Brittany Hoversten

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Tag: Design

  • Marketing Technology Skills: Why Marketers Should Learn to Build Their Own Tools

    Every marketing team has a request sitting in someone else’s queue. A landing page waiting on IT. A report waiting on the data person. A form that needs one more field, which apparently takes three weeks. The work is small. The waiting is the expensive part. That’s why I think marketing technology skills are some of the most valuable things a marketer can pick up, and I don’t just mean knowing which buttons to push.

    I mean being able to build.

    My path into marketing ran through web design and development. I earned an A.A.S. in Web Design and Development, and back in 2013 I took first place for Best Web Design at Collegiate DECA Minnesota. Since then I’ve worked in WordPress, HTML, Figma, Salesforce, HubSpot, Power BI, Google Analytics and Search Console. None of that makes me an engineer. It does mean that when a marketing problem needs a tool, I can often make a working version myself, and that changes how fast a team moves.

    Using tools vs. building tools

    There’s a difference between a marketer who uses technology and one who can build with it.

    A user knows how to send an email campaign in HubSpot. A builder can set up the list logic, design the template, connect the form that feeds it and build the report that shows whether it worked.

    A user can find a number in Google Analytics. A builder can set up a dashboard in Power BI that answers the question leadership keeps asking, refreshed automatically.

    A user can make a graphic in Canva. A builder can create a template system that lets twenty non-designers make on-brand graphics without breaking anything.

    Both are useful. But builders remove bottlenecks. Users are often waiting on them.

    Why marketing technology skills matter more now

    A few things have shifted that make this more important, not less:

    • Teams are smaller. Plenty of marketing departments are one to three people. There is no separate web team or analytics team to hand things to.
    • The stack is bigger. Even a small organization might run a CRM, an email platform, a website, a design tool, social scheduling and an analytics setup. Someone has to make them work together.
    • The tools are friendlier. No-code and low-code platforms, templates and AI assistants mean you can build more with less technical background than ever.
    • Leaders want answers, not exports. Being able to turn raw data into a clear view is a leadership skill now.

    This is the heart of being a T-shaped marketer. Breadth across the stack, depth where it counts.

    The builder’s skill stack: where to start

    You don’t need to learn everything. Here’s the order I’d recommend, based on what pays off fastest for most marketers.

    1. Web fundamentals

    Learn enough HTML and CSS to read a page and fix what’s broken. Learn how your CMS actually works, not just how to type into it. In WordPress, that means understanding blocks, templates, menus and basic site settings. This alone will free you from a lot of waiting.

    2. Data and reporting

    Get comfortable with spreadsheets beyond the basics: lookups, pivot tables, cleaning messy data. Then learn one dashboard tool well, such as Power BI or Looker Studio. Pair that with a working knowledge of Google Analytics and Search Console so you understand where the numbers come from. I cover the search side in SEO basics for marketing leaders.

    3. CRM and automation logic

    Understand how your CRM stores people, relationships and activity. Learn how lists, segments, workflows and triggers work in your email or CRM platform. Plenty of “we need a developer for this” requests are really automation problems a marketer can solve.

    4. Design systems

    Know the basics of a design tool like Figma, and understand how to build templates other people can use. A good template is a tool. I’ve built branded Canva brand templates for exactly this reason: they let a whole organization create on-brand work without a designer in every loop.

    5. Systems thinking

    This is the skill that ties it together. How does data move from a form to a CRM to an email to a report? Where does it break? Who owns each step? You can learn this by drawing your own stack on a whiteboard and following one contact through it.

    How to build skills without a bootcamp

    You don’t need to quit your job or spend thousands of dollars. You need a real problem and some stubbornness.

    1. Pick one annoying, recurring task. The weekly report you build by hand. The form that sends results to an inbox nobody checks.
    2. Build a small fix. A template, a formula, an automation, a simple dashboard.
    3. Test it with one colleague. Watch them use it. Fix what confuses them.
    4. Document it in five lines. What it does, where it lives, how to update it, who owns it.
    5. Repeat with the next problem. Each build teaches you something the next one needs.

    Over a year, that’s a portfolio of real tools that solved real problems. That’s also the kind of thing hiring managers actually want to see.

