Black Marketers Association of America

Black Marketers Association of America BMAA helps marketers of color in the US succeed in marketing! Learn more at blackmarketers.org

Black Marketers Association of America (BMAA) is an organization developed to connect Black/African American marketing professionals who specialize in the marketing field. Whether you specialize in content marketing, search engine optimization (SEO), or social media management, we’re dedicated to helping you build your skillset, empower you to start and build your business and help you expand your

professional network. Our members have an extensive knowledge base and years of experience while also managing to stay up to date on the latest trends and developments in the industry. Get involved through our many channels to begin connecting with some of the leading marketing professionals across the country.

Looking to grow your marketing network?Join the BMAA LinkedIn Group. It’s FREE and open to non-members.Inside the group,...
02/20/2026

Looking to grow your marketing network?

Join the BMAA LinkedIn Group. It’s FREE and open to non-members.

Inside the group, marketers share job opportunities, introduce themselves, exchange tips and connect with recruiters and hiring managers across the industry.

Whether you’re job searching, hiring or simply building community, this is a space designed to support and elevate you.

Join at: https://www.linkedin.com/groups/12240915

To learn more about BMAA and how to get involved, visit blackmarketers.org

BMAA is growing and we want to grow in your city.We’ve hosted in-person events in Atlanta, Chicago, DC, Houston and LA, ...
02/20/2026

BMAA is growing and we want to grow in your city.

We’ve hosted in-person events in Atlanta, Chicago, DC, Houston and LA, and we currently have members hosting meetups in Chicago.

Now we’re looking for leaders in other cities who want to bring local marketers together.

If you’ve ever thought about building real community where you live, we’ll support you. You don’t have to figure it out alone.

Interested in hosting a BMAA meetup in your city?

Email [email protected]
or connect with Amber Owens on LinkedIn to get started.

For more information about BMAA, visit blackmarketers.org

Let’s keep building this community city by city.

Chicago fam, we’re brewing more than coffee. ☕🖤Jeremy S. Johnson and Somalia S. are bringing Black professionals togethe...
02/17/2026

Chicago fam, we’re brewing more than coffee. ☕🖤

Jeremy S. Johnson and Somalia S. are bringing Black professionals together for Connect Over Coffee, a relaxed and welcoming space to break bread, spill the tea, and build real connections.

This isn’t transactional networking.
This is community.

📍 Chicago
🗓 Feb 27 | 10–12PM

Spots are limited and filling fast. RSVPs close Thursday.

Lock in your seat now via the link in our bio:
https://partiful.com/e/5ColdALXgMDEFpiXKCeB

Pull up. Bring your brilliance. ✨

02/11/2026

Black History Month is a good time to talk about something we don’t discuss enough:
why so many Black marketers are excellent at their jobs but still overlooked for promotion.

Here’s the truth.
Promotions are not just about performance.
They’re about scope, visibility and trust.

Many Black marketers are:
• delivering strong results
• taking on extra responsibility
• supporting teammates and leaders
• holding teams together during uncertainty

…and still being told to wait their turn.

Hard work keeps you employed.
Strategy gets you promoted.

If you’re aiming for a promotion in 2026, here are a few things to focus on right now.

Action steps to take this quarter:
• Audit your scope: Are you already doing work at the next level without the title? Write it down.
• Translate your impact: Start framing your work in outcomes leadership cares about like revenue, retention, efficiency or risk reduction.
• Clarify expectations: Ask your manager what promotion-ready actually means on your team, not just “doing well.”
• Increase intentional visibility: Share progress, decisions and results in spaces where leadership is present.

Helpful resources to explore:
• Your company’s promotion framework or leveling guide
• Job descriptions for the next level up inside or outside your company
• Mentorship or sponsorship conversations with leaders one or two levels above you

At BMAA, we believe career growth isn’t just about talent. It’s about understanding how the system works and learning how to navigate it.

This week, we’re talking promotions.
What actually drives them, what holds people back and how to move forward with clarity.

More coming.

02/09/2026

Speaking is a career lever, not a cash grab
This part requires honesty.

If you want paid speaking one day, you have to decide upfront whether you’re willing to invest unpaid effort now.

