Austin Multimedia Marketing For Storage Facilities' Online Visibility Expanded

Apr 20, 2023

Tenant Media (+1-737-377-6212) has announced a new expansion to its multimedia marketing service for storage facilities throughout Austin, helping local facilities to achieve their growth goals.

Austin, United States - April 20, 2023 /PressCable/ —

With the global self-storage market set to reach $145 billion by 2028, the marketing agency offers hyper-local content creation to help storage facilities improve Google ranking, stand out from the competition, and find new tenants.

More information can be found at https://tenantmedia.clientcabin.com/

The latest move provides clients with long-running content campaigns and detailed analytics to adjust the marketing approaches for optimal impact. Tenant Media has a team comprising professional writers, marketers, and advertising experts who create positive stories to assist in the growth of the client's facility.

With the self-storage industry facing increasing competition and challenges in maintaining high occupancy rates, storage facilities are turning to alternative marketing solutions to expand their customer base. To stay ahead of the competition, Tenant Media helps clients increase visibility in the marketplace, generate leads, and build a trusted reputation through tailored content marketing.

The agency leverages a variety of channels, including blogs, audio advertisements, videos, and slideshows, to engage customers in meaningful ways. By creating high-quality, informative content, self-storage facilities can attract new tenants and build lasting relationships with existing ones.

Additional details are provided at https://www.linkedin.com/in/tenantmedia/

Storage Facility owners can build trust and credibility through personalized content, establishing their storage facility as the trusted specialist in their field. By producing valuable content that addresses the specific needs and concerns of customers, clients are able to demonstrate their expertise effectively.

The service also helps to improve Google ranking by generating high-authority backlinks. Each digital asset created through the campaign links back to the client's website, increasing leads and improving engagement.

With around 90% of all traffic never reaching the second page of search engine results, it's essential for storage facilities to rank highly in search results to get noticed. Through targeted content creation and strategic optimization, Tenant Media can help storage facilities rank higher and reach a broader audience.

A spokesperson states: "We help you to reach your best type of tenants by crafting meaningful hyper-local ads and media coverage. If there's a service you offer in a specific location, neighborhood, or region, we help you get seen. If your facility is a good fit, we will be able to get hyper-local ads for you."

Interested parties can learn more at https://www.crunchbase.com/organization/tenant-media

Contact Info:
Name: Gabriel Belden
Email: Send Email
Organization: Tenant Media
Address: Registered Business Address, Austin, Texas 78701, United States
Website: https://tenantmedia.clientcabin.com/

Source: PressCable

Release ID: 89095272

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What to consider if a company that made AI-related job cuts wants you back

