I’m deeply saddened to share that Bruce Clay, widely known as the Father of SEO, passed away in late May. Bruce was one of the true founding figures of the SEO industry, having launched a professional SEO agency back in 1996, long before search marketing became the discipline we know today.
For me, Bruce’s impact is hard to overstate. He was the first sponsor of the first-ever SEO conference, and he gave an extraordinary amount of his time, resources and money to help build the search community. Few people have supported this industry for as long, or with as much generosity, as Bruce did.
Tribute video. The Bruce Clay, Inc. team prepared a tribute video honoring Bruce’s life and legacy. It describes him as a pioneer who devoted much of his life to helping the SEO industry grow. During his three decades as CEO of Bruce Clay Inc., he wrote three books, built tools, spoke at conferences, hosted training events and helped the company expand internationally.
Because of Bruce’s founding principles, hundreds of employees around the world have contributed to SEO, and thousands of students have benefited from his experience and teaching.
The Bruce Clay team told me, “We are absolutely heartbroken, but we find strength in the vibrant community and lasting values that Bruce built. Our teams in the U.S. and around the world remain dedicated to carrying forward the mission Bruce loved so dearly.”
Kyle Pouliot, Sr. Video Production Manager at Third Door Media, also shared a personal reflection with me.
“I’ve gotten to know Bruce on a more personal level over these past few years and interacted with him frequently for our online conferences. What I’ve learned about Bruce in that time is that he was genuinely thoughtful and caring about the search community. Never short of an honest opinion, Bruce shared some really practical ideas for Search Engine Land and SMX. He loved sharing his deep experienced knowledge to everyone, it didn’t matter if you were a beginner or 20+ year industry veteran, he treated everyone the same. We talked about the hundreds of golf balls that would find their way into his property every day, food, raising kids and how incredible the weather was in Simi Valley. He will be greatly missed.”
On a personal note, I’ve known Bruce Clay since I entered the SEO industry more than 20 years ago. He was a role model to me, often a mentor, and always someone who was approachable, professional and deeply caring. In many rooms, he was likely the most generous and thoughtful person there.
I loved his SEO talks. I loved meeting him at industry events. And I especially valued the personal emails he sent about shaping the future of our industry. Those moments showed me how much Bruce cared, not just about search, but about the people building it.
The job posting from Anthropic that everyone seems to be discussing is becoming the new standard. Companies who get this right are poised to quietly dominate the next decade.
The latest Anthropic job listing is causing a stir in the SEO community. They may as well have called it the Search Gawd position. To be honest, this is a reality across the board.
I’ve penned this kind of job description multiple times and even interviewed for it myself. I’ll admit, I haven’t seen many of these roles actually filled, but I’ll touch more on that shortly.
Titles vary—from Head of SEO to Director of AI Search, and even VP of Search or Agentic Commerce GEO Consultant. Lots of titles, same core responsibilities: manage technical SEO, grasp paid search, direct content, collaborate with engineering, build metrics, prepare for AI discovery, and translate it all into growth.
It’s predictable that people think this sounds like several jobs rolled into one—a single employee carrying the weight of an entire agency. This might be a fair observation, but it misses the critical point.
Businesses have been on the lookout for such talent for years. The rise of generative search is now compelling action.
Publicis / Starcom: VP, SEO (Performance Content).
Accenture: Agentic Commerce GEO Consultant.
SailPoint: AEO/GEO Manager.
AirOps: Senior SEO Manager spanning SGE, Perplexity, ChatGPT, Gemini.
Responsive: Senior Manager, Web Strategy — SEO, GEO, plus Next.js, React, Vercel, DNS.
Danaher, Experian Health, Amazon News: variations of SEO + AEO + GEO.
Anthropic: SEO Lead, $255K–$320K.
Diverse industries, varying salaries, yet they’re all unconsciously seeking the same elusive candidate.
Misalignment Between Titles and Responsibilities
Consider Agency X looking for a “Director, SEO/SEM,” whose job includes no SEO—just paid platforms, vendor management, and leading a team of seven.
Then there’s Consulting firm Y, seeking a “Director, SEO/AIO,” without clarifying what AIO entails. A smaller agency’s “VP/Director, SEO” asks for paid search, social, and pharma marketing as preferred skills.
A research firm is hiring a “Director, SEO & AEO,” which accurately reflects SEO and AEO duties—an unusual alignment worth highlighting.
