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#WeAreGreenKey: Spotlight on Olivia Martinez
Welcome back to #WeAreGreenKey, where we shine a spotlight on our exceptional corporate team.
This week we caught up with Olivia Martinez, Director of Marketing on our Corporate Marketing team.
In just two and a half years, Olivia has built an impressive marketing career, starting as a Marketing Coordinator and quickly rising through the ranks at her previous employer before joining Green Key as Director of Marketing. Her ability to drive strategy, foster brand growth, and adapt to an ever-changing industry has set her apart. Now, she’s bringing her expertise and fresh perspective to Green Key, leading the marketing team into its next phase of innovation. In this feature, we explore her journey, leadership approach, and vision for the future.
Can you share your journey to becoming the Director of Marketing and the key experiences that have shaped your approach?
I began my marketing career right out of college in 2022. At my previous company, I was the first and only member of the marketing team, which presented both a challenging and rewarding opportunity. I had to be innovative and create many initiatives from scratch. This experience was instrumental in setting me up for success in my current role as the Director of Marketing at Green Key. It taught me the importance of creativity, resilience, and the ability to adapt quickly to new situations.
What innovative strategies are you currently implementing to keep the marketing team ahead of industry trends?
I believe that competitor and industry research is crucial, not to copy others, but to draw inspiration and stay competitive. Marketing, especially in the recruiting industry, is dynamic and constantly evolving – It’s so important to continuously put time aside to brainstorm ways to elevate myself, my team, and Green Key as a whole.
What emerging trends in digital marketing do you find most compelling, and how are they influencing your strategic plans?
One of the most compelling emerging trends in digital marketing is the popularity of short-form video content on platforms like TikTok, Instagram Reels, and YouTube Shorts. These shorter videos are highly engaging and effective at capturing attention quickly, especially among younger audiences.
This trend has encouraged us to start thinking about how we can incorporate more videos into our future marketing strategy that resonates with our target audience and showcase our brand’s personality in a more dynamic way.
How would you describe your leadership style, and how does it contribute to fostering creativity and collaboration within your team?
Leading by example is, in my opinion, the best approach to leadership; demonstrating capability and knowledge can inspire a team or colleagues to trust you and work harder when they see you are also putting in the effort. I always welcome questions and feedback from my team, and I always aim to foster a community of encouragement and support within any team I am a part of.
What key performance indicators do you consider most important when evaluating the success of your marketing efforts?
I focus on several KPIs to evaluate the success of our marketing efforts. Email campaign metrics are crucial, as they help us understand what we should and should not be doing when we are doing our outreach. Website traffic is also very important since we house all our job listings on our site, and we want to ensure we are getting significant visibility.
Looking ahead, how do you envision the future of marketing, and what steps are you taking to prepare for upcoming changes?
I believe that marketing is often seen as an old-school discipline by those outside the field, but AI is becoming increasingly prominent in the industry. Embracing this change rather than fearing it is crucial, there is a lot of power in leveraging technology to make our jobs easier and free up time for more impactful tasks. To prepare for upcoming changes, we are prioritizing technology at Green Key and integrating AI tools into our marketing processes and continuously exploring new technologies that can enhance our efforts.
What advice would you offer to marketing professionals who aspire to drive innovation and build impactful strategies in their organizations?
My advice to marketing professionals is not to be afraid to fail! Especially when starting out, failure is inevitable, and that’s okay. Not every campaign will be successful, and not every initiative will drive the desired results. However, it’s important to pay attention to what went wrong so you can grow and learn from those mistakes instead of beating yourself up over it. I have learned so much from real life experience and trying different strategies I have picked up from other marketing professionals and marketing classes/seminars I have attended. Real-world experience is invaluable, so pay attention to any tips & tricks given to you and prioritize experimenting and learning.
Here’s Why Prioritizing Employee Well-Being Attracts Younger Talent
In today’s evolving job market, younger professionals, particularly those from Generation Z, are redefining workplace expectations. Beyond competitive salaries and prestigious titles, this cohort places significant emphasis on holistic well-being, seeking employers who prioritize both mental and physical health. Organizations that recognize and adapt to these preferences are more successful in attracting and retaining top young talent.
Work-Life Balance is Paramount
Younger employees increasingly value flexible work arrangements, including remote options and schedules that respect personal time. According to MarketSurvey.com, “The survey, which took into account the views of 1,700 people across the globe…found that 62% said they would accept a lower salary if it meant a better work-life balance. Other findings spoke to similar Gen Z priorities. The survey found that 82% of respondents said it was important to have flexibility in their schedule, while 83% said their employers have a responsibility to support their psychological health.”