    Know when not to build

    Building your own tools is powerful. It can also go wrong. A few guardrails:

    • Don’t build what you can’t maintain. If you’re the only one who understands it, document it or simplify it.
    • Don’t bypass security or data rules. Work within approved systems and talk to IT before connecting anything sensitive.
    • Don’t build when a standard feature already exists. Check the platform first. Often the tool you need is already there.
    • Do hand off to specialists for big jobs. Custom integrations, complex databases and anything with serious security requirements deserve experts.

    The goal isn’t to replace developers or IT. It’s to stop sending them small requests that a capable marketer can handle, so their time goes to the work only they can do.

    What this looks like for leaders who hire

    If you’re hiring marketers, look for evidence of building. Ask candidates about a tool, template, dashboard or automation they created and what problem it solved. Listen for how they thought about the people who’d use it. The answer tells you more about how they’ll work than a list of platforms on a resume.

    If you lead a team, give people time to build. A few hours a month spent fixing workflows pays off for years. The lesson I took from leading a company-wide digital asset management rollout at Buyers Edge Platform: the software matters less than building a system people will actually use.

    Key takeaways

    • Marketers who can build tools remove bottlenecks instead of waiting on them.
    • Start with web fundamentals, data and reporting, then CRM and automation logic.
    • Templates and design systems are tools, and they scale your brand.
    • Learn by solving one real, recurring problem at a time.
    • Build what you can maintain, and hand big or sensitive jobs to specialists.

    FAQ

    What marketing technology skills are most in demand?

    Commonly valued marketing technology skills include CMS and web basics, analytics and dashboard building, CRM and marketing automation, and design systems. Just as important is systems thinking: understanding how data and content move between tools.

    Do marketers need to learn to code?

    Not necessarily. Basic HTML and CSS help a lot, but most marketers get more value from mastering their CMS, spreadsheets, a dashboard tool and their CRM’s automation features. Learn code when a real problem calls for it.

    How can I build marketing technology skills on the job?

    Pick a recurring task that wastes time, build a small fix for it, test it with a colleague and document it. Repeat with the next problem. Each project builds skills and creates a portfolio of real results.

    Want to know more about the path that got me here? Read more about my background.

    / Work with Brittany

    Need a marketer who can build the tool, not just request it?

    Hiring a marketing leader or need a hands-on partner for a project? See how we can work together or send me a note.

  • Canva Brand Templates: Design Guardrails for Everyone on Your Team

    You can tell when a flyer was made by someone who isn’t a designer. The logo is stretched. There are four fonts. The photo is a little blurry, and the brand blue has turned into a slightly different blue. None of that is the volunteer coordinator’s fault. They needed a flyer by Friday and nobody gave them a better option. Good Canva brand templates are that better option. They let everyone on your team make something on brand in fifteen minutes without a designer looking over their shoulder.

    At Catholic Charities of the Diocese of St. Cloud, building branded Canva templates was one of the most practical things I did for the organization’s look and feel. Here’s how I approach it, and what separates templates people love from templates people quietly ignore.

    Why every small team needs design guardrails

    In small organizations and nonprofits, a lot of people make marketing materials. Program staff, development officers, event volunteers and executive assistants all need to make something occasionally. Telling them to “wait for marketing” doesn’t scale, and telling them to “follow the brand guide” rarely works, because brand guides are written for designers.

    Templates solve the real problem. Instead of asking people to learn the rules, you build the rules into the starting point. The goal isn’t control for its own sake. It’s making the right choice the easy one.

    The payoff is real, even if it’s hard to measure precisely:

    • Materials look consistent across programs and locations.
    • Staff spend less time fiddling and more time doing their actual jobs.
    • The marketing team stops being a bottleneck for simple requests.
    • The brand gets stronger with every piece people make, not weaker.

    Start with the Brand Kit, not the templates

    Before you design a single template, set up your foundation. In Canva, that means a Brand Kit with:

    • Logos: every approved version (full color, one color, reversed, horizontal and stacked). Delete the rest.
    • Colors: your primary and secondary palette with exact hex values, named so people know when to use each.
    • Fonts: heading, subheading and body styles set once, so nobody has to guess.
    • Photos and graphics: a curated set of approved images, icons and patterns.

    That photo set matters more than people think. If staff can’t find a good, approved photo, they’ll grab whatever’s on their phone or the first stock image they see. If your image library is a mess, my guide to digital asset management for marketing teams is a good place to start before you build templates.

