How career coaches helped me find the one (marketing job)!

Running my own copywriting business was a rush. Building something from the ground up gave me the freedom and flexibility I’d been craving—freedom my previous roles never quite offered. I also got to work on a variety of projects, which kept things fresh and engaging.

But, it wasn’t all sunshine and rainbows. There were 2 a.m. anxiety spikes, constant uncertainty, and the not-so-fun parts of being a solopreneur—figuring out taxes, juggling client work with self-promotion, and being the first to be let go when a company hit a rough patch. It was more than I’d signed up for.

After a couple years of the solopreneur life, I started to crave things that being in-house offered. A team to lean on and just talk to, a steady paycheck, and of course the benefits plan because we all need a good massage every now and then. 

So, I made the decision to go back in-house. But, I didn't come to this conclusion alone. I spent a lot of time talking to and learning from the wisdom of a few brilliant career-coach friends. They taught me to align my values with my career, figure out what types of tasks energize me, and how even the smallest interview details can make a big difference. 

After a lot of hard work, I landed my current position as Content Marketing Lead at Venture for Canada (VFC). I can honestly say that I’m thrilled about my decision to go back in-house.  

And if you're in a similar boat, whether you're trying to make the decision to go from freelance to in-house, vice versa, or just switching jobs in general, we'll walk you through things that’ll help you in your reflection to make the best decision for you. 

Before you make your next move, ask yourself this one question

Before diving head first into your job hunt, it’s important to ask yourself, “What are my values?” Without understanding this, you won’t know what to look for when it comes to the type of role you want, workplace culture, or how work fits into your life.

I realized how important values are thanks to Lisa Di Domenico who taught me that when your actions and behavior reflect your values, you’re more likely to feel fulfilled and content. But when there’s a disconnect between the two, it can lead to significant dissatisfaction and unhappiness. For example, if you value flexibility but your work is strict on your start and end times and doesn’t allow you to work remotely, you’ll feel resentful towards your job. 

She has a wonderful exercise to determine your top values, go through it by finding examples from both your personal and professional life:

• Identify the times that you were the happiest.
• Identify the times you were most proud. 
• Identify the times when you were most fulfilled and satisfied. 
• Based on your responses, find some commonalities in your experiences of happiness, pride, and fulfillment. Identify why each of the experiences described were important and memorable. 
• From this exercise, determine your 5 top values (think creativity, flexibility, growth, community, etc.).

My non-negotiables? Freedom, creativity, challenge, curiosity, and fun. Knowing that filtered every job ad in seconds.

Examples of values you may hold

Not sure where to start? Here’s a general list of values that are common, but be sure to work in ones that are most specific and true to you:

• You want to be respected—to feel valued regardless of your role or background.
• You care about integrity—doing the right thing matters, even when it’s hard.
• You believe in fairness—equal treatment, opportunities, and pay matter to you.
• You want to belong—to feel like you’re genuinely part of the team.
• You look for stability—predictable expectations and job security help you thrive.
• You like structure—clear roles, goals, and systems help you do your best work.
• You want creativity—you enjoy the freedom to think differently and try new things.
• You want to be recognized—your contributions deserve to be seen and appreciated.
• You want purpose—your work should matter beyond just a paycheck.
• You’re customer-focused—you care about making a difference for the people you serve.
• You care about impact—you want to see the difference your work makes.

Keep in mind that there are no right or wrong answers here. Everyone is different. What works for you might not work for someone else. So, as you go through Lisa’s reflection exercise, be truthful in your answers because that will help you take the best next step for you.

Figure out what your zone of genius is

Every job has its share of less-than-glamorous tasks—maybe it’s scheduling IG Live guests for your CEO or pulling stats for the monthly analytics report. That’s normal. But your core responsibilities? Those should light you up and tap into your strengths.

That’s where the Sparketype framework, developed by Jonathan Fields, can be incredibly helpful. Career coach Theresa White uses this free assessment with clients to help them identify the kind of work that energizes them—and what tends to drain them. Your Sparketype is essentially your unique imprint for the type of work that makes you feel most alive.

Here’s the key: No job will be a perfect match 100% of the time. There will always be tasks you’d rather not do but still need to. The goal is optimization. You want the majority of your work to align with your “zone of genius,” so you can feel invigorated. 

The more aligned your work is with your Sparketype, the more likely you are to:

• Feel excited and engaged
• Experience flow
• Believe your work matters
• Show up as your full self

Here’s a look at my results:

The Primary Sparketype is the strongest impulse for work that makes you feel excited, inspired and on-purpose.

Maker: Makers are all about the process of creating. Creation is the thing that gets me out of bed in the morning. As a Maker, I’m most alive and engaged when I can start with an idea, then turn it into something that exists in the world.

The Shadow Sparketype is often the work you do in order to be able to do the work of your Primary at a higher level.

Maven: Mavens are all about learning. I have a lifelong desire to learn, to know, to keep going, to become wiser. I’m fueled by a near-primal drive to know more.

