Jess Huckins

I really enjoyed this episode of The Atlantic’s podcast “Good on Paper” that examined remote work pre- and post-pandemic https://lnkd.in/eQ9wCt_y Amid so many return-to-office mandates, I hear a lot of anecdotal arguments for both in-person and remote work structures. What I don’t hear a lot of is quantifiable data in these arguments, which is what this episode revolves around. The takeaways were interesting to me, too. As the Director of Internal Communications at a company with some employees fully remote, some fully in-person, and some hybrid, I have had a lot of discussions about the value of all three models, and, of course, I have my own anecdotal opinions as well! Ultimately, I think that rich discussions about the possibilities of remote, hybrid, and in-person work are where solutions lie, so I would love to hear other people’s opinions. 

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Your team NEEDS to be up to speed on the new duty, but who has hours to spare for training? ⏰ No Time? No Problem! With our 30-minute e-learning course, your team can get trained online—anytime, anywhere. On-the-go learning that fits their schedule (and yours!)

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Want to discover how NYC's #salarytransparency laws are shaping the future of recruitment? Dive into this Monster Hiring blog post to explore the benefits for employers and candidates. Plus, #Monster explains how these laws can help attract top talent and enhance your company’s reputation.

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I’d be happy to hear some responses to a couple of questions that I have for myself. 1. What does work/life balance look like? 2. What should be some non-negotiables when deciding on an employer. 3. How important are the benefits/PTO/Sick time/Mental Health Days/freedom/flexibility? 4. What kind of work culture makes you happy/productive? 5. How important is it to have approachable, dependable, knowledgeable leadership? 6. Does remote/in office matter? 7. How important is training to you, if you have experience already? 8. How important is trust?

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Been chatting with a lot of friends, colleagues, people out there who are genuinely looking for jobs. And… the market feels strange. It’s like businesses are avoiding closing positions for several reasons. Sure, there’s the usual budget stuff, end-of-year cost savings. But maybe it’s more than that. Could it be economic uncertainty? Companies unsure of their future plans, hesitating to lock in new hires? Or maybe they’re streamlining processes through AI, making roles obsolete before they even start? Or just waiting for the "perfect" candidate at a lower cost? Then there are candidates and their nuances Candidates are unwilling to go through the entire evaluation process, skeptical about putting in the effort and looking for a company that would hire them without asking too many questions. On one side, candidates are being asked to take tests—sometimes feeling like they’re being used to provide free work under the guise of an assessment. They feel companies might use these tests as a gimmick to solve problems without actually hiring, leaving them frustrated and feeling like their time is wasted. On the other side, some candidates aren’t willing to take even simple tests. Companies get frustrated because they just need to gauge basic skills. Has transparency broken down between both sides? This image 👇 hits a bit too close to reality. Are companies solving their problems for free? Or is it just a breakdown in trust, leading to frustration on both sides? #jobsearch #opinion #jobmarket #careerthoughts #hiringtrends #hr #joinnow #hiring

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The other day, someone asked me how I was enjoying my time off, like maternity leave is some long holiday or sabbatical. Spoiler alert: it’s definitely not that. 😅 As I hit the middle of my maternity leave, I’ve been reflecting on what this time has really been like. It’s not exactly about swapping cute baby stories with other moms in the park while drinking coffee ☕ as many would think. I mean, of course, there’s a bit of that ☺️ but honestly, this time feels more like starting a business—except with less sleep and a lot more mess. Every day brings new challenges, tighter timelines, and constant changes. There’s no instruction manual, just a lot of figuring things out as you go and hoping today’s solution still works tomorrow (which usually it does not). 🙃 I’ll admit, I was a little nervous about how becoming a mom might slow down my career. But I didn’t expect to learn so much—things that will actually help me in my professional life. For example, prioritizing has taken on a whole new meaning. With a baby, you quickly learn what really needs your attention and what can wait. It’s like managing a big project where focus and smart choices are everything. 🎯 I’ve also learned a lot about partnership and delegating—skills I’ve always valued at work but now appreciate on a whole new level. My husband has been my “co-founder” in this adventure, and we’ve learned how to share responsibilities, rely on each other’s strengths, and somehow make it through the day with our sanity (mostly) intact. 🤝 Whether you’re managing a team or a household, success comes down to working together and trusting each other. And those empathy and communication skills we’re always told to sharpen? 💬 I’ve been putting them to the test while trying to figure out why the baby is crying when they can’t exactly tell me what’s wrong. I know these lessons will come in handy when I’m back at work, leading teams and connecting with clients and colleagues. 🌱 By the way, I’m writing this on a bus ride because, if nothing else, motherhood teaches you to use every moment you can. 🚍 So here’s to all the moms out there juggling the beautiful chaos of motherhood with the same grit and determination we bring to our careers. Be kind to yourselves, we’re not just getting by—we’re thriving. 💪💖 One diaper change, one email, one day at a time! ✨ #MaternityLeave #WorkingMom #LeadershipSkills #StartupLife #Partnership

