In this episode, Heidi Howell joins host Jason Mudd to discuss why organizations should think twice before cutting PR during economic uncertainty. They explore the connection between reputation, recruiting, employer branding, visibility, trust, and revenue growth.
Tune in to learn more!
Watch the episode here:
Meet our guest:
Our guest is Heidi Howell, marketing director at CoreMedical Group. Heidi is a marketing executive who leads efforts to transform marketing into a revenue-driving function within healthcare staffing and human resources technology. She partners with executive teams to align marketing, sales, and operations through scalable systems, data-driven strategy, and growth-focused demand generation.
5 things you’ll learn during the full episode:
- Why public relations is often cut first and why that can be a costly mistake
- How reputation directly impacts recruiting outcomes and talent acquisition
- Why you should view recruiting as a revenue-driving function
- How PR keeps you visible to top clients
- Questions leaders should ask before reducing PR investments
Listen to the episode here:
Quotables
- “PR is not just about visibility; it's about trust, reputation, and staying known to the people who are ultimately going to be buying your services.” — Heidi Howell
- “Recruiting is our revenue. That's how we make money. We make money by placing great candidates at great jobs with great clients.” — Heidi Howell
- “When companies cut PR, they're cutting the very thing that keeps them visible.” — Heidi Howell
- "When budgets are being cut, trust becomes more valuable, not less." — Heidi Howell
- “In a down economy, trust becomes more valuable, not less. PR is one of the few functions built specifically to protect it.” — Jason Mudd
If you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.
Resources
Guest’s contact info and resources:
- Heidi Howell on LinkedIn
- CoreMedical Group website
- How PR influences recruiting, retention, and workforce quality
- ratethispodcast.com/ontopofpr
Additional Resources:
- Reputation management for AI search: Monitoring and response framework
- Warning signs your online reputation management is failing
- Axia’s reputation management service
- Listen to more episodes of the On Top of PR with Jason Mudd podcast.
- Find out more about Axia Public Relations.
If you like this episode, you're going to love this:
- Job search and hiring tips with Nicole Balsam
- Navigating PR and communications hiring with Brooke Kruger
Recorded: June, 2026
About your host Jason Mudd
Jason Mudd is a nationally recognized public relations expert featured by CNN, Entrepreneur, Forbes, NPR, The New York Times, PRWeek, and The Wall Street Journal.
Named North America’s top PR leader by the World Communication Forum, he serves as Partner of Axia Public Relations — recognized by Forbes as one of America’s Best PR Agencies.
Jason has advised some of the country’s most admired and fastest-growing companies, leading campaigns for iconic brands including American Airlines, Budweiser, Dave & Buster’s, GE, H&R Block, Hilton, HP, Miller Lite, New York Life, Pizza Hut, Southern Comfort, and Verizon.
He’s also a professional public speaker, accredited PR practitioner, published author, entrepreneur, and host of On Top of PR with Jason Mudd — a podcast ranked among the top 2.5% globally by Listen Notes and a top 100 marketing podcast on Apple Podcasts. His guests have included leaders from Disney, Microsoft, Southwest Airlines, and Wells Fargo. Learn more about Jason at https://www.axiapr.com/team/
Find more On Top of PR episodes on:
Transcript
Episode Transcript
00:00:00:00 - 00:00:19:00
Heidi
PR is not just about visibility, it's about trust, reputation, and staying known to the people who are ultimately gonna be buying your services. Therefore, it actually helps to build your revenue and your market share.
00:00:19:00 - 00:00:43:00
Jason
hello, and welcome to On Top of PR. I'm your host, Jason Mudd with Axia Public Relations. Today I'm joined by my friend and longtime client, Heidi Howell. Heidi is a marketing executive who leads efforts to transform marketing into revenue driving function with healthcare staffing and HR Tech. She partners with executive teams to align marketing, sales, and operations through scalable systems.
00:00:43:00 - 00:00:55:00
Jason
data driven strategy and growth focused demand generation. Today we're talking about why PR is the last budget line you should cut. Heidi, welcome to On Top of PR.
