The Perfect Fit

STL Now Hiring: Paid Social Media Campaign Manager, Strategist/Analyst

General Description

Our St. Louis client is looking for a paid Social Media Strategist and Campaign Manager to join its St. Louis office. This is a relocation opportunity!

This is a hands-on position that will work with the company's management team, actively managing several live campaigns (at tens of thousands of dollars per day, each) across a variety of social media platforms. The position requires hands-on experience as an SEM practitioner, a leadership capability and the ability to work independently. We like candidates with an entrepreneurial spirit or those who have started their own business. Organization and time management skills will serve you well and help maximize your efficiency and as a result, your income.

Primary Responsibilities:


• Become an expert on all proprietary in-house software (our client will train you)

• Manage end-to-end SEM campaigns (keyword research, campaign strategy, ad writing, bid management, engine relationships, & margin optimization).

• Leverage detailed data analysis to identify opportunities in the marketplace to expand & optimize profitability.

• Monitor all competitive and market forces and react appropriately to any changes.

• Prioritize between dozens of opportunities to choose the most profitable tasks
.
• Work to set and deliver on PPC campaign growth targets

• Manage, train and support both existing employees and new hires

Hiring Accelerates in 2018, Bishop Helps With “Most Placeable Candidates”

U.S. employers expect hiring to pick up in the first quarter of next year, with 21 percent planning to add staff between January and March, according to the latest “Employment Outlook Survey,” released yesterday by ManpowerGroup. Employers in all U.S. regions and industry sectors expect headcount to grow.

One of the ways Bishop Partners can help employers is with a special file that we keep, called “Most Placeable Candidates” or "MPCs". We’re proud of our reputation and how attractive it is to the top performing candidates in marketing and advertising nationwide. Every week, industry leaders confidentially introduce themselves to us, share their resume and ask for our help.  Taking seasonal variations into account, the net employment outlook for Q1 2018 is up 19 percent, the strongest reported in the past decade. This marks the 14th consecutive quarter with an outlook of plus-15 percent or stronger. Here’s a partial list of those candidates:

Brand Manager, Toys/Entertainment/Gaming or CPG
Copywriter, Social Media Producer
Creative Director, Copywriter, Consumer Products
Creative Services Firm CFO/COO
Creative Services Firm New Business Developer
Director of Paid Social Media
Director of Product Brand Marketing, Analytics, Strategy
Executive Creative Director, Consumer Products
Executive Creative Leader: President, CEO, COO, EVP
Senior Digital Art Director / UX Specialist
Senior Interactive Designer / UX-UI Designer / Animator
Senior Media Strategist & Analyst
VP, Director of Client Service Aviation/Finance/Food/Retail
VP, Global Paid Media

Taking seasonal variations into account, the net employment outlook for Q1 2018 is up 19 percent, the strongest reported in the past decade. This marks the 14th consecutive quarter with an outlook of plus-15 percent or stronger. Nationwide, hiring prospects are two percentage points stronger when compared with the final quarter of 2017, and employers reported an increase of three percentage points in comparison with this time one year ago.

New Employment Laws are Here! Be Aware!

By January 1, 2018, we will have at least four states and four cities that have enacted a new regulation that stipulates you cannot ask a candidate for employment, how much money they make. There is no equivocation there…you cannot ask them how much their salary is, their bonus, their past W-2, their estimated earnings or their history of income.

These new laws specifically prohibit anybody in the interview chain from asking that question; which includes third party search firms. A candidate can offer that information, but you have to document and provide evidence that the candidate stated his/her earnings history and was not asked for that information. In fact, the best approach, should a candidate offer up his earnings history, is to confirm in writing back to them and require they sign that letter or email certifying they offered their compensation information on their own; without provocation or prodding.

Why the requirement of them verifying that they offered the information? In NYC, the statute will include up to a $250,000 penalty just for asking that question; part of which the plaintiff may be entitled to as recompense in that penalty. In short…the candidate could try to trap you into asking that question.

