about 3 hours ago
West Midlands based creative agency seeks talented Creative Copywriter to join their growing team. Having grown impressively over the years, this inspiring advertising agency have developed a great reputation for their conceptual creative work, stand out ideas and beautifully crafted artwork. Now considered one of the big players within the marketing industry, this agency work with some big name brands nationally and internationally across many sectors including retail, automotive, leisure, travel, property, education and construction. Key Responsibilities: Engage in the conceptual development of big idea’s, alongside the Art Director. Writing copy for a range of channels, where you will adapt the tone of voice and style depending on the audience. Work on campaigns across press ads, posters, brochures, web banners, TV, video, scripts, emails and web content. Proof read and edit copy. Make sure all campaigns are delivered on time and to a high standard. The Ideal Candidate: Will have at least 3 years experience within an agency environment. Conceptual thinker that loves to challenge the norm. Great attention to detail. This is a brilliant opportunity to work with one of the best creative agencies in the region. To be considered please send your CV and samples of your work over for immediate consideration. AA123
3 days ago
Campaign Manager £25,000 - £30,0000 Staffordshire Pitch are currently partnered with an up and coming e-commerce brand based just north of Birmingham who are expanding their creative and marketing function. The business are making a big impression within the fashion industry and have no plans to slow down. They have a sleek brand and a fantastic reputation within their industry and are currently seeking a Campaign Manager to join their team and support across a number of creative tasks to elevate their brand performance. The role will report into the E-commerce Manager and will be responsible for the following: Managing the brands digital content. Developing and delivering campaigns through market research, mood boarding and collaboration with the creative team. Producing engaging and memorable content for key seasonal events such as holidays, Pride, Black Friday etc. Working closely with the marketing and creative team to produce graphics, video, imagery and written content for the website and social platforms. Managing social media channels. Analysing and reporting back on digital performance. To be considered for this role you must have experience within retail, ideally within fashion or a related category. You will have worked in a similar creative campaign role and will be confident in sharing ideas and leading projects. This role is fully office based, so you must be able to commute to the head office on a daily basis. BB123
3 days ago
Affiliate Marketing Manager £25,000 - £30,0000 Staffordshire Pitch are currently recruiting on behalf of a fast growing retail brand based just north of Birmingham who are expanding their creative and marketing function. The business have been trading for over 5 years and have been doubling their turnover year on year! They have a sleek brand and a fantastic reputation within their industry and are currently seeking an Affiliate Marketing Manager to join their team and continue to develop their brand partnerships. The role will report into the E-commerce Manager and will be responsible for the following: Building and managing relationships with key influencers. Collaborating with the marketing and design teams to deliver effective influencer marketing campaigns. Execute and manage the brand ambassador program. Support with the development and launch of partnership rewards program. Manage PR agency relationships. To be considered for this role you must have experience within retail, ideally within fashion or a related category. You will have worked in a similar role, focusing on affiliate and brand partnerships. This role is fully office based, so you must be able to commute to the head office on a daily basis. BB123
3 days ago
Pitch have exclusively partnered with a globally recognised business who have instructed us to recruit a Campaign Support Officer to join the communications function. You will be responsible for the delivery of external marketing communications activities, creating compelling stories to help achieve business objectives.Experience within the agricultural sector is extremely advantageous, but my client will consider candidates from different sectors. Responsibilities include: Supporting the management of the development of campaign concepts. Working closely with colleagues at all levels, including external creative and PR agencies. Developing supplier briefs for all work commissioned, reflecting the requirements of each campaign. Developing and maintaining campaign and project communication plans detailing all steps of the communication production process and responsibilities. Organising advertising schedules with campaign managers. The candidate will have/will be: A highly motivated individual, educated to degree level or an equivalent professional qualification (Chartered CIPR). Experience in a similar role (not necessarily in the agricultural sector). In addition to being an excellent communicator, you have particular knowledge of how to implement multiple touchpoint communications campaigns. You are fully capable of handling a number of tasks at once with the ability to prioritise accordingly in order to adhere to deadlines. You are experienced in working with external marketing suppliers A valid driving license would be preferable. This role would be based at our client’s brand new head quarters outside Manchester - easily accessible from the motorway and train. Ideally you will live within a commutable distance to the office. There could be an arrangement for the right candidate to work remotely with weekly travel into the office. For more information on the role, please reach out to Steve Smaylen via email (email@example.com) or via mobile (07545311 615). AA123
