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St. Louis, MO
I'm a marketing, advertising and digital media executive recruiter with over 30 years of experience, as a photographer, a VP and Director of Operations for a marketing resource, and now as a recruiter and consultant.
Interests: My interests include Barbara, my wife, love of my life, best friend and biggest supporter, my family and friends, photography, marketing theory and tactics, golf, fly fishing and continually trying to refine my culinary skills. Can't forget Lucy & Linus, our twin fellines!
Recent Activity
Marketing Manager #19121 Location: St. Louis County General Description: For our St. Louis County Client, marketing is about understanding people — and building awareness about how our products/services can satisfy their needs. We’re looking for an experienced and versatile marketing manager who is hungry to do this and more. Our ideal candidate has experience developing and executing marketing campaigns while managing and inspiring a team. He/she will be comfortable with day-to-day marketing activities, as well as long-term strategy, thriving with tight deadlines and changing needs. If you are a people-person who loves the rewarding challenge of building a brand, we want to hear from you. Objectives of this Role: • Establish positioning, identify target audiences, and develop marketing plans with specific objectives across different channels and segments • Lead the execution of marketing programs from start to finish, leveraging internal support and driving collaboration • Create, maintain, and conduct analytics reporting across multiple platforms and extract key insights for future campaign development and go-to-market strategies, complete with formal proposals and recommendations on tactics • Partner with email, performance marketing and web teams to design, test and evolve lead nurturing tactics. Principal Responsibilities: • Working in partnership with the creative team,... Continue reading
Posted Dec 3, 2019 at The Perfect Fit
General Description: Our St. Louis County Client is on the move, while growing and expanding their marketing department. As Director, you’ll provide efficient and effective prioritization, planning, delivery support and tracking/analysis of our marketing plan. You’ll be responsible for the annual planning process, marketing performance measurement, capacity analysis across the marketing, lead generation and conversion journey. This is your opportunity to lead the marketing team for a franchise that’s rapidly growing across the Midwest, delivering high value healthcare support in a retail environment. We’re looking for someone who wants to “make a difference”, not just “do a job”. We’re looking for a goal driven individual who understands the need to manage both up and down, to attain goals. You’ll report to the CEO. Responsibilities Include: • Oversee corporate marketing strategy development, execution, monitoring and improvement on an annual and weekly basis. • Manage, develop and expand the marketing team’s programs, personnel and performance across Direct, Digital, Telemarketing, PR, Broadcast and community Outreach channels in multiple geographic markets. • Report to Executive Leadership Team on a monthly basis; results, projections and vision for future sales and marketing strategies. • Be accountable for the annual budgeting, marketing strategy and resulting lead generation,... Continue reading
Posted Oct 28, 2019 at The Perfect Fit
Last week, I was interviewed by Jack Kelly, for an article in Forbes. I was impressed with Jack's thinking and some of the subjects of his articles and/or blog. Here's one of those articles, I thought especially on target and likely of interest to many . . . We are living in a fast-paced, unstable time period where things change swiftly and dramatically. The corporate world is more dynamic and chaotic than ever. In our parents’ or grandparents’ generations, they would accept a job and hold onto it throughout the entire duration of their careers. However, those days are over and done with. The advancement of technology, globalization and the corporate view that employees are disposable have all changed the game. We can no longer view our careers as safe and sacrosanct. You can be sitting in your office chair this morning, happy and satisfied. Then, two weeks later, there’s a corporate-wide reorganization and you’re shown the door. You can be replaced by technology or a less-experienced, lower-cost employee. Your job could be moved to another country or your role could be deemed no longer relevant or required. The only constant is change. It's critically important to start a plan... Continue reading
Posted Sep 30, 2019 at The Perfect Fit
The "Most Placeable Candidate" (MPC) is a term used in the recruiting industry to describe a candidate that the recruiter is willing to represent into a market, because the recruiter believes that (s)he can succeed in placing that candidate with a Company. I think that term should really be, “Most Valuable Candidate” (MVC). It’s not about the Recruiter succeeding, it’s about the recruiter helping his Client succeed, by delivering value. Clients aren’t stupid. If they believe that a candidate can add enough value to their team, they’ll hire that person. It’s not about making it easy for the recruiter . . . ! Because of my marketing and digital media specialty, I’m in an excellent position to know my Clients and the regional community. I have a good idea of the sorts of candidates that could add substantial value to their company. My specializing also results in being well known nationally, in the industry that I serve. I’m very proud of the trusted reputation that encourages top performing pros in every marketing or media specialty or discipline, to confidentially be referred or introduce themselves to me and ask for my help in identifying their next career opportunity. They trust me... Continue reading