What can you ask? You can ask what their compensation needs, requirements or expectations are.

Why are the new laws there? The logic was to eliminate the serial wage disparity between men and women. Since women tend to be paid less; when they try to apply to a new company, they are required to disclose their current or past earnings. As most offers are typically tied to past earnings, not the salary range of the position; the cycle of wage disparity has little opportunity to be mediated by simply changing employers.

What states? Massachusetts, Oregon, California and Delaware. Plus New York City, San Francisco, Pittsburgh and New Orleans. New Jersey and Illinois have had laws passed but vetoed by the governors, so far. Washington State has a bill in committee. Philadelphia enacted a similar law, but it is currently in litigation and under review.

The Fourth Quarter; Accountability, Strategy and Planning!

THE QUARTER OF CHANGE

The 4th quarter is when the yearlong numbers become real and leadership becomes accountable. It is the quarter that has the most expense cuts and reductions in employment. 4th quarter is when annual planning is completed, leadership is measured, and talent deployment is strategized for the upcoming year. It is the quarter for decisions to ensure the next year will meet or exceed expectations.

The pressure on leadership is increasing (recent turnover statistic was 32.3%, the highest in several years). Some of this is due to retirements and job changes, but the majority is forced resignations due to inability to meet expectations and move the company forward successfully in this competitive global economy.

Not everyone is a natural leader and the lure to increase visibility, gain power, and be rewarded is enticing and a confidence builder. The most common reasons why leaders fail are: (1) become self-serving and do not support their team; (2) will not delegate tasks to develop learning (become stressed out with work overload and create turnover of staff); (3) stop directing people forward; (4) become too political or arrogant; (5) become resistant to change and cannot adapt their style to a new environment (more reactive than proactive); and/or (6) do not communicate well with external and internal stakeholders.

The challenge for most organizations is how do you go about finding the right leader for the right job at the right time? This requires planning and setting realistic expectations. First step is to define the search criteria. Sounds simple; however, we've found that a high percentage of all exempt searches are altered from initial scope, because hiring authorities are too inwardly focused and subconsciously not aligned with the goals of the role and the needs of the business. Bishop partners with clients to create a complete and detailed description of core responsibilities, definition of opportunities to contribute, reporting structure, resources, client/candidate expectations, hard and soft skill requirements, and compensation. Before starting the search we want to make sure all parties have strategically evaluated the search and defined the interview process.

We are ready to help your organization develop the strategy to hire the right person, for the right role, at the right time.

Thanks to our colleagues at Bohan & Bradstreet for this perspective.

 

Boutique Search Firms Step In When Big Recruiters Fail

Big teams and diversified offerings boost the bottom line for the large recruitment providers. But there are growing dilemmas. That’s why more companies are turning to boutiques.

The biggest selling points for large search firms – the depth of their recruitment manpower and the diversity of their services – are the very elements that are causing many clients to turn to boutique recruiters.  Craig Lapham, chief executive officer of the Lapham Group, a New York based executive recruitment firm that specializes in insurance and diversified financial services,  even goes as far as saying that many companies are seeking an alternative to the “challenges and dysfunction” that plague the bigger talent providers. “A boutique firm simply through its smaller structure comes to any search engagement with a tremendous competitive advantage in terms of greater access to talent in the marketplace,” said Mr. Lapham.

“A big search firm may use its large team of search professionals as an effective marketing tool, but when it comes time to actually conduct a specific client search engagement, the larger firm becomes encumbered with conflicts both internal and external.” As the bigger search firms diversify their offerings, meanwhile, they raise the possibilities of potential ethical concerns. “Again, these multiple services help in marketing pitches and their recurring revenue streams smooth out P&Ls, particularly for publicly traded firms,” said Mr. Lapham. “But they also exacerbate conflicts and present dilemmas for any type of retained search being conducted. Is a major search firm going to poach talent from its non-search clients for which it’s providing ongoing HR related services?” That seems to be a pressing question on the minds of more and more clients.

Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Will Schatz, Managing Editor, Hunt Scanlon Media

AMA Hosts CMOs, Discussing Re-Branding St. Louis

Last week, I was invited to attend a breakfast sponsored by the St. Louis Chapter of the American Marketing Association (AMA). There were about 20 CMO’s and Sr. Marketing Executives from local Companies, the group was called the “AMA Executive Circle.”
Each of the 20 or so in attendance had previously completed a survey that was asking, how could the AMA be of more value to the attendees, their departments and it’s membership in general?   There was compelling conversation, ranging from “How do we know our marketing is working?” (Data), to “How do we get an outside perspective on our strategies and tactics”? (Each other) When the question was asked, how does St. Louis re-establish its self-esteem and get this region moving forward again? There was enthusiastic conversation.

Local companies that are growing, are having trouble recruiting out of town talent. National news and social media skew the perception of St. Louis for those outside of our region. The fact that St. Louis is rich with culture, activities, food, sports and neighborhoods,where you can safely raise a family is lost.

There was a remarkably spirited conversation that oozed cooperation and camaraderie. I had walked in optimistic and hopeful, but I was pleasantly surprised (shocked really) how far beyond that this group traveled . . . and quickly. There was a universal spirit that we had hit on a common theme that could unite the group. There would be all sorts of learning opportunities for every level of marketer as an effort to improve the “St. Louis brand” moved forward across multiple channels. Similarly, it would benefit everyone, residents and our corporations.

I’m hoping that this meeting is actually the beginning of a diverse, yet inclusive movement, which will end up benefiting everyone in St. Louis. Wouldn’t it be great to celebrate a unified St. Louis? The results of self-esteem, pride and an attractive employment environment would trigger exciting growth, benefiting all!

Now Hiring; Associate Creative Director #17091 in St. Louis

Associate Creative Director #17091
Location: Downtown St. Louis

General Description
The Associate Creative Director (ACD) is a complete creative, responsible for leading a team in the thinking and making of ideas big and small. Part manager, part writer and all about making things happen, the ACD is just as likely to inspire a team with direction  as they are to lead by example.
 
There’s nothing quite like the feeling when an idea comes together. And you’ve been putting great ideas together for quite some time. With a penchant for writing, a love of art direction, and a soft spot for creative teams, you’re comfortable leading all three. Because, well, that’s what it takes to make great ideas happen.
 
The Work
    -  Be an expert on client business beyond the creative challenges

    -  Tell a compelling story in four words or 4000.  Every medium. Every brand voice.

    -  Follow a brief, and know when something’s missing or when something needs to be challenged

    -  Help the client build their business and help the agency build ours

    -  Participate in presentations (and lead some too)

    -  Lead ideation sessions with support of CD and creative team

    -  Make sure the work is smart, accurate and awesome

    -  Give solid direction and constructive feedback to the team (design and copywriting)

    -  Manage day-to-day creative workflow, timelines and budgets


The Team
    -  Assist the CD to help grow the team

    -  Assist the team to help grow the work, providing insight, motivation, encouragement and               constructive feedback

    -  Contribute to employee reviews

    -  Be accessible to team members as a mentor and coach

    -  Lead by example (in every way)

    -  Be collaborative, flexible and open-minded

    -  Take the work seriously, but don’t take yourself too seriously 


Hiring an Executive Recruiter – You Get What You Pay For!

The economy continues to improve and the war for talent rages on; yet employers continue to be conservative when it comes to budgetary decisions – namely, hiring. Compensation isn’t the only area employers are slow to invest funds. Many shy away from investing in the hiring process as well. Ultimately, penny pinching before a search is even launched is costing employers thousands more in the end.

