Rebles Guide to PM

1. How to Structure and Staff a PMO Without a Big Budget

   

   Not every PMO starts with a team of full-time project professionals. Many small organizations begin with just one person wearing multiple hats.

   Sound familiar? I’ve lost count of the number of times I’ve taken calls with project managers who are setting up a PMO for their department or team.

   So it’s time to write out what I tell them! If you’re a small business owner, project lead or transformation manager trying to build a functioning PMO with minimal staff, shared resources, or part-time support,this is for you.

   Read on for a guide to help you set up a structure that works now, but can grow later.

   Pick the right PMO type for your reality

   Before structuring your PMO, get clear on its role.

   There are several types of PMO, but frankly you don’t have to stick to one of these. What you are aiming for is to determine the role you expect the PMO to play. Here are some examples.

   Supportive PMO

   A supportive PMO offers templates, coaching, and best practices to the project leaders in the organization.

   It’s a good approach for early-stage or resource-light businesses because you’re a centre of best practice.

   Controlling PMO

   A controlling PMO adds structure and requires compliance from the projects in the team.

   This works if leadership wants visibility and transparency, and you’ll be gathering data and reporting.

   Directive PMO

   A directive PMO assigns and oversees project managers. It does resource assignments and capacity planning, and the project analysts and managers report into the PMO lead.

   This is more common in mature organizations where you have consolidated the project resources under one leadership structure.

   

   My advice would be to start with a supportive approach (with a bit of transparent reporting) and grow toward controlling as you prove value.

   A PMO structure for small businesses is more likely to be a reporting and governance function in my experience, because what small businesses want is software, dashboards (or manually created reports, yikes) that show the impact of projects, value, investment, resource capacity and when new things can be started.

   What roles do you actually need?

   Even with one person, you can structure work around functions:

   PMO Function	Role (Can be combined)
   Governance & Planning	PMO Lead / Ops Manager
   Reporting & Dashboards	Analyst / Admin / Automated Tool
   Project Coaching	Experienced PM or part-time SME
   Admin & Templates	Admin support or VA (virtual assistant)

   You may only need 0.5 FTE total if you share across roles.

   Document the project management office roles and responsibilities in a RACI matrix. I’ve put an example below – use this as a starting point but you’ll want to tailor it a little bit as necessary to fit your own organization structure.

   PMO RACI Matrix

   For more on how to use this kind of table, check out my guide to the RACI matrix.

   PMO Activity	PMO Lead / Ops Manager	Project Manager	Analyst / Admin	SME / Coach	Dept Rep (PMO Ambassador)
   Define PMO Charter & Services	R	C	A	C	I
   Maintain project register	A	R	C		I
   Develop reporting templates	A	C	R		I
   Portfolio reporting & dashboards	A	I	R		I
   Approve new project intake	R	C	A	I	I
   Provide project coaching	I	R		A/R
   Run project health checks	A	I	C	R
   Document governance processes	R	C	A	C
   Schedule PMO meetings	C	I	R
   Communicate PMO standards	R	A	C		C

   Legend

   • R = Responsible (does the work)
   • A = Accountable (owns the outcome)
   • C = Consulted (provides input)
   • I = Informed (kept updated)

   Where should the PMO sit in the org chart?

   Your PMO’s impact often depends on where it reports.

   • Ops or Strategy Lead = Influence, but practical delivery support
   • Finance or CEO Office = Strategic, top-down
   • IT = More delivery-focused, but risks being siloed

   Choose a reporting line that aligns with your PMO's goals (support vs control).

   In my experience, you don’t really get to decide where the PMO sits. If you’ve been asked to set it up, then it is going to be in whatever area of the organization that you are.

   It might move later, but right now as you get started, it’s sitting with you.

   Borrow, don’t hire (yet)

   You need to come up with a PMO and staffing strategy, but that sounds a lot more fancy and hard work than it actually is. It’s about how you get the resources to fill the roles.

   Let’s assume that in the first instance the person doing the PMO work is you. You’ll have to juggle the project manager vs PMO lead hats, but just think of it like being a fractional PMO.

   Here are some ways to build capacity creatively.

   Use fractional PMs: Bring in freelance or part-time project managers on big projects, to provide the governance and PMO support for a particular initiative.

   Leverage internal champions: Upskill enthusiastic team members to be project leads (assuming you have some!)