00:00:55:00 - 00:01:00:00
Heidi
Thank you so much, Jason, for having me. It's a pleasure to be here.
00:01:00:00 - 00:01:11:00
Jason
Yeah, I'm glad to be here too. I'm excited we have a chance to do this recording together. and thank you for taking time to share your smarts with our audience today.
00:01:11:00 - 00:01:13:00
Heidi
Absolutely, I'm looking forward to it.
00:01:13:00 - 00:01:36:00
Jason
Yeah, me too. Me too. So let's jump right in. I know that we wanted to cover this concept that we see, this tension that we see, that budgets tighten and PR tends to be on the list of things that could be cut. But today we're gonna talk about the case for why that's actually thinking backwards.
00:01:36:00 - 00:02:05:00
Heidi
Yes, absolutely. So, you know, when companies experience changes, whether that's within their market or their internal structure, and they have to make the tough budgetary decisions, marketing and PR are the first lines to get cut from that budget. And it's unfortunate, and I don't speak only because that's my profession, but I've seen what can happen and the adverse effects of doing that. So normally PR, for example, and marketing, they're seen as awareness functions.
00:02:05:00 - 00:02:25:00
Heidi
They build brand awareness, right? How is that going to help us grow our company revenue, our market share? It's not, right? It's just we're building awareness, it's not a good use of our time or money. So let's cut it. However, where executives fall short are they are short-sighted and they aren't thinking through this problem clearly. And
00:02:25:00 - 00:02:34:00
Heidi
PR is not just about visibility, it's about trust, reputation, and staying known to the people who are ultimately gonna be buying your services.
00:02:34:00 - 00:02:39:00
Heidi
Therefore, it actually helps to build your revenue and your market share.
00:02:39:00 - 00:02:59:00
Jason
Sure, that makes a lot of sense. You know, it's funny, budget cuts are made when sales are down, but then they want to cut the actual, engines that develop sales and income on behalf of the company. So, that's not lost on me. And what's also I think somewhat stating the obvious, but if your sales are down or projected to decline, that's when you should double down on sales, marketing, PR functions.
00:02:59:00 - 00:03:30:00
Jason
And maybe look where you can scale back operations if that's where you know perhaps your your scale is going to be shifted because you have less demand or less, production happening. So anyway, it's an interesting concept. what based on your experience, do you know where that assumption might come from? Why they think to cut sales and marketing and PR?
00:03:30:00 - 00:03:59:00
Heidi
So sure, so I think this goes back to our earlier point. And I totally agree with you that they should be doubling on down on sales and marketing efforts rather than cutting them. So for the longest time in history that I can recall, marketing has been seen kind of as a support function, as an operational function. It's when it really within the last decade, and I'm one of the biggest advocates of this, is making sure that marketing isn't just a support function. We are aligned to a revenue generating
00:03:59:00 - 00:04:18:00
Heidi
function. That's the new era of marketing. And PR is obviously a part of that marketing strategy. So I think many organizations are still operating from the old model of marketing being a support function, an operations function, not directly tied to sales and revenue growth.
00:04:18:00 - 00:04:36:00
Heidi
And that's where I come in, that's where my expertise lies. You and I have talked about this for a very long time. So I think that's really where there's a general misconception. So instead of getting rid of your marketing department when things aren't going well, see what else you can maybe cut so that they can better support sales.
00:04:36:00 - 00:05:01:00
Jason
Yeah, I like that a lot. And you know, I think any strong leader in the marketing PR space is going to align not only with the business objectives of the organization overall, but also drive towards, revenue and revenue generation, revenue management and revenue growth. I see often where in some organizations marketing PR is treated as a cost center.
00:05:01:00 - 00:05:26:00
Jason
instead of a revenue center, right? Or an investment. And I think that's where, you know, the the biggest mistake can be is positioning marketing PR corporate communications in the wrong way. I do believe that one of the best things that PR does very well is build your reputation through visibility and trust. And I think you have in mind, Heidi, a distinction between
00:05:26:00 - 00:05:30:00
Jason
visibility and trust and if you could share more about that.
