NYC Recruiters | 212 348 7670
KAS Placement's NYC recruiters mainly focus on sales and marketing recruitment within the greater New York City area. Ken Sundheim, the founder of KAS Placement came from a sales and marketing background, though would leave the professional world soon after his graduation from Fordham University. While doing software sales for a SEC / NASD compliance software and Microsoft Exchange Hosting company, Ken began to read books on human resources. For the first year, Ken learned recruitment by trial and error, however was able to pick up a relatively decent client base. Within a year, KAS Placement's NYC recruiters division would grow nearly five times over and, on a consistent basis, kept up that pace for each following year, regardless of the economy.
KAS Placement has been extremely successful in all of its headhunting efforts. Located on the Upper East Side of Manhattan, our firm has direct access to both job seekers and employers within the largest metropolitan area in the United States. Since its inception, our NYC recruiters have seen six years of both employee and revenue growth.Sales and Marketing Staffing Agency
Media | Software | Advertising | Telecom | Finance | Hardware
Our NYC recruiters deal with every level of employee ranging from executive level sales and marketing professionals, vice presidential candidates, sales managers, senior level representatives all the way down to mid, junior and entry level sales and marketing employment candidates. Some of the various positions we recruit for include new business acquisition specialists, dedicated account managers typically for Fortune 1000 firms, channel sales representatives, sales engineers, online marketing experts, radio and television advertising employment seekers, print marketing representatives and much more.
Effective Sales Approaches and Necessary Traits
From the start, our in house trained NYC Recruiters are taught the differences between successful, intelligent new business acquisition specialists and your run of the mill sales representatives. Though this seems like it should be common knowledge, our staffing agents in New York make sure to consistently brush up on their sales and marketing skill via reading a relevant book from our office library.
The effective sales representative takes more of a consultative approach to the sale and, through their acquired field expertise can act as a point of information for the buyer. We entirely disagree with the old adage "twenty no's make a yes" and, at the risk of sounding harsh, we have never heard it from anyone who truly was successful. The reason being is that someone who has been rejected twenty times by the same person, has not been cunning enough to market the product or service which their selling to peak the interest of the sales prospect.
In conjunction with having a consultative sales approach, a business development manager must be able to close the deal. Our NYC software sales recruiters refer to this as more of a hunter approach. Over the past few decades, this aggressive selling approach has become less and less popular. However, it is still needed, and when perfectly combined can be a very powerful sales approach. For example, say our NYC recruiters were asked to sell our services to an organization looking to engage in a considerable sized retained headhunting agreement. Upon meeting with them, we would use the consultative approach upon asking the prospective client questions, uncovering their needs and describing how we can assist with a solution. Though, throughout the conversation, our NYC software sales recruiters would make it evident that we are right for the job and could make their recruiting process more accurate with a relatively quick completion date.
To our NYC software sales recruiters, another crucial aspect we look for in our account executives is prospecting skills. Over time, when dealing with an applicant our NY media recruiters become aware of their prospecting skills or, better stated, the considered account executive's ability to get down to business. If our recruiters get calls from candidates to just talk, this can be a big red flag. Although most people would say it was friendly, to our staff it could possibly mean that they have bad allocation of their sales time. Our NYC Recruiters want to see our candidates utilizing their time to obtain a certain goal i.e. getting to the next interview. When we get too many chit-chat calls, it tells us that this person may end up spending too much of their sales time shooting the breeze with dead prospects. Staffing this person would not make our NYC Recruiters look very competent.
Our NYC advertising recruiters know that real account executives do not try to mask why they are doing their job. Unless they are working pro-bono, the purpose of them selling the particular product or service is commission. Personally, I am very open with my candidates when discussing a particular sales job and I would encourage everyone else do the same. For jobs that are right for candidates, I am open about the fact that this person getting the open account executive job is beneficial to both of us. As part of our NYC advertising recruiters, I get the commission and they get the job. Plainly stated, sales people who attempt to mask their ambitions are put aside by our sales or marketing interviewing / recruitment team.
Staffing Online Marketing Professionals
Cold Call Killers - Media and Marketing Staffing
The traditional forms of marketing that include channel, print, television and radio marketing are quickly becoming extinct, and unfortunately so are the people who only specialize in those areas. Online marketing is quickly becoming the main form of advertisement which companies are doing. Online marketing comes in different forms, all of which must be used in conjunction with one another. These variations which make up online marketing include SEO (search engine optimization) writing, industry related blogging, utilizing social media sites and gaining a following on Twitter, formulating a solid, esthetically pleasing website, obtaining anchor text links from reputable, outside sites and more. Our NYC advertising recruiters are very effective at this partly due to the fact that we do all of our marketing (including some of programming), in house. On a daily basis, our NYC media recruiters write either blogs or SEO pages.
