Archive for the ‘People’ Category
24th June 14
Tonight we’re co-hosting an event with Decoded to celebrate the “New Revolutionaries”, the people transforming their industries through creativity and technology in glorious combination.
Kathryn Parsons, Lindsay Nuttall and I are lucky enough to be hosting a night of inspiring showcases and talks celebrating the people driving that creative revolution.
We’ve got two tickets to give away if you fancy it: please just tweet us @bbhlabs or @bbhlondon or leave us a comment below.
Alternatively, we’ll be live streaming the event via Twitter thanks to our friends at Streaming Tank and we’ll write up the event for this blog when we’re out the other side..
13th May 14
Posted in People
Author: Chris Meachin, Head of Interactive Production, BBH London
Mid-Weight Digital Display Producer
BBH London are looking for an experienced mid-weight digital producer with specific experience in display advertising (online banners). Mobile and outdoor digital advertising experience would be a bonus.
The right candidate will join a growing and dynamic team working on high-profile briefs for world-class clients. It’s a demanding but fun environment.
The role requires working directly with client teams and creatives to own projects from concept through to delivery. This includes responsibility for budgets, timing plans, general project management and liaison.
If you are a motivated team player with lots of initiative, and would like to join a high-performing team at BBH, then we’d love to hear from you. Please tell us about yourself here, under Digital.
27th February 14
Posted in People
Author: Aran Potkin, Senior Brand Strategist, Zag
BBH Zag is the ‘branding agency that ventures’ within the BBH group. At Zag, we work with both large blue chip brands and exciting start-ups, offering our clients brand strategy, visual identity and user experience design.
We are looking for a strategist to join our small senior team. Working within the strategy team you will have the opportunity to lead projects from the outset, working closely with senior team members and managing junior strategists. This is the perfect opportunity for an ambitious, entrepreneurial agency strategist looking to accelerate their career.
A Zag Strategist is a hybrid – an agency professional who can lead strategy while also managing the client and account. They will lead branding and innovation projects and create solid, differentiated brands for everything from start-ups to global businesses. They will oversee the entire consultancy project, working with the Zag design studio to bring those brands to life and writing marketing and communications strategies for launch. The strategist should have a creative, entrepreneurial spirit with a good knowledge of strategic models and processes but the ability to push the envelope and generate new ways of working and approaching briefs. We are looking for an innovative thinker with bags of energy and ambition.
Specific experience & responsibilities:
- 3+ years in strategy at a brand consultancy or design agency
- Demonstrated experience with and in-depth knowledge of digital strategy, UI and UX
- Ability to lead teams and manage projects as account/project manager
- Comfortable with clients and confident to manage the day-to-day relationship
- Experience planning, commissioning and leading consumer research (both qual and quant)
- Understanding of and appreciation for the design process – able to write clear briefs for design and work closely with designers through creative development
Who we’re looking for:
- Someone with a passion for brands and branding, bags of energy and ambition
- Entrepreneurial spirit – ready to pitch in at any level
- Creative thinker and problem-solver
- Energetic with a positive, can-do attitude
- Clear, articulate communicator
- Commercial awareness and interest
- Ability to work collaboratively within a team
- Digital fluency – many of the start ups we work with have strong digital DNA
If this sounds like you, send a cover email and your cv/resume to email@example.com.
17th October 13
Author: Ben Shaw, Social Strategy Lead
Does the idea of using data to tell stories and to inspire the very best creative ideas make you weak at the knees? If so, listen up – BBH is looking for a digital analyst to help bolster the existing team of hand-picked social specialists.
What do digital analysts look like at BBH?
They need to know digital & social metrics inside out, as well as having knowledge of the tools that allow us to get to these metrics (Facebook Insights, Crimson Hexagon, Hitwise, ComScore, True Social Metrics etc.).
They are relentlessly curious and motivated; a person who understands how social fits into the bigger picture and can interpret this sometimes complex relationship, into simple and tangible terms for our clients.
We need someone who can make our clients feel loved, by understanding their business objectives and translating these into social KPIs.
Above all, they are someone who acknowledges the ever-increasing number of data points, but can demonstrate the separation between simply reporting on and actually analysing the data – someone who avoids (the beautifully coined) ‘data puke’ in favour for concise analysis and pithy insights.
We’re looking for someone who eats and sleeps social data – who is comfortable guiding both the clients and account teams on metrics that matter to them. Someone who is used to pulling together measurement frameworks tailored to each client. They will have been intrinsic in not only how campaigns should be measured, but in using data to optimise a live campaign to demonstrate the merits of reactivity.
In addition to all of the above, they will have an understanding of the crowded social technology landscape and have infectious enthusiasm for new tools & methodologies that will help us produce great work for our clients. They will have mourned the loss of Google Reader as a means to streamline the many blogs they read on social analytics – and importantly, have a point of view on the million dollar question of ROI. We want someone who can use this knowledge to evolve existing products and create new ones. Most importantly, they will impart this knowledge in an inspiring and approachable way to the rest of the agency – to help spread our objective of creating more socially connected ideas.
