Five Tips To Hire The Right SEO Manager
By: Amy Morin
Hiring the right SEO manager can be essential to the success of your small business.
However, many businesses owners aren’t certain what to look for in an SEO manager or how to know if they’ve hired the right person to improve their search engine rankings.
Look for these factors to confirm that you’ve hired the right SEO expert for your business:
1. You’ve Seen Case Studies and Success Stories
A quality SEO manager will be able to share case studies and success stories with you. If your SEO manager is able to tell you a little bit about what businesses he’s worked with in the past and what type of results he’s received, it’s a good sign.
Good SEO managers should be able to show you specific results. For example, a success story should include details about how a company now ranks higher in search engines for specific key words. A quality SEO manager will be willing to share how it was done and how long it took.
An SEO manager can make many promises. However, unless you have seen some proof, don’t believe it.
2. You’ve Discussed the Big Picture
If you’ve discussed the overall picture of your business and what you’re hoping to accomplish, it’s a good sign. A good SEO manager will want to know a lot about your business and will work with you to reach your goals.
On the other hand, a bad SEO manager is likely to make assumptions about what would be helpful without really researching your industry or studying your business. You are the expert on your business and what your customers are looking for and a good SEO manager will want to hear your insight.
Read related content:
- Five Keys To Successful Promotional Videos
- Five Reasons To Blog More
- Five Tips for Increasing Website Traffic
3. The SEO Manager has Made Recommendations to Change Your Website
A competent SEO manager should make recommendations about how to best optimize your website. Often, there are a few minor changes that can make a big difference to your rankings in the search engines and make your website more user friendly.
An SEO manager should spend time studying your website and reviewing your analytics. Based on the results, there should be some recommendations about how to improve on what you have already.
4. You Know the Marketing Strategy
A good SEO manager will be able to clearly describe the marketing strategy to you. There should be a variety of methods in place to build links, target keywords, and optimize your site so it will show up in search engines better.
Competent SEO managers are usually more than happy explaining the step-by-step process of how they can help you succeed. Bad SEO managers, however, will often use various tricks that only work in the short-term and hurt your search engine rankings over the long-term.
5. The Communication is Excellent
A good SEO manager will offer you excellent two-way communication. You should receive information about your results and how things are going on a regular basis.
You should also have the option to contact your SEO manager whenever you have questions. A good SEO manager will return your calls in a timely fashion and be willing to discuss any questions or concerns you have.
Choose an SEO manager wisely and it can do wonders for your business.
Make sure you have a good understanding of the process and what you should be looking for in a good SEO manager.
About the Author: Amy Morin writes about psychology and business topics, such as jobs that pay great.
Marketing matters: from IBM to Kyndryl
Prior to joining Kyndryl as Chief Marketing Officer, Maria had a 25-year career at IBM, most recently as the tech giant’s CMO where she oversaw all marketing professionals and activities across North America, Canada and Latin America. She has held senior global marketing positions in a variety of disciplines and business units across IBM, most notably strategic initiatives in Smarter Cities and Watson Customer Engagement, as well as leading teams in services, business analytics, and mobile and industry solutions. She is known for her work with teams to leverage data, analytics and cloud technologies to build deeper engagements with customers and partners.
With a passion for marketing, business and people, and a recognized expert in data-driven marketing and brand engagement, Maria talks to Business Chief about her new role, her leadership style and what success means to her.
You've recently moved from IBM to Kyndryl, joining as CMO. Tell us about this exciting new role?
I’m Chief Marketing Officer for Kyndryl, the independent company that will be created following the separation from IBM of its Managed Infrastructure Services business, expected to occur by the end of 2021. My role is to plan, develop, and execute Kyndryl's marketing and advertising initiatives. This includes building a company culture and brand identity on which we base our marketing and advertising strategy.
We have an amazing opportunity ahead at Kyndryl to create a company brand that will stand apart in the market by leading with our people first. Once we are an independent company, each Kyndryl employee will advance the vital systems that power human progress. Our people are devoted, restless, empathetic, and anticipatory – key qualities needed as we build on existing customer relationships and cultivate new ones. Our people are at the heart of this business and I am deeply hopeful and excited for our future.
What experiences have helped prepare you for this new opportunity?
I’ve had a very rich and diverse career history at IBM that has lasted 25+ years. I started out in sales but landed explored opportunities at IBM in different roles, business units, geographies, and functions. Marketing and business are my passions and I landed on Marketing because it allowed me to utilize both my left and right brain, bringing together art and science. In college, I was no tonly a business major, but an art major. I love marketing because I can leverage my extensive knowledge of business, while also being able to think openly and creatively.
The opportunities I was given during my time at IBM and my natural curiosity have led me to the path I’m on now and there’s no better next career step than a once-in-a-lifetime-opportunity to help launch a company. The core of my role at Kyndryl is to create a culture centered on our people and growing up in my career at IBM has allowed me to see first-hand how to prioritize people and ensure they are at the heart of progress in everything Kyndryl will do.
How would you describe your leadership style?
I believe that people aren't your greatest assets, they are your only assets. My platform and background for leadership has always been grounded in authenticity to who I am and centered on diversity and inclusion. I immigrated to the US from Chile when I was 10 years old and so I know the power and beauty that comes from leaning into what makes you different from other people, and that's what I want every person in my marketing organization to feel – the value in bringing their most authentic self to work every day. The way our employees feel when they show up for themselves authentically is how they will also show up for our customers, and strong relationships drive growth.
I think this is especially true in light of a world forever changed by the pandemic. Living through such an unprecedented time has reinforced that we are all humans. We can't lead or care for one another without empathy and I think leaders everywhere have been reminded of this.
What’s the best leadership advice you’ve received?
When I was growing up as an immigrant in North Carolina, I often wanted to be just like everyone else. But my mother always told me: Be unique, be memorable – you have an authentic view and experience of the world that no one else will ever have, so don't try to be anyone else but you.
What does success look like to you?
I think the concept of success is multi-faceted. From a career perspective, being in a job where you're respected and appreciated, and where you can see how your contributions are providing value by motivating your teams to be better – that's success! From a personal perspective, there is no greater accomplishment than investing in the next generation. I love mentoring younger professionals – they are the future. I want my legacy as a leader to include providing value in work culture, but also in leaving a personal impact on the lives of professionals who will carry the workforce forward. Finding a position in life with a job and company that offers me a chance at all of that is what success looks like to me.
What advice would you give to your younger self just starting out in the industry?
I've always been a naturally curious person and it's easy for me to over-commit to projects that pique my interest. I've learned over years of practice how to manage that, so to my younger self I’d say… prioritize the things that are most important, and then become amazing at those things.