3 days ago
Digital Account Manager £30,000 - £38,000 South Staffordshire This well-established agency is a leader in its specialist sector and due to new business wins and ongoing growth, they are looking for an experienced Digital Account Manager to join their growing team. Based in South Staffordshire, this agency is fully integrated with services across digital, design and PR & content. They work with a vast array of clients in a variety of sectors but are true specialists in the new homes arena, working with some fantastic high-end clients, creating beautiful websites and marketing campaigns that deliver exceptional results. Their reputation within the industry is exceptional and their client retention rates back this up. They have a great culture and a real family feel, their team ethic is at their core and they work hard to maintain the culture they are so proud of. Despite the challenging times we’ve seen they have maintained consistent growth and have continued to invest in their team and enhance their offering. They have a flexible approach to remote working, with two days a week in the office which are worked flexibly, a collaborative team approach is encouraged but they also appreciate that a strong element of home working can be a great benefit to the business and individual. Their working hours are 9-5 (a change that was made to support a better work/life balance) and they offer 25 days holiday, pension and onsite parking. As their Digital Account Manager you’ll be: Leading digital strategy and campaign delivery for a variety of clients. Working on a vast array of digital marketing campaigns – from a high profile website design and build or a hard hitting social campaign to email communications, SEO and paid search. Managing some fantastic household brands, as well as established boutique businesses. Supported by a team of experts internally to deliver work you’ll all be proud of across all digital channels. We’re looking for a candidate who: Is an experienced Digital Account Manager with an agency background. Has great client management skills, strong project management ability and a creative approach. Is friendly and collaborative, a great team player with a positive approach. If you’re an experienced Digital Account Manager on the lookout for a new role and you’re interested to hear more about this truly great opportunity with a fantastic business working as part of a genuinely lovely team, then please apply now! AA123
4 days ago
Account Manager Worcestershire £28,000 - £35,000 We are working with a truly exceptional integrated communications agency based in Worcestershire, supporting them in finding two fantastic new Account Managers to join their super talented client services team. This agency is a real midlands gem, with a client base brimming with high profile household brands, they offer a fully integrated solution that spans all marketing channels and they’re looking for an experienced Account Manager to join their expanding team. This leading agency employs over 250 people across a range of specialist divisions, with teams of talented creative individuals who work collaboratively to create and deliver award winning integrated campaigns for their big brand client base across print, digital, events, video, social etc. Whatever a client needs, they have it covered. They offer the opportunity to work on leading brands within B2B, B2C, charity and the public sector - in the main big budget campaigns, but they treat every client with equal importance whether that’s a charity looking for a hard hitting campaign on a small budget, or a national retailer looking to put big spend behind consumer engagement. As well as the opportunity to work on brilliant clients and campaigns this business also offers many additional benefits. They have a great culture that comes right from the top and resonates all the way through the business, every employee is valued and respected and they offer some great benefits including a flexible approach to working and hybrid home/office model, a focus on a strong work life balance, 9-5 standard hours, 24 days holiday, subsidised staff restaurant, onsite parking and investment into personal training and development. As an Account Manager you’ll be: Managing a range of high profile clients including some fantastic high street and household brands. Working closely with your clients, taking and shaping briefs and developing campaign strategies. Writing creative briefs and leading creative brainstorms and client workshops. Overseeing the delivery of impactful marketing campaigns across all channels. Assisting with and attending pitches. We’re looking for a candidate who: Has experience working on multi-channel marketing campaigns within an agency environment. Is a great team player with bags of enthusiasm and a creative and collaborative approach. Is an experienced Account Manager – we’re looking for two candidates for this fab business so if you’re an SAE looking to step up or an established AM/SAM this could be a great role for you! If you could be one of this agencies brilliant new Account Managers please get in touch to hear more about this fab opportunity AA123
4 days ago
