The Perfect Fit

A Recruiter’s Reputation + Reach + Referrals = Results + Repeat Clients!

I'm happy to say that after more than 20 years of working to be the best marketing recruiter around, my reputation continues to lead to premier marketing leaders across North America getting in touch and trusting me to help in representing them for their next career opportunity.  It's become pretty clear that the entire range of career responsibilities are aware of Bishop Partners and get in touch.  I.e. A first year marketer with sports teams' and venues' successes in a Chicago suburb or a CMO with Fortune 100 experience with global CPG brands in Palm Beach FL.
 
Recent Resumes From Marketing Leaders, that are trusting Bob for Representation:
All are open to hybrid or remote work.
 
Senior Digital Analytics & Health Systems Manager, St. Louis,  7 Years’ Experience, MS in Statistics
Agency Experience with Healthcare & Pharma Fortune 500 Brand experience,
 
Director of Digital Strategy & E-Commerce, Dallas, 14 Years’ Experience
Footwear, Automotive, Sports & Outdoor Activity,  Multi-lingual (English, Spanish, French)
Quantitative Research & Business Insights, Media Planning & Buying
Grew media from 0 to 12M webpage views, 4.2M Instagram Followers, 720K X, 1.6M Facebook
 
Chief Marketing Officer, West Palm Beach, 19 Years’ Experience, MBA
Healthcare, Technology, Energy, GE, NFL, AI, Multiple Tech Certifications
Designed 90% surge in Most Qualified Leads, adding over $1.25B in revenue in 18 months

It’s Not You, The Job Market Is Rough!

I’m consistently hearing the frustration in the voices of candidates looking for a new job.  They’re becoming more and more frustrated with the process.  Sometimes, absolute premier performers’ interest in and application for open positions receive zero response or even acknowledgement of an application being received.  Candidates are frequently ignored or treated with rude disrespect.
 
In June of this year, I decided to see for myself how applicant candidates are treated.  I found that the problem is bigger than I was imagining.  I was surprised and dismayed, when employers consistently ignored my application (for Executive Recruiter).  I didn’t even receive an acknowledgement of my application by most employers.  I never heard from most of them at all.  Way less than half even bothered with a dismissive I’m “No Longer Being Considered”.  No “Thank You” . . . nothing.  Most didn’t bother to respond.
 
A couple of days ago, I was doing some work on LinkedIn, when a candidate I know posted the following article.  Greg is a very insightful marketing researcher and data analyst.  He posted a message on his LinkedIn Profile, that he’s given me permission to share with you.  My goal is to get the attention of employers and help them understand how uncaring, rude and disinterested they treating people!  I can only hope that they're not aware of what's happening.
 
The candidates who have applied to work with that company have shown interest in learning more about them and (hopefully) finding ways to add value and contribute to their culture and profit.  The fact that so many just don’t seem to care, is disconcerting!  In this age of AI, bots and ATS (Applicant Tracking Systems) doing preliminary screening of resumes, you’d think they could at least send an auto-response thanking that candidate for their interest and time spent applying to work with (or more likely, for) them!

Greg Berger’s Original article posted August 22, 2024  on LinkedIn.  Numbers below updated September 23, 2024.

Executive Search & The Power of Referrals

When I started a new career as a recruiter, over 20 years ago, I was shocked by what a nasty reputation recruiters had.  I had no idea!  But then, after talking with clients, it started making some sense.
 
The first several years of my work as a recruiter, I signed up and took advantage of every opportunity for industry training I could find.  At a certain point, most of the training all said the same things, in different ways.  The trainers would always spend half their time on sourcing and recruiting technique and the other half on new business development.  I could never understand why contingent recruiters spent so much time on new biz, instead of completing the searches they had already started.  That lack of successful placements, directly impacted recruiters’ reputation.
 
Finally, I understood.  Contingency recruiters are much more interested in volume and speed to introduction, than developing deeper relationships with their clients and their candidates.  It’s because they aren’t getting paid for the time spent, they only get paid when a candidate they introduce gets hired, usually less than 30% of the time . . . They’re always spending almost half their time on new biz dev, hoping for a search that’s easier to fill.  Then they’ll leave the first client hanging, with no hire for their need.  It leads to a terrible reputation . . . but it makes financial sense!
 
There are frequently multiple contingency recruiters working on the same searches.  The client thinks the more recruiters they have working for them, the better.  The reality is that multiple recruiters reduce the quality of the candidates introduced.  There’s real value to the recruiter in  speed to hire, not quality of hire.  Many believe that the more candidates they introduce, the better the chance their client will find someone they like enough to actually hire.  Again, not quality of introduction, but quantity of introductions.

Urgent Need, Social Media Intern in St. Louis

The International Photography Hall of Fame and Museum is seeking a motivated, resourceful and tech-savvy individual to serve as a social media intern. The intern will work directly with the Director of Operations, four to six hours per week to strategize, craft and execute content for all platforms.   Applicants should have experience with social media channels, a demonstrated writing ability, organizational skills, an active interest in photography and photo history, the ability to work both as a team and solo, and creativity and enthusiasm to spare.

If you’re curious, tech-savvy, confident, aspiring and thrive in a fast-paced creative environment, read on . . . This is not an opportunity for remote work.
 
Responsibilities include, but are not limited to:
As a Social Media Intern, you will work on a variety of topics ranging from creating social campaigns to building relationships with international photographers and brand influencers to promote the IPHF. Responsibilities include, but are not limited to:
 
·       Create, schedule, and post social media content for each of the main social media accounts. Review data to analyze social media performance and adjust strategies and content to optimize outreach and engagement.
 
·       Help manage community engagement. Interact with followers, respond to comments, and cultivate meaningful relationships with IPHF’s online community.
 
·       Stay up to date with the latest social media trends, algorithm changes, and best practices.  Ability to create engaging social media copy with minimal guidance and multitask in real time.
 
Required Preferred Knowledge and Skills:
·       Passion for social media – showcase a creative eye for image/video selection and copywriting
 
·       Experience with Facebook, Instagram, X (Twitter), Snapchat, Threads, TikTok, YouTube and Pinterest are required.  Personal accounts on each of these platforms along with the ability to show historic growth on social media platforms (either your own or a client’s).

Marketing Communications Leaders, Strategists & Creatives Available Now!

I’ve consistently said that I’m very proud of my reputation as a marketing recruiter, earned over more than two decades of value delivered to client and candidates.  See the 50+ Recommendations on my LinkedIn Profile and website.
 
Taking the time to develop real relationships makes all the difference in understanding what the goals of both clients and candidates are.  When those two things match up, it’s exciting, rewarding and profitable for everyone.  It’s why over 70% of my candidates remain with my clients for over three years.
 
If you’re an employer and have an organizational need for an experienced employee leaders with a specific skill set, please get in touch.  It’s very possible that we have an existing candidate in our database whose vision, values and goals align with yours.  Hybrid or remote work dramatically enlarges the candidate pool that can be available.
 
Here’s a sampling of candidates who have recently introduced themselves for my help in identifying that next step in their career and are available now:
 
Global CMO, CT, Jill - Rebuilt global marketing function across NA, EMEA, APAC and LATAM to create marketing powerhouse.  Drives business volume through new product creation, demand generation campaigns, innovative branding and storytelling, effective solution positioning and expansive communication distribution to increase profitable growth.

A Guide to Making a Living Doing Something You Love

People shouldn’t have to choose between doing something that allows them to make a living and doing something they can feel excited about, that engages their interests. Of course, every line of work is going to have its ups and downs, but if you feel like you’ve been having nothing but downs lately, and as though your career is cutting you off from chasing your dreams, maybe it’s time for a change.

Today, The Marketing Recruiter offers some ideas for individuals who are feeling burnt out or unfulfilled at work, or simply looking for an exciting career option that aligns with their passions.

Have a clear sense of what you want out of your work.

If you’re going to make a career change or invest in training for a new line of work, you need to be fully committed to it. You can’t just be attracted to the work because you feel like it might be easy, glamorous, or lucrative. You can’t be thinking like an escapist or basing your ideas on fictionalized versions of careers that you’ve seen in the movies or television. Rather, you should have concrete knowledge about what is entailed in the career you have in mind. And you need to be realistic about your own gifts, aptitudes, skills, and interests.

Find out what you’ll need to do to get into this new field or industry.

You may already have the qualifications you need to make a change. Or you may need a little extra training, or simply to brush up on things you learned about years ago. On the other hand, some career leaps may require quite a bit of new education or preparation. If you need to take a lot of classes, or even go back to school for a new degree, make sure this is something that is practicable and affordable. You may be able to do online classes that won’t interfere with your existing work schedule or family obligations.

Don’t forget to look into licensing.