Our NYC advertising recruiters will be the first to admit that writing good SEO content is very difficult to learn and it takes a lot of practice. To simplify a definition, our New York recruitment team defines generic search engine optimization as writing website content for each page which is focused on obtaining high Google ranking for one or two keyword phrases. However, Google is way to intelligent to put up a web page where every other word was the keyword phrase. Instead, Google focuses first on content - essentially seeing if it is relevant useful information to potential readers, then Google looks for keyword phrases within the text. Learning to obtain a good balance between the two is an essential skill our NYC media recruiters seek out in a marketing professional.
Upon speaking with the NYC media recruiters at KAS Placement, our headhunters suggest that a firm plan out their online and social media goals. Otherwise, our staffing agency is glad to help. Learning to obtain a good balance between social media and SEO is an essential skill our recruiting team seeks out in a marketing professional. Our staffing agencies will be the first to inform a client that online marketing professionals do not come cheaply. On average, the range of compensation (not including benefits) can be $125,000 on the low end and up to $200,000 on the high end. This does not include programming costs which can run you roughly $60,000 per year. However, if your firm gets the right employees, it is quite worth the money. The entire goal of hiring this type of marketing professional is to hand your sales force leads. Think about your last ten purchases. How many of them spawned from an online search and how many came from the receipt of a cold call? From the experience of our NYC advertising recruiters, it probably is not over 20%.
Online Marketing: I already have marketing employees?
It is a harsh thing that NYC advertising recruiters should tell you, however the answer is 50 / 50. If your company feels that your marketing team has not been too busy and have not learned the different facets of online marketing, what have they been doing this entire time? It is almost like sitting backwards when everyone is watching the Super Bowl. Print marketing professionals especially have trouble learning about content because psychology will tell you that people look over to the right if they see a picture, people won't read after 300 words, etc. They can name the psychology of marketing, however the NYC advertising recruiters at KAS Placement, first hand, knows that this knowledge will not yield you visitors to your site.
Moreover, writing 300 words will not get your company near the first page. Chances are that you are not reading this search engine page all the way down this far, and if you are, we'd be glad to send you a prize (employees only). However, the fact that our NYC advertising recruiters got you on this page (which is extremely competitive and hard to rank for within the Google search engines), is much better than having someone read this entire article. Here's a hint, Google loves content.
To give you a good example of how well good SEO works, think about the last time you saw a directory on business.com. They have a slew of SEO professionals working on the site. They were described by an employee of the site to our NYC media recruiters as elves in Santa's workshop.
Online Marketing: What's The Easiest Way to Ruin Your Business?
Have you ever gotten an email from "Michael" in Mumbai telling you that you will be listed on the first page if you use their SEO services? Well, any NYC media recruiters who know online marketing understand how these companies are not only unable to bring your business to the first page, these firms can get your website banned from Google. First of all, because Google reads all of your content, terrible grammar will hinder your rankings. Although the jury is out on whether Google knows grammar, from experience, our NYC recruiters believe it can. Regardless, until best-selling authors begin coming out of 2nd world countries, you should keep your marketing either in the U.S. or Canada.
What do these firms do that is so bad? In a nutshell, what these companies perform is known as "black hat SEO." This is a tactic to trick Google into liking your site. If you do so, Google will no longer let you advertise or have your company's domain show up in any searches. Our staffing agents compare this type of online bank robbery. Black hat SEO is good for the first few hours when counting the money, though turns sour when the Google police find you. It has only been one time that our NYC advertising recruiters have seen this happen, however our client nearly lost his business.
NYC Recruiters and Good Sales Management
On occasion, when a sales management professional gets a promotion to a managerial position, they go on selling as they did prior to the endorsement. This is something that our NYC advertising recruiters often see and is a very big problem. Sales managers must be able to both sell themselves (in typically situations) and manage a team of business development employees. As our sales recruiters have often seen, this can be a shellshock to some as they are now carrying two sets of quotas. Additionally, one of the hardest parts of what a sales representative has to do is give up some of his or her current accounts. For true sales representatives, this can be the equivalent of giving away a prize possession.