I am recruiting for an Assistant Digital Marketing Manager on behalf of my client in Staffordshire - a market leading property development business who are looking at growing their marketing team. Offering a competitive salary, my client is looking for an all-round digital marketer who is conversant in SEO and PPC. You’ll be responsible for monitoring and analysing market trends - so familiarity with Google Analytics and Adobe Analytics is important in staying on track with the latest marketing developments, enhancing your skill-set and knowledge from a new perspective. You will also have experience in managing relationships with external marketing agencies. Responsibilities include: Ensuring that all inbound marketing is delivered - this includes PPC, SEO, blogs and PR Developing and implementing on-page and editorial strategies Delivering SEO strategy in order to drive organic traffic and revenue Contributing to the development of the clients’ content strategy Implementation of brand PR strategy Maintain good channels of communication with agencies and internal teams Tracking and reporting on effectiveness of all outbound marketing Converting interest to leads via relevant and optimised data gathering Supporting the development and implementation of customer journey across all channels Experience required: Working experience of Google Analytics, Google Adwords and social channel analytics Knowledge of tools and techniques used to deliver, analyse and optimise SEO, e-mail and PPC campaigns Proven track record of working on technical SEO auditing and implementation Strong social channels experience in attracting target segments through innovative and brand led content Strong analytical skills and experience with reporting and data analysis Personal requirements: Ability to demonstrate strong planning skills to set realistic objectives Driven to succeed through achieving outcomes in a committed and enthusiastic manner Excellent communication skills Ability to influence internal and external stakeholders to support a vision or direction Reasonable and accountable, motivated to achieve outcomes by demonstrating resilience and determination. This is a fantastic opportunity for a candidate looking to further their career within digital marketing. My client offer a competitive salary with great benefits. The role will be based out of their head office in Chasetown - remote working is an option as long as you live within a commutable distance of the head office. For more information, please reach out to me via email (firstname.lastname@example.org) or via my mobile (07375 544 689). BB123
5 days ago
Brilliant Leicester-based agency is on the hunt for an Office Manager to join their busy, busy team! The agency delivers a range of marking, creative and digital activity for a host of international clients so they’re always up against deadlines and focused on delivering great work for their brands. Because of this, they need a super organised, savvy, and communicative Office Manager to join the team and keep the office and basic finances in ship shape! Day to day you will be responsible for the running of the office, from tea and coffee supplies to health and safety, covid policies, security, maintenance, and cleaning. Additionally, you will help the Finance Director with invoicing, payments, and balancing the books. Lastly, you will be the go-to for the team when it comes to holiday bookings, HR policies, and day-to-day office issues. The role requires a committed and focused team player who wants to play their part in the development, progression, and success of the agency. If you’d like to find out more about the role then get in touch today for a confidential chat. AA123
5 days ago
A few weeks ago we said to our client base “if you could ask us one question, what would it be”, then fab guy called Nick (hello if you’re reading!) asked us if there is still a place for a marketing generalist. As recruiters in the marketing space, this got us thinking. Cue internal chats and google searches featuring “reasons not to hire” and “the return of” later and we’ve come to a conclusion. Yes. It is undoubtable over the past year we have seen an uptick in demand for specialist marketing skillsets, as businesses sought to become more digitally agile to compete. And we predict growth in the specialist marketing area (especially within the SEO, PPC, CRM and Digital Marketing space) will continue to grow as businesses maintain focus on driving digital growth. In some organisations this is likely to reduce the need for a generalist marketer because specialists will work as part of a team dynamic, with each individual taking an element of a generalists workload and implementing their knowledge to help drive businesses towards the next level. But the key word here is team. Because taking on a specialist works best in those mid-large sized organisations, but in smaller businesses and new start-ups hiring all of the cogs in the machine is not always viable during the immediate period. This is where the marketing generalist comes in. Hiring a generalist means that many smaller organisations get access to a broader skillset. Though there is an argument to say that due to their non-specialist nature, getting some tasks completed may be tricky and require outsourcing, for many the generalist marketer is the first foot on the ladder towards growing a marketing team consisting of specialists. Marketing generalists create the foundation of a marketing plan and strategy, which then as the company grows, expands to include the requirement for more specialist skills and dedicated workloads. Is there still a place for a marketing generalist? Of course there is. In fact we could argue they’re fundamental to the eventual hiring of specialists.