Purpose-Driven Work and Growth Opportunities
Younger talent is drawn to roles that offer meaningful work and clear pathways for personal and professional development. Organizations that align their missions with employees’ values and provide opportunities for growth create environments where individuals feel engaged and motivated. This alignment is crucial in attracting and retaining young professionals who seek purpose in their careers.
The New York Post also noted that, “Many companies are now expanding their employee benefits coverage. They now cover fertility and family planning, financial and emotional support, mental health coverage, elder care support, pet bereavement leave, climate change and environmental support and beyond. According to benefits consultancy firm NFP’s 2024 annual US Benefits Trend Report, interest in additional programs and services is high: 59% of workers are looking for nutrition and exercise programs, 58% want mental fitness programs (meditation, resiliency and stress management), 46% are interested in women’s health services and 44% are interested in caregiving for elderly or ill family members.
Competitive Advantage Through Well-Being Initiatives
By integrating well-being into their core values, companies not only improve employee satisfaction but also enhance their reputation as desirable employers. This strategic focus on well-being serves as a compelling differentiator in the competitive landscape, attracting younger talent who prioritize holistic support in their professional lives.
In conclusion, prioritizing employee well-being is not just a compassionate approach but a strategic imperative for organizations aiming to attract younger talent. By fostering environments that emphasize work-life balance, mental health support, and meaningful growth opportunities, companies position themselves as employers of choice for the next generation.
Discover the extensive benefits our organization offers to support your holistic well-being. From flexible work arrangements to comprehensive mental and physical health programs, we cater to your needs at every stage of life. Visit our Join Green Key page to learn more and see how we prioritize your well-being.
Understanding the Different Types of Employment Contracts
When hiring or accepting a new role, one of the most important aspects to consider is the employment contract. These agreements define the terms of employment, outlining expectations, rights, and responsibilities for both employers and employees. Understanding the different types of employment contracts can help job seekers and businesses navigate hiring decisions more effectively.
Permanent (Full-Time or Part-Time) Contracts
A permanent contract is the most common type of employment agreement, providing long-term job security and benefits.
- Full-time contracts typically come with a set number of hours per week (e.g., 35–40 hours) and include benefits like health insurance, paid time off, and retirement contributions.
- Part-time contracts involve fewer hours but may still offer some benefits, depending on company policies.
These contracts are ideal for businesses looking for stability and employees seeking long-term career growth. Additionally, Salary.com highlights that, “Having this kind of contract creates stability and security for both the company and the workers. A permanent contract of loyalty and dedication.”
Fixed-Term Contracts
A fixed-term contract is set for a specific period or project. Once the contract ends, the employment relationship terminates unless renewed. According to Salary.com, “They give employers flexibility while offering temporary work to employees.”
- Common in industries with project-based work, such as construction or event planning.
- Offers flexibility for both employers and employees but may not always include benefits.
Fixed-term contracts work well for businesses that need to scale their workforce temporarily without long-term commitments.
Temporary Contracts
Temporary employment contracts are similar to fixed-term agreements but are often facilitated by staffing agencies.
- Typically used for seasonal jobs, maternity leave cover, or sudden workload surges.
- Employees may not receive full benefits but can gain valuable experience and networking opportunities.
Companies rely on temporary contracts to address short-term hiring needs while maintaining workforce flexibility.
Independent Contractor Agreements
Independent contractors (or freelancers) operate as self-employed professionals rather than company employees.
- These contracts outline project scope, deadlines, and payment terms.
- Contractors are responsible for their own taxes, insurance, and benefits.
This arrangement is popular in industries like IT, consulting, marketing, and creative services, offering professionals flexibility and businesses specialized expertise without long-term employment costs.
Zero-Hour Contracts
A zero-hour contract provides employment without guaranteed work hours.
- Employers call in workers as needed, and employees can decline shifts.
- Common in hospitality, retail, and gig economy roles.
While offering flexibility, zero-hour contracts can be unpredictable, making them ideal for those seeking supplemental income rather than primary employment.
Apprenticeship & Internship Contracts
Designed for skill development, these contracts provide hands-on training:
- Apprenticeships combine work and education, typically lasting several months or years.
- Internships offer short-term experience, often for students or recent graduates.
These contracts benefit individuals looking to gain industry-specific experience while employers develop future talent pipelines.
Choosing the Right Contract
For employers, selecting the right type of contract depends on business needs, budget, and workforce planning. For job seekers, understanding contract terms ensures informed career decisions. Whether pursuing permanent stability, project-based work, or flexible arrangements, knowing the differences in employment contracts is essential for long-term success.