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I had a chat with a friend yesterday who told me to let my personality shine in my posts. There's actually a reason I hold back, but that's for another day. 😉 You know what's wild? Most of you I've only met through LinkedIn! Only recently have I gotten to meet some of you in real life, and honestly, I'd been connecting with you all for so long that I forgot we hadn't met in person, yet. So allow me to reintroduce myself. My name is Carmen (Carm works too, and so does Mommy to one soccer-obsessed 9-year-old). This kid is so into soccer that he skipped the pool ALL summer. In Texas. Where it hits 103 in May! His exact words: "Mommy, I don't care about the pool, I only care about soccer." He lives in soccer uniforms and only recently started wearing actual PJs because I found him some Messi ones (bless you, Amazon 🙏). Here's my deal - I'm pretty straightforward. I'm passionate about my Philadelphia Eagles (yes) and common sense communications strategies. And when I say strategy, I mean the details of getting the timing, message, and platform mix just right to make communications really work its magic for growth. Now, I live for this kind of TV drama - have you read about this Intuit drama with The Verge? Have you seen what went down with their Communications Chief? This interview would've been a blip on everyone's radar, but now it's blowing up as The Verge's hottest podcast because Intuit tried to get parts deleted. Get this - their CCO, Rick Heineman, actually wrote to The Verge calling the questions and interviewer's tone "inappropriate," "egregious," and "disappointing." He literally demanded they "delete that entire section of the recording." 🤷🏾‍♀️ Look, this was a massive misstep. Their CEO should've been ready for questions about last year's FTC order on deceptive marketing. It's still fresh, just happened last year! Have some prepared responses about how you're making things right. Their lobbying practices aren't exactly state secrets - none of this should've triggered "raised voices" or claims of being "inappropriate." And don't get me started on bringing up the interviewer's "tone." Major Karen energy right there. It's giving "I'm above you, so watch how you speak to me" vibes. That's a no for me. My take? The Comms Chief needs to go. He's become part of the story instead of managing his CEO. He made it so much worse for his team and other executives. What's your take on this whole mess? (And it is a WHOLE MESS)

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Remote work is great -- no commute, possibly sleeping in a little, I can run an errand if I need to -- but the trappings of home can be a thing. Especially if your work space isn't completely separate from other spaces. Ideally, I'd have a dedicated office. A place solely for work. But I don't; I can see my bed from my desk. So how do I make sure my remote day still involves, you know, work? ✨️I make myself presentable. I shave. I shampoo my hair and wash my face. I brush my teeth. I don't shower (unless I know I'll have to be in public), but basic grooming habits clue my brain in that today is not a relax day (and it helps me appear human if I have to hop on Zoom). ✨️I wear a shirt representing my employer. Easy to do, as I work for a university, but an ODU t-shirt or sweater is just another clue for my brain that we're supposed to be in work mode. Even if you just wear a polo or a button down to be "screen presentable," doing more than just sweats or PJs can shift your mindset. ✨️The personal computer stays off. During work hours, I remain on my work computer. This is both a matter of convenience and another way I separate the work from the personal. ✨️I log in *before* eating my breakfast and making my coffee. That way, when I'm done with food and I've got my mug, work is already staring at me. Ultimately, it's getting my brain to recognize that while my surroundings scream home and relaxation, I still have work to do. Working from home definitely has its benefits, but I've found it requires a level of self-discipline and responsibility being in the office doesn't. I mean, the TV and the PlayStation are RIGHT THERE...

