The Perfect Fit

Elevating Recruitment Excellence with AI: Enhancing Our Expertise for Your Success

To All Our Existing and Prospective Clients:

I hope this letter finds you well. As your dedicated partner in the on-going quest for top-tier marketing talent, I am excited to share a transformative development that is significantly enhancing our recruitment capabilities and ensure we continue to exceed your expectations. Bishop Partners has always prided itself on its meticulous approach to identifying the best candidates for your unique needs. Today, I am thrilled to explain how the integration of Artificial Intelligence (AI) will make our already successful and experienced recruitment process even more efficient, accurate, and tailored to your requirements.

Our Foundation of Trust, Honesty, and Discretion
For years, our firm has built a robust database of over 11,000 marketing professionals across North America. This extensive network, coupled with our unwavering commitment to trust, honesty, and discretion, has cemented our reputation as a leading recruitment firm. Our personalized approach ensures that we deeply understand your needs and the specific nuances of each role we fill. This commitment to excellence will only be amplified with the strategic implementation of AI technologies.

The Power of AI in Recruitment
Artificial Intelligence is revolutionizing various industries, and recruitment is no exception. By integrating AI into our recruitment process, we will enhance our ability to identify, assess, and present the best candidates for your specific opportunities. Here’s how AI will transform our recruitment process and benefit your organization:

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

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.

Why AI Needs Human Recruiting Experts

AI has certainly transformed recruiting by streamlining processes, automating repetitive tasks, and improving data-driven decision-making. However, it falls short of replicating the nuanced, relationship-driven approach of an experienced retained recruiter, especially in fields like marketing, advertising, and digital media. Here’s why:
 
Personalized Relationship Building: Retained recruiters excel at building relationships over time, gaining deep insights into client and candidate personalities, goals, and work cultures. AI lacks the ability to connect on an emotional level,
which is crucial for understanding the unique culture and nuanced requirements of high-level roles in creative fields like marketing or media. An experienced recruiter can discern subtleties in personal and cultural fit that are beyond the reach of algorithms.
 
Intuitive Judgment and Adaptability: Recruiters use their intuition and adaptability to identify “hidden gem” candidates and sense cultural fit. They often find top candidates in passive talent pools, which requires skill in persuasion,
deep industry knowledge, and the art of networking — skills that cannot be fully codified into an algorithm. Marketing and media roles, in particular, demand creativity and an ability to pivot that a human recruiter can better assess through an in-depth, personalized process.
 
Creative Industry Expertise: The fields of marketing, advertising, and digital media are fast-evolving and heavily reliant on trends, creativity, and innovation. Recruiters with industry expertise understand the subtleties of roles and skills that go beyond keywords on a resume or profile. They know how to assess a candidate’s potential based on nuanced skills, portfolio quality, and cultural alignment, which AI struggles to evaluate effectively.

Hiring and Career Advancement in Today's Competitive Landscape

Hiring executives face several key challenges when finding new employees, especially in today’s dynamic job market. These challenges stem from rapid technological changes, shifts in workforce expectations, and competitive industry landscapes. Here are some of the principal obstacles:

Skills Shortages: A major hurdle is the mismatch between the skills required and the available talent. Many sectors, particularly tech and healthcare, face shortages in specific skills like AI, data science, and cybersecurity.

Attracting Top Talent in a Competitive Market: Competition for high-quality candidates, especially in industries like technology, finance, and leadership roles, makes it difficult to secure top talent. Established companies and startups alike offer competitive packages, making it harder for businesses to stand out.

Diversity and Inclusion: Ensuring a diverse candidate pool remains a significant challenge. Executives are under pressure to recruit underrepresented talent and create inclusive hiring practices, which involves overcoming systemic biases and finding qualified diverse candidates.

Cultural Fit and Adaptability: Hiring candidates who fit or add value to the company culture, while also being adaptable to rapid change, is complex. Executives struggle to balance hiring for cultural alignment while fostering innovation and diversity.