12 days ago
With retail businesses having to adapt to the e-commerce market to ensure they were able to compete during 2020, it’s hard to think that another trend is on the horizon which will alter the way businesses sell online. What is social commerce? Social commerce is the combination of social media and e-commerce, which allows the buying and selling of goods or services. In other words, it’s e-commerce in a social landscape. Research shows the industry is set to be valued at $604.5 Billion by 2027, however with the pandemic altering the buying behaviours of consumers and 56% of online shoppers expecting to continue purchasing online during the long-term, how brands engage with consumers in a digital environment will be key to maintaining profitability. Getting ahead As the e-commerce space becomes crowded with competition, brands are likely to be looking towards other mediums to stand out and differentiate. As a result many will naturally gravitate towards social commerce platforms, especially those businesses who place a strong focus on their social media presence, to attract new consumers and create a more integrated shopping experience. How this impacts recruitment As a result of adopting these new technologies, companies are going to be looking to hire more people with digital skillsets (no surprise here), but more specifically … Demand for digital marketers with omni-channel marketing experience will increase as brands seek to unify and integrate their marketing strategy across platforms. Demand for digital and motion graphics designers will increase as companies focus more on how their brand looks visually in the digital landscape, finding new and innovative ways to attract and engage with consumers. Demand for PR professionals with experience gaining digital exposure from influencers will increase. It is an exciting time to be working within the retail and e-commerce space as more brands are adapting and innovating to new markets and platforms than before, as a result we’re seeing demand for new skills increase, demonstrating the adaptability and versatility of the sector.
14 days ago
The average notice period is around 4 weeks, however we’re starting to see a development in the market for longer notice periods of anything between 4-12 weeks. Historically these longer periods have been reserved for high profile figures within organisations, including managers and directors whose roles may take longer to backfill and train new starters within. Yet, we’re seeing a trend for more junior level employees being required to work these longer notice periods. Why notice periods are getting longer Many employers are finding the talent market to not be as buoyant as originally considered. Though many have assumed the market to be full of job seekers following redundancies during the second half of 2020, they’re actually being greeted with the inverse. The recruitment market is currently in short-supply of good talent and is compounded by two issues. Firstly, those who were made redundant last year have since been recruited into new roles and this mass movement of talent has created a shortage of otherwise prospective job seekers. Secondly, candidates are still having hesitancies about the stability of the job market and may be delaying searching until later this year. This is creating the perfect storm of demand vs supply, where it is taking longer for businesses to find the right people. As a result, current employees are being asked to work longer notice periods to ensure the business is covered whilst they’re searching for a replacement. Why longer notice periods aren’t a good plan Sometimes a longer notice period can work out well, but nine times out of ten because the employee is leaving, they may become disengaged with the business. Many will get their work done, but they won’t go the extra mile like a new worker because there is nothing in it for them - a strong negative for businesses looking to undergo growth and expansion this year. Alternative options If the employee is likely to be disengaged, what is the benefit of keeping them on longer? Yes they know the systems and how the business works, but what is received in return? For businesses whose minds are drawing a blank, why not look into pulling in a freelance or temporary worker to cover the gap whilst searching for a more permanent solution. Allowing business growth and projects to continue by using someone who is adaptable and agile in new environments and situations. We’ve spoken about the benefits of using a temporary or freelance employee lots, but if there is something else on your mind which you would like to ask, feel free to reach out to Rebecca.
19 days ago
Many Financial and Professional services businesses are currently undergoing a recruitment drive following growth during the first half of 2021. Though all appears well in the sector, one key element is throwing a spanner in the works. They’re struggling to attract talent. Candidate driven There was a brief period last year where the market switched from being candidate to client driven as a wave of redundancies and layoffs increased the volume of talent in the market. But like a flash, the market is now back to being candidate driven and with more and more companies entering a recruitment drive each day, the availability of talent in the market is quickly becoming outweighed by the volume of jobs - great news if you’re a job seeker, but a challenging environment for prospective employers. Sector specific One of the aspects which can make recruitment more challenging in this highly candidate driven market is being too narrow with who you’re searching for. When briefed on new roles most clients within financial and professional services are looking for candidates with sector specific experience. We understand that hiring someone with a pre-developed knowledge of the sector can make on-boarding easier, but during a period where there is low candidate supply, this can weaken the quantity of available talent making the recruitment process more difficult. Multiple processes Because they’re so in demand, a candidate who you might find extremely appealing is more than likely interviewing at one, two or even three+ other companies. It’s nothing personal, they’re just looking for the best options available to them. This leaves some companies open to losing out on great talent to competitors. Some of the reasons for a candidate dropping out of the process in recent weeks have ranged from the interview process taking too long, to companies being unsure about the long-term outlook of their flexible working package. Having a streamlined and competitive recruitment package is more important now than ever when it comes to candidate attraction and retention in the recruitment process. Though the availability of talent is one aspect which can make the recruitment process challenging, over recent weeks I have been advising financial and professional service firms on how they can ensure their recruitment process is more competitive. From planning recruitment drives in advance to offering attractive benefits packages and widening their prospective talent pools.