The Anti Sparketype represents the type of work that is the heaviest lift for you. It takes the most out of you, and requires the greatest amount of recovery even if, objectively, it's not that hard.

Anti Scientist: The invitation to spend all of my time and energy grappling with burning questions, figuring out complex problems, or solving puzzles leaves my head spinning and my spirit and energy plummeting. I’m not motivated by the process of experimenting or figuring things out. It’s a heavier lift for me. I’d prefer to have the information, directions, results, answers, and solutions provided to me with clear and detailed instructions and guidance. 

💡 Hot tip: Her podcast Career Clarity Unlocked is a must-listen if you're job searching, feeling stuck, or want a spark of inspiration.

Specificity is your friend 

The same advice you hear about niching down in business? It totally applies to job hunting. Don’t spray and pray. Get intentional.

Once you’re clear on your values and the kind of work you actually want to do, start narrowing in on the basics. Think:

• Preferred location (remote, hybrid, in-office)
• Type of industry
• Companies whose mission actually excites you
• Company size
• Company stage (series A, B, C, etc)
• Direct team size (small marketing team vs. large marketing org)

For me, that meant finding an organization that values diversity, offers flexibility and remote work, has a small (3–4 person) marketing team, genuinely cares about its people, and is driven by a mission I believe in. I knew I wanted to focus on content and contribute to a purpose-driven organization so nonprofits felt like the right fit.

But don't stop there. Go deeper. The more precise you are, the faster you'll be able to spot roles that are a great fit. Consider:

Salary range

Know your worth and define your minimum acceptable range. It’s not just about the paycheck—it’s about feeling valued for your contributions and expertise. 

🔥 Hot tip: If you're looking for advice on negotiating a job offer, or even how to answer a simple question like "What's your salary range?" at the screening stage, then you must read Growclass's Guide to Getting Hired.

Leadership style

‍Your manager makes or breaks your experience. Reflect on what kind of leadership you thrive under:

• Do you want someone direct and no-nonsense?
• Someone empathetic and encouraging?
• A boss who advocates for you, checks in regularly, and actually listens?

🔥 Hot tip: Ask about a manager’s leadership style in the interview. And don’t be afraid to ask a future colleague what it’s really like to work with them.

Culture

‍It isn't about ping pong tables or Slack emojis—it’s how people treat each other, communicate, and grow together. For me, I need a culture rooted in: Honesty, trust, learning, growth, and yes, fun!

I once worked at a place where the vibe was… dull at best, toxic at worst. Conversations were strictly transactional, personal connection was discouraged, and growth was lip service. It taught me exactly what I didn’t want—and gave me clarity on what I need to thrive.

Team Dynamics

‍Do you want collaborative brainstorming sessions or more solo deep work time? Is cross-functional alignment important to you? Do you want to mentor others—or be mentored?

Growth Opportunities

‍If growth matters to you, define what that means:

• Climbing the ladder into leadership?
• Deepening your craft and becoming an expert?
• Exploring new skill sets?

When a company says they offer “growth opportunities,” ask them what that actually looks like. Is there a budget for professional development? Clear internal mobility pathways? Learning opportunities?

Perks that matter to you

‍While perks aren't everything, they can make a difference. Think about what’s a meaningful bonus for you:

• Home office or wellness stipends
• Generous vacation policies
• Learning and development funds

Your dealbreakers

Having clear red flags is just as important as knowing what you want. Some of mine?

• Bro-y culture
• Gossip-driven teams
• Leaders who don’t understand or value marketing
• Expectations to always be answering Slack messages, even after work hours 

Because I was that specific, I only applied to 23 roles before landing my current job. That clarity? It seriously worked.

Do your research

Interview prep isn’t just about rehearsing answers—it’s about getting to know the people and the purpose behind the role. Look up your interviewer. Read the company’s blog. Scroll their socials. Get familiar with their mission, values, and vibe. The goal? Go beyond surface-level details so you can show up informed and aligned.

For the role I’m in now, I built a 14-page doc (yes, really) with deep-dive research, potential questions, and bullet-pointed answers. It helped me walk into every interview confident and prepared.

This document outlined things across:

• The organization: What programs they offer, who they serve, their mission and vision, and where they’re headed. 
• Media & content: I combed through podcasts, blog posts, newsletters, and their annual report to get a feel for their content and impact.
• Hiring manager insights: I prepped thoughtful questions—like how they approach content strategy, their views on AI in marketing, and what their leadership style looks like day-to-day.

Use the job description as your roadmap. Highlight key responsibilities and brainstorm the kinds of questions they might ask—then use your career story to form bullet-pointed answers. Tools like AI can help you generate ideas or refine your talking points. Then: practice. Say it out loud. Make notes—not scripts. (Unless you’re auditioning for a Broadway role. In that case, break a leg.)