The argument could be made that we are biased because TurningPoint Executive Search is a retained search firm. But look at it this way: With the majority of search firms being contingent and the vulnerability that comes with being a “luxury”, why haven’t we jumped on the bandwagon and changed our model? Because retained searches yield higher caliber candidates who fit most if not all of a company’s needs, hires more likely to commit long-term (as is evidenced by a firm’s retention rate), and satisfied clients who continually call on us to fill future searches.

What are the benefits of a Retained Executive Search Firm?

Executive recruiters give your search the attention it deserves.

Exclusivity

Because retained search firms work on a limited number of searches at any given time, they have the bandwidth to be fully client-centered. This allows them to invest the time and resources to develop a complete understanding of the client’s needs and expectations, as well as, conduct a more exhaustive search for the most qualified candidate.

Partnership

Retained executive recruiters see themselves as a client’s partner. At the outset of the partnership, retained recruiters conduct detailed interviews with key stakeholders, outline communication expectations, provide detailed information regarding how the search will be conducted, and tailor those search methods to the needs of the organization or role.

Retained recruiters have a deep pool of active and passive job seekers.

What Are My Salary Expectations?

Every day, I answer questions from candidates about elements of the the job search.  I do it with phone calls, emails or sometimes LinkedIn InMails or social media.  I would also like to use this blog to help candidates with questions they may have.  Feel free (and encouraged) to write a question in the "Comment" section below, or send me an email.  I'll do my best to answer your question as soon as I can.

Question: Do you have any insight on relevant salary (calculator) websites? I have an interview tomorrow and don't want to undersell my experience and expertise. 

I've only found one source with any science or credibility that I use to consider base salaries, especially in the marketing/advertising community.  I use www.RobertHalf.com/creativegroup. What they say is not gospel . . . there is in fact, no really reliable source that can accurately predict what a starting salary might be, because employers' circumstances vary so wildly . . . There's also impact from the geographic location and cost of living factors.

With that said, you should never answer the question, "What are your salary expectations", with a number, especially in a first interview. Your answer should be, "I expect to be paid commensurate with my responsibilities and with our regional market value." Let the employer say a number first . . . absolutely. You don't even have to tell them what your current comp is. It should have no bearing about what another job is worth.  Make 'em squirm . . . especially if they really like you!

If this is a first interview, it's way too early to talk money, because you won't have a good idea of what the responsibilities for the role really are . . . Compensation is based on responsibility, it's that simple.

Ultimately, it's not simple of course, because a new job is never "just about money".  It's about doing what you love doing.  It's about career growth and the ability to learn from your colleagues and your boss.  It's about the clients and about your potential for career growth and being rewarded with increasing responsibility, with excellent performance.

In the end, the employer should be telling you what the compensation is, not asking about what you think it should be or what your salary history is.

STL Advertising Opportunity: Group Creative Director

General Description:
Our St. Louis client is looking to hire a Group Creative Director with strategic vision and bold creativity. As GCD, you’ll have the opportunity to help build and foster a culture in which delivering creative excellence, experimentation, and innovation are expected. The GCD will also be a driving force in business development – someone who enjoys the client-focused aspect of our work and who will have a customer-service mindset.
The GCD person who is an inspirational leader by example, the GCD will inspire the team, and will encourage an environment in which new ideas are eagerly shared by everyone. Try new technology tools for communication. This role is for you if you have a deep appreciation for compelling content and conceptual design, and can see beyond any one specific project to identify bigger, longer-term opportunities. This role reports to the Chief Creative Officer.