That often looks like:
• virtual panels
• community events
• internal company talks
• unpaid workshops
• consistent visibility without immediate return

Yes, this is unpaid labor.
And no, it is not required for your career.
Speaking is an extra lever.
Not your job. Not your paycheck.

It also looks very different depending on your level.

Entry-level marketers
Speaking is about reps, confidence, and clarity. You can speak about what you’re learning, what you’re observing, and how you’re navigating early career decisions.

Mid-level marketers
This is where point of view matters. You have experience and insight. Speaking is about connecting ex*****on to strategy and sharing what you’re seeing play out in real time.

Senior marketers
Speaking is about judgment, pattern recognition, foresight, and how the market has changed. You’re evaluated on how you think, not just what you’ve done.

Here’s the hard truth.
Being a strong and or experienced practitioner does not automatically make you a thought leader that people will want to hear from or pay for their point of view.

If you’re wondering why someone would speak without a check, here’s what speaking does pay you in.
• Credibility – You’re positioned as someone whose perspective matters, not just someone who executes.
• Visibility – You become known beyond your team or company, which matters in industries built on familiarity.
• Career insulation (not immunity) – Recognition changes conversations. You’re not just a line item; you bring brand value.
• Inbound opportunity – Speaking leads to recruiter outreach, contract work, advisory asks, and partnerships over time.
• Optionality – Speaking opens paths to consulting, agencies, boards, and entrepreneurship, even if you never pursue them.

If you want to get paid for speaking, you have to treat speaking like a business.
That means:
• building demand before monetization
• pitching yourself instead of demanding pay
• creating content and sharing POV publicly
• doing the unglamorous, unpaid work first

For deeper guidance, real examples, and longer conversations on this topic, head over to BMAA’s YouTube channel where we break this down further.

02/05/2026

You don’t get paid or compensated to speak because you’re smart
Here’s the part people don’t like to talk about.

You don’t get paid or compensated to speak because you’re smart.
You get paid or compensated because your presence changes demand.

The real question isn’t:
Do I want to be paid?
Should I be paid?

The real question is:
Would people pay to hear me speak, specifically, on this topic?

Ask yourself honestly, and ask your network too:
• would someone buy a ticket because my name is on the agenda
• do I bring a paid audience with me
• are people already seeking out my point of view
• is my perspective in high demand
• does my presence reduce risk for the organizer

If the answers are not a clear yes, then most likely you’re not in a position to command a speaking fee yet, and compensation may also be limited.
That’s not a knock. That’s market feedback.
This is why people like Gary Vaynerchuk get paid.
It’s why Bozoma Saint John, former CMO of Netflix, can command speaking fees now.
Their faces, brands, and points of view bring dollars.

But here’s the part people skip.
They didn’t start there.
Before notoriety and household-name status, there were years of:
• unpaid panels
• brand-adjacent visibility
• reputation building
• showing up without monetizing every appearance

Speaking fees and meaningful compensation follow reputation.
They don’t create it.

If you’re not being paid or compensated to speak right now, that’s not failure.
It’s feedback about where your demand currently sits.

Shout out in the comments what signals you think actually move someone from unpaid to paid or compensated speaking.

In our next post, we’ll break down speaking as a career lever, not a quick cash grab.

02/04/2026

Not all speaking should be paid or compensated, and that’s not disrespect. It’s business.

Let’s clear something up.
Not every speaking opportunity is meant to be paid or compensated.
And that doesn’t mean you’re being taken advantage of.
Speaking is not employment.
It’s market demand.

That’s why many industry conferences, corporate-backed events, associations, and community programs do not pay speakers and sometimes do not compensate them at all. Their business model doesn’t allow for it.
You also don’t get paid or compensated just because:

• you came up with the content
• you applied to speak
• someone asked you to speak
• you put in labor to prepare
• you built a deck

This part matters.

You don’t get paid for the labor of preparing to speak.
You get paid or compensated for demand.
Demand can show up in different ways.

