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Media Sales Recruiter

Media Sales Recruiter | New York City | 212 348 7670

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About our New York media sales recruiters

The Media Sales Recruiters Can Assist You with All of Your Staffing Needs

KAS Placement was started in 2004 by Ken Sundheim as a dedicated sales and marketing recruitment agency. After graduating college at Fordham University in 2004, Ken Sundheim was introduced to the staffing industry through a late, distant relative. Since Ken had been selling software at a small financial compliance firm in Downtown Manhattan throughout college, Ken decided to focus on sales recruitment. His late mentor, Harvey Cohen had owned multiple IT recruitment companies. KAS Placement was never meant to be called "KAS Placement." Before the company was even registered, Ken named the template website he put up KS Consultation. This was until he found something cooler. Well, Ken did. However, it contained the word "consultation," and in the state of New York, you only physicians' businesses to carry use the word "consultation." The woman gave Ken two minutes to decide his company name or he would have to go back to the end of the registration line (roughly 1.5hrs). Therefore, Ken took his initials, combined them with the word placement all within a minute and a half. That's why you are visiting the website of KAS Placement.

With headquarters on the Upper East Side of Manhattan and in Los Angeles, Chicago and our New York media sales recruiters mostly staff executive, vice presidential, managerial and senior level business development professionals. The various forms of media in which we recruit for include online media, social media, rich media, television and radio. KAS Placement staffs employment seekers throughout the U.S. and all Canadian Provinces.

What we look for in a advertising sales representative

Our advertising sales recruiters will be the first ones to tell you that since the traditional forms of media have either gone internet based or by the wayside such as radio, KAS Placement has seen an exceedingly large need for social media business development professionals. Our LA and media sales recruiters look for several traits upon recruiting a social media sales representative. First, we look to see whether the individual whom we are recruiting has a good grasp and past history of success selling various forms of social and online media. Because social media has a steep learning curve, not everybody has made a smooth transition, and hiring someone who is currently in the learning process can prove costly to our clients.

Additionally, our NY media sales recruiters look for individuals who have contacts within our client's targeted verticals. Therefore, if an individual was selling social media applications to financial firms such as brokerage houses, insurance companies and hedge funds, they most likely will not possess the contacts or experience to sell into the advertising vertical. Though there are exceptions to this rule, our advertising sales recruiters try to mirror the background of our applicants to that of our client's needs. Also, past quotas are very important as if a client comes to our media sales recruiters and is looking to sell over 5 million a year within the territory they assign us to find employment seekers in, someone with a past quota of $500,000 annually will not be a great fit.

When it comes to sales styles, our advertising sales recruiters look for people who have a combination of consultative and aggressive sales styles. A consultative selling style is one that is more of a question and answer method in which the sales representative attempts to uncover the client's needs then tailor their offering accordingly. Since nobody likes to feel "sold to," consultative selling has become quite popular over the decades and is an important attribute in which our New York media sales recruiters look for in an executive level business development representative. However, some people who use a purely consultative selling style, occasionally, will not be effective at closing a particular account. This could be a very big problem. Therefore, our advertising sales recruiters do look for someone who, additionally, is aggressive in nature and is not afraid of rejection and will directly ask the prospective company for the business. Job applicants who have a balanced mix of these styles can be very hard to find, though can be just as rewarding to the company which they are employed by.

Additionally, the best sales professionals listen closely to what their clients have to say. When in a sales meeting, some business development representatives will begin speaking, and thus take the conversation over. This ought to be avoided at all costs. The sales meeting has to be about the buyer and the buyer should set the tone for the meeting. If you allow this targeted key account manager to do the speaking, then, buy default you are listening - the best form of communication which exists. From listening to the prospective buyer, a sales professional can attain a wealth of knowledge. This is not to mention a lending hand on how to sell the product, not only to the present buyer, but to future buyers as well. If you listen to your prospect, our NYC advertising sales recruiters tells the account management professional that he or she can also pick up trends in the marketplace which will act as further ammo for their sales calls.

To further the conversation a little more, good sales representatives, in the eyes of our advertising sales recruiters, will have a trusted name in the business. Sales job applicants who come with a book of contacts, on the open employment market, are worth a lot more than business development professionals who must start from scratch. Now, how does a sales person gain the trust of the people whom he sells to, he has to maintain good relationships with them as well. Too many account development employees obtain an account and don't pay attention to it. This can hurt future relationships, and not to mention can lose the current account. The best sales professionals whom we recruit have a very well known reputation in their industry; this is not by chance. Not only does this show on the resumes in which our New York advertising sales recruiters receive, it shows during the interview process.

