Monday, January 7, 2019

Services Offered


Happy New Year!

We are happy to be offering not only professional recruiting services, but candidiate coaching as well.

Not sure how to position yourself to get that next gig? Reach out to me, I may be able to get you thru the myriad of choices and barriers!

Are you wanting to hire talent? I only work on retainer now, so you will have to be serious in your hiring needs, also need to work directly with the hiring manager, no exceptions. I will guarantee you success in your hiring 100% of the time on this model!

Interested?

Bill Poindexter, Owner,
Poindexter Recruiting, Inc
Advertising, Marketing, or Sales
People or Gigs
(913)220-1213
bill@poindexterrecruiting.com




Tuesday, October 2, 2018

Digital Media Manager

The ideal candidate for the Senior Digital Media Buyer position is passionate about the ever changing media landscape. We are looking for someone who is highly knowledgeable on all digital media outlets including paid search, display, mobile, social, as well as emerging media and new technology platforms.

This position is responsible for the execution and day-to-day management of all online PPC marketing initiatives for one of the country’s preeminent national insurance brokerages. This includes managing multiple paid search campaigns with annual multimillion dollar budgets. All digital campaigns are dedicated to generating high quality leads for a fast growing team of insurance agents while meeting aggressive marketing performance and ROI goals.

Responsibilities

 Day-to-day management of paid search and other cost per click bid platforms, including bid management, ad copy testing and geo-targeting strategy
 Ongoing focus on improving primary paid search performance metrics while maximizing volume and overall opportunity
 A/B testing within multiple landing pages and websites to maximize form conversion and improve cost per lead
 Continually evaluate and recommend additional digital media platforms and campaigns that could positively impact the overall marketing/lead generation strategy
 Generate and analyze daily and monthly marketing reports as well as provide recommendations on strategies to optimize and improve performance
 Assist in growing the lead generation and general online marketing strategy while closely monitoring performance and meeting goals for customer acquisition costs

Qualifications

 Highly knowledgeable PPC expert, including Adwords, Bing Ads and Facebook
 Experienced with online monitoring and tracking tools, including Google Analytics
 Proficient with bid management software and other marketing automation systems
 Ability to analyze and understand large sums of data
 Strong problem solving skills and ability to implement changes rapidly that positively impact marketing performance
 Excellent oral and written communication skills
 Strong organizational and time management skills with the ability to multitask
 Highly motivated, resourceful and self-directed with the ability to deliver under pressure
 Ability to be detailed oriented while seeing trends, themes and macro-impacts
 Strong knowledge base of the overall online and digital marketing realm

Training and Experience

 3+ years’ experience managing PPC and other digital media campaigns
 Bachelor's degree in marketing, business administration or related field
 Skilled with Microsoft Office, including Excel and PowerPoint
 Adwords and Bing Ads certification preferred

Friday, August 24, 2018

Wanted: Advertising Agency people

Looking for people, with stable work histories, Agency exp only, and excellent communication skills and drive. If you have this email your resume to me:
bill@poindexterrecruiting.com


Sunday, May 6, 2018

New Biz Manager wanted

New Biz Manager for Ad Agency

Senior Developer/ Technologist wanted

Tuesday, April 3, 2018

Communications Specialist wanted-please share

Hi all, this is a client side gig with one of my manufacturing clients. A mid level role.
Pay range 50k with bonus.

If you are qualified please send your resume and salary history to bill@poindexterrecruiting.com

Poindexter Job Listing
Communications Sr. Specialist – Manufacturing Company     
 


Basic Purpose:  To coordinate and execute communications materials and programs that effectively promote the company’s professional product line, including literature, print and digital media, direct mail, tradeshows and special event materials, etc.


Areas of Primary Accountability:

1.     Work with the Communications Manager to develop written annual strategic communications plans and budgets for assigned product lines.
2.     Work with advertising agency to plan media and PR for assigned product lines.
3.     Facilitate internal or vendor production of communications materials, including but not limited to, media, PR, direct mail, brochures, in-store signage, flyers, rebates, sales support materials, digital assets, websites, and other promotional materials.
4.     Utilize project management system to manage job timelines and keep project on-schedule.
5.     Maintain and reconcile budgets throughout the year.
6.     Coordinate and participate in all creative input meetings.
7.     Review and proofread all copy for use in communications materials.
8.     Review all materials to ensure they are strategically on-target with creative brief.
9.     Update project reports, adding new projects and status updates as needed.
10.  Assist Marketing/Product Managers in marketing activities needed to service the sales team, key accounts, or take advantage of seasonal or situational sales opportunities.
11.  Travel as needed to meet with key account marketing management and attend trade show events.
12.  Maintain industry contacts with customers, suppliers and related industry organizations.
13.  Conduct annual review of all product line communications materials for update, disposal or future use.
14.  Provide monthly updates to Sales Groups concerning current promotions.
15.  Provide show planning and set up services for major trade shows and events as needed.
16.  Review market research and make recommendations in applying research findings to maximize sales.
17.  All other duties as may be assigned.

