The Perfect Fit

Austin, TX Agency Account Supervisor Needed

The Account Supervisor plays a key role in steering the day-to-day direction of account teams, as we help emerging brands and iconic companies bring their stories to life in differentiated and compelling ways. You will be responsible for overseeing the overall success and health of a significant agency account, nurturing client relationships, and managing team budgets. To be successful in this role, you should be an organized, agile and clever communicator effectively leads across a diverse set of teams and industries. If you are passionate about working with interesting brands and providing the best client service at one of the best agencies in the country, come join us! 

We’re looking for exceptional talent, so we’ll happily provide relocation assistance, for those of you who’ve always wanted to move to Austin.

Principal Responsibilities:

• Develop and execute creative, strategic programs, projects, and initiatives that enhance client brands and advance their    overarching communication objectives
• Drive workflow across multiple teams, projects, partner agencies and clients, resulting in more sales.
• Oversee teams and ensure all deadlines, budgets and client expectations are met; provide solutions to maintain client satisfaction
• Maximize the efficiency of accounts by working with account Directors and VP’s to manage resources and work flows provide input and solutions for team staffing
• Provide strategic direction on major media programs, campaigns, and events
• Build the agency’s unique brand of respect, trust, partnership and contribution through your own intrinsic style

The Secret of How The Best Executive Recruiters Sustain Employer Culture

Business owners, principals and leaders want to know how the best executive recruiters sustain employer culture

If you Google “Company Culture”, in 0.67 seconds, you’re overwhelmed by 127,000,000 results. There’s an incredible amount of interest in company culture, because it’s perceived as the foundation for everything from employee stability, to corporate growth, profitability and sustainability. Most will agree that a Company’s culture is fundamental to the success or failure of that company, by any measure.

There are an incredible number of “measures” of a culture. Some say there are four types, some say eight and some say 10! There’s no one right answer.  The question is really, do you know how to add those ingredients (both tools and people) which will support, then improve your culture? Do you know what and who not to add to that culture? The knowledge of both is absolutely critical! Couple that with the skilled talent shortage and you can see why recruiters are in demand. “Post and Pray”, isn’t working any better than ever and certainly fails when viewed through the lens of culture.

The most recent issue of AdAge had the annual “Best Places to Work” issue.  There’s no question that better culture contributes to employee and stakeholder happiness, whether the company’s a start-up or Fortune 25. Happiness for employees isn’t necessarily driven by money, as it is for many other stakeholders. Still employee happiness leads to better fiscal results. “Companies that invest in their employees both at work and beyond the office yield big dividends. Top-ranked companies invest significant time and effort in creating, writing and sharing company culture and visions to foster an atmosphere of support and caring for their employees.

The factors that most relate to high workplace ratings encompass feelings of support, encouragement, empowerment and purpose—areas where top-performing companies exceed expectations.

Leaders of top-ranked companies make a conscious effort to provide support and benefits to empower their employees—both as workers and as human beings who have a life. Investments in employee empowerment and supportive services result in happier, more productive employees.
Employees’ experiences at a top-rated company tend to be better across the board. Employees at top-performing companies feel differently about their relationships with their co-workers and management. They respect and have fun with their colleagues and feel there is opportunity for advancement.”

Now Hiring for Our STL County Client: Marketing Manager

Marketing Manager #19121
Location: St. Louis County

General Description:
For our St. Louis County Client, marketing is about understanding people — and building awareness about how our products/services can satisfy their needs. We’re looking for an experienced and versatile marketing manager who is hungry to do this and more. Our ideal candidate has experience developing and executing marketing campaigns while managing and inspiring a team. He/she will be comfortable with day-to-day marketing activities, as well as long-term strategy, thriving with tight deadlines and changing needs. If you are a people-person who loves the rewarding challenge of building a brand, we want to hear from you.

Objectives of this Role:
• Establish positioning, identify target audiences, and develop marketing plans with specific objectives across different channels and segments 
• Lead the execution of marketing programs from start to finish, leveraging internal support and driving collaboration
• Create, maintain, and conduct analytics reporting across multiple platforms and extract key insights for future campaign development and go-to-market strategies, complete with formal proposals and recommendations on tactics
• Partner with email, performance marketing and web teams to design, test and evolve lead nurturing tactics.

St. Louis Client: Director of Marketing #19103

General Description:

Our St. Louis County Client is on the move, while growing and expanding their marketing department.  As Director, you’ll provide efficient and effective prioritization, planning, delivery support and tracking/analysis of our marketing plan. You’ll be responsible for the annual planning process, marketing performance measurement, capacity analysis across the marketing, lead generation and conversion journey. This is your opportunity to lead the marketing team for a franchise that’s rapidly growing across the Midwest, delivering high value healthcare support in a retail environment. 

