Choozle team Archives - choozle

An Overview of Choozle Employee Benefits with Christine Jones

Choozle — Thu, 05 Sep 2024 05:43:36 +0000

One of Choozle’s top priorities now, and since the beginning of the company, is a culture that supports the whole well-being of employees. We strive to create a culture where employee happiness is top-of-mind and in turn, a happy office, as we grow and continue to welcome new Choozlers to the team.

We focus on our team’s growth, balance, and learning opportunities to ensure everyone is thriving both in and outside of the office.

In order to be a successful, smart, and agile company, we know it starts with our team. That’s why we go out of our way to prioritize them with our long list of benefits available for all full-time employees.

Let’s talk about how extensive Choozle’s benefits package actually is. We’ll explain everything that is covered and highlight a few of our favorites.

Core benefits

First and foremost, we provide a base salary and core benefits that are annually reviewed for every Choozle position. Our core benefits include:

Self-managed paid time off
- - Employees are required to take at least 2 days of PTO a quarter
  - It is recommended that employees take an average of 4 weeks off per year
Paid employee volunteering time
- - Employees can donate up to 24 hours (3 days) per calendar year towards a 501c3 charitable organization of their choice
Choice of two Medical insurance plans:
- - Base HSA Plan: employer 100% covered Medical HSA
  - Buy up option PPO: employer covered at 90% & 60% of dependents
Dental insurance, employer covered at 90% & 70% of dependents
Vision insurance
Employer contribution into employee Health Savings Account
- - HSA employee only = $30/month
  - HSA employee + family = $50/month
Employer covers 100% of a Health Reimbursement Arrangement (HRA)
Employer covers 100% of Telehealth
Employer covers up to 50k of life insurance
Employer paid long term disability provided
Employer provided parental leave
- - Primary parent = 12 weeks
  - Non primary parent = 6 weeks
Two employer-provided Employee Assistance Programs (EAP)

A few more optional core benefits include:

Voluntary upgrade options, and voluntary additional Life Plans
Voluntary Pet Insurance
Voluntary Accident Insurance
401k option with 50% company match of the first 6%
Voluntary Flexible Spending Accounts
Voluntary Dependent Care FSA Accounts

Choozle also prioritizes ownership as a meaningful part of everyone’s experience when working at Choozle. We provide meaningful equity bands, so we can continue to take pride in what we build.

Variable benefits

Based on your position at Choozle there are also variable benefits and compensation you could start to see. These include referral bonuses and commissions. We know the best job candidates tend to come from employee referrals, and we reward people who build our team. Commissions are tied to revenue goals based on your position.

The Perks

Now, this is the real fun part of working at Choozle! There are a ton of extra perks that really start to add up once you start working. From monthly stipends to our beautiful office space in Downtown Denver, there’s a lot to love about working at Choozle. Here’s the full list:

Monthly Wellness Stipend:
Continued Education:
Work from Home Stipend
Office/other perks

Our culture is thriving when our employees are thriving. We put a lot of thought into the experience we want our employees to have both inside and outside of the office. We need employees who are healthy, taken care of, and who are ready to grow and learn with us, so we do our best to offer comprehensive benefits that check all of the boxes.

Are you ready to join the Choozle team? Check out our job openings!

Christine Jones

Christine Jones is a seasoned People Operations professional with more than 15 years of diverse experience in the field. Serving as the Sr People Operations Generalist at Choozle, Christine leads all aspects of People Operations functions, playing a critical role in shaping the company’s organizational culture and enhancing employee engagement. Christine’s expertise encompasses talent acquisition, performance management, employee relations, training and development, benefits administration, key initiatives, and compliance. Committed to fostering inclusive workplaces, Christine strives to ensure every employee feels valued, respected, and empowered to thrive. When she’s not at work, you can find her chasing a toddler around the house, frolicking in nature, or playing with her 3 horses.

The post An Overview of Choozle Employee Benefits with Christine Jones appeared first on choozle.

Advocating with Confidence for Yourself and Others

Choozle — Wed, 26 Jun 2024 12:33:04 +0000

Advocacy in the area of Diversity, Equity, Inclusion, and Belonging (DEIB) is a crucial skill in today’s diverse world. Whether standing up for yourself or others, confident advocacy fosters an inclusive environment where everyone feels valued and heard. This blog offers strategies, examples, and preparation processes to advocate effectively in both personal and professional settings, whether interacting with new acquaintances or familiar faces.

JUMP TO:

Understanding DEIB Advocacy
Strategies for Advocating for Yourself
Strategies for Advocating for Others
Preparing for Advocacy: The Process
Navigating ifferent Contexts
Addressing Language and Actions: Strategies for Self-Improvement

Understanding DEIB Advocacy

Before diving into strategies, it’s essential to understand what DEIB advocacy entails:

Diversity: Embracing a wide range of differences, including race, gender, age, sexual orientation, disability, and more.

Equity: Ensuring fair treatment, opportunities, and advancement while striving to identify and eliminate barriers.

Inclusion: Creating environments where any individual or group can feel welcomed, respected, supported, and valued.

Belonging: Achieving an environment in which individuals feel a sense of being accepted, included, and appreciated for their unique contributions.

Strategies for Advocating for Yourself

Self-advocacy requires a nuanced approach, one that empowers you to assert your rights and values effectively. By arming yourself with knowledge and reflection, you pave the way for confident advocacy that resonates with your core beliefs and contributes to a more inclusive environment.

1. Know Your Rights and Values
Preparation:

Educate yourself on your rights in various contexts (workplace, community, etc.).
Reflect on your core values and how they align with DEIB principles.

Example: In the workplace, if you feel your ideas are being overlooked in meetings, understanding your right to be heard and knowing the value of diverse perspectives can empower you to speak up.

2. Practice Assertive Communication
Preparation:

Develop communication skills that balance assertiveness with respect.
Practice using “I” statements to express your needs without blaming others.

Example: If a colleague makes an insensitive remark, calmly stating, “I feel uncomfortable when jokes are made about gender because it creates an unwelcoming environment,” can address the issue without escalating conflict.

3. Build a Support Network
Preparation:

Identify advocates within your environment who share similar values.
Seek mentors who can provide guidance and support in DEIB matters.

Example: Joining or forming an employee resource group (ERG) can provide a platform for collective advocacy and mutual support.

Strategies for Advocating for Others

Advocating for others is a powerful way to promote DEIB in any environment. By stepping up to support those who may not have a voice, you contribute to creating a culture of inclusion and respect.

1. Listen Actively and Empathetically
Preparation:

Cultivate active listening skills to truly understand others’ experiences and perspectives.
Approach conversations with empathy and an open mind.