Principal Responsibilities:
    Lead, develop, mentor and inspire the design, editorial, copy and engagement teams to create smart and innovative work
    Promote creative direction that aligns with Manifest’s mission to craft ideas that inspire devotion
    Develop and guide strategic creative solutions, from concept to execution
    Build and maintain stellar working relationships with clients, agency leadership and cross-functional agency teams
    Work closely with CCO to develop omni-channel solutions to client marketing challenges
    Actively participate in new business pitches, and represent our creative capabilities
    Through both research and personal insight and experience, inspire the team and stay ahead of industry trends
    Enhance the agency’s creative reputation among clients and the industry through award shows, thought leadership and creative community     leadership and networking

VP, Director of Account Strategy/Service #17062

WANTED: One smart, ambitious and experienced Director of Account Strategy/Service. Build your own team at The Proof Agency. Must have 1. Spirits experience 2. Being comfy swimming in the risky pool 3. Comfy with self-management 4. Hate BS and office politics 5. Willing to deliver and accept blunt criticism 6. Juggle while kids are sick and partner is pissed.  EOE

We are growing fast with very strong Spirits undertaking for Global clients. We’re looking for an attitude that usually gets you in trouble.

If this is you then you found us. Jack Thorwegen

If you’d like to know more, let’s talk. Please start the process with sending your resume to Bob@Bishop-Partners dot com with a cover letter detailing your interest in and qualifications for the position, as you imagine it.

Now Hiring, Copywriter/Satirist in St. Louis

General Description:
This is a full time position that will be the online/social/PR and advertising/shopper marketing voice, launching a new spirit brand in the United States. We’re looking for clever commenter of culture, someone with a twisted way of looking at what others see normally. Perhaps the “Gary Larsen of copywriting”. We’re looking for an informed, smart and irreverent approach to the brand and the target market. We want our brand to be engaging and fun. We want it to stand apart . . .

Experience:
We’re looking for candidates with a degree and a portfolio illustrating how your approach to the mundane is anything but . . . we would like to see prolific social content creation and social media strategy as part of your expertise. Additionally, PR/Communications and advertising strategy will also be an important part of the mix. You should be assertive and have an opinion on everything. You also should be collaborative and fun to be around. We’re selling spirits, not finding cures for cancer!

About Our Client:
Our client is a new agency staffed by industry veterans. The founders are literally, “the best in the business” and have a track record to prove it. They know what they’re doing and look forward to sharing their knowledge and helping their team achieve greatness. They are working with legendary Global clients with brands in the spirits, beer and wine categories.  EOE

 

If you’d like to know more, let’s talk. Please start the process with sending your resume to Bob@Bishop-Partners dot com, with a cover letter detailing your interest in and qualifications for the position, as you imagine it. We’d like to see samples of your satirical writing style.

New STL Retained Search: Senior Account Manager #17040

We're excited to be working on several searches with a new client.  If you have preliminary interest in learning more about this (or any other opportunity), please don't hesitate to get in touch.  I'd be very happy to talk to you and answer any questions you might have.  Your interest is always held in the strictest confidence.  If you have friends or colleagues who you think might have interest, please let them know!

General Description:
Our St. Louis Client is looking for a passionate, experienced Senior Account Manager to join their Brand Builder team.  Account Managers deliver daily on making extraordinary things happen for their clients, their brands and their customers. Successful candidates will have a track record of achieving outstanding results using strategic skills such as managing the planning process and account and project management. You’ll coordinate with other agency disciplines like influencer engagement, creative, media, multimedia and digital. You’ll develop, execute and support innovative strategies and tactics for some of the leading brands that reach and engage audiences in the categories related to family and home.

This is an opportunity to showcase your passion and deep knowledge for building brands and marketing and for using your strategic planning and management ability to help ensure that a single project or major campaign is executed on time, on budget and with impact.

We’ll expect you to learn our clients’ businesses and audiences at a depth that will enable you to maximize your ability to provide/manage solutions that will help clients achieve business objectives. Develop relationships with your clients to identify objectives and opportunities and discuss strategic approaches to their business.

Are Cover Letters Essential or "Old School"?

Are Cover Letters Essential or Useless

I continue to be amazed by the number of job applicants who do not support their application with a cover letter.  In my job descriptions, I specifically ask interested candidates to “include a cover letter detailing their specific interest in and qualifications for the opportunity, as they imagine it”.  I’d say about one in five actually does that.

