The Perfect Fit

New St. Louis Search: VP of Strategic Business Development #11033

General Description:
We’re looking for a new business developer who is a strategically founded marketing, branding and communications expert.  We want someone enthusiastic and experienced with successfully developing and maintaining high level strategic client relationships.  Our client provides strategic branding, consulting and marketing communications through events, the internet and alternative video, among other channels. Our client is also expert at delivering internal communications to large corporations, associations and other groups. You will meet with senior level clients, develop an understanding of their business needs along with developing a genuine relationship, resulting in sales based on smart thinking and flawless execution.  Our client can produce the solutions they recommend in-house.  This is a new business development position, with success achieved through a strategic, consultative sales process.

Primary Responsibilities:
•    Understand our client’s unique approach and be able to persuasively deliver dynamic integrated marketing presentations, resulting in loyal relationships and ongoing sales.
•    Research, identify, qualify and present to potential clients. 
•    Develop the relationship to the point of the prospect hiring our client.  Maintain responsibility for overall client satisfaction.
•    Act as primary client liaison through the development of client strategy and resulting appropriate project executions, including budget and timeline oversight.
•    Travel (~20%) as necessary to develop and support new business and account activities.
•    Provide strategic marketing ideas and suggestions to clients to help them achieve sales growth.

Experience:
We’re looking for candidates with a degree and at least 10 years of marketing leadership and aggressive new business creative sales success at the clients’ “C” level.  We want strategic thinkers who know what questions to ask to identify opportunity. We’re looking for candidates with national B2B branding/promotion/marketing experience from either the agency or client side.  Experience in video production and sales is a significant plus.  Premier candidates have succeeded in this role before  and understand sound marketing communications strategy. We expect a proven ability to develop relationships and close sales!  You should have a desire to work very hard to represent a nationally recognized firm and move them to the boardrooms of the country’s most desirable clients. 

Compensation:
Compensation will be commensurate with experience and your ability to deliver results.  The compensation is based on a salary and incentive, coupled with an outstanding benefits package including medical, life and disability insurance and a 401K.   Our client is willing to pay top dollar for premier candidates and there is no glass ceiling to earnings.   This is an outstanding opportunity for significant financial success, career longevity, and ongoing growth both professionally and personally for the ambitious candidate. There is no relocation package being provided.

About Our Client:
Our client is over 20 years old and a consistent leader in their marketing thinking, working with loyal clients who are leaders in their category..  Their business has consistently grown year over year.  There is a veteran staff of professionals to support your sales and resulting tactical efforts and assure your clients’ ongoing satisfaction.  Our client’s leadership team is smart, forward thinking, nimble, entrepreneurial and innovative, always thinking about developing new ways to help their clients communicate their message.  The environment is creative and professional and your colleagues are passionate about high end creative, in support of strategic marketing communications.  EOE

Companies Need Culture . . . Employees Need Culture . . . Clients Want Culture

Last week's Ad Age had an article by Lorraine Lockhart entitled "Want to Retain Talent?  Time to Appoint a Chief Culture Officer". Lorraine knows a little something about agency cultures.  She has run a very well respected consulting group for the past 20 years.  That group helps clients conduct agency reviews to identify those agencies best suited to help a client grow their business through advertising and marketing.

The idea of culture defining an organization is simple.  It's also simple to understand that a companies' long term success is directly related to the relevance and impact of that culture on the employees and clients (customers) of that company.  What's not simple is to understand why more companies, including agencies and corporations . . . large and small . . . privately and publicly held, make so little effort to create and proactively maintain a healthy culture that fosters the health and growth of their employees.  Culture is the lifeblood of any/every corporation.

Lorraine suggests a new C-level executive called a Chief Culture Officer "to develop greater organizational and cultural intelligence and work to create the safe havens where agency people can thrive."  What that means is create an environment where employees are respected and their professional and personal growth is encouraged and fostered.  That environment leads to happier employees who stay with a company longer, benefiting the clients.  Employee retention and growth is directly related to client retention and growth . . . and to the employers overall health and long term well-being.

In my experience, the most repeated reasons employees are disengaged and performing at less than their potential is the culture in which they work.  It's micro-management, or it's disorganized workflow, or lack of training that frustrates employees.  Sometimes it's simply a lack of respect.  Money is an issue, but often not at or near the top.

Creating a culture to nourish and enhance employees seems like a good idea, so why do so few accomplish it?  Likely because so few actually focus on it, or make the initial effort to improve.  Looking in the mirror can be difficult.  I honest think that most don't think they need it . . . or "everything's just fine"!

In today's world of multi-tasking, running "lean" companies (read too few workers) and longer work weeks, to most companies(it seems) devoting the time, energy and money necessary to create a maintain a healthy culture seems frivolous.  That lack of culture is why I continually receive resumes from top performers, who simply are not engaged with their employer, who they perceive as not caring.

Whether a Chief Culture Officer is hired or not, there are few companies that couldn't benefit from more focus on a healthy and sustainable culture.  Lorraine is certainly correct about lack of focus on culture.  The CCO will have little positive effect if the rest of the c-Suite does not embrace the notion. 

Let's face it, from any companies' perspective, it's employees are its most valuable asset.  They need to be supported and helped to grow professionally for tbe benefit of the employer and their client.  If that happens, the employee will grow personally as well . . . and stay with that employer longer, contributing additional institutional knowledge and stability . . . leading to happier, more loyal clients.

It seems so simple . . .

The Workplace Is Changing . . . Fast

Last week, I attended a seminar presented by Amy Bingham of Bingham Consulting Professionals and sponsored by the local Missouri Association of Personnel and Staffing Services (MAPSS) Chapter.  Amy is an expert in the staffing an contract placement side of the recruiting business.  I thought her overview of the current employment situation, and the projection of employment in the next two years was pretty interesting . . . the environment is indeed changing.   While the outlook is improving for employees, employers are going to have a very bumpy road, on many fronts.

America’s Gross Domestic Product is growing and unemployment is declining  as a result of more jobs being added, now on a monthly basis.   Yet, there remains a talent shortage for skilled positions requiring college degrees, where the unemployment rate remains close to 3.5% (which some consider “full” employment).

Successful companies will be investing in re-training for current skill set needs.  Rather than trying to find “new” employees with a more appropriate skill set for doing business now, employers will have to invest in training current employees.  They’ll do that because they have to.  It’s less expensive to train an existing employee, than to try to find a new one.

Older workers postponing retirement will temporarily postpone the retirement exodus.  That hiring exodus will be  more pronounced when it starts.  This is going to dramatically reduce overall workforce experience as well as leadership and mentoring roles, as boomers retire.

Prior to the “boomer retirement exodus” younger workers will continue to find the job market challenging with the glut of older workers willing to be underemployed.  Generational trends in the workforce will create disruption, driving a greater need for organizational effectiveness (through consulting?).  The older hiring authority likely does not understand what the younger “new” employee truly values, and will not be able recruit that candidate effectively, or integrate them into an “older” culture, for those who are hired.

Labor costs are increasing.  Unemployment insurance (FUTA) will have to be re-funded by employers as a result of the recession and previous long term, sky-high unemployment.  Healthcare costs are rising as is the cost and complexity of compliance.  Federal regulations regarding immigration compliance are increasing and becoming more expensive as well.  There will soon be upward pressure on wages.  Most employees have had wages frozen for at least two years.  The cost of everything from gasoline to food is increasing to the point wages will have to increase soon.

REBUS 5th Birthday . . . Thanks Switch!

Thanks Switch . . . for the welcoming hospitality and hosting one of the best REBUS events to date.  More than 115 attendees fit easily into the space you carved out of your new 95,000 square foot facility!  It's a spectacular new space and you supported a sensational evening.

Last Thursday was an exciting milestone for REBUS.  When Tim Sandifort and I started talking about REBUS more than four years ago, we never could have imagined the response and growth that's occured.  Four years have just flown by . . . 

I want to thank Switch, Mike O'Neil for saying yes, and Andrew Mullins and Josh Kocurek for their helpful input and managing the details.  Jen Simler and Jessica Hutson from Switch also sit on the REBUS leadership Committee and are invaluable with suggestions and their enthusiastic follow up.  Danny Elchert and Rachael Barbieri, the current REBUS co-Chairs are just rock solid in following through with all the detail and people management involved in an event like this one.

What a night!  From the cake shaped like a bus, to DJ Andro1d, the "Twitterfitti wall" where we could watch live, the tweets containing the party hashtag #REBUS5th, tours of the new Switch offices and facilities and a presentation on new media marketing by Switch CD Scott Burns.  It was wonderful.

Scott's presentation started with an announcement that a graphic designer was hired by Paradowski Creative, as a result of our visit there last month, and a portfolio review.  It's a reminder of one of the other REBUS benefits, networking with those colleagues and friends who can help support, and enhance your career.  See some other REBUS facts at "REBUS By The Numbers".

If you haven't done so already, visit REBUS on Facebook, and help us educate, entertain and support each other and the regional advertising and marketing community.

How To Find Headhunters, Executive Recruiters And Consultants In St. Louis And Elsewhere

I had several calls last week asking "what do you do"?  I explained that I'm a consultant and retained recruiter with an expertise in marketing, advertising and communications.  When the caller realized that my area of expertise did not match up with theirs, invariably the caller will ask if I know how to find other recruiters.  Well, yes I do. 

I thought I'd write a post compiling some of the regional and national websites that can help you find a recruiter by geography AND specialty.  There are dozens of sites that can help do this, but I have the names of several, so I thought I'd share them with you.

Regionally, the Missouri Association of Personnel and Staffing Services (MAPSS) has a website at www.MAPSS.net.  At the top of the landing page, you can search member specialties, or just click here.

Here are some other sites for both regional and national identification of recruiters who might be able to help your search.

The National Association of Personnel Services (NAPS), Premier National association of recruiters and staffing professionals.  You can match specialty and geography here.

NAPS above, awards a credential . . . a certification for those professionals who make the committment to undergo additional training and who want to be recognized as recruiting and employment law knowledgable experts.  You can find a list of those recruiters at another NAPS site, here.

The Kennedy Directory, venerable listing of retained and contingency recruiters by region and specialty.  Likely the oldest and most comprehensive directory out there.  Paid subscriptions, either online or print.

The Recruiters' Connection, a newer, free and online solution

The Recruiter Network, free service to distribute resume to appropriate recruiters

The Recruiter Directory, free online resource allowing recruiters to identify up to five areas of special interest/expertise.

St. Louis Business Journal's Resource Directory, free, no search for specialty capability (until you open a company to see their Profile).

There are of course scores of other listings . . .  there are niche job boards, etc..   It shouldn't be terribly difficult to find recruiters in your geographic area and with knowledge of what you specifically do.  Contacting them, delivering all your information and then diplomatically (and patiently) staying in touch in the long term is the idea (hand written notes, rather than emails go a million miles!).  It's possible you won't hear very much from the recruiter . . . until your name pops up for a search they're working on.  Believe me when I tell you that at that point, they'll get in touch with you promptly!

One other piece of advice . . .  address the recruiter by name.  Don't send a blast to several (or scores) recruiters at once.  I get those email blasts with resumes every day . . . probably a dozen a day.  If the candidate can't even take the time to address me by name, I don't have the time to deal with them.  They simply get deleted.

In addition to all those "Impersonal" resumes, I get another dozen or more each day with my name in the salutation.  I'm impressed when they write me a cover letter, and actually mention something about my website or blog, so I know they've spent some time to get to know my company.  I like that.  I like that the candidate is diligent enough to want to know who they're contacting for employment assistance.  That's the sort of candidate I'll start to try to develop a relationship with.  Once again, quality beats quantity every time!

 

REBUS By The Numbers . . . Birthdays: Five!

Five years ago today, REBUS didn't exist.  A couple of us were thinking about it, and trying to decide what it would or could be.  It's grown far beyond our original intent of getting young art directors and writers together to cooperatively improve their portfolios and get that first agency job.  REBUS now includes professionals from the advertising and marketing industry, from the unemployed to Executive Creative Directors and Agency Sr. Executives.  I'm very proud to be a founder and still enjoy (virtually) every moment of my involvement.

Now, with our fifth birthday next month (being celebrated at Switch on March 10th), it's rather remarkable to think about some of the REBUS impact.

REBUS has delivered:
424 Facebook Friends
232 LinkedIn Group Members
Over 40 agency visits with presentations by the hosts (average attendance now over 50)
Dozens of mentoring relationships established
Hundreds of portfolio reviews with agency principals and industry leaders.
Hundreds of opportunities to improve a portfolio and contribute to local non-profits by contributing to REBUS and fREBUS.
Over $65,000.00 in deliverables for local charities created by fREBUS
Hundreds of helpful career conversations
Thousands of introductions of colleagues and new friends
At least four direct hires (that we know of) of REBUS attendees by agencies.

The future is dazzlingly bright . . . all we need is you to get involved!  If you're interested in "gettin' on the BUS", visit our Facebook "Volunteer Central":

New Search for St. Louis Client: Sr. Account Executive, Direct Marketing #11024

General Description:
As a result of growth, our full service agency client needs a Sr. Account Executive for their direct marketing efforts.  This opportunity will utilize your history of strategic concepting, developing loyal client relationships and efficient production skills for national clients, to deliver innovative work across a variety of media.  This person will work in partnership with the mass media counterpart, and will have cross functional management responsibilities (creative, production, analytics, etc). The position reports directly to the Executive Director of Direct Marketing.

Primary Responsibilities:
•    Client management including developing strategic relationships
•    Lead while collaborating with the creative team for client satisfaction and successful responses.
•    Work with other members of the creative and account service team to ensure strategically sound work, delivered on time and within the budget.
•    Be responsible for strategic data analysis of direct programs.
•    Be conscious of and committed to creating high quality work every time. 
•    Present creative work internally and to clients.

Experience:
We’re looking for an account service pro with around five to seven years of agency experience, with several of those years immersed in direct marketing.  We need someone who understands the capability and value of communicating directly to the consumer and has succeeded in that task for national clients.  We want a confident, motivated and successful person who needs the challenge of that next level. Ideal candidates will have broad and deep experience across multiple communications channels  We need someone who can show how they’ve collaborated with and contributed to their colleagues and their clients’ success. We want candidates with a high level of motivation and a strong belief in your creative ideas, with the confidence to express that belief persuasively. 

Compensation:
Our client is offering an excellent compensation package with a base salary commensurate with your experience and expertise.  There is bonus potential based on performance.   Additionally, there is outstanding  medical coverage, a 401K with company match, life insurance and disability. 

About the Client:
The client is an integrated advertising communications agency who is expert in delivering the marketing message directly to the targeted consumer.  They are an award winning, modern agency with a roster of national and regional clients and brands you respect.   They have a spectacular reputation and have continued to grow since their founding.  The atmosphere is casual, yet professional with co-workers who love having fun as much as contributing to their clients’ success.  You’ll be supported and be an essential part of the team.  This is an outstanding career opportunity and our client wants to hire this Sr. AE right now!   EOE

Please apply through our website, and send an email directly to Bob detailing your interest and qualifications for this position.