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

What Are Your Career Goals For 2025?

As we welcome a fresh start, what are your career goals for 2025? 
 
At Bishop Partners, LLC we understand that each new year brings new opportunities, especially in the dynamic fields of marketing, advertising, and digital media
 
Here are some thoughts to consider now:
 
·       Reflect on your professional growth.  Are you happy and satisfied?
·       Are you ready to explore new possibilities?
·       How can you align your goals with the current marketing trends?
 
Let’s all make 2025 the year of impactful decisions, career growth and professional happiness and satisfaction!  Let Bishop Partners help!  Have a safe and fun Holiday Season and a very, very Happy, Healthy and Successful 2025!

 

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.

The Election is Final, Renewed Hiring Expected

The last several months have been unusually turbulent with the combination of global geopolitical, financial and security issues.  That turmoil has resulted in a very slow job market.  Employers have been hesitant to hire new employees or even replace those that have left because of so much concern.

Election years are generally a time of uncertainty. Key factors driving the concerns can include volatility in the market, misgivings about investments, fluctuations in consumer or job seeker confidence, and also potential policy changes, to name a few.   The recent U.S. election has potential implications
for the job market due to anticipated policy shifts from Donald Trump’s administration. His approach may impact several key areas affecting employment, including immigration, corporate taxes, and trade regulations.

The median weeks for unemployed was recently at 9.4, which is one week longer than the pre-pandemic baseline. Long-term unemployment, or those who are jobless for 27 weeks or longer, has seen more substantial increases, 1.52 million this June compared to 1.1 million last June.  When asked earlier this year, CEOs overwhelmingly identified political uncertainty ahead of the election, as the most significant challenge affecting business in 2024. 

As a result of the election, the future has become more clear.  There is optimism that the new President-elect will stabilize the economy and provide a solid foundation for new growth.  The stock market’s going crazy!  Employers are likely to start hiring sooner rather than later.  There is pent-up demand and need.

The pent-up demand from companies who have been in wait-and-see mode for the last few months or even a year, coupled with job search intensity from seekers who are unemployed and getting desperate to find work, could lend to an environment over the next few months where employers find it more difficult to hire those positions that have been on hold.  The situation will be exacerbated in the new year, when many people typically start looking for a new opportunity.

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.

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.

Available Now! Creative Copywriters: ECDs, GCDs, CDs, ACDs and more!

Happy July 4th Holiday!  I hope you enjoy your time off to relax and refresh.  It seems like an unusual number of folks are taking this time of summer to look for new employment!  July is typically one of the slowest times on the creative calendar!

Fiscal years ended on June 30, as did many client and agency budgets.  Not much happens in July because of summer vacations and it seems overall summer lethargy (or relaxation!) rules!  Budgets for the new fiscal year haven’t really kicked in yet . . .

Historically, copywriters are among the most difficult, if not the most difficult recruiting searches.  Frequently, every client from one employer who’s involved in the interview process has a different expectation/understanding of how a candidate would (or could) fit in!  Portfolios are very subjective.

I’ve never been contacted by more creative writers at every level of an agency or brand at the same time, in my 23 years of recruiting.  I currently have candidates from ECD of global holding agencies and a Cannes Grand Prix winner, to other ECDs with Cannes Lions, Advertising Emmys, D&AD, One Show, Platinum Hermes (and more) awards, working with iconic global brands (From Mercedes-Benz to McDonald’s or Nike to Neutrogena! Bacardi, Coke, Rolex, Dyson, DeBeers).

It goes on and on . . . every level writer from Junior on . . . It’s just surprising to me that so many contacted me in such a sort time frame!  If anyone’s looking to add a writer to your team, please get in touch.  These folks are all open to remote work and a surprising number will re-locate for the right opportunity.

Available right now,  are also agency and brand marketing leaders available with diverse experience and responsibilities.
Thanks very much!  Enjoy your Fourth of July Holiday weekend!

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!

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!

 

After Over 20+ Years I Still Love My Job!

I’m approaching my 22nd anniversary as a recruiter on July 1st!  That amazes me.  I’m thrilled to have lasted this long and also be able continue doing this marketing recruiting and career counseling.  It’s extremely professionally satisfying to be able to help businesses grow and/or expand or enhance their capacity or expertise.  Receiving a thank you from a business owner, senior executive or a professional marketer, who I helped take the next step in their career is enormously satisfying!  It makes me proud.  

