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What do you look for while hiring a junior PMM candidate, especially someone who might not have had a prior PMM experience? What assignments would you typically ask as part of recruitment?

3 Answers
Hien Phan
Hien Phan
Pinecone Head of Product Marketing, Partner, and Customer MarketingOctober 5
  1. writing skill: the messaging side of the marketing house, so you need to learn how to write. 
  2. presentation skill: you're not just enabling sales, but also marketing so can you present your ideas succintly 
  3. intellectual curiousity: you're task with taking new products to market or going into new segments. 

I would look at those three as the initial pillars to gage someone who is ready to be in PMM. 

952 Views
Jeff Hardison
Jeff Hardison
Calendly Head of Product MarketingJanuary 10

I like people who stretch themselves and try, despite all of the challenges others may perceive against them. So, I'd ask myself how has this junior candidate tried to become a product marketer?

1. Have they read some books on product marketing and taking some courses (or gotten certifications)?

2. For me, writing is critical. Has this person studied writing in college, worked in journalism/blogging, or even written short stories?

3. If no one has given them an opportunity to do product marketing, have they volunteered to do product marketing for free for a small startup to get some experience? (I did volunteer marketing work when I was starting out with no savings — it was difficult and stressful but helped me land my first job in marketing.)

415 Views
Chris Glanzman
Chris Glanzman
ESO Director of Product Marketing & Demand GenerationAugust 2

Generally a great product marketer is built on three knowledge pillars: 

  1. Market Knowledge
  2. Product Knowledge
  3. Marketing Knowledge

In the case of somebody brand new to product marketing, having just one of these would be fantastic. For junior roles, I'm selecting candidates based on their likelihood to develop these three areas of expertise. My go-to case assignment is asking the candidate to identify a market and segment, approximate its size, then craft a positioning statement and message for an offering to that audience. The instructions include a "time limit" and our positioning statement structure.

The real insight comes in the review of the prepared materials. I focus on "how" questions so I can better understand the candidates approach to each component. From a high-level I'm looking for indications of empathy for the market segment and their problem along with a reasoned approach to approximating the market size.

373 Views
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