Remote Work Adaptation: The shift toward remote work has expanded the talent pool but also introduced challenges in assessing candidates’ abilities to work independently and manage remote teams effectively. Evaluating soft skills like self-discipline and communication is now critical.

Leadership and Succession Planning: Finding leadership talent capable of not only filling current roles but also providing long-term succession planning is a growing priority. Executives need future-proof leaders who can guide companies through technological and economic shifts.

Economic and Industry Uncertainty: Uncertainty in global politics, the economy, rising inflation, and evolving industry strategies and tactics, make it harder for hiring executives to predict workforce needs accurately. Companies are hesitant to over hire or invest heavily in talent during volatile periods.

Balancing Compensation with Budget Constraints: Offering competitive compensation packages that align with market expectations, particularly in high-demand sectors, can be difficult. Balancing competitive pay with budget constraints is a constant challenge for hiring managers.

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.

Maximize Marketing Executive Hires with a Specialist Recruiter

Recruitment is a critical function for any business, but finding the right talent in fast-evolving fields like marketing, advertising, and digital media can be particularly challenging. These industries are in a constant state of flux, driven by rapid technological advancements and ever-changing strategies. As a result, businesses seeking top-tier candidates often benefit significantly from working with recruiters who have a deep specialty in these areas, particularly retained recruiters.

Specialized Recruiters Bring Industry Expertise

General recruiters are valuable, but in industries as dynamic as marketing and digital media, companies need recruiters who truly understand the intricacies of the field. Specialized recruiters focus on one niche, developing in-depth knowledge of industry trends, key players, and the evolving skill sets required for success.

In marketing, for example, the shift from traditional methods to digital-first strategies has created demand for talent with skills in SEO, data analytics, social media marketing, and content creation. A specialized recruiter understands these nuances and knows exactly what skills and experiences to look for in candidates and where to look for those candidates. This insider understanding enables them to assess talent more accurately and find candidates who are truly qualified, rather than those who just look good on paper.

Furthermore, digital media and advertising are fields where creativity must align with data-driven decision-making. Knowing how to balance these qualities in a candidate requires a deep understanding of the industry. A recruiter who specializes in this area will be able to distinguish between candidates who have technical skills and those who can also bring innovative, strategic thinking to the table.

The Advantages of Engaged Recruiters

In addition to specialization, retained recruiters offer a distinct advantage for businesses looking to fill key positions. Unlike contingency recruiters, who only get paid if a hire is made, retained recruiters are engaged on an exclusive basis. They work closely with a company to fully understand its needs, culture, and long-term goals.  They’re being paid to understand the fine points of a particular open role.

They’re able to spend the time to develop relationships with candidates, to truly understand that candidate’s vision, values and goals.  This deeper understanding often leads to a more thorough and efficient hiring process, and to candidates to are happier, contribute more and stay with a company longer.

For marketing and digital media roles, this relationship is invaluable. Engaged recruiters are able to take the time to thoroughly vet candidates and ensure they align not only with the technical requirements of the job, but also with the company’s culture and vision. These recruiters often have access to a more extensive and higher-caliber talent pool, including passive candidates identified through research, who aren’t actively looking for jobs but would be open to the right opportunity.

The research can identify top performing candidates from competitors and/or who have  category experience.  Employers can detail much more specifically, precisely what characteristics they’re looking for.  Those traits are then identified through research and/or referrals of colleagues.

Hiring Heatwave: The Unsteady and Unpredictable Talent Market This Summer

As summer winds to a close, advertising agencies and marketing firms have faced unsteady, unpredictable challenges in talent acquisition that reflect broader industry trends and specific pressures unique to these sectors.