It's also amazing to me how I frequently receive referrals or self-introductions from professionals at every level of the marketing spectrum, entry level to CEO.  I’ve worked hard to always try to add value to every interaction, whether I can directly help someone or not.  I think that effort continues to prove its worth.  I’m very proud of the trusted reputation I’ve earned, as evidenced by the scores of recommendations and testimonials on my LinkedIn Profile and website.
 
That reputation consistently results in very accomplished marketers and creatives trusting me with their resume, as they decide they’d like to discreetly investigate new steps, opportunities or challenges for their careers.  I started thinking about all this earlier this week when I received two resumes from two marketing leaders (CEO and CMO) who decided they wanted to confidentially explore career options or opportunities . . .  “what might be out there”!
This leads to Bishop Partners having built a database that now has over 10,000 marketers from all over North America.  It’s fun to talk with Sr. Clients who might have opportunities that line up with what one of these candidates is looking for or have colleagues that might.  Sometimes the timing just works out and hard work leads to dumb luck!
 
I realize how lucky I am to be able to do something I love so much for as long as I have.  I look forward to more years of doing even better at my work and helping even more brands and professionals succeed!  Please don’t ever hesitate to get in touch!  All inquiries are always held in the strictest confidence.
 
Please get in touch and let’s find out how I could be able to help you!

St. Louis Agency, Immediate Hiring: Strategic Account Director #23041

We're thrilled to be working with this well established St. Louis Agency again.  This will be the third search for them, in the past year.  This agency's leadership is more committed to their employees success, well being and professional success than most employers.  They are a great client and I love working with them! 

Overview:
We’re conducting a retained search for our well-established agency in St. Louis. Our client is poised for growth and in need of a strategic account services leader to help achieve that growth. The Strategic Account Director is an up-and-coming strategic business and marketing leader, an over-achiever who’s been successful and is looking for that career opportunity to start leading an entire Account Service team.  Operating as the strategic north star for a given client or campaign, the Account Director has an intimate understanding of both agency and client goals and knows how to bridge them for mutual success. 
 
This role will need to see the big picture, be able to get things done, with attention to detail, and ultimately wants to build for the future.  This is not an opportunity for remote work but is hybrid.
 
Primary Responsibilities:
• Strategically build client relationships and effectively negotiate & drive scopes of work
• Responsible for overall client satisfaction always hunting for solutions and innovative ideas
• Help lead cross-functional teams inclusive of strategy, creative, technology and production to deliver integrated solutions and identify new business opportunities

Manager of Marketing Automation & Analytics in Greater St. Louis

I'm excited that this client is engaging me to help them continue to grow their internal marketing team.  We've recently recruited several other marketers and helped them move their marketing to in-house.  They are an exceptional employer with the way they treat their employees, while delivering a very valuable service to improve the lives of their customers.

Our St. Louis client is experiencing consistent growth resulting from their success nationally, in their category of service.  They are committed to building a world class in-house marketing team in support of their goal of making fellow Americans’ lives better.   You’ll work directly with and report to the Director of Digital Marketing. 

General Description:
The Manager of Marketing Automation and Analytics is responsible for the processes, tools, insights and reporting for our St. Louis client’s customer lead generation efforts. This individual will spearhead their multi-vertical marketing automation efforts across an array of marketing automation tactics including paid search, email, SMS, and mobile. This is a hands-on role responsible for driving measurable results by partnering with cross-functional marketing, product and analytical teams’ teammates. As the Manager of Marketing Automation and Analytics, you goal will be to optimize current marketing automation initiatives as well as explore untapped opportunities and areas of potential to grow the existing business and enter new verticals.

Responsibilities:
• Implement digital marketing campaigns to drive new leads, including SEM, email marketing, mobile, paid social media and other multimedia channels, continually evaluating these for improvements.
• Maintain Marketing Automation integration with CRM and assist in the integration of additional platforms into the marketing automation software.
• Work with management to define KPIs, create reporting, analyze campaign performance. Create recommendations to improve campaigns continuously.
• Manage marketing automation efforts and processes, proactively researching and implementing the latest best practices, strategies, and industry standards.
• Plan and perform A/B testing to define and execute enhancements to productivity, conversion rates, programs/campaign ROI, and sales growth.
• Utilize BI tools to analyze data, partnering with Marketing Analytics team, in order to drive results and improve efficiency.