   Tap into virtual assistants: For status reporting, document prep, meeting scheduling – virtual assistants don’t have to work in the same company but you’ll need approval before you bring in external resource and they’ll need access to your systems.

   Create “PMO Ambassadors”: Train 1 rep per department to act as liaison – useful for when you want to start spreading the word about expectations for management and governance of projects. Your outreach team then becomes your virtual PMO.

   Think creatively: you don't need headcount, you need coverage.

   Plan for growth

   Even the leanest PMOs need a growth path:

   • Track demand: number of projects, stakeholders supported
   • Show value: project outcomes, feedback, visibility improvements
   • Build the business case: when reporting or delivery gets strained, expand.

   Basically, start wherever you need to start, and think a little bit about where you want to go next. As demand increases, you'll grow. It will just happen. It's better if it's planned and thoughtful, but don't stress about it at this point.

   https://www.youtube.com/watch?v=KC8XhCfB1K4

   Scrappy > Perfect!

   You don’t need to build a big machine. Start with functions, not job titles, and scale as demand grows.

   You've got this!

   This article first appeared on Rebel's Guide to Project Management and can be read here: How to Structure and Staff a PMO Without a Big Budget

2. Why strong working relationships matter more than you think

   

   Back in 2008, Andy Crowe published research (in his book, Alpha Project Managers) that identified the top 2% of project managers – the high performers. What made them stand out? Among other things, they were excellent at building relationships.

   These PMs weren’t just good at sticking to schedules or managing budgets. They had an exceptional ability to work across teams, tap into informal networks and influence beyond the org chart.

   And that’s what made them more successful – or at least more perceived to be successful.

   That research stuck with me. It’s something I reflect on often in my mentoring conversations. So in this article, I want to unpack the different ingredients that go into creating strong professional relationships, especially in the context of mentoring others.

   Let’s take a look at what really makes a difference.

   Set clear expectations early

   Whether you’re mentoring someone or managing a project team, expectations matter.

   Without them, it’s hard to feel confident that you’ll get what you need – or know what’s expected of you. Setting expectations isn’t just about tasks and deadlines. It’s about trust, confidentiality, roles, and boundaries.

   We have to meet the expectations on our side of the relationship to get the other person to demonstrate their side – show trust in order to receive it.

   

   When I start mentoring someone, I always go over what we can (and can’t) share with their manager, the kinds of support I can offer, and how often we’ll meet. We treat it like a working agreement – one we can come back to and adjust as the relationship evolves.

   The same applies on projects. For example, I recently helped a project manager set up governance for a new program. We walked through what our organisation expects from programme boards, clarified roles, and agreed how we’d work together day-to-day.

   That half-hour conversation made all the difference: she knew where she stood, and we could go into stakeholder meetings aligned and confident.

   That’s the magic of expectations – they eliminate surprises and boost clarity. Everyone knows what’s happening, and why.

   Commitment isn’t about being available 24/7

   When people talk about commitment, they sometimes think it means working late or always saying yes.

   It doesn’t.

   In a professional working relationship, commitment looks like showing up when you said you would. Being present. Following through on the promises you make. That reliability builds trust – and without trust, a professional relationship doesn’t really go anywhere.

   In my mentoring role, that means protecting the time I’ve committed to mentees. We’ve got regular monthly calls in the diary, and we stick to them. Sometimes we have to move things around, but the intention is always there: I’m here when you need me, and you’re a priority.

   It’s the same with colleagues. People remember when you come through for them. And they also remember when you don’t.

   Active listening is more powerful than it sounds

   You’ve probably heard the phrase “active listening” before. But what does it look like in practice?

   In The Coaching Manual (2021) Julie Starr says that active listening is important because it creates an environment where:

   • You set the intention to stay focused on the other person’s words
   • You use more effort to process and listen than on your own speech
   • You are investing effort in recording information mentally, so you can recall it again in future conversations (in addition to taking notes)
   • You confirm you are still listening so the other person sees you paying attention
   • You demonstrate your desire to understand through clarifying questions and summarizing so you get what the speaker is telling you.

   It’s not just nodding politely or pretending to pay attention while thinking about your to-do list. Active listening is about genuinely focusing on the other person. Asking clarifying questions. Summarizing what you’ve heard. Taking notes – not just for the sake of it, but so you remember.

   It’s about making the other person feel heard.