Example: If a colleague confides in you about experiencing discrimination, listen without interrupting, validate their feelings, and ask how you can support them.

2. Use Your Privilege to Amplify Marginalized Voices
Preparation:

Reflect on your own privileges and how they can be leveraged to support others.
Learn about the challenges faced by marginalized groups.

Example: In meetings, if you notice that a coworker from an underrepresented group is being interrupted, you can interject with, “I’d like to hear what [Name] was saying,” to ensure their voice is heard.

3. Educate and Advocate for Systemic Change
Preparation:

Stay informed about DEIB issues and best practices.
Be proactive in suggesting and supporting policies that promote equity and inclusion.

Example: Propose the implementation of bias training programs or advocate for diverse hiring practices within your organization. Come with recommendations, ask questions, be involved.

Preparing for Advocacy: The Process

Effective advocacy requires thoughtful preparation and a commitment to continuous learning. By reflecting on your own experiences, seeking out educational resources, and practicing your advocacy skills, you can build the confidence and competence needed to be a strong advocate.

1. Self-Reflection
Assess your comfort level: Understand where you feel confident and where you need growth in advocating for DEIB.
Identify triggers: Recognize situations that may challenge your advocacy efforts and prepare coping strategies.

2. Research and Education
Stay informed: Regularly read about DEIB issues, attend workshops, and engage with diverse communities.
Learn from others: Observe and learn from experienced advocates in your network or through public forums.

3. Role-Playing and Practice
Simulate scenarios: Practice advocacy conversations with trusted friends or mentors to build confidence.
Seek feedback: After role-playing, get constructive feedback to improve your approach.

4. Take Action
Start small: Begin with low-stakes situations to build your confidence.
Expand your efforts: Gradually take on more challenging advocacy roles as your skills and confidence grow.

Navigating Different Contexts

Advocacy efforts can vary significantly depending on the context and the individuals involved. Whether you are interacting with new acquaintances or those you know well, it’s important to adapt your approach to fit the situation.

1. New Interactions

Be observant: Understand the dynamics and culture before jumping in.
Build rapport: Establish trust and show genuine interest in others’ experiences.

Example: In a new job, attend team-building events and informal gatherings to understand the organizational culture and identify potential allies.

2. Established Relationships

Use existing trust: Leverage the trust built over time to have deeper and more meaningful conversations.
Be consistent: Show ongoing commitment to DEIB values to reinforce your advocacy.

Example: With a long-time friend who makes an offhand insensitive joke, you can say, “I know you didn’t mean harm, but that joke can be hurtful to some people. Can we talk about why?”

Addressing Language and Actions: Strategies for Self-Improvement

Being an advocate for DEIB also means acknowledging when our own language or actions may have caused harm. Recognizing and addressing these moments is crucial for personal growth and fostering a genuinely inclusive environment. Here are strategies to help navigate this challenging but essential aspect of DEIB advocacy.

1. Self-Awareness and Reflection
Preparation:

Acknowledge Mistakes: Accept that everyone can make mistakes, including yourself. This acceptance is the first step towards meaningful change.
Reflect on Your Behavior: Take time to reflect on instances where your language or actions may have been harmful. Consider why you said or did what you did and how it may have affected others.

Example: If you realize that a joke you made could be interpreted as offensive, reflect on why you made that joke and the potential impact on those around you.

2. Educate Yourself
Preparation:

Learn about Harmful Language and Actions: Educate yourself on microaggressions, stereotypes, and other harmful behaviors. Understand why they are hurtful and how they perpetuate discrimination.
Seek Resources: Read books, attend workshops, and follow thought leaders in DEIB to broaden your understanding.

Example: If you used a term that someone pointed out as outdated or offensive, research the history and implications of that term to understand why it is problematic.

3. Practice Mindful Communication
Preparation:

Think Before You Speak: Develop the habit of pausing and considering the potential impact of your words before speaking.
Use Inclusive Language: Make a conscious effort to use language that is inclusive and respectful of all identities.

Example: Instead of assuming someone’s gender based on their appearance, use gender-neutral language until you know their preferred pronouns.

4. Seek and Accept Feedback
Preparation:

Create a Safe Space for Feedback: Let people know that you welcome and appreciate feedback about your behavior and language.
Respond Positively to Criticism: When someone points out that your language or actions were hurtful, thank them for bringing it to your attention and commit to learning from it.

Example: If a colleague tells you that a comment you made was insensitive, respond with, “Thank you for telling me. I didn’t realize it was hurtful, and I’ll be more mindful in the future.”

5. Apologize and Make Amends
Preparation:

Apologize Sincerely: If you realize you have caused harm, apologize promptly and sincerely. Avoid justifying your actions or downplaying the hurt you caused.
Commit to Change: Show through your actions that you are committed to not repeating the mistake.

Example: If you made an insensitive comment in a meeting, apologize to the affected person(s) privately and acknowledge the impact of your words. For instance, “I’m sorry for what I said earlier. It was inappropriate and hurtful, and I’m committed to being more thoughtful in the future.”

6. Develop Empathy and Compassion
Preparation:

Relate: Practice empathy by imagining how it feels to be on the receiving end of harmful language or actions.
Cultivate Compassion: Approach situations with a desire to understand and support others rather than judge or dismiss their experiences.

Example: If a friend shares that your words made them feel excluded, try to understand their perspective and feelings. Respond with compassion and a willingness to change.

Closing Thoughts

Advocating for DEIB with confidence, whether for yourself or others, requires preparation, practice, and persistence. Acknowledging and addressing our own harmful language or actions is a vital part of DEIB advocacy. By being self-aware, seeking education, practicing mindful communication, accepting feedback, apologizing sincerely, and developing empathy, we can grow as individuals and contribute to a more inclusive environment. The journey towards becoming a better advocate involves continuous learning, growth, and self-improvement, and every step you take helps build a more equitable and respectful world.

Christine Jones

Christine Jones is a seasoned People Operations professional with more than 15 years of diverse experience in the field. Serving as the Senior People Operations at Choozle, Christine leads all aspects of People Operations functions, playing a critical role in shaping the company’s organizational culture and enhancing employee engagement. Christine’s expertise encompasses talent acquisition, performance management, employee relations, training and development, benefits administration, key initiatives, and compliance. Committed to fostering inclusive workplaces, Christine strives to ensure every employee feels valued, respected, and empowered to thrive.

