The Perfect Fit

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
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• 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.