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I have had a lot of great feedback from my columns in Simpler Media Group, Inc.'s REWORKED. I also want to help #recruiters who have helped me and others as we seek new roles. If you are an IN-HOUSE recruiter who has a story or two about AI in your workplace, my next column is focused on you. Hit me up and I can share questions. #PR friends--if you have clients who want to contribute, my door is open until Thursday. Check out my last column so you can see what I am all about. https://lnkd.in/g8pTPSDc #InHouseRecruiting #AI #AIFriendOrFoe

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No matter the size of your company or team, we’re all facing the same challenges—just at different scales. I had the opportunity to join Exit Five’s CMO Therapy Session with Kipp Bodnar, and here are the 2 things that stuck with me the most: 🚨 Hiring is hard—no matter what. - You need to deeply understand what "good" looks like, even outside your expertise - It's better to be patient than rush a critical hire - The right person > filling the role quickly 🎯 Ruthless prioritization is the key to impact. - Focus on 2-3 key initiatives that drive high-magnitude impact - Team size doesn't matter if priorities aren't clear - Less is more when it comes to strategic focus I left the session feeling inspired and connected. It’s not every day you get to learn from people you’ve been following on LinkedIn, and hearing them speak in such an open, honest forum was a reminder that leading marketing teams isn’t about solving every problem; it’s about solving the right problems.

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Corny LinkedIn post alert: 🚨 In the spirit of thankfulness, I’m pausing this week to reflect on how tough parts of this year were—and where I ended up. Let’s be real: the unknown is terrifying. But somehow, the opportunities that came pouring out of my network on this platform blew me away. Truly, LinkedIn—you understood the assignment. 👏 I’ve got to give a major shoutout to the people I’ve connected with here—not the spammy, “Hi, Caitlin, can I have 15 minutes of your time?” types, but the real connections. The ones who cheer each other on, swap advice, and genuinely celebrate each other's wins. And the best part? Meeting so many of you IRL at events felt less like a first introduction and more like reuniting with an old friend. It’s proof that this whole “relationship-building” thing actually works—if you do it right. Show up authentically, invest in people (not just profiles), and focus on building real value, not quick-hit transactions. As we slide into the holiday season, I’m carrying a huge bucket of gratitude for this community. If we’ve talked, collaborated, or even exchanged a funny GIF in DMs this year—thank you. You’ve been a bright spot. Here’s to more connections, more opportunities, and maybe a little less chaos in the year ahead. 🦃

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Event Marketing/Planning, gets you face to face with your prospects/clients, to influence their buying decisions. It's nice to work for companies that value face to face interactions. The most powerful tool in the marketing kit.

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Attitude > Aptitude Skills are teachable, but a person’s attitude is often what sets them apart. While technical abilities are important, they can be honed with time. But a candidate’s attitude is a core aspect that determines their flexibility, teamwork, and overall contribution. Next time when you hire, choose candidates who bring more than just skills to the table. Chose the ones who bring a mindset that makes everyone better around them. #hiring #jobsearch #jobseekers #jobs

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Getting more for less...or less for less? In recent years, there has been a noticeable trend of decreasing salaries and rates for communications professionals. This morning, I came across a contract role for a communications specialist at a prominent software company in Washington offering $25 an hour for someone with 3-5 years of experience and a mandate to lead projects and drive strategy. Interestingly, a local restaurant chain in the same area pays $26 an hour for fully trained staff – a marginal difference that raises questions about fair compensation. Beyond the numbers, it's essential to consider the value of experience and expertise in any field. Regardless of industry, individuals with several years of experience deserve compensation that aligns with their skills and knowledge. Zip Recruiter's average communications specialist salary of $36 per hour bears this out. Experience, training, and the overall context are crucial factors when determining fair compensation. It's important to recognize the worth of professionals based on their contributions and skills, ensuring that they are appropriately compensated for their expertise. I understand the need of companies to use their budgets effectively, but at some point the tradeoff on that savings can be detrimental. In the communications space, a poorly thought through strategy will mean the difference between success and failure. And that's getting less for less. #Communications #Compensation #Experience #SalaryDiscussion