I understand that in many circles, cover letters are considered “old school” or unnecessary.  Some believe resumes are in that same category of “old school”.  LinkedIn encourages recruiters to accept applications with the Profile only.  I understand how convenient that can be, especially for mobile users.  I don’t think candidates understand the opportunity missed by not utilizing a cover letter (in tandem with a compelling resume!).

The cover letter is your opportunity to explain (perhaps most importantly) why you have interest in a particular employer and how you believe you can add value.  This is a critical piece of information that can be powerful in making the employer understand that a candidate really would love to work for their company.  Inversely, the lack of that statement makes that candidate “just another applicant”.  Why not take advantage of that opportunity, especially if you really do want to work for that particular employer?

Those of us who read resumes for a living, tend to initially scan them to see if something (anything) grabs our attention . . . you’ve heard that viewers look over a resume for less than 30 seconds, prior to making a judgment.  That’s true enough, sadly.  It’s unlikely that the viewer will be able to understand how a candidate’s prior experience might relate to their particular opening, in 30 seconds or less.  Smart candidates explain the how and why in their cover letters . . . This is not to say that you simply re-iterate what’s in your resume on your cover letter.  Here are other articles I've written, "10 Reasons Why I Ignored Your Resume" or "Want to Apply For a Job? Introduce Yourself with Impact!"

ready + willing Honored as Innovative and Valuable to Our Region!

Over ten years ago, in the aftermath of REBUS' freBUS (REBUS' pro-bono arm) efforts to provide marketing resources to St. Louis Non-Profits, Sarah Waters and Kendra Gilligan came to me with passion and an idea.  They wanted to take what they learned co-Chairing freBUS and create an marketing organization that was sustainable and scalable.  They wanted to build on the idea of experienced marketers (mentors) working with young professionals for the benefit of Charitable organizations in the St. Louis region.  They wanted to give back to the St. Louis Community.

ready + willing, the name they came up with for the effort, would provide solutions to issues plaguing our region for years.  There were Non-Profits who did not qualify for United Way or other funding mechanisms. ready + willing would provide marketing services for them.  Those Non-Profits had been unable to share their story, their value or increase membership and "organic" financial development.  They were stuck . . . few knew of their existence.  At the same time, young marketers, copywriters, art directors, account service or production pros were unable to gain the experience necessary, to help them land that first job in the business. ready + willing could help that issue also.

I was pleased to be able to help Sarah and Kendra put together their first Board of Directors and to recruit some of the more experienced marketers as mentors.  I would frequently have conversations with new college grads who wanted to get into advertising or marketing, so they were natural prospective participants.  Sarah, Kendra and the Board were able to identify the first Non-Profits to meet their criteria and benefit from the program.  It was exciting, time consuming and anxiety provoking, all at the same time . . . always worried we couldn't keep it going.

Sarah deserves the credit for getting ready + willing to where it is now.  To this day, r+w provides a valuable service.  It's an excellent place for experienced pros to meet younger professionals, who have different areas of expertise.  It's an unusual and valuable learning experience for both parties.  It's an excellent way for both older and younger marketers to learn from each other, while providing those otherwise unattainable marketing communications for Non-Profits.

FOCUS St. Louis® has announced the 2017 What's Right With the Region Honorees.  ready + willing has been honored as having "demonstrated innovation and vision in making the St. Louis region a better place to live, work or visit."  FOCUS St. Louis is the region's premier leadership organization.  So far, ready + willing has helped over 14 Non-Profits.  You can see some of the work here. 

Career Opportunity: Social Media Content Manager in St. Louis

General Description:
Behind every social community, there is someone driving the conversation. You listen to the buzz and are enthusiastic about joining the discussion. You have experience monitoring and managing social media presence for multiple clients across different social platforms. You’re highly motivated, organized, and have strong communication skills. Above all, you’re a social native who’s plugged in 24/7. You’re a good writer and understand how to communicate visually with pictures and videos, even if you aren’t creating them.  if you want to get into technology, this is the place to go.   Our St. Louis Client is building a category, not just a company!