    How to build Canva brand templates people will actually use

    Build from real requests, not imagined ones

    Look at the last six months of requests. What do people make most often? For most organizations, the core set looks something like this:

    1. Event flyer (letter size and a social version).
    2. Social media post templates for your main channels, in a few layouts.
    3. Presentation deck with title, section, content and closing slides.
    4. One-page program sheet or fact sheet.
    5. Email header and newsletter graphics.
    6. Simple certificates, name badges or signs.

    Start with five to eight templates. You can always add more, but a library of 60 templates is as overwhelming as having none.

    Design for the least experienced user

    Assume the person using your template has never opened Canva before and has ten minutes. That means:

    • Clear placeholder text that explains itself, like “Event name, 3 to 6 words.”
    • Image frames sized correctly, so any photo dropped in crops nicely.
    • Generous space, so a slightly longer headline doesn’t break the layout.
    • No tiny decorative details that look broken when someone nudges them.

    Lock what matters, free what doesn’t

    Canva lets admins lock elements in Brand Templates so they can’t be changed. Their help center has a good overview of the different Brand Template lock options, including locking position only, which keeps text styles fixed while leaving the words editable.

    My rule of thumb: lock the logo, the background and the layout grid. Lock text styles but leave the text editable. Leave photos swappable. If people can’t change what they need to change, they’ll duplicate the design and break it anyway.

    Name and organize them like a library

    Use a consistent naming pattern, such as “Flyer | Event | Letter” or “Social | Announcement | Square.” Group templates into folders by use, not by department. People search for “flyer,” not “Development Team Assets 2026.”

    Roll them out with a short launch, not a memo

    Templates fail when they show up in an inbox with no context. A simple rollout:

    1. Run a 20-minute demo. Show how to find a template, swap a photo, edit text and download the right file type.
    2. Create a one-page cheat sheet with the most common steps and which file format to use for print, email and social.
    3. Name a go-to person for questions, so people ask instead of improvising.
    4. Celebrate early adopters. When someone makes a great flyer, share it.

    Govern lightly and keep improving

    A template library needs a little maintenance, not a review board. Here’s my light-touch approach:

    • Quarterly review: retire unused templates and refresh the ones people use most.
    • Watch for workarounds: if people keep editing the same element, the template is wrong, not the people.
    • Spot-check finished work: a quick look at what’s going out tells you where the guardrails need adjusting.
    • Update after brand changes: if you’ve refreshed your identity, templates are the fastest way to roll it out everywhere at once.

    That last point is worth emphasizing. If you’re planning a refresh, templates should be part of the launch toolkit. I covered that in how to rebrand an organization without losing your audience.

    What templates won’t fix

    Templates are guardrails, not a design department. They won’t fix unclear messaging, a weak photo or an event nobody has explained well. They also won’t replace a designer for high-stakes work like an annual report, a major campaign or a new identity. Use templates to free your designers for that work, not to replace them.

    Key takeaways

    • Canva brand templates let non-designers make on-brand materials quickly and confidently.
    • Set up the Brand Kit first: approved logos, named colors, font styles and curated photos.
    • Build five to eight templates based on real requests, designed for the least experienced user.
    • Lock logos, backgrounds and layouts, but keep text and photos editable.
    • Launch with a short demo and cheat sheet, then review the library every quarter.

    FAQ

    What are Canva brand templates?

    Canva brand templates are designs that admins publish for a team to reuse, built with the organization’s approved logos, colors and fonts. Team members make a copy, edit the content and download it, while locked elements keep the brand consistent.

    How many Canva templates does a small team need?

    Most small teams do well with five to eight core templates, such as an event flyer, social posts, a slide deck, a fact sheet and an email header. Add more only when real requests show a gap.

    Can you lock elements in Canva templates?

    Yes. Canva lets admins and brand designers apply locks to Brand Templates, either fully locking elements or locking position only, so formatting and placement stay fixed while text or photos can still be edited.

    Want to see branded design work in context? Browse my portfolio.

    / Work with Brittany

    Want templates that make your whole team look good on deadline?

    Hiring a marketing leader or need a hands-on partner for a project? See how we can work together or send me a note.

  • How to Rebrand an Organization Without Losing Your Audience

    Most rebrands don’t fail in the design review. They fail three months later, when a longtime donor can’t find the website, a partner keeps using the old logo and the front desk is still answering the phone with the old name. The new look is beautiful. The audience is confused. If you’re figuring out how to rebrand an organization, the logo is the smallest part of the job. The real work is moving people with you.

