Temporary Marketing Copywriter

We set “BHAG” goals (big, hairy, and audacious), and we don’t settle for average growth in our organization. We have a massive opportunity within our industry that is barely tapped in terms of our product, and we see it as our responsibility to increase that awareness as part of our mission to stop violent crime and SAVE LIVES. We have several big initiatives in play to help us reach these goals. With that comes employee development and career opportunities. In our last all-employee survey, we had a 91% favorable score on the question “I am encouraged to be innovative in my job (trying new things). Delta Defense continually provides employees with tools and resources for personal and professional achievement. We encourage all employees to create a dream board where they identify experiences, development, objects, and community goals they’d like to achieve. It is one of the most satisfying things we see when employees share their stories of crossing off an item from their dream board.

Delta Defense’s mission is not solely a poster on the wall but embodies all aspects of decision-making and initiatives at Delta Defense. We showcase that our culture is unlike other companies. It is refreshing for candidates to know that our core values drive us. We ask candidates to complete a core values essay as part of the recruitment process. This allows for mutual, true transparency and alignment. Our Core Values include: We believe in our inalienable right to self-defense. We have a growth mindset. We deal with problems “head-on” We get $hit done. We live the 5H’s (honest, humble, happy, hungry, & healthy)

Delta Defense’s CEO and USCCA Co-Founder Tim Schmidt has received an outstanding approval rating from current and former employees. Specific questions from our employee survey and their % favorable scores include: The CEO leads by example and shows commitment to the organization’s mission: 93% favorable. The CEO cares about employees and encourages them to achieve the best they can: 95% favorable. He is well known for promoting a book he found inspiring and occasionally gives it to all employees after sharing what he learned from the book with our entire company. Tim prioritizes Delta’s culture and employee engagement.

The Voice of the Customer is a really important metric for our organization. The Voice of our Employees who create that customer experience is even more important. At Delta, several venues are available for feedback – Oh Sh!t Questions, Jam Sessions with our President, an “open door” access to Leadership and HR team members, and an employee survey called Employee Voice. In 2024, we launched a new program that all new team members attend during their first week with our company. It is the Delta Defense Culture Curriculum. This training incorporates our mission, values, and best practice tools, keeping our team members healthy and aligned as they begin their new roles and navigate through their employment. Our goal is to help our employees live their 5Hs (happy, healthy, hungry, humble, and honest) professionally and personally, operating from the best version of themselves through a growth mindset method that teaches alignment with self and others. We also embrace the concept of feedback being a gift. We are all here to support our team members in learning and growing. When addressing conflict, we train our team members on the tools to successfully and respectfully deal with problems head-on.

At Delta, we utilize various tools and create opportunities for collaboration within functions and across the organization. We use Slack as a technology platform to enable collaboration, especially given that more than 50% of our workforce is remote or hybrid. To kick the year off, our executive team, all sales and marketing employees, and cross-functional team members, all under one roof, energized and ready to shape the future of Delta Defense at our second annual Impact Summit in Texas. This year, the theme was "Unity Unto Victory." We dove deep into goal setting, engaged with insightful guest speakers, participated together instead of using breakout sessions to build and renew relationships, and enjoyed an interactive panel discussion with our executives. The event's highlight was our awards ceremony, celebrating our dedicated team members' hard work and achievements in 2024. We had a lot of fun too! This event is a testament to our commitment to investing in our people and mission. After every quarterly Super Week (which brings together all executives and their direct reports to discuss strategy, set goals, prioritize resources, and discuss talent development), we cascade the key messages throughout all levels of the organization. This is done by leaders within their functions through department meetings, in addition to the President and/or CEO addressing all employees in our weekly Thursday meeting. ,