Posted Sep 18, 2019 at The Perfect Fit
With the span of companies we service ranging from start-ups to publicly traded global corporations, I’ve fielded the Client question, "Why hire a professional recruiter"? from many different persperctives. The answer is not one size fits all. Hiring executives in larger companies partner with me to strategically target talent during a period of growth, change or to confidentially replace leadership. Smaller family owned businesses or startups may need our help to plan for succession, market opportunities, advise on organizational structure or identify a role that will align and deliver business goals. Here are a few reasons why a partnership with Bishop yields a high return: 1) Time is money. We streamline the process with an in-depth analysis of the client company keeping an eye on short and long term goals to clearly identify the role. Only the top candidates are presented so the hiring authority in evaluating key, qualified and interested people. Interview coordination and close contact during the hiring phase and on-boarding also tightens process time. 2) Marketing is paramount in attracting top talent for your company. We’re representing your brand, strategic initiatives and big picture goals. Our approach is to communicate clearly the vision, history, and uniqueness of... Continue reading
Posted Aug 27, 2019 at The Perfect Fit
The Summer of ’19 . . . Wow, a summer of unexpected surprises, marked by rapid personal and professional changes! In late February of this year, my 57 year old brother-in-law dropped dead of a heart attack. He had been healthy, happy and always fun to be around. He was a best friend. Several months later, my father-in-law died unexpectedly. He was 92 and in excellent health. He had a very active social life and called us or stopped by every day. He last visited my wife and I on a Sunday, had a heart attack on a Monday, was hospitalized and died that Thursday. We all know that “tomorrow’s not guaranteed” and “life’s too short”! My wife Barbara and I were having a conversation in mid-May, when we both suddenly looked at each other and wondered, “what are we waiting for”? Why don’t we make a change, get out of the fast-paced, high pressure daily life we live (we both own our own businesses) and start enjoying more of life? We decided to do just that. When we decided to sell our Condo and move, we weren’t exactly sure where we’d go. We put our condo on the market... Continue reading
Posted Aug 23, 2019 at The Perfect Fit
I'm thrilled to be celebrating my 18th Anniversary of career fulfillment as an executive recruiter! This is the most exciting Summer I’ve had since I left home to go to Washington University. There are many similarities with that summer move. Before I write about the move and changes (in the next blog post), I’m over a month overdue in Celebrating the 18th Anniversary of Bishop Partners and my being a Recruiter. That Anniversary was officially July 1. I want to take the opportunity of this Anniversary to (belatedly) thank everyone who’s helped me or my business over all those years. There's no question that I could not have had the successes without you. As a result of your support or guidance or friendship, I was able to overcome the mistakes, misfires, errors in judgement or maybe just bad luck, that from time to time led to disappointment or outright failure. You helped me learn from those mistakes. The goal is to be able to grow from those failures and learn from them . . . don’t let them happen again. I appreciate your experience, knowledge and support. It’s been appreciated and valued. I hope it continues. At the same time,... Continue reading
Posted Aug 16, 2019 at The Perfect Fit
General Description: The successful candidate is accountable for the voice, style, tone, messaging, and thought leadership of our Client’s brand and have overall responsibility for its content output across all mediums. S/he will lead and manage a combination of internal and external content resources to produce all brand related content. S/he will also perform writing and editing work, as needed, including developing brand content guidelines. The Director of Marketing will be accountable for all marketing initiatives to drive traffic, engagement, and leads that deliver revenue. As part of this, s/he will develop and manage the brand editorial calendar and associated organization workflows. They will also perform ongoing measurement and optimization of the program, including oversight of supporting social channels. Our Client is a high-growth technology company with a demanding work environment, suitable only for self-starters and people who can exercise professional judgment without constant supervision. We strive to create an enthusiastic, close-knit culture that values excellence and over-delivery. Responsibilities: • Make sure that company brand copy needs and goals are met in all aspects, including timelines and budget • Develop editorial governance for all branded content • Ensure that precise brand content standards are both set and adhered to, consistently... Continue reading
Posted May 13, 2019 at The Perfect Fit
