Episode #9: Career Advice for Young Marketing and Advertising Professionals
In this episode, we answer career advice questions from young marketing and advertising professionals. From how to ask for a promotion, to how long you should stay in a job, to the most important non-marketing skills we look for when hiring, to the advice we would give to our younger selves. This episode features 10 gems to guide young professionals.
Career Advice for Young Marketing and Advertising Professionals Episode Recap
In this episode of the Two Marketing Moms Podcast, hosts Julia and Kelly, two experienced mothers in the marketing and advertising field, share their work-life strategies and discuss various career-related topics.
They mention that they recently recorded a Q&A session with Ad2DC, a group of talented young marketing and advertising professionals in the DC metro area. During the Q&A, they answered questions from marketing and advertising students, professionals, and interns. The first question they address is how long one should stay at a job, especially if they are unhappy. Julia suggests staying for at least two years to gain enough experience and understand the company’s dynamics. Kelly adds that open communication with the employer is crucial to address any issues and seek improvement before considering leaving.
They proceed to discuss how to find a mentor in the advertising field. Both hosts emphasize the importance of seeking guidance from experienced individuals and how this process can happen organically or by actively seeking mentorship through networking and professional groups.
Next, they talk about asking for promotions. Julia advises documenting achievements and contributions to the company to present a compelling case for a raise. They also stress the importance of timing, positive feedback, and the overall economic environment.
Moving on, they discuss switching disciplines in advertising and how agencies might support such transitions. While not common, Julia suggests that young professionals should focus on gaining broad experiences at the beginning of their careers before deciding to specialize in a niche area. She emphasizes that being open to opportunities and making the most of the present job can lead to new avenues later.
Another question addressed in the podcast is how often people switch disciplines in advertising and whether it is supported by agencies. Julia and Kelly discuss the importance of being confident, not caring too much about what others think, and having a growth mindset. They also advise young professionals to take risks, be proactive, and continuously learn to enhance their skills.
The episode concludes with Kelly sharing the advice she would give her younger self. She stresses the importance of being more confident, taking more risks, and asking for what one deserves. She encourages continuous learning, networking, and improving technical skills. The hosts also emphasize the significance of work-life balance and enjoying life to the fullest.
Episode Transcript:
Julia
Welcome to the Two Marketing Moms Podcast –work plus life strategy from two moms. I’m Julia and this is Kelly, two moms of six kids between us. We’ve worked our way up the ladder, the hard way in marketing and advertising. So, this podcast is about talking through the struggles, the fails and the wins while balancing being a boss, your home life and being a mom.
Today’s episode is kind of a special one because it’s kind of a part two of something that we’ve already recorded. Episode nine, we are entitling Career Advice for Young Marketing and Advertising Professionals– How To’s, What’s, and Why’s.
Kelly and I recently recorded a Q&A session with Ad2DC. Ad2DC is a group of talented driven young professionals in the marketing and advertising world in the DC metro area, where we are located. They are organized through the former DC ad club, for those of you in our area, and this is for people 32 years and younger. And they are..
Kelly
A group for among which we no longer belong.
Julia
Yeah, unfortunately. I am now way out of that. So, in that recording, Kelly and I talk about the top three things that defined our careers. And so be sure to follow us on social media to listen when it’s posted. We asked marketing and advertising students, professionals, interns have all thrown questions out. And so, we’ve got your answers.
Kelly
They had some good questions in there. Let’s see. This one’s a really good one. They asked how long should you stay at a job? Even if you’re miserable? Is there still a one year rule? And when do you know it’s time to move on and find a new job?
Julia
I love that we are starting with this question because it is something I asked myself, just about every few months during my first few years in the working world. If you remember from our very first episode, I graduated college and went into sales, and didn’t feel like it was a match for me. And then I went and became a corporate concierge, which was a bomb job. I loved it. But I felt like it didn’t fulfill all my hopes and dreams. And there were definitely periods of unhappiness during those years. And I definitely wondered if I was going to find the place where I belonged. So that’s why I love this question. So, this is three questions in one. And I’m going to start from the top. And Kelly, please add something if you have any. I’m sure you have a lot to say about this, too.