We’re looking for someone who wants to “make a difference”, not just “do a job”.  We’re looking for a goal driven individual who understands the need to manage both up and down, to attain goals.  You’ll report to the CEO.

Responsibilities Include:

• Oversee corporate marketing strategy development, execution, monitoring and improvement on an annual and weekly basis.

• Manage, develop and expand the marketing team’s programs, personnel and performance across Direct, Digital, Telemarketing, PR, Broadcast and               community Outreach channels in multiple geographic markets.

• Report to Executive Leadership Team on a monthly basis; results, projections and vision for future sales and marketing strategies.

• Be accountable for the annual budgeting, marketing strategy and resulting lead generation, across all retail outlets.

It’s All About Data!

This role is heavily dependent on data. The director must be comfortable digging into the data to determine the root cause of diminished returns whether it be the creative element, offer, timing, channel, list, etc.
They must be able to act quickly to make needed changes which means they must be looking at the results and constantly analyzing and refining execution.  The director must have worked in an environment that drives appointment conversion.  The goal of the marketing is constant improvement of lead generation and conversion.

How To Future-Proof Your Career In A Fast-Changing, Unforgiving Global Job Market

Last week, I was interviewed by Jack Kelly, for an article in Forbes.  I was impressed with Jack's thinking and some of the subjects of his articles and/or blog.  Here's one of those articles, I thought especially on target and likely of interest to many . . .

We are living in a fast-paced, unstable time period where things change swiftly and dramatically. The corporate world is more dynamic and chaotic than ever. In our parents’ or grandparents’ generations, they would accept a job and hold onto it throughout the entire duration of their careers. However, those days are over and done with. The advancement of technology, globalization and the corporate view that employees are disposable have all changed the game. We can no longer view our careers as safe and sacrosanct. You can be sitting in your office chair this morning, happy and satisfied. Then, two weeks later, there’s a corporate-wide reorganization and you’re shown the door. You can be replaced by technology or a less-experienced, lower-cost employee. Your job could be moved to another country or your role could be deemed no longer relevant or required. The only constant is change.

It's critically important to start a plan to prepare for your future. It's career self-sabotage to believe that things will stay the same and that you’ll confidently climb up the corporate ladder. It's career malpractice to act like an ostrich, stick your head in the ground, hope for the best and ignore the reality of the changes happening around you. You need to be bold, confident and aggressive in managing your career in the face of uncertainty. It's not easy nor is it pleasant to think about, but you must do it. 

Here is how to start:

1. You need to change your mindset on several fronts. We all derive a sense of status from our career, the company we work for and job title. When you sit down at a family dinner or meet new people, you enjoy a little humble brag about what you do for a living. While that’s fine, you’ll need to divorce your ego attachment to your current career.

Most Placeable Candidates or Most Valuable Candidates?

The "Most Placeable Candidate" (MPC) is a term used in the recruiting industry to describe a candidate that the recruiter is willing to represent into a market, because the recruiter believes that (s)he can succeed in placing that candidate with a Company.

I think that term should really be, “Most Valuable Candidate” (MVC). It’s not about the Recruiter succeeding, it’s about the recruiter helping his Client succeed, by delivering value. Clients aren’t stupid. If they believe that a candidate can add enough value to their team, they’ll hire that person. It’s not about making it easy for the recruiter . . . !

Because of my marketing and digital media specialty, I’m in an excellent position to know my Clients and the regional community. I have a good idea of the sorts of candidates that could add substantial value to their company. My specializing also results in being well known nationally, in the industry that I serve.

I’m very proud of the trusted reputation that encourages top performing pros in every marketing or media specialty or discipline, to confidentially be referred or introduce themselves to me and ask for my help in identifying their next career opportunity. They trust me with their resumes. Usually, after a phone call getting to know each other better, they’ll also allow me to discreetly introduce them to my Clients, as I see fit.

Why Hire a Professional Recruiting Firm for Executive Search?

With the span of companies we service ranging from start-ups to publicly traded global corporations, I’ve fielded the Client question, "Why hire a professional recruiter"? from many different persperctives. The answer is not one size fits all. Hiring executives in larger companies partner with me to strategically target talent during a period of growth, change or to confidentially replace leadership. Smaller family owned businesses or startups may need our help to plan for succession, market opportunities, advise on organizational structure or identify a role that will align and deliver business goals.

Here are a few reasons why a partnership with Bishop yields a high return:

1) Time is money. We streamline the process with an in-depth analysis of the client company keeping an eye on short and long term goals to clearly identify the role. Only the top candidates are presented so the hiring authority in evaluating key, qualified and interested people. Interview coordination and close contact during the hiring phase and on-boarding also tightens process time.   