Responsibilities:
•    Work with agency team members (strategy, creative, and account teams) to craft compelling content that resonates with a variety of audiences, while being responsible for daily client deliverables.
•    Serve as the community moderator, answer comments and questions, and prompt further engagement- escalating issues to Client Success Managers, following up on issues, and maintaining community standards. Perform conflict management and crisis management when needs arise.
•    Execute platform-specific best practices across Facebook, Twitter, Snapchat, Pinterest, and Instagram. Provide internal/external teams with a recap, including implications and a unique and thorough point of view.
•    Perform outreach activities, and develop and maintain relationships with key bloggers and other influencers. Leverage those relationships and opportunities where appropriate.

The Digital Marketing Headhunter Interviews The Marketing Recruiter

Eight years ago, when I wanted to start a blog, I got in touch with my friend, Jim Durbin.  At the time, Jim billed himself as the social media recruiter.  He's always been an avid and expert authority on blogging.  Jim helped me understand the hows, whys and wheres about blogging and creating an online brand identity.  He interviewed me recently and posted the interview on his blog, called (cleverly enough) Digital Marketing Headhunter.

Here's the body of the Interview, re-published here, with Jim's permission.  

Bob Bishop is a marketing recruiter from St Louis, Missouri. Many years ago, we sat down and worked on how to use a blog to generate candidates and business - and Bob took to it like a fish to, well - he liked it and has kept it up. It's called the Perfect Fit, and Bob has been running it since August of 2008. 

At the time, local recruiting firm blogs were growing, but most recruiters gave them up or passed them off to someone else to write. There are only a handful left, poeple like Paul in Minneapolis, Will Thomson in Austin, and of course, Harry Joiner in Atlanta. 

Bob was not a trained recruiter when he started. He was a photographer and a marketer, and one day picked up the phone and started making placements with his deep knowledge of the industry. He does that most feared placement - the agency, and he does it well (for those not in marketing, it's feared because agencies try to hire based on prospective clients, which they aren't sure they need until the client is signed, and then they need a talented person immediately). 

Bob Bishop is a marketing recruiter from St Louis, Missouri. Many years ago, we sat down and worked on how to use a blog to generate candidates and business - and Bob took to it like a fish to, well - he liked it and has kept it up. It's called the Perfect Fit, and Bob has been running it since August of 2008. 

At the time, local recruiting firm blogs were growing, but most recruiters gave them up or passed them off to someone else to write. There are only a handful left, poeple like Paul in Minneapolis, Will Thomson in Austin, and of course, Harry Joiner in Atlanta. 

Bob was not a trained recruiter when he started. He was a photographer and a marketer, and one day picked up the phone and started making placements with his deep knowledge of the industry. He does that most feared placement - the agency, and he does it well (for those not in marketing, it's feared because agencies try to hire based on prospective clients, which they aren't sure they need until the client is signed, and then they need a talented person immediately). 

Sr. Account Manager, St. Louis Online Marketing Agency

Here's an special opportunity for those of you who want to be involved on the forward edge of digital marketing innovation.  Our client is establishing a new category of online communications!

General Description:
Here’s your account service opportunity with a wickedly fast moving, “established start up”.  If you want to get into technology and marketing, this is the place!  It’s very stable and well financed . . . they’re a start up that’s on third base.   They are already generating revenue and expected to double their size in both revenue and people this year. 
Our client is on the front lines of digital marketing.  They’re building a category, not just a company.  They’ve been validated by outside investors as creating an advertising agency alternative in this “anti advertising” world.  There’s a compelling system and proven method, that’s been successful for scores of Fortune 2000 clients so far.  

If you’re a “people person”, an energetic conversationalist who understands business and developing client relationships, let’s talk.  We’re looking for a conduit between the client and the creative team.  You’ll meet with clients in person and on the phone.  We’d like you to explore networking opportunities and be attentive to new business development opportunities.