Entrepreneurs Respond to Pandemic and Remote Work

Fortune 500 companies don’t stop operating just because their employees head home. Instead, they use technology to ensure customers have 24/7 access to important information. The Marketing Recruiter offers tips on how you can, too:

Managing priorities. There's quite a bit to do when starting a new business venture in Missouri or preparing to invest and grow your existing small business. And while it's tempting  to prioritize new technology and marketing tactics like you see big business doing, an area that is often overlooked is the process of choosing and establishing the best legal business entity for your business. For example, many business owners who want to grow choose to create an LLC because of its limited liability, flexibility, and tax benefits. As an added bonus, it’s one of the easiest and least expensive structures to set up and manage.

Provide your clients with ecommerce options. 80% of Americans shop online each month, yet nearly half of all small businesses don’t have a website, reports BigCommerce Editor-in-Chief Tracey Wallace. How many major corporations can you think of that have avoided this necessary tool? An added benefit for you as a small business owner is that online shopping means cash tracking… and one less thing you have to do each day. When your customers buy online, your website, if set up properly, will handle everything from calculating sales tax to determining your cost vs. profit.

Answer common customer questions ahead of their expectations. Your website is a key marketing tool that reduces the time you spend responding to customer queries. This includes providing information about your business that would otherwise require your continual communication with potential customers. Think about this: online retail giant Amazon.com provides detailed information about every product they sell. This bag of seaweed snacks is a prime example. Not only are there photos and nutritional information, but Amazon lists sustainable harvesting practices, country of origin, and recipe ideas right from the product page. Customers are further provided with similar items, an effective upsell technique that costs you nothing.

Offer highly-visible reviews of your company from previous customers. Considering that nearly 90% of consumers trust online reviews, it is in your best interest to provide these straight from your site. Search Engine Land reports that you need at least 10 reviews to impact buying behavior. Not sure how to ask for reviews? Check out The Review Solution. This company’s SaaS product is free and lets you post reviews to your Better Business Bureau account page, which can be linked to your website. Reviews essentially let your happy customers do the talking for you. Aside from posting testimonials, you can review companion businesses on their site to link back to your site. What this does is strengthens your online presence and increases the SEO of your domain. Reciprocal relationships are beneficial to all parties.

Resources For Your Remote Career Path

When you have the ability to work remotely, the opportunities are endless. You could land a full-time job with a company that operates virtually, or you could even open up your own online business! No matter what’s next on your professional journey, Bishop Partners can help you get ready. Here’s how to search for remote work opportunities, network online, and spruce up your resume for the job hunt.

Find a Telecommute Position

Today, plenty of companies allow their employees to work remotely. Here’s how to land the remote job of your dreams!

● Wondering how to find job postings for remote positions? Check out these platforms.
● Create a virtual portfolio for employers to view that showcases your most important professional achievements.
● Get in touch with Bishop Partners if you need resume and portfolio consulting.
● Get ready for your video interviews in advance by rehearsing your answers and testing out your technology.
● Once you’ve secured a remote position, settle into a routine that will boost your productivity!

Run a Business From Home

You can open a business without renting a retail space. These tips will help you launch a company that you can run remotely.

● Don’t launch a product or service without creating a business plan first — you can get all of your ideas down on paper.
● Registering your business as an LLC will grant you limited liability and tax perks, so get your Certificate of Formation in your state through an online formation service!
● Make sure that customers can easily find you online by setting up a small business website.
● Running a remote business doesn’t have to prevent you from networking — these tips will help you connect with others online and offline.

Tips for Job-Seeking Veterans

Are you transitioning from the military to civilian life? These resources are packed with tips on landing the right remote job.

The Recruiting Market is Red Hot and Rapidly Becoming Candidate Driven!

What the difference a year makes! Employers are no longer simply driving the recruiting bus, picking up experienced and skilled employees. Candidates need to want to work for you (employer) as badly as you want them on board!

In a survey with ExecuNet (a leading Executive Recruiting resource), completed last week the results were surprising, if not downright shocking!

“We are hearing from more and more executive recruiters that the executive hiring market is very strong. Some compare it to 1999-2000 just before the “dot com” bust. That may be overblown, just glad things are moving forward.

The challenges of a strong marketplace is that it isn’t all good news for recruiters who work so hard to fill a position. It is clearly becoming a candidate empowered market.

