Hiring more experienced internet marketers in the hopes of bringing a knowledgeable outside perspective to a constantly evolving set of processes can seem promising. However, finding experienced SEO professionals who are willing to work for an agency can be challenging. This is especially true if working remotely might not be an option. Also, the fact that there are many opportunities to generate substantial income from building, promoting and monetizing one

Too much work experience often equals a different motivation level than what a growing organization needs as well as “bad habits” as you say or “baggage”. Not enough work experience bogs the organization down with teaching entry level skills that don’t contribute to billable hours.

The key thing is to be clear about expectations and to offer candidates opportunity to talk with their potential peers in the interview process. Our practice leaders and team are just as involved with hiring as our President and Ops Manager. Without a culture fit, the raw talent and potential doesn’t mean much.

Thus far what’s working for us is hiring based on potential-
that’s really more because we need people who want to live in Myrtle Beach, which is a tourist beach town, but still in South Carolina… not all the cool web people want to live in SC, I don’t think, and cost of living and salaries are lower here too, so that filters out the ones who are focused only on pay. It’s not a bad thing, really, to take raw talent and equip it to work in your firm on your particular clients- no preconceptions to break, no bad habits, etc.

The key has been trying to identify: what are the raw talents and skills that make a good search marketer, and since we do SEO, PPC, SM, and ORM, that’s even more complicated. Actually, this would make a good blog post, so I’m going to stop here!

From what I’ve seen, the most important quality is this:

“never ending passion for learning, tolerance for ambiguity”

It’s really easy to say, but tough to do, and tough to find.

Without getting into a generational war (I’m Gen X), I know that my generation has some passion, but honestly, it can fade (with bureaucracy, age, other responsibilities, etc.) I’ve heard that some of the younger generations want a lot more up-front, whether deserved or not. Some of the older generations could care less about the internet (my Dad has no idea how Google makes money, and he’s never used a search engine).

Hiring right now is a bitch, especially in this industry. I feel for you Lee; good luck.

I can attest that this position does call for a unique individual. It is a position that demands discipline, drive, and perseverance. Of course there will be growing pains, just as Lee described in the above post. Still, the benefit of working for the team supersedes all.

So perhaps, some may see him as arrogant or overly proud. But having witnessed what the team can do and where Lee has lead them- he has every right to be proud.

TopRank and its partner company Misukanis & Odden are lead by two very strong, very talented individuals and are comprised of an incredibly strong team. Their creativity and drive never cease to amaze me, and I will never forget what the team taught me about SEO, marketing, and everything in between.

I’m currently running a campaign for a merchant that I’m an affiliate with and my conversion rate has been 20% in the past 3 days. I owe a lot to Lee and really haven’t had the opportunity of thanking him.

Now SEO is another animal for me and it’s hard to find the time to devote adequate SEO for my website. I’m getting better but I wish I could outscource to Lee’s talented team. Maybe time will allow me to do that.

Not only is Lee respected but I’ve witnessed and continue to witness Lee’s expertise in SEO.

This blog is also a really valuable resource to any online marketer.
Instead of bashing Lee, the first commentor should put their feelings aside and welcome Lee’s expertise in the areas of SEO and SEM.

Once again that’s my two cents (Or more).

I certainly see your point about having a dedicated copywriter being a luxury. I guess as the budget drops so does that ability to have “specialists” on the project. Low enough and you have a one-man show. And we agree there are different facets of SEO one may specialize in – it is, in my opinion, something of a loosely-defined term. Once you start examining conversion rates and usabilty, for example – are you still in the field of SEO? Certainly we want to offer this for our clients, but I’m just not sure it fits the definition.

I don’t think it’s asking too much for a copywriter to perform keyword research. With the right systems/procedures in place you should be able to get any web-savvy and reasonably intelligent individual doing effective keyword research. I’d hope that for most people keyword research isn’t exactly akin to rocket science.

-Mike

Interesting post. Shame about that schmuck up top – what can you do?

Just curious – do you not find it beneficial to use copywriters for website copy? I just ask because using SEO Specialists to write copy seems to me to be potentially disastrous for usability and effective sales copy. It seems to me that SEO and copywriting, while there are obvious crossovers, are two specializations in and of themselves. I’ve come across a number of successful SEO firms that outsource copywriting for this reason – usability and effective sales copy being so important for conversions.

Just curious about your thoughts on that.

Overall, spot-on post that raises a lot of important and interesting points.

Cheers,
Mike

I agree that Lee does have an amazing bunch of people working for him. Dana, Dustin, Mike, Thomas you guys all rock!

Although the employment relationship did not work out, I still think Lee is a brilliant marketer and I have the utmost respect for him.

@Anthony, I am glad you’ve been able to find a way to do what you really enjoy and wish you success.

@Adam Actually, Florida sounds pretty good to me right now

@Chris You’re nice to say so. To be equitable, it could be a he or a she

I think it’s important for any cnadidate to be honest with their skill sets and try to be open to the challenges of any new job. Open communication is obviously important during the interview process.
Lets remember that it’s as hard for the hiring manager to know what type of candidate they’re interviewing as well it is for the candidate to know what type of comapny they’re really interviewing with.

Like Leee mentioned, I fall into a group of marketers who is more interested in working on their online business then for someone else. Candidates should be aware of their inner desires for their careers and embrace them.

That’s my two cents (or more). I had to respond to that ignorant commenter who bashed Lee.

Lee – I’ll vouch for your reputation locally