BBH is fortunate enough to have some of the biggest brands in our portfolio because we’re a restless company, constantly striving to do the best, most creative and innovative work possible. Creating socially connected ideas is at the top of agenda for growth so we need someone who has an entrepreneurial attitude to their work – enough to continue to grow the BBH social analytics offering.
Ultimately like all BBHers, we want someone who is ‘good & nice’- someone who wants to make great work and work in a great environment.
If you think you are one, or know of one, then send in a CV to: firstname.lastname@example.org
2nd August 13
Author: Jim Carroll, Chairman, BBH London
Like many people I was amused by Rory Sutherland’s recent piece in The Spectator, in which he suggested it might be a smart strategy for Agencies to recruit graduates with lower class degrees.
Sutherland argues that there is no evidence that ‘recruits with first-class degrees turn into better employees than those with thirds’. Graduates with lower class degrees are in fact undervalued by the market and as a result they’re less expensive and more loyal.
I thought I might contribute my own perspective to the debate and indeed my own trusty Recruitment Tool:
In my many years of working with Strategists, I have established that very smart people can reduce highly complex conundra into quite simple challenges. In this respect they have something in common with the less-than-intelligent, who see the world simply despite its many sophistications.
I have also observed that those with moderate-to-medium levels of intelligence can perceive complexity in every aspect of every problem.
This has led me to conclude that the only useful Strategists are fools or geniuses….
26th April 13
Author: Ben Fennell, CEO, BBH London
As I write, we’ve just completed a six month, ‘in house’ course on Leadership for 30 of BBH’s finest. The course is a tangible acknowledgement that leadership skills are not simply ‘picked up’ over time. But that they have to be developed, they have to be taught, they have to be learnt.
Throughout my career I’ve been a keen student. I’ve always tried to observe, emulate and customise the leadership behaviours I most admire. From mentors, from clients, from within BBH, from history, politics and sport.
There are a couple of interesting things about our course:
- It is totally bespoke to BBH, by that I mean it is focused on developing the skills and tools to succeed in our culture.
- It is cross discipline, so in attendance are strategists, suits, producers, and those historically reluctant trainees, CDs.
- It is personal, because leadership always is. I invited the 16 speakers, 13 BBH and 3 clients, to talk about the leadership attribute that I most associate them with, eg ‘making good and bad decisions’, ‘leadership in tough times’, ‘creating positive pressure’.
- Having been exposed to a whole series of very personal, and very diverse leadership orthodoxies, one has come out head and shoulders above all others.
The power of difference. All the delegates have told me that a better understanding of their own unique strengths, and a strategy to amplify those, is the key to creating higher impact, and greater followership in the workplace.
Despite almost all of the delegates’ pre course perceptions to the contrary, they have found that BBH is packed with a range of very different types of leaders.
I think this has probably always been the case at BBH. It was the complimentary differences in personality type, style and delivery that made our founders John, Nigel and John such a compelling cocktail.
It is interesting to me that, somehow, as we’ve grown, people have started to believe that there is only one way to lead and succeed at BBH, one leadership archetype: competitive, quality obsessed and, yes, relentlessly dissatisfied.
People like myself may well have propagated that myth. Which is ironic, because I know exactly how much I depend on the difference offered to me by my closest partners. Leaders with any sense of self awareness learn quickly to assemble a team that complements their strengths and compensates for their weaknesses.
One simple example. I think in metaphors and references from sport and film while Jim Carroll, our UK Chairman, uses renaissance art and soul music. I want our people to be exposed to both, and a hundred more besides.
Jim spoke at my 40th, he stood in front of 100 people, only 10 of whom he knew and who knew him. It would be fair to say that it was a fairly rowdy and sporty crowd. He won over his audience, and nailed me with his opening line:
“Ben and I share not one personality trait”. Genius.
And that’s the point. I want our company to be filled with all kinds of different leaders: visionaries, operators, closers, nurturers, warriors, enthusiasts, rocks.
It’s the celebration of difference that makes a culture powerful and unique. It is the managed tension between different types of thinkers and personalities, that gets us to our best answers. I urge every new joiner to “keep their edges”.
I think it was Warren G Bennis that famously said that “Failing organisations are usually over managed and under led.”At BBH we want more leadership, in all its forms, at every level of our company.
I am always energised when I face the company and see a whole new cohort coming through.
I wonder if the next great horizon for our business should be less defined by our outputs: digital, social, CSR. And more by our inputs. By developing a generation of industry leaders to inspire staff, clients, and most important of all, the consumer.
The longer I do my job the more I believe that ‘Inspiration’ is the petrol you put into the tank of a creative business. It’s our fuel. It is leadership’s most fundamental obligation.
Of one thing I am certain. You can’t possibly inspire others unless you are 100 percent clear about the single question we started, and have focused, our whole course on:
‘What kind of leader do you want to be?’
12th April 13
Author: Sam Jesse (@sam_jesse), Strategist, BBH NY.