So, the first question is, how long should you stay at a job. And here’s my personal take, I want yours too Kelly, I think you should stay for at least two years. I think two years gives you enough time to really understand the company, you’re working for their processes, it’s time to really understand the client. If you’re at an agency, your duties, it allows you to be on term planning, not just day to day. And you can develop specific skills or a portfolio that you can then market in a new position if it’s in a new agency or a place or even if you are working your way up. But with that said, I don’t think there’s a magic number. It’s really I think more about what you get out of it.
And from an employer’s point of view. I mean, there’s so much advice there. I did a Google search. I wanted to see what like the internet was saying and there’s so much recruiter advice. Which I don’t know if it’s really helpful, honestly, because I feel like recruiters depend on a checklist of criteria to vet a candidate before they present them to a hiring manager. So, they’re pickier. And, if you’re not a recruiter, you’re just an employer, you may have a different checklist. So, you definitely do need to think of longevity in a position as it looks from a big picture, right? Whether you’re going through recruiter or going directly to apply for a position direct. If you just had one job that lasted shorter than a year, I think it can be easily explained away, there was a certain situation, right? But if you’ve jumped from job to job in short periods of time, like the leap frog approach, it could it could work against you, I think. And leapfrog I mean, by using your job experience and salary to leap to another job where you get like a boost in the salary or title. And then you keep doing that to work your way up the ladder. But you’re not really working up the ladder, you’re just leapfrogging to jump past here. We can talk about my opinions about strategy in another podcast. Before I continue, Kelly, what do you think is the magic number?
Kelly
I think you’re right on as far as a resume is concerned in terms of two years. And if we can get our guts up, we’re going to do an entire episode on failures. And one of my failures is that I have quit a job without having another job that I was really miserable in. And my main advice would be never quit a job without having another job. So that’s, that’s the first thing. The second thing is that people don’t quit jobs. They quit bosses.
Julia
Totally. And I and get into that too.
Kelly
And that’s a different problem. That’s a solvable problem. And that’s where, and I’ve made this mistake, and we’re going to talk about this on a failure episode at some point where I didn’t admit how I was feeling to a boss, because I was too afraid. And I don’t I don’t think you should be afraid to tell what you’re feeling to your boss or what your issues are. Is it something that your boss is doing that they just need to be made aware of? Is there micromanagement involved? Do you want more autonomy? Do you want more independence, you want to feel like your voice is being heard? So, I think you need to give it a voice and express what your opinions are. And that’s a mistake that I’ve made in my past that I will not make again, and I don’t want the people underneath me to make that. So, if they have an issue, I want them to make me aware of it something I’m doing, I need to hear about it. Because if as long as I’m aware that I can change it. If I’m not aware, then I won’t change it. And so, I think that’s the biggest issue is people think that this is the way things are. But if you actually voice your opinions, maybe you can actually report to somebody else? That maybe there’s a solution, maybe you can realign the job and say, you know what, I don’t like this aspect of my job, can I switch it with this person that they are better at XYZ? So, express what your frustration is.
Julia
You almost exactly answered what I was going to say to the answer of the question about being miserable. And I think before you make decision based on your feelings you have to take stock of the root of the issue. And I think that process will help you grow in your approach to tough situations, which you’ll surely encounter throughout your career. And this is where I think having a mentor or a group of peers to help you work through issues by being a soundboard is helpful. So, if you find that root of your misery, which I think is often the broken communication between your boss or your co-workers, you need to find a way to address it and make it better.
And I started thinking of what one of my really good friends did very early in our careers. She invested her time into learning the skills to have difficult conversations. Whereas I kind of learned the hard way. She actually like spent time reading books and stuff, so I’d highly recommend looking for something that piques your interest in terms of just going to Amazon look for difficult conversations in business, there’s a bunch of books or LinkedIn learning has courses on this — it’s a skill we don’t think about but as you said, Kelly like people quit jobs because of their boss and their environment way more than just being miserable at the job with actual work?
Kelly
You don’t want to be at a job that you’re miserable at. So, you got to do everything in your power to try and change it if you can. And if you can’t, then you leave.
Julia
Yep. Totally. Okay, next question to Kelly, how do you find an advertising mentor?