Attracting and Retaining Talent in a Competitive Market: The competition for top talent in the marketing and advertising industries is fiercer than ever. Agencies are not only competing against each other but also against tech companies and other industries that offer attractive packages and more flexible work environments. This intense competition has made it difficult for agencies to not only attract but also retain skilled professionals, particularly in digital and creative roles. The rising demand for specialized skills like data analysis, SEO, and AI integration further complicates the landscape, as these skills are in short supply and high demand across multiple sectors.

The Impact of Economic Uncertainty: Economic factors, such as inflation, fluctuating interest rates, and geopolitical instability, have made it challenging for agencies to predict and plan their talent needs. Many agencies are cautious about expanding their teams, leading to delays in hiring or a preference for short-term contracts over full-time positions, while their clients have the same feelings of uncertainty.

Remote and Hybrid Work Dynamics: The shift towards remote and hybrid work has become a double-edged sword. While it has allowed agencies to access a broader talent pool geographically, it has also introduced challenges in maintaining company culture, fostering team collaboration, and ensuring consistent client service. Balancing the flexibility that remote work offers with the need for in-person creativity and brainstorming sessions remains a significant hurdle.

Why and How Recruiters Add Value in Hiring Top Performers

In today’s competitive job market, hiring top performers is critical for organizations aiming to maintain a competitive edge. However, attracting and securing these high-caliber individuals is no easy feat, especially when they are already thriving in their current roles. This is where skilled recruiters come in, playing a pivotal role in the talent acquisition process.

The Value of Engaging Passive, Top-Performing Candidates

One of the most significant contributions recruiters make is their ability to engage passive candidates—those who are not actively seeking new opportunities but who may be open to the right one. Top performers are often deeply committed to their current employers, having invested time and effort into achieving success within their organization. These individuals are not scouring job boards or sending out resumes; they are busy excelling in their roles. Engaging with these passive candidates requires a nuanced approach that goes beyond standard recruitment practices.

Recruiters add value by leveraging their networks, industry knowledge, and relationship-building skills to identify and connect with these top performers. They understand that these candidates are not just looking for a job; they are looking for a significant opportunity that aligns with their personal and professional goals. By positioning the opportunity as a natural next step in the candidate’s career progression, recruiters can effectively persuade them to consider making a move.

Understanding the Vision, Values, and Goals

A key aspect of a recruiter’s role is aligning the vision, values, and goals of both the client (the hiring organization) and the candidate. This alignment is essential for ensuring long-term success and satisfaction on both sides.

For the client, it’s not just about filling a role—it’s about finding a candidate who will thrive in their corporate culture, contribute to the company’s mission, and stay committed over the long term.
A recruiter’s deep understanding of the client’s business, culture, and strategic objectives enables them to identify candidates who are not only technically qualified but also a cultural fit.

On the candidate side, top performers are often driven by more than just a paycheck. They seek roles that offer growth opportunities, align with their values, and allow them to contribute to meaningful work. Recruiters who take the time to understand a candidate’s career aspirations, personal values, and long-term goals are better positioned to match them with roles where they can truly excel.

The Art of the Match

Recruiters act as matchmakers, carefully balancing the needs and desires of both the client and the candidate. This involves more than just assessing qualifications on paper; it requires deep insight into what makes both parties tick. The best recruiters are those who can see beyond the resume and job description to identify synergies that others might miss.

For example, a recruiter might recognize that a candidate’s experience in a different industry could bring fresh perspectives to the client’s team. Or they might see that a candidate’s personal values closely align with the company’s mission, making them a perfect cultural fit. By focusing on these deeper connections, recruiters can facilitate matches that lead to lasting, successful hires.

Conclusion

In the quest to hire top performers, recruiters provide immense value by engaging passive candidates, understanding the vision, values, and goals of both clients and candidates, and making thoughtful, strategic matches. Their expertise not only saves time and resources but also ensures that the right people are placed in the right roles, driving success for both the individual and the organization. In a world where top talent is a key differentiator, the role of the recruiter is more important than ever.

