I Used Sprout Social for Years. Now I Work There. How One Marketer Landed the Job

Cameron Cortman, MBA made the leap from Great American Media to Sprout Social. His career has spanned agency life, in-house marketing, and now SaaS. Cameron’s experience has given him a front-row seat to the ever-changing world of marketing and career shifts.

In this conversation, Cameron shares how relationships opened the door to his latest role, what he’s learned from working across industries, and why getting clear on your values matters more than ever when making a career move.

How did you make the transition from Great American to Sprout, and what are some key takeaways from that experience?

I used Sprout in both of my previous roles and developed strong relationships with some of the people who worked there. One of them reached out and offered to make an internal referral. When I met this person two and a half years ago, I had no idea we’d eventually be coworkers.

The most important thing I can say is this: prepare for your next opportunity before you're even ready for it. It’s a long-term game. Relationship-building is essential. So while you're in a job, even if you're not actively looking, ask yourself:

• What are my values?

• What am I looking for in a job?

• Who are some people in the industry I admire?

• How can I learn from them?

It doesn’t start when you’re ready to look. I was once told, “You should treat a coffee chat as a deliverable for your job.” It’s so important to have those coffees, meet people, and network both virtually and in person.

Get clear on your values and what you’re looking for. The people who have landed really great roles often did it through intentional relationship-building.

What’s one quality you look for in a team member?

I listen closely to how people talk about themselves and how they talk about others. One huge thing I look for is self-awareness. For example, at Sprout, we can teach you how to use the software. We can teach you the hard skills required for the job. But we can’t teach you how to receive feedback well, how to present yourself in meetings, or how to advocate for others. That’s why I look for people with self-awareness and humility mixed with confidence.

I also pay attention to how candidates talk about their previous teams and projects. Do they speak with humility? Do they say good things about their former coworkers and company? Even if you had a negative experience, your new company shouldn’t be the place where you vent that. If I’m a hiring manager and I hear you speak poorly about your last company, I have to wonder, “What’s stopping you from doing the same here?”

And finally, I look for curiosity. Are you hungry to learn more? Do you have a genuine interest in our mission? Do you care about making things better or are you just here to check the boxes?

What are some challenges you’ve faced and how have you overcome them?

One of the biggest challenges I’ve faced is learning how to work effectively with people who have very different work styles from my own. That’s one of the hardest parts of being on a team. You have your own way of doing things, your own decision-making process, communication style, and way of processing information. If you're not intentional about setting expectations together, it can lead to friction.

So instead of assuming we’ll think the same way, I try to lead with curiosity: What’s motivating their approach? What strengths are they bringing that I don’t have? Aligning expectations from the beginning is essential. It can help remove a lot of unnecessary emotion and friction between different work styles. These may seem like minor conversations, but they’re crucial for preventing communication issues down the line.

What is one piece of advice you would give to job seekers?

Get really clear on your values. Not every opportunity is the right opportunity. The job market is full of noise, and it’s easy to get distracted by fancy titles, big brand names, and great perks. But in the long run, if a company doesn’t align with the values that matter to you, it won’t be sustainable. You won’t be able to grow there if it’s not aligned with who you are.

What should job seekers know about interviewing at Sprout Social?

At Sprout, we look for excellence. But excellence isn’t about being perfect. It’s about being intentional. We’re not just looking for people who want to land the job and get in the door. We’re looking for people who want to do the job with focus, clarity, and heart.

When we’re hiring someone, we’re asking ourselves, “Is this person still going to be an A-player 10 years from now, when our team has completely changed?”

If you're interviewing with Sprout, a tech company, or anywhere, think about how you can add value to the team not just today, but as the company grows and evolves. And think about how you can grow and evolve with them, continuing to add value over time.

What’s one skill or trait that will be essential for success moving forward?

The ability to strategically use AI is no longer optional. It’s a baseline skill. If you're not learning how to incorporate it into your day-to-day work, you're falling behind.

It’s not just about working faster. It’s about working smarter. You can be far more effective if you use it the right way. So ask yourself, “How can I use AI to make this process better? To make my life easier?”

I think we’ll start seeing more interviewers asking candidates about their AI skills because it’s quickly becoming an essential part of the job.

Thanks so much for sharing, Cameron! If you’re interested in learning more about Cameron or Sprout Social, check out his LinkedIn here or the website here.