I had an interesting conversation Friday, with a three year-old digital media start up, that’s been consistently growing, since their founding. Now their growth is starting to accelerate, creating staffing, capacity and velocity issues. They’re having trouble hiring experienced pros with the specific skillsets they require. They understand that some recruiters consistently succeed in hiring support, but it’s an expensive proposition, especially with ongoing multiple hires/year. During that conversation with the founding partners, we explored new ways of working together, that meet their expense challenges and investor expectations, while still providing the skilled workers they need in a timely way. It was exciting to think about. While attending #MDMC19 last week, it was apparent that there are multiple companies competing for the same employee skillsets. Those who have a dedicated focus on recruiting research, identification and outreach, will win the “War for Talent”. We’ve heard about that War for years, well . . . it’s here Now! There are fractional CMO, CFOs, CIOs and other senior executives, why not fractional CTOs? (Chief Talent Officers)? The challenge is finding a recruiter who understands the Client need and has the ability to consistently and quickly identify, recruit and hire those elusive, hyper... Continue reading
Posted Apr 22, 2019 at The Perfect Fit
The first quarter of this year is the busiest start to a year we’ve ever experienced! We’re proud to have worked with a diverse Client base ranging from tiny start-ups to Fortune 100 iconic brands. What’s struck me as most interesting is how the searches have almost all become focused on data driven digital media/online marketing skills and tactics. Here are searches we’ve worked on or are still working, in the first quarter: Design Director Dir. of Digital Advertising Operations Experiential Producer Graphic Designer Marketing Analyst Senior Client Success Manager Senior Creative Research Strategist Senior Digital Media Analyst/Campaign Manager We’ve all known that “Big Data” and the targeting of specific customers, demographics or groups of prospective Clients, has been rapidly growing in use, effectiveness and efficiency. This is the quarter when I’ve realized how truly ubiquitous digital and data are in customer or client outreach and engagement. I’ve previously written about "FutureHire" and how digital skills were becoming a critical component of every search we’ve conducted for the past several years, but it seems to have hit a new level. I’ve historically been as much a consultant as a recruiter to my Clients. My “target Client” is a small to... Continue reading
Posted Apr 1, 2019 at The Perfect Fit
As the talent field has made the shift in its employer-brand focus from a “nice-to-have” to a “must-have,” there’s another significant trend that’s reshaping the way high-performing companies are communicating their mission, culture, and career opportunities. It’s called talent branding. Your talent brand is the highly social, totally public version of your employer brand that incorporates what talent thinks, feels, and shares about your company as a place to work. Think of talent branding as employer branding 2.0. No longer owned solely by recruitment advertising agencies or even human resources, talent branding is moving into the spotlight and sharing the stage with other branding, advertising, and marketing players and tactics employed by the savviest chief marketing officers. And they are applying the same rigor to the talent-brand development process as they do with any other high-stakes marketing efforts. And, depending on the title on your business card, you may consider that a blessing or a curse. It wasn’t simpler in the past, just more segregated. Back in the proverbial day, consumers went to stores and job seekers went to the classifieds or the job boards. But in a digital world everyone is everything and goes everywhere. We are bombarded by... Continue reading
Posted Mar 25, 2019 at The Perfect Fit
1st quarter 2019 hiring trends indicate a robust job market that is highly competitive for talent acquisition. Companies who actively market themselves to attract and engage talent will set themselves apart. Talented professionals are researching the reputation of companies and their teams to determine if it is a potential fit. Further, candidates are paying close attention to feedback on candidate experience prior to applying. According to and Linkedin: • 75% of candidates research about firm's reputation and Employer Brand before applying for a job • 83% of employers say that Employer Brand plays a significant role in their ability to hire talent • 69% of candidates would not accept a job in a firm with a bad reputation even if that means being unemployed • 97% of candidates who had a positive experience would refer others to apply • 90% of global professionals are interested in learning about new job opportunities even though only 36% is actively looking The Bishop Partners' team is constantly proactively targeting the talent pool to engage dialogue and market opportunities. Our proven track record of success over almost 18 years, brings the best people to the table for our clients while streamlining the hiring... Continue reading
Posted Mar 4, 2019 at The Perfect Fit