Good sales managers have to know when to hire, when to give raises, and unfortunately when to fire their subordinates. The most effective business development managers, in the eyes of our NYC recruiters, will not let a top sales representative go. This means that a sales manager will often have to go to their superiors and fight for their account manager in order to give him a base salary raise. All employees like to feel appreciated, and if they don't believe the company cares about their performance, they are quite apt to leave the sales manager in the dust.
Online Marketing: What's Cost Effective?
Despite the costs, the recruitment professionals at KAS Placement believe that some form of online marketing has become a necessity. If your company feels that this is too expensive, there are always pay-per-click campaigns. Pay-per-click is where your firm bids on certain keywords to be one of the top advertisers. It is more complicated than it seems and, in the least you should hire a reputable vendor to do so. It will only run your company $500 per month. Hint from our staffing agencies - make sure that you bid on the top three slots.
Small Applicant Tests Of Great Importance
It is also very important that our NYC media recruiters trust a candidate. As a salesman, buyers could love you, but only if they trust you will they buy from you. It may be hard to see how trustworthy an applicant is from a just few interviews, but there are certain indicators that should let you know fairly quickly whether or not you can truly trust somebody. To see whether any particular job seeker is both trustworthy and reliable, our NYC media recruiters will give recruiting applicant small tasks to do. To name a few, we will offer to set up a quick phone conversation with them on a certain date (to inform them further about the job we are staffing) and tell them we are available from 7 a.m. to 8 p.m. If a job applicant cannot work in fifteen minutes within this time slot, unless under extreme circumstances like a family celebration or emergency, they will not be an asset to our clients. For privacy reasons, we do not name a good amount of these tests. Quite effectively, our NYC media recruiters are able to mask these employment quizzes, thus making it seem as if it was a normal facet of our interview. There are a few other tactics which our NYC media recruiters division applies. Occasionally, our staffing professionals ask them to reword something on their resume, research something on the web, go over a client website or any other small, related task that will give us some idea of how efficient and interested the individual actually is regarding our the job mandate given to us via our various clientele base. Year in and year out, our NYC or Connecticut media recruiters use these small tests to determine whether this sales or marketing applicant can or cannot be counted on.
NYC Recruiters and Good Sales Management
On occasion, when a sales management professional gets a promotion to a managerial position, they go on selling as they did prior to the endorsement. This is something that our NYC recruiters often see and is a very big problem. Sales managers must be able to both sell themselves (in typically situations) and manage a team of business development employees. As our sales recruiters have often seen, this can be a shellshock to some as they are now carrying two sets of quotas. Additionally, one of the hardest parts of what a sales representative has to do is give up some of his or her current accounts. For true sales representatives, this can be the equivalent of giving away a prize possession.
Good sales managers have to know when to hire, when to give raises, and unfortunately when to fire their subordinates. The most effective business development managers, in the eyes of our NYC recruiters, will not let a top sales representative go. This means that a sales manager will often have to go to their superiors and fight for their account manager in order to give him a base salary raise. All employees like to feel appreciated, and if they don't believe the company cares about their performance, they are quite apt to leave the sales manager in the dust.
About our employment staffing team
The NYC software sales recruiters work with all different types of firms ranging from large, Fortune 100 companies to smaller, venture capital backed corporate entities. Our New York headhunters staff for every type of client vertical. This includes, but is not limited to finance and hedge funds, insurance, various types of hardware sales, software, business process outsourcing, telecommunications, food and beverage, cosmetics and skin-care, construction, industrial products, engineering, educational software and services, leisure hotel and travel, printing and office supplies, healthcare, interior design, semiconductor and more. Whether you firm is in a niche space or is in a broad, competitive industry, our NYC software sales recruiters can help.
Our NYC software sales recruiters deal with every level of employee ranging from executive level sales and marketing professionals, vice presidential candidates, sales managers, senior level representatives all the way down to mid, junior and entry level sales and marketing employment candidates. Some of the various positions we recruit for include new business acquisition specialists, dedicated account managers, channel sales representatives, sales engineers, online marketing experts, radio and television advertising employment seekers, print marketing representatives and much more.
If you would like to learn more about KAS Placement and our NYC recruiters, please feel free to contact our Upper East Side office at 212.348.7670, or if you prefer to call toll free, simply dial 866.212.5140. Both employers and job seekers who prefer email can reference the job seeker or employers page, or simply email info@kasplacement.com. The more specific you are with your request within the subject line of the email, the faster response you ought to receive from us. We look forward to working with you.