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Freshly squeezed Jobs
1 day ago
Rugeley
SEO & Content Executive
SEO & Content Executive £27,000 - £29,000 South Staffordshire (1 day per week onsite) Pitch is proud to be supporting a brilliant integrated marketing agency in recruiting a talented SEO & Content Executive to join its growing team. Based in South Staffordshire, this agency is fully integrated working with its clients to provide marketing services across digital, design and PR & content. The team 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 creative 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. Over the past few years (and beyond!) 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 one day a week in the office and 9-5 working hours (a change that was made to support a better work/life balance), 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. As their new SEO & Content Executive you’ll: Focus on SEO content writing and optimisation, with the opportunity to work across other marketing channels using your writing skills to create creative and compelling copy for website copy, blog posts, case studies and landing pages. Do lots of research – from monitoring competitor activity, identifying new trends and insights, spotting opportunities for content improvements and of course keyword research using Semrush. Have the chance to get involved with clients, understanding their businesses and using this knowledge to help with your copy creation. We’re looking for a candidate who: Is experienced in SEO content writing, either as a specialism or as part of a broader marketing role. Is a natural creative copywriter and storyteller, with great proofreading skills and attention to detail. Is friendly and collaborative, a great team player with a positive approach. If 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! Ref: 52846 AA123
1 day ago
West Midlands
PR Account Executive
PR Account Executive Warwickshire (hybrid working) £24,000 - £25,000 Pitch is proud to be supporting an ambitious, integrated agency based in Warwickshire to help in their search for a superstar PR Account Executive to join their talented team! This top independent creative agency is a real forward-thinking gem. They’re a team of over 50 people across the agency and have a client base brimming with high profile consumer and B2B brands. A highly creative and collaborative team, they work together to create and deliver marketing and PR campaigns that really set their clients apart from the competition. They have a great culture, team ethic and some lovely benefits on offer, including 28 days holiday plus bank holidays and your birthday off, annual personal training budget, hybrid working (3 days onsite), wellbeing initiatives and lots more! As their new PR Account Executive you’ll be: Involved in PR campaign delivery for a range of outstanding B2B and consumer brands, from traditional PR and media relations to stunts and celebrity partnerships. Supporting clients across retail, leisure, training and property sectors working with a range of media contacts to secure regional and national coverage. Writing creative content for press releases, features and social channels. This could be the perfect fit for you if … You’re a PR or journalism graduate with an understanding of the PR landscape with some work experience which could have been gained through placements or internships. You’re an exceptional writer and storyteller, able to get under the skin of a client and create written content that tells a compelling story. You want to be a part of an outstanding agency and lovely team! Want to hear more about how you could bag a role as their new PR Account Executive? Get in touch! Ref: 52016 AA123
10 days ago
Warwickshire
Paid Media Manager
Paid Media Manager Warwickshire (hybrid working) £40,000 - £45,000 We’re excited to be supporting a leading midlands based integrated marketing agency in their search for an ambitious and talented Paid Media Manager to join it’s digital team in a role that spans PPC and paid social activity. To give you a bit of background, this agency has gone from strength to strength over the last 12 months and they’re showing no signs of slowing down. Due to continued growth and existing client requirements, they’re looking for an experienced performance marketing pro to join the team and support clients with the strategic direction and delivery of PPC and paid social campaigns. What will you get up to day to day? · Work closely with clients to define their paid media strategy, understanding what they want to achieve and shaping campaigns that deliver results. · Pitch and present your creative solutions to clients. · Setting up and optimising PPC and paid social campaigns and monitoring results. · Reporting on campaign insight, presenting findings internally and to clients. To be considered you will need…. · To be a paid media pro with experience across both PPC and paid social. · To be happy to be strategic and hands on, owning campaigns yourself but with the opportunity to grow out a team. · Excellent skills in developing and delivering PPC and paid solutions but with a passion for the broader digital landscape. This is an excellent opportunity for a Paid Media Manager / Performance Marketing Manager to join a business during a very exciting period of growth. There is huge potential for progression and development in this team. This role is one you don’t want to miss out on! Ref: 50923 AA123
10 days ago
Warwickshire
Senior Marketing Account Manager