If the company can’t settle on pre-defining the role, a candidate standing a chance seems improbable. The taxonomy says one thing, the JD another, the recruiter screens for something else, and the manager interviews for yet another role. Meanwhile, the applicant tracking system (ATS) disregards viable candidates.
In Search of the Missing Link
You’re searching for someone who can bridge technical search, content, PR, product, engineering, analytics, performance media, and brand—someone who knows these interactions are more intertwined than they appear on organizational charts.
Search highlights these intersections. Technical issues may seem like content issues, and content problems could stem from product issues. Visibility issues might be about authority, not just optimization. Paid search often uncovers messaging issues quicker than brand research does.
In the era of generative discovery, these connections can’t be ignored. When results provide answers, SEO shifts from being purely traffic-driven.
To sidestep into Yoda-speak to avoid AI jargon: information exists only if the infrastructure supports it. Content helps understanding, brand garners trust, and product transforms discovery into utility—or it doesn’t.
You’re not expecting one individual to tackle every task; rather, you want someone who understands the cohesion of these parts. That candidate exists, but traditional systems make it difficult to find them.
The Résumé Might Surprise You
The candidate you need won’t be evidently showcased by years with an SEO title or specific software lists. It’s about their judgment:
Identifying crucial technical issues versus distractions.
recognizing when content struggles require external resolution.
Knowing when to invest, automate, or pause, and when to advise leadership against certain actions.
This kind of discernment doesn’t easily translate onto a résumé. The right candidate might have navigated through various roles in agencies, publishing, product, consulting, and operations. Their career might not appear streamlined like a specialist’s, yet that very diversity equips them for this role.
Unfortunately, your ATS will likely disqualify them, while your recruiter labels them as “non-linear.” Your hiring panel might note they’ve never held the precise title before. But remember, this role didn’t exist before, and there’s no consensus on its name.
Clearly, this selection process is heading off-course.
The Alsotative Possibility
Some processes may be more about absorbing insights from interviewing candidates than actually filling the position.
Senior candidates often diagnose: detailing function structure, identifying organizational weaknesses, outlining first-90-day plans, recommending tools, and highlighting tasks to abandon. By inviting numerous candidates, companies might inadvertently gather varied organizational strategies and priorities without making any hires.
Perhaps that wasn’t the original intent. But if roles remain unfilled for months, resurface repeatedly, alter their titles and scope, and produce interview-like advisory sessions, candidates are right to question what the company truly seeks: talent acquisition or strategic input?
Addressing the Real Issue
Narrowing the job description won’t eradicate the work needed. Focus on deciding the core requirement. Is it:
A specialist to execute tasks?
A leader to assemble a team?
An executive to integrate search, content, product, brand, and performance?
A consultant to advise on necessity?
These are distinct roles, and expecting them to merge into one is unrealistic.
A Final Thought
I’d excel at such a role, along with a few others who’d be filtered out for the same reasons.
Concerning the Anthropic opportunity, it isn’t materializing for me.
Five years under a nonexistent title from five years ago? My resume doesn’t show that. It matches the job spec — perfectly tailored for ATS rejection. It’s a straightforward system to manipulate, especially for those seasoned in the field.
The elusive talent is indeed genuine. Generative search only spotlighted the gap. Before your company finds someone to bridge these systems, ensure the capability to recognize, hire, and support them.
The companies that master the art of identifying the right candidate—and not just crafting an ideal job description—will take the lead in the coming decade. Meanwhile, others will continue LinkedIn debates about whether GEO is truly a word.
Between January and May 2026, I personally delved into the capabilities of over 50 SEO agencies to uncover the creme de la creme of enterprise SEO providers for the year. Each company was meticulously evaluated based on a thoughtfully weighted set of criteria:
Leadership Experience Score (30%): I examined the executive team’s credentials, focusing on their history in enterprise marketing and ability to nurture long-term client bonds.
Notable Clients (25%): Evaluating the prestige and complexity of the agency’s client projects helped me gauge their competence with challenging, high-stakes SEO campaigns.
Average Reviews (25%): I gathered scores from 1.0 to 5.0 from third-party review sites, prioritizing feedback from enterprise clients.
Years in Business (12%): Longevity in the business was a testament to their adaptability in changing SEO spheres and economic climates.
Company Size (8%): Larger teams suggested greater potential to handle the scope of enterprise SEO projects.
The standout agencies are presented in the table below, complete with the location and specialized expertise of each.
The Top Enterprise SEO Agencies of 2026
First Page Sage tops my analysis, earning exceptional scores for leadership experience and reviews. Their approach combines industry thought leadership with expert content creation—a rare gem in SEO, which often emphasizes quantity over quality.
