The Perfect Fit

Why Specializing in Marketing Recruiting Is a Game-Changer for My Clients

When companies need to make mission-critical hires—especially in the dynamic world of marketing—they can’t afford misfires. That’s why my deep specialization in recruiting for advertising, marketing, and digital media roles delivers so much more value than a generalist search firm ever could.

I don’t just understand the titles. I understand the talent—and the terrain.

After more than 24 years recruiting in this space (and decades of experience within it before that), I’ve developed an intimate understanding of the roles, functions, and nuances of the marketing discipline.  I speak the language of marketing . . .
From President to ECD, to Paid Search Strategists, from agency-side Account Directors to in-house Marketing Ops leaders—I know what makes top performers stand out. I’ve seen how marketing has evolved, how digital transformation has reshaped expectations, and how new roles emerge to meet new demands.  And . . . here comes AI!

My clients don’t have to spend time educating me about what a Demand Generation Manager does, or why account-based marketing is different from inbound. I get it. That saves time, reduces risk, and improves results.

Because I’ve spent decades working in and around marketing and advertising, the candidates I engage aren’t just names in a database—they’re professionals I’ve often known for years. Many of my placements come from direct referrals: high performers recommending other high performers.  I’m very proud of the network that supports me!

When I conduct a search, I’m not starting cold. I’m reaching into a highly curated, pre-qualified network of professionals across North America. And because I’m a specialist, candidates trust me. They answer my calls. They value the opportunities I present because they know I understand their goals—and won’t waste their time.

That trust translates into access. And access translates into better hires.

Marketing is no longer just about creative ideas—it’s about measurable outcomes, data-driven insights, and strategic alignment with business goals. The people you hire today will shape how your brand competes tomorrow.

That’s why my search process focuses not just on skills, but on fit: alignment with your values, your culture, and your vision. I’ve helped organizations build marketing teams from scratch. I’ve helped turn around under performing departments. I know how critical

Excited To Celebrate My 24th Anniversary!

On July 1, I celebrated 24 years as an executive recruiter—a milestone built not just on longevity, but on trust, results, and relationships that last.

Over nearly two and a half decades, Bishop Partners has become a go-to resource for marketing and digital media professionals who are serious about growth—whether they're advancing their own careers or helping their companies hire better. What started with a few placements has grown into a powerful, reputation-driven network where top talent and top companies come together.

What makes this anniversary especially meaningful to me isn’t just the length of time time—it’s the quality of support! It’s the referrals from candidates and clients.
It’s the repeat business.

It’s the emails and calls from high-performing marketers and/or employers saying, “I’ve heard great things about you—can we talk?”

That kind of reputation isn’t built overnight. It comes from showing up, delivering results, and treating every search like it matters—because it does. Whether it’s helping a client strengthen their marketing function or guiding someone toward the next leap in their career, I take that responsibility seriously.

And I'm not slowing down.

Here’s to the next chapter of building careers, expanding teams, and making the right introductions at the right time.

Thank you to everyone who’s been part of this journey so far.

New Remote Opportunity! SEO Strategist #25063

Remote or St. Louis-based 

Are you someone who sees SEO as more than just keywords and rankings? Do you get a little thrill from turning data into actionable insights and building strategy like it's second nature? If you love problem-solving, working independently, and being the “go-to” expert, keep reading — you might be exactly who we’re looking for.

Primary Responsibilities:
You'll be at the center of our SEO efforts — managing, executing, and evolving strategies that move the needle for our clients. From big-picture planning to zoomed-in page audits, you’ll work across teams and with clients to deliver results that make a difference. Here's a snapshot of your impact:
• Collaborate with internal teams and clients to fully understand business goals and target audiences
• Conduct SEO audits and build smart, strategic page-level content recommendations
• Fill content gaps and create new opportunities with on-point keyword research
• Monitor site performance, analyze data, and communicate results in clear, client-friendly ways
• Lead implementation of SEO best practices across technical, content, and off-site strategies
• Use advanced lead tracking to identify meaningful conversions
• Stay on top of ever-changing search algorithms and emerging trends

Your Toolbox Should Include:
We’re looking for someone with 3–5 years of digital marketing experience, with proven SEO chops and a passion for the details. You should be familiar with tools like:
• Google Analytics & Google Search Console
• SEMrush & Ahrefs
• Keyword research & link building techniques
• Site speed, mobile optimization & site architecture
• Translating metrics into decisions
• Strong communication skills to make data actionable — both internally and with clients
Curiosity and ambition are musts. We like people who tinker, test, and keep asking “What if?”