00:05:30:00 - 00:05:58:00
Heidi
Sure. So I would like to talk first about reputation and how that directly impacts recruiting outcomes. So we mentioned that I'm an expert in the workforce solutions industry, have been doing this for well over a decade, now closer to two. So when you're thinking about your firm's reputation, and if we actually go back to one of your podcast episodes recently, you mentioned two key stats. So you mentioned that seventy-five percent of candidates
00:05:58:00 - 00:06:25:00
Heidi
evaluate an employer brand before accepting a job. And you also mentioned that 86% of candidates research the reputation of a company before accepting a job or even like applying for a job in either case. So in recruiting, that's what I do all day. I support recruiting staffing firms. We know that getting that candidate interested is the very first hurdle that we have to do. So
00:06:25:00 - 00:06:55:00
Heidi
Reputation for us is everything because if candidates are doing this research, they won't answer an email from a recruiter. They won't answer a phone call or call a recruiter back if we don't have a strong reputation. And that's where PR really comes in. So if we have a strong reputation within the market, we get better candidates. If we get better candidates, we can make better placements for our clients. If we make better placements for our clients, their revenue is growing, which means our revenue is growing.
00:06:55:00 - 00:07:00:00
Heidi
So it's this very circular cycle that all comes back to reputation and to PR.
00:07:00:00 - 00:07:24:00
Jason
I love that. I love how you connected those dots. I couldn't agree with you more. you know, having worked with companies who come to us looking for PR and they have a frankly a negative reputation or a perception out there, whether that's among consumers or employees, that's one of the first things we want to get to work on and correcting for them quickly. Now, sometimes they're like, hey, that doesn't feel as important as X, Y, or Z.
00:07:24:00 - 00:07:54:00
Jason
And so we're looking for ways to address what their organizational objectives and priorities are, as well as what we know are the best practices for long-term success. And so I think there's some hybrid of of all of these things like you outlined so well, working together. and the idea is that you know, if you can fix a broken clog in your wheel early, that's gonna help the wheel run functionally better moving forward. So I appreciate that. So
00:07:54:00 - 00:08:07:00
Jason
If PR is really about trust, what does that mean for something as concrete as recruiting as far as, you know, what's the impact to an organization when they have that great reputation, Heidi?
00:08:07:00 - 00:08:33:00
Heidi
Yes, absolutely. So, you know, for staffing companies, recruiting is our revenue. That's how we make money. We make money by placing great candidates at great jobs with great clients. So obviously, if we have a strong reputation within the market and our reputation is stronger than that of our competitors, we can attract the stronger talent. So even if you're not a staffing firm and you sell goods and services or something else.
00:08:33:00 - 00:08:57:00
Heidi
if you have a reputation that's stronger than your competitors, then you too can attract the customers that you want and take away that market share. So I think it's really important for every brand to have a strong reputation and to be proactive about it and not wait for some PR crisis to happen or wait for the negative reviews to pile up. You really need to be ahead of it and
00:08:57:00 - 00:09:12:00
Heidi
Really focus on building your company's reputation because that is what is going to keep you in the market. Even if there's a change in the market and the market heads into a decline, you're still front and center in everyone's mind and you build that trust and authority.
00:09:12:00 - 00:09:26:00
Jason
Yeah, I I love that. I think that's a really good idea. And so let's let's think about this for a minute. So if you know, we've seen firsthand that applicant quality isn't always a recruiting problem. Sometimes it's also a reputation problem. So and as I've cited, you know, 75 to 80 percent of candidates evaluate an employer brand before they even apply. So what does that mean for where PR sits in the hiring funnel?
00:09:26:00 - 00:09:41:00
Heidi
Mm-hmm.
00:09:41:00 - 00:10:27:00
Jason
Does that mean that and ultimately who's accountable for that? I bet HR thinks it's marketing, marketing thinks it's HR. Meanwhile, perhaps nobody really owns the idea of of building a great employer brand. Where do you see that falling among your corporation and your clients that you work with?