Are you ready to find the perfect employment contract for your business? Explore our services to discover how we can partner with you to meet your hiring needs. Whether you’re looking for full-time staff, temporary support, or specialized expertise, Green Key offers tailored solutions to help your business succeed. Connect with us today to learn more and find out how we can assist you in achieving your workforce goals.
The Benefits of Partnering with a Recruiting Agency
In today’s competitive job market, finding and securing top talent is more challenging than ever. Many companies are turning to recruiting agencies to streamline their hiring processes and gain a competitive edge. Here are some key benefits of partnering with a recruiting agency:
Access to a Wider Talent Pool
Recruiting agencies have extensive networks and databases of candidates, including those not actively seeking new opportunities. This access allows companies to connect with a broader range of qualified professionals. HSSRecruitement.com reiterated, “Recruitment agencies have extensive networks and access to a diverse pool of candidates. They have established relationships with professionals across various industries and job levels.”
Expertise and Industry Knowledge
Recruiters specialize in understanding specific industries and job markets, providing valuable insights into hiring trends, salary benchmarks, and required skill sets. HSSRecruitement.com also highlighted, “They understand the skills, qualifications, and experience required for specific roles and can provide valuable insights and advice throughout the hiring process. Their expertise helps streamline the recruitment process, ensuring that you attract and hire candidates who align with your organizational goals and culture.”
Time and Cost Efficiency
Outsourcing the recruitment process can significantly reduce the time and resources spent on hiring. Agencies handle tasks such as sourcing candidates, screening resumes, and conducting initial interviews. Randstad highlighted, “Handing recruitment responsibilities over to a recruitment agency gives you and your team more time to focus on your core business. With their expertise and extensive talent networks, these agencies can significantly reduce the time needed to fill positions. Recruitment agencies have access to a vast network of candidates, cutting down the time spent on candidate sourcing and initial vetting. This enables companies to find the right talent quicker while retaining control over your recruitment decisions. When working with a recruitment agency you have the final say on new hires, but you won’t need to be involved at every stage of the hiring process.”
Improved Quality of Hire
Recruiting agencies utilize their extensive data bases and expertise to identify candidates who not only have the necessary skills but also fit well with the company culture, leading to better employee retention.
Flexibility and Scalability
Whether you need to fill a temporary position or scale your team quickly, recruiting agencies offer flexible solutions tailored to your specific needs.
Conclusion
Partnering with a recruiting agency can provide numerous advantages, from accessing a broader talent pool to achieving time and cost savings. By leveraging their expertise, companies can enhance their recruitment strategies and secure the talent necessary for sustained growth and success.
Ready to partner with us? Contact us here and check out our practice area pages to see how we can help you find the right talent for your team!
Green Key Unlocked: Key Financial Certifications to Pursue in 2025
In the ever-evolving world of finance, staying ahead of the curve is crucial for professionals looking to advance their careers. Earning the right financial certifications not only boosts your credibility but also equips you with specialized knowledge to navigate the complexities of the financial industry. We caught up with Antonia Piazza, CPA and Recruiter on our Accounting and Finance team to discuss and highlight some of the key financial certifications to pursue in 2025:
When discussing the importance of professional certifications in the finance industry, Antonia shared her insights on how these credentials can impact your career trajectory saying, “Having a professional certification is one way to help you become a more competitive candidate in your job search and in your career. In fact, some of the opportunities we recruit for require professional certifications to even be considered for an initial interview, including opportunities for people earlier in their careers. There are also companies that require professional certifications before you can be promoted, even if you were able to be hired without the certification. And even when professional certifications are not required, they will always help set you apart from other candidates who do not have them. I recommend including your professional certifications on your resume, even if inactive/expired as long as appropriately labeled as such.”
Certified Financial Planner (CFP) The CFP certification is tailored for those committed to delivering personalized financial advice. It covers areas like retirement strategies, tax planning, and investment decisions. According to U.S. News, “On May 29, 2024, The CFP Board certified the 100,000th financial advisor with the CFP designation, making it one of the most widely recognized designations in the industry.”
Chartered Financial Analyst (CFA) The CFA designation is highly respected in the field of investment management. It focuses on investment analysis, portfolio management, and ethical standards. As noted by Investopedia.com, “The CFA charter is one of the most respected designations in finance and is widely considered to be the gold standard in the field of investment analysis.”