    At Tri-County Action Program (Tri-CAP), I stepped into a rebrand midway, finished the transition and built out the brand materials. What made it work wasn’t a prettier logo. It was a plan that treated the people who already knew us as the most important audience in the room.

    First, decide whether you need a rebrand at all

    A rebrand is expensive in money, time and attention. Before you commit, be honest about which problem you’re solving. In my experience, there are three levels, and they’re not the same project:

    • Refresh: The brand is fundamentally right but looks dated. Update the type, colors, photography style and templates. Keep the name and the core mark.
    • Realignment: The organization has changed what it does or who it serves, and the messaging no longer fits. The visuals may change, but the bigger shift is in positioning and story.
    • Full rebrand: New name, new identity, new positioning. Usually triggered by a merger, a major strategic pivot or a name that actively works against you.

    Plenty of leaders ask for a full rebrand when a refresh would do. Others ask for a refresh when the real issue is that nobody can explain what the organization does. A one-week brand audit will tell you which one you’re dealing with before you spend a dollar on design.

    How to rebrand an organization: the five phases

    Here’s the sequence I use. The phases overlap a little, but the order matters.

    Phase 1: Listen before you draw

    Talk to the people who know you best: staff, board members, clients, donors, partners and volunteers. Ask what they think you do, what they’d lose if you disappeared and what words they use to describe you. Write those words down exactly. Your audience’s language is usually better copy than anything a committee will produce.

    Phase 2: Lock the strategy, then the visuals

    Agree on positioning, audiences and key messages before anyone opens a design file. If leadership hasn’t signed off on what you stand for, every logo review turns into a debate about strategy wearing a color-palette costume.

    Phase 3: Design with real use cases

    Test new identity concepts on the things people will actually see: a social post, a flyer taped to a community board, an email header, a vehicle, a name badge, the website on a phone. A mark that looks great on a presentation slide and falls apart at favicon size isn’t finished.

    Phase 4: Build the toolkit before launch day

    Launch day is too late to start making templates. Before you go public, have these ready:

    • Logo files in every format and color variation, organized in one shared library.
    • A short brand guide people will read (aim for 10 pages, not 80).
    • Templates for the most-used items: letterhead, slides, social graphics, flyers, email signatures.
    • A messaging sheet with your new boilerplate, tagline and a few approved descriptions.

    Phase 5: Launch, then keep launching

    Launch is a season, not a day. Plan for the first 90 days, because that’s when confusion peaks and habits form.

    Bring your audience along: the communications plan

    This is where most rebrands lose people, and it’s where a strategic communications mindset earns its keep. (If you want the longer argument, I wrote about why leaders need both strategic communications and marketing.)

    Tell people in the right order

    1. Staff and board first. Nobody should learn about their own organization’s new name from social media. Give them the why, the timeline and talking points.
    2. Key partners and major supporters next. A personal email or call before the public launch shows respect and turns them into messengers.
    3. Clients and the community. Plain language, practical details and what isn’t changing.
    4. The public and media. The announcement, the story and the new look.

    Lead with what stays the same

    People resist change when they’re afraid of losing something. Say clearly what’s staying: the services, the people, the phone number, the mission. Then explain what’s new and why it helps them. “Same people, same services, a name that finally says what we do” lands better than a page about design philosophy.

    Use the bridge period

    For a name change, use a transition lockup for a few months, such as “New Name (formerly Old Name).” It feels clunky. It works. Retire it once you see people using the new name without prompting.

    Don’t break the website on the way out

    A website redesign is often part of a rebrand, and it’s where you can quietly lose years of search visibility. If URLs change, every old page needs a permanent redirect to its closest new equivalent, not a blanket redirect to the home page. Google’s guidance on moving a site with URL changes is the best checklist I know of, and it’s worth giving to whoever builds your new site.

    My pre-launch web checklist:

    • Map every high-traffic old URL to a new one before launch.
    • Update your name, logo and contact details in your Google Business Profile and other directory listings.
    • Update social profile names, handles (if changing), bios and profile images on the same day.
    • Search your own site for the old name and fix every instance.
    • Set up analytics annotations so you can measure before and after cleanly.

