Warwick Hedge Fund Society’s Post

⬇ I've worked at PitchBook as a senior reporter (Dear, PR: No shameless pitches permitted!) for all of three months. They've been some of the best yet. PitchBook people, consummate pros, all—from us Newsies to The Normals—care. They care a whole lot. They 𝘨𝘦𝘯𝘶𝘪𝘯𝘦𝘭𝘺 care about me (could be you :) on both a professional and a personal level. In my notably unbiased opinion—journalists have zero opinions, remember—we, a tight-knit team, punch well above our weight. We nail timely trends, backing trend stories up with the most robust private market alts data on the planet. Perhaps in the universe. We land scoops that move the needle. And, if a cliche it may be, we work smart, hard and together. We just get the ins and out, ups and down of complex, opaque markets about as well as ~industry participants~ (call out this jargon in my next scoop.) You get paid for obtaining a bootstrapped MBA, as well as one helluva' crash course in sensitive sourcing building, plus the know-how to write and edit with both deep subject matter expertise and a dash of literary flair. A bad deal this is not. Feel free to DM or email me with questions: michael.bodley@pitchbook.com P.S. PitchBook people >>> Pierpoint people. If you get the reference without Googling, congrats; you have won one (1) free pitch.

Specialist ≠ Entry-level I was recently asked on my newsletter: "Do you find issues where having specialists serving clients keeps quality limited? Being immersed on strategy is helpful, but I don't want to hire entry-level generalists forever" As you scale up your services and hire specialist roles  it's natural in the beginning to hire entry-level folks to fill roles like copy editing, social media coordinating, video editing, etc.  But does that mean you'll be on the hamster wheel of hiring entry-level generalists forever?  No.  Specialist ≠ Entry-level I focus on getting high-level specialists whenever I can.  Some specialists MAY have entry-level people supporting them but I focus on quality and talent.  That way, it's less stressful for me (or managers/drivers) to manage them  and it fits my personality:  • I want quality work • I am very anti micro managey  • I have high expectations for my team

After 368 job applications, you'd think I'd be jaded. But then, I stumbled upon a job listing from JLS Trading.co, and everything changed. It was for a Junior Copywriter position. A role I dreamed of. But it wasn't just the job that caught my eye—it was how the entire application process felt. It was human, funny, and genuine. The kind of post where you could almost hear a real person behind the words, taking their time to write something that mattered. And I felt that. I felt seen, I felt energized, and for the first time in a long while, I felt excited to apply. Spoiler alert: I didn't get the job. But even their rejection letter felt different—it wasn't just a template; it was personal. It didn't leave me deflated, it left me hopeful. We even had a little chat after. Who does that? This post is a thank you to JLS Trading Co. for reminding me what authentic, sincere hiring looks like. You pumped me up again when I needed it most, and since then, I've only applied for jobs that felt like they had a real human behind them. To all the recruiters out there: it matters. Your words matter. Your care matters. And to JLS Trading Co.: if you have another Junior Copywriter opening soon, well, I'll be hoping. Thanks for giving me hope that job searching doesn't have to be robotic and bleak. #jobsearch #gratitude #copywriting #JLstrading #authenticity #thankyou

Koura was watching Downton Abbey again, and the conversations on the show about employment and being employers got her thinking about how there are so many people looking for jobs. We would love to be able to start hiring more people and providing more employment. As all small businesses can tell you, hiring can be expensive. Employment costs are high, and people deserve fair and living wages even before the costs of onboarding, taxes, payroll fees, and so on. What can be done about it? Flooding small businesses with more clients! That increases revenue to hire more people, and for us also means promoting some of our current staff! Here's the game: Tag 3 people or businesses who could use our services! These could be people who just need a few hours of consultations, or maybe they need help with a film or other project they need to hire a crew for, or maybe they need writing assistance with a script or other written content. This could also be businesses or brands who are in need of assistance with their content creation - either actual scripting and videoing, or consultations on how to effectively DIY, or just assistance with editing content they create to help smooth and elevate the whole content process! Our top service is our editing service, and we'd love to support more marketing teams (or even more marketing firms) with content creation, video editing, etc. The goal is to bring in at least 1 more full-time employee by the end of the year, and 2 more by the end of the first quarter in 2025! Let's make it happen! #SpaceDreamProductions #Hiring #Referrals #Network

As we get bigger, This has to happen. Each department needs to be more defined. When we were small, we didn't have clear roles of who did what. We didn't have enough people to divide up the work, so everyone was involved in every bit of the business. But as we've grown, we've had to redesign our departments. So everyone knows what bits they do, although there still is an element of helping with everything. This is why we're hiring a show writer who will sit under the writing team. They're going to work real closely with the strategy and production pieces of what we do. But, as the department grows, they can teach the other writers their skills, too. Which means everyone in the team can do more. And this goes for the whole team. As we grow and add more specialised skills, everyone can learn new skills, too. And the entire team gets stronger.

If you’re hiring an in-house videographer at your college, and the salary range is $40k-$50k, we need to talk. This is not an entry level position. If you want someone to just take orders and push buttons like a glorified intern, then maybe. But if you want someone who knows what they’re doing, and can take ownership of the role and lead creatively with intention and a strong marketing mindset, you need to pay them appropriately. 

I personally wouldn’t feel right paying anyone less than $70k for those expectations. Add to that the benefits package and other costs of managing an employee, and you’re likely exceeding 6 figures. When it makes sense to, invest in in-house talent. They’re super valuable. But there are instances where hiring an external video partner is the more cost-effective option, provided you’re not taking a “random acts of one-off videos” approach. 