Senior Marketing Account Manager West Midlands (1day p/w onsite) £38,000 - £42,000 Pitch is working in partnership with an exceptionally talented and truly brilliant marketing agency to support with the recruitment of a superstar Senior Account Manager to join their brilliant client services team. This exceptional agency has a full service offering and a strong B2B focus, working with enterprise level businesses to help them achieve ambitious growth plans, setting them apart from their competition. They offer an integrated solution for clients across PR, digital, content, design and strategy, working in true partnership with their clients on a long-term basis. Aswell as their impactful client work, it’s this agencies team and culture that really sets them apart. They are based in a beautiful barn conversion, which is a fantastic creative and collaborative place for their team to get together, but they have a ‘come as you please’ approach to office working along with flexible hours so you can do what works for you, getting together as a team once a month. They offer 25 days holiday plus the Christmas break (as a minimum), individual training budgets and personal development plans, BUPA healthcare and legendary socials! Their team are extremely talented in their individual specialisms and they come together to create and deliver great work for their clients, they are supportive, nicely ambitious and each and every team member is valued, recognised and rewarded. What’s involved? Managing one of the agencies key clients, building exceptional relationships that inspire a true partnership way of working. Getting under the skin of your client, their vision and values as well as their business objectives and coming up with creative integrated marketing campaigns that exceed expectations every time. Ensuring the smooth delivery of a variety of marketing projects, from briefing designers and copywriters, to managing budgets and timelines, supported by an Account Executive and Project Manager. Ensuring your clients receive best practice advice and recommendations, by staying abreast of key client industries and the latest marketing trends. What are they looking for? An experienced Senior Account Manager who is great with clients, is consultative in their approach and who loves managing project delivery. A skilled B2B candidate with experience managing a range of multi-channel marketing campaign activity. Someone who's super organised, conscientious, communicative and solutions focused. If you’re an experienced client service pro and you’re looking to join a business that values every employee, where you can be part of a supportive and collaborative team with a nurturing line manager and super friendly/brilliant team around you, this could be just what you’re looking for. This agency is one of a kind, they have a great reputation and a genuinely fantastic culture, offer the opportunity to work flexibly with just one day a week in the office or with your client. What’s not to love? Apply online to hear more! Ref 52780 AA123
16 days ago
Birmingham
Digital Marketing Manager
Digital Marketing Manager Birmingham – 1/2 days in office per week £48,000 - £54,000 Pitch is delighted to be exclusively supporting this fabulous charity based in central Birmingham as they look to recruit a brand-new role into their team. Having hit a milestone fundraising target in 2024, they now have a new target set to be reached by 2028 and this role is pivotal in helping to achieve this! The role of Digital Marketing Manager will be responsible for innovating and driving the digital strategy to elevate awareness of the charity, increase engagement and maximise audience reach to drive fundraising activity and revenue. This is a hands-on, fully integrated digital position. Elements of the role include: Full management of website performance, creating fantastic and engaging content that is fully optimised for SEO. Supporting on the total re-design and development of a brand-new website, managing agency pitches and project managing the delivery. Leading on segmentation, creation, automation and delivery of email campaigns, building out the customer journey and ensuring maximum engagement and conversion. Managing all paid activity for PPC/Google AdWords and paid social. Utilising a data-driven approach to all digital campaigns, to monitor performance and make necessary changes to deliver the best results. To be successful in this role, you’ll need to be able to demonstrate the following: Experience of managing a large transactional website. Strong performance marketing experience across PPC, paid social, CRM, email and SEO. Track record of leading successful digital campaigns that demonstrate increased growth and revenue generation. Strong project manager and ideally previous experience of delivering a new website. Previous line management experience. Experience in, or knowledge of the charity sector, especially in digital fundraising would be highly beneficial. What do you get in return? A competitive salary. Flexible hybrid working. Generous annual leave entitlement. Employer enhanced pension scheme with an 8% contribution. Financial support towards ongoing professional development. Please note- closing date for applications is Friday 25th April. Interviews will be held on Friday 9th May. Offer of employment is subject to DBS checks. Ref 525615 AA123
16 days ago
Leicestershire
Social Media Account Director
A leading East midlands based Marketing Agency seeks a Social Media Account Director to join them award winning team. The agency is a vibrant, fast-growing creative agency delivering standout social campaigns for major retail and FMCG brands. As our Social Media Account Director, you'll shape platform strategy, lead client relationships and drive our social offering to new heights. This is a key leadership role combining strategic thinking with hands-on campaign oversight. The Role in Detail: - Develop platform-specific strategies across TikTok, Instagram, Facebook and LinkedIn - Lead a team of social specialists, providing mentorship and growth opportunities - Own C-suite level client relationships and pitch presentations - Drive paid social performance, optimizing spend and ROI - Collaborate with creative and content teams to deliver thumb-stopping campaigns - Report directly to agency leadership on department growth and innovation Essential Experience: - 5+ years managing social media for consumer brands - Deep expertise in paid social, particularly Meta and TikTok ad platforms - Proven track record leading and developing teams - Strong commercial awareness and budget management - Experience presenting to and advising senior clients - Up-to-date knowledge of platform algorithms, features and best practices - Analytics expertise across social listening tools and native platform insights The agency is a boutique team known for delivering creative, results-driven work. Our culture balances ambition with a no-ego approach. We offer genuine progression opportunities as we continue to grow. To apply, send your CV to Rebecca@pitchconsultants.co.uk Ref – 52449 AA123