It’s hard to believe the Barn is turning four this summer. During its short existence, the Barn and its interns have had some big moments. From the very first project to receive national attention (http://datingbrian.com/) to another which won two Lions at Cannes (http://underheardinnewyork.com/), the Barn keeps moving onward and upward. We even expanded beyond our borders as the global BBH family embraced the Barn, leading to inspiring work from intern teams in London (http://keepaaroncutting.blogspot.com/) and Singapore (http://www.madebymigrants.com/). And now, BBH New York is looking for the next wave of interns ready to make some noise in the summer of 2013.
This isn’t your typical advertising internship, so we aren’t looking for your typical advertising candidates. We want the mavericks, the ones who would rather do amazing things than talk about them, those who can see the future and make it happen. We especially want the ones who think and create in tech and code. Know how to code a site in html5? Know how to build an app for iOS? Know how to bring a film to life in Final Cut Pro? Great. If not, don’t worry. We want the resourceful ones too. The ones who will learn new skills on the fly in order to get the job done. The Barn is designed to empower these kinds of people. There will be plenty of rolling with the punches along the way.
Now, on to the details. The Barn internship program accepts six students or recent graduates every summer. Interns are split into two teams of three, which are then briefed on the same assignment. Over the next 10 weeks, each team develops a unique idea and brings it to life to answer the brief with a budget of $1000. Both teams will have full access to BBH talent and will be working on client business throughout, so it will be a busy summer. The goal for each team member is to end the program walking away with tangible public-facing work to showcase in their portfolio.
28th March 13
Author: Jim Carroll, Chairman, BBH London
Why assign your own name to a brand? What drives the founders of eponymous brands? What lies behind the success of the successful?
These are questions addressed by Branded Gentry, an engaging new book by Charles Vallance and David Hopper. The book comprises a series of interviews with people who ‘made their name by making their name into a brand’. The likes of Johnnie Boden, the founder of the casual clothing company, James Dyson of the innovative household appliance brand, Jonathan Warburton of the baking dynasty, and our own John Hegarty.
I found it a refreshing read. Conventional business books encourage us to think of commercial success in terms akin to scientific case studies. We isolate key learnings, critical success factors, best demonstrated practice. We are introduced to models, mantras and metaphors. We are given a picture of achievement which is ordered, constructed,
Branded Gentry invites us to consider the psychology of the founders of successful brands. Their relationship with their parents, the view from their childhood bedroom, the emotional milestones that mark out their career. Each chapter is a character study, an elegant pen portrait of often charismatic, compelling individuals. Consequently it paints a picture of success that is disordered, spontaneous,
instinctive. And of business that is personal, passionate, human.
The decision to give one’s own name to a brand is significant. If brands are fundamentally about trust, then a brand that carries a founder’s name has a particular sense of integrity. The tag-line of Warburton’s bread is: ‘We care because our name’s on it.’ And as Boden puts it, ‘If you don’t believe in your name, how can you expect other people to give you money?’
Inevitably perhaps, there is a consistent theme of ‘failing forwards’. Tripping up on the way to success, maybe being humbled by mistakes, but also seeing in them learning and experience. The eponymous brand owners come across as enthusiasts. They’re often breezily confident and positive about life. Many of them seem more emotional than you might expect, more active listeners.
But there’s also a dark undertow. A wariness of good fortune, a suspicion that bad times may be round the corner, a fear of debt (which many of them have experienced). The Branded Gentry are restless souls. Listen to James Dyson: ‘I’m not satisfied; I’m still not satisfied. The moment you’ve done something, then you’re onto the next thing, which is full of new problems you’ve got to solve …It’s a life of failure and dissatisfaction whatever your private wealth’. Or as the potter, Emma Bridgewater, puts it: ‘The trouble with being an entrepreneur is that you never think you’ve finished. You’re always thinking of things you haven’t done… I’ve got a lot of parallel lives unlived, but you suddenly realise it’s probably not going to happen. It’s the inherent sadness of ageing.’
I guess I had imagined that success came easily to the successful; that they had had a leg-up from life, a helping hand to get them started. In fact I was rather struck by the fact that, whilst some of these entrepreneurs were born into material wealth, most of them had rather tough childhoods.The broken home, the unsympathetic father, the parents that passed away before their time. Illness and ill fortune seem never too far away. (Dyson points out that over 80% of British Prime Ministers lost a parent before the age of 10, compared to only 1.5% of the general population.)
I grew up committed to a clear separation between work and life beyond it. Of course in the modern age it’s increasingly difficult to sustain the divide. For these Branded Gentry life is work and the eponymous business is fundamentally an expression of self. According to Dyson, ‘I had developed a latent desire to make things around me better and that desire was the very part of whom I was.’ The authors conclude that their subjects ‘didn’t go out into the world to fit in with it. One way or another, they set out to make the world fit them.’
Branded Gentry is very well written. There is a commendable amount of descriptive detail and direct speech. One often feels one is in the room with the interviewee, observing his or her furniture, inflections,
physiognomy. I welcome the book’s commitment that business is about people not just processes, passions not just practices. For Vallance and Hopper the personal is professional.