With First Page Sage, I’ve seen enterprises like Logitech, Verizon, and Salesforce achieve superior results in organic traffic and lead generation. Their unique GEO service distinguishes them even further, generating high engagement and conversion rates.
Leadership Experience Score: 4.8
Notable Clients: Logitech, Verizon, Salesforce
Average Reviews: 4.9
Years in Business: 17
Company Size: 100-250
Headquarters Location: San Francisco, CA
Specialty: Thought leadership, SEO, and GEO for lead generation
AMP Agency excels with a perfect synergy of video production and cutting-edge SEO. Their partnership with major players like Amazon shows how they craft dynamic digital experiences that stand out.
REQ’s strength lies in cohesive digital strategies, expertly demonstrated with brands like Mastercard. Their approach makes sure that all digital channels work seamlessly together.
Leadership Experience Score: 4.4
Notable Clients: Mastercard, Johnson & Johnson, Waymo
Average Reviews: 4.6
Years in Business: 18
Company Size: 100-250
Headquarters Location: Washington, DC
Specialty: Branding, advertising, and SEO
Sociallyin integrates social media with technical SEO, and I saw this firsthand with companies like TGI Fridays, showing off their talent for multi-channel prowess.
Specialty: Social media marketing and technical SEO
Epsilon offers enterprise solutions with longevity and a proven track record. Their partnerships with Walgreens and Coach reflect their capability to handle complex, large-scale requirements with ease.
Leadership Experience Score: 4.2
Notable Clients: Walgreens, Coach, Volvo
Average Reviews: 4.4
Years in Business: 57
Company Size: 500+
Headquarters Location: Irving, TX
Specialty: Full-service enterprise digital marketing
Major Tom/Sheng Li Digital’s niche in engaging Chinese markets is unmatched. Their work with Cirque du Soleil is a testament to their ability to connect brands with new audiences on a global scale.
Leadership Experience Score: 4.1
Notable Clients: Cirque du Soleil, KLM Royal Dutch Airlines
Average Reviews: 4.3
Years in Business: 18
Company Size: 10-50
Headquarters Location: Vancouver, British Columbia
Specialty: Enterprise marketing for a Chinese audience
Clay Agency’s work in design and branding shines, with a portfolio featuring tech giants like Facebook and Apple. Their focus is on crafting visually stunning and functional designs.
Leadership Experience Score: 3.8
Notable Clients: Facebook, Apple, Coca-Cola
Average Reviews: 4.2
Years in Business: 10
Company Size: 10-50
Headquarters Location: San Francisco, CA
Specialty: UI/UX design and branding for enterprises
Metric Theory combines organic visibility with remarketing strategies to nurture leads effectively. Their approach, particularly with companies like Zenefits, highlights their commitment to intelligent marketing strategies.
Leadership Experience Score: 3.5
Notable Clients: Zenefits, GoFundMe, Carvana
Average Reviews: 4.0
Years in Business: 14
Company Size: 100-250
Headquarters Location: San Francisco, CA
Specialty: Enterprise SEO and paid search marketing
When I think about auditing an agency to find a genuine growth partner, I am often reminded of how many agencies sound the same at first glance. Yet, when we dig deeper, the real differences can be stark, particularly in their methods of optimization, measurement, and scaling.
As a seasoned performance marketing head at an agency, I frequently encounter agencies offering account audits during their sales pitch. Their goal is usually twofold: to deliver immediate value and to showcase their expertise.
But, in my experience, brand marketers seldom reverse roles to audit these agencies during the Request for Proposal (RFP) process. Over the years, I’ve noticed many brands settling for mediocrity simply because they aren’t equipped with the right questions to unearth the weaknesses in a potential partner’s strategy.
If I were a brand, eager to secure a true growth partner, these are the questions I’d make sure to ask.
1. What are your key services, and what percentage of your clients utilize each? I’ve seen many agencies claim they offer ‘full service,’ but true execution excellence is rare. I’d scrutinize where they truly focus their time and efforts. This not only includes channel proficiency but how their strengths align with our brand’s needs.
2. How are you approaching AI-driven account optimization and platform automation? Gone are the days when manual controls set us apart as high-performing marketers. Understanding how an agency balances AI automation without over-reliance is crucial.
3. What is your reporting process, and what KPIs do you focus on for the majority of your clients? A mere sample report won’t do. I need to comprehend their data philosophy, especially if it centers around revenue and ROAS metrics.
