6 Tips on How to Get a Job at a Startup

By

How to narrow your focus, get a leg up on the competition, and look like the most prepared person in the room.

A job-search thesis is a great tool to tell people what you’re looking for in a job.

The following is an adapted excerpt from How to Get a Job at a Startup, an exclusive General Assembly eBook by startup founder and former GA leader Matt Cynamon.

Working for a startup company can be one of the most challenging, exhilarating, sometimes heartbreaking, and oftentimes fulfilling journeys of your life. But wanting in and breaking into this competitive industry are two different things. Landing an opportunity at a startup is about more than luck. There are terms to learn, steps to take, and a skill set to grow from to make you a candidate who stands out from an established crowd.

Whether you’re a recent college graduate, someone with 10 years of executive-level experience, recently completed a career accelerator program, or are just making a jump from a more traditional work background, there is a pathway to a dream job at a startup for everyone. While there’s no foolproof method for landing a job, we’ve compiled six proven tips that can help you narrow your focus, get a leg up on the competition, and look like the most prepared person in the room.

1. People can get you further than job boards.

One of the nice surprises about the startup businesses is how supportive and helpful some of the people are. In every city, leaders in grassroots startup communities host events, give educational talks, make introductions, and offer advice. These individuals can serve as your early guides as you start out on your journey.

If you’re just breaking into the startup world, you may not have a strong network to draw upon. That’s OK. Go to events, meet people, and listen. As a new entrant into the community you might feel like you have little to offer in return, but one of the biggest favors you can do for someone is just ask them questions about their work. Don’t be too forceful, but where appropriate, invite people for a coffee. It may seem intuitive, but being generally interested in others and what they do will help you foster relationships that aren’t only valuable, but fulfilling.

When it comes time for you to start applying, warm introductions from someone within the community will go much further than a resume submitted on a job board. Founders often cite hiring as the biggest obstacle to successfully growing their company. It’s a timely and difficult process that they love to circumvent with a nice, warm introduction to top talent (aka you).

One of the most common mistakes people make when trying to get introductions is assuming that if people don’t get back to you, hope is lost. Be prepared for repeated failure. Ninety percent of people will say they want to help you. Ten percent actually will. Why most people don’t follow through is due to a variety of factors, but just know it’s rarely about you. If you go into every conversation with this attitude, you will more easily be able to sustain your energy when your inbox sounds like crickets.

2. Polish your elevator pitch with a job-search thesis.

We’re living in an age of self-driving cars, private spaceships, artificial intelligence, augmented reality, on-demand everything — and startups often lie at the center of these innovations. It’s completely normal for someone starting on their journey to want to be a part of all of it. While you will encounter many people who are willing to help you in your job hunt, you need to make it easy for them to do so. To that end, nothing will get you further than clarity and focus.

When you tell people what you are looking for, you want them to think, “I know who you should talk to.” The easiest way to get there is to distill what you’re looking for into three distinct points. We call this a job-search thesis.

The best job-search thesis will contain:

  • Your desired company size.
  • Your preferred industry.
  • Your desired role.

For example, if you can tell someone at a cocktail party, “I want to work as a product manager at post-Series A company in the fashion industry,” there’s a good chance they’ll remember you the next time they hear about a PM role at a company that makes smart athletic gear. Speaking about yourself with that level of specificity will instantly make connections in the mind of whomever you find yourself talking to.

3. Got experience? Great. Not so much? Then make it.

If you are moving into the startup world from a career in a different industry or type of role, make sure to play up your relevant experience. If you feel like your job title really doesn’t translate to the position for which you’re applying, break apart the components of your current role into the factors that would be relevant at a startup. For example, if you were a lawyer then you likely have strong attention to detail, analytical problem-solving skills, an ability to explain complex problems to many stakeholders, a strong work ethic, and a history of achievement. These are all things startup founders would want out of product management. This exercise is especially important for more senior individuals trying to move into the startup world.

Of course, you don’t have to rely only on your previous experience — the best candidates never do. Fortunately, the rules around experience have shifted and there are ways for you to start developing skills within a given field even if you’ve never worked in that field before.

Even opening an account on Medium.com and writing commentary on the industry you’re interested in can go a long way. Coupling this level of initiative with your previous (or nonexistent) work experience is the best way to demonstrate your talents and potential. In addition to gaining relevant skills that will assist you in a new role, you’ll appear to be both passionate about the subject matter and a knowledgeable self-starter who practices it in your spare time.

Let’s say you’re really interested in doing digital marketing for a fashion tech company. For less than $50 you can start running Facebook advertisements for a friend’s T-shirt website, cultivating skills in running paid social media campaigns. If you want to do UX design for an eCommerce startup, you can publish a series of UX critiques about popular eCommerce sites on a blog. Engineers rarely depend on resumes alone anymore; they demonstrate their experience by publishing their code to GitHub. 

4. Do your homework. Then, do some more.

With a solid network, clear thesis, and foundation of experience, it’s only a matter of time before you start landing interviews. Most recruiters will tell you at this point to spend 12 hours preparing for an interview. We think that’s child’s play. You aren’t interviewing to be a cog in a massive corporate machine. You are being assessed on whether the founder or manager would bet the future of their budding company on you. Make them comfortable — and confident in you — by being the most prepared person in the room.

Find founders on Twitter, LinkedIn, or in the blogosphere and consume every bit of content you can find. The information you’ll find there is priceless because you will gain a deep understanding of how founders think and feel about the world. You can even head to Facebook and see if you have any mutual friends. Does all of this seem a little overboard? Perhaps, but startups expect a different level of commitment than many traditional careers. So if this sounds like a lot, you’ll be in for a big surprise once the job begins.

5. Play the numbers game. Ask metrics-driven questions.

In an interview with a startup, you really have three goal goals: 1) Clearly communicate why you’re capable of doing the job, 2) be the most passionate person in the room, and 3) ask the best questions. You certainly should ask standard interview questions, like “What makes someone successful in this role?” or “What will the first 90 days look like?” But what you really want to do in the interview is discover the metrics the company cares most about.

Sure, a company’s public brand may be all about changing the world, but we can guarantee that every night before they go to bed and every morning after they wake up, the person interviewing you is checking a dashboard with a handful of key metrics, such as cost to acquire a customer, lifetime value of a customer, net promoter score, or churn. When they leave your interview, they’ll probably check it again.

Metrics dictate performance, and in the uncertain conditions in which startups live, having insight into how well the business is doing is essential for a small team that has a lot of impact.

When you go into your interview, don’t be afraid to ask:

  • What metrics are you checking daily?
  • What metrics are you checking weekly?
  • What metrics are you checking monthly?
  • What do you see as the biggest levers for improving those metrics?
  • How are you doing against your goals?
  • How can this role help you get there faster?

