please, nobody right out of college unless you want to test your skills as an intern) who has seen the light and wants to get into influencer marketing. We are definitely looking for someone who knows both the bloggers and traditional press in the consumer electronics and consumer Web space (please don’t apply if you haven’t already worked with journalists and influencers).
This is an exciting industry, and this is a chance to get involved with exhilarating projects and learn a lot in the process! We are industry-insiders, wizened tech masters and pop-culture junkies who know how to maintain a proper work/life balance – whether it’s ending the day early to catch the hottest blockbuster, or drinking scotch with a client at one of our many local watering holes.
Qualifications:
- Able to work within dynamic start-up environment
- Fast learner and self-starting with impeccable organizational skills
- Can manage and prioritize the needs of multiple client relationships simultaneously
- Extremely strong communications skills, especially written
- Good understanding of consumer technology (video, mobile, etc) with a genuine interest in new trends in tech, media, and culture
- Decent grasp of new media, including bloggers and social networks (you throw sheep, you tweet, you generally have too many methods to communicate with your peeps, and of course, you know that people don’t say “peeps” any more)
- Confident and articulate, yet brilliantly creative
- Brownie points to gamers, bloggers, pop culture geeks (extra credit given for the subtle use of Arrested Development quotes)
Responsibilities:
- See above, and…
- Coordinating media lists and event logistics
- Monitoring client and industry press
- Conceive, develop, and implement influencer-marketing strategies for clients
- Build and nurture relationships with key bloggers, industry influencers, press/media, analysts, and potential marketing partners
- Outreach and traditional PR for new stories, company launches, product launches, etc.
- Take a consumer product from 80 or 90% to 100% readiness for launch
- Understand and explain consumer behaviors to clients
- Find and evaluate event participation opportunities (speaking, booths, panels, etc.) for clients
- Attend local industry networking events (yup, shmoozing is a job requirement)
Our office is in North Beach, close to several MUNI stops, great restaurants/bars, and fine entertainment establishments. If you’re interested, email us:
- a resume (preferably link to an online one)
- a short bio
- your salary requirements
- why you think this is a perfect fit for you
- which of our clients excites you the most, and why
Any emails without all 5 of the above will be ignored, and probably marked as spam (this includes the salary question). Feel free to let us know if you have any questions. Otherwise, we look forward to hearing from you. If you read nothing else (you won’t get the job, but…) be sure to at least read this and this.
Ready to be our newest rock star? We’re waiting…
ps – our loyal readers will note that we recycled a lot of this content from the last time we posted – there’s a good reason for it.
July 24th, 2009 at 11:21 am
After reading this post and your “Reviewing Resumes” post, it’s a pretty easy decision not to apply. Your overall tone is haughty, arrogant, and pompous, and insulting candidates (your comment to Chris in the “Reviewing Resumes” post) is just plain unprofessional.
No negotiator worth their salt will give salary requirements at the first stage of the interview process. So, because you’ve insisted that’s a requirement for even being considered, it means you’re already getting a lower quality of candidate. That translates to building a company of mediocre employees.
The interview process is like a first date. If you treat candidates like you’re doing them a favor by giving them an interview and take the attitude that they should bow to your every whim, you’ll get lower quality of candidates. Talented candidates have their pick of numerous companies, so the decision not to apply is quite easy.
Unfortunate, because other aspects of your firm sound interesting. (Take my comments with a grain of salt, as I am obviously neither an analyst nor therapist.)
July 24th, 2009 at 11:29 am
@John… regarding mediocre employees – you are welcome to contact all my clients and anyone they interact with to get an independent opinion of their quality.
i don’t feel we’re being “haughty”, i think we’re being “honest”. it’s my opinion that there’s a lot of people out there looking for very “soft” environments. this isn’t one of them.
and, much like my comment to “Chris”, I don’t tend to take anonymous commentors (like yourself) extremely seriously. you didn’t even deign to provide an email address, so really you’re like some guy driving by my office and yelling crap at us. why do i have to treat that with any more respect than it deserves?
there are plenty of other places for people to work. those who don’t like what they see here are welcome to seek them out. it is not my job to find “cool buddies”, it is my job to find excellent team members who will thrive here. our job postings so far have done exactly that.
heading back to the couch for more therapy now.
July 24th, 2009 at 3:39 pm
John- It just sounds like you are a bit bitter, I mean maybe you have a prosthetic hook that is making you feel like a monster and in turn is making you negative or maybe you got rejected by Stage Two and now want to discredit their now public process but who knows!
Jeremy-After having read the “Reviewing Resume” I felt that the post was brilliant and extremely helpful. It really gets at how MOST employers screen their resumes! At least Stage Two are straightforward about it. What I got from it is that you guys are laid back, have fun with what you do, but still work hard. Cheers!
July 28th, 2009 at 2:42 pm
“Your overall tone is haughty, arrogant, and pompous”
In some regards, I agree on your analysis of the two posts. However, I come to a different conclusion. Jeremy and his crew are seeking a high caliber person and making it clear up front what’s expected – these are the sorts of details that can clue them in otherwise. Compared to most employers don’t do a great job on setting expectations, pre-employment or otherwise.
Regarding salary requirements, that’s not an unusual request and it potentially saves everyone some time. If I tell Jeremy I want $120k and he’s budgeted $60kish for the position, we’re not even in the same universe and should both move on.