How we find our sales applicants

There are many ways our New York media sales recruiters find our job applicants. First, our recruitment firm has an exceedingly extensive internal database which is entirely comprised of business development and marketing professionals. On occasion, when a client comes to our advertisement recruitment team with a staffing request, we already have a few qualified applicants. If none of these individuals are currently seeking employment, our recruiting team will often obtain industry referrals from them. Partly because of this reason, our NY media sales recruiters want to ensure that we maintain good relationships will all professionals who come to us.

Second, our advertising sales recruiters receive hundreds of unique visitors to our website daily. This means, once we post an open job on our site, our media sales recruiters begin receiving resumes almost immediately. Also, many national newspapers and smaller, niche employment related sites follow our open jobs and repost them to a broader public base. KAS Placement also uses social media to reach out to our marketing and sales candidates. Because we have a heavy following on Twitter, our executive recruiting agents can Tweet a job opening and instantly reach out to hundreds of senior level and above social media sales professionals. Nearly every day, our headhunters are receiving both resumes and job referrals from both Twitter and other media sources.

Finally, our New York media sales recruiters pay for access in order to have search capabilities within Monster, Yahoo, CareerBuilder, the Ladders and other sites. Our head of research and employee obtainment is Alison Ringo. Consistently, she and her dedicated search recruiters find great applicants within the sites. This medium comes in especially handy when a client asks our sales headhunters to find somebody very specific. As a matter of fact, our recruiting team cannot take on positions which are not industry specific. This is primarily due to the fact that without some form of guidance, our executive headhunters would have to take a very long time interviewing candidates from all different backgrounds. As one could imagine, this type of search can prove to be very labor intensive for our NY media sales recruiters.

Recruitment Fees

For each placement made with a client, our executive recruitment professionals charge a fee of 20% of the hired employee's base salary. This is prorated on a 30/60/90 day guarantee. This guarantee allows our clients to pay us in three installments. Let's assume that the base salary of the individual is $150,000. The total payment which would be due to KAS Placement would be $30,000. The first invoice would be billed after the employee was with the company for 30 days; this fee would be $10,000. Then, following the 60th day of employment the second payment of $10,000 would be due, and finally the last payment would be billed by our accounting department following the 90th day of employment. At that time, the contract would mature. If, for any reason, the job applicant who was staffed by our recruitment professionals was no longer with the company and ourNY media sales recruiters replaced the individual, the guarantee would reset to 0 days.

To provide another example, let's say that the employment seeker stays 45 days, then KAS Placement replaces the sales or marketing expert. The first installment of $10,000 would have been paid, however the new employee would begin at 0 days. This is instead of having the employee begin at 45 days and owing a second payment of $10,000 after the 15th day of employment. KAS Placement does not charge any extra commission pertaining to the commission, benefits package, signing bonus or any raises given to the applicant.

For further explanation, feel free to visit our recruiting fee structure page. This will provide additional information regarding the fees of our New York media sales recruiters.

Social Media - Beyond Web 2.0

The internet is advancing so rapidly that it is almost impossible to keep up with all the new developments and their most recent applications. KAS Placement's New York City media sales recruiters know that when recruiting for a social media sales or marketing position, they have to find a candidate with intense creativity and an ability to forecast future trends and developments. The term "Web 2.0" has been a common buzz phrase since the O'Reilly Media Conference in 2004. It refers to the new and increased networking abilities through the Internet such as social media platforms and various forms of instant communication. These new applications of the internet have given rise to live journalism, microblogging and widespread content sharing. The amount of information available on the web is staggering.

Naturally, there has been much speculation about what the next big step of the web will be. Many have begun talking about Web 3.0 and how everything on the Internet will start to be geared towards each specific user. Many sites have already started implementing information obtained from user profiles to target advertising or make suggestions based on how a given individual uses the internet. As the amount of personal information released on the web expands, sites will be able to track users with more detail so that any web interaction will become more and more personalized. Search engines will begin yielding results not only based on keyword searches but on user information and the history of their interaction on the web. KAS's social media sales recruiters predict that this will lead to a continued increase in the speed and facility with which the internet can be used in a variety of different applications but will also result in controversy about how so-called "private" information is used and tracked.

Making Sure You Are Working For an Innovative Company

Ask yourself: What type of marketing is a company doing? What is the allure of their product or service? What is their turnaround rate? What type of growth a company has? What is the organization's online presence?