Please get in touch with me and let’s talk about how I can help you research and recruit and hire the  best performers at any level in modern marketing, advertising or digital media.  Thank you!

Recruiters Who Specialize Offer Exceptional Value

I recently had a meeting with a client who asked if I knew of any “local” VP level Strategy Directors?  I told him that in fact, I did . . . I explained I was recently contacted by a very experienced and successful EVP level “Head of Strategy”.  He’s worked at premier agencies and helped them win millions of dollars in new business . . . clients like, HP, Dell, British Telecom, a Renowned University’s Medical Center, Japan Airlines, Universal Orlando among many others. 
 
He has international experience, collaborating with teams on almost every continent, with agencies like TBWA, Ogilvy & Mather, Mindshare, FCB Global . . . !  I could go on and on . . this senior strategist is very, very special . . . and,  he’s willing to re-locate!
 
I’m using Steve as an example.  Because we specialize and have earned a trusted reputation over 20+ years in business, we have exceptional, top performers in almost any discipline a brand or agency might need.  Our database is over 11,000 and we have more than 7300 LinkedIn Connections.  We have superior marketing and media performers in a diverse range of vertical categories . . . located all over North America.
 
The added benefit is that these candidates are open and ready to be interviewed.  These candidates are not actively job hunting but are open to new opportunities that align with their career goals. This initial stage of research and identification of existing candidates could take less than one or two weeks!
 
Our thorough process ensures that we understand the vision, values, and goals of our candidates. This knowledge leads to retention, with over 70% of our candidates staying with our clients for more than three years.  This knowledge allows us to negotiate fair and discounted fees since the comprehensive search process is expedited. We're happy to pass these savings on to our clients.
 
The client I met with was surprised and had never thought about utilizing the existing database of a recruiter who specialized, in this way.  There are other advantages and benefits, but the ease, speed and quality of hire, simply can’t be beat!  Neither can the cost of this service.
 
Get in touch with me and I’m happy to answer any questions for you! 

2024 Job Market Chaos: What U.S. Workers Really Want from Employers

Every day, I speak with candidates who are incredibly frustrated by the job application process, whether through an online posting or even applying directly to the employer.  It’s a very unsatisfactory process . . .

Though 2024 is only about halfway over, I think most of us can agree that this year has been anything but predictable. Hiring is all over the place, with some sectors facing layoffs while others continue to staff. Even the monthly BLS jobs report offers little clarity amid the relative chaos. And that’s without getting into the other myriad factors impacting the recruiting landscape. 

Still, even without a pithy catchphrase to describe what’s happening (Great Resignation, anyone?),
it’s evident that there are gaps between where employers stand and what job seekers experience. That’s what the 2024 Employ Job Seeker Nation Report sought to uncover by surveying more than 1,500 U.S. workers in April. Here’s a look at some of what these folks had to say: 

    They’re keeping the door open. While 79 percent of workers are     satisfied with their current jobs, some 86     percent would entertain     other opportunities, with 46 percent eager to see what’s next.

    They’re starting with what they know. Though 4 in 10 workers     indicated they are seeking new     employment, the majority (58     percent) have looked for a new position within their current company.

    They’re after more than just money. Higher compensation is a factor     in looking for a new job, but it’s not     the only one. Career     advancement, greater flexibility or remote work, better company leadership, better     company culture and a change in location     are also top of mind.

    They’re confident in their candidacy. Half of active candidates believe that finding a job in this current     market is easy, with     56 percent saying that today’s job market favors candidates. Collectively, about two-    thirds of respondents think it will take them     less than three months to find a new job.

    They do have some concerns. Year over year, workers’ concerns about layoffs increased by six     percentage points to 40     percent in 2024. At the same time, concerns about their employer’s financial future also rose four points to 38 percent.