Who You Are:
You’re a candidate with a degree and at least four years of experience automating marketing campaigns.  Experience with CRMs, Hubspot, SalesForce, Marketo and/or Pardot. We’re looking for ambition and an entrepreneurial spirit.  If you want to help build better solutions, have your ideas heard and feel proud about contributing to an already “best in class” service company dedicated to helping fellow humans, here’s your opportunity.

New St. Louis Agency Search: Senior Account Manager

I'm excited to be working with this new St. Louis client!  The owner and I originally met decades ago, when he was a creative director and I was a photographer.  It's been wonderful to re-connect and help him grow his agency.  This is a spectacular opportunity, because you'll rarely find an employer who respects and cares more for his employees than Dan does!

General Description:
The Sr. Account Manager (5-8 years’ experience) is a leader not only of the projects they work on but also of the client. An account manager is a client and industry expert--or becomes one--when they are on an account. They want to have an understanding of what the rest of our teams’ (creative and media) needs are in order to do their piece of the job. They provide helpful information in the form of a well-written) creative brief. They are curious and want to strategically understand a project--to be a part of the project and not just over see timelines.  
 
Along with various agency departments (traffic, creative, media, pr) the AM works to keep all projects on timeline and in budget in a fast-paced, respectful and collaborative setting. This role has major input in developing strategic marketing plans for their clients.  Our client is ready to hire immediately!  This a hybrid opportunity.  It is not a remote opportunity.
 
Compensation:
Our client offers a casual and flexible work environment, an excellent base salary with quarterly bonus, along with full benefits (medical, dental, vision, disability & Life insurance, maternity, paternity and bereavement leave), three weeks PTO beyond Holidays, 401K (with match), and the chance to work with talented, smart and collaborative colleagues.   Our client encourages and supports respect, diversity and continuous professional growth for their team.
 
About Our Client:
Our client is a well-established agency that’s been experiencing consistent growth over the past 15+ years.  The agency has created an inclusive and collaborative culture for the benefit of their employees and clients.  Management is interested in hiring the very best, respecting them, retaining them and helping them grow into long term, satisfying and successful careers.  It’s about being around the kind of people you like being around and genuinely liking the clients you’re working with.  The place isn’t ego driven and everyone (even a rookie) has a voice.  They have loyal clients because everyone has fun while doing superior work that gets noticed and succeeds.  EOE
 
If you’d like to know more, let’s talk.  Please start the process with sending your resume to [email protected], with a cover letter detailing your interest in and specific qualifications for the position, as you imagine it.

Proud of 21 Years of Recruiting Success

July is my Anniversary month!  I can’t believe it’s been over 21 years since I started my recruiting business!  Looking back, I’ve had (and am having) lots of fun while feeling professionally fulfilled, in helping businesses identify, recruit and hire professionals to maintain or expand their businesses.  Similarly, I’m proud of how many advertising, marketing and media professionals I’ve helped identify and take the next step on their career journey, ultimately helping them move closer to reaching their career goals.  It’s very rewarding work! 
 
In reminiscing, I start to think about quantifying those 21+ years, the numbers are amazing . . . almost unbelievable!  I’ve probably interviewed over 8,500 people and completed over 260 searches for over 85 Clients from all over North America. I have over 9,700 in our database and as of this morning, over 7100 LinkedIn connections.  Those contacts provide an excellent base of referrals for top marketing and media pros.
 
The recruiting and hiring process continually evolves.  It changed radically, almost overnight as a result of Covid stoking “The Great Resignation”.  Professionals found themselves with ample opportunity (time) to think about what they were doing with their professional career and life.  Many were dissatisfied with their conclusions when they realized they weren’t happy or being professionally satisfied.  They didn’t like where they were working or their boss or their compensation and many decided they’d rather being doing something of real human value and taking care of themselves, rather than just selling some consumer a product! 
 
Employers had to change too.  They could no longer take their employees for granted or be disrespectful or dismissive of them.  Employers started listening to their employees and being more appreciative, respectful, fair and flexible, out of necessity.  Remote workers are more productive than anyone imagined and so the more “flexible”, even hybrid office attendance became (or is becoming) the new normal.
 
The most successful employees are well known by their peers and competitors.  Employers are no longer able to simply “post and pray”.  Job boards, are infrequently effective and rarely efficient or expeditious.  The resulting focus on talent acquisition has resulted in far superior, more inclusive, satisfying and fun work environments.  Company cultures have had to become more ‘attractive’ to current (and prospective) employees.