   In one meeting this week, I made a conscious effort to do just that. I summarized key points, clarified who someone was talking about by checking our org chart (without interrupting the flow), and reflected back what I’d heard to make sure we were aligned.

   That’s active listening. And it made the meeting more productive for everyone.

   Encouragement matters more than we think

   Encouragement doesn’t have to mean balloons and party poppers. It’s often the small things that have the biggest impact.

   A timely “well done” on a job, a thank you email, a stretch opportunity that shows you believe someone can step up – these all matter. People want to know that their efforts are seen and valued.

   The Management Centre says it is important to encourage people in the way they want to be encouraged. Personally, I’d rather a low-key encouragement; others might prefer a big fanfare or lots of ra-ra cheering which I would find cringe-worthy.

   I had an email recently from someone who used to be in my mentoring group. She asked whether she should apply for a job at a company I know quite well. It wasn’t a perfect fit for her dream role, but I encouraged her to go for it – even just to learn more about the opportunity.

   How to encourage others

   Deborah Byrne, psychologist, says that encouragement is a great way to boost a relationship because it makes you a nice, positive, person to be around. Also, we can be an inspiration to others: by encouraging someone else, they can pay it forward and encourage others.

   Byrne says our attitude matters because the way we are with others does influence their behaviour, even if it’s not obvious to you in which ways they are being influenced.

   Byrne suggests that encouragement can be offered in different ways:

   • Being aware of how you speak about yourself and others, and avoiding negative language.
   • Celebrating success and commenting when someone helps you (for example), and responding to their behaviour positively.
   • Draw attention to what is going well for someone, for example pointing out their recent successes or what they’ve achieved.
   • Smiling! (I feel I do a lot of smiling, so this is a way of encouraging others that I feel I can say I’m good at.)

   Other ways people can be encouraged include:

   Specific ‘thank you’ messages related to specific tasks, given in a timely manner, either in a 1:1 setting or in front of others e.g. at a team meeting. This can be encouraging for future work as well as recognising past work.

   Offering people stretch tasks and challenging work in line with their personal targets and objectives, along with the support to make sure these targets are achievable. This can show that you trust someone to take on more responsibility.

   Support can be pivotal. Not in a cheerleader way (unless that’s your style), but in a grounded, “I’ve got your back” way. Realistic encouragement builds confidence and strengthens relationships.

   Feedback: give it, take it, learn from it

   Feedback can feel awkward. But it’s one of the fastest ways to build trust and improve how we work with others.

   I always try to give feedback that’s honest and constructive – especially in mentoring. Whether it’s reviewing a slide deck or talking through a tricky situation, I want my mentees to walk away with something useful.

   At the same time, I’m open to feedback myself. If someone tells me I’m being too hands-off or they want more challenge, I take that seriously. Mentoring is a two-way street.

   The key is delivering feedback with tact and clarity. Not everything needs to be actioned, but it should always be something the other person can hear – and act on if they choose to.

   Understand what motivates people

   Encouragement is about recognising effort. Motivation is about understanding what drives it.

   Are they driven by recognition? Career goals? The satisfaction of doing good work? When you understand what motivates someone, you can shape your interactions in ways that truly resonate.

   Positive Psychology reports the Sheldon & Elliot self-concordance model of goal setting which outlines 4 different types of motivation:

   External:You don’t take action unless there is a reward, or there is a negative outcome you are trying to avoid e.g. handing in work late.

   Introjected: You take action because it helps maintain your self-image i.e. it feeds you ego to behave in a certain way.

   Identified:You take action because the action is considered personally important or aligned to your values and therefore worth doing.

   Intrinsic:You take action because the work required is fun i.e. you enjoy the journey towards achieving the goal.

   ---

   Understanding motivation is important for relationship building, because if you understand what motivates someone, you can tailor the interactions to make sure you get the most out them, for example, by sharing information in a way that is tailored to the things you know will motivate them the most, whether that is career progression, a sense of being useful, achieving a goal etc.

   For example, one of my mentees is clearly motivated by completing their apprenticeship and moving forward in their career. That helps me tailor the support I give and the opportunities I suggest.

   I also took a leadership course years ago that showed I was motivated by financial rewards – that’s shifted over time, and today it’s more about professional reputation and doing a good job.

   It’s worth reflecting on what drives you, too. Your motivation shapes how you show up in relationships.

   And when the relationship isn’t working?

   Not every professional relationship will click. That’s OK.

