Steve Patrizi

Yesterday at HR Tech, Josh Bersin shared a sneak preview of Arist Needs Analysis, a groundbreaking end-to-end agent that fully replaces internal consulting, interviewing, and gap assessment for HR and Sales teams. Launching October 1st, Needs Analysis can: 🧑‍🦰 Pull together all of your core data sources to build hyper-accurate real-time employee profiles; 🎙️ Conduct personalized voice interviews with thousands of employees at once (including via a phone call); 📊 Turn the data and interview insights into detailed assessments and recommendations;  🎼 Orchestrate all of your existing learning and content tools to close gaps ASAP. We’ll be sharing more soon. In the meantime, sign up for the waitlist at the link in comments or at arist dot co slash needs. If you comment “Interested” you’ll get an early preview.

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Every PMM has felt this 😅 "We have a fast paced culture" AKA.. Understaffed and overworked. So... How do you pick a winning company? Where you can advance your career PMMs? Try this playbook from Stu Kendall, Director of Product Marketing at Temporal Technologies (based on his talk at our Chicago PMA Summit) 👇 Talented PMMs get overlooked all the time. You need to understand the real game. 📌 4 key factors that impact career growth: 1) The company you work for 2) Your manager (and head of marketing) 3) You (how you show up) 4) Your team (the people around you) Stu breaks them down for you: 1️⃣ The company you work for Look for: Investment in product marketing Transparency about promotions Employee growth case studies Strong company growth Lean marketing team Stu's career hack? Join companies where the role you want doesn't exist YET. That's how he became a director. 2️⃣ Your manager (and head of marketing) Promotions are decided in a private club. It's the executive leadership team in a room deciding your future. Your manager might love you, but they need to convince THAT room. The real process looks like THIS - HR sets up a formal review cycle - You fill out self assessment forms - You think it's a merit based process - Meanwhile, the ELT has a separate meeting - CEOs often have more influence than you realize - CFO controls budget for all promotions - VPs are competing for the "promotion pie" Will your boss fight for you? It depends on... - Will promoting you make them look good? - Do they like you? (Yes, it matters) - Do they believe in meritocracy? - Do you deliver on THEIR goals? - Are you stuck in the IC trap? - Are you a flight risk? Companies keep high performing ICs in their role. Don't get stuck there. 3️⃣ YOU - The driving force Here are 6 ways to position yourself for promotion: 1. Have a plan Set quarterly intentions and actually track them Put them in writing + share with your manager Show you're strategic. 2. Deliver on that plan Say you'll do something? DO IT Keep a record of "plan vs actual" 3. Communicate your impact Connect your work to business outcomes ($$$) Create your wins doc, update it weekly Share where leadership can see it 4. Have a point of view In meetings, speak up with your POV ❌ "Maybe we could..." ✅ "I recommend we..." 5. Show maturity ELT watch how you handle stress so stay cool Be solutions focused when you find problems Don't use hedging language 6. Build strong relationships When your manager asks others about you, what do they say? VPs regularly check in with peers about your performance. When asked "How's it going with Stu?" you want them saying "Amazing!" Remember personal details. Give credit generously. -- 👋 P.S. What would you add PMMs? Make sure you give Stu a follow!

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Just like most other first-year execs at a Series A, my job is selling, recruiting, not sleeping, managing, putting out fires… all the things you do for that 1 in 1000 chance it turns into something. 😅 And I’m always on a mission to find the top 1% candidate. But this year, I lost one. For context: I came across our dream candidate. Could navigate org charts, build 5 coaches, 3 champions, take an EB out to dinner, and push deals through procurement like a TSA-precheck line. - 1st call → I “sell”, mainly to align the role and company with goals and ambitions of the candidate. Then if there’s a fit, I qualify. - 2nd calls → deep dive into our product and share a sample walk through. Strong alignment on both sides. We were 1 of 2 companies they were speaking to. - 3rd call → Slips two weeks (SKO, EOQ, travel). Finally catches me at the United Lounge (sponsor me pls), where we align and virtually high-five on flying to NYC for onsite. (Btw - there’s something special about people that move to NYC to go to early stage orgs, they know what’s up!) - Their side → Text to say they’re excited to continue the conversation. - My side → I start coordinating travel… then crickets. They shared their upcoming vacation to Europe, so I half-expected it. Email. Text again. Finally a call. - Outcome → “I’ve accepted another offer.” 🙄🙄🙄 Here’s the lesson: 1. Time kills all hires, just like deals. You either are part of a candidate’s time window or a part of another company’s time window with a candidate. 2. Candidates deep in the recruitment processes are about 10x more sensitive than prospects. If you have momentum, don’t let more than 2 days go by without a next step on the calendar. If they don’t schedule or communicate clearly, they probably aren’t that serious. 3. If a candidate is remote and it’s hard to get onsite, make it easy or go to them. Hell, meet them at the airport if you have to (more on this learning another time 🙂). 4. Have a process. Ours was: Me → Me → Onsite. Now it’s: - Me = Sell company + Identify if it’s a fit for them from THEIR perspective - Me = Qualify + expose to our sale - Founder = Vision/company sell - + case study + culture Hiring is a deal. Treat your top candidates with the same urgency, creativity, and process discipline you’d bring to closing your biggest logo. If you don’t, someone else will.

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Each week I step away from my desk for an hour to have "Weekly Walks" with anyone that signs up from my team (except my directs 🙃). There are two rules: no slides and away from your desk. Recent walks, including todays, have been awesome (career conversations, stretch assignment ideas, "could be better if" conversations, etc.)! Highly recommend this if your organization is growing and you want to stay connected to your team and keep a pulse on talent. #ProudIBMer

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💡💡 𝗛𝗶𝗿𝗶𝗻𝗴 𝗝𝘂𝘀𝘁 𝗚𝗼𝘁 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 💡💡 With our acquisition of myInterview, Radancy is expanding the power of our industry-leading, AI-driven Talent Acquisition Cloud - helping recruiters and candidates connect faster and more effectively. Building on our Agentic AI launch, we’re introducing recruiter and candidate agents that accelerate hiring cycles, improve efficiency, and reduce time-to-fill and costs across both professional and high-volume hiring. These agents support every stage of the journey - from identifying and screening, to scheduling, assessing, and onboarding top talent. Because our platform integrates seamlessly with any ATS, Microsoft Teams, and other workflow tools, it eliminates repetitive tasks so recruiters can focus on what matters most: building relationships and driving impact. We’re committed to delivering proven results with responsible AI. Learn more here: https://lnkd.in/drHpgbVY #FutureOfHiring #HiringInnovation #AgenticAI #myInterview Claudia, Torgil, Brett

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