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Emma Holland
Sr. Program Manager at Intel Corporation with extensive experience in community management
Emma Holland is a highly accomplished brand marketing and community consultant who has worked with some of the most respected organizations in the industry. She holds a Bachelor's degree in Political Science and Government from the prestigious University of Miami, where she honed her skills in strategy development, team management, and problem-solving. With an impressive resume that includes positions at The Wing, Studs, Audrey Gelman and Nylon Magazine, Emma has acquired a diverse and extensive skill set in areas such as programming and curation, experiences coordination, editorial writing and community management. Emma is recognized for her ability to build strong relationships with clients, work collaboratively with teams, and meet project goals in a timely and efficient manner. Her deep understanding of the brand marketing landscape, coupled with her creative thinking and data-driven approach, make her a valuable asset to any organization.
Highlights
As recruiters, one of the first things we're trained to look at when assessing a candidate is tenure at past jobs. For our clients, being "job hoppy" is often their # 1 red flag — but we also want candidates with a wide range of experience, who have built 0-1 but also seen scale, and who have gone deep in one area but not been siloed, and so on.
Coming from an intensive startup background myself, this always sat a little funny with me. I completely understand the inkling: hiring is expensive, turnover slows down progress and depletes morale, and you want to make sure someone really believes in what you're building. But I've also found that some (most?) of the best generalists out there and the ones who are willing and excited to try new, hard things will more often than not have a few short stints on their CV.
Reading Scott Galloway's blog post "Quitting Time" a few weeks ago, I saw him put it into words better than I'd been able to.
📎 "If success is the best thing, failing/quitting fast is the next best thing. Also, keep in mind that the market is bigger than any individual, and most of your success/failure is not your fault. Be humble when things work and willing to forgive yourself when they don’t. Again, I’m not disputing the importance of perseverance. Quitting isn’t the opposite of persevering, it’s the raw material."
The moral of the story for startup folks who want to hire unicorn candidates? Reframe your thinking about quitting. See past what's on the paper and get the story.
Trying something to start the year! Sorry to everyone who's gonna see me start posting on main on here...
Are you a founder, team leader, or anyone and want to get the lay of the land on hiring overall, building a team, the recruiting market right now, finding technical talent, or anything vaguely adjacent to these things? Book a totally casual chat with me below! Would love to hang & (hopefully) help. Feel free to include in the notes any specific questions or topics you might want to discuss!