New STL Advertising Job: Strategic Account Director #17031

We're pleased to be working with this St. Louis Client again.  They continue to consistently grow and have current needs for strategic Account Service leaders and inspiring mentors. This is simply an exceptional career opportunity.  Read on and see if you don't agree!

General Description:
We are working with a St. Louis agency  that has an opportunity for an experienced account pro to manage the day-to-day marketing and communications campaigns for premier Life/Bio Science and Pharma Clients.  The account director will serve as the lead marketing and communications strategist on accounts and will work with a cross-discipline agency team, including strategy, creative, digital, public relations, media and analytics, to develop and implement campaigns that consistently provide results exceeding Client expectations.

This position will also serve as the primary Client liaison for the Agency, and play a prominent role in developing, presenting/defending agency plans and creative work to clients.  The Account Director is responsible for partnering with agency leadership, while leading and mentoring a team (4-5) within account service.

The ideal candidate will have at least 8 years of experience in marketing or advertising and with a complex and/or heavily regulated brand. An MBA would be helpful.  The position will work directly with the Client’s senior management team on a day-to-day basis, while contributing to and staying apprised of the company’s direction, strategies and plans. This individual must be experienced with developing strategic plans, counseling Clients, managing and mentoring account teams and implementing integrated campaigns using a

We're pleased to be working with this St. Louis Client again.  They continue to consistently grow and have current needs for strategic Account Service leaders and inspiring mentors. This is simply an exceptional career opportunity.  Read on and see if you don't agree!

General Description:
We are working with a St. Louis agency  that has an opportunity for an experienced account pro to manage the day-to-day marketing and communications campaigns for premier Life/Bio Science and Pharma Clients.  The account director will serve as the lead marketing and communications strategist on accounts and will work with a cross-discipline agency team, including strategy, creative, digital, public relations, media and analytics, to develop and implement campaigns that consistently provide results exceeding Client expectations.

This position will also serve as the primary Client liaison for the Agency, and play a prominent role in developing, presenting/defending agency plans and creative work to clients.  The Account Director is responsible for partnering with agency leadership, while leading and mentoring a team (4-5) within account service.

The ideal candidate will have at least 8 years of experience in marketing or advertising and with a complex and/or heavily regulated brand. An MBA would be helpful.  The position will work directly with the Client’s senior management team on a day-to-day basis, while contributing to and staying apprised of the company’s direction, strategies and plans. This individual must be experienced with developing strategic plans, counseling Clients, managing and mentoring account teams and implementing integrated campaigns using a

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I normally spend a great deal of time researching and then contacting new candidates.  These are known as "passive" candidates . . . the ones not actively looking for a new job.  These are the candidates that recruiters strive to deliver, and employers generally don't reach.  They need to be "recruited".  They don't spend their time looking for a new job and they don't respond to job postings, because they don't look at "Job Boards".

These passive candidates are generally a company's top performers.  They're happy with their job.
 They're hard working, loyal and spend their working hours contributing to their employer.  This does not mean that they wouldn't be interested in hearing more about opportunities that have the potential to be clearly better than what they're currently doing.  I love the part of my job when I introduce a new opportunity and the passive candidate says "Yes, I want to hear more . . ."

I normally spend a great deal of time researching and then contacting new candidates.  These are known as "passive" candidates . . . the ones not actively looking for a new job.  These are the candidates that recruiters strive to deliver, and employers generally don't reach.  They need to be "recruited".  They don't spend their time looking for a new job and they don't respond to job postings, because they don't look at "Job Boards".

These passive candidates are generally a company's top performers.  They're happy with their job.
 They're hard working, loyal and spend their working hours contributing to their employer.  This does not mean that they wouldn't be interested in hearing more about opportunities that have the potential to be clearly better than what they're currently doing.  I love the part of my job when I introduce a new opportunity and the passive candidate says "Yes, I want to hear more . . ."