Latest / The Marketing Career Podcast with Fexingo: Marketing Jobs, Skills, and Career Growth / How Marketing Generalists Use Skills Based Hiring Platforms
Transcript
- Lucas: So you've got fifteen years of marketing experience, you've managed campaigns that drove real revenue, but the applicant tracking system at a company you're targeting just scanned your resume and never surfaced you to a human. That scenario is maddeningly common — and it's exactly the problem that a growing number of skills-based hiring platforms are trying to solve. Luna: And we're not talking about LinkedIn here. There are newer platforms — Revelo, foraged.com, a few others — where the whole premise is that you prove what you can do instead of listing where you've been. Lucas: Right. I want to focus on how a mid-career marketing generalist — someone who isn't an entry-level junior but also isn't a CMO — can actually use these platforms to land a role. Because the playbook is different from a standard job board. Luna: Let's start with Revelo. I've been poking around on it. It's originally known for connecting Latin American tech talent with US companies, but they've expanded into marketing roles. The core mechanic is that you complete skill assessments before you can apply. Lucas: Exactly. And that's the key philosophical shift. On Revelo, you don't apply to a job cold and hope your resume gets read. You first build a profile by passing assessments in areas like content strategy, SEO, analytics, campaign management. Once you've demonstrated competency, the platform surfaces you to employers who are looking for those verified skills. Luna: It flips the power dynamic, doesn't it? Instead of you chasing openings, companies come to you based on what you've proven you can do. Lucas: That's the promise. But the tactic that works for mid-career generalists is to treat Revelo like a portfolio, not a resume. Don't just take the generic assessments — look for the ones tied to specific tools or methodologies you've used. If you've run HubSpot campaigns, take the HubSpot-focused assessment. If you've built attribution models, take the analytics one. Stack those credentials. Luna: And that builds a signal that you're not just a one-trick pony. A generalist who can show verified skill across SEO, paid media, and CRM — that's exactly the profile a high-growth company wants. Lucas: Now, foraged.com takes a different approach. It's a marketplace where companies post 'challenges' — real problems they're facing — and marketers submit solutions. It's more competitive, but the upside is that your work is what gets you hired, not your job titles. Luna: I've seen a few of those challenges. One from a B2B SaaS company asked marketers to build a three-month demand gen plan with a specific budget. The winning submission got an interview, and the runner-up got a freelance contract. Lucas: That's the model. For a generalist, the strategy is to pick challenges that require cross-functional thinking. Don't just submit a Facebook ad plan — submit something that weaves together content, email, and partnerships. Show that you see the full funnel. Luna: And the feedback loop is instant. You submit, the company reviews it, and you often hear back in days instead of weeks. That's a huge difference from a typical corporate hiring cycle. Lucas: So the tactical recommendation for listeners is this: pick one platform — I'd start with Revelo if you're more traditional, foraged if you're comfortable doing a project — and commit to completing at least three assessments or challenges within a month. Treat it like a side project. The data on the platform itself shows that candidates with three or more verified skills get contacted at double the rate of those with just one. Luna: Is there a downside? I've heard critics say these platforms are just creating a new kind of credentialism — now you need the right badges instead of the right degree. Lucas: That's a fair concern. But I'd argue it's a different kind of signal. A badge from Revelo says you passed a live assessment, not that you sat through a semester. That said, there is a risk that as these platforms scale, companies start requiring a minimum number of badges, which could gatekeep people who don't have time to earn them. Luna: So there's still a privilege factor. But it's more actionable than a degree requirement — you can study and pass an assessment in a weekend. Lucas: Exactly. And that's the trade-off. The platforms also have a network effect problem — they're only useful if enough employers are on them. Right now, Revelo and foraged are growing, but they're not yet mainstream. A mid-career marketer should use them as a complement to LinkedIn and referrals, not a replacement. Luna: One thing I noticed on Revelo is that some of the assessments are free, but the more advanced ones require a subscription. Is that worth it for a job seeker? Lucas: If you're actively searching, I'd say yes. The subscription is about thirty dollars a month — less than a coffee subscription, honestly — and it unlocks the assessments that actually move the needle. The free ones are too basic; they just test vocabulary. The paid ones simulate real campaign scenarios. Luna: And you can list those badges on your LinkedIn profile, so even if you don't get hired through the platform, you still get a credential you can use elsewhere. Lucas: That's a smart point. There's a secondary benefit: the badges and challenge submissions become portfolio pieces. I've talked to hiring managers at companies like Zapier who told me they look for those badges on LinkedIn as a screening short cut — even if the candidate didn't apply through the platform. Luna: So it's a signal that you're proactive and skilled, regardless of where the job comes from. Lucas: Right. And that's the long game. The companies that are early adopters of skills-based hiring tend to be more progressive in general — they're more likely to value demonstrated ability over pedigree. So even if the platform doesn't land you a job directly, it puts you in front of the kind of employers who think that way. Luna: That's a good filter in itself. I'd rather work at a company that hires based on what I can do than one that just checks boxes. Lucas: Speaking of checking boxes — if these marketing conversations have sparked something you've actually used, whether it's a strategy we discussed or a tool you tried, that's exactly the kind of signal that tells us this work matters. We keep this podcast ad-free because listeners like you support it directly. Luna: Yeah, and it's a small thing, but it makes a big difference. If today was worth a coffee to you, that's the link — buy me a coffee dot com slash fexingo. Lucas: Honestly, even just knowing people find value in these deep dives keeps us going. Now, back to skills platforms — one more tactic I want to mention is layering these platforms with your existing network. Luna: How do you mean? Lucas: When you earn a badge or complete a challenge, share it on LinkedIn and tag people in your network who work at companies on that platform. It starts conversations. I've seen cases where a simple post like 'Just passed the HubSpot campaign management assessment on Revelo' led to a DM from a recruiter. Luna: So it's not just about the platform — it's about how you amplify the signal. Lucas: Exactly. The platform gives you the credential. You give it context. And that combination is powerful. Luna: Alright, so to wrap up: pick one platform, do at least three assessments or challenges, and then broadcast what you've done. That's the playbook. Lucas: And if you're already using skills-based hiring, or you've hired someone through one of these platforms, we'd love to hear about it. Drop us a note — you know where to find us. I think this is one of the most promising shifts in how marketing careers actually get built. Luna: Agreed. It's early, but it's real.