A Robert Half survey from February, 2021 highlighted that 28% of candidates backed out after receiving a job offer:

▪ 44% received a better offer from another company
▪ 27% received a counteroffer from their current employer
▪ 19% heard bad things about the potential new company through due diligence”

One of the principles of interviewing is: “Know Your Candidate!” They have options.

Know if your candidate is interviewing elsewhere – a top candidate attracts other recruiters, so keep the pulse on all candidates you are seriously pursuing; you can be seen as a helpful part of their process.

Understand what competitors are offering – top candidates can be expected to attract top interest and you can build relationships to help them compare offers, so they can better make a decision.

Prepare for the Counteroffer – clear with the candidates early what their view is of a counteroffer and lack of longevity for anyone who accepts one.

Improve the way to extend offers – take advantage of the relationship between hiring manager (or recruiter) and candidate and be open, honest and sincere.

Help your candidates resign – enable them to leave graciously and professionally, it protects them and commits them to final closure.

Do you, the Employer, have the time and resources necessary to really develop the relationships and understand the nuance of a candidate’s career goals? Those are the (simple) elements that help the retention of high value candidates. It’s also why there are Executive Recruiters!

Give Bob a call to see how Bishop Partners can help you hire the most valuable candidates, in a timely way.

Why A New Partnership Means New Opportunities

I’m thrilled to announce a new strategic relationship with ROJEK Consulting. ROJEK is a premiere marketing consulting firm that advises Fortune 500 brands and growing companies on their marketing management strategies.

I first learned about ROJEK through industry articles in Ad Age and Adweek over the years. ROJEK and their founder/leader Lorraine Stewart were (and are) clearly one of the leading advertising consulting resources for consumer brands in the US. Their reputation and work has been established from advising companies like GM, Planet Fitness, UPS, travelocity and White Castle, among many others, to best identify and evaluate their advertising industry and digital marketing suppliers. In 2020 their consulting services for CMOs also includes executive talent recruitment and executive coaching programs for in-house creative teams.

Several years ago, I was pleased when Lorraine asked me to help her with a project she was working on at the time. As a result of our successful experience we have expanded our practice and offering leveraging our skills and experiences.  This service includes recruiting services for CMOs, CCOs and other marketing and creative leaders, as well as helping a company plan, structure and recruit its in-house creative capabilities, a fast-growing current trend. I look forward to working with the full ROJEK team of other pros, many of whom have been successfully consulting with ROJEK’s clients for decades.

So why have marketing leaders trusted ROJEK for so many years?

The answer is the same values-based approach in business that I also practice, respect and share. Lorraine pioneered the critical importance of understanding a client company’s culture as the basis for building high performance client-agency teams to build brands. It’s their proprietary and proven approach to advertising agency recruitment. Simply stated ROJEK likes to “Start with Culture, Finish with Fit™"

I agree.

Bishop Partners’ long standing success of our executive placements with our Clients validates this thinking. The reason more that than 70% of our candidates hired for the job and stay for more than three years, is because of our focus on cultural fit. We also make sure that the vision, values and goals of both parties’ are in tight alignment. This approach is far superior to recruitment efforts that just “check the boxes” on the basics, required skills and relevant industry experience.

AMA Hosts CMOs, Discussing Re-Branding St. Louis

Last week, I was invited to attend a breakfast sponsored by the St. Louis Chapter of the American Marketing Association (AMA). There were about 20 CMO’s and Sr. Marketing Executives from local Companies, the group was called the “AMA Executive Circle.”
Each of the 20 or so in attendance had previously completed a survey that was asking, how could the AMA be of more value to the attendees, their departments and it’s membership in general?   There was compelling conversation, ranging from “How do we know our marketing is working?” (Data), to “How do we get an outside perspective on our strategies and tactics”? (Each other) When the question was asked, how does St. Louis re-establish its self-esteem and get this region moving forward again? There was enthusiastic conversation.

Local companies that are growing, are having trouble recruiting out of town talent. National news and social media skew the perception of St. Louis for those outside of our region. The fact that St. Louis is rich with culture, activities, food, sports and neighborhoods,where you can safely raise a family is lost.

There was a remarkably spirited conversation that oozed cooperation and camaraderie. I had walked in optimistic and hopeful, but I was pleasantly surprised (shocked really) how far beyond that this group traveled . . . and quickly. There was a universal spirit that we had hit on a common theme that could unite the group. There would be all sorts of learning opportunities for every level of marketer as an effort to improve the “St. Louis brand” moved forward across multiple channels. Similarly, it would benefit everyone, residents and our corporations.