The answer to those questions will give you everything you need to know to position yourself as the best fit for the job. For example, if you’re applying for a marketing job and learn in the interview that high product churn is keeping the founder up at night, you can follow up with an email with three ideas on how the company can immediately improve retention.

6. Pay attention to startup funding cycles.

Fundraising impacts everything about a startup, and understanding it can also serve as a huge advantage for you in your job hunt. When you read that a startup raised $15 million, it’s safe to assume it isn’t looking for a safe, high-yielding savings account to put it in. The company is going to put almost every cent to work by increasing marketing, improving the product, and, most importantly building the team it needs to take the business to the next level. There is literally no time when the ground is more fertile for you to land a job than immediately after a startup raises money. So it’s on you to stay on top of the news.

TechCrunch is an excellent resource for keeping up with fundraising news. The site will report on just about every dollar raised in the startup world. If you’re interested in a particular company, set up Google Alerts so you can be the first to know whenever a new round of funding comes in. If you want to be ahead of the curve, AngelList has a directory of all startups looking to raise their first round of funding. It’s also an excellent job board.

These tips are just a start — for more expert insight, download our free guide, How to Get a Job at a Startup. Discover firsthand tips on how to break into a startup career, clear up confusing industry jargon, and learn about important resources that will aid you on your journey. Good luck!

Skills Needed For Marketing

By

Building Marketing Leaders of The Future

Looking inside of a new roadmap of core skills to drive vision and leadership in the industry to see what it takes to be a leader in marketing?

This ideal skill set has changed dramatically in recent years as the responsibilities and experience of today’s marketers have expanded in scope. While strengths that used to set marketers apart — like crafting a powerful brand voice and a brilliant go-to-market strategy — are still more important than ever, leaders today need to be savvier with marketing technology, data fluent, and measurement focused. They must be equipped to decide which systems power their strategies, connect the customer experience across an array of channels, and address new innovations such as virtual reality and artificial intelligence. They are also accountable for demonstrating and optimizing ROI. 

As marketing’s purview has widened, we’ve seen individual roles become increasingly narrow and specialized, creating silos of digital capability. Budding marketers often focus on technical skills around a specific set of digital tools such as Optimizely and AdWords that translate to growing sub-fields, including conversion rate optimization and SEO/SEM. 

The problem with this approach is that by focusing on a limited set of tactical skills rather than the broader goals those skills help achieve, marketers risk losing visibility into how brands grow. They also lose the ability to solve complex problems that span beyond their immediate domain. 

This creates several human capital challenges: 

  1. Lack of leadership development: A narrow skill set is not suited to leadership roles in marketing, which increasingly require synthesis across social channels and touchpoints.
  2. Lack of career guidance: To grow beyond narrow domains, marketers need clear guidance on what skills and industry experience they should develop and what career options become available as a result.
  3. Lack of clarity in hiring: Without clarity around the essential marketing skills or how to assess for them, recruiters can only guess at who might be a high-potential candidate. And without clear expectations, new hires are not set up for marketing success. 

To better prepare the next generation of marketers, leaders across the industry urgently need to come together to explain the broad skill set needed for marketing success in the field today. As a wide-ranging set of good marketing leaders across the consumer goods, technology, publishing, and education sectors, we formed the Marketing Standards Board to channel our collective experience toward this purpose. With the goal of defining excellence in the field and providing transparency into marketing careers, we’ve crafted a framework that will help provide this clarity for individuals, teams, and business partners. 

What Makes a Marketer?

Marketing is comprised of four major functions, each with a distinct goal:

  1. Brand: Define and communicate brand purpose, value, and experience.
    • Brand marketers are responsible for brand strategy, brand communications, and working across the organization to create a holistic customer experience.
    • Sample job titles: VP of global brand, director of integrated marketing, brand manager
  2. Acquisition: Win new customers for your products and services.
    • Acquisition marketers are responsible for acquiring customers within a given budget. They run campaigns and think strategically to improve performance.
    • Sample job titles: Director of search engine marketing, lead generation specialist
  3. Retention and Loyalty: Retain customers and expand share of wallet.
    • Retention and loyalty marketers are responsible for engaging customers. They deeply understand consumer behavior and work to maximize customer lifetime value.
    • Sample job titles: Manager of CRM, director of brand activation
  4. Analytics and Insights: Get business insights and drive ROI using data.
    • Marketing analysts are responsible for analyzing increasingly large volumes of data to derive insight that informs business decisions.
    • Sample job titles: Marketing analytics manager, data scientist — marketing.

These four functions are common threads of marketing success, and they frame goals that haven’t changed over time. They were true when TV, print, and radio were the dominant media, remain true today with the prominence of web and mobile, and will remain true for whatever media and products come next. Although the execution required to achieve these goals has changed due to new tools and technology, the underlying purpose provides a stable frame of reference to understand and explain our profession.

Experienced marketers will often prioritize the skills needed for their role spread across more than one of these functions, given that a single role is often accountable for multiple goals that require a blend of skills.

A Career Framework for Marketing

With the four functions of marketing in mind, we have drafted a framework that captures our collective thinking about the career paths and associated skills required in marketing today.

Let’s break down each section of the framework and how we see it being used to guide career progression.

Level 1: Foundation

To begin a career in marketing, individuals need the bundle of skills in Level 1, from understanding customer insight to marketing technology. These skills allow them to be valuable early-career professionals, and are essential irrespective of company type, stage, and industry. From an HR perspective, Level 1 encompasses the set of required skills for most entry-level and early-career marketing candidates. They are the building blocks of marketing success that are needed and can be assessed for, regardless of one’s future career path.

Level 2: Application (Mid-Level)

Level 2 is for mid-career professionals and includes the four key functions we identified above. After demonstrating strong fundamentals from Level 1, most marketers will find that their career paths grow into a mix of Level 2 applications. Not all mid-career professionals need or desire expertise in all four areas — many will find their talents best suited in one or two. However, awareness of the full spectrum can identify strengths on which to double down and gaps that may lead a marketer to seek more support from others on their team.

For example, there are brand managers who are incredible at building out brand identity and communicating the value to consumers. They are clearly Level 2 marketers specializing in brand, even though they use acquisition and retention strategies to execute on their objectives. Similarly, there are search engine marketing managers (Level 2 marketers in acquisition) who are tremendously effective at finding new customers, and CRM managers (Level 2 marketers in retention) who specialize in engaging and delighting existing customers. Finally, new roles have emerged that are as much data professional as marketer, and as such we see Level 2 marketers in analytics.

It’s our job as leaders to guide team members toward Level 2 applications based on talent and interest, and define with our HR colleagues which (and how many) Level 2 skills are needed in each role, at each stage of seniority. Skills across these Level 2 applications, paired with strong vision and judgement, will prepare individuals to become marketing leaders.

