Candidates in your process only to fall out when they learn the compensation doesn't fit their needs. Strategic experience When you're evaluating a mid-level talent (three to five years of experience), chances are that person has had at least one direct report, is starting to have access to bigger budgets, and is strategic. However, how many years of strategy experience do they have? Did they spend two years as an entry-level bid manager? No two people are exactly alike in the PPC; your compensation should
reflect that and not be set in stone. It's a fact that with more time to make strategic decisions and be accountable for results, it becomes second nature to know what optimization tactics to adopt for any situation you've encountered before. At some jewelry retouching service point, someone who has been strategic for years just builds on that. I'm one of the least decisive people in the world (the average time to choose a movie on Netflix is about 15 minutes), but when it comes to a campaign-impacting choice,
there's no hesitation. Size of managed budgets Years of experience does not directly relate to expertise or match your advertising needs. However, the size of the budget probably does. Someone who is very good at their job has found a way to get their hands on a big budget at the corporate level and is doing it. When evaluating PPC candidates, it is essential that they have managed a budget at least comparable to yours in the past, but ideally they have