Kelly
So, for me, it’s always come quite naturally, you just have to look in front of you. I’ve never had to look for a mentor, there are always people around who I can learn from. And maybe if they initially weren’t a mentor, maybe they became a mentor later, it’s a matter of being open to it. So, you need to look and see, is there someone that you look up to within your agency or organization, if there’s not someone inside your agency, look outside, there might be someone that you know, or you previously worked for? Or are associated with, who are your role models, make the ask, but figure out a way to make a pitch to say, hey, and I actually did this recently. We are a part of the ICOM association of advertising agencies, small advertising agencies, and there was another head of an agency, a woman who had more experience than I do running an agency and I said, Will you be my mentor? I still have to learn; we all have to learn. And she was excited to be asked, people are excited to be asked, so make the ask, be brave to do that, make it easy for them, take them to lunch, take them to pick their brain, and just let it evolve organically. But there’s, other ways to find mentors or advertising groups and networks and women’s groups. And as I mentioned, my mentors, were all my first bosses, I think, in my 20s. And it evolved..
Julia
It’s so much easier to find one today, because there’s so many online resources.
Kelly
Yeah, that’s true. And now it’s funny, because now, when you get to our level, you start to look for coaches, or people that are at your same level that have similar experiences. So, you just put yourself out there and ask.
Julia
And we also kind of go in depth into this question a little more in our Ad2 DC interview. So just another plug for that.
Kelly
So, the next question that that people asked was, how do you ask for promotion?
Julia
This is a good one, because I asked for many and got turned down. But I think when you’re approaching this, it’s so important to keep in mind that there are many factors that influence whether or not you will get a raise many which are unrelated, and certainly out of your control. But I think it comes down to three things, one, your performance, two your relationships, and three, your agency account, company, economic environment.
We’ll just say a little bit about those things. So, your performance? How long has it been since you had a review, or even your last raise, it’s hard to make the case for a raise if it’s been shorter than a year, unless you’ve had a huge win that warrants it, such as, winning new business. That’s like the hugest one, but also smaller wins could be like how have you brought in a new project, created revenue, gotten major recognition from a client, etc. Without those, it’s I think it’s hard to make a case. And I’ll talk about that in a second, the second bucket relationships, do you have a boss, that’s going to be receptive, especially if they have to go to someone else and make the case to get the raise for you? If you don’t have that, obviously, that’s going to be tougher. And then also, this also kind of ties back to performance. But you have you had positive feedback from the person that you’re going to ask the raise from? Have your co-workers, your clients, maybe even vendors talked about you in a positive way? And then also related, have you achieved goals from the point of view of the people that would be giving you the raise, how did they feel? How are you positioned, so to speak, and then that third bucket is environment? So, I think you have to be really strategic when you’re asking the actual timing of the ask. So, it’s not a good time when things are harried. It’s not a good time when your boss is working on a pitch to go ask this.
Kelly
2020 was not a good year to ask for a raise.
Julia
2020 wasn’t because economically, it’s just hard to justify it for anybody even though people really outperformed and so many ways this year. And we’re crafty and flexible and made things happen in such a tough time. So, the other thing is, speaking of that is, is the company doing well? That’s something that may not be in your control while your account might be killing it. There might be five other accounts that aren’t. And that’s just a factor you can’t control. So, I think, to round out the answer to this question, I also have to address how are you actually going to go ask for the raise, knowing that there’s like lots of things that affect it, right. I think you need to research what you’re worth. So, there’s lots of industry averages, I’m actually this is from the AMA Magazine, they do a yearly survey on this, but you want to kind of get a benchmark, right, it’s going to be different in your agency, or your job, especially, and also because of your geographic region, but you kind of just want to get a sense of where you should be right? If you’re way off, that makes a pretty good case.
Second, going back to the performance, you have to have documents, of your achievements, don’t come in for a conversation that’s super laid back about this, I think you need to have a piece of paper in front of you, where your achievements, your accomplishments, your added value, places where you’ve made relationships, maybe even it’s even actual revenue numbers, or stuff from accounting, if you have your hands on that, and create that compelling reason to ask for a raise. And then lastly, prepare yourself emotionally. Because there are so many factors. And no boss wants to have this kind of conversation with someone who’s over emotional, or acts entitled to the raise that they are asking for. And don’t yet have. So, anything to add, Kelly?
Kelly
I have two things to add. Never ask for a raise by email.
Julia
Oh, yeah, I forgot to say that.
Kelly
it’s got to be face to face.
Julia
Make the emotional connection.