Overview: Our St. Louis Client wants you to lead your Clients to help build connections with their customers, by creating powerful brand experiences that are seamless, innovative, immersive and successful! From strategy, creative, and digital to logistics and event technology, you’ll lead teams that place the Client at the center, helping them connect to people in meaningful and personal ways. As a Sr. Producer, you’ll be responsible for the largest projects for the premier Clients. Principal Responsibilities: • Partner with the Client to analyze and identify event goals and the event concepts and strategies to meet those goals. • Identify, manage and report on budgets, timelines and all other logistics related to the production of the show. Write and deliver proposals, contracts, presentations and reports to Clients, as needed. • Identify, hire and manage third party vendors and contractors, from the venue, to technology, environmental design, entertainment, catering and support staff. • Monitor and create timely status updates to all applicable teams, regarding project progress against the proposed plans including budgets, timelines, quality criteria and risk management. • You will participate in the show set-up, run and load out, which often happens at unusual times or on weekends. • There... Continue reading
Posted Feb 15, 2019 at The Perfect Fit
Our St. Louis Client has just contacted Bishop Partners for help with their urgent need for an Associate Creative Director. Here's the job description. Please contact Bob asap, telling him of your interest and sending a portfolio. Thank you! Job Number: 19013 Associate Creative Director General Description: We’re working with our St. Louis Client to recruit an in-house Associate Creative Director with the experience and talent to produce engaging visual communications for both internal and external audiences. Strategy, innovative thinking and compelling creative are the foundation. The ACD is proficient in the concept, design and execution of a diverse range of communications materials, including print and digital collateral, video, internal and external communications materials, meeting presentations and experiential. You should be a well-rounded art director/designer who thrives on contributing ideas, utilizing your earned knowledge of the most current industry standards and trends. You possess exemplary presentation skills to share concepts and final executions with internal clients at all levels. The ideal candidate also has the ability to comprehend diverse and complex ideas and translate them into simple, clear and cogent visual communications. Primary Responsibilities: Develop innovative concepts, create compelling design solutions and follow through to final delivery on a wide... Continue reading
Posted Jan 14, 2019 at The Perfect Fit
If you’re having trouble hiring experienced leaders (at any level), recruiters can help. Employer’s Executive; Do I need a recruiter? How do I find one? There must be differences in recruiters, I’m not sure what they are. There are lots and lots of recruiters out there. Large firms, “boutiques”, contingency, staffing, contract or part time, retained . . . Who’d be the best recruiter for your firm? What makes one recruiter better than another? How can a recruiter do a better job than my company’s existing talent acquisition team? Do recruiters really add any value? The common perceptions are; recruiters are expensive, they don’t always succeed, the candidates don’t stick around very long . . . Again, “Who’d be best the best recruiter to work with your firm?” There are some recruiters who are truly partners with their Clients and are considered to be a valuable “strategic asset”. What makes one recruiter more valuable and “strategic” than another? A truly strategic recruiter adds much more value to the Client than a tactical one. Recruiting strategy is more than filling “open roles”, it’s about contributing to the long-term growth of the client. First and most importantly, strategic recruiting is about consistent... Continue reading
Posted Jan 7, 2019 at The Perfect Fit
Overview: Our St. Louis client is seeking a Senior Creative Research Strategist to help take a unique, well established and growing Marketing Research Agency to the next level. Candidates should have at least eight years of strategic advertising experience in either agency Creative or Account Planning (the ideal candidate would have both) or with a research agency specializing in research for marketing or advertising. Creative Research Strategists are the achievers of insight and facilitators of alignment. Creatively-trained problem solvers, strategic writers, creative thinkers. Creative Strategists are responsible for research design, execution, analysis and deliverables for all projects. They develop and optimize research processes, identify and curate research tools and always seek ways to enhance offerings. With both Clients and Respondents, Creative Strategists approach every element of their work with empathy and energy. Strategists should be capable of accountability for decisions related to design, execution analysis and deliverables on their projects. All candidates should be willing and able to travel (up to 33% at times, including international travel); be self-motivators that need little supervision and who can handle the demands of the workflow. Who is the Client? Our Client is a St. Louis based marketing research agency, founded in 1998 which... Continue reading
Posted Dec 6, 2018 at The Perfect Fit
Recruitment strategies for employee retention became an important part of a conversation during a recent lunch, with a Partner/President of a new Client prospect. We had an engaging conversation about each of our businesses and what we each thought was the secret of our success. I appreciate a company principal who’s willing to open up and have a candid conversation about what’s going well and of course, what’s not. That’s the basis of a strong, successful working relationship! Later, I sent a note to thank this person for their time and to let them know how much I appreciated hearing what’s going on in their business. I was surprised and thrilled, when I received the response, “I really appreciate your thoughtful approach and desire to match agencies and people for the long-term—that’s not something other people in your industry are talking about.” I was shocked to hear that, because I assumed that every recruiter would talk about how long their candidates stayed with their clients. I’ve always considered retention to be one of the most critical metrics to measure how well a recruiter performs. I know that my Clients agree with that! Executive Search is an expensive proposition. The best... Continue reading