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Fostering Inclusivity: The Power of Inclusive Language in the Workplace

Choozle — Tue, 09 Apr 2024 10:30:04 +0000

In today’s diverse and dynamic workplaces, fostering inclusivity isn’t just a buzzword—it’s a fundamental aspect of creating a supportive and productive environment for all employees. One powerful tool in achieving this goal is the use of inclusive language. By consciously choosing our words and expressions, we can create a workplace culture where everyone feels valued, respected, and empowered to contribute their best. In this blog, we’ll delve into why inclusive language matters and how employees can become advocates to each other in this journey.

Welcoming Diversity

Inclusive language acknowledges and respects diversity in all its forms—race, ethnicity, gender identity, sexual orientation, age, ability, or any other characteristic. By using neutral and affirming language, we avoid unintentionally marginalizing or excluding certain groups of people. For instance, instead of using gender-specific terms like “he” or “she,” opting for gender-neutral pronouns like “they” can ensure that individuals of all genders feel seen and respected.

Promoting a Sense of Belonging

In addition, inclusive language promotes a sense of belonging among employees. When individuals hear their identities reflected positively in the language used within the workplace, they feel more valued and accepted. This, in turn, leads to increased morale, engagement, and productivity. Inclusive language also helps to break down stereotypes and biases by challenging assumptions and promoting a more open-minded perspective.

How can employees be advocates to each other in promoting inclusive language and fostering an inclusive workplace culture?

1. Educate Yourself: Take the initiative to educate yourself about different identities, experiences, and perspectives. This could involve attending workshops, reading relevant literature, or conversing with colleagues from diverse backgrounds. The more you understand, the better equipped you’ll be to use inclusive language and support your peers.

2. Speak Up: Don’t stay silent if you hear someone using exclusionary or offensive language. Politely educate them about the impact of their words and suggest alternative, more inclusive language. Sometimes, people may not be aware of the harm caused by their language, so your intervention can help raise awareness and promote positive change.

3. Lead by Example: Be mindful of your language in everyday interactions. Use inclusive language in meetings, emails, presentations, and informal conversations. By demonstrating a commitment to inclusivity in your own words and actions, you inspire others to do the same.

4. Support Diversity Initiatives: Advocate for diversity and inclusion initiatives within your organization. This could involve participating in diversity training programs, joining employee resource groups, or supporting diversity-focused recruitment efforts. By actively championing diversity, you create a more inclusive workplace culture for everyone.

The power of inclusive language in the workplace cannot be overstated. It’s a simple yet profound way to show respect, build trust, and foster a sense of belonging among employees. Together, let’s commit to making inclusivity a goal and a reality in our workplaces and beyond.

How We Created This Guide

The journey towards creating an inclusive language guide began with recognizing the importance of diversity and inclusion within our company culture at Choozle. We worked alongside employees who shared their experiences and perspectives, highlighting the impact of language on fostering inclusivity. Internal discussions and external influences, such as societal shifts towards greater awareness of diversity issues, spurred our commitment to address language usage comprehensively. Formal initiatives were initiated, including forming a committee dedicated to diversity and inclusion. We conducted employee surveys and held focus groups to gather input on language preferences and concerns. Collaborating closely with team members, we developed best practices through iterative processes. Employees at all levels participated, offering valuable insights and feedback. This collaborative effort led to creating a comprehensive guide that serves as a reference for all communication within the organization, reflecting our collective commitment to inclusivity at Choozle.

How You Can Use This Guide

The following guidelines reflect the principles of inclusive language: utilize gender-neutral terms; refrain from using ableist language; prioritize individuals over their disabilities or circumstances; avoid making sweeping generalizations about people, regions, cultures, and countries; and steer clear of slang, idioms, metaphors, and other words with potentially negative connotations or histories. While this list isn’t exhaustive, it highlights the types of language to be mindful of.

This guide will be a valuable resource for auditing language across various mediums, including websites, software applications, documentation, and verbal communication.

Problematic Words and Phrases

This is not meant to be an all-inclusive list; please do your own research to continue to build your awareness.

Problem Words	Alternatives
Blackout Days/Dates Black/Gray Days	Blackout Days/Dates Black/Gray Days
Black & White	Contrasting concepts, simplicity, clarity, clear distinction,
Black List	deny/denied list/block list
White List	Allow list/preferred list
Blackbox	Closed box, closed system, opaque glassbox, unknown origin
Whitebox	Known, open system, clear box testing
Blackbox/Whitebox	clear/opaque, viewed/hidden, visible/invisible, clarify
Master	Primary, main, template, active, primary
Dummy Pixel	Placeholder, test
Story Grooming, Hardening	Refinement, planning, finalizing, securing, sure-up
Blindspot	unknowns
Pow-wow	Meeting, sync
Long Time No See	It’s been a while, it’s been forever
Gyp or Gypped	Robbed, cheated, defrauded
Rule of Thumb	Benchmark, guideline, standard, specification, protocol
Low-hanging Fruit, Easy-job	Fact-based, quick wins, most attainable
Circle the Wagons	Circling back, follow-up
Low Man on the Totem	Need to get approvals from others
Hold Down the Fort	Keep up to date on, being point of contact, taking the lead, get together as a team
“My Spirit Animal”	That person inspires me, I identify w/, very relatable, that’s my vibe
Mission Critical	High importance, urgency
Being on the Front Lines	Client facing
In the Trenches	Working together/alongside, still working through
Dancing Around the Fire	On the same page, alignment
Drinking the Kool-Aid, Lions Kool-Aid	Groupthink
Age Comments	Compliment facts, don’t make generalizations/assumptions/grouping
Drinkers vs Non	Coffee or drink
Anti-Country	Redirect conversation back to purpose
Political References	Redirect conversation back to purpose
Name Pronunciation	Ask them, make an effort
Mental Health, Crazy, OCD, Bipolar, ADHD	Feeling different/off/focused

Fostering Inclusivity

In addition to creating an inclusive language guide, fostering a truly inclusive workplace involves actively supporting one another as advocates by standing in solidarity. Advocates play a crucial role in advocating for and supporting marginalized colleagues. This can include amplifying their voices in meetings, challenging biased language or behavior, and actively seeking opportunities to include them in conversations and decision-making processes. By standing up against discrimination and inequality, advocates contribute significantly to creating a more inclusive environment where everyone feels valued and respected.

Solidarity transcends mere sympathy; it demands active engagement, education, and unwavering commitment to dismantling oppressive structures and fostering social justice. It’s about leveraging privilege and influence to challenge systemic inequalities, biases, and discrimination.

At its core, solidarity involves listening to marginalized voices, amplifying their experiences, advocating for their rights, and taking tangible steps toward creating an inclusive and equitable society where everyone can thrive. But solidarity doesn’t end there. It’s also about acknowledging mistakes and having the humility to apologize and learn from them.