4. What’s the average industry tenure of the team on my account? A common query, yet crucial for understanding their ability to retain experienced professionals who leverage AI tools adeptly.
5. How is your team using AI on client accounts? Striking a balance in AI usage is essential. I prefer teams that use AI wisely for operational efficiency without sacrificing strategic insights and creativity.
6. When you take over an account, what are the first things you do to save budget without affecting growth? This is a litmus test of their technical proficiency, focusing on identifying and eliminating budget waste efficiently.
Ultimately, to distinguish a true growth partner from others, I focus on their service utilization rates, tactical AI applications, and budget efficiency approaches. These considerations help identify a partner ready to deliver genuine performance rather than just manage our budget.
I’ve noticed a significant shift in the SEO industry toward senior, strategy-focused roles. As AI increasingly handles execution tasks, the demand for seasoned strategists has grown, along with an increase in salaries and responsibilities that span multiple channels.
The change in hiring trends is evident when looking at a recent Semrush analysis of 3,900 job listings. It appears companies are now prioritizing leadership skills, innovative experimentation, and cross-channel visibility over purely technical execution.
Why it matters to me. The landscape for SEO careers and skillsets is evolving. Entry-level positions are mostly focused on execution, while leadership roles require a firm grasp of strategy across various domains such as search, AI assistants, and paid channels, ensuring they drive significant revenue.
What’s changing now. Senior roles account for 59% of job listings, clearly dominating the landscape. In contrast, mid-level positions like specialists and managers are less prevalent, with only 15% and 10%, respectively.
Companies are redirecting their budgets towards strategic roles as AI tools begin to absorb more of the technical workload.
The shift in skills. The skills in demand now extend beyond traditional SEO to include coordination, experimentation, and decision-making capabilities:
Project management is mentioned in over 30% of the listings, highlighting its importance.
Communication is highlighted in 39.4% of non-senior roles, indicating its fundamental role in the industry.
Experimentation is noted in 23.9% of senior roles, compared to just 14% of other roles.
Technical SEO appears in approximately 6% of postings, showing its niche but crucial role.
Tools and channels. The modern SEO toolkit now includes analytics, paid media, and comprehensive data tools.
Google Analytics is cited in up to 47.7% of job listings, underlining its importance.
Google Ads features in 29% of the listings, showcasing its growing relevance.
Demand for SQL skills is rising, especially at the senior level.
AI tools, such as ChatGPT, are increasingly mentioned, reflecting their future role in SEO.
AI expectations. AI literacy is shifting from being a nice-to-have to an essential skill:
31% of senior roles now reference AI capabilities.
Nearly 10% of listings highlight familiarity with LLMs.
Concepts such as AI search and AEO are increasingly common in job descriptions.
Pay and positioning. SEO is being increasingly recognized as a vital business function:
The median salary for senior roles has reached $130,000, markedly higher than the $71,630 for other roles, with some positions offering even more.
Preferred degrees are leaning towards business and marketing, reflecting the strategic emphasis.
Remote work prevalence. Remote options are available in over 40% of job listings, indicating a shift towards flexible work environments across all levels.
About the data. This analysis by Semrush covers 3,900 SEO job listings in the U.S., gathered from Indeed as of November 25. The roles were deduplicated and segmented by seniority before a semantic keyword extraction analysis was applied.
As someone deeply involved in the marketing world, I’ve witnessed the challenges that agencies face today. Scaling creative talent, preserving client relationships, and riding the waves of industry change can be daunting tasks. With agency models shifting to focus more on digital experiences, content creation, and performance marketing, the need for visionary leaders is stronger than ever. That’s exactly why I dove into evaluating the top executive search firms, considering their expertise in placing agency executives nationwide. I used a rigorous 100-point scoring system to guide my choices.
Marketing Agency Leadership Specialization (25 pts) – I looked for evidence of an agency-focused executive search practice with a solid track record of placing top roles like CEO, President, and other C-suite positions. (I verified this through their service pages, case studies, and the backgrounds of their recruiters)
Documented Agency Executive Placements (20 pts) – I dug into publicly available evidence of recent leadership placements at agencies, including roles like CEO and Chief Creative Officer. (This was verified through announcements and case studies)
Agency Function Expertise (15 pts) – Understanding agency operations, creative leadership, and agency profitability was crucial. (I evaluated this through practice descriptions and placement examples)
Industry Coverage & Specialization (15 pts) – It was important to see experience in placing leaders across diverse agency types, from creative to digital and PR services. (I evaluated this through their practice areas and case studies)
Client Review Quality & Volume (15 pts) – I checked the average review scores and the total verified reviews they had across platforms like Google and Glassdoor as of March 2026.