00:10:27:00 - 00:10:50:00
Heidi
So that's a great question, Jason. So, as you may recall, since we've been colleagues for a very long time, I was one of the first recruitment marketing people out within the space, and really one of the first people to start doing employer branding initiatives way back when we worked together beginning in 2012. So this has been an ongoing debate since it first began, and it didn't even have a name at the time. employer branding is now the name.
00:10:50:00 - 00:11:16:00
Heidi
but it fell within the marketing department then, but I had to work closely with the HR leaders. the CHRO, for example, I was constantly working with him to see how we could align on this initiative and see how it can, you know, continue to be built between two teams because it's not just an HR function and it's not just a marketing function. And from an HR function
00:11:16:00 - 00:11:45:00
Heidi
Function, they handle the talent acquisition process usually at most companies, outside of recruiting companies, because you know, that is our general business, so everyone kind of has to manage that. But at other companies where you aren't a staffing firm, you kind of rely on HR to handle your talent acquisition process. But I don't know about you, I don't want our HR people writing ads and job advertisements and worrying about the
00:11:45:00 - 00:12:09:00
Heidi
you know, employee experience and the Glassdoor reviews and our reputation. that's not where they're best to fit for their skill set. They're really great with people, but not necessarily words. So I would prefer that that part of the process come from the marketing lens because we know how to speak to people. we can also interact with people, but we can speak to the what is going to resonate with our applicants and our candidates and ultimately the people that
00:12:09:00 - 00:12:16:00
Heidi
we want to bring in. So working with HR on those cultural initiatives, figuring out who is a cultural fit, defining your ideal persona for the person that you're trying to bring into your organization, whether that's through a staffing firm for a client or for your own organization, really that partnership has to be there. But I think the ultimate decision is left with the marketing and PR department to figure out.
00:12:16:00 - 00:12:38:00
Jason
I like that. I like that a lot. I also like this idea of thinking of revenue or recruiting is revenue. In other words, the idea that every person you hire should be either driving revenue or identifying cost savings so that ultimately your top line is increasing, your middle line is decreasing so that your bottom line grows. And so if we kind of think about moving our thinking of reputation leads to better talent recruitment, which then ultimately leads to better business outcomes.
00:12:38:00 - 00:12:53:00
Jason
Let's make an argument for a staffing company. You know, how does a stronger reputation translate to that stronger growth? And for our listeners who aren't in staffing, what's the parallel? How does this apply to any company trying to r attract and retain top talent?
00:12:53:00 - 00:13:18:00
Heidi
Sure. So obviously, if you're a staffing company, you're going to get the most qualified candidates if you have a strong reputation within the market. And to do that, you have to build your employer brand, you have to build your organization's brand. And the best way to do that is through pro proactive PR rather than waiting for a crisis to occur. And hopefully, if you've been building a strong brand,
00:13:18:00 - 00:13:45:00
Heidi
You don't encounter a crisis, and if you get one or two negative reviews, it's not that much of an impact to you or your organization because you've already built all of this great brand awareness and visibility and reputation and trust to begin with. So that's the key number one. Number two, if you have a stronger brand than your competitors, then your talent pool is going to be stronger. When you think about yourself as a consumer.
00:13:45:00 - 00:14:13:00
Heidi
Would you rather work with a company that you've heard about or from recently in the news on a podcast, or you've seen them online noted in an industry publication? And you're like, this company must be doing really well. They must be growing. They must have experts. They know what they're talking about. Or are you going to just, you know, hope that your Google search lands you with the person that you want? for me,
00:14:13:00 - 00:14:29:00
Heidi
I want to go with the trusted source and I know that that's what PR is going to give our organizations as well as those that we're looking to partner with and our clients can trust us because of our PR and our brand. I hope they're not relying on Google search.