Kelly
That’s the same thing with quitting a job, by the way, don’t quit a job by email. You know, that’s just not a way to go out. The other thing I was going to say is, don’t make it a threat. And I’ve had people make threats before — if you don’t give me this, I’m going to leave or whatever. Because then how can you not think they’re going to do it again, and it’s going to be constantly upping the ante? Well, this year, I gave you that much. And the next year you’re going to threaten me again, and every year becomes a threat. And then you’ve lost all the trust that was built there. So those are my only two thoughts.
Julia
I wanted to add, if it doesn’t turn out the way you want it to, meaning you didn’t get the raise, but you have a boss who’s really appreciative, and gives you lots of praise, and finds a lot of value in what you bring to the table., I think you can do two things you can ask to book time to create a plan for what will get you to your goal. Is that a raise is it what would necessitate a raise? Make sure you frame that plan in terms of skills that you’re going to you’re going to get, and then the benefits to your team, and not just money. And I think you need to be direct. What do I need to do to get to that race to get to that raise?
Kelly
Your boss really should be providing you with the development plan. And if they haven’t been providing you with one, then ask.
Julia
Exactly. And then think of alternatives. If you don’t get that money, maybe you could get a better title, or you could get a couple of extra vacation days.
Kelly
An extra work from home day if things go back to normal.
Julia
Or maybe it’s even a special project with another team. I was recently reading something about how a boss gave a feedback to someone that they needed to find time in their schedule to carve out creative thinking time where they are not at their computer where they are not focused on checklist of things to do. And they, they tell everyone they’re having that time. Maybe that’s time that would be great for you to ask for.
Honestly, this is my actual favorite question of this whole episode. So, I’m super intrigued by your answer. What’s the most important non-marketing skill you look for when you’re hiring Kelly?
Kelly
So of course, I’m going to give a story for this, but I’ll give the answer first.
Julia
Okay, good. I like stories.
Kelly
I call it reliable with a kick.
We both ran track, right? And you ran the hurdles. You must be taller than me. Right? How tall are you?
Julia
I’m almost 5’8”.
Kelly
You are taller than me because I was never tall enough to do the hurdles. So, one of the races that I ran, my favorite race that I ran was the mile relay.
Julia
And I thought you were going to say the four by four.
Kelly
Well, that it’s the same thing four by four. And that is my absolute favorite race, and for a variety of reasons. And I’ll tell you the story. So, when I was in high school, my story is I wasn’t really good enough to run the 440 by itself, or I was really intimidated. But I wasn’t as intimidated to run it in the four by four, where I’m where I’m part of the team. And so, I could run a strong 64 (seconds) on a good day back in high school, that was a long time ago. And so, the meet before districts, it’s the qualifying meet before districts. What happened was the coaches, you know, the day of the meet, the coach said, we had the four women that were going to be on our team, and one of the women kept coming in for practice late. And so, the coach pulled her the morning of the meet and put her in her place, my best friend. I adore my best friend. But she’s a 67-68 (seconds) at best, right?
Julia
And she’s going to you slow down.
Kelly
So, I’m always the kicker, I’m always the last person, at least I was at the time. And I loved being the kicker, that was my thing. And we get we get the race, there’s a lot of things that you’re thinking about with the mile relay, you have to make sure that you stay in your lane, you have to figure out, are you going to be on the inside lane, or you’re going to be on the outside lane, and you have to make up all that time, you have to think about the transition between handing the baton from someone handing it to you, are you going to smoothly grab it? Are you going to drop it, which you never want to do? And are you going to be able to get going as soon as you get it? And then how do you pace yourself when you get the baton.
So, in this particular race, I was so angry that my friend, I was happy to have my best friend in the race. But I was really angry that the woman who was really good was pulled out of the race. And she was the one that was supposed to be before me the 440. And so, when I got the baton, we were dead last dead last, and not by a minor amount. And I was so angry that I dug in. And I just ran my heart out. And I went around the first corner, you know, angry, and I knock off one person. Last second corner, knocked off the third person, the back 100. I’m getting off the fourth person. And I went around to the last 225. And I started to go all out, I pick picked off the fourth the last person, and then I’m getting into the last 100 yards. And I went from dead last to winning. And it was all pure adrenaline the best race I ever ran. We made it to districts which we hadn’t even thought we were going to be able to do.