Don’t forget that self-advocacy is equally important. Employees should feel empowered to speak up for themselves, assert their needs, and seek support when necessary. This may involve communicating preferences regarding language or accommodations, addressing instances of discrimination or microaggressions, and actively participating in initiatives to promote diversity and inclusion within the company. By advocating for themselves, employees ensure that their voices are heard and contribute to shaping a workplace culture that embraces and celebrates diversity in all its forms.

Self-advocacy is knowing one’s worth, setting clear goals, and communicating assertively, which are just a few key strategies in the arsenal of self-advocacy. By actively seeking feedback, documenting achievements, and building supportive relationships, individuals can empower themselves to navigate their professional and personal journeys with confidence and resilience.

Celebrating personal victories and fostering a culture of cross-departmental success can further bolster self-esteem and morale. And when it comes to feedback, let’s not confine ourselves to the limitations of yearly reviews. Embracing tools for continuous feedback ensures that growth and improvement remain ongoing processes.

In essence, solidarity and advocacy are intertwined pathways to empowerment and inclusivity. By embracing these principles, we not only uplift ourselves but also contribute to a more just and equitable world for all.

Final Thoughts

By fostering a culture of solidarity and advocacy alongside creating an inclusive language guide, we can continue to move forward on our journey toward building a workplace where every individual feels valued, respected, and empowered to succeed.

Christine Jones

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Why in-depth reporting is critical to marketers’ success

Choozle — Fri, 19 Nov 2021 10:23:44 +0000

The demand for marketers to prove the success of their digital campaigns is higher than ever before, which is why you need to have reporting that gives you everything you need to make smart and quick decisions.

The right kind of reporting includes in-depth performance data that gives you a holistic look at all your key indicators. It would also include visualizations that help you identify trends and prioritize your optimization decisions. Metrics and data aren’t very useful unless they are presented in the correct context while providing actionable insights for the business. It’s important to have an understanding of what is working and what is not so that you can create strategies that are optimized for success.

Choozle’s new Detailed Reports feature is here to provide you with the in-depth insights that are key to making sound campaign optimization decisions. Understand your digital strategy in Choozle, optimize your audience reach, and showcase your success with Detailed Reports.

Detailed Reports is a time-saving tool that gives you access to real-time performance data. By having a clear picture of your campaign performance, you can spend more time on what matters most—creative development and strategy. From the start of your campaign, check quick views of real-time ad group performance easily from the Choozle platform. Visualize your campaign’s data with graphs, charts, and heat maps to identify trends easily.

Schedule your Detailed Reports to send to your email inbox, as well as other team members’, to stay synchronized as your campaign progresses. Select a data set that you want to track to ensure everyone on your team has exactly what they need. With CSV, PDF, or PNG formats, you’re able to include easy-to-use visualizations for reporting.

Continue to eliminate unnecessary time spent tracking data by setting campaign alerts on the performance metrics that impact performance. Campaign alerts let you set specific thresholds on key data points that are critical to the success of your campaigns. For example, you can set an alert that will send an email if your click-through rate is lower than your set threshold. Or, if your campaign ad spend is greater than your budget you can set an alert that will let you know so you can make the necessary adjustments to meet your campaign’s goals.

Alerts can be set for any metric within Detailed Reports, at both the campaign and ad group level, with conditions described above and more. Use automated alerts to eliminate time spent downloading pivot reports and waiting on the platform. Monitor your campaign’s performance to find out what channels or audiences are working best, so you continue to refine and optimize your strategy.

Choozle’s Detailed Reports are committed to providing actionable and unique insights that marketers need to succeed. Hone in on meaningful metrics like click-through rate (CTR) and return on ad spend (RoAS) by viewing multiple representations of each metrics for ad groups and even specific creatives. Analyze metrics and test creatives against each other based on the performance of specific geolocations, audience sources, or website placements. Detailed Reports aims to offer the deepest marketing insights possible, with the kind of flexibility marketers need.

Choozle’s upgraded reporting system is here to help you make sophisticated optimization decisions faster, so you can start launching more successful campaigns.

Increase speed to market with updated campaign optimization tools
Reduce time spent analyzing oversized pivot reports
Surface metrics to speak to the unique aspects of your campaign
- Analyze and compare top-performing sites, private marketplace deals, ad placement, and fold position
In-depth, live data is viewable at all times
Shared data within teams seamlessly
Identify opportunities for optimizations without lag time or outside reporting tools
Test optimizations and apply what you learn quickly

Your digital advertising success means something to us. We want to see you launch and master the digital campaigns you want to see. That’s why Detailed Reports is the first of many improvements coming to the Choozle platform.

Leverage the power of digital advertising across display, video, mobile, audio, connected tv, digital out-of-home with easy-to-use software, supportive coaches, and the most transparent reporting yet.

We know—planning a marketing budget is a lot to take in. Getting all the pieces together is never easy, but if you’re maximizing your RoAS based on data, building for long-term goals, and are open to new trends and opportunities, you can create marketing success that is greater than the sum of all its individual elements.

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Connected TV Options for the Holiday Season with Sam Rutishauser

Choozle — Tue, 09 Nov 2021 10:55:22 +0000

Sam Rutishauser joined us for a live Choozlechat last month explaining why connected TV is such a good option for highly targeted campaigns during the holiday season. Read the highlights and listen to the full podcast below.

Why is CTV such a good opportunity for the holiday season?

During the winter season and Q4, there are naturally many more people who are spending their time inside and watching television on their favorite streaming services. The amount of viewership and engagement during this time is pretty significant. For a lot of people, getting together and watching holiday movies and live sports during this time is a part of the tradition. Connected TV (CTV) ensures you can align your brand with the festivities while reaching highly engaged audiences.

Why you should consider connected TV

Television, in general, is such a different ad environment compared to other digital strategies. Connected TV can be used as a stand-alone tactic, but it is even better to use in combination with other digital channels. With CTV, you can match profiles to other devices in the household and complement your campaign’s messaging to make it holistic. CTV can be really great for creating sequential messages that continue to follow up with retargeted ads across other devices. The holidays, and the time leading up to the holidays, are so hectic that it is really important to stay top-of-mind and create brand resonance in the household.

Holiday events and brand alignment

Connected TV is a great opportunity to be a part of those seasonal sporting events and holiday appointment television. With traditional TV, it can be hard to tell who is actually watching at times. With CTV, you only serve ads to those who have turned on the TV and selected a specific program, so it is almost always appointment television viewing. Also, ads are generally better received on connected TV as opposed to traditional TV. Surveys show that people are much more willing to pay less for a streaming service with ads as opposed to a streaming service at a higher cost without ads, so there is just a greater buy-in to engaging with the ads on CTV. Connected TV is a great opportunity to create personalized and themed content for the holidays while reaching your target audience at the right place and time.