27 days ago
Why advanced recruitment planning is important Due to rapid upscaling combined with a stretched availability of talent across some sectors putting pressure on recruitment timescales, many businesses are feeling as though they have jumped from the frying pan and into the fire in 2021. The common issue? Whilst many companies knew exactly what (and who) they wanted, they failed to anticipate resource demand in advance, meaning they have entered a highly competitive recruitment market at the same time as most of their competitors. With competition amongst hirers high, it’s no surprise we have seen the average recruitment timeline speed up by as much as 18-34% across a variety of our sectors. And those businesses who are attracting talent faster, have planned for a peak in requirements sooner than those with sudden requirements. Failing to predict resource demand in advance can … We’re fond believers that the growth of businesses is reliant on employing effective team members, but what happens if that resource isn’t there? A failure to plan ahead of time is now putting pressure on businesses who are in urgent need of filling a resource gap to allow them to lift the workload from current employees and continue with upscaling revenue. It’s a real catch-22 situation. You need hands on deck to get the work done but finding this talent is going to take time and resource due to intense market competition. The planning Looking ahead can be difficult and we can all be left in an unexpected pinch if a member of staff hands in their notice or an unexpected project suddenly hits the desk. These are eventualities you can’t always plan for, but when it comes to upscaling or taking a new business direction inevitably you’re going to need more hires. How retained can help We’ve built our retained offering with businesses looking to upscale with a clear and actionable plan in mind. To help you develop the best recruitment plan for you, we will utilise our full resources and knowledge of your markets to craft a plan which is structured to set timelines and allow you to be competitive in the market. Ensuring you get the right people at the right time. For more information about how we can support you with advanced recruitment planning, feel free to reach out to a member of our team. Image credit: Header: Image adapted from Photo by Creative Cen from Pexels
about 1 month ago
After a turbulent 2020, the PR industry has seen a really positive surge in activity and new business causing a sharp rise in demand for PR talent. In this quickly evolving landscape, the PR sector is facing some of its toughest recruitment challenges in some time. Why are PR agencies struggling to attract and retain talent? Values During last year, many PR practitioners found themselves furloughed with very little communication or direction from their employers. This lack of engagement coupled with various changes in business direction throughout 2020 have meant some employees are questioning whether their values and long term vision align with those of their employer. Flexibility Throughout 2020, many employees felt they regained a sense of control and freedom over their time through remote working. Moreover, with 64% of the UK’s PR workforce being women, it’s important we consider the balance involved in raising a family with managing a career. Obviously, in the current climate access to grandparents and friends for childcare support is restricted, but not only that, parents and children alike have got used to spending more time together, parents (me for one!) are able to feel they are more present in their children’s lives simply by being home more, even if they are working at the same time. So for those businesses now imposing a 5 day a week return to the office, there must be consideration given to the potential impact that will have on staff retention as many competitors are offering appealing long term flexible working. Lack of career progression On the whole employees understand they had to put ambitions of promotion or pay rises on hold during 2020, but as they began to see their business recovering, these desires were bound to become reignited. The issue? Some PR firms are not providing clarity in communications surrounding how their employees can be supported to progress within the organisation. Mix this with an abundance of PR vacancies offering healthy packages and prospects and companies may be opening themselves up to losing great talent. Long-term impact We talk a lot about the impact of having a positive employer brand can have on the reputation of businesses and their ability to attract candidates. For PR firms, failing to address some of the above points could have an impact on how their employer brand is perceived in the candidate market and therefore their ability to attract and retain the best talent. Meaningful time and consideration must be invested in establishing and promoting a credible employer brand. Soft benefits like duvet days or 4pm Friday drinks are not going to cut it. The talent market can see through genuine values and mission statements vs virtue signalling. Where there are threats, there are opportunities On the flip side, those PR firms offering strong organisational values, flexible working packages and strong career progression opportunities have a brilliant opportunity to stand out from the crowd and enjoy great talent attraction and retention throughout 2021. Image credit: Header: Image adapted from Photo by Junior Teixeira from Pexels