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

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.

Starting a new role is so exciting but can sometimes feel like a whirlwind—there’s so much to take in. That’s why we’ve broken it down into a simple 30-60-90 day plan—to help you settle in, make an impact early, get aligned on your KPIs, and feel a sense of achievement from day one.

I recently had the pleasure of attending the B&T 30 Under 30 awards and had the chance to meet some incredibly talented rising stars in the industry. One standout was Aoife Lehane, a candidate we’ve had the privilege of working with, who was nominated and shortlisted in the Account Management category. Honestly, I wasn’t surprised at all—anyone who meets Aoife can immediately see how ambitious, creatively driven, and sharp she is. Here’s a look at her B&T 30 Under 30 experience and a glimpse into her impressive career: From starting your career in Dublin, to moving to Sydney and landing a fantastic role through iknowho at one of Australia’s top agencies, you’ve had an amazing career to date. Can you tell us a little more about your background? I have learned from some extremely talented people throughout my career to date and count myself very lucky to have had been afforded some amazing opportunities. I started my career at a boutique indie agency in Ireland where I got invaluable hands-on experience running my own accounts and pitching for new business quite early on. From here, I made the move to Droga5 in Dublin working on some of the agency’s largest clients. Whilst at Droga5, I went through a career crossroads moment where I was debating becoming a planner and actually spent 6 months working in the strategy department which I absolutely loved. This stint in strategy taught me invaluable skills that I use in my role everyday. Ultimately, I decided to stay in account management (if you hadn’t guessed!) as I couldn’t shake the curiosity of seeing the whole process come to life and the ability to really influence the work in all phases, beyond just what I touched in strat. It sounds cliché but I’m also a real people person and I thrive off building relationships. In my opinion, account management are the real beating heart of an agency, and I thrive in that role and the exposure it gives you to all areas of the business. When I decided that I was moving to Sydney I reached out to Riza at iknowho whilst still in Ireland. Not knowing the Australian market was extremely daunting but her knowledge and experience put me completely at ease. She really understood me, my ambitions and the type of agency I wanted to work in for the next chapter in my career and I couldn’t be happier with how it worked out. The calibre of talent in the mix was extremely high this year. How did it feel to be a finalist at this years’ B&T 30 under 30? And what inspired you to participate? I feel so incredibly grateful to have been up there with some amazing individuals who have achieved so much in their careers already. Personally, it was such a lovely moment to be recognised amongst such a talented group of people who have come from different backgrounds and corners of the globe. Having diversity in career paths and experience is so important for our industry to bring fresh perspectives and thinking – it only benefits the work, the people who make it and the people who see it. It was actually this time last year, seeing the finalists and the stories from past winners that inspired me to enter - I turn 30 this year so I figured if not now, when! What did you learn throughout the process of applying and what advice would you give to others looking to participate next year? Also, how did your agency help to support you in the process? I really enjoyed the process of applying and the moment of reflection it gave me on my career to date. So often I’m looking ahead to the next thing and don’t take the time to reflect on what I have achieved already. As someone who can be very hard on themselves, it was a really eye-opening and rewarding process to take part in. The 3 pieces of advice I would give to others looking to participate next year would be: 1: Think about the narrative you want to land from the start and how you weave that narrative through your response to the questions and constantly re-enforcing your point. 2: For me, it helped to get everything down on paper and then treat it as a bit of a creative review to condense and tighten (my first draft was 9 minutes long!) 3: Lean on those around you for their advice and point of view, you can get stuck in your own head when it comes to the submission, so it’s good to have those around you to offer that fresh perspective. I work with some very talented people who were extremely generous with their time not only offering me their advice and feedback but also their videography and editing skills to give my submission that final polish – it takes a village! There is no doubt that being a finalist helps elevate your profile, what other benefits do you see from being shortlisted and are there any other awards in your sights for the future? Not being from here it can be a little bit harder to “break into the industry” and make a name for yourself, as an expat I have found it hugely beneficial in that respect. Even this opportunity from the team at iknowho to do this profile piece has been really valuable and a great privilege that I don’t take for granted. In terms of personal awards, there’s nothing specific that I have my sights set on in the immediate, but I am open to whatever opportunities come my way. Forbes 30U30 would be a good one but I would want to get busy! What’s next for you, where do you see yourself in five years? Anyone who knows me has heard me say I want to be on that stage in Cannes.. so hopefully that will have happened. With the world we’re living in right now and the constant conversation around the value of creativity (which I believe is not only monetary, but also the value it provides to society) I’m driven by the opportunity to create something that people really connect with and makes a lasting impression in the world.. whether that’s as simple as just making people smile or changing societal behaviour for good - the pursuit of that is what drives me. I’m energised by working with likeminded people who share my ambition but not always a similar point of view. I love the process of sharing those different points of views and different ways of thinking and what brings to fruition. That to me is what makes the industry we work in so interesting and one I love being a part of. Ultimately, I would love to be in a leadership role in an agency where I have the ability to make a real impact and influence the direction for the future of the industry. -- Thank you so much, Aoife, for sharing your journey, insights, and advice. Your passion and drive are truly inspiring, and we have no doubt you’ll continue to make waves in the industry. We can’t wait to see what’s next for you! If you're looking for your next role within the junior-mid levels across agency or the perfect candidate to add to your team get in touch with Riza today!

Struggling to choose the best candidate? Our expert hiring tips help hiring managers make confident, strategic decisions. Read more now

Nailing an interview requires more than just showing up and answering some questions. It’s about preparation, presenting yourself in a way that leaves a lasting impression and following up well.

There are lots of great candidates on the market right now—great news if you’ve got urgent hiring needs! While it might mean you’re opting to run the recruitment process yourself, here are some tips to help protect your brand and support those out there in the trenches, working hard to get back in the game. We all know how tough it is for candidates right now, so it’s more important than ever to uphold ethical practices and give every candidate a positive experience, even if they’re not the right fit for your role. Hopefully, by reading this, you're joining me on a journey to make a real difference in the way we approach recruitment. Be Prepared and Aligned from the Start This one might seem obvious but before starting the interview process, make sure all the hiring managers and interviewers are aligned. Be clear on what you’re looking for in a candidate, how many interview rounds there will be, whether there’s a task, and who will handle what questions. When everyone’s on the same page, not only do you create a smoother experience for candidates, but you also speed up the process, increasing your chances of finding the right person quickly minimising disruption to your project deadlines and over stretched team. Plus, it sends a clear message to candidates that - you value their time and respect their effort. For help on the interview itself you can read our tips on how to deliver a great interview experience. Set Expectations with Candidates Now that you’ve set internal expectations, it’s time to share them with candidates! It’s much easier for candidates to put their best foot forward when they know what to expect. A great interviewer considers the candidate’s circumstances—some may be feeling pressure from unemployment, others might be neurodivergent or anxious. Let’s not forget about the mass redundancies over the last 18 months! When you give candidates the tools to prepare, they can focus on showcasing their true skills instead of worrying about surprises. This levels the playing field and helps ensure you’re finding the best fit for the role, not just the best performer on interview day. Show Empathy and Understanding The job market is tough right now – I’m hear the term “wild west” all too often lately! Many candidates have been out of work for a while, through no fault of their own. A little empathy goes a long way. As the old adage goes – treat people the way you’d want to be treated. Ask about gaps in employment, but do it with curiosity, not judgment. Creating a safe space for candidates to share their story shows that your organisation values people, not just their resumes. After all, we’re all human. Be Transparent Transparency builds trust. Be upfront about what candidates can expect—not just from the recruitment process but from the role itself. Share the positives and the challenges. Being vulnerable will gain respect and helps candidates make informed decisions. It’s better to have someone opt out early than to hire someone who leaves after a few months because the role wasn’t what they expected. Feedback is Key This is probably one of the most talked-about (and frustrating) aspects of today’s job market. LinkedIn is full of posts from candidates who’ve been ghosted after interviews. My advice? Even if you don’t have a decision yet, let candidates know where they stand. Ghosting can leave a lasting negative impression—not just on the candidate but on your employer brand too. Providing even a small amount of constructive feedback can make a big difference. It doesn’t have to be lengthy; a positive note and a key reason why they weren’t selected can help candidates improve for next time and appreciate the process. And if you’ve forgotten to get back to someone (because, let’s be honest, we all get overwhelmed sometimes), own it. A simple, sincere apology goes a long way in closing the loop. What matters most is showing respect for their time and effort, even after the fact. Help Where You Can If a candidate isn’t the right fit, consider how you can help beyond a simple "no." If they impressed you, is there someone in your network who might be interested in their skillset? Could you make an introduction? A Simple Thank You Goes a Long Way Candidates are juggling jobs, rearranging childcare, and coming up with creative excuses to take time off for interviews (I’ve heard Michael’s had a lot of white goods delivered this week!). Whether they advance or not, they’ve invested time in your company, and a simple thank-you can leave a lasting positive impression. Check In: Are You OK? "Are You OK?" Day is a great reminder to check in on people’s mental health, but it shouldn’t just be once a year. With the pressures of today’s economy, many candidates are experiencing heightened stress. Acknowledging the strain of job searching or offering flexible interview timings can go a long way toward reducing stress. I love when clients share tips for managing interview anxiety—it's a small thing that makes a big difference. Reflect on the Process After each hire, take time to reflect on what worked and what didn’t. Did candidates get enough information upfront? Were timelines manageable, and was communication prompt? Asking for candidate feedback can be a great way to improve your process over time. This can even be a step you introduce during your onboarding process - here is some advice on how to successfully onboard your new hires. Being open to evolving is a core part of being a responsible and ethical employer. Building an empathetic hiring process doesn’t just benefit candidates—it strengthens your brand and helps you secure top talent. If you're ready to elevate your recruitment approach, reach out to one of our talent partners at iknowho for a chat.