But it’s an important lesson. You can look at it from my perspective, you can look at it from the other team members perspectives, and you can look at it from the coach’s perspective. And now looking back on it however many years later, I’m looking back on it on a from a coach’s perspective, the coach had to teach a lesson to the runner who wasn’t coming on time. So, reliability was really important to him. So, it was more important for him to put in the dependable, reliable runner than it was to win the race but he also somehow had something in the back of his mind realizing Kelly’s got the kick. And so, she might make up for it. So, he had all of these things as a coach that he was able to pull out from each of us, which ultimately helped us win the race.
And that’s what you are as, as a leader is you’re trying to pull out these various things out of the out of the various people that you work with and you’re collaborating with them and so on. That reliability with a kick is what I think is really important. And you can, what does that mean from? It really means — A reliable kicker is someone who has a strong work ethic, someone with integrity, they have fire, they have energy, they have confidence, they have someone who takes initiative. And so, my job is really to take someone from an enthusiastic beginner to a self- reliant achiever. And it works both ways. And so that’s my answer to that question, a reliable kicker.
Julia
And I think there are so many ways that candidates can develop that skill and show that skill, whether it’s in their resume, or their portfolio. You know, you name it, you can show that reliability with a kick, for sure. I mean, we could get super granular and talk about like, you know, very specific things like, Oh, you should be a volunteer, but I think your answer was so much better. Because, you know, that’s the type of quality that you’re looking for. And now it’s up to you as the person who’s applying for a job and trying to get to know the interviewer or whoever, to show that in your own unique way.
Kelly
The other rule I have is no a**holes. I will not hire an A** hole.
Julia
You know what, I also won’t. Anyways, I’m I will digress.
Kelly
Alright, so the next question is, how often do people switch disciplines in advertising? And do agencies support that?
Julia
Okay, so I don’t think this happens often. But as you said, in another episode, Kelly, your career is not a ladder. It’s a jungle gym. And so, it made me this question made me think about a post I saw on Instagram. That said, sometimes it’s about the pitstops. The account is called the intUrnship — intern with a u instead of the e. They’re actually a virtual internship program that connects people in the marketing and advertising world with industry members, that embraces the detour, which I love.
Kelly
I had to really think about that, you have to almost say that slow to get that or visually see it?
Julia
Yeah, I know. And they’ve they feature a ton of rising advertising stars that have not had a straight line, to where they get work to, to get them where they can tap into their true passion. So, all that said, it does happen. I think maybe the best piece of tangible advice I can give is that you’ll have to prove your interest and skills in moving from one position to another, especially if your peers or boss feel like you’re talented, where you are, right? Like why would I move this person if they’re really bringing value to the table, and we like having them as part of our team. So, you’ll have to make the case for why you’ll be an asset and another department. I also wanted to say, kind of makes me go back to my argument for working in a small agency first. Obviously, that’s where I come from. So, I see it as where you can really get your hands in all types of different work, production, media buying. And from there, when you see the opportunity, you can make your case. I’m sure this is doable at larger agencies, because they may be even more open to moving you from department because you know, they have resource wiggle room. But I do think it’s totally doable. And if you want to, you should go for it. If you’re young and starting off your career, there’s no reason to get stuck in a rut.
Kelly
Good answer. I have another question for you, which is very similar to what you’re talking about. If you start at an agency with a niche. Will I be adopting that niche for my whole career? And how easy or hard will it be for me to break out of that in my next job role?
Julia
Yeah, I think this one, I think I’m sure you’ll have some opinions on this one too, Kelly. I love this question, because it gets back to kind of what my mind initially goes is to the age old debate of should I be a generalist or specialist. I’m 100% all in on being a specialist because I essentially have been my entire career for the most part. But that’s also because I’ve been working for 20 years. So, if I think back to it, my first couple of years of being in the working world, I think, my overall advice, and I think I say this also in the Ad2 DC interview is that go where the best opportunities lie for you at the time, right? You can’t orchestrate the perfect job, right? So, if the opportunity in front of you is a role that will help you sharpen your skills and knowledge in a niche, do it, you can always reevaluate after two years and see if you’re happy. Or if you’re wanting to learn outside of that niche and make the necessary changes, right. That’s the beauty of being young in your career is the ability to change. And then on the other side, if it’s a role, where you’re going to get more general experience, go for it, because you can always niche down when the right opportunity comes along. So, let me end by answering — will it be easy or hard? And it really depends on how you position your experience and expertise in your next role. So, it’s a great opportunity for you to learn everything you know about marketing and advertising and branding, to market yourself, right. So, there’s lots of skills and experience that you can learn while being in a niche. But you can then spin and position as an asset to another niche, or being a generalist. I also think that, you define a niche, if you work at a big agency, and you’re working in retail, you could say retail is a niche, but it’s quite a large one. Similar with nonprofit work, if you are a generalist who’s been working in the retail niche, and you want to work for nonprofits, there’s so much that can be applied. And for sure, for profit experience is really valuable when you’re trying to break into nonprofit. So, I wouldn’t get too bogged down in those little details. Anything to add?