When choosing sales employment, our media sales recruiters strongly suggests that you carefully choose an organization which is up on the latest technology, advertising, marketing and media tactics. There are many companies who are not growing, this is primarily due to the fact that they are not adapting to the various technology and online marketing and sales changes. For instance, these days if you are applying to a software sales position, make sure that they have a good positioning within their respective market. This positioning could be either price, technology, a niche market or something else. Make sure that they are currently positioning themselves throughout the web via online media, social media or SEO. Our headhunters can not tell you how many times our media sales recruiters have seen organizations fall short due to an old school way of doing things.

From what our New York media sales recruiters have seen, marketing departments which are not up to date with online media, are not doing too much to help their organizations. As a New York media sales recruiter and media headhunter, I constantly have marketing employment applicants come to me and tell me to put certain pictures on my website to the right because people look that way when seeing a webpage or some other tactic that should get the viewer's attention within half a second more than they otherwise would have. To be honest, it really doesn't concern me whether they look up, look down, sideways or even upside down. All that matters is if the client calls the number to the top right of this media sales recruiting page. Online media likes content and does not care whether a picture is on upper left or upper right of the webpage. If, as a sales employee, you currently see no shift to online or social media within your firm, and it is the same old marketing department, it may be time to look elsewhere.

Interviewing Tips for Mid to Entry Level Sales and Marketing Applicants

One of the biggest mistakes our media sales recruiters and marketing headhunters see mid and junior level job applicants make is that they come to the interview without researching the company and industry. Researching does not mean taking a few minutes to skim the website. By industry research, our sales recruiting firm is referring to taking a few hours and reading all about the company which you are interviewing with, finding out who their competitors are, determining the marketing the current firm is doing to differentiate themselves, reading any industry related press releases and, if possible, asking a friend, family member or mentor who is familiar with the vertical in which your potential company is in. Also, if you are coming from a job which had you wearing several hats i.e. sales and marketing and are interviewing for a pure sales job, our media sales recruiters suggest that you alter your resume to bring the business development aspect to the forefront.

As a matter of fact, each media sales recruiter at our staffing agencies likes to see sales and marketing applicants who have multiple resumes. Even though this is a technique used by more established sales and marketing professionals, though when a younger employment seeker does this, it shows great ambition and places them well ahead of the curve. It is a known fact to our New York media sales recruiters that companies like to see buzzwords on a resume which relate to the actual duties of the job in which you are applying. Let's say that you are going for your second job which involves heavy prospecting, refrain from discussing your marketing responsibilities at your old position. Remember, a company is hiring you for certain reasons, figure those reasons out and adjust your resume accordingly. Though, never embellish; you'll eventually get caught.

Additionally, you want to proofread your resume prior to even sending it in. When possible, run it by a second pair of eyes, since different people tend to pick up on different details. Our headhunters have missed spelling and grammatical errors in the past and it has cost us a placement and, we must warn you, it will cost you a job which you would potentially be a great fit for. Also, you want to prepare some thought provoking questions for the close of the interview. From what our sales recruiting firms have seen, younger professionals tend to ask very generic questions at the end of the interview. Instead, our New York media sales recruiters suggest that you leverage your research to formulate great inquiries, and prior to the interview run the questions by someone whose professional opinion you trust.

Contact our NYC media sales recruiters

Located on the Upper East Side of Manhattan, our NYC media sales recruiters are here to assist all job applicants and employers. If you wish to call, please feel free to call our direct number at 212 348 7670 or reach us toll-free at 866 212 5140. Additionally, job applicants can submit their resume via our contact us page. Our New York City media sales recruiters look forward to assisting you with all of your staffing needs.

2009 Archived Overview
Being active in New York, Los Angeles sales recruiting and Chicago sales recruiting constitutes a sizable portion of KAS Placement's business. Lately, our NY media sales recruiters have watched with the rest of the country as traditional media and new media come together to radically reshape the landscape of media sales recruiting, and the media itself - particularly in New York. What our KAS New York media sales recruiters help our NY media sales clients realize is that someone from the radio, TV, or print advertising sales business can do a complete turn-around and be an all-star in selling something like online advertising. Our NY media sales recruiters have noticed that because media sales representatives deal with the same demographic of buyer (meaning, people who were advertising on radio are now moving to the Internet), the talented media sales reps are able to adapt to the new sales surroundings like chameleons. Whether it be television, radio, Internet or some other form of media, these business executives are very good at networking and working social engagements. Their personalities tend to be less formal than those of other industries and we notice most of our successful candidates in media sales have the "gift of gab." New York media sales professionals also tend to have very unique perspectives on selling, work ethic and, work life in general. This makes the historically successful media sales professional and adaptable to almost any industry or any facet of media and advertising.