But what does it all mean?  Our team’s analysis shows that while workers understand the complexities of the labor market,

Unleashing Superior Talent Acquisition: Harness the Power of Specialized Expertise

Earlier this week I had a long conversation with a new client prospect.  She didn’t understand the benefits of "engaging" a recruiter who’s a specialist in the area she’s looking for help with.  She did not understand why she should pay any portion of the fee in advance.  I’ll save my response to that question in another blog post!
 
I went back through our conversation and decided to summarize the benefits of using a recruiter specialist, so those of you who might need help from a third party recruiter in the future, will understand what some of the benefits are and be able to make a more informed decision for your company's benefit.

1.  In-Depth Industry Knowledge:  Specialized engaged recruiters have a deep understanding of their specific industry, enabling them to identify candidates with the precise skills, experience, and cultural fit required. Their expertise in industry trends and challenges ensures they stay ahead in sourcing top talent.

2. Targeted Network and Access: Recruiters specializing in a particular field have a targeted and extensive network within that industry. They build relationships with key players, influencers, and passive candidates who are often inaccessible to generalist recruiters. This access increases the likelihood of finding highly qualified candidates open to the right offer.

3. Enhanced Candidate Evaluation:  Specialized recruiters possess an experienced understanding of the technical and soft skills required for roles in their field. This expertise allows them to conduct precise candidate evaluations, including assessing industry-specific competencies and cultural alignment. They ask the right questions and understand nuanced responses, leading to a more accurate assessment of a candidate's suitability.

4. Strategic Insights and Advice:  With their specialized knowledge, recruiters can offer strategic insights and advice tailored to your industry. They help refine job descriptions, compensation packages, and employer branding to better attract top talent. Their understanding of industry benchmarks and best practices ensures your hiring strategy is competitive and aligned with market standards.  All their experience and expertise is focused on you, the Client in support of recruiting the very best talent available.

5.  Efficient Search Process: Specialized recruiters streamline the search process by quickly identifying and reaching out to potential candidates within their network. Their industry specific referral network professional associations, and networking events allows them to efficiently identify, source and screen candidates. This efficiency reduces the time-to-fill for difficult roles, helping you secure the best talent faster.

A Recruiter’s Reputation, Reach & Referrals, Leads to Results & Repeat Clients!

I believe the employees are a Company’s most valuable asset.  I’ve worked hard for over 23 years to become and remain one of the best Marketing, Advertising & Digital Media Recruiters in North America.  The trusted reputation I’ve earned results in the most accomplished marketers reaching out to me confidentially,  to help them identify the next step in their career.  My Clients are the benefactors of that effort.  Here are some examples:
 
Kasey: ECD/SVP CD-Copywriter, New York, 30 Years’ Experience, Hybrid, Remote or will Re-lo

Pitched and won: Jose Cuervo, Dyson, Levis, Wisk detergent, Microsoft, & More
Allstate, McDonalds, Coke, Nike, DeBeers, Kraft, Corona, Rolex, Hyundai, Visine, Lego & More



Employers: DDB, JWT, W&K, Portland, Leo Burnett, BBH
Awards:  Cannes Film Grand Prix, Cannes Lions, Clio HOF, One Show Pencils, Advertising Emmy
 
Erina: EVP Marketing, Communications, Sales, San Antonio, MBA, hybrid or remote. 
Employers:  Hospitals/Healthcare Systems, Pediatric Healthcare, Biosciences, Life Sciences
Marketing, Brand and Salesl Leadership, PR, Cross-Functional Collaboration & Leadership
 
Mateo:  ECD/GCD-Copywriter, St. Louis, 27 Years’ Experience, Office, Hybrid or Remote. Will re-lo
Clients:Bacardi, Dewars, Nike, IBM, Dewars, HSBC, Panasonic, Nextel, Molson, Bluefly.com, More.
Platinum Awards:   Hermes, Viddy, AVA, Vega, MarCom, DotComm
Scores of Industry Gold Awards: Telly, Vega, AVA, Hermes, Viddy, DotCommConsistently successful new business strategist, conceptor and presenter.
 