Level 3: Leadership (Senior Role/Management)

For team members who seek leadership roles, Level 3 contains the bundle of additional skills needed to be successful marketing directors, vice presidents, senior vice presidents, and, ultimately, chief marketing officers. While having Level 3 skills does not make a leader, a leader typically possesses all of the Level 3 skills. At the leadership level, overall domain expertise and verbal communication skills becomes as important as setting the vision and strategy for the marketing team. Because these roles require problem-solving across the specialties of marketing, from customer experience to tech and data, successful Level 3s have often covered more than one Level 2 during their careers.

Next Steps: Putting Words Into Action

We formed the Marketing Standards Board six months ago to provide clarity into marketing careers for individuals, teams, and business partners. Our career framework is a first step toward achieving this goal, but it’s only effective if followed by action.

Our goal is for this career framework to be a valuable tool for:

  • Aspiring marketers who want to understand what skills they need to enter the field.
  • Mid-career professionals who want to understand their career options.
  • Marketing leaders who want to build capable, well-balanced teams.
  • HR leaders who want to build transparent, consistent career pathways.

To put this theory into action, we are going to use this framework within our organizations to:

  1. Explain career progression and roles across our teams. We’ll use the framework to guide development conversations by linking individual marketing activities to strategic objectives on our marketing teams.
  2. Guide high-potential employees on how to round out their skills. Point to individual strengths and gaps in Level 2 applications and Level 3 skills to support conversations with team members who show potential to take their career to the next level.
  3. Evaluate job candidates based on the function for which they are applying. Use one or more assessments to define and validate skills needed in open positions.

If you could benefit from these same actions, we encourage you to join us in using the framework for similar purposes in your own organizations. Our industry needs to use a common language around marketing, and that language extends beyond our board. 

In parallel, we’re seeking feedback from our colleagues and friends to refine this framework. We’re starting with partners in our executive teams, industry associations, and peers around the world. We’re also asking you. If you have feedback on how this could be useful for you, let us know at credentials@ga.co

By coalescing on what it takes to succeed in marketing businesses, we can begin to examine some of the big talent strengths and weaknesses in the profession and better prepare the next generation of successful marketing leaders. We analyzed 20K+ Certified Marketer Level 1 assessment results; download The State of Skills: Marketing 2020 report to find out what we discovered.

Put Your Career Front and Center: Meet Our Upgraded UX Design Immersive

By

We’ve evolved our career-changing bootcamp to help get you hired in 2020.

Now more than ever, companies are recognizing the value of user-centered design. According to InVision, 92% of the mature design organizations can draw a straight line from the efforts of their design team to their company’s revenue. 

That’s why we’ve given our User Experience Design Immersive program a full revamp, evolving our tried-and-true curriculum to meet 2020 hiring priorities.

Keeping our programs tightly linked to market demand is at the core of our mission. It’s part of our commitment to ensuring our graduates can secure great jobs using their new skills — and it’s why more than 16,000 Immersive grads in six countries have trusted us to help them launch high-growth careers.

To stay ahead of rapidly changing industry needs, we do our research, working closely with employers, practitioners, and students to make impactful updates that help grads launch new careers. We dive into questions including: 

  • What roles are employers looking to hire? 
  • What skills and tools are required on the job?? 
  • What are broader trends across the industry? 
  • And, most importantly, how can we synthesize all of this to ensure our students have the most relevant, in-demand skills they need to succeed? 

Armed with this knowledge, we invested in expanding this full-time, three-month program in a few significant ways — including the introduction of a new Remote format.

What’s New

1. Two additional weeks of expert-led instruction.

Developed with guidance from our User Experience Design Standards Board — a group of design executives from companies like Tigerspike and WarnerMedia — our upgraded UX bootcamp curriculum is primed for industry relevance.

The now 12-week course now dedicates a full week to user interface and visual design topics, enabling students to build high-fidelity prototypes by Week 4. In addition to touching on hot topics like service design, design operations, and design leadership, we’ve also curated the best material from our global network to provide an expanded library of elective lessons.

2. Sharpened focus on real-world collaboration. 

You can take a crash course in UX to learn the foundations, but what makes new designers employable is how they work with developers, product managers, and business stakeholders to drive impact with design. 

Our upgraded UXDI program offers more opportunities to experience on-the-job realities, including UX/UI handoffs, team presentations, and design critiques. Prepare to work cross-functionally by learning Agile methodologies. Then put them into practice, teaming up with classmates to research and prototype a professional client project in a three-week sprint.

3. A sixth passion project.

Throughout this Immersive, students gain hands-on experience with each step in the UX process, compiling a portfolio that showcases fluency in research synthesis, information architecture, user flows, wireframes, and more.  

For their final solo piece, they have the opportunity to distinguish themselves as designers (and job candidates) by choosing one skill area within the UX discipline to hone — for example user research, visual design, or interaction design. Start in the classroom with expert guidance and polish it post-course to demonstrate continuing growth.

4. Online and in-person Immersive options.

For career-changers who don’t live near a GA campus, have a busy travel schedule, or just want to skip the commute, we’re expanding access to UXDI with a new Remote format.

Offered throughout the United States,* the Remote learning experience mirrors GA’s on-campus offerings but allows you to learn from the comfort of home. Connect with expert instructors, guest speakers, and classmates in our interactive classroom setup, powered by 

Zoom and Slack.

You’ll still get access to the expert instruction, learning resources, and support network that GA is known for. Work individually with your career coach to understand your local job market, find opportunities, and connect with the local UX community.

* Remote courses are not available to non-U.S. or New York state residents at this time.

What Hasn’t Changed

Our proven approach to developing industry-relevant curriculum remains the same: We partner with top employers and practitioners in the field to ensure our offerings are tailored to meet today’s needs. A-list companies like Apple, Google, and Fitbit have all hired UXDI grads.

As with all Immersive course participants, UXDI students receive dedicated support from expert career coaches from their first day of class to their first day on the job. Diving deep into personal brand building, design interview prep, exclusive networking events, portfolio development, job search roadmaps, and more, we’re there at every step of the job hunt with guidance to keep grads motivated and accountable.
Read all about UXDI and its new features and dive deeper by checking out the syllabus here. If you have any questions, feel free to get in touch with us at admissions@ga.co.

Learn More

How is The Workforce Changing?

By

Putting The Future of Work In a Global Context

Six countries’ skill-building programs and policy initiatives in the age of automation.

Today’s workforce and the workforce of tomorrow is not just changing. It’s undergoing a seismic shift that, according to the McKinsey Global Institute, “is happening ten times faster and at 300 times the scale, or roughly 3,000 times the impact” compared to the Industrial Revolution.