    Measure whether people came with you

    Decide what success means before launch, not after. The metrics I watch in the first 90 days:

    • Search behavior: are people searching the new name, and does the old name still bring them to you?
    • Web traffic and engagement: sessions, returning visitors, key page views and conversions compared with the same period before launch.
    • Direct feedback: what are front-line staff hearing on the phone and at the door?
    • Adoption: are staff and partners using the new templates, or is the old logo still floating around?

    That last one is my favorite early warning sign. If the old logo keeps showing up, the toolkit isn’t easy enough to use. Fix the tools before you blame the people.

    Key takeaways

    • Decide whether you need a refresh, a realignment or a full rebrand before you start.
    • Lock strategy and messaging before visual design.
    • Build templates and a short brand guide before launch day.
    • Tell staff and board first, then partners, then the public, and lead with what’s staying the same.
    • Protect your website with page-level redirects, and measure adoption for at least 90 days.

    FAQ

    How long does it take to rebrand an organization?

    For most small and midsize organizations, plan on four to nine months from discovery to launch, plus a 90-day transition period. A visual refresh can move faster. A full name change usually takes longer because of legal, signage and partner updates.

    How do you announce a rebrand without confusing people?

    Tell internal audiences first, then key partners, then the public. Lead with what isn’t changing, explain why the change helps your audience and use a “formerly known as” bridge for a few months after a name change.

    Will a rebrand hurt our SEO?

    It can if URLs change without redirects. Map each old page to its closest new page with a permanent redirect, update your business listings and keep the old name on your site in context for a while so searchers can still find you.

    Curious what a rebrand like this looks like in practice? See my recent work.

    / Work with Brittany

    Planning a rebrand and want your audience to come along for the ride?

    Hiring a marketing leader or need a hands-on partner for a project? See how we can work together or send me a note.

  • Brand Audit Checklist: How to Run a Brand Audit in One Week

    You can usually tell a brand needs an audit before anyone says the word. There are three versions of the logo in the shared drive. The website says one thing, the brochure says another and the social bios say a third. Ask five staff members what the organization does and you’ll hear five answers.

    None of that is a disaster. It’s drift, and every brand drifts. A brand audit checklist turns that vague sense of “something’s off” into a specific list of fixes. It also doesn’t need a full quarter and a consultant’s retainer. With focus and a clear plan, you can run a useful audit in one week.

    Here’s the checklist I use, day by day.

    What a brand audit is (and what it isn’t)

    A brand audit is an honest look at how your brand shows up in the world compared with how you intend it to show up. That’s it. You’re measuring the gap between the brand you describe in meetings and the brand people actually experience.

    It is not a rebrand. Most audits end with a list of repairs, not a new logo. Sometimes the findings point to a bigger change, and that’s fine, but walk in assuming you’re fixing, not replacing. It keeps everyone calmer and the work more honest.

    It also isn’t just a design critique. Visual consistency matters, but the most expensive brand problems are usually about message and experience: what you say, who you say it to and whether the experience matches the promise.

    Before you start: gather your materials

    Spend an hour before Day 1 pulling these together. It saves you from scavenger hunts later.

    • Your current brand guidelines, if they exist, and the date they were last updated
    • Master logo files, plus any color, font and template files
    • The 10 to 20 materials people use most: brochures, one-pagers, slide decks, email templates, signage and forms
    • Admin or view access to your website, social accounts, Google Analytics and Search Console
    • A shared spreadsheet with columns for touchpoint, owner, audience, issue, impact, effort and fix
    • Two or three people willing to give you 20 minutes of candid feedback

    Set your scope, too. One brand, its main audiences and its main channels. If you have sub-brands or programs, note them, but audit the parent brand first.

    The one-week brand audit checklist

    Day 1: Inventory every touchpoint

    You can’t audit what you can’t see. Today is about finding everything.

    • List every place your brand appears: website, social profiles, email, print, signage, vehicles, apparel, event materials, partner websites, directories and review sites.
    • Search your organization’s name and note what shows up on the first page of results.
    • Check your Google Business Profile and other listings for old logos, addresses and phone numbers.
    • Note who owns each touchpoint. Orphaned touchpoints are where drift lives.

    By the end of Day 1, your spreadsheet should feel uncomfortably long. That’s normal.

    Day 2: Check visual consistency

    Now lay it all out side by side. Physically, if you can. Print the top materials and tape them to a wall. Patterns jump out fast.

