This app is a new market place where analysts / research providers can value their researches online directly to investment managers. But investment managers are hard to reach. I need to figure out what would be their motivations to sign up to the app.
You could also try to establish a group of analysts that would meet with you (virtually or in-person) that would act as an advisory group, in exchange for seeing their product inputs considered, or possibly a period of free use of the app.
The best way to find out their motivations for signing up is to ask a bunch of them. If you approach them by saying you want to pick their brains as subject-matter experts, you might find they are interested in providing input, which is exactly what you're looking for.
You could also look for a local or online association of analysts or researchers, and see if you can give a presentation to them on what you think the top app needs are, and see what feedback you get.
Start a group in LinkedIn and reach out to potential prospects to join the group. Don't just talk about your product with every post. Post interesting stories about your industry and even post other types of information for entertainment. I started a property management group not to sell anything, but to share and I am close to 3,000 people with pretty much no effort. If I had applied myself I could have probably had 10k.
You could also have a one page landing page (website) that seeks leads with an online submit form. These work very well and they are open 24-7.
The way you convert these leads will be with a good presentation. Try it and tweak it for the best results. You are basically an actor with a script. Get a good script and don't deviate from it unless you see that it's not producing results or even taking to long. Change it often to try new things.
One last thing to keep in mind. What works today may not work six months from now. You have to always be trying new ways to get yourself out to the market place. If you can realize that success is being able to change and grow when needed you will be the tops in your class. Most fail because they do the same thing over and over.
I have been in business 25 years this coming April and I have changed to meet the demands of my clients and customers on a regular basis. One of the best ways to find out what they want is to ask them.
If I can be of service to you let me know and give me a call. I have help many businesses, hotels and apartment complexes reach higher financial goals and give them ideas they have never thought.
It can be overwhelming sometimes, but the excitement of something finally working is well worth the effort in finding what works best for your situation. Good Luck!
Be it investment manager or any other managerial position to be filled up, it is always a tricky because to attract and convert them you ned to hire a handful of them.
1. Advertise the role’s challenges — not just benefits.
When crafting a job description for an open leadership role, you may be tempted to highlight the positive selling points of a role to create the best possible first impression to potential candidates. Company positioning is important but finding the best candidate will require transparency into the challenges they will be inheriting once they start. Your ideal candidate will not be looking to step into a role where they will be complacent in their daily activities. In Hired’s recent job seeker study The Opportunity Index, it was reported that a large majority of job seekers are looking to join a team that matches their skills.
2. Consider promoting emerging internal leaders.
If you are looking for a leader to head up a team, consider promoting a current employee who already knows how your business functions. Internal mobility not only reduces ramp up time into a new a role but also sets a positive precedent for growth opportunities within your organization that others may be considering as they plan their career. By promoting from within, it creates opportunities for career growth that ultimately contribute to employee morale and help retain talent you have worked hard to attract.
3. Do not fixate on management experience (or lack thereof).
As you begin sourcing and deciding whether a person is a qualified candidate, look closely for someone who is displayed dedication to their work and has experience providing cross functional support. Strong signs of a leader include a high level of emotional intelligence, effective communication skills, a passion for solving problems that others may shy away from, and the ability to motivate & inspire their team towards results. With that said, during the interview process take time to ask thought provoking questions that reveal their approach and help you evaluate whether they are judgement aligns with your company’s values.
4. Expand your search beyond local talent.
Do not limit your search for a new manager to your local area. As you receive applicants for the available position, be sure to have open dialogue regarding their interest to relocate. A candidate that is prioritizing taking on the right opportunity will feel mutually motivated to invest in relocating to take on a challenge.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath
