The Perfect Fit

Now Hiring, STL Client; Design Director, In-House Creative Leader

We're happy to have once again been hired by one of our regions premier brands for this in-house Design leadership opportunity.  They are feeling a sense of urgency and are interested in interviewing candidates as soon as possible.

General Description:
The key objective of this role is to ensure continuing design excellence – strategic and operational - in brand development across a growing portfolio. This means planning organizing and implementing consistent design principles and production processes to ensure that designs meet all brand consumer and production guardrails and objectives, both internally and externally.  

We’re looking for an experienced design leader to grow our team, while also continuing to be an individual contributor. Be responsible for consistent brand development strategy across diverse, yet “synergistic” elements. You’ll be able to build both great products and a great team.

As Design Director, you’ll provide mentorship and support to the other designers and project team members in your office with one-on-ones and reviews. You’ll also be responsible for presentation of design strategies and resulting executions to internal and external stakeholders, as needed.

Responsibilities will Include:
• Develop innovative concepts, create compelling design solutions and follow through to final delivery, on a wide variety of B2B and B2C marketing projects
• Collaborate with business partners, other directors, designers, copywriters, editors and developers to create unique, compelling, break-through work

Consultative Recruiting Expertise Adds Value

Consultative recruiting expertise adds value when an experienced recruiter meets with a company’s CEO, President, COO or other executive leader, to discuss how that company can accelerate growth. Consultative recruiting is essential for succession planning searches, or confidential searches or any search where a company needs a strategic leader, much more than a “worker”. Are you thinking about creating an “in-house creative capability”, for the first time?

Consultative recruiting is the difference when it comes to making strategic hires that have significant and long term impact on a business. Consultative recruiting is very different from “filling a job opening”, where one simply lines up a Company’s specific needs with a Candidate’s specific skills and experience. The time spent is directly proportionate to the value added.

This is a far cry from posting a job to ZipRecruiter, Indeed or some other niche job board and “hoping for the best”. Recruiters used to call that “Post and Pray”! The premier candidates never even look at job boards. If you try it a couple of times, it’s immediately crystal clear how inefficient it is. You’re lucky if even 15% of respondents are even remotely qualified for the role. Full employment makes hiring even more difficult!

Consultative Recruiting makes all the difference between hiring a “worker” and a committed, caring and ambitious contributor/leader. The worker simply works, the leader contributes and then influences their colleagues to contribute too. They search out additional ways to contribute. Working is easy, leading and consistently truly contributing is not. (Boutique or Specialty Firms have additional value!)

New Search: STL Media Client SaaS Enterprise Sales Manager

General Description:
We’re hiring high performing sales professionals to help us scale our St. Louis Client’s SaaS business in the enterprise space.  Our founders are proven entrepreneurs and customers love our products.  The Enterprise Sales Manager will drive recurring SaaS services revenue via both strategic channel partners and enterprise ‘Fortune 2000’ brands.  

This role is accountable for the creation, development and implementation of the entire sales process lifecycle, which includes (but is not limited to) pipeline development, prospecting, and close ratio metrics. It’s imperative to have an attitude and willingness to build our channel partnership program from the ground up. Approximately 50% of your leads will come from Inbound with approximately 50% of your leads being self-generated.

Principal Responsibilities:
• Build and execute a sales plan based on ABM principles and consultative selling techniques.
• Meet and exceed quarterly and annual sales revenue goals
• Identify key growth opportunities/ initiatives and build and execute a plan around such initiatives (Channel and Enterprise)
• Provide accurate sales forecasts; consistently meet both budget and committed revenue goals.
• Attend shows and other networking opportunities, as designated by management

Marketing Executive Search or Executive Placement or Executive Headhunter? Call Us Whatever You Like . . .

Marketing executive search, executive headhunter or executive placement? Call us what you will . . . But call, because recruiters succeed! Why (or How) do recruiters succeed when the actual Employers when the actual employer can have so much trouble doing the same thing?  The answer is simple . . . Time.

Retained Recruiters are able to spend the time necessary to identify, recruit and hire the top performers in any specialty, at any level and at any place . . .  staying focused and engaged until the search is successfully completed. Employers can’t afford to spend the real amount of time required, even if they have dedicated recruiters on staff.

I’ll also say right now, that a major difference between a contingent executive recruiter and a retained one, is the ability to spend more time, because the retained recruiter is already being compensated. For the purposes of this article, highlighting recruiting success, please understand I’m talking about retained recruiters like Bishop Partners.

The contingent recruiter has to race to get the resume in front of the employer faster, before another recruiter or even the Employer’s own posting identifies a candidate! They simply cannot spend the time necessary to actually develop a relationship with a candidate and understand that candidate’s career vision, values and goals.

Taking the time for that understanding is one of the most critical reasons retained recruiters succeed. (I’m proud to be able to say that Bishop Partners has achieved 100% success with retained searches, over the past 14 years.)

Retained recruiters are able to spend the time necessary, with the Employer/Client to gain a full understanding of that Client’s own vision, values, goals and most important, culture. Recruiters should know and understand the Client’s org chart and/or reporting structure. Knowing the supervisor (or VP) that a candidate reports to will make a difference. I try to get to know a Client’s culture and the job so well, that during some conversations with candidates, I inevitably say “we” . . . rather than “they”.

Digital Media Recruiting: Digital Strategist, Digital Project Manager, Digital Media Director

For at least the last four years, every search we’ve conducted has had “digital media” components.
Digital Media has become the ubiquitous element in advertising and marketing communications. Very little communication happens anymore, without the strategic digital element. While the value of those digital elements continues to grow, so does the demand for skilled digital workers. The experienced experts in every digital specialty are very difficult to hire. Those with the most expertise and experience are fully employed and not actively looking for a new opportunity.

Bishop Partners has over 17 years’ experience as marketing and advertising recruiting and consulting specialists. Over the past five years, that specialty has grown to include digital media. Here are some of the titles of the (specifically) digital media searches we’ve recently completed.

Client Success Manager

Content Strategist/Writer

Sr. Digital Strategist

Digital Media Campaign Analyst-Strategist (three hires)

Social Media Campaign Manager (two hires)

Sr. Digital Media Campaign Manager

Digital Project Manager

VP, Social Media Strategy

Digital media nomenclature and titles are rapidly changing.  New specialized skills are needed as new technologies, tactics and metrics are developed. As digital media grows, so does the need for new expertise.  It’s very difficult for many; many privately held companies to keep pace.  How about your Company?

Bishop Partners routinely consults with CEOs, Partners and Owners of privately held companies to help them identify and prioritize their need to evolve, catch up or even “get started”, to take advantage of the possibilities and efficiencies, of digital marketing communication.

Some of the statistics identifying companies who actually admit that their lack of digital experience is restricting revenue growth is surprising, if not stunning.  Yet, they’re unsure how to take a first step or develop a digital practice expertise, that adds real value (i.e. revenue) for their company.

Social media is taking on a life of its own.  It’s everywhere.  You can look around at any moment and see someone staring at his or her phone or other device.  It’s no longer a matter of “if” a company should get involved, but how.  Whether a B2B service or manufacturer, your customers can (will) be reached by creating a content marketing strategy based on the classic lead generation funnel.  Content engagement is starting to dominate, because it works.  Even better, it can be measured, analyzed and optimized for “real” ROI.

If you’re worried about your company’s next step(s) with digital media, please get in touch.  We can help.

17 Years and Still Loving My Work!

June 30 is my birthday and July 1 is the 17th Anniversary of the founding of Bishop Partners! I hear 17 and it shocks me . . . in a good way! It also makes a terrific time to reflect on what’s happened so far . . . and give thanks.

I’m proud and feel lucky to have a career that’s evolved in such a positive way. I consider myself lucky to have really had multiple jobs in my career, photojournalist to commercial photographer, to Agency Operations and now Executive Recruiting and Consulting.  I’m having fun while continuing to grow and learning new things (both professionally and personally). I’m proud of the work I’ve been able to do with professional organizations, whether on a Board as a Founder or simply as a contributing member.

I consider myself lucky to be working in the community I’ve always been so passionate about, marketing and advertising. I’ve made lifelong friends and continue to meet new people who have become close friends. I’m proud of the work I’ve been able to do with professional organizations, whether on a Board as a Founder or simply as a contributing member. I’m proud of the longevity of my career, precisely because it continues to allow me to learn and make new friends . . . what could possibly be better?

Well, I also love helping my clients build their businesses and my candidates grow in their careers . . . that could be better . . . or maybe it’s just all tied up! It’s extremely rewarding that those clients and candidates trust me enough to allow me to have so much impact on their careers and their lives! It’s humbling and thrilling at the same time. I’m a very lucky guy.

I’m also very lucky and very thankful that Barbara, the love of my life and I have been married for over 30 years and she continues to support me through all of the ups and downs of life!

Those are some of the reasons why I’m continuing to do what I do and can’t wait to reflect on the 18th . . . Thank you for your time and for reading this! I’m a very lucky guy!

Now Hiring in STL, Sr. Creative Visual Content Designer 18061

We've started interviewing for this role, for our St. Louis digital media/agency client.

Overview:
As a Sr. Visual Content Strategist (ACD, Sr. AD or Designer), you'll be harnessing your creativity, passion and forward-focused visions to produce engaging visual content and campaigns for our national clients. This person will manage a team, mentor our creative staff, deliver award-winning work, and sell creative vision to our client stakeholders.

You’ll have an aptitude for adaptation and ability to understand what engages an audience regardless of industry or communications channel. In addition to content creation and management, you’ll also spend time building relationships with clients and targeting your strategizing efforts to best account for brand characteristics, goals, initiatives and budget. You’ll have a collaborative mindset and willingness to ensure success amongst fellow team members and clients.

Communication skills: You communicate visually and can express your ideas with skill and grace whether standing at a whiteboard, drawing on a napkin, or presenting on screen. You see visual design as a language and can explain what your design decisions are meant to communicate. 

Collaboration: You demonstrate a strong, collaborative ethos and have the ability to inspire and facilitate collaboration with others. 


Prototyping skills: You understand that building proofs of concept and iterating helps you and others explore fail and learn quickly. You work at varying levels of fidelity and are always interested in trying new tools and methods.

FutureHire is NOW!

Today’s “agencies” are already radically different than even two years ago. We knew there was an inevitable tidal wave of digital marketing’s and data’s growth and influence. Digital data is better understood and ever more deeply relied on. Digital marketing through targeting based on data insights, has become ubiquitous. Two years ago, we thought “digital marketing” had arrived . . . we were wrong. Two years from now, I’ll look back at this post and wonder, “what the hell was I thinking?” The future is here now, and moving very fast!

Those “agencies” who are unwilling or unable to change (relying solely on creative), adapt or hire the talent that understands how and why data must be utilized for their clients’ benefit, are disappearing.  There will be continuing, ever more complex challenges (or opportunities), innovations and data insights to be explored and utilized for our clients’ benefit. Keeping up with consultancies deep pockets, talent acquisition goals and innovation is dissolving the holding company model.

Talent is the missing link to success for agencies and brands. Who do you hire who understands what data is available, where to find it and most importantly, what to do with it? You can step in line with every other agency or brand that’s trying to hire the same experienced pros, for the same reasons. Demand is driving compensation and benefits higher. Candidates are scarce and ever more “picky”. They want more than a job, they want a life! How do you as a owner, CEO, COO or President find the talent you need in a timely way?

Experienced, top achieving talent is hard to hire. The experienced, brilliant data analysts, strategists and planners are not looking at job boards. If they’re not happily employed, most know where to go for better compensation, career growth, benefits and perks. Many contact recruiters, who they know and have a specialty in their niche.

I’ve been in the same marketing, advertising and now digital media niche for years. I’m proud of the trusted reputation earned by consistently adding value and succeeding for both our clients and our candidates. We always have a file of “Most Placeable Candidates” across virtually every skill set and experience level out there. Some of the titles didn’t even exist two years ago.

Ready to Hire: Vice President of Marketing

General Description:
This position reports to the CEO and is responsible for providing leadership and strategic direction, for both internal and external marketing communications, across all channels and in support of our Client’s brand identity and ongoing, rapid growth. Our Client’s offices are located in Chesterfield, MO. The ideal candidate will be an effective collaborator and motivator, with an entrepreneurial, “can do” attitude. You’ll lead a team of marketers to ever greater success in this fast paced environment.

Principal Responsibilities    

    -- Oversee (negotiate) full implementation of the company's marketing strategy, including marketing collateral, communications, content strategy, branding, websites, digital marketing, social media, PR and trade shows.
    --  Work in partnership with the company’s Sales team to produce appropriate materials and     presentations geared for company success, and also to most effectively utilize our data in    Salesforce.com
    --  Oversee the day to day activities of the marketing team, freelancers and outside      agencies. 
    --  Manage and measure the company's social media presence.

    --  Maintain editorial control and supporting data on all marketing and PR collateral that is         released by the organization.
    --  Responsible for the company's website, including SEO and site analytics.
    --  Represent the organization at company trade shows.

    --  Manage and oversee internal company marketing initiatives, including employee         recognition, charity outings, Christmas and other holiday parties, etc. 
    --  Travel as necessary, up to 20%.

Experience:
We looking for candidates with a related degree (MBA preferred) and with seven years in B2B marketing, who’s forward thinking, creative, positive and high energy. Superior candidates are masters in the art of communicating, verbally and with the written word.

We’re specifically looking for experience directing marketing for a business services company. Healthcare experience would be helpful. Expertise with SEM and Google Analytics certification expected. Those who are ambitious, positive and driven to grow their department and themselves. Someone who’s “always pushing”, relentless about building the brand without losing the existing, coveted, brand identity.

Compensation:
We offer an excellent base salary and a superior supporting benefits package, including: 401k with match, medical insurance (with vision and dental options), life, long term disability and ADD insurance, EAP and generous PTO. We will provide re-location assistance or there is the possibility of creating a plan to work remotely, for the supremely experienced candidate who cannot re-locate. A schedule of frequent visits to St. Louis would have to be developed.

About Our Client:
Our client is a national, rapidly growing, award winning company, that’s been recognized as a Best Place to Work by Modern Healthcare, Becker’s Healthcare and the St. Louis Post Dispatch. They have also been recognized as one of the top outsourcing companies in the world, in any industry, by the International Association of Outsourcing Professionals and published in Fortune Magazine’.

In addition, both their CEO and President have been recognized as top executives by Glassdoor Inc. and The St. Louis Business Journal. When you walk through the front door, you’ll feel the energy and want to be a part of it. They’re a mid-sized company that’s growing every day, they’re exploding into the future, dominating their category. It’s a fun place to work! 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.

 

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.