00:14:29:00 - 00:14:41:00
Jason
Right, right. Okay, so I like this. So reputation drives recruiting, recruiting drives implementation, but there's another audience PR is quietly influencing clients and customers.
00:14:41:00 - 00:15:06:00
Heidi
Yes. So clients and customers are obviously a number one priority for staffing firms, as well as probably every other business out there. So again, this is how if you have a strong brand and it's stronger than those of your competitors, you're gonna continue to grow within the market and continue to grow your market share. And you're seen as a trusted company that they can do business with.
00:15:06:00 - 00:15:35:00
Heidi
I also want to come back to something that we were talking about where, you know, maybe people didn't see how PR was tied directly to revenue or to the recruiting process internally or for staffing firms. when you start to see your change in candidates and you're starting to identify the data and you're like, we need to cut PR, you know, we're making budgetary cuts. let's but we need to still hire some people.
00:15:35:00 - 00:16:03:00
Heidi
And you're starting to see, well, we're not getting quality applicants. Well, why? So you start digging into the numbers and you're like, well, why is the applicant quality changing? Why is our offer acceptance rate going down? Are recruiters just not working as hard? Are they not as productive? Are the inbound opportunities not coming in? Are sales making conversions harder? Like, what's going on? The problem probably isn't necessarily directly a recruiting process.
00:16:03:00 - 00:16:23:00
Heidi
It's actually probably we have a PR problem because we're not doing all these PR things that we were doing to raise our brand visibility. So now we're not attracting those people because we're not being noticed as h evidently or as highly within the market as we were before.
00:16:23:00 - 00:16:50:00
Jason
I agree. I think what you're describing is the scenario that in down markets, buyers get cautious. And so therefore, what happens to the companies that go quiet, right? They stop doing PR. That gets them off kind of a mental shortlist that the buyers maintain of who they want to work with. And as you go quiet, they start to think of you less and less, or you start to occupy less and less mind share. And so, how does PR keep a company
00:16:50:00 - 00:17:01:00
Jason
on that short list without being f in front of that buyer on a regular basis. Heidi, do you have any idea or are they just kind of setting themselves up for failure?
00:17:01:00 - 00:17:28:00
Heidi
Alright, so I think that being on that short list is of high importance if you want to continue to grow your business and grow your market share. So PR really is a function that's built to protect and build trust within your audiences that you're trying to attract. If that's candidates, clients, or prospects, and even employees or future buyers. So when companies cut PR,
00:17:28:00 - 00:17:42:00
Heidi
They're cutting the very thing that keeps them visible and on top of the, talent pipeline, the shareholder thoughts, the customer generation. Like when that gets cut, all of that goes away.
00:17:42:00 - 00:18:04:00
Jason
Yeah. So their visibility decreases when it comes to, you know, being in front of buyers or decision makers or staying top of mind with them. And I imagine that's especially true in staffing, specifically healthcare staffing. I know it's true in PR, right? A client might not need anything for months. And, in the meantime, right, what what are they noticing or not noticing about your brand?
00:18:04:00 - 00:18:32:00
Jason
Are you getting, you know, my goal as a PR firm is I want it to be that when somebody thinks about PR, they think of Axia. They think of Jason Mudd, they think of on top of PR as a way of, you know, staying in front of them and staying top of mind so that when they have a need, we're on that short list or we're the, I've got to get Axia on the phone, right? Or they tell their assistant, get me Axia, get me an appointment with Axia. Because most buyers research show really don't know.
00:18:32:00 - 00:18:56:00
Jason
more than a handful of competitors or maybe even three companies that can offer the service that they're looking for. Sometimes it's only the name of the incumbent provider that they're currently working with. And so as marketers, we need to understand the importance of, you know, making sure that we show up well as a, as a second choice, as a backup option, as the go-to option when the time is right.
00:18:56:00 - 00:19:17:00
Jason
So these clients might not need anything for months, but that doesn't mean that you cut back. It means you've got to double up and stay in front of them. what steps do you feel like you know, your organizate you recommend or you prescribe to the organizations you work with when, as they go perhaps months without a potential client or buyer having a need, but you still want to stay in front of them, Heidi.