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What’s the difference between being liked and being likable? Jenni Field knows a thing or two about this — and why the answer could define your career. We had the pleasure of hearing from the author — who recently released “Nobody Believes You” — on the Aspire to Inspire Podcast, hosted by Staffbase Chief Marketing Officer David Burnand. In this highly engaging episode, you’ll also discover: → Why saying “my door is always open” might be the biggest trust-breaking mistake you’re making → The eight traits that every credible leader must master to build followership → The secret to balancing empathy and decisiveness in remote leadership —without losing credibility ... and a lot more! So tune in on Spotify, Apple, YouTube, or wherever you listen. 🎙️✨

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A Day in the Life of a Comms Pro: An Exercise in Chaos Management 8:30 AM: Start work, armed with industrial-sized coffee. Open email. Only 87 unread messages from last night. Not bad. 8:35 AM: CEO's assistant calls. "Quick question - did anyone tell you about today's major partnership announcement?" 9:04 AM: Coffee mysteriously transforms into wine in my imagination. 10:30 AM: After pulling together a press release, media list, social content, and internal comms at lightning speed, VP of Product stops by with a request. "We have this post, can you just make it pretty?" Sure, let me wave my magic design wand that I definitely went to school for. 11:45 AM: Reporter needs comment on industry rumor. Now. No, faster than now. Like, yesterday. 2:15 PM: Finally start working on that blog post about corporate sustainability. Get three words in. 2:16 PM: "URGENT: Can you review these 32 slides for tomorrow's board meeting?" 3:30 PM: Remember I haven't eaten lunch. A granola bar counts as a meal, right? 4:45 PM: CFO wants to know why they aren't in today's New York Times. Explain for millionth time that we can't actually control the media. 5:55 PM: About to log out when sales team remembers they need new case studies. For tomorrow. All of them. 6:00 PM: Open laptop back up. At least my coffee's still warm from this morning... oh wait, no it's not. The funny thing is, I wouldn't have it any other way. Except maybe the "make it pretty" part. That can go.

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You don't have to be a good writer or speaker to be a good communicator. You just have to be: ✅ Consistent 🤝Respectful 🙋🏼 Authentic ...mostly in that order. That's all. #internalcomms #leadership #communication

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I fully (and maybe sheepishly?) admit that before I attended my very first INBOUND, I was 100% skeptical of the hype. Dismissive even. I've been to a swag-bag-full of conventions, conferences, and events in my career, both as an attendee and a sponsor, and while some of them had their charms, their interesting sessions, and their decent networking opportunities, few of them ever lived up to the MONSTER TRUCK RALLY hype that the event organizers promised. You know the voice right? "If there's one X industry event you attend all year, THIS. IS. THE. ONE. !" or "It's gonna be BIG, BIG, BIG!" And more often than not, they're ok. But they're not CRUSHING MY EXPECTATIONS, GOALS, AND PROFESSIONAL DEVELOPMENT (the voice again) Don't get me wrong - I love in-person events, especially when I get to meet Proposify customers. But events are expensive, in both time and money. And they can be tedious, unimaginative, and stuffy AF. When I finally attended my first INBOUND as part of a Proposify sponsorship a few years ago, I quickly realized this event deserved the MONSTER TRUCK RALLY VOICE. It's not only BIG, BIG, BIG but it's GOOD, GOOD, GRRRRREAT. For me, INBOUND has the golden combination of having a ton of our target audience and customers plus incredible professional development opportunities. They do sponsorship right (this is RARE). They get the vibe right. They create environments for connections. They get smart, engaging people together to share smart ideas in a non-boring-cliche-conference way. They have both exceeded and challenged my expectations. SO, all of this to say that when INBOUND released their agenda yesterday, I was excited because Proposify is sponsoring the event again this year and I'll be attending along with my awesome co-workers Scott Tower, Madi Jules, and Mark Smith. While I've just done a quick run through the agenda, at first glance which sessions am I most looking forward to? I have no chill when it comes to Jay Schwedelson, Emperor of Email Marketing. Jay and what he knows about email deserves the MONSTER TRUCK RALLY VOICE. I am 100% HYPED to meet up with Proposify customers, soon-to-be-customers (maybe that's you?), and all the great and glorious marketing minds September 18- 20th in Boston. See you there? Please enjoy this photo of me from INBOUND 2019 that shows exactly how excited I was to be there.

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