Posted Nov 14, 2018 at The Perfect Fit
We're happy to have once again been hired by one of our regions premier brands for this in-house Design leadership opportunity. They are feeling a sense of urgency and are interested in interviewing candidates as soon as possible. General Description: The key objective of this role is to ensure continuing design excellence – strategic and operational - in brand development across a growing portfolio. This means planning organizing and implementing consistent design principles and production processes to ensure that designs meet all brand consumer and production guardrails and objectives, both internally and externally. We’re looking for an experienced design leader to grow our team, while also continuing to be an individual contributor. Be responsible for consistent brand development strategy across diverse, yet “synergistic” elements. You’ll be able to build both great products and a great team. As Design Director, you’ll provide mentorship and support to the other designers and project team members in your office with one-on-ones and reviews. You’ll also be responsible for presentation of design strategies and resulting executions to internal and external stakeholders, as needed. Responsibilities will Include: • Develop innovative concepts, create compelling design solutions and follow through to final delivery, on a wide variety of... Continue reading
Posted Nov 4, 2018 at The Perfect Fit
Consultative recruiting expertise adds value when an experienced recruiter meets with a company’s CEO, President, COO or other executive leader, to discuss how that company can accelerate growth. Consultative recruiting is essential for succession planning searches, or confidential searches or any search where a company needs a strategic leader, much more than a “worker”. Are you thinking about creating an “in-house creative capability”, for the first time? Consultative recruiting is the difference when it comes to making strategic hires that have significant and long term impact on a business. Consultative recruiting is very different from “filling a job opening”, where one simply lines up a Company’s specific needs with a Candidate’s specific skills and experience. The time spent is directly proportionate to the value added. This is a far cry from posting a job to ZipRecruiter, Indeed or some other niche job board and “hoping for the best”. Recruiters used to call that “Post and Pray”! The premier candidates never even look at job boards. If you try it a couple of times, it’s immediately crystal clear how inefficient it is. You’re lucky if even 15% of respondents are even remotely qualified for the role. Full employment makes hiring even... Continue reading
Posted Oct 26, 2018 at The Perfect Fit
General Description: We’re hiring high performing sales professionals to help us scale our St. Louis Client’s SaaS business in the enterprise space. Our founders are proven entrepreneurs and customers love our products. The Enterprise Sales Manager will drive recurring SaaS services revenue via both strategic channel partners and enterprise ‘Fortune 2000’ brands. This role is accountable for the creation, development and implementation of the entire sales process lifecycle, which includes (but is not limited to) pipeline development, prospecting, and close ratio metrics. It’s imperative to have an attitude and willingness to build our channel partnership program from the ground up. Approximately 50% of your leads will come from Inbound with approximately 50% of your leads being self-generated. Principal Responsibilities: • Build and execute a sales plan based on ABM principles and consultative selling techniques. • Meet and exceed quarterly and annual sales revenue goals • Identify key growth opportunities/ initiatives and build and execute a plan around such initiatives (Channel and Enterprise) • Provide accurate sales forecasts; consistently meet both budget and committed revenue goals. • Attend shows and other networking opportunities, as designated by management Experience: We’re looking candidates with a minimum of four years’ experience in a senior-level... Continue reading
Posted Oct 24, 2018 at The Perfect Fit
Marketing executive search, executive headhunter or executive placement? Call us what you will . . . But call, because recruiters succeed! Why (or How) do recruiters succeed when the actual Employers when the actual employer can have so much trouble doing the same thing? The answer is simple . . . Time. Retained Recruiters are able to spend the time necessary to identify, recruit and hire the top performers in any specialty, at any level and at any place . . . staying focused and engaged until the search is successfully completed. Employers can’t afford to spend the real amount of time required, even if they have dedicated recruiters on staff. I’ll also say right now, that a major difference between a contingent executive recruiter and a retained one, is the ability to spend more time, because the retained recruiter is already being compensated. For the purposes of this article, highlighting recruiting success, please understand I’m talking about retained recruiters like Bishop Partners. The contingent recruiter has to race to get the resume in front of the employer faster, before another recruiter or even the Employer’s own posting identifies a candidate! They simply cannot spend the time necessary to actually... Continue reading
