Aubrey Page

The most important question I asked the Head of Social during my interview to oversee social content: “Who’s the final approver before content goes live?” They answered, “Me.” If the answer had been anything else, I would’ve withdrawn my application. Why? The approval process reveals whether they truly understand social. If every post has to go through 15 layers of approval and 12 song changes, by the end it probably isn’t social content anymore. It’s just content being posted on social.

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When it comes to AI, Pinterest has a lot of irons in the fire, says Carrie Sweeney ... ➡️ AI lets users tune their feeds based on skin tone, hair type, body size: “We very much want to be a different type of social media network that’s a safe place,” especially for women.  ➡️ Generative AI helps users visualize what an outfit might look like on their body or how a product might look in a kitchen. ➡️ For smaller brands that want their ads to have a fighting chance against the behemoths, AI quickly creates product backgrounds to more effectively capture users' imaginations. Common thread: All are pragmatic, business-minded AI applications that make it easier to be an advertiser. Great kicking off #CES2025 with a look into how AI is enabling more creative and inclusive consumer experiences. 

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“Is there anything in my background that gives you pause about my fit for this role?” ^This is a fashionable question around the "interview hack" and career search circles around here. On its face, it's not a bad question: It's self-aware, shows a bit of vulnerability, and primes you to get actionable feedback, especially for the next steps of the interview. However, consider the following reformulation: "What about my background really stood out to you, and how can we emphasize that to the HM/interview team?" By orienting the conversation with the recruiter around your strong points, you help them in crafting the narrative that will sell your candidacy. Recruiters are looking for a reason to hire you: you want the role, and we want to fill it and not look at it ever again. There will be plenty of time showcase your nerves and vulnerability in the interview; Akatosh knows it'll happen whether your want to or not. Partnering with your recruiter, priming them to hone in on your strengths and lead the interviewers with them leads to a stronger candidate profile, without sacrificing honesty or accidentally falling into unhelpful modesty. There's no reason to bring up your weak spots if nobody is asking. --- I'm Ted. I'm a #recruiter and #talentacquisition professional in the #gamesindustry. I love #videogames, I love hiring people who make them, and I would especially love to return to doing that for my job. :)

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I’m 25, I work part-time, and I spearhead HR at a remote agency. I definitely don’t have it all figured out yet. Here are 3 areas I’ve been learning about lately: 1. Misunderstandings in Hiring Sometimes our recruiting system changes mid-application, and I’ll let the applicant know, “Hey, here’s what changed.” If we mess up, communicate it—both internally and with the person—so we do better next time. 2. Figuring Out HR Basics While Part-Time Because I’m part-time, I can’t know every detail right away. People assume “Head of People” means I have it all down—I wish :) We’re also spread across multiple locations with different payroll offices, lawyers, and consultants, so even a small issue—like health insurance—can get complicated, fast. When something comes up, I do my best to find a solution with the help of my amazing team. 3. Balancing Business Decisions & Human Beings Sometimes it’s just business: letting someone go or not promoting them might be the best decision for the company. I don’t make these decisions, nor am I the person delivering the news, but I am there to prep these calls. Once the team member knows, I will then set up a timeline, be their point of contact, and help make the transition period as smooth as I can. I’ll stand up for the team and encourage improved internal communication. That’s what makes HR different at notus. I’m still learning every month, but I love shaping how things are communicated and ensuring people feel treated fairly. At the end of the day, I’m doing everything I can to help people feel welcome, supported, and excited to work here while balancing it with the company's needs and strategic decisions being made.

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I'm so grateful I have coworkers who join me in being super corny 😁 And also grateful for the career truisms they were willing to share for our #CandySalad trend! (For those who don't know... the #CandySalad TikTok trend is where people bring a bag of candy and share a trauma-- so at the end you have a beautiful, sweet bowl of tasty... trauma. The LinkedIn version is slightly different 🙃) Here are the learnings my colleagues I shared from over 90 years of collective work experience: 🤼 Your success will be dependent on the strength of your RELATIONSHIPS 🎨 Creativity can be done from ANYWHERE 🪓 First one in, last one out does NOT mean you'll get ahead 💡Your job is NOT your identity 📣 Make sure people KNOW about the great work you are doing 🧘 People who can handle work emergencies CALMLY will impress Michael Pisano Sarah Scully Jakiera M. M. Sarah Storm Stephen F. Valdivia Duarte

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Want to better understand YouTube? Watch YouTube. It's amazing to me the amount of people I speak to on a day to day basis who pontificate endlessly about the importance of YouTube and the power of the creator community and the desperate need to listen to Gen Z, who after just a few basic questions make it clear they spend little to absolutely no time on YouTube, TikTok, Twitch, etc. They can't name a creator (other than MrBeast). They are more likely to forward a TikTok mocking Gen Z slang than spend time asking any member of Gen Z what's important to them. But they are absolutely without a doubt certain of what content matters to Gen Z and why. (*Basically they just insert "authenticity" and/or "community" into a sentence) Listen, I'm old. And while that doesn't automatically disqualify me from understanding youth culture, can we at least agree it makes it harder? I need to listen more than I speak when figuring what matters to them, and more importantly, why. I need to seek out new voices and opinions rather than just blindly trusting the ones in my head. I'm so excited about what we are building at National Basketball Association (NBA) and Take-Two Interactive because the people I surround myself with here have repeatedly said things like, "I don't know" or "we should talk to someone else about that" or even "I could be wrong about that". So be careful listening to anyone here on LinkedIn who claims to know exactly what Gen Z wants. Mainly because the more I talk to Gen Z, the more I realize they don't know for sure. It's a moving target that you are more likely to miss the more you think you know for certain where it is. But here's a good first step. Watch YouTube.

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Behind every promotion, pivot, or panic job application is a moment of resilience. To everyone in transition: you’re not falling behind—you’re recalibrating. To anyone who’s been laid off: you’re not unemployed—you’re in between chapters. And to anyone just trying to figure it all out: same. Literally, same. Mentorship, kindness, referrals, coffee chats—they matter. Big time. Let’s keep lifting each other, one message, intro, or badly timed joke at a networking event at a time. In the entertainment industry—where “job security” is often knowing someone who knows someone, and credits don’t always guarantee callbacks—support is everything. One week you’re wrapping a show, the next you’re pitching yourself for a gig that may or may not exist yet, wondering if your last IMDb update counts as recent experience. We’ve all ridden the freelance rollercoaster, floated in that “Development Limbo,” or stared longingly at a LinkedIn post that says: “Urgently hiring: someone who’s done exactly this niche thing before.” But here’s the good news: this industry runs on collaboration. The people who say, “I’ll pass along your resume,” or “Hey—have you connected with so-and-so?” are true gems! The show will go on—and so will you. So if you’re in entertainment and transitioning, don’t lose heart. You’re not off script—you’re in rewrite. And sometimes that’s where the best story arcs begin.

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I don’t get the “standard” HR hiring process. Finding the right person to fit the job description seems like a very inefficient way to get good staff. First, find good people. Talented people. Passionate people. Then, fit the job to them. That’s how you build a creative team!

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