00:19:17:00 - 00:19:46:00
Heidi
Yes, absolutely. So you have your traditional marketing methods that I'm sure many companies are using. So whether that's nurture campaigns, direct outreach from your marketing or your sales team, obviously those things should continue. But you also need to continue to invest in PR. So make sure that your leadership is being quoted in publications. Make sure they're being visible on podcasts and other media sources because you want to be that.
00:19:46:00 - 00:20:11:00
Heidi
company that people think of. And if they don't see your name out there in the market when they're doing their research and you're not coming up on Google because you know Google's AI now, they're picking the most recent and most relevant things that have happened within the news. So you want to make sure that your company is listed in that AI search. And the best way to do that is to just be visible and continue to build your brand and the brand of your leaders within it.
00:20:11:00 - 00:20:38:00
Jason
Got it. Yeah, that's really smart. I like that. So let's talk about why the question shouldn't be should we cut PR? Instead, let's talk about what it looks like when a company finally makes the connection when leadership starts to see PR as a revenue function instead of a cost center. And then I'd love to transition into you've identified a series of set questions leaders should ask before cutting PR. Love to hear kind of your top two or three of those that you recommend. But
00:20:38:00 - 00:20:49:00
Jason
Let's start first with this idea of what does it look like when a company finally makes the connection and leadership understands that PR is a revenue function instead of a cost center.
00:20:49:00 - 00:21:15:00
Heidi
Sure. So when, you know, executives start making these cuts, and the example that I used a little bit earlier was about applicants and is applicant quality declining? Are we getting the applicants that we used to? Are we getting the conversions from applicants to placements? And if not, why? And when they figure out that it's because our employer brand has suffered because of the PR cut.
00:21:15:00 - 00:21:40:00
Heidi
Our reputation is going down because we're not seen as highly regarded in the market. Not maybe because we aren't, but because we aren't making ourselves be known is the biggest problem. So make sure that you're staying known, making sure that you're staying top of mind. And once the executive leaders start to see how all of these things tie together and ultimately lead to revenue growth, I think they'll understand the importance of PR.
00:21:40:00 - 00:22:44:00
Jason
Yeah, I like that a lot. so going back here to you brought to the table a couple of ideas of you know, questions leaders should ask themselves before they decide to cut PR. Kind of what are two or three of those high level thoughts that you have,
Heidi
Yeah, sure. So I think that they need to see what role is the reputation our company is playing? Is that you know a playing a significant role in the customers we're trying to attract? Or, you know, why aren't we getting these customers if that is a problem? So if they're saying, we aren't getting the customers that we used to get, well why? And then they say, because we aren't doing all of this media that we used to, so our brand perception and our brand reputation may not be as high as we think it was. so that is one of the key questions. They should also ask themselves, you know, why are we not showing up in the Google algorithm as high as we were? Well, because we haven't been putting as much focus or attention on media. And so therefore their results are gonna be listed further down in search. And you have to know people as well. You and I both know like referrals are super important. And if you aren't keeping up to date in the industry with media mentions and the f connections that you've made, not just through talking with each other, but through, hey, did you see my latest podcast or did you see my latest article? And they are able to share that with their connections, then that's gonna go away and that's gonna disminish a whole, I assume, revenue source for you because referrals are
00:22:44:00 - 00:23:17:00
Jason
Right.
00:23:17:00 - 00:23:42:00
Jason
highly rated for any new business that comes through the door. Sure. Yeah, I like that a lot. And I think for context for our audience, you know, we should explain to them that not only are you an expert on employer brand, but you also are doing it for a staffing firm, which is also having to be an employer brand. So you're managing juggling in theory two employer brands at the same time, the employer brand of your employer as well as the employer brand of your employer's clients.
00:23:42:00 - 00:24:00:00
Jason
And so, you know, you've got to ha your brand has to be strong to demonstrate to clients that you can recruit the best talent for them. But they also need to have a strong brand and a great reputation in the marketplace in order for you to fully support them. So that seems like double duty, Heidi.