    • Is the logo current, correctly proportioned and given enough space?
    • Are colors consistent, or are there five slightly different blues?
    • Are fonts consistent across print, web and slides?
    • Do photos feel like they belong to the same organization? Are they real, current and representative?
    • Are templates being used, or is everyone building from scratch?

    That last one matters more than people think. If staff are building from scratch, the problem usually isn’t discipline. It’s access. Give people good templates and most consistency problems shrink on their own.

    Day 3: Audit messaging and voice

    Read everything out loud. Seriously. Your ear catches what your eye skips.

    • Does your mission or positioning statement appear the same way everywhere?
    • Is there one clear, plain-language description of what you do that fits in a sentence?
    • Does the voice match from website to email to social, or does it change depending on who wrote it?
    • Is the language written for your audience or for your internal org chart? Look for jargon, acronyms and program names nobody outside the building understands.
    • Do your calls to action ask people to do something specific?

    Flag every place where a stranger would be confused. Those are your highest-value fixes.

    Day 4: Listen to audiences and look at the data

    Now find out how the brand is received, not just how it’s presented.

    • Ask two or three staff, board members or customers, “How would you describe us to a friend?” Write down their exact words.
    • Read your reviews, comments and messages from the past six months. Look for patterns, good and bad.
    • Check Google Analytics for top landing pages, where visitors come from and which key pages people leave quickly.
    • Check Search Console for the search terms people use to find you. They’re often very different from the words you use to describe yourself.
    • Compare social engagement across platforms. Where does your audience actually respond?

    The gap between how people describe you and how you describe yourself is often the most useful finding in the whole audit.

    Day 5: Score, prioritize and present

    Don’t hand leadership a spreadsheet with 140 rows. Hand them a decision. The next section shows how.

    How to score what you find

    Give every issue two scores from 1 to 3:

    1. Impact: How much does this confuse or turn off your audience? A wrong phone number on your top listing is a 3. A slightly off shade of blue on an internal form is a 1.
    2. Effort: How hard is it to fix? Updating a social bio is a 1. Rebuilding the website is a 3.

    Then sort. High impact, low effort goes first. That’s your quick-win list, and you can often knock most of it out in the next two weeks. High impact, high effort becomes your project list for the next quarter or year. Low impact, high effort goes on a “someday” list, and that’s okay.

    Present it on one page: what you found, the three biggest themes, the quick wins already underway and the two or three projects you recommend. Leaders say yes faster when they can see the path.

    What to do after the audit

    An audit that sits in a folder is just an expensive opinion. A few things keep the momentum going:

    • Fix the quick wins immediately. Visible progress builds trust for the bigger asks.
    • Update or create your brand guidelines. Keep them short. A few pages people actually read beat a 60-page PDF nobody opens.
    • Build templates for the things people make most often. This is the single best defense against future drift.
    • Organize your files. A clean, shared home for logos, photos and templates prevents half of your Day 2 problems.
    • Schedule the next audit. A lighter version once a year keeps drift from building up again.

    Brand consistency also depends on the people doing the work. If one person covers brand, social, web and video, they need range to hold it all together. I wrote more about that in why t-shaped marketers fit small teams so well. If you want to see what this kind of cleanup looks like in practice, browse my brand and marketing work.

    Key takeaways

    • A brand audit measures the gap between how you intend to show up and how people experience you.
    • Gather materials and set scope before Day 1 so the week stays focused.
    • Work through touchpoints, visuals, messaging and audience perception, one per day.
    • Score each issue on impact and effort, then lead with quick wins.
    • Prevent future drift with short guidelines, good templates and organized files.

    Frequently asked questions

    What should a brand audit checklist include?

    A brand audit checklist should cover every touchpoint, visual consistency, messaging and voice, audience perception and performance data. Log each issue with an owner, an impact score, an effort score and a recommended fix.

    How long does a brand audit take?

    A focused brand audit for a small or mid-sized organization can be done in about one week. Larger organizations with many sub-brands or locations may need several weeks, but the same steps apply.

    How often should you do a brand audit?

    Once a year is a good rhythm for a light audit, plus a deeper one before any major rebrand, merger, new strategic plan or website redesign.

    / Work with Brittany

    Want a clear-eyed look at how your brand is really showing up?

    Hiring a marketing leader or need a hands-on partner for a project? See how we can work together or send me a note.