Show up authentically 

Remember you’re interviewing a company just as much as they’re interviewing you. It’s cheesy, but it’s true–show up as yourself. Answer the questions as best as you can, but don’t forget to allow your personality to shine through. The right company isn’t just looking for someone who can do the job—they’re looking for someone who adds to their culture, not just fits into it.

When I was interviewing for my current role, here’s how I made a conscious effort to lead with authenticity:

• Set a casual, human tone from the start: I asked how everyone’s day was going—not as a tactic, but because I genuinely cared. It helped shift the vibe from “formal interview” to a real conversation, the same way I’d interact with teammates.
  
• Owned my challenges instead of hiding them: When asked about the interview assignment, I was honest about what tripped me up—getting started and wrestling with perfectionism. I shared how I navigated through it, what helped me move forward, and what I learned in the process.
• Shared my real strategies for stress management: Instead of defaulting to a textbook answer, I talked about what actually works for me—things like reflection, meditation, and going for walks. It showed self-awareness and gave a genuine look into how I care for my mental health.
• Spoke like a real person, not a marketing robot: I stayed away from buzzwords and jargon. Instead, I talked about connecting with real people, understanding their needs, and creating content that’s actually helpful. That approach resonated—and it felt way more natural.

Ask the right questions

One of the smartest things you can do in an interview? Ask thoughtful questions. It shows you’ve done your homework and helps you figure out if the role, team, and culture actually align with your values.

These are some of my go-to interview questions—plus what to pay attention to in their answers:

1. What do you love most about working here?

• Why I ask: It reveals what’s working well inside the company. This goes beyond key performance indicators (KPIs), but can also uncover elements of the company’s culture.
• What to look for: Do they mention values that align with yours—like growth, mentorship, flexibility, or a strong team culture? Do they immediately have examples to speak to their answers? Generic or surface-level responses may signal low engagement.
  

2. What are the biggest challenges the team/company is facing right now?

• Why I ask: Every job comes with its challenges, the important thing is understanding what challenges you’re willing to take on versus ones that are deal breakers for you. This also helps you anticipate potential hurdles should you take the role.
• What to look for: Are they transparent? Are the challenges ones you feel equipped or excited to tackle?
  

3. How would you describe the company culture?

• Why I ask: Culture fit is just as important as role fit.
• What to look for: Specificity. “We prioritize feedback and celebrate wins in team meetings” tells you a lot more than “We’re not super corporate.”
  

4. When someone makes a mistake, how is it handled?

• Why I ask: Everyone slips up—how a manager responds says a lot. It’s a great way to learn more about your potential manager’s leadership style and determine if it’s the right fit for you.
• What to look for: Are mistakes treated as learning opportunities or failures? Avoid cultures that punish rather than coach.
  

5. What other teams do you work closely with? 

• Why I ask: Collaboration can make or break your experience. Especially when it comes to marketing, if it feels like there’s a lot of tension between functions, that can hinder your ability to make an impact (unless that’s a challenge you’re excited to take on of course!)
• What to look for: Cross-functional collaboration indicates a healthy team environment. Silence or vagueness? Might mean siloed teams.

6. What are some of the traits that would make someone successful in this position?

• Why I ask: I want to understand what success looks like.
• What to look for: Are the traits aligned with the job description? If you hear surprises (e.g. “You’d need to manage someone” but that wasn’t listed), it’s worth digging deeper.

7. What are the next steps and expected timeline?

• Why I ask: Clarity helps set expectations. This is also really helpful information to have if you’re interviewing with several companies because then you’ll be able to align your timing across all companies, which is especially helpful for negotiations if you end up with multiple offers.
• What to look for: Are they organized and transparent? If they’re vague about next steps, it may reflect their internal processes.

Additional advice that really worked for me

Before landing my role at VFC, I worked with Phil Davis, who helped me stand out as a top candidate—and ultimately land my dream role. Here are a few gems he shared: 

• Always send a thank-you email after every interview. Yes, even the 30-minute screening call. Thoughtful follow-ups go a long way. Here's one of mine:

• Prep for the classics. Questions like “Tell me about yourself,” “What do you know about us?” and “Why do you want this role?” are coming—guaranteed. Don’t wing them.‍
• Show genuine interest. Don’t just connect with the hiring manager on LinkedIn—reach out to other folks at the company, too.‍
• Engage with the company’s content. This one’s chef’s kiss—especially if you’re in marketing. The team behind that content? They’re probably the ones reviewing your application.

And listen, I know rejection sucks. But every time I didn’t get the job, I later found out it wasn’t a fit—bad culture, company got acquired, or the role wasn’t what it seemed. Keep putting your best foot forward. You’ve got this. ❤️

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ABOUT THE AUTHOR

Rebecca Scott is a writer - whether it’s for her 9-5 as a Content Marketing Lead for Venture for Canada where she writes about entrepreneurship or diving into personal essays writing about topics ranging from career and creativity to relationships and being a Highly Sensitive Person (HSP). She also loves connecting with people, feel free to connect with her on IG or LinkedIn.