17 days ago
Desborough
Marketing Assistant
Marketing Assistant Desborough £24,000 - £25,500 Hybrid working- 50/50 split office and home About the business…. This is an incredible opportunity for a Marketing Assistant to join this lovely consumer brand and be part of their awesome marketing team that continues to grow year on year. Based in a unique office, the business works at pace, delivering a luxury product into global markets. About the role…. It’s a wonderful starting point for a junior marketeer who is looking for progress their career in consumer marketing or a recent graduate looking to secure their first role. Working as part of a large team across marketing, PR and brand, this role will provide support across the mix. You’ll be delivering hands-on marketing campaigns day in and day out. You’ll be responsible for... Supporting across a range of marketing activities - traditional and digital Content creation, writing, and editing Campaign support, project management, and execution Photoshop support and logistics Management of the asset hub Research and data Email marketing Supporting the Marketing Manager with day-to-day activities and tasks. This is a key role for the business and needs someone who has a passion for detail and a great creative eye, is organised and focused and can develop exceptional relationships with all stakeholders. If you’re a passionate and committed individual looking for a fantastic opportunity to really springboard your marketing career, apply today with your CV. Due to the location of the offices, it is beneficial if you have your own transport. Ref 52582 AA123
17 days ago
Nottingham
PR Account Director - B2B - 12 month FTC
PR Account Director – B2B – 12 month FTC Nottingham £40,000 - £45,000 Pitch is working in partnership with a leading Nottingham based agency to support them in finding an experienced PR to support them over a period of maternity leave. This opportunity is with one of the midlands leading agencies, with a great reputation and enviable client base along with an extremely talented and very lovely team – you’ll not want to miss out! This agency works with a portfolio of B2B clients and places client service at the heart of everything they do, with each and every team member being supported to deliver excellent outputs that are both engaging and focused on delivering results. You’ll also get some great benefits including hybrid and flexible working (3 days onsite per week). As their amazing new PR Account Director you’ll be: Heading up a small team that ranges from Account Executive to Account Manager level. Working on high profile PR and corporate communications campaigns for a variety of market leading B2B businesses. Leading from a strategic perspective, working collaboratively with senior stakeholders within your clients’ businesses. Supporting with new business pitches and focussing on driving organic growth within your existing client base. We’re looking for a candidate who: Is currently working at PR Account Director level within an agency environment or an experienced freelancer with a similar background. Is highly experienced in B2B PR, working strategically to develop PR campaigns that deliver exceptional results. Is a brilliant leader and client manager. Sound like the next step in your career? Get in touch to hear more! Ref: 52448 AA123
At our heart
about 1 month ago
By Rebecca Thomas
Pitch Talks….
What’s the market like? We get asked this question a lot day to day.Typically, we’d be pretty quick to respond because we’re fully immersed in the hiring market and that’s generally a pretty good reflection of how happy or sad the economy is. But right now, it’s hard to give you an answer. Even if we compile the data, it’s so varied the stats almost don’t add up.Agency side – We’ve been busy. A consistent flow of incoming briefs. A steady acceptance of roles and a continued requirement for our services on both temp and perm. We’ve probably seen a little increase in temp which is always nice for our freelance friends. Most hires have been a result of replacement requirements rather than growth which means there is still candidate confidence to make a move, even in a market that may feel a little unstable.In-house wise – It’s hit and miss. We’re seeing more hesitance from this market, more FTC’s and less commitment to perm hires. Hiring also feels a little sporadic. We can normally trust the brands to have a plan; know who they need, what they need and when they need it by but that isn’t the impression we’re getting right now.However… We must caveat that with a small selection of clients who have hired at a crazy rate taking on 3-4 people over the last few months and with further plans to continue their expansion. Whichever direction we look in the landscape is different. There is doom and gloom out there but there are also many signs of positivity and encouragement.Candidate wise – We’re getting a few unicorns through our doors, and we like it when this happens! Normally this rare breed has to be chased, hunted down and sent 4,000 InMails but right now they’re open to talking and interested to see what’s out there. Redundancies? Yes, we’re hearing that word more regularly at the moment and we understand how challenging these situations can be. If you’re a candidate reading this and going through it, whatever sector you’re in – call us. We will always do our best to help.Clients if you’re hiring our advice is:+ Keep the comms up. Whether that be with your recruiter or your candidates. Let them / us know what’s happening. Even if it’s bad news and the goal posts have moved, keep talking. There is too much radio silence and it isn’t helpful to your employer brand, or to the candidates waiting to hear back from you.+ Try not to brief every man and his dog on your job. It won’t help you hire quicker but it will annoy candidates, dilute your brand in the job market and encourage a bun fight with recruitment agencies. Nobody enjoys this! + Last but not least, call Pitch we’d love to help 💚
Pitch Talks….