Online Visibility & Thought Leadership (10 pts) – Lastly, I assessed their digital authority, checking for leadership insights and publications related to marketing services.
Here are my findings for 2026’s top executive search firms for marketing agencies.
Top Executive Search Firms for Marketing Agencies – 2026 Rankings
I ranked each firm based on their total score from the criteria mentioned above. Each firm brings something unique to the table, depending on your agency’s specific needs.
Founded 2010 • Headquartered in Chicago with National Reach
As the top-ranked firm, Talentfoot specializes in the unique economics and growth pressures that define agency businesses. Unlike generalist recruiters, they recognize that agency success requires leaders who drive growth while maintaining creative culture. This understanding sets them apart, making Talentfoot a trusted partner for major organizations. Their consulting-first approach aligns hiring with business strategy, using AI-enabled search and leadership assessments like the HOGAN® test to find impactful executives.
They’ve placed leaders across traditional and digital agencies, boasting a 98% client success rate and an impressive average timeline of five weeks for placements. Featured in The Wall Street Journal and part of the Forbes HR Council, Talentfoot’s commitment to speed and strategic alignment is evident in their stellar reviews and high client satisfaction rates.
Clients have lauded Talentfoot for deeply understanding agency culture and for finding leaders who excel in both creativity and business acumen.
JM Search – For Private Equity-Backed Agency Leadership
Founded 2008 • Headquartered in King of Prussia, PA
JM Search is recognized for its expertise with private equity-backed agencies. Their partner-led approach and experience across media and communications sectors make them ideal for agencies with aggressive growth mandates. Reviews note their understanding of the private equity landscape and delivery of candidates with proven growth records.
Ice Capital Recruitment – For Marketing Technology and CRM Leadership
Founded 2015 • Headquartered in New York, NY
Ice Capital Recruitment shines in marketing technology, specializing in martech and CRM leadership. They place executives capable of merging creative services with technical operations. Their strength lies in technology-focused roles, although they may not be the first choice for pure creative leadership searches.
Caldwell Partners – For Consumer and Media Agency Leadership
Founded 1970 • Headquartered in Toronto with U.S. Operations
Caldwell Partners boasts over 50 years of experience and expertise across consumer, media, and communications sectors. Their comprehensive approach fits larger agencies well but may need fine-tuning for boutique operations.
Odgers Berndtson – For Global Agency and Communications Leadership
Founded 1965 • Headquartered in London, UK
With a formidable global presence, Odgers Berndtson handles multinational agency needs with finesse, offering thorough evaluations and sophisticated methodologies.
Mondo – For Creative and Digital Agency Talent
Founded 2000 • Headquartered in New York, NY
Mondo excels at filling creative and digital roles rapidly, appealing to agencies needing quick placements at the director level. Their expertise might be less suited for C-suite searches demanding more strategy-focused recruitment.
N2Growth – For C-Suite Agency Transformation
Founded 2005 • Headquartered in King of Prussia, PA
N2Growth combines executive search with leadership consulting, ideal for agencies undergoing major transformations. Their emphasis on cultural fit and leadership assessment ensures candidates align well with organizational goals.
Top Executive Search Firms for Marketing Agencies by Specialization
Breaking down the top firms by specialization gives you a clear view of who leads in specific areas, whether it’s creative, digital, or operational leadership.
Top Executive Search Firms for Creative Agency Leadership
Rank
Firm
Key Strength
1
Talentfoot
Expertise in integrating creative excellence with business acumen
2
Mondo
Quick access to creative leadership talent across diverse agency models
3
JM Search
Focus on growth-driven creative agencies
Top Executive Search Firms for Digital and Performance Marketing Agencies
Rank
Firm
Key Strength
1
Talentfoot
Versatility in placing digital agency leaders
2
Ice Capital Recruitment
Depth of knowledge in martech and digital leadership
3
Mondo
Focus on digital marketing talent
Top Executive Search Firms for Agency Operations and Finance Leadership
Rank
Firm
Key Strength
1
JM Search
Operational and financial expertise for agency growth
I often find myself pondering the vital question every marketing leader should consider: How robust are our customer relationships? Not just the campaigns or channels but the genuine connections we forge with our customers.
This question is more challenging than it seems. Over the past two decades, we’ve focused on building around specific channels.
Every channel like email, social media, or ecommerce had its own team, its own metrics, and its own measure of success. From our perspective, it appeared as progress—after all, each team reached its goals.