Oct 30, 2026

What to consider if a company that made AI-related job cuts wants you back

NEW YORK — Companies around the world are increasingly citing artificial intelligence when slashing jobs, fueling anxiety that a lot more workers may lose their livelihoods to machines. Microsoft, Barclays Bank and supermarket chain Kroger are among the latest entries on a growing list of companies that have announced AI-related workforce reductions this year, including the elimination of jobs deemed redundant or shed to free up money for investing in the technology. But the job cuts of the AI era, which are affecting tens of thousands of people, occasionally have an epilogue. Some companies, after discovering that AI models, applications and agents don't perform as well as expected, end up rehiring laid-off workers to fill eliminated positions. It's unclear how common such reversals are, but they are happening often enough to acquire a nickname: the "AI boomerang." "Two years ago, we said, 'Would this happen?' and now we're saying, 'Yes, it is happening in real time,'" said Lucy Beaumont, a global senior vice president at SHL, a U.K.-based technology company that develops employment-related tests and tools. Hiring managers in fields including finance, marketing, law and health reported earlier this year that their companies had eliminated positions primarily because of AI or automation, only to hire again for the same or similar roles, according to recruitment and staffing firm Robert Half. The most frequently cited reasons for restoring dropped jobs included the technology needing more human oversight than anticipated and its inability to replicate institutional knowledge, the firm said. "When you need critical thinking, collaboration, creativity, institutional knowledge, those are things that AI just can't replicate," Bill Driscoll, a senior district president at Robert Half, said. "And I think that's where companies are starting to realize, 'Wow, we really do need people to do these jobs.'" Klarna, the Swedish provider of buy now, pay later services, began recruiting human customer service representatives again last year. CEO Sebastian Siemiatkowski acknowledged in an interview with Bloomberg News that the company's reliance on an AI chatbot to cut costs had gone too far. In June, Ford said it had hired or promoted 350 veteran engineers after AI tools the automaker deployed to do quality control work did not perform at the expected level. "AI utilization has been an important part of our quality gains and that — along with deep technical expertise of our teams — is a powerful combination," a Ford spokesperson told The Associated Press. However, companies don't always broadcast their U-turns on shifting resources or responsibilities from employees to AI systems, Beaumont said. "Maybe their shareholders love that they did this right-sizing motion... and then they have to turn around and quietly, with their tail between their legs, admit that they weren't ready for that or they shouldn't have done that," she said. Management experts offered employment advice for workers as companies make greater use of AI tools and consider — or reconsider — their staffing needs while assessing the technology's capabilities. Rehiring suggests the invisible work of humans is not easily replaced When companies use AI to perform tasks previously done by people, they often miss the invisible work employees do beyond their formal job descriptions, said Betsy Summers, a principal analyst on the Future of Work team at market research and advisory firm Forrester. That might include sensing emotions and moods, holding impromptu meetings and putting in extra effort when feeling inspired or otherwise motivated, Summers said. "We don't know all the work that's required to do things well within the organization," she said. "The citizenship behaviors of team cohesion and team building and making sure that you have trust within your team, none of that is accounted for. So when you rip out humans who are doing that work and then expect agents to be able to then deliver exactly what humans have delivered, they are frequently mistaken." Another factor that complicates assigning more work to AI-powered tools is that company procedures for tasks such as data processing and bookkeeping are not always well documented, experts said. "Organizations are not spending enough time doing the up-front work to really truly understand workflows and where humans add value in the process," said Brooks Holtom, a professor of management at Georgetown University's McDonough School of Business. In roles such as customer service, AI agents and chatbots frequently need to refer questions and complaints to a worker who can recognize emotions, assess the severity or complexity of a problem and respond creatively within established policies, Holtom said. "It's that combination of creativity but staying in the guardrail that's really hard for a machine to figure out," he said. Figure out what gives you a competitive edge as a human As companies redirect resources toward AI, current employees and those asked to come back might want to emphasize skills that complement the technology, such as emotional intelligence and sound judgment, Holtom said. "Really try to be able to articulate, what's your value proposition as a human?" Holtom said. "Don't be afraid to lean into the technology as well, and understand how to differentiate yourself from what machines do well. Embrace that, understand that, and you can become uniquely qualified to help with implementation." Empathy is a human quality that technology has not fully mastered, Beaumont said. "Think about an angry customer. They want to be listened to, they want to be heard, they really want a human on the other end of the line," Beaumont said. "Can an AI replace that right now in a way that feels meaningful to individuals? Perhaps not." Know your leverage and use caution if you're asked back Many people are understandably reluctant to return to a company that laid them off as part of a reorganization around artificial intelligence, according to Beaumont. "To come back to a business where you've been let go, replaced by AI, to be asked back to that business, your trust is gone, your psychological safety there, your relationship with the employer, and that's very, very difficult to build back," she said. Workers offered their old jobs back are asking for more money and to know how AI might impact future staffing, Beaumont said. Requesting additional training and a clear explanation of your opportunities for advancement could be part of the discussion, she said. Communicate ways you would contribute value as a returning employee, outlining a new job description "that leverages the technology but also your expertise," Holtom said. You could end up in a higher-ranking position that pays more than the one you left, he said. Before accepting an offer, seek a commitment such as a one-year renewable contract that includes a buyout clause if the job is terminated in less than a year, Holtom suggested. Don't discount the distinctly human values of motivation and curiosity, which make people efficient and effective, Summers said. "Within our societies, work serves a broader purpose than just creating value for shareholders or customers or constituents," she added. "Work serves a human purpose as well. It's the manifestation of our search for meaning and purpose. We want to contribute to our communities as human beings."

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