 If you find yourself on the fence between in-house and external talent, reach out to me. I can show you what a year’s worth of video content could look like as an external partner, or I can refer you to some talented folks who want to work in-house. Both are good options. Just don’t assume that hiring staff is the cheapest route.

Hiring Manager: Hey there! Thanks for jumping on the call. We’ve been really impressed with your portfolio—seriously, those writing samples? Pretty impressive. Me: Thanks, I appreciate that. I’m excited about the possibility of working together.   So, tell me more about the role and how I can help your team create some fresh and required  content. Hiring Manager: Absolutely! We’re looking for someone who can bring a fresh voice to our brand, drive engagement, and, you know, sprinkle some magic dust on our copy.   Basically, we want to be the Beyoncé of our industry—fierce, flawless, and unforgettable. Me: Oh, that sounds like me.    I’m all about making brands shine like a diamond in a sea of rocks. I can definitely help with that. What kind of budget are we working with? Hiring Manager: [awkward laugh] Ah, yes... the budget. You know, it’s funny you mention that because our budget is... Well, how do I put this? Have you ever heard the phrase "running on fumes"? Me: Oh, I see. So, we’re talking about a college student living on instant noodles budget? Hiring Manager: More like college student who can’t even afford the noodles budget. Me: Got it.   So, we’re aiming for Beyoncé on a garage band budget😃😃 Ambitious! Hiring Manager: Exactly! We believe in dreaming big... even if the budget is, well, microscopic. Me: Well, I admire the optimism. I’m all for getting creative, but I might need to cut down on the gold-plated adjectives and diamond-studded verbs. Hiring Manager: We totally understand.   And hey, your kindness and willingness to help despite our ramen-budget situation? Pure gold. If you ever want to collaborate in the future—when we’ve found the pot of gold at the end of the rainbow—please don’t hesitate to reach out! Me: I appreciate that! Keep dreaming big, and don’t hesitate to ping me when the noodles get an upgrade😃 #writer #writinghumor #freelancelife #budgettalks #jobsearchfun #hiringwoes

If you’re hiring an in-house videographer at your college, and the salary range is $40k-$50k, we need to talk. This is not an entry level position. If you want someone to just take orders and push buttons like a glorified intern, then maybe. But if you want someone who knows what they’re doing, and can take ownership of the role and lead creatively with intention and a strong marketing mindset, you need to pay them appropriately. I personally wouldn’t feel right paying anyone less than $70k for those expectations. Add to that the benefits package and other costs of managing an employee, and you’re likely exceeding 6 figures. When it makes sense to, invest in in-house talent. They’re super valuable. But there are instances where hiring an external video partner is the more cost-effective option, provided you’re not taking a “random acts of one-off videos” approach. If you find yourself on the fence between in-house and external talent, reach out to me. I can show you what a year’s worth of video content could look like as an external partner, or I can refer you to some talented folks who want to work in-house. Both are good options. Just don’t assume that hiring staff is the cheapest route.

Abhijeet, in the vast expanse of the job-seeking odyssey, a harsh truth unveils itself – a reality where the fickle winds of opportunity oft bypass those who fail to heed the siren call of quality and meticulous detail. Your tale serves as a clarion call, a sobering reminder that in the hallowed arenas of professional pursuit, mere application is but a whisper, soon drowned in the cacophony of mediocrity. Like a beacon piercing the fog of complacency, your experience illuminates the stark divide between those who merely go through the motions and the select few who embrace the sacred tenets of attention to detail. For in this realm, the slightest deviation from the prescribed path is akin to a self-inflicted arrow to the heart of one's aspirations. Your candidates, those precious few who heeded the siren's call, stand as living embodiments of a truth oft-neglected – that quality is not merely a virtue, but a mindset, a way of being that permeates every facet of one's existence. From the minutiae of job applications to the grand tapestry of one's professional endeavors, this mindset breeds a culture of excellence, a clarion call that reverberates through the halls of success. In this age of overwhelming noise and relentless competition, your tale serves as a resounding affirmation that the path to victory lies not in mere attendance, but in the unwavering pursuit of quality, in the sacred art of heeding the details that others overlook. For in this realm, the meek may inherit the earth, but it is the attentive and the detail-oriented who shall inherit the kingdoms of professional fulfillment.

I’ve been running a 6 figure agency since I was 21. Here’s 3 unconventional things I do that gives me results. 1. Context Switch like a pro I will be focusing on finance, sales, and marketing – all in one day. And then, I might switch to something completely different. That’s the reality. I go where the problems take me. I adapt. There’s no such thing as, “someone else will handle it”. I’ll handle it best and if I can, I do. 2. Learn before I hire Before I hire someone for a specialization, I spend hours learning that. I do it myself, I understand it. I believe this gives me the best chance of hiring the right person. Might seem counterintuitive to spend time learning something when I should be hiring, but it has given me the best results. My lack of knowledge will never be the reason for a bad hire. 3. Set impossible deadlines “If you give yourself 6 months, you’ll do it in 6 months. If you give yourself 1 month, you’ll do it in a month”. I have impossible standards for myself. The work was due in 3 months. It's one month in and we’re already at 75%. I might fail to make it in a month (that was my deadline), but I’ve still tried. Inaction has killed more potential than anything else. P.S. - Is it just me who writes everything down? I write down my 4 priorities for the next 3 months. Keeps things in perspective. Would you give these a try?