So you got the job… but is it the right agency for you?

How important is it to research if an agency is right for you before signing the dotted line…

Job searching can be brutal, the job applications with no response, the time spent going into the agency for interviews and the “we wish you all the best in your future endeavours” generic emails are enough to make anyone lose a little sight of what their original career objectives were.

When you do finally get that call back, get that second interview and finally get the offer you may be so relieved to be coveted by an agency you may overlook some of the warning signs you picked up during the hiring process. Although it is an exciting time and a fresh start, it is crucial you slow down and turn down that overly enthusiastic voice in your head saying omg this is the beginning of the rest of my life - I need to go shopping for chic office wear! Take it back to the reasons you left your last role and what you promised yourself you would never commit to again…

Things to consider (and shouldn’t be afraid to investigate):

Agency Culture:

Most agencies will claim to have a supportive, collaborative, friendly and social culture. Office politics, generational gaps and overworked staff can have a detrimental effect on culture and your well-being, so make sure you do your own investigating. I would recommend reaching out to your network (or just hit them up on LinkedIn), past employees who have recently left the agency and perhaps gently and respectfully (of course) ask how they found the overall culture of the agency.

This is also something you can do some snooping into through the interview stages. If the interviewee asks to go to a café to meet, don’t be afraid to ask to see the office at the end and have a walk around the agency. Never be scared to push for a second or third interview just to get a bit more physical time in the office. Try to take note of how the employees interact with each other and their overall energy whilst at work.

If all else fails – just ask! Company culture is incredibly important and most talent directors or hiring managers will be transparent, remember they want to hire like-minded individuals too.

Look, you may be happy being at your desk 14 hours a day, but just in case you’re not….

Culture check list questions:

What are some of the recent social activities the team has enjoyed?
Is there a social committee?
What are the typical hours of work?
What are the incentives for the team when we reach and exceed targets?
How long have most employees been here?
What are the ages within the agency, is it a fairly young team, if that’s what you’re looking for?

Career progression:

This is another aspect of your new role that you will quickly resent yourself for accepting if there is no path to progression both personally and professionally in the agency.

Typically, in agencies there is always somewhere to go, however, it depends on how quickly you were hoping to get there. A quick map of the agency structure and recent hires/promotions will give insights into if you are likely to receive a quick promotion based on your skills and experience, or if there will be a few road blocks given the current structure and recent hires/promotions internally.

If your prerogative is to be promoted within a certain period of time, firstly consult an unbiased third party to ensure your career objectives are realistic, then be honest with the agency and see what they are able to offer in terms of KPI’s and a structured career progression plan.

Agency clients:

This is a big one, you will be spending 40 hours (most likely more) negotiating, representing, communicating, educating, collaborating and at times getting a bit frustrated with these guys. Firstly, do you believe in their product? If you have an ethical issue with your client’s product or service, you may want to rethink joining forces with them.

What kind of client do you want to work with? Some people relish working with a difficult client who constantly challenges and pushes you forward. It can be stressful at times but you will be pushed to be the best you can be at what you do and most of the time pleasantly surprise yourself when you come out the other side of a particularly challenging brief.

Type of work:

What are the specific channels you will be operating across and do they include a combination of skills you already excel in as well as areas you hope to develop into?

If the work isn’t going to challenge or inspire you at some point, you may want to rethink either the level of the role or perhaps the style of agency overall. For instance, if you left a BTL agency because you are totally over POS production and this new agency is also BTL make sure you ask what the typical style of campaign they do is – perhaps you can be exposed to more experiential and events?

Last of all always go with your instincts, take some quite timeout, let the adrenaline of the opportunity subside, and ask yourself what the pros and cons of the role are.

Only you know what’s best for you!

Good luck in your future endeavours. If you need more advice on how to land your dream role, get in touch with me anytime brianna@iknowho.com.au

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Signs It’s Time to Hire a Marketer…and how to get it right

