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7 Answers

Christine Sotelo-Dag
Mode Analytics Director of Product Marketing & Customer Marketing • March 17
I wouldn't under estimate solid PMM expierence, but I wouldn't let lack of direct PMM experience be a blocker either. As you've calledo out, being a well-rounded marketer/communicator is really important. My perspective is, if someone can demonstrate they are a solid story-teller - can take produ......Read More
393 Views

This depends on where you are in building your org, and your own experience. My path to PMM is that of a career generalist. I started my career as an engineer, then a sales engineer, then made my way to product management and marketing. I then took a left turn into consulting services before retu......Read More
257 Views

Katherine Kelly
Benchling Head of Product Marketing • May 19
I've really come to value true product marketing experience in my more senior hires. It's really nice to have a few folks on the team who know the drill. But I've also found that my PMM teams tend to skew more senior overall, each person is sort of in charge of an area and as such you want a more......Read More
315 Views

Daniel Kuperman
Atlassian Head of Core Product Marketing & GTM, ITSM Solutions • April 14
That depends on what you are hiring for and the level of experience you need in the new hire. If I were to hire someone to run my competitive program, for example, I would look for a PMM that has done this in the past, has created a competitive program from scratch and can show me examples of the......Read More
766 Views

Raman Sharma
DigitalOcean Vice President, Product Marketing • August 17
Product Marketing means different things in different companies. So, asking for "prior PMM experience" may not always be as helpful as you think since this experience could mean something completely different from what you are looking for. While relevant PMM experience is a plus, I have also hire......Read More
295 Views

This really depends on your current PMM team, and how they are structured. * If you have PMMs that are very specialized in certain areas and are you trying to grow the team, think about what gaps you have and focus on that in your hiring process. * If your team is full of marketing ge......Read More
645 Views

Andrew Stinger
Universe Head Of Marketing • June 1
The answer depends on the stage of your business and the depth of your marketing bench. As one of my mentors shared with me: As you get started, you need a good pool of generalists who can do the job you hired them for—and potentially cover off short term needs that may fall out of their explicit......Read More
306 Views
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Daniel Kuperman
Atlassian Head of Core Product Marketing & GTM, ITSM Solutions • April 14
I've seen a bit of everything when it comes to the split of Product Marketing teams. At some companies it is done by product line, at others by industry, and some by customer segment. And I don't think there's a 'best' way to do it, honestly. It all depends on what makes sense for your company......Read More
948 Views
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Priya Gill
Momentive (SurveyMonkey) Vice President, Product Marketing • August 10
I’ve been hiring for quite some time now that I typically know when I have a great candidate, so I don’t believe that I need to structure the recruiting process to go slower just in case a better PMM might come along. It is a tough market, so if you have a great candidate that you and your hiring......Read More
700 Views
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Arianna Schatzki-Mcclain
Lyra Health Group Manager, Product Marketing • November 30
If you don't have the opportunity to manage an entire new product launch, you'll have to get creative. See if there is an opportunity to own a specific piece of a launch someone else is managing or even manage a smaller feature launch. I'd also look for opportunities work with the product team, e......Read More
588 Views
Related Questions
What's the best way to split up responsibilities in a Product Marketing team within an Enterprise company? With the job market so hot, how do you structure the recruiting process to go slow enough for you and the team to evaluate several people and fast enough not to lose them to another company?What advise would you give a junior PMM who has minimal GTM experience interviewing for PMM roles?