Yet, customers felt like they were dealing with multiple companies under one logo. Imagine receiving a heartfelt ‘We miss you!’ email the day after a frustrating customer support experience. Sales might not realize a demo had already been seen. In-store purchases could go unnoticed by the ecommerce team. There’s simply no unified memory or relationship there.
On March 11, 2026, top minds in marketing, customer experience, and engagement, including those from BMW, Essity, and Sinch, will converge at Engage with SAP Online. This free, virtual event is essential for leaders ready to shift from isolated channel optimization to holistic customer relationship building.
Who’s Speaking and Why It Matters
The event kicks off with Sara Richter of SAP Engagement Cloud sharing insights from the SAP Engagement Index, a global study. But the real highlight is the presentations that follow.
Mark Ritson, known for his no-nonsense marketing approach, will deliver the keynote on the trends reshaping customer experience. Expect a sharp analysis on the fast-changing customer behaviors and why loyalty needs to transcend marketing.
Following Ritson, Jutta Richter from BMW will discuss modern customer journeys and brand relevance. Daniele Tedesco from Essity and Venky Naravulu from Sinch will share practical lessons on AI and connected systems.
The discussions will focus on what’s effective, what’s not, and actionable steps to enhance engagement.
The Backdrop: Why This Conversation is Urgent
This event is critical as there’s a growing disconnect between customer expectations and organizational delivery capabilities, as highlighted by the SAP Engagement Index.
SAP calls this the Engagement Divide, a widening gap that underscores the urgent need for a new operational model focused more on relationship management rather than isolated channel success.
As businesses navigate this challenging terrain, the speakers at Engage with SAP Online are set to provide the strategies needed to organize around customer relationships effectively.
With over twenty years in SEO, I’ve experienced every major industry disruption—from the days of keyword stuffing on AltaVista to the era of Google’s search algorithms, mobile-first indexing, and now the rise of AI.
What’s striking today is the rapid pace of change and the emotional challenges it brings. I notice mounting pressure among teams, even those who have navigated previous shifts successfully.
The common apprehension is valid: If AI improves speed, where does that leave me? This isn’t just a technical question—it’s deeply personal.
This uncertainty can lower morale and slow adoption. Productivity can wane, and experimentation might stall, leading teams to either over-rely on AI or completely avoid it.
The real leadership challenge is building confidence, capability, and trust in AI-assisted teams.
4 Ways to Boost AI Confidence in SEO Teams
Instilling genuine AI confidence within an SEO team goes beyond just adopting the latest tools—it’s a cultural shift.
The most effective SEO teams don’t just accumulate tools; they use AI purposefully and with discipline—automating data pulls, summarizing research, and clustering keywords—to devote more time to strategy, storytelling, and aligning with stakeholders.
As noted by Harvard Business School, technology adoption is largely cultural. Tools themselves don’t drive change—trust does. This insight is crucial for SEO teams navigating AI today.
Below are four strategies for enhancing AI confidence in your teams through clarity, participation, and shared ownership, instead of pressure or hype.
1. Earn Trust by Involving the Team in AI Tool Selection and Workflow Design
Strengthening trust can effectively be achieved by transitioning from a top-down approach to shared ownership. People generally trust what they help create.
When AI tools are imposed, resistance can increase. Inviting team members to participate in evaluation and workflow design makes AI seem less daunting and more empowering. Involving teams early provides real-world insights into where AI can reduce friction or introduce new challenges.
Effective leaders:
Invite teams to test tools and share feedback.
Run small experiments before scaling adoption.
Communicate clearly about what you’re adopting, what you’re rejecting, and why.
When teams feel included, they are more willing to experiment, and growth and innovation are fueled.
2. Meet People Where They Are—Not Where You Want Them to Be
AI capability varies widely across SEO teams. Some members might experiment daily, while others feel inundated or skeptical, influenced by past automation trends that have come and gone.
Leaders who boost confidence know that capability develops at different speeds. They cultivate environments where curiosity is encouraged, uncertainty is acceptable, and learning is continuous rather than mandated.
This means:
Normalizing different comfort levels.
Creating psychological safety around “I don’t know yet.”
Avoiding the shaming or over-celebration of early adopters.
Offering multiple learning paths.
Acknowledging different starting points makes growth seem attainable rather than intimidating.
When a team member uses AI to reduce a task from hours to minutes, it’s a moment worth recognizing. It demonstrates AI’s potential to support meaningful work without sidelining human insight.