By Kristina Gerdov • September 3, 2025

For many growing businesses, marketing is often something that gets added to the to-do list of already busy managers or existing teams. A social post here, an email there, and maybe a campaign when there’s time. But without dedicated expertise, marketing rarely delivers the consistency and commercial results your brand needs to grow. If you’ve been wondering whether it’s time to bring in a dedicated marketing resource, here are the key things to consider and how to ensure your first hire is set up for success. 1. The Telltale signs If your demand generation has stalled, you’re struggling to convert interest into sales, or your brand presence feels disjointed, it’s time to stop relying on ad-hoc efforts. A dedicated marketer can build and execute a strategic plan that drives consistent results and positions your brand for long-term growth. 2. What to avoid It can be tempting to look for a “jack-of-all-trades” who can do a little bit of everything. The reality? Even the most talented marketer will struggle without clear goals and defined outcomes on what the business is looking to achieve. Hiring without clarity can lead to underwhelming results and frustration on both sides. Be specific about the expertise you need and the outcomes you expect. 3. Why this hire is so important to get right Your first marketing hire is more than just another role, it often lays the foundation for your brands future growth engine. The right hire can build momentum and shape how your future team evolves. The wrong hire however, can stall progress, waste budget, and leave you back at square one. 4. Fractional vs full-time Not quite ready for a permanent commitment? Fractional marketers can be a great short-term solution to get things moving while you build the case for a full-time hire. Just be clear on their remit. Fractional marketers are ideal for campaigns, projects, or interim support, but they’re not typically suited to long-term brand building or team development. 5. What kind of marketer do you actually need? Marketing as a discipline is broad, as are the tools used to reach your desired target audience. Do you need someone to drive digital acquisition, manage partnerships, develop content, or build brand strategy? Start by clarifying your business’s biggest priorities and pain points, then match the skillset accordingly. The clearer you are upfront, the better the outcome. 6. How to set them up for success Hiring the right person is only half the job. To see results and maximum impact, you need to set your new hire up for success. This means: Clear KPIs so they know what good Vs great looks like The marketing tools and access to the resources they need to deliver Integration into cross-functional conversations with key decision-makers from day one Bec Godkin, Senior Talent Partner says “Marketing can’t succeed in a silo. The deeper your marketer is connected across the business and understands the various levers that shape success, the greater their impact will be” Hiring your first marketer is an exciting step - it signals growth, ambition, and the desire to build something bigger. By being clear on what you need, avoiding common pitfalls, and setting your hire up for success, you’ll give your business the best chance to thrive. At iknowho , we specialise in helping brands make their first marketing hire. If you’d like to talk through what kind of marketer is right for your business, we’re here to help.

What is a Fractional CMO and could one be right for you?

By Kristina Gerdov • June 25, 2025

Discover what a Fractional CMO is, the benefits they bring, and how to know if hiring one is the right move for your business.

How personal branding can supercharge your job hunt in 2025

By Kristina Gerdov • May 13, 2025

In 2025, personal branding isn't just a buzzword – it's important for anyone navigating the job market. The uncomfortable truth is this; you're likely being Googled more often than you're being interviewed. In a digital-first world, your personal brand can potentially boost your career prospects. So how can you leverage it to stand out during your job hunt? 1. Your brand is what people say when you're not in the room Personal branding isn’t just about the polished version of yourself that you post on LinkedIn. It’s what others say about you when you’re not around. Consider how you’re being perceived online and offline. Is your brand consistent, authentic, and aligned with your career aspirations? What would potential employers say about you when they Google you? To start refining your personal brand, think about your values, your goals, and how you want others to perceive you. This means showcasing your strengths, yes, but also acknowledging your struggles and learning moments. Authenticity can give you a competitive edge. 2. Lead with curiosity, not just expertise Publicly asking thoughtful, insightful questions. It positions you as someone who is constantly learning, open to feedback, and not afraid to explore new ideas – a thought provoker and idea leader in your space. In the job hunt, this quality can set you apart from others who might be more focused on offering answers than asking the right questions. So, when you’re engaging with others online or in an interview, try focusing on asking questions that spark deeper discussions. Your curiosity and willingness to learn can make a lasting impression. 3. Your personal brand is about becoming known for the right things Remember, personal branding isn’t about trying to become famous. It’s about being known for the right things – the things that align with your career goals and the value you want to offer to employers. For job seekers, this means ensuring that your online presence and interactions reflect your expertise, passion, and ambition. When crafting your personal brand, be deliberate. Think about the skills, values, and personality traits you want to highlight. 4. Be consistent and intentional The foundation of a strong personal brand is consistency. Your personal brand is built in the small, everyday actions – how you engage with your network. Consistency in your interactions helps shape how people perceive you and helps create a brand that’s memorable. If you're job hunting, it's critical to show up consistently both online and offline. This includes engaging with industry professionals on LinkedIn, contributing to discussions, and demonstrating professionalism in all your interactions. 5. Small steps to narrow the gap So, what's the gap between how you see yourself and how others might perceive you? The goal isn’t perfection, but making small, consistent adjustments that move you closer to aligning your internal brand with how you’re seen externally. It could be tweaking your LinkedIn profile, starting a blog, or sharing your expertise. What’s one small thing you could do this week to move the needle and narrow that gap? Whether it’s posting a thoughtful comment on a relevant post, reaching out to someone in your industry, or sharing a story of a recent challenge, small actions can have a big impact over time. 6. Share struggles, Not just wins When it comes to personal branding, it’s easy to fall into the trap of only sharing successes. However, some of the most credible personal brands are built on transparency – sharing the struggles and lessons learned along the way. It’s interesting to see how you handle setbacks, not just your triumphs. Embracing imperfection in your personal brand helps paint a fuller picture of who you are. Whether it’s sharing a challenging project you worked on or a time when you faced a setback and how you overcame it, these stories can help demonstrate your resilience, problem-solving abilities, and growth mindset – qualities employers are eager to see. In today’s market, personal branding isn’t just a nice-to-have. By being intentional, consistent, and authentic, you can build a personal brand that resonates with potential employers, ultimately setting you up for success in your job hunt. So, there’s no better time to start than now.