I’m hoping that this meeting is actually the beginning of a diverse, yet inclusive movement, which will end up benefiting everyone in St. Louis. Wouldn’t it be great to celebrate a unified St. Louis? The results of self-esteem, pride and an attractive employment environment would trigger exciting growth, benefiting all!

ready + willing Honored as Innovative and Valuable to Our Region!

Over ten years ago, in the aftermath of REBUS' freBUS (REBUS' pro-bono arm) efforts to provide marketing resources to St. Louis Non-Profits, Sarah Waters and Kendra Gilligan came to me with passion and an idea.  They wanted to take what they learned co-Chairing freBUS and create an marketing organization that was sustainable and scalable.  They wanted to build on the idea of experienced marketers (mentors) working with young professionals for the benefit of Charitable organizations in the St. Louis region.  They wanted to give back to the St. Louis Community.

ready + willing, the name they came up with for the effort, would provide solutions to issues plaguing our region for years.  There were Non-Profits who did not qualify for United Way or other funding mechanisms. ready + willing would provide marketing services for them.  Those Non-Profits had been unable to share their story, their value or increase membership and "organic" financial development.  They were stuck . . . few knew of their existence.  At the same time, young marketers, copywriters, art directors, account service or production pros were unable to gain the experience necessary, to help them land that first job in the business. ready + willing could help that issue also.

I was pleased to be able to help Sarah and Kendra put together their first Board of Directors and to recruit some of the more experienced marketers as mentors.  I would frequently have conversations with new college grads who wanted to get into advertising or marketing, so they were natural prospective participants.  Sarah, Kendra and the Board were able to identify the first Non-Profits to meet their criteria and benefit from the program.  It was exciting, time consuming and anxiety provoking, all at the same time . . . always worried we couldn't keep it going.

Sarah deserves the credit for getting ready + willing to where it is now.  To this day, r+w provides a valuable service.  It's an excellent place for experienced pros to meet younger professionals, who have different areas of expertise.  It's an unusual and valuable learning experience for both parties.  It's an excellent way for both older and younger marketers to learn from each other, while providing those otherwise unattainable marketing communications for Non-Profits.

FOCUS St. Louis® has announced the 2017 What's Right With the Region Honorees.  ready + willing has been honored as having "demonstrated innovation and vision in making the St. Louis region a better place to live, work or visit."  FOCUS St. Louis is the region's premier leadership organization.  So far, ready + willing has helped over 14 Non-Profits.  You can see some of the work here. 

How To Connect With Executive Recruiters

I thought a good way to follow up my post about how to find a recruiter, would be what to do once you find one!  As it happens, I ran across an article on a website called Blue Steps.  Blue Steps is a "career service for executives" and has some very relevant content for executives (especially) seeking their next career opportunity.  The article by Gulnar Mewawala.  I thought I'd share it with my readers.

Networking is a two-way street.
"Remember, you need to create reciprocal relationships with recruiters. Approach a search consultant with the same attitude of building a mutually  beneficial connection as you would when introducing yourself to any other executive for the first time.
If you meet an executive search consultant face-to-face at a conference or networking event, inquire about his or her business. Ask if he or she has a specialized area of focus. Even if the search consultant is not currently working on any opportunities for which you might be qualified or interested in, make sure to indicate your willingness to be a source of potential candidates or industry knowledge.
The same advice applies if are sending an introductory email to an executive search consultant. After mentioning any common connections and demonstrating your value proposition via a brief list of key achievements, convey an attitude of cooperation and willingness to help put the consultant in touch with other executives when appropriate.
 
Have your elevator pitch ready.
In person or via email, be able to succinctly describe your professional history, what you do now and what you are looking for in your next role. Speak (or write) clearly and to the point. Do not squander this chance to make a good first impression by asking for help in deciding your next career move, assistance with your resume or request general interviewing tips. Search consultants are not career coaches or executive resume writers. Keep this part of the conversation focused on your prior achievements and future goals. Say what you have to say, and then wait and allow the search consultant to let you know if he or she can help market your experience effectively.

How To Find Headhunters or Executive Recruiters 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.MKSSA.com.  At the top of the landing page, you can search member specialties, or just click here.