Beth: VP of Brand Strategy, Copywriter, Publishing/Author, St. Louis, 25 Years’ Experience, MA & MFA, in office, hybrid or remote. 
Clients: Amazon, E-Commerce, CPG, Microsoft, P&G
Awards: Print Magazine Regional Finalist, Communication Arts Annual, One Show Finalist, Clio Finalist, Hatch Award Finalist, 1st Place Chanticleer Little Peeps; Mom’s Choice; Bank Street; and Emory Global Health eBook Award.

If you're an employer, you might very well be excited about one of the candidates who are already in our database.  We're very willing to significantly discount those recruiting fees, since there is no search involved.  Of course, I'd be happy to help you identify, recruit and hire any "Most Valuable Employee" from scratch, as well.  Just give me (Bob) a call to see how we could help you.

Thank you very much!

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

AI Can’t Compete With The Human Skills That Set Great Recruiters Apart

Even as Gen AI automates many recruiting tasks, the human touch is still critical. Recruiters will distinguish themselves by doing things that AI can’t do, such as forging strong ties to candidates and offering positive candidate experiences. As a result, soft skills will be even more important.


“The best recruiters must be great at building relationships and creating high touch candidate experiences that will help them rise above the bots,” says John Vlastelica, CEO of Recruiting Toolbox. 

In fact, the top three recruiter skills cited by hiring pros in the LinkedIn survey were human skills: communication, relationship-building, and adaptability.

I’ve always believed in the ultimate value of respect.  I try to treat every candidate with respect, no matter what level of experience they might have.  In this past week, I’ve been contacted by a student who just graduated from a University in the suburbs of Chicago, to a CMO in Virginia.  Treating each of them with respect, while trying to do something to add value to my response to them, supports the reputation that I’ve worked so hard to earn. 

That reputation earned over my almost 23 years as a recruiter continues to evolve and serves my clients and I well.  My respect for those I work with supports a willingness for those candidates to help me, when I need it.  I need it and use it in every search I undertake.  That approach leads to more referrals . . . and that is a “vicious circle” that I hope never ends!

Please let me know your thoughts.  If you’ve worked with a recruiter, has the process been valuable?

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.

Executive Recruiting is Very Professionally Rewarding!

I’m very thankful to be able to continue doing the work that I love so much.  The last year and a half has been really busy with diverse clients engaging my services for very different reasons.  My company’s name is Bishop Partners, because I enjoy partnering with senior executives for both agencies and brands, to help them build, expand or reinforce their marketing capacity.  The level of clients’ trust in my work has grown, as has my reputation, earned over two decades of hard work and respecting others.
 
Last year, I had the opportunity to help a privately held company build an internal marketing department from scratch.  The owner didn’t think the agency they were using was worth the expense, so he decided to build his own.  We started with identifying and hiring a Director of Marketing.  Once that leader was identified and hired, I worked with them to hire a Social Media Manager, a Digital Asset Designer/Developer, Manager of Automation/Analytics, Sr. Copywriter, a Product Specialist, Media Buyer, PPC/SEM Specialist, UX Accessibility Designer & Developer and an Account Manager.  It’s been fun and very professionally satisfying to work so closely with a client for so long on such a critical project!
 
I’m thankful that my reputation and national network continues to evolve and encourage marketers of every discipline and experience level (from Jr. Designers to CEOs), to confidentially get in touch to ask for my help in identifying their next career opportunity.  Over the years, when a client (new or existing) needs a particular skill at a particular level of experience and compensation, I can introduce multiple existing candidates immediately.  Hybrid and remote work has dramatically expanded that capability.
 
So, I just want to say thank you to all of you for your support and friendship, either personally, professionally or both!  For my Clients, my 10K LinkedIn Contacts and 11K national marketers in my database, consistently prove to be an invaluable referral resource for identifying and recruiting premier performers for my clients.
 