00:24:00:00 - 00:24:27:00
Heidi
It is, but it's what makes staffing so much fun. And that's where we can really leverage MSP programs and RPO programs if you partner with a staffing firm because we can really help you with your employer brand using PR tactics and other marketing tactics to help you as the client to ensure that you have a strong employer brand so that us as your staffing firm and provider, we can help sell that.
00:24:27:00 - 00:24:46:00
Heidi
to our candidates and make sure they want to work with you. And if you have a poor reputation, it's gonna be very hard for us to get our candidates to want to work for you. Even if we have a great reputation, but you as our client has a poor reputation, that's gonna be a very hard sell for us. So we want to partner together.
00:24:46:00 - 00:25:09:00
Jason
Love it, love it. All right, Heidi, this has been a great conversation. As we're wrapping up, if you could kind of think through, you know, you've got colleagues in the staffing business that are tuned in to this episode, as well as colleagues who are not in per se in staffing. Kind of what's one sentence or kind of a a a closing summary of today's conversation that you think is most important for them to understand?
00:25:09:00 - 00:25:28:00
Heidi
Sure, so if I had to take everything that we've talked about today and distill it into something really short, I would say when budgets are being cut, trust becomes more valuable, not less. And the way to build trust the fastest and the most long lasting is through PR.
00:25:28:00 - 00:25:36:00
Jason
Okay. Love that. That sounds great. Okay. So real quick before we wrap up, I want to take a moment and tell our audience,
00:25:36:00 - 00:26:01:00
Jason
As a thank you, we run a monthly drawing. It includes podcast swag and an especially occasional gift from me. Here's how you enter go to ratethispodcast.com slash on top of PR. Once you do that, screenshot your review and send it to podcast at axiapr.com. And from there, we will enter you into a drawing. But we need to know who you are because we don't know who J Bird.
00:26:01:00 - 00:26:29:00
Jason
in Toronto 69 is, but we sure want to make sure we send them a thank you for the review. should they be the ones that we draw. Once you enter, you stay in the drawing until you win. each one review goes a long way and you'll continue to be in the drawing until you win. It only takes about two minutes. and then once you're entered, your name could probably be the next one that we call out. So thank you for taking a moment helping us do that by visiting ratethispodcast.com slash on top
00:26:29:00 - 00:26:34:00
Jason
Of PR. So Heidi, thanks again for joining in. for our audience, I just want to say,
00:26:34:00 - 00:26:54:00
Jason
In a down economy, trust becomes more valuable, not less. PR is one of the few functions built specifically to protect it. If you found this episode valuable, please share it with a friend. And what we'll do is we'll also make some related episodes we've had in the past about down economies and why you shouldn't cut your PR marketing investment. And we'll make those available in our episode notes
00:26:54:00 - 00:26:58:00
Jason
at
00:26:58:00 - 00:27:14:00
Jason
on top of P R dot com slash Heidi dash howl.
00:27:14:00 - 00:27:17:00
Jason
That's H-E-I-D-I-H-O-W-E-L-L. That's on top of P R dot com slash Heidi dash howl. Heidi, thank you so much for participating in our episode today. And as always, if there's ever anything I can do for you, please let me know.
00:27:17:00 - 00:27:23:00
Heidi
Thank you so much, Jason. It was great to speak with you.
00:27:23:00 - 00:27:25:00
Jason
Yeah, I was really glad to have you. Glad we finally got this done and look forward to having you back soon. Yeah, thank you.
00:27:25:00 - 00:27:25:00
Heidi
Thanks, Jason.
00:27:25:00 - 00:27:25:00
Jason
if you found this episode valuable, do me a favor and share it with a friend or colleague who you think would benefit from it. But overall, if you found on top of PR useful, leaving an online review is one of the simplest ways to support our show. And reviews help more people discover us, which helps us grow and ultimately helps us bring you great guests like Heidi to the show.
Topics: PR tips, On Top of PR
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