Kelly
Well, yes, I would say it’s, I would say the opposite in terms of when you’re in college, when you’re in your 20s, I think you need to have a broad as education as possible. Liberal Arts, Humanities, broad general advertising, and you narrow down later in your career, you absolutely want to narrow down later because that’s how you sell yourself. But once you have the broad base, then you narrow down. So, I think it’s gone wide first and then narrow is the approach that I would head. But again, I come from a different background with a bigger agency background, and you started a smaller agency. And so, you had that niche. So, I think it really depends on the person. And the interest. But that’s my personal opinion.
Julia
And where the opportunities are. Because you have no control over what that is, right? But I agree with you, if you were looking at, let’s just say something that’s much more apples to apples, so a big agency or a big agency where you had either generalist or a niche opportunity, it may be that getting that general experience is better when you are just starting out.
Okay, so my last question for you, Kelly, what advice would you give to your younger self just starting out if you could rewind the clock?
Kelly
I love this question. I definitely don’t want to go back in time.
Julia
In your mind, do you rewind the clock in your mind?
Kelly
There are things that I would do differently, it’s really a one liner, I would have been more confident, way more confident, and care less about what people think. Those are the two things hands down that I wish I would have felt at the time and I think that’s a part of growth and comes with age and experience. Having more faith in my abilities, which is hard to do when you’re in your 20s because you don’t really know where you stand. We’ve talked about this one –don’t play office politics. Just don’t do it.
Another one that someone told me was act as if act as if you are already the VP, act as if you’re already the president of the agency. And what does that mean? If you think about what decisions a VP might make versus an AE, it gives your mind a little bit of a shift in perspective, you’re looking at a broader view versus a micro task. And I think that’s a big lesson that I would also bring in, to think about things from a different perspective. And how your boss is looking at what it is that you’re doing, and how it fits into the larger piece of the pie. And makes you become more accountable.
And dress the part, if you come in a T shirt, you may be treated like a kid in a T shirt, act the part that you want to be. We’ve talked about this many times, read more, be a sponge, attend more conferences, ask more questions. I would have worked more on my writing skills, my speaking skills, I would have learned to network better earlier, before LinkedIn existed.
Julia
I still have my old Rolodex.
Kelly
I still have my too, I’d be afraid to see who was still on there that had the same number. Ask for more responsibility is a big one. Take more risks. That’s what your 20s is for. And I took a lot of risks in my 20s. And I’m really glad that I did. That’s the time to take risks. Not when you have young children. You know, when you’re not attached when you’re not rooted in one singular place, that’s the time to experiment. Don’t hold back your opinion. We talked a little bit about this earlier. Be political about it. But, give your opinion.
Ask for what you deserve. And brush up on your technical expertise, that’s Excel, and PowerPoint, and even those that are outside your day to day like, look how valuable someone who knows Canva is right now, or InDesign or Illustrator or Photoshop, getting those certifications gets me really excited. Does someone have Google Analytics, Google AdWords, Facebook certifications, PM certifications, those sort of things really showed me that, this person is rooted in what they want to do.
And still continuously learning. Stress less, do more yoga, I would have told myself that — I did a lot of yoga, but I would do it more. Laugh more, have more fun, realize that those friends that you have now may just be your best buds when you’re 50. And I think my last bit of advice was I would have taken all my money out of the stock market before 2008 so I didn’t lose so much and invest in Apple stock. And then I wouldn’t have planned any trips for 2020. So that’s my advice.
Julia
My husband always says invest in Apple stock too. Well, I love all of those. I love to end with the confidence thing. I too definitely think that would have been something that I would have really served me well.
All right. Well, that’s all of our questions today. Again, reminder, follow us on social media. So, you can see the interview that we did with Ad2DC. There are a couple of other fun questions for all of the young marketing and advertising stars out there. And follow us on social and go TwoMarketingMoms.com.
