Scott Rosenbluth is CEO of Craze, a full-stack marketing management firm that equips small businesses with an internal marketing team at a fraction of the cost. Rosenbluth has worked with clients such as Nike Sports Camps, Lox Club, SAYSO, ActivePro Rehab Partners and Live Nation. He’s helping startups and small businesses launch, scale, and execute their growth marketing plans. Craze has grown exponentially year over year and is currently laser focused on helping small businesses rebuild and restructure from the ongoing coronavirus pandemic.
What challenges are business owners facing in a high-turnover talent market?
High-turnover is the biggest thing right now; it’s a real challenge, especially for smaller businesses. Many employers struggle with the process of finding staff because it’s such a competitive talent market.
At Craze we have been fortunate not to have seen this. Personally, I have heard stories of employers hiring new staff and then they end up leaving after a month or two, because another opportunity came about. There’s just so much inventory of really great high-paying jobs; this holds especially true for service-based businesses.
Also, the cost of everything is going up. The cost of doing business is more and employees are costing more. You want to be competitive with salary and benefits and all of those things, so you have to raise your compensation packages to recruit, which can have larger business implications down the road.
How should brands be approaching marketing in a remote-first world?
Right now, brands need to be cognisant of the marketplaces that are out there to help get work done. With this in mind, they should be approaching marketing with an emphasis on creators and content volume. At Craze, we provide full-stack services, for the cost of one full-time hire. We believe this model offers a better, more affordable approach to marketing. Alternatively, employers have to go out and hire multiple contractors or additional specialized full-time staff to achieve the same goals, which is nearly nowhere as cost-effective.
Overall, companies should continue to take chances on unconventional relationships to get work done, whether that’s: access to better remote talent, for money or just because someone can push them further, faster.
How can business owners improve customer retention?
Everyone wants to be heard. In a business environment where everything is so automated and technology driven, personalization and transparency are the keys to fostering professional relationships. Similar to creating a culture of feedback with employees, communicating with customers and clients regularly will ensure goals are achieved in the most efficient way possible.
What trends do you see regarding the future of work?
In order to win, company culture will continue to be essential for companies to keep their employees and customers happy in this remote-first world. Here are the future of work trends I’m seeing:
Flexibility: Employers will provide more remote and hybrid work options.
Increased transparency: Employees will have better opportunities to provide constructive feedback to leadership.
Hungry talent: Remote-first working options will open up opportunities for a larger and more competitive talent pool.
Higher compensation: In order to retain talent, employers will offer salaries that are above market rate to new hires.
Prioritization of wellness: Employers will be increasingly responsible for the mental and physical well-being of employees.