Posted Oct 8, 2018 at The Perfect Fit
For at least the last four years, every search we’ve conducted has had “digital media” components. Digital Media has become the ubiquitous element in advertising and marketing communications. Very little communication happens anymore, without the strategic digital element. While the value of those digital elements continues to grow, so does the demand for skilled digital workers. The experienced experts in every digital specialty are very difficult to hire. Those with the most expertise and experience are fully employed and not actively looking for a new opportunity. Bishop Partners has over 17 years’ experience as marketing and advertising recruiting and consulting specialists. Over the past five years, that specialty has grown to include digital media. Here are some of the titles of the (specifically) digital media searches we’ve recently completed. Client Success Manager Content Strategist/Writer Sr. Digital Strategist Digital Media Campaign Analyst-Strategist (three hires) Social Media Campaign Manager (two hires) Sr. Digital Media Campaign Manager Digital Project Manager VP, Social Media Strategy Digital media nomenclature and titles are rapidly changing. New specialized skills are needed as new technologies, tactics and metrics are developed. As digital media grows, so does the need for new expertise. It’s very difficult for many; many privately... Continue reading
Posted Aug 23, 2018 at The Perfect Fit
June 30 is my birthday and July 1 is the 17th Anniversary of the founding of Bishop Partners! I hear 17 and it shocks me . . . in a good way! It also makes a terrific time to reflect on what’s happened so far . . . and give thanks. I’m proud and feel lucky to have a career that’s evolved in such a positive way. I consider myself lucky to have really had multiple jobs in my career, photojournalist to commercial photographer, to Agency Operations and now Executive Recruiting and Consulting. I’m having fun while continuing to grow and learning new things (both professionally and personally). I’m proud of the work I’ve been able to do with professional organizations, whether on a Board as a Founder or simply as a contributing member. I consider myself lucky to be working in the community I’ve always been so passionate about, marketing and advertising. I’ve made lifelong friends and continue to meet new people who have become close friends. I’m proud of the work I’ve been able to do with professional organizations, whether on a Board as a Founder or simply as a contributing member. I’m proud of the longevity of... Continue reading
Posted Jun 30, 2018 at The Perfect Fit
We've started interviewing for this role, for our St. Louis digital media/agency client. Overview: As a Sr. Visual Content Strategist (ACD, Sr. AD or Designer), you'll be harnessing your creativity, passion and forward-focused visions to produce engaging visual content and campaigns for our national clients. This person will manage a team, mentor our creative staff, deliver award-winning work, and sell creative vision to our client stakeholders. You’ll have an aptitude for adaptation and ability to understand what engages an audience regardless of industry or communications channel. In addition to content creation and management, you’ll also spend time building relationships with clients and targeting your strategizing efforts to best account for brand characteristics, goals, initiatives and budget. You’ll have a collaborative mindset and willingness to ensure success amongst fellow team members and clients. Communication skills: You communicate visually and can express your ideas with skill and grace whether standing at a whiteboard, drawing on a napkin, or presenting on screen. You see visual design as a language and can explain what your design decisions are meant to communicate. Collaboration: You demonstrate a strong, collaborative ethos and have the ability to inspire and facilitate collaboration with others. 
Prototyping skills: You understand that... Continue reading
Posted Jun 7, 2018 at The Perfect Fit
Today’s “agencies” are already radically different than even two years ago. We knew there was an inevitable tidal wave of digital marketing’s and data’s growth and influence. Digital data is better understood and ever more deeply relied on. Digital marketing through targeting based on data insights, has become ubiquitous. Two years ago, we thought “digital marketing” had arrived . . . we were wrong. Two years from now, I’ll look back at this post and wonder, “what the hell was I thinking?” The future is here now, and moving very fast! Those “agencies” who are unwilling or unable to change (relying solely on creative), adapt or hire the talent that understands how and why data must be utilized for their clients’ benefit, are disappearing. There will be continuing, ever more complex challenges (or opportunities), innovations and data insights to be explored and utilized for our clients’ benefit. Keeping up with consultancies deep pockets, talent acquisition goals and innovation is dissolving the holding company model. Talent is the missing link to success for agencies and brands. Who do you hire who understands what data is available, where to find it and most importantly, what to do with it? You can step... Continue reading
Posted Apr 27, 2018 at The Perfect Fit