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.... Continue reading

Have you been working hard to update your resume but haven't received any interviews? More employers are using Applicant Tracking Systems (ATS) to filter resumes. Yours could quickly be sorted away if the right keywords or format are not there. As International Update Your Resume Month is celebrated in September, it's time to re-think your resume with AI in mind. As companies are relying on Applicant Tracking Systems (ATS) to streamline their hiring processes, these systems scan resumes for keywords and rank them based on relevance to the job description, meaning your resume needs to be optimized to pass through these filters and land in front of a hiring manager. Applicant Tracking Systems (ATS) often use AI (Artificial Intelligence) and machine learning algorithms to enhance their functionality. These technologies help ATS analyze and rank resumes more efficiently by: 1. Keyword Matching: AI helps ATS identify relevant keywords and phrases in resumes that match job descriptions, making it easier to filter out unqualified candidates. 2. Resume Parsing: AI-powered ATS can parse and structure data from resumes, such as work experience, education, and skills, allowing for more accurate candidate screening. 3. Ranking and Scoring: AI algorithms can rank and score resumes based... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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,... Continue reading

I’ve been contacted three times this week by people who asked for resume writing help. It’s remarkable that none of us has ever received any real education or “training” about how to write a resume . . . possibly the most important document you’ll ever have to write. I always feel a great sense of satisfaction when I help a candidate present themselves in a compelling way to help them reach the goal of being hired for a job they really want! The task of writing a resume is even more daunting, because your resume is likely being scanned by an “algorithm” as a first step, not a human! Fundamentally, applying for a job online is almost a complete “waste of time”, because the results very, very, rarely are worth the amount of time spent or anxiety created . . . especially if you really, really want that job! The online job application process is so broken that sometimes, the candidate doesn’t even receive a response that they’re no longer being considered. It’s a nasty screwed up practice that is set up for the benefit of the employer, not the prospective candidate. Do you even really want to work for... Continue reading

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,... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

My 22nd 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... Continue reading

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... Continue reading

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... Continue reading

I'm very excited and proud that this St. Louis client, who's a national leader in their category, is partnering with me to help them build their internal marketing department. 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” national service company dedicated to helping fellow humans, here’s your opportunity for hybrid work. General Description: Our St. Louis area client is seeking a PPC Specialist with solid experience in paid search (SEM/PPC), programmatic, and/or social advertising. The right candidate will work on direct response lead generation across multiple products and services and have experience in paid advertising campaign creation, keyword/audience development, ad copy creation, persona development, tactic selection, and assisting the Director of Digital Marketing with the launch and optimization tactics necessary to meet campaign performance goals. 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” national service company dedicated to helping fellow humans, here’s your opportunity for hybrid work. Responsibilities: · Conducting and reviewing keyword, audience,... Continue reading

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... Continue reading

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... Continue reading

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... Continue reading

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,... Continue reading