Sometimes speakers are compensated not because of personal notoriety, but because:

• they work for a large, in-demand company
• their employer’s brand carries weight
• the company affiliation adds credibility or draw

In those cases, the demand is for the company, not the individual speaker.
That’s why compensation may look like:

• a comped ticket
• travel covered
• hotel covered
• one or a combination of these

And sometimes, even that is not covered.
Compensation is not the same as a speaking fee, and that distinction matters.
Payment and compensation are tied to demand, not effort.
This is speaking, not a job.

We’d love to hear in the comments what surprises you most about knowing that not all speaking will be paid or compensated and that some speaking will never be for most marketers.
In our next post, we’ll talk about when and why it actually does make sense to charge for speaking.

02/03/2026

AI is now part of the interview bar. Here’s how to use it without sounding sloppy.

Let’s be clear.
AI is not optional anymore.
You don’t need to be an expert, but you do need to show you can use AI intentionally.

1. AI is a multiplier, not a replacement.
Trash in, trash out is real.
Strong marketers use AI to:
• synthesize research
• generate messaging variations
• QA work
• plan experiments
• speed up ex*****on
But human judgment still matters.

2. AI can support interview prep if you’re thoughtful.
You can use AI to:
• refine STAR stories
• practice interview questions
• draft cover letters
• summarize company research
Everything must be reviewed and edited. Thoroughly. Your career depends on it.

3. AI can help with thank-you notes, with care.
If your interview was recorded and acknowledged, and you’re comfortable:
• summarize key moments
• use AI to help structure a thank-you note
Then rewrite it fully in your own voice before sending.

4. Fluency plus judgment is the bar now.
Companies are watching how you think with AI, not just whether you use it.
Curiosity, ethics, and discernment matter more than flash.

What’s one creative way you’ve used AI in your job search so far? Has it helped, or are you still experimenting?

01/29/2026

Cross-functional fit is being evaluated harder than your skills

Here’s something people don’t always realize.
Most interviewers aren’t just asking, “Can you do the work?”
They’re asking, “Can we work with you?”
Cross-functional collaboration isn’t a nice-to-have anymore.
It is the job.

1. Expect to be evaluated on how you partner.
You should be ready to talk about working across teams.

For B2B and SaaS marketers, that often means:
• product
• sales
• customer success
• finance
• legal
• engineering

For B2C, ecommerce, and DTC marketers, that may look like:
• merchandising
• growth or performance marketing
• creative and brand
• supply chain or operations
• analytics
• retail or partnerships
Be ready to explain how you navigated priorities, tradeoffs, and tension without blame.

2. Ask pointy questions, not generic ones.
Skip surface-level questions like “What’s the culture like?”
Instead, tailor questions to the person in front of you.
Examples:
• “You’ve been here for a while. How has the team evolved?”
• “Where does this role usually feel the most cross-functional tension?”
• “What does strong partnership look like in the first six months?”
These questions show preparation and judgment.

3. Industry understanding matters more than before.
Companies don’t just want strong marketers.
They want marketers who understand the industry or are clearly willing to learn it.
If you’re new to the space, say that. Then explain how you ramp and stay curious.

4. Coffee chats are still a power move.
If allowed, schedule short conversations with teammates.
This is listening time, not pitching time.
Understanding pain points here strengthens every interview conversation.
Cross-functional fit is about credibility, empathy, and judgment, not just being likable.
What teams do marketers work with beyond sales that candidates should be thinking about when interviewing?

01/28/2026

The interview bar is higher in 2026.

Here’s what that actually means.
Getting an interview in 2026 doesn’t mean you’re close. It means you’ve met the baseline.
The interview bar is higher now, and companies are using interviews to reduce risk, not just assess skills.
Here’s what that looks like in practice.

1. Metrics are no longer a flex. They’re the minimum.
If you’re mid-level or above, you’re expected to talk about impact.
If you don’t have clean metrics:
• approximate with ranges
• reference dashboards, decks, or outcomes you supported
• ask former managers or teammates for context
If you’re entry-level and don’t have metrics yet, you need a portfolio that shows how you think and execute.