It’s all very rewarding!  I love what I do and love being able to continue doing it.  Thank you for your friendship and support! Also thank you for your continuing referrals of colleagues or employers!  Enjoy your day!

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.

22 Years of Recruiting!

My 22^nd Anniversary of Helping!

Wow!  I can’t believe that I’ve been a recruiter for 22 years and I’m still loving it as much as I always have!  I consider myself very lucky, being able to make a good living by helping my Clients and Candidates grow, improve or move forward in some way.  It’s extremely professionally satisfying to be sincerely thanked for the role I played in talent acquisition or career advancement.

I’m really proud of the reputation earned over these decades of work.  I’ve always tried to add value to every person or company I’ve come in contact with.  Sometimes that help is a conversation and sometimes it consulting, either cultural for a Clients or career for Candidates.  It’s always extremely gratifying!  I consider myself very lucky!

That reputation is now leading to marketing leaders (both agency and brand) all over the US, getting in touch with me.  They trust me with their resume to discreetly help them identify their next career chapter.  These leaders range from the CEO, CMO level to CDs, Analysts or Project Managers (virtually every title at ever level) who’ve have heard I might be able to help.  I’m talking about Presidents of Global agencies or holding companies to those who’ve just graduated.  It’s flattering and it’s fun!  I like to think it’s karma. Good things happen when you consistently treat people with respect.   

I’m looking forward to more years of helping agencies and corporations and candidates increase their capabilities or capacities.  I’m very proud to be able to feel like a true partner.  It’s why my company’s name is Bishop Partners . . . Thank you very much!

 

Why Partner With an Executive Search Firm?

The work of executive search firms can at times be confused with the services of contingent recruiting agencies. However, there are key, significant differences.

Have you ever been tasked with discovering the perfect candidate for an executive-level position? If so, you're aware the process of finding a candidate to fill senior-level roles is much more rigorous, time-consuming, and research-heavy than hiring an entry-level or middle management position.  The process has become even more difficult post-Covid.

When recruiting intermediate personnel, you’ll typically post on a job board or two,  run the resumes through an algorithm, and review the remaining applicants for the best possible candidates. The process can range from days to weeks. However, when it comes to an organization’s most senior-level roles – from executive leadership or the C-Suite – different strategies are necessary to find the right candidate who can lead an organization.

An executive search firm is a company that specializes in placing highly qualified candidates in executive-level positions across the public, private, and non-profit sectors. Executive search consultants seek to understand a specific executive position, define the core competencies necessary for a successful hire, and target several candidates that fit a distinct profile. Such positions include President, Vice President, CEO, CFO, COO, department heads, and more. 

The work of executive search firms can at times be confused with the services of contingent recruiting agencies. However, there are key differences in scope, methodology, process, and more, which differentiate these into two entirely different professions. In short, retained executive search firms partner with organizations to provide expertise in their industry or service, ultimately leading to the hire of a successful candidate.  

RETAINED EXECUTIVE SEARCH VS CONTINGENT RECRUITING

Unfortunately, executive search consulting and contingent recruiting are often thought of interchangeably, but are completely different professions.

RETAINED EXECUTIVE SEARCH

DEFINITION

Executive search firms are specialized management consultants retained by clients in an advisory capacity. Executive search firms partner with a client to identify, assess and select the very best possible candidate.

BUSINESS MODEL

Executive search firms operate on an exclusive, client-centered basis and work on a limited number of assignments at one time. They are engaged in all aspects of the process, from defining the search through candidate integration. They often find candidates with diverse backgrounds and have access to candidates who are not actively seeking a new position.
They charge a consulting fee (retainer) for the assignment, consistent with their in-depth advisory work. Executive search firms deliver high-quality services beyond placement, a slate of highly qualified candidates, and develop long-term relationships built on trust.