2) Marketing is paramount in attracting top talent for your company. We’re representing your brand, strategic initiatives and big picture goals. Our approach is to communicate clearly the vision, history, and uniqueness of the company before discussing the role within.

3) The human factor is something to consider. Our candidates are making a weighty decision that likely affects family. Career moves are all about timing.  We’re experienced in balancing what is important to each party to bring about a mutually satisfactory, timely outcome.

2019 and The Summer of Change!

The Summer of ’19 . . . Wow, a summer of unexpected surprises, marked by rapid personal and professional changes!

In late February of this year, my 57 year old brother-in-law dropped dead of a heart attack. He had been healthy, happy and always fun to be around. He was a best friend. Several months later, my father-in-law died unexpectedly. He was 92 and in excellent health. He had a very active social life and called us or stopped by every day. He last visited my wife and I on a Sunday, had a heart attack on a Monday, was hospitalized and died that Thursday.

We all know that “tomorrow’s not guaranteed” and “life’s too short”! My wife Barbara and I were having a conversation in mid-May, when we both suddenly looked at each other and wondered, “what are we waiting for”? Why don’t we make a change, get out of the fast-paced, high pressure daily life we live (we both own our own businesses) and start enjoying more of life? We decided to do just that.

When we decided to sell our Condo and move, we weren’t exactly sure where we’d go. We put our condo on the market the first week of June. That first week,  there were three showings and two offers. The buyer with the best offer wanted to close by July 30 . . . so we did. We decided to move to Vero Beach, Florida, because of the proximity of so many friends. A quickly planned, week long visit confirmed the idea. I’d never heard of Vero Beach and had no idea where it was. Barbara and I visited and were hooked. We bought a house, have settled in and are enjoying a completely new life! We’re very happy with our decision.

I’m going to continue working. While we were selling our condo and buying a house in June and July, I’m proud to have completed searches for a Sr. Event Producer, a Vice President of Sales and Marketing and a Sr. Creative Director. I’m currently working on searches for a Vice President of Digital Strategy and an agency President, both in St. Louis. I’m also working on a Sr. Principal, Corporate Growth and Strategy for a Florida Client.

Celebrating 18 Years of Career Fulfillment & Fun!

I'm thrilled to be celebrating my 18th Anniversary of career  fulfillment as an executive recruiter!

This is the most exciting Summer I’ve had since I left home to go to Washington University. There are many similarities with that summer move. Before I write about the move and changes (in the next blog post), I’m over a month overdue in Celebrating the 18th Anniversary of Bishop Partners and my being a Recruiter. That Anniversary was officially July 1.

I want to take the opportunity of this Anniversary to (belatedly) thank everyone who’s helped me or my business over all those years. There's no question that I could not have had the successes without you. As a result of your support or guidance or friendship, I was able to overcome the mistakes, misfires, errors in judgement or maybe just bad luck, that from time to time led to disappointment or outright failure. You helped me learn from those mistakes.

The goal is to be able to grow from those failures and learn from them . . . don’t let them happen again. I appreciate your experience, knowledge and support. It’s been appreciated and valued. I hope it continues. At the same time, I’ve tried to “add value” to every relationship I’ve been involved in, at every level. It’s simple, it’s about that “Golden Rule”, treat everyone with respect and the way you’d like to be treated! It’s also Karma, baby!

I don’t want to try naming all the names over those 18 years, I’ll certainly neglect a name that is important to me. So, let me mention “categories” . . . you know who you are. Without my Clients’ or my Candidates’ trust, there’s no business. The professional support I’ve received from my CPAs, Attorneys, Landlords, other recruiters and related professional organizations helped me learn how to do my business well. Thank you!

Director of Content Marketing Opportunity in St. Louis

General Description:
The successful candidate is accountable for the voice, style, tone, messaging, and thought leadership of our Client’s brand and have overall responsibility for its content output across all mediums. S/he will lead and manage a combination of internal and external content resources to produce all brand related content. S/he will also perform writing and editing work, as needed, including developing brand content guidelines. The Director of Marketing will be accountable for all marketing initiatives to drive traffic, engagement, and leads that deliver revenue. As part of this, s/he will develop and manage the brand editorial calendar and associated organization workflows. They will also perform ongoing measurement and optimization of the program, including oversight of supporting social channels.

Our Client is a high-growth technology company with a demanding work environment, suitable only for self-starters and people who can exercise professional judgment without constant supervision. We strive to create an enthusiastic, close-knit culture that values excellence and over-delivery.

Responsibilities:
• Make sure that company brand copy needs and goals are met in all aspects, including timelines and budget
• Develop editorial governance for all branded content
• Ensure that precise brand content standards are both set and adhered to, consistently producing the highest quality work.
• Make sure that a consistent stream of quality work is created for the brand
• Work with other departments to garner needed resources in order to complete projects