2. “Tailored” means understanding how the role fits the business.
Surface-level research isn’t enough anymore.
You should be able to speak to:
• how this role supports company goals
• recent acquisitions or strategic shifts
• where marketing fits into growth, retention, or expansion
• what the team seems to be prioritizing right now
This is why mid-level candidates should tier roles.
Go deep for top choices. Don’t do this level of work for every application.

3. STAR is still required, but strategy is the differentiator.
Your stories should connect:
• the problem
• the decision you made
• the tradeoffs
• the outcome
• and how that thinking applies here

4. Expect a longer, more complex interview process.
A common flow now looks like:
• recruiter screen
• hiring manager
• panel, often cross-functional
• senior leader or VP
Some companies ask for projects. Some don’t.
If you don’t do projects, be ready with a portfolio or comparable work.

5. Thank-you notes are not optional anymore.
This is an employer market.
Send thank-you notes to:
• the recruiter
• the hiring manager
• the panel
• everyone you interact with
That includes coffee chats, senior leaders, and anyone who took time with you. Every touchpoint counts.
No one’s asking you to be perfect, but you do need to perform and over-perform more than you used to.

6. Control what you can. Release what you can’t.
Budgets change. Roles get paused. Priorities shift.
That’s not always feedback on you.

As long as you prepared well, showed up clearly, and followed through professionally, you did your part.

What’s something you’ve noticed is now part of the interview process that wasn’t there just a few short years ago?

01/27/2026

How to increase your odds of converting from contract to full-time

Not every contract is meant to convert, but many can if you move intentionally.

Here’s what actually improves your chances.

1. Get clear on success early
Ask upfront:
• what success looks like in the first 30, 60, and 90 days
• how your work will be evaluated
• what gaps you’re being brought in to fill
Clarity sets expectations and protects you.

2. Execute first, then expand
Before asking for more work:
• make sure your core responsibilities are handled flawlessly
• remove any doubt about your performance
Once you’re solid, then offer help on adjacent projects.
Asking for more before you’ve proven yourself is a no in the contract world.

3. Build relationships beyond your manager
Conversion decisions are rarely made by one person.
Make time for:
• cross-functional partners
• stakeholders impacted by your work
• informal coffee chats once a week if possible
Listen more than you talk. This is not pitching time.

4. Show interest in the business, not just the role
If you want to convert, understand:
• how the company makes money
• where priorities are shifting
• what teams are understaffed or overloaded
If you pitch a full-time path, make sure it solves a real business need, not just something you want to do.

5. Have the conversion conversation
Do not assume.
Ask:
• whether full-time is a possibility
• what would need to be true for that to happen
• what timing and budget constraints exist

Even if it does not convert, strong performance plus relationships can lead to:
• referrals to other teams
• introductions for open roles
• long-term advocates

Sometimes the win is the company, not the exact role.

What helped you convert a contract, or what did you learn when one didn’t convert?

01/23/2026

How marketers should think about contract rates realistically

Let’s talk rates without pretending this is a full-time salary negotiation.
Contract rates are usually set budgets, not open-ended conversations.

Here’s how to think about pricing yourself realistically.

Start with your last full-time role
If you’re new to contracts, take your most recent full-time salary and convert it to an hourly rate.
That gives you a baseline, not a final number. Adjust for scope and responsibility
Ask yourself:
• Am I owning strategy or just ex*****on
• Am I expected to ramp fast with little guidance
• Am I accountable for outcomes or tasks
More ownership and faster ramp equals higher rates.

Factor in benefits you’re not getting
Contracts often do not include:
• paid time off
• healthcare
• long-term disability
• unemployment protection, especially for 1099 roles
That’s why contract rates are often higher than salaried equivalents.
Be honest about budget reality

Most contract roles already have a set rate or range.

If the role is through a staffing agency, the rate is usually the rate. Negotiation is often limited or nonexistent.
If you give a number, expect:
• that number to be the ceiling
• or the offer to come in slightly lower
This is not the time to anchor low and renegotiate later. That usually does not work.
Know when not to apply
If the rate is below what you’re willing to accept, do not apply assuming you can negotiate. In most cases, you cannot.
Realism protects your time and energy.

How did you land on your current contract rate, or what do you wish you knew sooner?

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