Financial Risk Manager (FRM) The FRM certification is essential for professionals specializing in risk management. It covers risk assessment, risk management, and risk mitigation strategies. FINRA Tutor highlights that “The FRM certification caters to professionals specializing in risk management within financial institutions. Topics include credit assessment, market risk, and operational challenges. The program equips candidates with the tools needed to evaluate and respond to financial uncertainties effectively. Recognized globally, the FRM is structured into two parts and tests both theoretical knowledge and practical application. Employers in banking and finance value its focus on managing potential threats to stability. This credential is essential for individuals aiming to safeguard organizations against economic risks.”
Certified Public Accountant (CPA) The CPA designation is crucial for accounting professionals. It validates expertise in accounting principles, auditing, and tax regulations. According to U.S. News, “Many people may not realize that a CPA license is not limited to accountants and tax preparers. It is also a common designation for chief financial officers and financial analysts, making it one of the most widely recognized financial certifications in the industry. Issued by state boards of accountancy and recognized nationwide, the CPA designation reflects a high level of expertise. According to the CPA Accounting Institute for Success, there were 664,532 CPAs in the U.S. as of December 2024.”
Chartered Financial Consultant (ChFC) The ChFC designation provides comprehensive training in financial planning, including insurance, estate planning, and retirement planning. The CFO Club states, “The Chartered Financial Consultant (ChFC) designation equips you with advanced training in financial planning. It enhances your expertise as a financial advisor in various domains, such as investment strategies, retirement planning, and risk management.”
Certified Management Accountant (CMA) The CMA certification is designed for professionals in management accounting and financial management. It covers financial analysis, strategic planning, and decision support. As Accounting.com notes, “The certified management accountant (CMA) certification signals advanced abilities in financial accounting, enterprise finance, and strategic planning. Professionals with CMA credentials typically occupy senior or management-level roles in corporate accounting or finance departments. Some reach the top positions in the accounting profession to work as financial controllers and chief financial officers (CFOs).”
Pursuing these certifications can significantly enhance your career prospects and ensure you remain relevant in the ever-changing financial industry. Whether you’re just starting or looking to specialize, these certifications offer valuable opportunities for growth and advancement.
Ready to take the next step in your accounting career? Check out our open accounting roles and join a team that values continuous learning and professional development.
The Path to Success: How Career Coaching Can Transform Job Searches
Navigating the job market can be challenging, whether you’re a recent graduate, making a career change, or looking to advance in your field. With evolving industry demands, competitive hiring landscapes, and the need for strategic positioning, job seekers often find themselves searching for the right approach to stand out. This is where career coaching can make all the difference.
The Role of Career Coaching
Career coaching goes beyond resume tweaks and interview prep—it provides a personalized roadmap to help job seekers identify their strengths, refine their goals, and position themselves effectively in the market. A career coach offers expert insights, accountability, and tailored strategies to improve confidence and job search outcomes.
Key Benefits of Career Coaching
Clarifying Career Goals: Many professionals struggle with defining their next step. According to Forbes.com, “A career coach can offer personalized guidance and expert insights tailored to your unique strengths and aspirations.”
Building a Stronger Personal Brand: From crafting compelling resumes to optimizing LinkedIn profiles, career coaches ensure candidates present themselves in a way that attracts employers. Mondo.com reiterates this by noting, “During coaching sessions, a career coach can identify your unique strengths, skills, and values, which can help you navigate a career transition more smoothly. They will work with you to create a personal brand that showcases your expertise and sets you apart from other job seekers.”
Enhancing Job Search Strategies: Rather than relying solely on job boards, career coaches guide candidates toward networking, referrals, and proactive outreach to access hidden job opportunities.
Mastering Interview Skills: Confidence in interviews can make or break a job offer. Career coaching provides mock interviews, feedback, and strategies to help candidates effectively communicate their value. CoachFoundation.com adds, “Additionally, they can offer you expert advice on how to surprise the potential employer when responding to specific questionnaire items. A coach can help you prepare to respond to typical questions in interviews and express yourself effectively if you’re having trouble moving past particular phases of the interview session or discover that you’re falling short of other applicants. A career coach can assist people with the interview panel by training them with specialized interview tactics and assisting them with job choice and match.
Negotiation Support: Securing a job offer is just the beginning. Career coaches help candidates navigate salary negotiations and benefits discussions to ensure they maximize their opportunities.
Why Career Coaching Works
The job search process can be overwhelming and isolating. Having a dedicated coach provides structure, motivation, and a fresh perspective to help job seekers stay focused and resilient. Many professionals who invest in career coaching find that it not only shortens their job search but also leads to better opportunities aligned with their long-term goals.
Take the Next Step
Success in today’s job market requires more than just applying to countless positions—it demands a strategic approach. Career coaching offers the guidance and tools needed to make informed career moves with confidence. If you’re looking to take your job search to the next level, consider the transformative impact of working with a career coach.