   But it’s important to address it. If I feel something’s off with a mentee, I’ll talk to them and try to uncover what’s going wrong. Are we aligned on goals? Am I offering support in the right way? Could they benefit more from a different mentor?

   If we can’t get things back on track, I’ll suggest a change. There’s no shame in that. Sometimes relationships run their course – or just don’t land right – and it’s more respectful to acknowledge that than to keep going through the motions.

   Relationships are everything

   Relationships are everything in project management – and beyond. Whether you're leading a team, mentoring a colleague, or navigating cross-functional work, your ability to build strong, respectful, trusting relationships will define your success.

   It’s not about being best friends with everyone. It’s about being reliable, thoughtful, and genuinely invested in other people’s progress.

   And that? That’s a skill worth developing.

   This article first appeared on Rebel's Guide to Project Management and can be read here: Why strong working relationships matter more than you think

3. What Jobs Can You Get with the Google Digital Marketing Certificate in 2025?

   

   The Google Digital Marketing certificate is one of the most popular of the Google Professional Certifications out there. I took the course in 2024 and earned the certificate.

   While I’m not a full-time digital marketer, I run a blog and manage my own online presence as an author so I know the value of this certificate firsthand. So outside of my project management day job I do have a reason to brush up on digital marketing and e-commerce best practices.

   I’ve spoken to some people about my experiences doing the courses and the question I get asked the most is: “Is the certificate enough to land a job?” In other words, is it worth it?

   Key things to know

   • The Google Digital Marketing & E-commerce certificate can help you get an entry-level job.
   • Experience is also going to help you get a job, so figure out how to get some if you don’t have any already! (Ideas below)

   

   What the Google Digital Marketing Certificate covers

   The certificate is made up of 7 courses. These are:

   1. Foundations of digital marketing and e-commerce
   2. Attract and engage customers with digital marketing
   3. From likes to leads: interact with customers online
   4. Think outside the inbox: email marketing
   5. Assess for success: Marketing analytics and measurement (don’t miss this one!)
   6. Make the sale: Build, launch and manage e-commerce stores
   7. Satisfaction guaranteed: develop customer loyalty online

   You don’t have to take them in order, but it makes sense to do so as they build as you go through.

   You do have to take them all (and pass them all) to be awarded the certificate.

   

   Skills covered

   There is a lot of focus on Google products like Google Ads (as you might expect) so that’s something to consider. If you particularly want to work with Facebook ads for example, then you might struggle at interview if you don’t have any direct experience of that.

   You’ll learn topics like:

   • SEO & SEM
   • Email marketing
   • Google Ads
   • Shopify basics
   • Social media engagement

   If those terms mean nothing to you, they are common jargon for employers so you’ve got to get your head around them. It's beginner-friendly training but practical.

   These skills are going to equip you for digital marketing entry-level jobs.

   Entry-level jobs you can apply for

   Here are some jobs you can go for, if you aren’t going to use the certificate as training for your side-hustle like I did.

   Job Title	Typical Salary (UK/US)	Notes
   Digital Marketing Assistant	£22–30k / $40–55k	Generalist starter role
   Social Media Coordinator	£25–35k / $45–60k	Focus on content and engagement
   SEO/SEM Associate	£28–38k / $50–70k	Strong demand for analytical skills
   Email Marketing Assistant	£26–34k / $45–65k	CRM and campaign management
   eCommerce Associate	£25–32k / $45–60k	Shopify, product listings

   These are some of the best jobs after the Coursera certificate, but of course look for other relevant job titles and industries that appeal to your interests.

   [lasso id="37249" link_id="301386" ref="google-digital-marketing-e-commerce"]

   Can you get a job with the Google Digital Marketing certificate?

   Yes. Many learners go on to entry-level roles like Digital Marketing Assistant, SEO Associate, or Email Marketer.

   I personally didn’t try for this, but I know others have been successful and that Google partners actively seek out people who have taken this certificate.

   However, if you want to work specificially with Facebook ads or Instagram influencers, you'd be better off with the Meta Social Media Marketing Professional Certificate.

   Or do both, because then you'll have a rounded skill set to share with employers!

   Both the Meta and Google certificates are available on a Coursera Plus subscription so if you have the time, you can work through them both in parallel. The faster you complete them, the less you pay.

   How to boost your job readiness

   If you're exploring Google Digital Marketing Certificate jobs, you'll find a variety of entry-level roles like Digital Marketing Assistant, SEO Associate, or eCommerce Coordinator that align perfectly with the skills taught in the program.