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

The Rejection Letter, Email or Phone Call

Nobody ever wants to receive it . . . for anything!  I don't like writing them.  I really dislike receiving them. I don't like calling candidates that I've established a relationship with and telling them that our client has decided to go with another candidate.  It's one of the worst parts of my job.

Since having to say no to people is part of what I have to do,  I try to do it with respect and understanding.  I try to give reasons why our client has picked one candidate over another.   While it's especially difficult in the later stages of a search, when my candidate knows that they're a finalist,  it can be equally difficult in my response to a first inquiry.  I feel like I have to be delicate enough to be sensitive, but thoughtful enough to let the candidate know that I've considered their candidacy.  I always re-confirm in my own mind that there are good reasons why a particular candidate is not right for my client.

Because I've been in the St. Louis market for so long, I know a lot of people.  When someone gets terminated, or "downsized" or laid off (call it what you will) I'm often one of the first people contacted, especially if I happen to be working on a St. Louis marketing or advertising position that the candidate feels like they're "the perfect fit" for.  It's not easy telling a friend "no".  Especially when they believe themselves to be qualified for the position.

Rejection is part of the business.  It doesn't have to be fun.

I originally wrote that post on November 17, 2008!  I think my attitude about telling someone "no" or "rejecting"them has changed a bit. I think it comes with more experience.  To be sure, I still don't enjoy the activity, especially the phone call.

Indeed.com Invites Bishop to Present in New Webinar Series

I’m excited to have been asked by Indeed.com to be one of the first presenters in a new series of webinars they’re going to be producing.  They identified me through my online presence and called. They’ve asked me to present the advantages of having a recruiting specialty to Employers.

As I start to jot down notes for an outline of what I would say,  I’ve rather surprised myself how immediately clear it is that there are a myriad of benefits, mostly for my clients and candidates.  The negative for me, is that obviously if I only recruit in a specialty marketing niche, there are scores of other employment categories/opportunities that I do not address or participate in.

It takes dedicated time to stay abreast of what’s happening in any field, especially one radically changing as rapidly as marketing is today.  The numbers of digital growth are astounding and will continue to surge for years to come.  It’s hard keeping up with it all, even if you’re trying to do it full time . . . which I am! It would be simply impossible to maintain that depth of knowledge and understanding across multiple disciplines.

"Specialization leads to referrals". One of the biggest benefits of specializing is that candidates find me and introduce themselves.  We have a strong online presence with testimonials and reputation, which results in being found in natural web searches.  (BTW, please follow me @HeadhunterBob!).  Here’s perhaps an even bigger, similar benefit.  We also get daily referrals of candidates from friends, colleagues and even clients.  Some of these are absolutely A+ talent.  We’re proud to work with them.

REBUS Celebrates Its 7th Birthday with “The Breakfast Club” and Strange Donuts

REBUS held its inaugural Breakfast Club event last week at Rooster downtown. The attendees were treated to a free breakfast and the special treat that is Strange Donuts. Corey Smale brought the donuts and told us the story of how his passion project, Strange Donuts became the phenomenon it is, in less than a year.

The presentation was informal and felt intimate, in that Corey walked around the attendees and told his story in a casual yet passionate way. You could see and feel how and why Corey has built an almost cult following in a short period of time. The donuts were a sensational “dessert” to Rooster’s superb breakfasts.

As I was talking with Sarah Waters sitting next to me, I realized that March is REBUS’ birthday . . . it’s seventh! I was stunned by that number and how fast time has flown. I like the evolution REBUS has experienced to become what it is now.

Sarah was one of the original Co-chairs of REBUS and very helpful in getting it growing. Sarah and Kendra Gilligan helped create fREBUS, the pro bono arm of REBUS. In the first year, fREBUS was responsible for over $80,000.00 in deliverables to St. Louis non-profits. As a result of issues identified with fREBUS, Sarah and Kendra went on to found ready+willing.

I’m proud of the fact that REBUS has succeeded in influencing hundreds of young advertising professionals (and many veterans as well) and resulted innumerable “first job” offers. REBUS has visited scores of agencies and photographers’ studios and production companies, helping introduce the regions’ most influential players to the new young professionals.

A REBUS (generally without all caps) is a puzzle combining words and pictures to create another word or phrase.  The original concept for REBUS was to get newly graduated writers and art directors together so that they could collaborate, with the goal of helping each other build better portfolios.  I'm sure you figured out that this rebus says "Free beer for a year".  Perfect!