The reality is that professionals grapple with a volatile economy where the shelf-life of skills is shrinking, hybrid jobs are increasing, and fears about automation’s disruptive impact on the job market make headlines every week. In the U.S., despite surging stocks and historic GDP growth, people’s incomes and wages haven’t kept up and income inequality continues to accelerate.

Around the globe, governments and employers alike recognize that areas such as AI and automation are quickly reshaping the global workforce. And the gap between the skills workers have and the skills companies need is growing wider as workers struggle to keep pace with emerging technologies in fast-growing industries.

In my role at General Assembly, I get the opportunity to speak with U.S. policymakers and analysts who grapple with employment and workforce development issues, and formulate solutions to ensure Americans can succeed in the new world of work. In these conversations, examples of education and workforce investment models spearheaded in other cities and countries often come up, and how we might repurpose them. Global training providers like GA are also partnering with organizations to craft upskilling and reskilling programs that arm professionals with cutting-edge skills, and also generate creative sources for talent in an increasingly competitive market.

We know technology is rapidly changing and transforming the global workforce. What’s less clear is how this transformation will take place — and what policymakers, learning and development providers, and business leaders should be doing to prepare for the future in the labor force.

Navigating the Future of Work Through a Global Lens

In our new white paper, which we developed in collaboration with Whiteboard Advisors and features a foreword from former Acting U.S. Secretary of Labor Seth Harris, we uncover a lot of useful insights about how the U.S. and other industrialized nations are navigating these employment and workforce issues. Our study examines the experience and policy initiatives of six countries — Australia, Denmark, France, Germany, Singapore, and Switzerland — and their strategies to improve upskilling, economic mobility, and employability in an evolving, and, at times, turbulent marketplace.

While the U.S. economy and labor market have unique characteristics with a diverse workforce, we discovered there are lessons to be learned from other developed economies pursuing workforce development programs and initiatives.

For example, we examine Australia’s Vocational Education and Training (VET) program, which provides government support toward helping people pursue non-college skills training. Or, consider Germany’s Dual Training System, where companies partner with publicly-funded vocational schools to provide job training.

As American politicians, educators, and business leaders, we must ask ourselves: How can the startling impact of these innovative approaches be applied within a U.S. context and environment? It’s a question industry stakeholders and experts have posed to the General Assembly with increased frequency since we were acquired by The Adecco Group in April 2018. As the largest human capital solutions company in the world, The Adecco Group is an active participant in the highly successful Swiss apprenticeship model, a government-led initiative that provides young Swiss professionals paid apprenticeships designed in partnership with Swiss companies, and that’s recognized around the world as a paradigm for work-based learning.

Putting the Future of Work in a Global Context offers a high-level analysis of these and other examples of skill- and employability-building initiatives in industrialized nations, as well as a few observations:

  • Nobody has it figured out. Even when there are highly sophisticated programs in place that combine the best of the public, private, and social sectors, these programs haven’t always had the desired impact. For example, France’s Personal Training Account (“Compte personnel de formation” or the CPF) enables private and public sector employees to track work hours, which turn into credits for vocational and professional training schemes. On paper, access to training dollars with no strings attached seems like a surefire way to ensure French citizens can consistently upskill and reskill. However, just 6% of French workers took advantage of the training, despite the reality that 64% of that population would like to retrain in different fields or career paths.
  • Exportability is great in theory but tough in practice. Most of these programs are inextricably linked to the highly specific dynamics among labor market actors — companies, unions, and education and training providers — within each country, making it hard to replicate the best ideas elsewhere. Denmark’s “Flexicurity” model has some incredibly compelling features. Workers have greater security through generous government-funded unemployment benefits and education, retraining, and job training opportunities that help them return quickly to the labor market after they lose a job. Employers also win thanks to flexible contracts that allow them to hire and fire at will without incurring excessive costs for dismissing employees. As a result, litigation due to dismissals is rare. It would be difficult to imagine this program functioning in a large, heterogeneous country like the United States, which lacks the same tight alignment between government, employers, and trade unions.
  • There are still many good ideas worth exploring further. That’s not to say there isn’t massive potential in these models, which can inform U.S. domestic education and workforce policy. Given the breadth and variety of American industry, it would be hard to imagine the level of coordination and cohesion, which has made the Vocational and Professional Education and Training System (VPET) such a success story in Switzerland, working stateside. With that said, many of the guiding principles — stackable credentials, designated learning pathways, and funded apprenticeships — could be replicated in the U.S. It’s already happening: the Swiss-American Chamber of Commerce, along with Accenture, delivered an in-depth report in 2017 that demonstrated how various Swiss companies have adapted the VET program, some for more than 10 years, for their U.S. operations.

Today’s increasingly global workplace demands a more nuanced, comprehensive understanding of the different ways governments and industries are addressing and responding to economic mega trends. Our hope is that this paper can begin a conversation about the lessons, ideas, and insights that other countries have to share with U.S. policymakers, employers, and practitioners on how to respond to and anticipate the future of work and education.

Preparing for an Immersive Coding Program? Don’t Stop at the Pre-Work.

By

Over the years, we’ve spent a lot of time thinking about the onboarding experience for students entering our Software Engineering Immersive (SEI) program. SEI is a 12-week, full-time program that gives people the foundation and skills needed to become full-stack web developer.

From 9 am to 9 pm on weekdays, and all day Saturdays and Sundays, students are immersed in code. Because the program is so intense and the learning curve so steep, we, along with other coding immersives (also known as “bootcamps”), advise students to start preparing before they arrive on day one.

Pretty standard is the concept of “pre-work”: 50-100 hours of readings, tutorials, and exercises designed to give everyone a foundation in basic web development concepts, as well as level set the class. At GA, students cover Git, HTML, CSS, and Ruby before starting SEI.

Continue reading

Introducing On Demand Learning Paths: First-Class Skill Building Anytime, Anywhere

By

2651_on-demand-announcement-header3

With an online community of over 20,000 and growing, we’re helping you take control of when and where you acquire the skills that boost job performance and accelerate your career. 

Introducing our On Demand learning paths — self-led, online programs that enable individuals to easily access bite-sized lessons, downloadable study guides, expert feedback, industry-backed assessments, and much more. With On Demand, learners build in-demand skills in digital marketing, data analysis, user experience (UX) design, and digital mindsets, while learning at their own pace on GA’s device-friendly platform. 

On Demand was designed based on valuable student feedback, and combines the best features from our former Circuit courses — including 1:1 mentor sessions and foundational concepts that drive today’s most influential industries — with skill-building benefits that set learners up for success. We also worked with leading companies and experts to identify the most practical skills needed for highly coveted roles, while providing a seamless online experience for the modern-day learner.