   When you go for an interview, you’re going to want to be as ready as possible with a portfolio of evidence to talk about.

   Here are some digital marketing job readiness tips!

   • Complete all the assignments, even if they’re not required (I didn’t do this because I wasn’t going for a digital marketing job)
   • Build a sample campaign (blog, newsletter, social posts for yourself or a friend’s business)
   • Use Canva, Mailchimp, Hubspot, etc. for real-life tools – many free options available
   • Create a portfolio site (even on Notion or Wix) so you can share examples of your work.

   There’s also a new course in the professional certification which wasn’t available when I took the training: AI for your job search. It’s an optional course, so it won’t affect whether you earn the certificate or not, but it’s great for learning about how to use Gemini and Notebook LM to manage your job search, prep for interview, and polish your CV or resume.

   Tips from employers

   I asked employers what they thought about how candidates can boost their employability and make their application stand out. Here are a few of the tips they shared.

   "I pay more attention to them when the candidate effectively shows how they play a part in their overall career narrative, like if they took the course while also managing a specific project in a prior role, showing that they can apply the knowledge effectively in a real-world context," said Matt Erhard, Managing Partner at Summit Search Group in Canada.

   

   Pair certificates with experience

   Candidates who can demonstrate real experience leading teams and taking ownership of projects will always stand out the strongest.

   Matt Erhard, Managing Partner, Summit Search Group

   "For roles in digital marketing, the certificates are also making an impression," says Deepak Shukla, CEO of Pearl Lemon Placements. "Hiring managers are beginning to recognize these qualifications as evidence of job readiness, especially when paired with real-world project samples or freelance work."

   He went on to add, "We often advise candidates to treat the certificates as a launchpad, not a guarantee, and to supplement them with measurable outcomes from any hands-on experience they can get."

   

   Certificates are a launchpad

   Recruiters do take note when these certificates are listed on LinkedIn, especially if they're paired with clear personal branding and relevant results.

   Deepak Shukla, CEO of Pearl Lemon Placements

   Read more about what employers have to say about Google Career Certificates and whether they open doors for job seekers: Employers weigh in: Are Google Certificates worth it to get a job?

   LinkedIn and resume/CV tips

   Employers are going to check out your LinkedIn profile so make sure it shines!

   • Add your Credly badgeso employers can verify your achievement
   • Use keywords from the certificate in your headline and summary (like “Digital Marketing” and “Google-certified”)
   • Post regular updates about your learning journey as posts or articles on LinkedIn
   • Follow companies in the Google Career Certificates employer consortium.

   That last point is important because the employer consortium companies actively hire Google ‘graduates’. Once you’ve completed the course, you get access to those resources and can find jobs from approved companies. It’s another job board to scour for openings!

   

   Other tools that help

   Finishing your certification is only the beginning. Here are some other things that will help you get that job.

   Join communities. Check out r/marketing, LinkedIn groups, Slack channels and find your people. One of them might have job offers in the future.

   Volunteer to run marketing for a small business or nonprofit. That could be your child’s school’s parent teacher organization – it doesn’t have to be a big commitment.

   Keep learning. Watch YouTube videos, go to conferences, read newsletters, and follow content creators.

   Keep practicing with the tools. Get proficient at using common tools like Canva and other image creators, AI tools, email marketing tools, and so on. Your future employer may not use those tools, but once you know how one email marketing product works, you can quickly figure out another.

   

   Your next steps

   In summary, yes, you can get a job with the certificate, but the certificate + experience is going to be your best bet for landing a well-paid entry-level post.

   Keep learning, practicing, and applying your skills! You’re on the right track!

   [lasso id="39905" link_id="302105" ref="google-professional-certificates"]

   This article first appeared on Rebel's Guide to Project Management and can be read here: What Jobs Can You Get with the Google Digital Marketing Certificate in 2025?

4. Google Project Management Certificate vs PMP: Which should you choose?

   

   If you’re weighing up the Google Project Management Certificate against the Project Management Professional (PMP)®, you’re not alone. It’s a decision many aspiring and early-career project managers face.

   I’ve done the Google Certificate and been a PMI member for years, working closely with PMP training companies for some of that time. So I’ve seen both, mentored new PMs, and led teams of experienced professionals. In this article, I’ll give you my take on what to expect from each one to help you decide which path is right for you.