Listen to Sam’s full Live Choozlechat here:

Connected TV and digital advertising offer so many opportunities to craft a highly targeted campaign that can actually speak to your audiences’ needs in the right context. Connected TV and digital marketing won’t be a one size fits all opportunity for everyone, but that is why we always encourage experimentation to find that perfect recipe for your business.

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The IKEA effect and self-service advertising

Choozle — Fri, 22 Oct 2021 11:37:30 +0000

Many of us have been here before—It’s the beginning of Q4, and you’ve just been tasked with auditing your current media vendors and researching alternative options for the upcoming year. Where do you start? What should you take into consideration? What if you miss out on a great new opportunity on the horizon?

The answer to those stuck with this dilemma is more and more often coming back to one solution—move to self-serve. A daunting idea, I know, but once you decide to switch, you’ll never want to go back. Just ask Ikea.

Ikea nailed this fledgling concept and scaled it up to the multi-billion dollar global corporate behemoth they are now—all without lifting more than a five-cent Allen wrench. Ikea doesn’t even bother to rename the furniture from their Swedish nomenclature into the language of the host country the Ikea is located in, but customers, new and old, will still come in droves to purchase furniture they can’t pronounce properly—imagine being that good at self-serve. And they are.

The IKEA Effect

The “IKEA Effect” concept is that consumers get a better value and trust in products they partially create. You buy it, you build it, and you control where the furniture is placed. Ikea simply acts as the mega-distributor of materials, instructions, and Allen wrenches. You do the rest!

Now, take the Ikea Effect and transplant that concept into the world of self-serve programmatic advertising. Imagine being able to bring your digital marketing efforts in-house, creating and owning your campaigns exactly as you dictate without having to rely on a smattering of media vendors to execute the work for you. Aside from this, the purely economic benefit of cutting out the middle-man is incredibly enticing.

Most of us appreciate having control over our work because it allows us to control the outcomes as well. When you can directly influence the ROI of your next programmatic ad campaign, you take back the control that other marketers have been so accustomed to dishing to managed service vendors. Not only does the control aspect make switching to self-service desirable, but the ability to customize your campaigns when and where you see fit is a luxury that is not afforded at the same granularity with managed service partners. A self-service platform puts you in control of customization.

Take control of your digital strategy and embrace customization

People love highly customizable products. Think of the infinite possibilities of color combinations on Nike shoes or the personalization of items and art pieces bought off of Etsy. Having a personal touch on your items makes you who you are, and it represents how you identify yourself. Consumers have embraced their unique identities, and when you can reach them through unique and targeted strategies, you can speak directly to them.

Choozle gives you the option to customize your campaigns to fit your brand and the personal identity of your target audience. Through tactics like cross-device targeting or digital out-of-home billboards, you can meet your audience in the places that make the most sense for them and build meaningful and memorable experiences for your brand. There is no such thing as a cookie-cutter campaign on Choozle. It is custom-built for your goals and budget. You own the process and fuel stronger marketing campaigns through your experience and the results.

No one knows your clientele better than you, so take ownership of your campaigns and speak directly to the audience you want to get your brand in front of.

Transparency and cost-effectiveness

You can become a master of programmatic with some practice. If you allot enough time to learn from Choozle’s resources, your in-house knowledge of programmatic advertising will create value that you can use in every campaign. Leveraging resources like Choozle academy, our monthly webinars, and weekly blogs, you can always stay up to date on the most recent strategies and tactics available in the programmatic ad space. And if you ever find yourself stuck, Choozle’s account managers are here to help you through any questions or issues you’re experiencing.

If you’re interested in investing in your company’s value, self-serve programmatic advertising may be right for you. Reduce the amount of busywork between launching a campaign and seeing the results. Focus on your marketing strategy rather than extended email threads and excessive communication with an outside agency. Act fast and build campaigns based on what you know will actually work. Take time back in your day for other things, such as strategizing. And not to mention, taking your digital ads in-house is more cost-effective too.

Create real-time optimizations

With access to near-real-time reporting of your digital campaigns, it’s easier than ever to track your success and instantly optimize your campaigns for performance. Focus on optimizing around the goals that really matter to you. Make changes and see the effects the next day. There’s no need to wait for excessive data collection or a support team to respond and make optimization decisions for you; everything is at your fingertips.

When you’re using Choozle as a self-service platform, you get to build your campaigns yourself, but that doesn’t mean you’re all alone through the process. You still have a team of best-in-class Account Managers you can rely on, and a backlog of resources and experience guiding you as you build on your own knowledge. Create the campaigns you want to see and drive the results that matter most to you. And when it comes to evaluating vendors, ask yourself, are they helping you build your own outcomes, or are they trying to fit a square peg into an Allen wrench-shaped hole?

The post The IKEA effect and self-service advertising appeared first on choozle.

How we use our company education stipends

Choozle — Fri, 01 Oct 2021 07:43:06 +0000

Choozle’s culture is built around supporting our employees and making sure they have every opportunity to feel happy when they come to work. From our cabinets filled with delicious snacks to our regular team bonding events, Choozle prioritizes our employees’ happiness and growth to inform our company culture.

Among the unique team member perks we provide, we encourage everyone to use their $250 education stipend each quarter to enroll in courses, classes, or workshops to further their personal and/or professional knowledge. We aim to add more value to our employees’ lives by allowing them to grow however they see fit. Whether they use their education stipend to get into a new hobby or build on their professional knowledge for their position at Choozle, we always want to celebrate our employees becoming the best versions of themselves.

We checked in with just a few of our employees utilizing their quarterly education stipends for some exciting activities and educational opportunities.

Julia Hansen – Growth Account Coordinator

I joined a floral design class at Ladybird Poppy in Sunnyside! The class was “Floral Design Workshop 101” and it was a group of six students. It was hands-on, which I loved. We learned the fundamentals of floral design while actually building a bouquet to take home. My mom took a similar class when she was younger and I’ve always appreciated how she’s been able to bring her flower garden inside by creating bouquets. I’ve always wanted to be able to create my own.

This class taught me that local is always better. The teacher, Sarah, explained that flowers you buy from local farms will last much longer than ones you can buy at the grocery store. One of my favorite things about floral design is that there are no rules and no wrong way to do it. It’s been fun just trying things out! Each flower is different so each design will be different. I’ll keep trying it out on my own, but maybe I’ll take another class at some point! I think I’ll primarily use this for my own home, birthdays, and other occasions where I might want to show appreciation to someone!

Hunter Phillps – Director, Solutions & Partnerships

I participated in a group wine-making class at a shop called Wine & Whey in the River North neighborhood of Denver. The session lasted about three hours during which time we sampled several wine and cheese pairings, learned about the entire process from grape to bottle, and all contributed to the initial fermentation process. Two months later, after the fermentation and clearing processes were complete, we returned to rack off the final sediment and bottle our wine to take home.

I decided to take this class because I’ve always been a wine lover but admittedly knew very little about it. I was curious to learn more about how it is made, what to look for when tasting or shopping for wine, and how differences in geography and climate dictate the type and flavor of the wine. I had brewed a few small batches of beer at home prior to taking this class but never wine. There were some similarities to the process, but for the most part, it was all new to me.

There were two major takeaways from this experience for me. The first was to take time to learn about things you might otherwise take for granted. After taking this class, I have a heightened appreciation for the effort that goes into winemaking, and understanding all of the factors that contribute to the flavor makes drinking wine that much more enjoyable. Secondly, this class reiterated the importance of patience for me. After we completed the initial steps, there was a two-month fermentation period before bottling and we were encouraged to age our wine for another six months after that. Whenever I learn new things I’m usually excited to put them to practice as soon as possible, but in this case, I was reminded that good things don’t come overnight.

As someone who works in marketing, I’ve always had a bit of an affinity for creative branding. I’ll even admit to purchasing bottles of wine based solely on the label in the past. At Wine & Whey, they let you send them custom label designs which they will print for you and provide during the bottling process. I think coming up with the label designs was one of the most fun parts of the process for me.

I’ve actually made a few different batches of wine at home since taking this class. I’ve even experimented with other fruits like cranberries and blueberries, which both turned out pretty well. I’d love to do a private Choozle label batch, I’d call it something like Click-Through-Grape or Real-Vine-Bidding.

Kim Boshart – Product Marketing Specialist

I joined an open workshop where you can essentially build whatever you want. I decided to make a new dining room table. It was technically a group setting but the instructors walked around and helped you individually. They help you select your pieces of wood and teach you how to use the power tools necessary for whatever project you’re working on.

I’m getting married this year and I wanted to build something special with my fiance that would last for (hopefully) decades. It’s something we could even pass down to our kids.

I’ve taken old pieces of furniture, stripped them down, and resealed them or repainted and I’ve built a small coffee table before, but I hadn’t done anything of this magnitude before. And I took a small woodshop class at camp as a kid and I thought it was the coolest thing ever, so I’ve definitely been interested in woodworking for at least ten years.

Woodworking teaches you to slow down and be extremely attentive. It’s a high-stakes hobby in that you could easily lose a finger or do some serious damage to yourself if you’re careless. I think it’s also a good reminder of the benefits of having some digital disconnect. There’s something relaxing about working with organic materials and doing something manually for hours at a time without checking your phone or watching TV.

Woodworking, in general, is so rewarding because in the world we live in, there aren’t a lot of opportunities to do something old-fashioned, so I thoroughly enjoy the time spent just listening to music and working away. There is also the feeling of accomplishment in looking at something you’ve built and knowing the hard work it took to make it. There’s just something therapeutic about working with your hands whether it’s small-stakes crafting like embroidery or high-stakes woodworking.

I’ll absolutely be doing this again. This will not be my last project, and my goal for the future is to have some kind of woodshop out of my garage.

We constantly want to prioritize our team’s growth and balance in life, and by providing unique learning opportunities for everyone we hope that personal growth allows everyone to thrive both in and outside of the office.

We couldn’t imagine growing this company with a better group of people.

Think you’ll love it here? (We think so, too.) Check out our job openings.

The post How we use our company education stipends appeared first on choozle.

Train your team on programmatic advertising quickly and effectively

Choozle — Thu, 29 Jul 2021 10:16:01 +0000

The ascension of digital programmatic advertising has created a rapid expansion of what marketers are expected to be proficient in. From tag management to data management to reporting results, the list goes on. This is a challenging spot to be in not only as an individual entering the programmatic advertising landscape for the first time but especially as a leader in the position to hire and train up talent green to this complex world. Sure, you can take the approach of throwing them in the deep end, and they will likely learn the ropes, but as a leader, you have to consider the time spent ramping up and what happens when a role (or many) turn over and you cannot afford to pay someone who is already experienced. Having the right strategy for programmatic advertising training can be not only a huge efficiency gain, but can also improve your employees’ experience.

I have developed and managed programmatic advertising clients, solutions teams, and technical support teams for close to a decade. During that time, I have facilitated training for MANY new folks just entering the world of programmatic advertising, and I have honed in on a tried and true approach. There will be some upfront homework to do, but I promise that while you may not have the time for it, consider how much redundant time you are spending training and supporting today, and you may be able to justify taking a few hours to create a better system.

Where do you stand today?

Take stock of what on-demand resources you have internally and available through any partnerships (wikis, learning management systems, certifications). The time you spend with a new hire should be used to dig into the nuance, the “what if” types of questions, not the black and white basics. In order to free yourself from spending unnecessary time teaching the basics, you’ll want to invest some time upfront to create on-demand learning content for your team.

Many wikis and learning management systems (LMSs) are out there at varying price points (we use Hubspot and G2 Crowd to make it easy to browse all tools). I highly recommend creating at least an internal wiki that can be used across the entire organization, but if you can’t justify the cost, just start with a free tool, like a shared Google folder. The important thing is to get valuable content out of your head and document it where others can find it. Also, look to your partners to help with the content. Your demand-side platforms and ad servers likely have excellent training materials already. We’ve done this many times to create great training and marketing content quickly. If you can, assign wiki article creation throughout the team and set a goal since this is back burner work. We set aside 1-2 hours each Friday for a quarter and threw ourselves a happy hour as a reward!

Wikis and LMSs are notorious for getting out of date and unruly, so from the beginning assign owners to sections, have an expectation for updating (we do once per quarter), and create an article template for uniformity.

Wikis need to be fed new content regularly to limit the questions coming to you in the long term. Create a culture for you and your team to constantly ask themselves, “could this question be answered by going to our wiki”? If yes, then update accordingly!

This step sounds so boring, I know, but SO much time can be given back to you by creating a training outlet for your folks to go and have their questions answered. People also generally like to help themselves (see self-checkout at the grocery store), so they appreciate having access to the resource.

Early on, we decided to take it another step further and created an LMS that could incorporate videos for more visual learners. We recommend starting with the wiki and then taking on an LMS if it makes sense for your team and organization.

Build a modular training template

Similar to the wiki exercise, we recommend cataloging what topics and milestones you typically run through with someone in programmatic advertising training. We do a four-week training plan that always starts with a “Choozle Core” module which contains information that ANY new hire needs to know. We then have various modules to be completed that speak to different roles and their responsibilities. For example, content is customized differently for Account Manager training compared to a Technical Support Rep’s training.

