I’m Dan Ben-Nun, the founder and CEO of Adspace Marketing Agency. My journey in digital marketing began early—at just 13, I was building websites and learning the ropes of online marketing. After college, I launched a direct-to-consumer ecommerce site that took off, reaching a million-dollar valuation in under a year. This experience taught me the core strategies of scaling brands quickly and effectively. Over the past 14 years, I’ve worn nearly every hat in digital marketing, holding over 10 roles that have collectively allowed me to drive growth for numerous multimillion-dollar companies, with over 30 successful projects under my belt.
Beyond agency work, I also founded Growify, a marketing attribution tool, to address a major gap I saw in actionable analytics for campaign effectiveness. Growify empowers businesses to leverage data in real time, enabling them to understand what truly drives their growth. Both at Adspace and with Growify, my focus is on building solutions that bridge strategy with data-driven insights, helping brands thrive in a competitive landscape.
Company: Growify
We are thrilled to have you join us today, welcome to ValiantCEO Magazine’s exclusive interview! Let’s start off with a little introduction. Tell our readers a bit about yourself and your company
Dan Ben-Nun: I’m Dan Ben-Nun, the founder and CEO of Adspace Marketing Agency. My journey in digital marketing began early—at just 13, I was building websites and learning the ropes of online marketing. After college, I launched a direct-to-consumer Ecommerce brand that took off, achieving over a million in revenue in our first year. This experience taught me the core strategies of scaling brands quickly and effectively. Over the past 14 years, I’ve worn nearly every hat in digital marketing, holding over 10 roles that have collectively allowed me to drive growth for numerous multimillion-dollar companies, with over 30 successful projects under my belt.
Beyond agency work, I also founded Growify, a marketing attribution tool, to address a major gap I saw in actionable analytics for campaign effectiveness. Growify empowers businesses to leverage data in real time, enabling them to understand what truly drives their growth. Both at Adspace and with Growify, my focus is on building solutions that bridge strategy with data-driven insights, helping brands thrive in a competitive landscape.
How has your approach to leadership evolved to meet the changing expectations of today’s workforce, especially regarding remote and hybrid work?
Dan Ben-Nun: Over the years, I’ve adapted my leadership style to align with the modern workforce’s evolving priorities, particularly as remote and hybrid work have become central. Early in my career, I was very hands-on and emphasized in-person collaboration. But as our team and client base expanded across geographies, I quickly realized that flexibility and trust needed to be the foundation of my leadership approach.
One of the biggest shifts has been in communication. With hybrid and remote setups, I’ve invested more in tools that support transparent, asynchronous communication, allowing team members to share updates, ask questions, and contribute ideas without being confined to a set schedule. We have established structured, yet flexible touchpoints—like weekly check-ins and clear project briefs—to maintain alignment without micromanaging. This also allows everyone, regardless of their time zone, to stay engaged and feel their voice matters.
Equally important has been fostering a culture that values work-life balance and personal accountability. Today’s workforce expects more autonomy, and I’ve found that giving team members ownership over their projects leads to higher engagement and innovative outcomes. Instead of focusing strictly on hours logged, I measure success by impact and results, ensuring everyone feels empowered to excel in their roles.
What specific strategies have you implemented to foster Diversity, Equity, and Inclusion (DEI) within your organization?
Dan Ben-Nun: At Adspace/Growify, fostering Diversity, Equity, and Inclusion (DEI) is a priority that goes beyond meeting quotas—it’s about building a culture where everyone feels valued and empowered to contribute. One of our core strategies is creating pathways for diverse talent. We actively recruit from a wide range of backgrounds and experiences to bring fresh perspectives into the agency. This involves partnering with educational institutions and organizations that support underrepresented groups, aiming to open doors for those who may not traditionally have access to the digital marketing field.
Beyond recruitment, we focus on inclusive policies and practices that cultivate a sense of belonging. For instance, we’ve implemented regular DEI training sessions to address unconscious bias and foster understanding within teams. This is complemented by open forums where team members can share experiences and ideas to improve inclusivity. We also encourage mentorship across different levels, allowing more junior team members from diverse backgrounds to connect with leadership and receive guidance for career growth.
We also review and adapt our internal processes to ensure equity across pay, opportunities, and recognition. These efforts have helped us build a more collaborative, innovative environment, making our team stronger and more adaptable to the ever-evolving demands of the industry.
How do you keep your team engaged and motivated in a workplace culture that increasingly values flexibility and work-life balance?
Dan Ben-Nun: To keep my team engaged and motivated, especially as flexibility and work-life balance become more essential, I prioritize creating a supportive environment that respects individual needs while maintaining team unity. Flexibility is one of our main drivers; I encourage team members to set their own schedules, allowing them to be at their best without the pressure of a rigid 9-to-5. But flexibility goes beyond just hours. It’s also about trusting my team to manage their work in ways that fit their styles, whether that’s remotely, in hybrid setups, or occasionally in-person.
Engagement is also fostered through consistent, transparent communication. I hold regular check-ins—not just about work goals but to understand any personal adjustments that can enhance their day-to-day experiences. We also organize team gatherings, both virtual and in-person, to keep morale high and nurture relationships. Additionally, growth and learning opportunities are huge. I ensure my team has access to ongoing professional development, be it through workshops, online courses, or mentorship programs. This balance of trust, flexibility, and growth-oriented culture has been key in keeping our team motivated and aligned with the company’s vision, even in an increasingly flexible work culture.
What do you see as the biggest challenges in preparing for the future workforce, and how are you addressing them?
Dan Ben-Nun: Preparing for the future workforce brings challenges such as adapting to rapid technological changes, supporting skills development, and meeting shifting expectations around work flexibility and values. The pace of tech evolution means continuously updating our skill sets, particularly in AI and data analytics, to stay relevant. Addressing this, I’m investing in training and upskilling initiatives that allow team members to master these emerging tools. For instance, we offer access to online courses and encourage certification programs that align with future-facing skills.
Another challenge is cultivating a culture that balances flexibility with productivity, as the workforce increasingly values autonomy and work-life integration. To address this, I focus on establishing clear, outcome-based goals that let employees know what’s expected without micromanaging how they achieve it. This approach also supports our diversity and inclusion goals by creating a work environment that respects different working styles and life demands. Finally, I emphasize resilience and adaptability within our culture—encouraging open-mindedness and continuous learning to navigate both current shifts and future challenges.
How has the shift toward digital and remote collaboration affected your company culture, and what adjustments have you made to maintain a strong, cohesive team?
Dan Ben-Nun: The shift to digital and remote collaboration has reshaped our company culture by highlighting the importance of intentional communication and flexible work structures. With team members spread across different time zones, we’ve had to adapt how we interact to ensure everyone feels connected and aligned. One of the key adjustments I made was implementing structured, regular check-ins and creating an open forum for cross-functional updates. This keeps everyone on the same page, reinforces accountability, and makes sure no one feels siloed.
To maintain a cohesive team, we’ve leaned into digital tools like Slack and project management platforms, but I realized that face-to-face time (even virtually) is essential for deeper engagement. We host monthly “all-hands” video calls where we celebrate wins and discuss any organizational changes. Furthermore, I encourage social connection by organizing virtual team-building activities, such as trivia games and themed events, that allow team members to bond beyond work tasks. This balance of structured and casual interactions has helped keep our culture strong and aligned, even as we embrace a remote-first model.