Successful teams:
Share clear examples of AI improving quality and efficiency.
Highlight internal champions who can mentor others.
Create opportunities for demos and knowledge sharing.
Foster a culture of exploration, not criticism.
My agency created AI focus groups with members from various departments. One group worked on integrating AI into project management, including representatives from SEO, operations, and leadership.
This collaborative ownership resulted in more successful implementation. Teams were not just introducing AI; they were defining how it fit within real-world workflows. This approach led to enhanced buy-in, improved collaboration, and increased confidence.
Each group shared its achievements and lessons learned, building awareness of what succeeded and the reasons behind that success. When teams observe their peers embracing AI effectively, momentum flourishes.
4. Frame AI as a Collaborative Partner, Not a Replacement
The fear of being replaced by AI is genuine. Ignoring this concern won’t make it disappear. It’s vital for teams to understand where human expertise remains indispensable.
AI accelerates analysis. Humans interpret meaning.
AI drafts. Humans validate, refine, and contextualize.
AI scales output. Humans build trust and influence.
While AI aids execution, it cannot replace strategic instincts, contextual judgment, or cross-functional leadership—skills that ultimately drive performance.
Why Experience Still Matters in AI-Driven SEO
AI has lowered the entry barrier for many SEO tasks. With effective prompts, nearly anyone can produce keyword lists, outlines, or summaries. However, this accessibility often results in fleeting tactics and recycled quick fixes.
Anyone with a lengthy tenure in SEO recognizes this cycle. Tactics evolve. Fundamentals remain. Experience is the key differentiator here.
AI Can Generate Outputs, Not Accountability
AI can create content and analyze data, but it doesn’t bear responsibility for outcomes. It doesn’t uphold brand reputation, compliance, or long-term performance.
SEO professionals remain responsible for:
Deciding what to exclude from publication.
Assessing technical, reputational, and compliance risks.
Weighing long-term consequences against short-term gains.
AI executes. Humans decide. That distinction matters more than ever.
Pattern Recognition Is Learned, Not Automated
AI excels at identifying patterns but struggles to explain their significance or relevance in specific contexts.
Experienced SEOs bring a depth of understanding AI can’t replicate. Their historical insights help them identify true shifts instead of simply reacting to industry noise.
Few industries witness as many tactic fluctuations as SEO. Experience fosters strategic thinking beyond previously successful approaches and avoids repeating tactics that later failed.
AI suggests possibilities. Experience evaluates relevance.
Professional Integrity Remains a Differentiator
In high-visibility search environments, mistakes scale quickly. AI may produce inaccuracies, risking brand trust and compliance dangers.
Teams with strong professional SEO foundations:
Validate AI output instead of assuming correctness.
Prioritize accuracy over speed.
Maintain ethical SEO standards.
Protect brand voice and credibility.
Integrity isn’t automated. It’s a practiced discipline. In a fast-paced AI environment, it holds increasing importance.
As routine tasks become automated, the role of an SEO professional shifts to strategic oversight. Time previously spent on manual analysis can now focus on interpreting user intent, shaping search strategy, guiding stakeholders, and assessing risks.
This evolution makes fundamentals even more critical. Teams still need sound judgment, technical expertise, and accountability. While AI supports execution, professionals remain responsible for decisions, quality, and long-term performance.
Developing future SEOs necessitates more than tool proficiency; it requires teaching:
When to rely on AI.
When to question AI outputs.
How to apply experience and context to its output.
On episode 341 of PPC Live The Podcast, I had the pleasure of chatting with Andrea Cruz, Head of B2B at Tinuiti. We delved into a challenge that many senior marketers face: the struggle of providing immediate answers when clients press for details without prior notice.
We explored how missteps in communication can amplify client stress, and how adopting a proactive mindset can turn these challenges into pivotal moments of growth in one’s career.
As Cruz progressed from a hands-on marketer to leading entire teams, she encountered the challenge of advocating for projects she wasn’t directly managing daily. This shift brought new struggles, especially when clients questioned campaign performance or outcomes.
In those moments, freezing or delaying responses can damage trust. Cruz realized that senior leaders must offer clear direction, even without knowing every detail, to maintain confidence in discussions.
Through her experiences and mentorship, Cruz honed a technique for buying time without losing trust: asking thoughtful questions. This strategy not only buys time but also ensures that the responses are precise and address the core of the client’s concerns.
Her method includes asking clients to clarify expectations, requesting additional context, and confirming their understanding. This approach is crucial, especially in emotionally charged situations, and, for Cruz, it allowed her to manage complex conversations effectively despite being a non-native English speaker.