Each week of training is broken down into categories, on-your-own tasks (sitting-in on client calls, watching webinars), exercises (tests the application of what they are learning), live sessions, and checkpoints. For live sessions, I own a simple Google sheet where I assign different “hosts” for each topic, outline the objective of the session and the date it is to be completed by. I’ve gotten feedback that being trained by multiple people is not only more engaging, but they get to meet more folks on their new team.

For checkpoints, I used to ask, “do you understand” and if they said, “yes,” I figured we were golden! Pretty quickly I got wise to this not being the best measure of understanding, so I started doing weekly checkpoints (mix of oral quizzes, role-playing, and delivered exercises) on topics I absolutely needed new hires to retain by a certain timeframe. It makes expectations super clear, which I’ve found helps people guide their own efforts.

Tips to make it more effective!

Give them permission to learn.

Most folks are eager to contribute ASAP to a new role and will try to fit training in on the side. I tell hires that are new to programmatic advertising to take the next four weeks for training and just be a student of the industry. That is their only job.

Crowdsource questions.

Slack, or another messaging solution, allows for a group chat during training. Questions SHOULD come up, and to help lessen the load on any one person, the newbie can drop their questions in a group chat to get answers (with the expectation they check the wiki first). This also is a great way to identify gaps in your wiki!

Watch this.

Further into programmatic advertising training, incorporate some “look over your shoulder” work time. You can have them review ad campaigns, add them to an email alias, whatever will help them see the actual work they’ll be doing and contextualize things. It will bring up very specific questions (in a good way) also.

Find an easy win.

Find an area they can quickly become proficient and start to contribute to their role. This not only helps them gain confidence and builds momentum, but you’ll see returns on your hire faster. For example, on the Support Team, we put someone new on easy reporting tickets. It helps them learn the system, remove workload from other team members, and feel a part of the team quickly.

Celebrate their wins.

It is a mental battle to learn a new industry and come onto a new team. Something as simple as a coffee or a bottle of wine for a team member that “graduated” from training means a lot and gets them excited to continue to learn.

Get feedback.

You can put a survey link into your training template or check in regularly to get tips on improving the process. I ask new hires how we could adjust to help the next person ramp up more quickly and effectively, and found I get more candid answers than if I have them rate their experience directly.

I hope this provides you some helpful tips on facilitating the training of someone new to the exciting, dynamic world of programmatic advertising. Happy marketing!

The post Train your team on programmatic advertising quickly and effectively appeared first on choozle.

From doing agile to being agile with Mike Baldassare

Choozle — Mon, 14 Jun 2021 07:22:37 +0000

In October of 2020, Choozle invested in me to go to a Scrum Master Certification course through Mountain Goat Software with Mike Cohn. After taking in strategies and best practices from the course I locked myself in a room for many weeks, developing a plan to implement the concepts presented to optimize our development and provide our build teams with a good process structure going forward. Here is what happened, what I learned, and where we are today.

Jump to:

Assessing Agile Practices

Too Many Meetings

Tweak vs. Change

Assessing Agile Practices

We had always been a Scrum committed organization — we started lean and knew at some point we had to move towards a methodology that would scale as we grew. The agility it offers made for a great development experience, and its flexibility matched up with an AdTech industry that thrives by being flexible. Previously I trained as a Product Owner which helped me gain a valuable understanding of how to write user stories and prioritize them — but what was missing was the Scrum basics. The what, why, when, how, and who’s doing it.

I started with a few questions:

What slows us down?
What do we dislike about our current way of working?
What are we doing that looks like this already?

Too Many Meetings

Like many product development organizations, we typically got a little meeting-heavy, especially around planning. Before our most recent implementation, we would gather every six weeks for a design week. It was three to five days of meetings led by Product where Development would figure out what they were building for the next six weeks. Developers often shared that they felt it was wasteful of their time, and Product Managers and Product Owners were left feeling like they were forcing something on Development that they weren’t buying into.

Our adoption of Scrum found the least amount of meeting possible for us to succeed in this agile way of development. We scheduled planning and work-time to fit our teams’ needs without overloading them with meetings.

We’ve adjusted to it be simple. Unless you’re a Monday person (said no one ever), Mondays aren’t great, and one of my developers put it best — ‘Mondays should not be reserved for critical thinking.‘ As a result, we adjusted to a two-week sprint, starting on Wednesdays instead of Mondays. It was an easy change to extend the current sprint three days, and the results were quite beneficial:

Developers got four to five full consecutive days during the sprint to run as fast as they wanted.
The Product team wasn’t required to work over the weekend to prepare for sprint planning on Monday morning, and the whole team was able to boot back up on planning weeks.

Tweak vs. Change

Change can be a tough word to sell people on, period. The team had done things a certain way for a long time and was seeing moderate success. So I didn’t want to come across like a power-hungry noob who just went to scrum school. Instead, I found things we could simply ‘tweak’ instead of ‘change’ — here are some examples:

Design Week: We continued to use many of the same presentations, organization documents, and exercises in sprint planning, but transitioned some of them into tasks we could work into our sprints. In a sense, we brought the spirit of design week into every sprint.
Retros: To streamline, we moved to a Start, Stop, Continue template so that feedback was easily translated to action items the team could own in their sprints. This allowed room for us to be honest about the team’s behaviors, rather than sharing non-specific generalizations that took time to discuss and figure out the actions or behaviors we wanted to start, stop, or continue.
Grooming: We adjusted this activity to be the last Friday of the sprint and allowed time for a check-in. It starts with a question: Are we going to get done all the things we committed to in the sprint? Then it wraps up with traditional grooming, where the Product Owner/Manager presents the new Product Backlog items to developers to ask questions and estimate work. We call this new method Refinement.

The results of these small changes have been quite impressive — the team owns the process independently without extra guidance from me. Applying the principles of what I’ve learned, what works, and what doesn’t, the team is able to focus on answering the important questions of what, when, why, and who. It’s becoming less and less about whether we’re doing it right and much more focused on seeing the framework’s flexibility.

Scrum concepts are easy, but putting them into practice is difficult. Our success comes from the commitment, and from the support that is available from the team. When implementing Scrum you can’t do so half-heartedly, you have to embrace it fully. I’d like to thank the team for being so open to change and owning it every step of the way. And I’d like to acknowledge and thank all of those that came before me at Choozle for building the work practices and culture that allowed us to apply structure to the process and reignite our commitment to Scrum.