Here’s a breakdown of what’s included in On Demand, and what you can expect when exploring the programs’ dynamic learning paths.

GROW YOUR SKILL SET IN TOP FIELDS ON THE GO 

  1. Accessible on any device, 24/7.
    With On Demand, dive into refreshed content updated with the latest industry research and available on our interactive myGA learning platform. From informative expert-led videos to interactive flashcards to knowledge checks that reinforce key concepts, myGA is user-intuitive and accessible across desktop computers and mobile devices.

  2. Completely self-paced with 12-month access to online content. Build tech skills when you want, where you want over the course of an entire year. Whether you’re a busy professional or lifelong learner who’s constantly on the move, On Demand allows you to access lessons on any device at any time based on your unique schedule. Moreover, you can complete the program within two to three months of starting your learning path, or take as much time as you need to revisit content throughout your access period.

  3. Five 1:1 sessions with expert mentors.
    You don’t have to go it alone. GA’s expert mentors can provide personalized guidance to help you tackle challenging lessons, gather feedback, and keep track of learning goals. For example, meet with industry practitioners to talk through tough concepts, help refine an idea for your portfolio-ready project, or get advice about industry-related topics and trends. Schedule 30-minute private video sessions with an expert mentor at any point throughout the program and at a time that’s most convenient for you.

  4. Free industry-backed skills assessment.
    Developed in partnership with GA’s Standards Boards, the skills assessments included in our On Demand programs enable you to evaluate your skills in the key areas that are required to succeed in fast-growing industries. Discover how your scores stack up against other test takers, identify areas for improvement, and pinpoint proficiencies in core areas.

  5. Full tuition credit toward a part-time or Immersive course.
    On Demand is designed to give you foundational skills in high-growth fields. If you’re looking to take your skill set to the next level, pave the path to a promotion, or prepare for a career change, you can apply the full cost of your On Demand program toward one of GA’s transformative Immersive or flexible part time courses in an equivalent topic.

  6. Team management capabilities for employers.
    Companies looking to train their teams with our On Demand learning path get access to the platform’s unique team management dashboard. Within team management, managers can allocate or reassign licenses to team members, and monitor employee progress in the program. Additional functionality, including the ability to view team members’ assessment scores and learning path progress, is planned for release at the end of 2019.  

BUILD SKILLS IN TODAY’S TOP FIELDS

myga-marketing_082219

Data Analysis On Demand
Make data-driven decisions by applying core techniques like Excel, SQL, and data visualization on the job. Gain skills — including cleaning data, framing questions, visualizing data, and communicating insights — that help solve real business problems.

Digital Marketing On Demand
Craft and launch comprehensive multi-channel brand, acquisition, and retention campaigns that drive effective marketing for the digital age. Explore marketing fundamentals, including segmentation, customer insight, CRM, analytics, and automation. 

User Experience Design On Demand
Create digital products that solve user problems and address business demands. Dive into UX design fundamentals, including user research, prototyping, personas, affinity mapping, and wireframing.

Digital Foundations On Demand
Digital Foundations focuses on increasing digital literacy and advancing teams across organizations. Become well-versed in key topics that drive today’s digital economy, including Agile methodology, customer centricity, growth activation, and data-driven decision-making.

Coming Soon: HTML & CSS On Demand
Build professional, responsive websites using modern HTML and CSS. Advance your skills with forms and responsive email templates, while applying UX design best practices.

Coming Soon: JavaScript On Demand
Create rich, interactive websites with the world’s most popular programming language. Learn new JavaScript ES6 features, code more efficiently with jQuery, and pull data from APIs.

HOW DO I KNOW IF ON DEMAND IS FOR ME?

Looking to learn and apply your new skills quickly, or equip your teams with foundational tools that have an immediate impact on the job? On Demand’s premium, self-led content, accessible and mobile-friendly platform, dedicated mentor support, and industry-leading skills assessments are available to help you get up to speed, and meet your career and business goals without making a huge financial or time commitment. There are no prerequisites — all you need is a thirst for learning! Also, look out for HTML & CSS On Demand and JavaScript On Demand, which are scheduled for release in early 2020. 

Request a program guide to get started. For upskilling teams, request a demo to explore our full suite of corporate training programs. Prefer to speak to someone directly? Contact our Admissions team at onlineadmissions@generalassemb.ly.

5 Things Great Product Managers Do Every Day

By

Assessing-You-Products-Market-ViabilityMy favorite product managers are quietly powerful. Every day they take small steps that move their teams and business forward in a meaningful way. But they do it without a lot of hoopla, taking a confident yet unassuming approach.

After all, product managers have a lot on their plate every day. They are responsible for the strategy, roadmap, and feature definition for their product. It is a big responsibility that requires facilitating and collaborating with many different teams — both internal and external — without the formal authority to manage those teams. It requires a unique mix of humility and strength.

However, that quiet power does not mean leading product is easy. I realized early on that the daily life of a product manager is unpredictable, hectic, and sometimes very tough.

Continue reading

6 Challenges for Female Business Leaders

By

2573_acanela-guest-post_header

The business world is no longer just a man’s world. According to 2017 data from the National Association of Women Business Owners (NAWBO), over 11 million U.S. firms are currently owned and operated by women, contributing over 1.7 trillion dollars to the U.S. economy.

Though these numbers speak volumes to the power and determination of the female spirit, they do not tell the whole story. Women-owned firms are still the minority, and women continue to face unequal pay, sexism, and gender barriers in the workplace. From finding professional mentors to achieving work/life balance, overcoming these obstacles can seem daunting — especially in technical and chief executive roles where the representation of women is far lower than men.

As a woman entrepreneur, business leader, and the CEO and founder of the travel company Acanela Expeditions, I am incredibly passionate about female empowerment in the business arena. Throughout my journey, I have faced several roadblocks throughout my career and have worked hard to develop successful strategies to transform these hurdles into opportunities.

Below, I want to share six common challenges women business leaders face. Hopefully, you will find these tips useful for overcoming each, and feel more empowered to take charge of and thrive in your career.

1.
Challenge: Most of the people in the room are men.
Opportunity: As a woman, I stand out but I’m also more likely to be remembered.

One of the uncomfortable realities of being a women entrepreneur is walking into a business meeting and realizing that you’re one of the few women (if not the only woman) in the room. The pressure of being the only one can be overwhelming. In fact, studies show that individuals who are “onlies” (e.g. the only woman, the only LGBTQ person, the only person of color, etc.) are subject to a higher percentage of bias and discrimination from members of the majority group, whether intentional or not. No wonder it’s so tempting for us to step back and try to blend in with the crowd!

While the temptation to stick out less is strong, most successful female leaders agree that staying true to yourself and playing to your strengths are key to rising above preconceived notions of how women should appear and act at work.

Instead of conforming to the widely held belief of what a leader looks like or should be, I have discovered that it is important to have confidence in myself and the skill sets that brought me to where I am today. “Sticking out” can actually be a positive attribute, giving you the chance to spotlight the unique skills and outlook you bring to the table. So instead of shrinking back, step forward and make a lasting impression by being both seen and heard.

2.
CHALLENGEIt’s hard to build a support network in a “boys club” world.
Opportunity: Seek both men and women as connections and mentors who will help you along your career journey.

It’s no secret that a lack of mentors and advisors can stunt one’s professional growth. After all, in the business world, it’s not always what you know, but who you know.

Yet, a 2017 study by the NAWBO states that over 48% of women in business report finding it difficult to build a healthy support network in male-dominated fields. Despite this challenge, women have an amazing opportunity to collaborate and build strong support networks.

For example, women-oriented networking groups and events, such as the American Express OPEN CEO Bootcamp and the International Association of Women, are indicative of a growing number of networks and professional spaces that focus on supporting and elevating women professionals. Consider becoming involved with networking groups, professional associations, and other organizations that feature and promote successful women leaders. This gives you the opportunity to not only learn from the experiences of seasoned professionals, but also enables you to make and build connections with potential mentors who can offer support and advice later in your career.

It’s important to note that professional support and mentorship for women does not have to come exclusively from women. On the contrary, I have found incredible value in seeking counsel from men who have shared their connections, advice, expertise, and support — all of which helped catapult me into my current role as CEO.

3.
Challenge: It’s increasingly difficult to balance work with my personal life.
Opportunity: Create a healthy work-life blend.

As a female business executive, I have been asked the question time and time again, “Can women really have it all? There are several flaws inherent to this question (not least of which is the fact that my husband and male coworkers never get asked this).

The truth is that both men and women business leaders are challenged with balancing their career and personal life. However, I’ve found that changing the terminology from “work-life balance” to “work-life blend” helped me ease the juggling act of work and family time. Running your own business takes significant time and effort. However, it can also allow more flexibility and control over your schedule.

As the head of Acanela Expeditions, my work bleeds into my personal life and vice versa. Rather than being a separate part of my life, work is a genuine and integral part of it. This doesn’t mean that I’m simply “on” and working all the time. Instead, I’ve intentionally set strategic, as well as realistic career and personal goals that work together to create a healthy lifestyle for me and my family.

4.
Challenge: I lack access to funding.
Opportunity: Identify funding sources that target women-led fundraising initiatives.

According to a Forbes article published in December 2017, female entrepreneurs receive less than 3% of venture capital funds. Though that number is skewed due to the lack of women in business and corporate leadership positions, studies consistently show women founders as less likely to win adequate funding.

As an entrepreneur, this challenge creates an opportunity for you to engage in education and support networks dedicated to helping women-led businesses. Organizations like the Female Founders Alliance, Astia, and Golden Seeds offer coaching workshops to guide early-stage entrepreneurs through the fundraising process and help connect them to potential donors.

5.
Challenge: I constantly encounter the stereotype that “women are more emotional and less decisive than men.”
Opportunity: Women bring diverse physical, mental, and emotional experiences to the conversation.

You’ve probably heard the common stereotype that women are “emotional thinkers” and, therefore, less competent business leaders than men. While some women may think differently than men as a result of their personal and professional experiences, I haven’t found it to be a flaw in business. If anything, it’s an advantage.

In today’s hypercompetitive marketplace, gender diversity is good business. Women bring unique perspectives, ideas, and experiences to the table that enrich conversations and lead to better company decisions. It often takes great boldness to make our voices heard, but it is essential, for we have a lot of important opinions and ideas to share with the world.

Harmful stereotypes argue that women are less decisive than men and thus have a difficult time making tough business decisions. However, while I tend to be a more relationally-oriented decision maker, I’ve discovered this characteristic to be helpful in advancing my company. I’d also argue that my relationships with colleagues have enhanced not just my leadership abilities, but also the overall health of my company.

Listening to and involving team members in important conversations has enabled me to make more logical, reasonable, and healthier decisions that steer the company forward. Ultimately, respecting my employees and their opinions has helped me become a more well-rounded and successful business leader.

6.
Challenge: Expectations are often set lower for women.
Opportunity: Then shouldn’t it be easier to exceed them?

Earning the same level of respect and recognition as male colleagues can be a difficult and frustrating experience for women. Senior-level roles in businesses remain dominated by men, and internal biases are alive and well in the workplace.

While this reality has frustrated me greatly, I’ve realized that it has also given me the motivation to not only reach those expectations, but to also surpass them. Don’t be discouraged by low opinions and stereotypes. As we continue to surprise and exceed expectations, we break through one glass ceiling at a time.

Overall, the truth is: Yes, women continue to face unfair gender biases in the workplace. However, when viewed from an empowered perspective, these obstacles can serve to strengthen and elevate women leaders in diverse spaces. Meeting these challenges head on presents an incredible opportunity to make a positive impact on your situation and those of future generations. We live in a unique time in history, one in which we have the power and opportunity to band together to break down longstanding barriers, and realize our biggest dreams and career aspirations.  

***

Acanela Expeditions is a US-based travel agency that specializes in experiences, people and culture. Kylie Chenn founded Acanela Expeditions in 2015 after spending a semester in Europe. While abroad, she met incredibly talented individuals, or artisans, with stories that deserve to be shared. She created Acanela Expeditions to provide others with the opportunity to meet and learn from these artisans personally. Acanela Expeditions has nearly 100 tours worldwide and continues to explore unique countries to add to their offered locations. For more information, visit www.acanela.com.

***

By investing in opportunity, General Assembly helps people all over the world leverage technology to achieve their career goals. Our See Her Excel scholarship reflects our commitment to champion gender diversity and inclusion at all levels, and elevate women in software engineering and data science so they can thrive in the world’s fastest growing industries. Learn more about how GA supports women in tech at ga.co/she.

Harnessing the Power of Data for Disaster Relief

By

2455_header

Data is the engine driving today’s digital world. From major companies to government agencies to nonprofits, business leaders are hunting for talent that can help them collect, sort, and analyze vast amounts of data — including geodata — to tackle the world’s biggest challenges.

In the case of emergency management, disaster preparedness, response, and recovery, this means using data to expertly identify, manage, and mitigate the risks of destructive hurricanes, intense droughts, raging wildfires, and other severe weather and climate events. And the pressure to make smarter data-driven investments in disaster response planning and education isn’t going away anytime soon — since 1980, the U.S. has suffered 246 weather and climate disasters that topped over $1 billion in losses according to the National Centers for Environmental Information.

Employing creative approaches for tackling these pressing issues is a big reason why New Light Technologies (NLT), a leading company in the geospatial data science space, joined forces with General Assembly’s (GA) Data Science Immersive (DSI) course, a hands-on intensive program that fosters job-ready data scientists. Global Lead Data Science Instructor at GA, Matt Brems, and Chief Scientist and Senior Consultant at NLT, Ran Goldblatt, recognized a unique opportunity to test drive collaboration between DSI students and NLT’s consulting work for the Federal Emergency Management Agency (FEMA) and the World Bank.

The goal for DSI students: build data solutions that address real-world emergency preparedness and disaster response problems using leading data science tools and programming languages that drive visual, statistical, and data analyses. The partnership has so far produced three successful cohorts with nearly 60 groups of students across campuses in Atlanta, Austin, Boston, Chicago, Denver, New York City, San Francisco, Los Angeles, Seattle, and Washington, D.C., who learn and work together through GA’s Connected Classroom experience.

Taking on Big Problems With Smart Data

nlt-ga-2

DSI students present at NLT’s Washington, D.C. office.

“GA is a pioneering institution for data science, so many of its goals coincide with ours. It’s what also made this partnership a unique fit. When real-world problems are brought to an educational setting with students who are energized and eager to solve concrete problems, smart ideas emerge,” says Goldblatt.

Over the past decade, NLT has supported the ongoing operation, management, and modernization of information systems infrastructure for FEMA, providing the agency with support for disaster response planning and decision-making. The World Bank, another NLT client, faces similar obstacles in its efforts to provide funding for emergency prevention and preparedness.

These large-scale issues served as the basis for the problem statements NLT presented to DSI students, who were challenged to use their newfound skills — from developing data algorithms and analytical workflows to employing visualization and reporting tools — to deliver meaningful, real-time insights that FEMA, the World Bank, and similar organizations could deploy to help communities impacted by disasters. Working in groups, students dived into problems that focused on a wide range of scenarios, including:

  • Using tools such as Google Street View to retrieve pre-disaster photos of structures, allowing emergency responders to easily compare pre- and post-disaster aerial views of damaged properties.
  • Optimizing evacuation routes for search and rescue missions using real-time traffic information.
  • Creating damage estimates by pulling property values from real estate websites like Zillow.
  • Extracting drone data to estimate the quality of building rooftops in Saint Lucia.

“It’s clear these students are really dedicated and eager to leverage what they learned to create solutions that can help people. With DSI, they don’t just walk away with an academic paper or fancy presentation. They’re able to demonstrate they’ve developed an application that, with additional development, could possibly become operational,” says Goldblatt.

Students who participated in the engagements received the opportunity to present their work — using their knowledge in artificial intelligence and machine learning to solve important, tangible problems — to an audience that included high-ranking officials from FEMA, the World Bank, and the United States Agency for International Development (USAID). The students’ projects, which are open source, are also publicly available to organizations looking to adapt, scale, and implement these applications for geospatial and disaster response operations.

“In the span of nine weeks, our students grew from learning basic Python to being able to address specific problems in the realm of emergency preparedness and disaster response,” says Brems. “Their ability to apply what they learned so quickly speaks to how well-qualified GA students and graduates are.”

Here’s a closer look at some of those projects, the lessons learned, and students’ reflections on how GA’s collaboration with NLT impacted their DSI experience.

Leveraging Social Media to Map Disasters

2455_sec1_socialmediamap_560x344

The NLT engagements feature student work that uses social media to identify “hot spots” for disaster relief.

During disasters, one of the biggest challenges for disaster relief organizations is not only mapping and alerting users about the severity of disasters but also pinpointing hot spots where people require assistance. While responders employ satellite and aerial imagery, ground surveys, and other hazard data to assess and identify affected areas, communities on the ground often turn to social media platforms to broadcast distress calls and share status updates.

Cameron Bronstein, a former botany and ecology major from New York, worked with group members to build a model that analyzes and classifies social media posts to determine where people need assistance during and after natural disasters. The group collected tweets related to Hurricane Harvey of 2017 and Hurricane Michael of 2018, which inflicted billions of dollars of damage in the Caribbean and Southern U.S., as test cases for their proof-of-concept model.

“Since our group lacked premium access to social media APIs, we sourced previously collected and labeled text-based data,” says Bronstein. “This involved analyzing and classifying several years of text language — including data sets that contained tweets, and transcribed phone calls and voice messages from disaster relief organizations.”

Contemplating on what he enjoyed most while working on the NLT engagement, Bronstein states, “Though this project was ambitious and open to interpretation, overall, it was a good experience and introduction to the type of consulting work I could end up doing in the future.”

Quantifying the Economic Impact of Natural Disasters

2455_sec2_economicimpact_560x344

Students use interactive data visualization tools to compile and display their findings.

Prior to enrolling in General Assembly’s DSI course in Washington D.C., Ashley White learned early in her career as a management consultant how to use data to analyze and assess difficult client problems. “What was central to all of my experiences was utilizing the power of data to make informed strategic decisions,” states White.

It was White’s interest in using data for social impact that led her to enroll in DSI where she could be exposed to real-world applications of data science principles and best practices. Her DSI group’s task: developing a model for quantifying the economic impact of natural disasters on the labor market. The group selected Houston, Texas as its test case for defining and identifying reliable data sources to measure the economic impact of natural disasters such as Hurricane Harvey.

As they tackled their problem statement, the group focused on NLT’s intended goal, while effectively breaking their workflow into smaller, more manageable pieces. “As we worked through the data, we discovered it was hard to identify meaningful long-term trends. As scholarly research shows, most cities are pretty resilient post-disaster, and the labor market bounces back quickly as the city recovers,” says White.

The team compiled their results using the analytics and data visualization tool Tableau, incorporating compelling visuals and story taglines into a streamlined, dynamic interface. For version control, White and her group used GitHub to manage and store their findings, and share recommendations on how NLT could use the group’s methodology to scale their analysis for other geographic locations. In addition to the group’s key findings on employment fluctuations post-disaster, the team concluded that while natural disasters are growing in severity, aggregate trends around unemployment and similar data are becoming less predictable.

Cultivating Data Science Talent in Future Engagements

Due to the success of the partnership’s three engagements, GA and NLT have taken steps to formalize future iterations of their collaboration with each new DSI cohort. Additionally, mutually beneficial partnerships with leading organizations such as NLT present a unique opportunity to uncover innovative approaches for managing and understanding the numerous ways data science can support technological systems and platforms. It’s also granted aspiring data scientists real-world experience and visibility with key decision-makers who are at the forefront of emergency and disaster management.

“This is only the beginning of a more comprehensive collaboration with General Assembly,” states Goldblatt. “By leveraging GA’s innovative data science curriculum and developing training programs for capacity building that can be adopted by NLT clients, we hope to provide students with essential skills that prepare them for the emerging, yet competitive, geospatial data job market. Moreover, students get the opportunity to better understand how theory, data, and algorithms translate to actual tools, as well as create solutions that can potentially save lives.”

***

New Light Technologies, Inc. (NLT) provides comprehensive information technology solutions for clients in government, commercial, and non-profit sectors. NLT specializes in DevOps enterprise-scale systems integration, development, management, and staffing and offers a unique range of capabilities from Infrastructure Modernization and Cloud Computing to Big Data Analytics, Geospatial Information Systems, and the Development of Software and Web-based Visualization Platforms.

In today’s rapidly evolving technological world, successfully developing and deploying digital geospatial software technologies and integrating disparate data across large complex enterprises with diverse user requirements is a challenge. Our innovative solutions for real-time integrated analytics lead the way in developing highly scalable virtualized geospatial microservices solutions. Visit our website to find out more and contact us at https://NewLightTechnologies.com.

Digital Marketing 101: How Paid Social Increases Brand Engagement and Optimizes Your Ads

By

The advent of the internet introduced new mediums through which people could communicate — and new ways for marketers to reach potential customers. In the internet’s early days, online advertising was focused on banner ads and emails targeted to audiences based on traditional methods built on demographics. But with the near-ubiquitous adoption of social media, marketers can now refine their targeting thanks to information users willingly provide in the form of a profile. Couple that with advancements from social media companies in the ways brands can communicate, and you have the creation of one of the fastest growing forms of digital marketing.

From 2014 to 2016, the amount of money spent on social media advertising in the U.S. doubled, and nearly every one of the top 100 global brands have used some form of social advertising in the past year. It’s no longer just Facebook, either. YouTube, Twitter, Instagram, and Snapchat have all gotten into the marketing business and brought with them intelligent engineers who have helped shape the next generation of paid advertising by offering a host of new features, like targeting, testing, and engagement.

There are plenty facets of paid social that make it a unique and constantly growing way to gain clients and increase revenue. The following are some of the most essential aspects of the practice.

Laser-Focused Targeting Tactics

Social advertising has transformed the way advertisers can target ads, reducing the wasted spend that comes with traditional media such as television or radio. Traditional ads are purchased based on impressions and target demographics, meaning marketers are forced to pay for every impression, even if, for example, only 80% of a program’s audience fits the marketer’s target audience. With social, we can eliminate this waste.

Thanks to all the personal information people willingly share on social media, marketers no longer have to rely on assumptions when trying to reach potential customers. We can target based on age, gender, geographic location (both in real time and your listed residence), interests shown from your comments, social interactions, pages you like, your friends’ social interactions, relationship status, trending topics, people interacting with events and live television shows, and on and on.

With new features like Facebook’s Pixel service, marketers can now even retarget — or show ads to people who have been to your website previously or are part of your customer database — next time they log in to Facebook. To take it a step further, we can utilize “look-alike” audiences to increase our reach to potential customers by allowing social platforms to analyze your customers and place ads to those that share similar characteristics.

Unparalleled Reach

It’s hard to argue with the reach of social platforms. In mid 2017, Facebook surpassed 2 billion monthly users and one in five pageviews happens on Facebook. Roughly 71% of all online American adults use Facebook and with new people signing up every day, there are very few entities that allow you the same reach that social platforms can offer. Add in frequency capping and you have the benefits of reach without having your ad shown to uninterested viewers.

Low Barrier to Entry

With traditional media like broadcast (TV and radio) or print (newspapers or magazines), marketers pay for the advertising space up front. Digital platforms blew that model up years ago with the introduction of cost per click, or interaction, as social channels have come to define it. What does that mean for digital marketers? We no longer have to worry about spending for lost impressions, and instead we now only pay for results. Couple that with the ability to bid in real time and with no minimums, and you have a platform that’s advantageous for any size business.

Ability to A/B Test and Optimize Ads

Not sure if you’re using the right image or if the copy you chose is driving people to action? Thanks to the ability to stop, pause, or edit campaigns in real time, we can analyze and optimize data from our campaigns as they happen and make immediate changes.

A skilled marketer will no longer have to guess when it comes to determining whether and why a campaign was successful. We can run variations of ads simultaneously and see which are producing better results. Really, we can A/B test every aspect of the campaign, including targeting, bidding, images, copy, and even placements to determine the best course of action. And if nothing is working — or worse, something went wrong — we can turn it off immediately.

Increased Engagement

Social advertising has evolved from only sending a user who clicked on your ad to your website. Now, marketers test the power of social media channels through engagement — direct interaction between a potential customer and the business. For example, an ad may now encourage a user to share a video with their friends or comment on a question, all of which can help increase a brand’s social equity.

Engagement can also help spread the brand’s message to a user’s network, furthering organic reach and creating a form of third-party validation. Because people can see others’ responses, oftentimes a positive comment can increase the likelihood of your message being believed. Thanks to YouTube and the proliferation of streaming video, advertisers can create rich media ads that keep users engaged and increase the likelihood of users remembering them. Social sites like Facebook are even taking it one step further, allowing users to autofill lead-generation forms. After all, your personal information is already packaged up and ready for shipment.

Social advertising has quickly become a requirement of any respectable marketing strategy. Thanks to social advertising’s ability to better target, unmatched power to reach potential customers, and low cost of entry, if you’re not taking advantage of everything social advertising offers, you may well be behind the times.

Social Advertising at General Assembly

In General Assembly’s part-time Digital Marketing course, both on campus and online, we walk our students through the process of setting up social campaigns. As we move through the back end of these platforms, we highlight the features that allow you to become proficient as a marketer and make this channel so essential to the new age of marketing.

Through hands-on experience, our students become knowledgeable in all aspects of social advertising, including utilizing the latest techniques in targeting, data analysis, and optimization, adapted from our real-world examples. By highlighting integration techniques, we move our students from the idea of single-campaign tactics on separate platforms to fully cohesive campaigns that build off of one another. The cohesive campaigns can then be tracked through platforms like Google Analytics to measure desired outcomes and return on investment (ROI), and compare them against all other forms of advertising.

Check Out Our Facebook Advertising Workshop

Will Hayes is a marketer, entrepreneur, and Digital Marketing instructor at GA’s San Francisco campus. A former media buyer, account manager, and public relations specialist, Will currently owns and operates The Grill House restaurant while consulting for clients on the side. He graduated summa cum laude from Arizona State University with a B.A. in journalism and strategic communication.

“The rapid growth of the digital marketing industry has created a large shortage of skilled practitioners. GA’s Digital Marketing course prepares students for an exciting career in a fast-growing field.”

–Will Hayes, Digital Marketing Instructor, GA San Francisco