At Tinuiti, the focus is on a solutions-driven culture over assigning blame. By addressing ‘Where are we now?’ and ‘How do we get where we want to be?’, teams foster a safe space to discuss errors and learn from them. Cruz believes that leaders should set the standard by openly sharing their own mistakes.
Cruz advocates for proactive communication, urging teams to address issues before clients notice. Tailoring communication styles to client preferences fosters stronger relationships and transforms agencies into strategic partners.
Common mistakes in B2B advertising include spreading budgets too thin and underfunding campaigns. Cruz emphasizes that it’s better to focus on fewer channels with adequate resources to avoid ineffective outcomes.
Regarding AI, Cruz warns against limiting its use to basic tasks and shares how her team is leveraging AI for advanced operations, enhancing strategic execution.
Cruz’s message is clear: growth requires preparation and a willingness to adapt. By anticipating client needs and embracing experimentation, marketers can turn pressure into golden opportunities.
I recently had the pleasure of speaking with Amanda Farley, the brilliant CMO of Aimclear, on episode 340 of PPC Live The Podcast. Amanda’s journey from owning a gallery and tattoo studio to leading award-winning global campaigns is nothing short of inspiring. Her unique T-shaped marketing expertise, combining in-depth PPC knowledge with a broad skill set across social, programmatic, PR, and integrated strategies, offers valuable insights into modern marketing.
Through our engaging conversation, Amanda shared her lessons on overcoming setbacks and balancing AI with human insight. Her experience underscores the importance of mixing calm leadership with a relentless curiosity and drive for continuous learning.
Overcoming Limiting Beliefs and Embracing Creativity
Amanda once ran an gallery and tattoo parlor while believing she wasn’t an artist herself. Surrounded by creatives, she eventually realized her only barrier was a limiting belief. After embracing painting, she created hundreds of artworks and discovered a powerful outlet for expression.
This mindset shift mirrors marketing growth. Success isn’t just technical — it’s mental. By challenging internal doubts, marketers can unlock new skills and opportunities.
When Campaign Infrastructure Breaks: A High-Stakes Lesson
Amanda recalls a global campaign where tracking infrastructure failed across every channel mid-flight. Pixels broke, data vanished, and campaigns were running blind. Multiple siloed teams and a third-party vendor slowed resolution while budgets continued to spend.
Instead of assigning blame, Amanda focused on collaboration. Her team helped rebuild tracking and uncovered deeper data architecture issues. The crisis led to stronger onboarding processes, earlier validation checks, and clearer expectations around data hygiene. In modern PPC, clean infrastructure is essential for machine learning success.
The Hidden Importance of PPC Hygiene
Many account audits reveal the same problem: neglected fundamentals. Basic settings errors and poorly maintained audience data often hurt performance before strategy even begins.
Outdated lists and disconnected data systems weaken automation. In an machine-learning environment, strong data hygiene ensures campaigns have the quality signals they need to perform.
Why Integrated Marketing Is No Longer Optional
Amanda’s background in psychology and SEO shaped her integrated approach. PPC touches landing pages, user experience, and sales processes. When conversions drop, the issue may lie outside the ad account.
Understanding the full customer journey allows marketers to diagnose problems holistically. For Amanda, integration is a practical necessity, not a buzzword.
AI, Automation, and the Human Factor
While AI dominates industry conversations, Amanda stresses balance. Some tools are promising, but not all are ready for full deployment. Testing is essential, but human oversight remains critical.
Machines optimize patterns, but humans judge emotion, messaging, and brand fit. Marketers who study changing customer journeys can also find new opportunities to intercept audiences across channels.
Building a Culture That Welcomes Mistakes
Amanda believes leaders act as emotional barometers. Calm investigation beats reactive blame when issues arise. Many PPC problems stem from external changes, not individual failure.
By acknowledging stress and focusing on solutions, leaders create psychological safety. This environment encourages experimentation and turns mistakes into learning opportunities.
Testing Without Fear in a Changing Landscape
Marketing is entering another experimental era with no clear rulebook. Amanda encourages teams to dedicate budget to testing and lean on professional communities for insight.
Not every experiment will succeed, but each provides data that informs smarter future decisions.
The Tasmanian Devil Who Practices Yoga
Amanda describes her career as If the Tasmanian Devil Could Do Yoga — a blend of fast-paced chaos and intentional calm. It reflects modern marketing: demanding, unpredictable, and balanced by thoughtful leadership.