 Position Specifications: 

*    Education:  Bachelor’s degree in marketing, advertising or related field
*    Experience:  5+ years in marketing, advertising or related field, ad agency experience preferred
*    Travel required in this position is: 10%
*    Specialized knowledge or training:  Business-to-business marketing experience preferred. Industry experience is a plus.
*    Other skills:  Proficient in Microsoft Office applications. Strong written and verbal communication skills essential




Friday, February 9, 2018

10 reasons to hire a professional independent headhunter

10 Reasons Employers Should Use Independent Recruiters:
  1. Recruiters can attract the best people. Why mess with what makes the business a success or a failure? If your livelihood depends on finding good employees and they are what drives your profit and results, then why try to do hiring without the benefit of a professional focused on your company’s needs.
  2. Recruiters define and describe the position best. The use of professional independent recruiters will force you to know what you are looking for. A recruiter knows what is out there and can coach you on the realism of your position description, the availability of talent, and the cost of the talent you need. Do you ever see the For Sale By Owner signs on homes? Do you think those sellers have been coached on prepping their house for sale? Do you think they know the proper price for the home? Do you think they are as motivated as someone that has hired a professional to sell the house for them? I don’t. I think they are just giving it a try to see if they can find an easy sale and when it becomes really important to sell that house, there will be a realtor.
  3. Recruiters keep employers focused. Is locating talent your company’s core competency? If so, then go it alone. Just because LinkedIn makes candidates more accessible to you does not mean you will be better served to do searches for talent without a recruiter. Your company president probably has the know-how to cut the grass and pick weeds on your corporate campus, but is that really where you need to leverage his/her time? Just because there is a manual on how to use that gigantic punch press out in the factory, does it mean that you should run it without an operator that specializes and has trained to use it? Do what you are good at, not just those things you have access to do.
  4. Recruiters save staff time and cost. Not only will a search for an employee distract managers and leaders, it will also cost the company more money than a search turned over to an independent recruiter. I compare this one to the old in-house print shop scenario. Companies claimed to be saving so much money with their in-house print shops compared to having things professionally printed on the outside. Sure, if you don’t count the cost of employees, their benefits, the cost of space, and assign no overhead to an in-house printing operation, it will look great. Employers are doing the same thing today with recruiting. Do you really want senior managers and leaders out on Facebook and LinkedIn trying to find talent? And are you sure you know what their time is worth per hour? Add benefits and overhead to that number and independent  recruiters look like a bargain at any price.
  5. Recruiters speed  the job fill. The real costs or opportunity costs of an open position can be enormous. Many studies say that in profitable companies an employee generates 3 to 5 times their annual salary in value. So if you leave a $70,000 position open for just one additional month, that is $18,000 to $30,000 the company will never see again. Independent recruiters can also focus efforts on the likelihood of a “yes” when the offer is eventually made. I’m very certain that most managers do not have the skills needed to coach and troubleshoot all the reasons a candidates would say “no.”  In fact, it would be very unlikely that a candidates would share with the employer the reasons for a potential “no” until it is too late. Independent recruiters have the position with a candidate to ask what a staff member may never uncover.
  6. Recruiters know where to look for talent. If you are 100% confident as an employer that the best candidate for your opening is on LinkedIn, then maybe a recruiter is unnecessary for building the short list. We all know that is not likely as some candidates are “passive or not active” job seekers. You need an independent recruiter with networks and tools to find these people. Recruiters have the tools, subscriptions, a peer group for support and a network that is better than yours. A simple question: Is your manager capable of calling into the competitor’s company to get their best talent out for an interview? If they do that, will the competitor know what you are up to within minutes?
  7. Recruiters know how to attract talent. Recruiters are expert at understanding motivation to move. They can predict for you the proper and real motivation vs. the misleading and bogus motivation. I can only guess that your managers and leaders have not been trained in doing this?
  8. Recruiters are less apt to lose the best candidates. There is likely only one best candidate for your open job. Do you want that candidate being handled by an inexperienced manager or someone that does this 20 times before breakfast?
  9. Recruiters offer a method for continuous improvement. Why stop recruiting after you fill the job? If you can keep your staff focused on the core business but have a recruiter looking to replace the weakest player on your team, you will be on a path to continuous improvement. Don’t hire one at a time, hire always. Independent recruiters allow you this potential.
  10. Recruiters produce results. What other professional group do you work with that will work on a contingent basis? What other professional group guarantees their work even though they have little control over what you do to ensure the success of their placement? Most candidates leave because they don’t like the company or the direct supervisor and the recruiter has little to no control over those two contributing factors, yet they guarantee their work.

Monday, January 29, 2018

Senior Developer/ Technologist wanted

Senior Developer/ Technologist wanted
New job opening:

Senior Developer for Agency In KCMO
Senior / Lead Developer and Technologist
Qualifications
• 5 years or more of professional development experience
• Excellent communication skills
• Ability to pick up new tools and technologies quickly
• Competent in programming and working knowledge of HTML5, CSS3, and JavaScript (SASS
experience is a plus)
• Mastery/Expertise with server-side development (preferably experience with Python and PHP)
• Mastery/Expertise working with database systems
• Mastery/Expertise working with Git
• Mastery/Expertise developing code in a CMS platform(s) (WordPress, Drupal, etc) and web
application frameworks (Django)
• Competent with Linux server administration
• Strong desire to learn new things and teach others

Client facing experience 
Please send resume to bill@poindexterrecruiting.com

Or call 913 220 1213


Services Offered

Happy New Year! We are happy to be offering not only professional recruiting services, but candidiate coaching as well. Not sure how ...