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25 Ways To Prioritize Growth Hacking Tactics

Where should I start? What should I work on next? How do I prioritize my never-ending list of projects to grow my company? Why is that company growing so much faster than mine?

When I address these questions as they relate to marketing, or growth hacking, or whatever you want to call getting more business in the door, these are the buzz words and concepts I think about to prioritize which projects to work on next:

Move Fast

  1. Low Hanging Fruit
  2. Quick Wins
  3. Run Lean - Figure out what works fast!

Focus On Big Wins

  1. Highest ROI Investment
  2. Biggest Lever
  3. Free > Paid
  4. What Will Move The Needle?
  5. Analytics: Low Page Value & Time on Site. High Bounce Rates. By Browser & Device
  6. Will this improve LTV/CAC (Lifetime Value / Customer Acquisition Cost)

Target The Right Customers

  1. Marketing Funnel – Focus on getting more of your audience to the next stage faster
  2. Demand Capture > Demand Generation
  3. Work Up The AAARR Funnel : Revenue, Referrals, Retention, Activation, Awareness

Leave A Legacy That Lasts

  1. Conversion Rate Optimization
  2. One-Time Investment That Pays Off Forever
  3. Conversion > Traffic
  4. Automated > Manual
  5. One-Time Fix > Ongoing Work Required
  6. OMTM – One Metric That Matters (H/T Sean Johnson)

Your Product Is Your Marketing

  1. Hooked Model - (H/T Nir Eyal & his new book)
  2. Product Improvement > Advertising Dollars
  3. Balance what works (80%) with testing new tactics (20%)
  4. Don’t copy the competition. Why do you assume they know what they are doing?

Balance Risk With Reward

  1. Potential Impact * 1/Investment Required
  2. Test > Go all in – Test YouTube Ad before TV Ad (e.g. H/T  Casey)
  3. You can do it with existing resources > You need someone else to do it for you

That’s my personal experience growing 3 VC funded startups over the past 5 years, and mentoring many more on customer acquisition. What else am I missing? How do others prioritize growth hacking and/or marketing tactics?

UPDATE – This Post Hit #1 Trending Story on

#1 Trending Story on

#1 Trending Story on

I’m shocked that early stage VCs dont do this yet

Venture Capitalist should examine employee sentiment as a leading indicator of startup success

Leading indicators tell stock investors where the economy is headed next. In terms of startup investing, there indicators that investors currently don’t evaluate but probably should. One example is employee sentiment.

Any seed stage investor will tell you that one of the most important factors in their investment decision is the founding team. Therefore, in later stages, I would imagine that the people that team hired to help the company scale are also important.

One disadvantage investors have is that they have limited information: Financials, pitch decks, perhaps some conversations with customers. What do they not have? Information on how the employees feel about the company, which I believe is a hidden leading indicator.

Employees know if they are motivated. Employees know if they are working hard. Employees know if they are giving it their all, or checking out as soon as possible to moonlight. While investors may look at turnover, employment reviews or other resources, those are all lagging indicators of employee sentiment. Once the board detects such issues, the floodgates have already opened and it may just be too late.

Bottom line: If I was a VC, I’d figure out a way to gauge employee moral before making my investments. The passion of those outside the boardroom is often underestimated.

How To Win An Interview With Polished Networking

I’m dismayed by how frequently totally qualified job candidates mess up the basics of interviewing. While playing ‘recruiter’ for my friends is quite fulfilling, seeing qualified candidates shoot themselves in the foot is equally disheartening.

Based on real-life mistakes I’ve observed on multiple occasions, here’s an interviewing checklist for anyone I help find a job moving forward:

1. Keep Me Updated
If I refer you for a role, update me when you hear back from the employer about an interview. Why? If you hear back, I can help you prep for the interview. If you don’t hear back, I can follow-up with the interviewer. Also, once the interview is over let me know so I can check in with the employer to see how you did.

2. Show Up Early To Your Interview
I can’t believe how many people arrive at interviews late. Early is on time. On time is late. Late is embarrassing. Leave two trains early. Double expected commute time if you’re driving. Get there on time.

3. Bring copies of your resume (and make sure they aren’t creased or coffee stained)
The printer doesn’t work. She just ran over from another meeting. He just didn’t even bother. There are so many reasons why the person interviewing you won’t have a copy of your resume, so bring a handful of copies so you can give one to each person you interview with.

4. During the interview . . .

A. Explain exactly why you’re super passionate about the job and why you’re the best person in the world for the role
B. Ask one ridiculously good question
C. Ask: “Now that we’ve talked, do you have any concerns about hiring me that I could address now while we’re still sitting together?”

5. Ask for a business card from each person who you meet
You need to know how to contact the person interviewing you. See step #5

6. Send a thank you email immediately after the interview
As soon as possible, and no later than that same day, send a personalized email to each person you interviewed with. Yes, each person should get their own email. Here’s what to write:

  • Line about your enthusiasm for the role
  • Line about one thing you learned while interviewing
  • Line about why you believe, now more than ever, you’re a perfect fit
  • Thank you for the opportunity

That’s it. More than 50% of people I personally interview don’t even do that.

7. Send a hand-written thank you note within a day
Thank the person who referred you to the job and thank everyone you interviewed with. Send this in the mail the same day or the next morning. Write it on nice stationary. Make it personal. I’m serious. It works!!

8. Do something nice for the person who referred you once you get the job
For me this isn’t required, but I do highly recommend it in general! Take them to lunch, send their family flowers, or something else fun. They just risked their reputation and time to get you a job. The least you could do is send a nice bottle of scotch. I once got someone a big consulting job, and he donated 50% of the first month’s retainer to the charity of my choice. That’s BALLER. Who does that?

9. If the job isn’t a fit, continue to stay in touch
If you’re looking for a job, let me know occasionally how the process is going and certainly let me know one you’ve landed a job.

Does this really work?

1. Doing the opposite certainly doesn’t help.
2. I can’t tell you how many people missed one of these steps and didn’t get the job
3. Everyone I’ve helped who followed this advice has landed an awesome job they love

I don’t work in recruiting and honestly used to think these steps were interviewing 101, but I’m regularly shocked by how few candidates actually follow through so hopefully this guide will help you interview like a boss next time around.