Fame

Excited to announce that we have acquired Lychee 🥳 Details below 👇

Tom Hunt sat in a 1-1 with his first ever employee. "Wait, so it isn't just about the cash?" "Correct." "So, you would miss out on a pay rise for a better culture and future progression?" "Correct." Mindblown. Tom is sat there thinking that all team members optimise for salary. But no. He has since realised that the best team members want: 1. A fair salary 2. Progression 3. A healthy workplace It's also become clear that 1 comes from leadership. But 2 and 3 come from management. What does that mean? It means that you need to: Train your managers. Train your managers. Train your managers. Agree?

At Fame we do this crazy thing where we measure performance based on output. Not: - Hours spent working after 6pm - Which football team they support - The number of Slack messages sent - The number of holiday days not taken - How many company events they attend We set clear OKR's, then try to get out of their way. No micro-management needed. Hire right. Set goals. Get out of their way It's the future of work. Agree?

We’re adding 3 new team members this month. We found them all on LinkedIn. They are: - Working remotely - Managing their workloads - Already making clients happy LinkedIn has talent. If you need people: 1. Create a LinkedIn job description 2. Share it from your personal profile 3. Start having human-to-human conversations Our interview process: - Has 2-3 interviews - Takes 2-3 weeks to complete It isn’t rocket science. Hire fast. Give people a chance. Agree?

Forget about the setbacks, the no.1 thing is to keep moving forward. • Success is built on resilience and persistence. • Learn from mistakes, then leave them behind. • Every step forward is progress, however small. • Setbacks are temporary, but growth is ongoing. • Stay focused on your goals, keep pressing on. Keep going, one step at a time. You've got this 💪🏻 Ctto: Joseph McGlinchey

🎙️ The Evolution of Podcast Advertising: What Brands Need to Know 📈 With a global audience tuning in daily, podcasts are now a powerhouse for brands looking to connect authentically. But how can you stand out in this booming space? 🌀 Innovative Ad Formats: Podcast advertising has moved beyond one-size-fits-all from dynamic ad insertion (think timely, updated ads) to hyper-personalized messages. 💡 Branded Content: Why stop at ads? Create your podcast to engage audiences and build loyalty by delivering value-driven content that reflects your brand identity. ⏱️ Shorter Ads, Bigger Impact: Attention spans are shrinking, and strategically placed 15-30-second ads steal the show—catching listeners’ attention without disrupting their experience. 📊 Data-Driven Success: Tools like promo codes and analytics make it easier than ever to measure your ROI. Know exactly how many listeners took action after hearing your ad. 🎯 Reach Your Niche: With podcasts covering every topic imaginable, brands can target audiences with laser precision, whether it's sports, beauty, or tech enthusiasts. 🎥 Video Podcast Ads: The rise of video podcasts is transforming the landscape. Combine audio and visuals for even greater engagement. If you're looking for an authentic, cost-effective way to grow your audience, build trust, and boost brand awareness, podcast advertising is your next big move. Want to learn more? Check the link in the first comment 👇

A direct report was looking after their child whilst working. They were on a call. Initially, Tom was surprised, it seemed like it could be tough to be productive and also handle a three-year-old. But then he thought: Why not? Why shouldn’t a mother be able to work and look after a child at the same time? Do we care what else team members are doing whilst working? She asks: "Is that ok?" He explains that we don't care if she’s looking after 2 children, 7 puppies, and a goldfish. We care that she is getting her work done and is happy. She smiles. Raising a child is one of life's biggest challenges. Don’t make it harder for your team. Agree?

Joseph was once rejected by HR for a job. The reason? He didn’t follow the STAR method correctly. 🧐 Looking back now, he realises that process was flawed. Here’s why at Fame we ace the recruitment process: The Account Managers—the ones doing the actual hiring now—understand better who fits the role. Guess who's doing the interviews? Yep, our team. They know the skills and mindset needed for success. HR often follows methods like STAR, but that doesn't always identify the right talent. Today, we hire based on real-world expertise, not rigid frameworks. This change has brought us amazing results! Do we get it right every time? No, but we do about 90% of the time 💪🏻 Meaning we can concentrate on other things, as well, like family 😍

Calling all hiring managers... Stop looking for that perfect candidate. Why? Because if they are perfect... they will: - Join - Do the role perfectly - Get bored - Leave If they don't have room to grow into the role... it's not going to work. So take a step back, and understand what you really need from a candidate. HINT: It typically values alignment and a proven interest in the field. And then make some offers. Agree? Ctto: Tom Hunt

Tom got a Slack message from a team member. They had an emergency and needed to go somewhere. He knew something was up immediately. He said: “OK, you go. I'll cover you today.” No questions asked. No explanation needed. It was clearly a bad day for them. Hopefully, he made it a tiny bit easier. Remember: Your team won't remember free pizza and a ping pong table. They will remember kindness. Agree?