About the author:

Affectionately given the nickname “Baldo” because he was one of six Choozlers named Mike when he arrived at Choozle, Mike Baldassare is Choozle’s Scrum Master. A lifelong learner, he loves to solve problems at Choozle – anywhere from keeping the team sufficiently caffeinated to deconstructing data flows and API endpoints, and figuring out how to best implement scrum and agile processes. When not at work, you can find him spending time with his family and trying to break par.

Learn how Choozle’s Product Management team reignites the strategy and purpose behind working together.

Read now

The post From doing agile to being agile with Mike Baldassare appeared first on choozle.

How we work together with Product Managers Julie Pifer and Scott Luna

Choozle — Fri, 28 May 2021 09:00:53 +0000

Working together is a phrase we’ve all heard since our early elementary school days. It’s a critical part of many work cultures and helps move projects forward between specialized teams. But since this concept has been so ever-present, it’s easy to let it fall into the background and focus on your role on the team.

No matter what part of the process you are a part of, it always makes sense to get familiar with all of the context surrounding the project. That’s why we talked with our product management team, Scott Luna and Julie Pifer, at Choozle to help reignite the strategy and purpose behind working together.

Jump to:

What is Product Management?

Open up lines of communication

What tools can we borrow from product managers?

What is Product Management?

“The intersection of technology, UI and business” is where product managers find themselves most often. By having a dedicated role that opens themselves up to the expertise of every team, the product managers can observe, track, and prioritize goals as they ramp up.

Primarily, product managers are responsible for zooming out and looking at the problems from a macro level. They ask the big questions right from the beginning. What is the problem? Is this something we should tackle right now? Who does it affect? And, how bad even is it? But simply meditating on these questions doesn’t help the product at all. It is up to the product managers to go out and investigate every possible answer to these questions. They are dedicated researchers and prioritizers for different stages of development. They collaborate and research with all the teams and clients who build and experience the outcomes.

In order to best understand the goals we set for ourselves, we must also understand the problems our goals are meant to resolve, and why they need to be solved at all. A good place to start is by discovering what success would look like according to every player on the team. The feeling of success is hard to define, but consider how different success feels to a consumer, as compared to a developer on the product team. Once the team understands the problem at hand and what success looks like, product managers can start to work backward and map out the road, from where they are now to a solution. While still asking hard questions throughout the process: is this feasible? How big of a lift is this?

Throughout this roadmapping process, product managers are seeking context to clients’ questions and account managers’ answers, context to the product team’s solutions, and context from the business to help connect the dots in the big picture. They get as much context as they can find. “All feedback is good feedback”. By stepping back, clearly defining a problem, and illustrating a goal, a product manager can begin to break down the teamwork needed to get there. From their vision of success to where they stand today, product managers begin to work backward to understand the best path to success.

Open up lines of communication

In almost every collaborative setting, no matter who you are on the team, opening up lines of communication between roles can help guide transitions smoothly. Tasks and goals within siloed teams can build up fast before even understanding the true purpose of your specialized work. It’s critical to share what you do with the people who don’t know. By adopting the mindset of a product manager everyone can review and analyze the purpose of their goals and cross-reference this information with others to make sure an easier option isn’t being overlooked. While not every organization has dedicated product managers on their team, their efforts can be supplemented by the whole of the team.

What tools can we borrow from product managers?

Julie and Scott were full of insightful ideas on their live choozlechat last month, and they offered a few takeaways and tools that product managers employ to communicate at a high level that we wanted to share with everyone to consider when they begin planning and communicating with teams.

T-shirt sizing:

This is a simple tool used to get a fast understanding of the level of effort required for any given initiative, feature, or task. Most everybody knows how t-shirts work. Small, medium, and large. For specialized positions with unique goals, it can be difficult to understand the work they put into a particular goal. By sharing a t-shirt size of a project or milestone it becomes easier to say, this is a large lift for our team, or, this process can be quick, call it a small.

User stories:

Context is everything to product managers. User stories allow product managers to convey context in real-life terms to other team members who aren’t fully exposed to the user’s experience. User stories can be a living document throughout a product’s life, detailing an accurate persona of who is being served by the product. These stories are a great way to continue asking detailed questions. Who are we talking to? What problem are they facing? What do they want to achieve? How do we know when it’s complete? User stories can help break down issues into smaller chunks when building solutions, but ultimately display the value being provided to the user throughout, ensuring that they are central at every point.

Build, measure, learn:

This is a simple three-step process that Scott encourages in everyday life. By taking on this testing mentality anything can become more simple to learn from and track your results. At every round of development, step back and measure your result, take in your feedback, and really try to learn what it is telling you.

No matter where you are in a company, you can learn a lot from your product management team. Collaboration and open communication can be vital to your success when working with others as well as across departments.

Choozle team Archives - choozle

An Overview of Choozle Employee Benefits with Christine Jones

Core benefits

Variable benefits

The Perks

Christine Jones

Advocating with Confidence for Yourself and Others

Understanding DEIB Advocacy

Strategies for Advocating for Yourself

Strategies for Advocating for Others

Preparing for Advocacy: The Process

Navigating Different Contexts

Addressing Language and Actions: Strategies for Self-Improvement

Closing Thoughts

Christine Jones

Fostering Inclusivity: The Power of Inclusive Language in the Workplace

Welcoming Diversity

Promoting a Sense of Belonging

How We Created This Guide

How You Can Use This Guide

Problematic Words and Phrases

Fostering Inclusivity

Final Thoughts

Christine Jones

Why in-depth reporting is critical to marketers’ success

Connected TV Options for the Holiday Season with Sam Rutishauser

Why is CTV such a good opportunity for the holiday season?

Why you should consider connected TV

Holiday events and brand alignment

Listen to Sam’s full Live Choozlechat here:

The IKEA effect and self-service advertising

The IKEA Effect

Take control of your digital strategy and embrace customization

Transparency and cost-effectiveness

Create real-time optimizations

How we use our company education stipends

Julia Hansen – Growth Account Coordinator

Hunter Phillps – Director, Solutions & Partnerships

Kim Boshart – Product Marketing Specialist

Train your team on programmatic advertising quickly and effectively

Where do you stand today?

Build a modular training template

Tips to make it more effective!

Give them permission to learn.

Crowdsource questions.

Watch this.

Find an easy win.

Celebrate their wins.

Get feedback.

From doing agile to being agile with Mike Baldassare

Assessing Agile Practices

Too Many Meetings

Tweak vs. Change

Read next:

Learn how Choozle’s Product Management team reignites the strategy and purpose behind working together.

How we work together with Product Managers Julie Pifer and Scott Luna

What is Product Management?

Open up lines of communication

What tools can we borrow from product managers?

Read next: