The Perfect Fit

The Digital Marketing Headhunter Interviews The Marketing Recruiter

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

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

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

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

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

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

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

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

Sr. Account Manager, St. Louis Online Marketing Agency

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

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

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

New STL Advertising Job: Strategic Account Director #17031

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

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

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

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

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

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

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

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

Job Interview Supporting Documents, Portfolios & Case Studies

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

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

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

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