In today’s market, it can be overwhelming when you're up against many candidates vying for the same role. But there are ways to make your application stand out and catch the eye of a recruiter or hiring manager. Below are our team's top tips to help you get noticed and increase your chances of landing that dream job. 1. Tailored approach While it may seem tedious, personalising your CV for each job is essential. Hiring managers are incredibly prescriptive in a candidate-rich market and will be looking for someone who ticks all their boxes. Tailor your CV to make it crystal clear that you possess the necessary skills and experience for the specific role. Use the job ad or JD as a guide, highlighting relevant experiences and key strengths that align directly and use the same keywords. A one-size-fits-all approach might make you fade into the background, so stand out by showing you’re the perfect match. 2. Showcase Achievements Having direct, relevant experience in your field will naturally draw attention to your application. When listing your past roles, focus on what you achieved rather than simply what you did. Employers want to know how you’ve made an impact in your previous positions, so highlight any quantifiable results, improvements, or successes you’ve been a part of. The more you can demonstrate your value through real-world examples, the stronger your application will be. 3. Boost your CV with links to your work One of the easiest ways to set yourself apart from the sea of applicants is to make your CV more interactive. If you’ve worked on significant projects or have a portfolio of work, don’t be afraid to show it off! Include hyperlinks to any notable creative work or projects. For example, if you’ve been part of a marketing campaign or creative project, link to it in your CV. For agency client service roles, this is especially crucial. Let your experience shine through examples rather than just bullet points. 4. The use of video Video applications are becoming increasingly popular as a way to add a personal touch to your submission. If the offer is there, take advantage of the opportunity to sell yourself via video. A short, engaging video introducing yourself and explaining why you’re the right candidate for the job can help you stand out. This is especially true for roles that require strong communication skills or client-facing positions. A video application allows you to express your enthusiasm and personality—something a CV alone can’t do. Keep it brief, professional, and impactful. 5. Specialist Recruiters Finding a job can feel like a full-time job in itself. That’s where working with a specialist recruiter can make all the difference. Recruiters in your field know the ins and outs of the industry and often have access to roles that aren’t advertised publicly. A specialist recruiter will work with you to understand your goals and match you with the right roles, often helping you secure a position faster than you could on your own. Leverage their expertise and network to your advantage. 6. Personal Brand Your personal brand is your digital handshake—it introduces you to potential employers before they’ve even met you. If you haven’t already, create a LinkedIn profile that showcases your skills, experience, and personality. Make sure it aligns with the details on your CV and gives a fuller picture of who you are as a professional. At the same time, ensure any other social media accounts are private unless they’re also part of your professional brand. 7. Community contribution Engaging with your community can be a powerful differentiator. Whether it’s volunteering, contributing to local causes, or simply being active in professional groups, community involvement shows a level of initiative and engagement that employers value. If you’re not already involved, look into opportunities to give back or participate in industry events or associations. Not only will this boost your resume, but it will also broaden your network and potentially open doors to new opportunities. In a market overflowing with exceptional candidates, distinguishing yourself can seem challenging. However, with a well-crafted strategy, you can significantly enhance your prospects. Begin by actioning some of our top tips here - making a positive impression on potential employers has never been more achievable.