What You Get:
We’re serious about taking care of our people. Here’s some of what you’ll enjoy. A starting salary of up to $70K, depending on experience:
• Free employee health insurance (yes, 100% covered)
• Dental, vision, life, and disability insurance — also fully paid
• 401(k) with up to 5% employer contribution (starting just 90 days in)
• Generous PTO (that grows with you), plus all major holidays off
• Week off between Christmas and New Year’s
• Streaming services package (HBO, Netflix, Disney+ and more — on us)
• $ allowance to order lunch at your home office twice/month
• Dog-friendly, open-concept office in STL 
• Remote-friendly culture with trust and flexibility built in
• Personal development tools (Culture Index, monthly check-ins, quarterly reviews, etc.)
• Ongoing learning — Udemy courses, 5 hrs/month just for professional growth
• Two fun company-wide events per year, with travel provided for remote teammates

Where You’ll Work
Totally up to you. Join us in sunny St. Louis (bring your pup!) or work from anywhere — just be available 9–5 CT. Either way, we’ll make sure you feel like part of the team.  If you’re someone who’s ready to do meaningful, strategic SEO work in a curious and collaborative environment, let’s talk.

About Our Client
Our client is a well-established agency that’s been experiencing consistent growth over the past 15 years.  The agency has created an inclusive, collaborative and respectful culture for the benefit of their employees and clients.  Management is interested in hiring the very best, respecting, retaining and helping them grow into long term, satisfying and successful careers.  It’s about being around the kind of people you like being around and genuinely liking the clients you’re working with.  There’s no BS!  The place isn’t ego driven and everyone (even a rookie) has a voice.  They have long-term, loyal clients because everyone has fun while doing superior work that gets noticed and succeeds.  EOE
If you’d like to know more, let’s talk.  Please start the process with sending your resume to [email protected] along with a note about why you’re excited about this opportunity, and Bob will respond.

Why Hiring Right the First Time Matters More Than Ever!

In today’s fast-paced marketing, advertising, and digital media industries, the pressure to move quickly is constant. Deadlines are tight. Clients demand immediate results. And the competitive landscape shifts daily. That pressure often bleeds into hiring — and when it does, it can lead to rushed decisions and costly mistakes.

But here’s the hard truth: hiring the wrong person is more expensive, disruptive, and damaging than waiting a little longer to hire the right one.

The High Stakes of a Critical Hire

Not all roles are created equal. A misstep hiring in a junior role is frustrating. A misstep in a key leadership or revenue-driving position can destabilize teams, derail momentum, and cost your company real dollars — sometimes millions.

When I talk to CMOs, CEOs, and agency or brand principals, I often hear how a bad hire wasn’t just about “the wrong skill set” — it was about culture fit, leadership style, or lack of alignment with the company’s strategic vision. That’s why it's critical to get it right the first time.

Experience + Process = Better Results

As an executive recruiter with more than two decades of experience in the advertising, marketing, and digital media space, I’ve seen what works — and what doesn’t.

Too often, internal hiring teams are spread thin, lack deep domain expertise, or simply don’t have access to or know how to find the best passive candidates. That’s where an engaged, retained search partner comes in.

By investing in a focused, engaged search, companies gain access to a structured, thoughtful process that prioritizes fit, not just function. I take the time to understand not only the role and required skills, but also your organization’s values, goals, and unique culture. Then, I tap into a deep network to surface candidates who aren’t actively looking but are open to the right opportunity.

That’s how you hire right — the first time.

The ROI of a Smart Hire

The State of "Online Job Search" Has Changed!

I keep hearing about the “Spammy” or perhaps phishing related searches going on.  I recently changed my LinkedIn Profile to “Open to work”, to see if it would help me better understand from a candidate perspective, what’s going on out there!  I’m (perhaps naively) shocked by the number and kinds of “Job Opportunities”, “Recruiters” on LinkedIn Direct Message me about . . . Here are examples indicative of the kind of BS going on “online”.
 
This experience has made it clear to me why LinkedIn is used so frequently (almost exclusively?) by so many recruiters.  Candidates are easy to find (with skills and experience) on LinkedIn . . . the largest professional database on the planet!  It also explains why the best candidates don’t pay attention to or respond to LinkedIn Messages anymore . . . It’s easier to understand than I could have possibly imagined!
 
4.18  Hello, I'm Lucy, a Recruiting Representative at (Acclimate). Your resume has been recommended by several online recruitment companies, and we’d like to offer you a remote position.
This flexible role involves assisting (Acclimate) merchants with data updates, visibility,and bookings. We provide free training.
You can work 60 to 90 minutes daily and earn $200 to $500 per day. The base salary is $800 for every 4 days worked, with a 5-day paid probation period.
If you would like to participate, please send a text message to this number: 2302061322
 
4.21. Position: Data Marketing
100% remote work, short-term training courses are provided to help you get started quickly and understand customer needs. Remote work (can work from anywhere)
Basic salary: $800 per week, $60-180 per hour.

New Search: Digital Marketing Strategist #25051

Digital Marketing Strategist #25051
Location: St. Louis, Hybrid or Remote
 
Overview:
We’re conducting a search for our well-established agency in St. Louis. Our client is experiencing consistent, ongoing growth and in need of a paid digital marketing manager!
 
Our ideal candidate is not only fantastic at the technical aspects of paid social, but also great at performance marketing – meaning, you can identify the biggest audience opportunities and quickly capitalize on them by formulating an effective media strategy, helping direct the creative team on the best hooks, angles, and messaging. People also like working with you, because you're not only great at your job, but you're collaborative and innovative.
 
So, if you love 100% owning your campaigns from A-Z, not just the media buying aspect, but being accountable to ensure media, creative, conversions, etc. are all dialed in, and you know how to perfectly align ads with traffic audiences to maximize CVR and AOV, we’d love to hear from you!
 
Primary Responsibilities:
• We’re looking for smart, ambitious and personable digital media pros with 3-5 years’ experience in digital  marketing and campaign management
• Experience with Google Ads, Bing Ads and other PPC platforms. Structure campaigns with appropriate ad groups, match types and bidding strategies.
• Understand and evaluate metrics and explain results to internal team and client team, tying results to client’s expectations and goals.
• Structure and refine campaigns with appropriate bidding strategies, ad groups, and match types.
• Use Google Ads Reports, Analytics & third-party tools to analyze user behavior and refine strategies.
• Research emerging tech like TikTok Ads, Amazon PPC or programmatic advertising.
• Report to clients/other stakeholders about campaign performance and recommendations.
 
Experience:
Our ideal candidate will have a degree and at least three to five years’ experience in paid campaign management.  This individual should be experienced with successfully developing, managing and executing strategic media plans, while counseling Clients and advising the account teams.  You’ll oversee the implementation of integrated campaigns using a variety of marketing tools, and platforms.
 
Compensation:
Our client offers a casual and flexible work environment, a $60-$70K salary and frequent promotion opportunities, impressive benefits (medical, dental, vision, disability & Life insurance at zero cost!), generous PTO beyond Holidays, the flexibility to work remotely (from home), a 401K (with 3% paid by Client), and the chance to work with smart, collaborative and caring colleagues.   Our client encourages, supports and respects, diversity and continuous professional growth for their team.
 
About Our Client:
Our client is a well-established agency that’s been experiencing consistent growth over the past 15 years.  The agency has created an inclusive, collaborative and respectful culture for the benefit of their employees and clients.  Management is interested in hiring the very best, respecting, retaining and helping them grow into long term, satisfying and successful careers.  It’s about being around the kind of people you like being around and genuinely liking the clients you’re working with.  There’s no BS!  The place isn’t ego driven and everyone (even a rookie) has a voice.  They have long-term, loyal clients because everyone has fun while doing superior work that gets noticed and succeeds.  EOE
 

If you’d like to know more, let’s talk.  Please start the process with sending your resume to [email protected], and Bob will respond.
 
 
 
 

C-suite Structures are Significantly Changing, and Rapidly!

C-suite structures are changing significantly, with Fortune 500 companies increasing the number of executives by 23% from 2018 to 2023, according to a Deloitte study. New roles such as chief communications officer have emerged, and some chief financial officers are taking on dual roles, such as chief operating officer or president, as the need for specialized expertise grows amid rising regulatory demands and operational complexity, says Elizabeth Moore, a senior manager at Deloitte.

Demand for broader skill sets

Deloitte’s report also highlights a rise in the number of skills required for executive roles. An analysis of public job posting data from the Lightcast Open Skills Taxonomy database shows the average number of skills listed in CFO job descriptions increased by 19% between 2018 and 2023.

A new era of leadership

Moore described the C-suite’s evolution over the past five years as one of the most significant transformations Deloitte has observed in executive leadership.

“This marks a fundamental shift in how organizations structure their leadership,” she said.

The convergence of digital transformation, evolving regulatory environments, and heightened business demands has driven companies to rethink traditional leadership frameworks.

“Unlike past changes shaped by specific trends such as globalization or financial crises, this transformation is broader and affects nearly every leadership function,” Moore explained.

In addition to technical skills, The report highlighted that there is now widespread agreement among business leaders that human skills such as adaptability, collaboration, and strategic thinking will remain vital for future C-suite success.

 

The Costly Mistake of Waiting Too Long to Start Succession Planning

Job Searching in 2025: Staying Grounded in a Skyrocketing Job Market

2025 is shaping up to be the year of opportunity. Especially compared to 2024!  Economists predict a much more robust job market, with companies ready to expand their teams. After years of adapting to virtual interviews, AI-driven screening, and robot colleagues, job seekers are finally catching a break.

But even with the improving landscape, some truths never change: success still hinges on core principles—authenticity, persistence, and patience. These timeless values will guide you through the high-tech, fast-paced hiring world of 2025.

In 2025, authenticity is your not-so-secret weapon. Yes, AI systems can (and likely will) analyze résumés in milliseconds, but hiring managers still want something machines can’t replicate: the real you.

Your résumé and LinkedIn profile might get you past the algorithms, but conveying genuine enthusiasm and values seals the deal.  Employers aren’t just hiring a worker—they want someone who aligns with their mission and culture.  If you don’t align, neither of you will be happy . . . that job won’t last long!

How can you showcase authenticity?

•            Write Like You Talk:  Drop the jargon.  Nobody dreams of "synergizing deliverables."
•            Be Honest About Your Journey:  A career gap? A pivot? Own it with confidence.
•            Show Personality in Interviews:  A smile and lighthearted anecdote can leave a lasting impression.

Authenticity doesn’t mean being unprepared. Tailor your message to the company but stay true to yourself.  If you can’t be “true to yourself”, you probably won’t like the job!  Remember, you’re not trying to impress every employer—just the right one. 

Persistence is the key to progress!
 Even with a booming job market, landing a role in 2025 still takes persistence. Rejection is inevitable in a competitive landscape, but those who learn, adapt, and stay the course will find success.
Think of persistence as a mix of grit and strategy. It’s not about flooding the market with applications but improving with each attempt.

What Are Your Career Goals For 2025?

As we welcome a fresh start, what are your career goals for 2025? 
 
At Bishop Partners, LLC we understand that each new year brings new opportunities, especially in the dynamic fields of marketing, advertising, and digital media
 
Here are some thoughts to consider now:
 
·       Reflect on your professional growth.  Are you happy and satisfied?
·       Are you ready to explore new possibilities?
·       How can you align your goals with the current marketing trends?
 
Let’s all make 2025 the year of impactful decisions, career growth and professional happiness and satisfaction!  Let Bishop Partners help!  Have a safe and fun Holiday Season and a very, very Happy, Healthy and Successful 2025!