   Key things to know

   • The Google Certificate and the PMP certification are for different stages of your project management career.
   • Take the Google certificate if you’re a beginner or job switcher.
   • Take the PMP if you’ve got 3-5 years of project experience.
   • Both are great!

   

   Google Project Management Certificate vs PMP: A quick summary

   Let’s see how the training and qualifications stack up.

   Feature	Google Certificate	PMP Certification
   Cost	~£32/month via Coursera	~£400–£500 exam fee + training
   Time to Complete	1–6 months	Varies; 35 hours of training required
   Experience Needed	None	3–5 years of project experience
   Exam?	No, graded assignments	Yes, 180-question exam
   Best for	Beginners, job switchers	Experienced project professionals
   Format	Online, self-paced	Exam-based, instructor-led or self-paced
   Recognized by	Entry-level employers, Google partners	Global employers, formal PM roles

   That table doesn’t answer what project management certification is best, but it will give you a quick reference guide so you can start making the right decision for you.

   Read how the Google course compares to the IBM Project Management Certificate.

   The Google Project Management Certificate – a quick overview

   The Google Project Management Certificate, delivered via Coursera, is designed for beginners.

   You don’t need prior experience or a degree, and the content is structured to guide you from the absolute basics of project delivery to hands-on documentation in a final Capstone project.

   You’ll learn:

   • Project lifecycle and methodologies (predictive and iterative/incremental aka Agile and waterfall)
   • Stakeholder communication and soft skills
   • Risk, scheduling, planning and budgeting
   • How to draft project charters, plans, and reports

   The course includes video content, practice quizzes, real-world scenarios, and a comprehensive case study (I’ve written about how to get through the Sauce & Spoon case study in a previous article).

   You’ll also receive a Credly badge to showcase your achievement.

   

   You can complete it in 1–2 months if you move quickly, but Google estimates a 6-month pace at 10 hours/week.

   Read how I managed to complete the course in a week.

   Want to get started today? Join the Google Project Management Certificate on Coursera and learn at your own pace.

   PMP Certification – a quick overview

   The PMP® (Project Management Professional) is offered by PMI (Project Management Institute) and is considered the gold standard for experienced project managers by many employers and candidates (although as a UK-based PM, I would say that APM’s ChPP is the gold standard over here).

   To qualify for the PMP, you must meet the following:

   • 36 months of project leadership experience (with a degree)
   • OR 60 months without a degree
   • 35 hours of formal PM education (the Google certificate can count toward this!)

   You’ll sit a 180-question exam covering all aspects of project management.

   The PMP is globally recognized and often sought out for senior or mid-level PM roles in regulated industries, enterprise organisations, or public sector jobs.

   [lasso id="19415" link_id="302096" ref="pm-prepcast"]

   Key differences between Google PM Certificate and PMP

   1. Experience level

   • Google Certificate: The best PM certification for career switchers, new graduates, or those wanting to explore PM. No experience needed.
   • PMP: For established professionals who have led teams or projects. You have to be able to demonstrate your experience.

   2. Assessment

   • Google: Peer-reviewed assignments and quizzes (open book). The quality of peer reviews was hit and miss when I did it.
   • PMP: Proctored, closed-book multiple-choice exam (with scenario-based questions). In other words, harder!

   3. Cost

   • Google: Subscription-based via Coursera, although you can pre-pay for the specialization if you prefer (~£32/month). The faster you finish, the cheaper it is (another reason why it’s the best project management certification for beginners).
   • PMP: Exam fee ($405 for PMI members), plus cost of exam prep (~$500+ for a decent course).

   4. Time commitment

   • Google: Study at your own pace. Some finish in a few weeks, I did it in a week (probably not recommended, in hindsight)
   • PMP: Requires prep time and a formal exam slot. Allow at least 3 months.

   5. Career outcomes

   • Google: Helps you apply for entry-level roles like Project Coordinator, PM Assistant, or Junior Project Manager.
   • PMP: Opens doors to senior PM roles and is often required in sectors like construction, IT, healthcare, and finance.

   Read my tips on how to get a job with the Google PM certificate.

   

   Which is harder: PMP or the Google Project Management Certificate?

   ‘Hard’ is subjective. When I took the Google certificate, I found it easy, but that’s because I already had 10+ years in project management at the time. As a beginner, you might find it harder as there are a lot of new concepts and business processes to learn.

   However, I’d say that PMP is harder. There is more to learn, the assessment is more rigorous, the exam is punishing, and the standard is really high.

   Don’t let that put you off – it’s a very worthwhile certificate!

   Do employers recognize the Google PM courses or PMP?

   The Google Career Certificates Employer Consortium includes over 150 companies (like Deloitte, Accenture, and T-Mobile) who consider Google certificate graduates for open roles. The course is hosted on Coursera, one of the most widely recognized learning platforms.

   Meanwhile, PMP is often required in job descriptions for mid-level or senior PM roles, especially in industries like defense, government, and construction.

   However, in reality it's more nuanced than that. I've interviewed a number of executives about what employers think of the Google Career Certificates.

   Gerry Wallace, Managing Director of Greenline, a company that designs and delivers large-scale shade structures for schools, councils, and commercial spaces across Australia, summed it up.

   "Whenever we hire, we’re looking for people who can actually run a site, communicate clearly with institutions and clients," he said. "A certificate doesn’t tell us how well a candidate can do that. It only tells us they have the knowledge."

   He added:

   "I think adding it to your resume and briefly bringing it up in the interview is fine. But it should be secondary to showcasing actual project work. Anyone who’s hiring for this role wants to see the kind of projects completed. Certificates alone don’t paint a very detailed picture, and they never will."

   

   Certificates are helpful

   Certificates are a helpful resource, but they’re better if you're just starting out or switching careers. If you’re new to the field, it’ll help you get up to speed on the basics. But there are so many ways you have to prove you can apply that knowledge. Even if it’s unpaid or volunteer work, first focus on that and then use the certificate as a complement to build your track record. 

   Gerry Wallace, Managing Director, Greenline

   Which one should you choose?

   It’s actually a very simple choice.

   • For beginners? Google certificate.
   • For experienced PMs? PMP.
   • For career switchers? Start with Google, then aim for PMP.

   Choose Google if...	Choose PMP if...
   You’re new to project management	You already lead projects
   You want to build foundational skills	You need global recognition
   You’re looking for a flexible, affordable course	You’re aiming for senior PM roles
   You want a practical, low-barrier introduction	You’re eligible and want a salary boost

   Still unsure? Many project managers start with the Google Certificate and later pursue the PMP (or another certificate like ChPP or an industry-specific one) once they have the experience.

   It doesn’t have to be either/or, it’s a progression as you build your career.

   Your next steps

   There is really no right or wrong answer – both courses are good. I took the Google certificate late in my project management career (because it wasn’t available when I started). If it had been available earlier, I would have taken it earlier as it’s a very solid course for beginners.

   The key is to choose what’s right for your career stage and goals.

   [lasso id="35054" link_id="302097" ref="coursera-pm"]

   This article first appeared on Rebel's Guide to Project Management and can be read here: Google Project Management Certificate vs PMP: Which should you choose?

5. Google vs Meta Marketing Certificates: Which Should You Choose?

   

   Are you trying to decide between the Google Digital Marketing Certificate and the Meta Social Media Marketing Certificate on Coursera? You’re not alone. Both programs are highly rated, beginner-friendly, and taught by two of the biggest names in the tech and advertising world.

   I’ve completed the Google certificate myself (you can read my full review here) and found it a solid foundation in e-commerce, SEO, email marketing, and analytics.

   While I haven’t taken the Meta course yet, I’ve reviewed its syllabus, explored feedback from other learners, and compared the structure, tools, and job fit side by side.

   In this article, I’ll walk you through:

   • The key differences between the Google and Meta marketing certificates
   • Who each one is best for
   • Career outcomes and hiring prospects
   • Whether it’s worth doing both

   Let’s dive in and help you choose the certification that fits your goals—and lands you the job you want.

   

   Overview of both certificates

   Let’s do a quick recap of what these courses from marketing giants cover.

   Feature	Google Digital Marketing	Meta Social Media Marketing
   Duration	~6 months	~6 months
   Cost	£32/mo (Coursera)	£32/mo (Coursera)
   Number of Courses	8	6
   Capstone Project	No	Yes
   Focus	SEO, email, analytics, e-commerce	Facebook/IG ads, content creation, social strategy
   Tools Covered	Google Ads, Google Analytics, Shopify, Hubspot and others	Facebook Business Suite, Canva, Instagram

   They are both available on Coursera and are included with Coursera Plus (so if you have a subscription, you could take them both).