REBUS has provided the opportunity for the ambitious to get involved and improve their skills, while working on real projects. There have been networking opportunities and new relationships developed. I’ve been told more than once that without REBUS, someone would not have met someone or found out about something that ended up influencing their careers and/or personal lives!  That's rewarding to hear!

The hard work and god knows how many hours have all been worth it. I’m proud that REBUS has had and continues to have, the relevance and value that it does. Thanks to all of you who have contributed to that effort.

Happy Birthday REBUS!

St. Louis Non-Profit Search: Director of Development #13112

General Description:
The International Photography Hall of Fame and Museum (IPHF) in St. Louis, is the only organization world-wide, whose purpose is to celebrate the achievements of the inventors, pioneers and pivotal artists throughout the history of photography.  After 48 years of existence, the IPHF (IPHF.org) has recently opened to the public in the Grand Center area of St. Louis.  There are over 75 volunteers and a part-time paid staff.

IPHF is seeking a highly motivated, responsible, self-directed candidate to handle the following

Primary Responsibilities:
•    Fundraising campaign management: The development director will manage annual fundraising campaigns from planning through fulfillment, with a goal of growing and strengthening the IPHF’s individual giving and sustainer programs.
•    Donor cultivation: The director will research and target appropriate donors for specific messaging, with an eye toward moving regular donors to sustainers and sustainers to major donors. He or she will develop “giving circles” and other incentives, events, and messaging to encourage major gifts.
•    Donor data management: The director will assist in the selection and lead in the integration of the existing “Past Perfect” database and CRM. With this tool in place, the director will analyze and segment donor records for more effective communication, keep records updated, and manage gift processing.
•    Grant prospecting/grant writing: The director will seek out new grants and work to develop relationships with program officers at local foundations. In coordination with the Executive Director and volunteer grant writers, he or she will write grant applications and renewals and develop effective materials that can be reused from application to application.

TEDxStLouis Means Ideas and Inspiration

I considered myself lucky to have been invited to this TEDx St. Louis event on Thursday, September 19..  I was happily surprised to have been invited to the inaugural TEDx in St. Louis about two years ago.  That first TEDx event in St. Louis seems in retrospect to have coincided with the success and visibility of the St. Louis tech "start-ups", now seemingly firmly entrenched.  Here's what I wrote about the inaugural St. Louis TEDx.

I had never been to the MX Theatre downtown and had no idea what to expect.   The place is absolutely gorgeous, it's about a 200 seat spectacular theatre (called the "best in St. Louis"), with the most comfortable overstuffed leather theatre seats I've ever sat in (really!).  There's a bar, a restaurant and a swivel "table" on each seat so that you can eat and drink while watching the movie.  There's parking in the building on the same floor as the theatre.  It's very convenient and secure.

The TEDx event was like any TED event, packed with thoughtful, articulate, motivating speakers who take you to places you've never thought about before.  The speakers are so strong and have such powerful backgrounds that you can't help but pay attention.  To not pay attention would be a wonderful opportunity lost.  These are compelling presentations!  Most are inspirational.

International Photography Hall of Fame Fundraising Print Sale

The International Photography Hall of Fame (IPHF) and Museum is relocating to St. Louis’s Grand Center in the first half of next year.  We are thrilled to be able to bring our historic collection, exciting exhibitions, educational programming, speakers and workshops to St. Louis' arts community (read more details here).  But we need your help.  I wanted to get in touch and ask for your support of our organization.
 
On November 10 (please save the date, you will be invited), a Photographic Print Sale to benefit the IPHF capital campaign will take place at Katzman Studio (2745 Locust St.) at 7:00 PM.

Please join us!  We have over 60 prints of various sizes and a huge range of subjects and prices.

We're providing some snacks and beverages, we'd value your attendance and support!  Please invite friends and colleagues. 

We're going to have some fun and raise some money!

You're Invited to Party with Bill Vann!

I'm very pleased to be able to share this invitation with everyone in St. Louis.  If you know Bill, you know that he died way too early this past Spring.

You'll then also know that few have contributed more to the commercial art scene in St. Louis in the past 40 years.  Bill Vann was one of the most talented, giving people I've ever met.  He was a inspiration, helping young artists at absolutely every opportunity.

It's wonderful that this FUNdraiser is being orchestrated in his honor.  He'll be honored, and smiling that we haven't forgotten him.  If you're a FOB, or a friend of the St. Louis commercial art industry (photographers, illustrators, videographers, etc.) please join us.