   Is the Google or Meta marketing certificate easier?

   I’d say the Google one is easier to complete because it does not include a Capstone. Course 8 (the AI job search course) is optional. There are several optional assignments.

   So, if you’re looking for an easy ride, the Google certificate is certainly do-able.

   However, if you want to get a job and do well in your new career, I don’t think you should be looking for easy! Do all the assignments. Practice using the tools.Don’t shy away from the Capstone because it takes a while – it will make you a better marketer!

   There is a learning curve with both certificates, which is about the same.

   Who is the Google Certificate best for?

   The content of the courses determines the fit for students. The Google course is e-commerce and business focused, suitable for people who are looking to work in traditional businesses.

   I’d say it was best for:

   • Aspiring digital marketers looking for broad knowledge
   • Business owners or freelancers who want e-commerce and analytics
   • People interested in SEO/PPC/Google Ads roles – this is a very specialized skill!

   I did this course (and passed, yey!) and I don’t do digital marketing for a traditional business, but it taught me about e-commerce, CPC and other things that are helpful in my work on website development projects in my day job.

   This course also has a job search module, Accelerate your job search with AI, which is helpful, especially if you don’t know where to start! It will help you polish your CV or resume, LinkedIn profile and prep for interviews.

   Want to know what roles you can get with this qualification? Read my full guide about Google Digital Marketing Certificate jobs.

   [lasso id="37249" link_id="301368" ref="google-digital-marketing-e-commerce"]

   Who is the Meta Certificate best for?

   Meta’s course won’t teach you anything about Google Ads (obvs) so it’s more relevant for people who are supporting social media within their business. For example:

   • Those aiming for social media-focused roles
   • Creators, influencers, or small business owners building on IG/Facebook
   • People who want to work in community management or paid social.

   The big benefit is that you get the Professional Certificate (which is ACE® recommended for prior learning) but you also get the Meta Digital Marketing Association Certification.

   Once you have taken this course, look for job titles like:

   • Social Media Manager
   • Social Media Specialist
   • Social Media Coordinator

   … it’s all very social media-y.

   Want to learn more about Meta’s course? Explore it on Coursera.

   
   [lasso id="39951" link_id="302076" ref="meta-social-media-marketing-professional-certificate"]
   

   Certificate	Target Job Titles	Best For
   Google	Digital Marketing Assistant, SEO Associate, Email Marketing Coordinator	Generalist, e-commerce, analytics
   Meta	Social Media Manager, Content Creator, Facebook Ads Specialist	Creators, social-first marketers

   

   Which has better career outcomes?

   Google’s course aligns better with job listings for SEO, marketing assistants, etc. I've written a separate article on the jobs available with the Google Marketing Certificate, so you can check out the kinds of roles you can expect to be able to apply for.

   Meta’s course suits freelancers, people working in the creator economy, and content management roles – perhaps I should have taken this one after all!

   Read next: What employers think hiring candidates with Google Certificates - read the interviews!

   In terms of are you likely to get a job having taken one of these training programs, Google’s Employer Consortium is a win for me. That’s a group of Google partners who actively recruit from ‘graduates’ from their certificates. You’ll get access to their job seeking resources once you’ve completed the course.

   

   A strong supplemental credential

   We’ve interviewed and hired candidates who listed Google Professional Certificates, particularly in Digital Marketing and Project Management. While the certificate alone is not enough to guarantee a hire, it signals that the candidate has taken initiative and completed focused, relevant training. It often helps them stand out in a crowded applicant pool, especially when they lack formal experience.

   Jared Bauman, CEO, 201 Creative, LLC

   However, the Meta program ends with a Capstone, which means you’ll get a tangible project you can use to show employers what you can do. Meta’s training is excellent and you’ll be learning first hand from the people behind Facebook and Instagram – that’s worth a lot.

   There aren’t any published stats that I could find about which certificate has the best employability outcomes, but they are both well-respected.

   

   My recommendation

   While you have to make the final choice yourself, this is my take on it:

   • For generalist marketers or career switchers --> Google
   • For content creators or social media specialists --> Meta

   Having said that, you could do both, or start with one and supplement with the other. Whichever you choose, good luck with your learning!

   This article first appeared on Rebel's Guide to Project Management and can be read here: Google vs Meta Marketing Certificates: Which Should You Choose?