What’s the market like? We get asked this question a lot day to day.Typically, we’d be pretty quick to respond because we’re fully immersed in the hiring market and that’s generally a pretty good reflection of how happy or sad the economy is. But right now, it’s hard to give you an answer. Even if we compile the data, it’s so varied the stats almost don’t add up.Agency side – We’ve been busy. A consistent flow of incoming briefs. A steady acceptance of roles and a continued requirement for our services on both temp and perm. We’ve probably seen a little increase in temp which is always nice for our freelance friends. Most hires have been a result of replacement requirements rather than growth which means there is still candidate confidence to make a move, even in a market that may feel a little unstable.In-house wise – It’s hit and miss. We’re seeing more hesitance from this market, more FTC’s and less commitment to perm hires. Hiring also feels a little sporadic. We can normally trust the brands to have a plan; know who they need, what they need and when they need it by but that isn’t the impression we’re getting right now.However… We must caveat that with a small selection of clients who have hired at a crazy rate taking on 3-4 people over the last few months and with further plans to continue their expansion. Whichever direction we look in the landscape is different. There is doom and gloom out there but there are also many signs of positivity and encouragement.Candidate wise – We’re getting a few unicorns through our doors, and we like it when this happens! Normally this rare breed has to be chased, hunted down and sent 4,000 InMails but right now they’re open to talking and interested to see what’s out there. Redundancies? Yes, we’re hearing that word more regularly at the moment and we understand how challenging these situations can be. If you’re a candidate reading this and going through it, whatever sector you’re in – call us. We will always do our best to help.Clients if you’re hiring our advice is:+ Keep the comms up. Whether that be with your recruiter or your candidates. Let them / us know what’s happening. Even if it’s bad news and the goal posts have moved, keep talking. There is too much radio silence and it isn’t helpful to your employer brand, or to the candidates waiting to hear back from you.+ Try not to brief every man and his dog on your job. It won’t help you hire quicker but it will annoy candidates, dilute your brand in the job market and encourage a bun fight with recruitment agencies. Nobody enjoys this! + Last but not least, call Pitch we’d love to help 💚
9 months ago
By Lara Lee
Red flags in job adverts
Writing a job advertisement can seem like the easiest thing in the world… You just write what you’re looking for right?Wrong!The job advert is one the most important parts of the hiring process. It’s how you’re going to hook in all those amazing candidates… so why would you want to give them a bunch of red flags at stage 1?We recently asked our candidate community what their biggest red flags are when applying for a job. The kind of things which make them think “no thank you”. Here’s what they said …+ No salary displayed64% of our community said that not displaying a salary is a huge red flag. Whilst there could be a valid reason for not displaying one, for job seekers it implies either you’re underpaying your staff or you’re not certain about what you’re looking for.If you consider it from a job seekers perspective, you could have the best job and advert ever, but without a salary how are they going to know if their financial needs could be met by the business? This paves the way for less applications and more time wasted during the interview stages if potential candidates are looking for a higher salary than you’re willing to offer.+ Dual rolesA Graphic Designer/Account Manager or a Marketing/Business Development Executive. Though some roles have cross overs, advertising an opportunity as a dual role can be a turn off for many candidates, especially at a more senior level.Dual roles promote the idea that the business doesn’t quite know who they’re looking for and makes potential applicants question whether they’ll be stretched across the two disciplines.+ Confusing language and terminologyKeep it simple. If applicants have to Google what it is you’re promoting or asking for, then you’re not communicating your needs in the right way.+ Overused phrases“A good sense of humour”“Hit the ground running”You could mean well by these phrases. But honestly, they’re overused and often conjure up negative thoughts about the company.A good sense of humour – What does this even mean? I’m sure no one ever thinks they have a bad sense of humour!Hit the ground running – Does this mean a new starter gets little training and support and is simply left to crack on?Try to steer clear of these phrases if you don’t want to raise red flags to potential candidates about your business and company culture.Image credit:Header: Image adapted from photo by Zachariah Garrison: https://www.pexels.com/photo/black-traffic-light-1959841/
Red flags in job adverts
Writing a job advertisement can seem like the easiest thing in the world… You just write what you’re looking for right?Wrong!The job advert is one the most important parts of the hiring process. It’s how you’re going to hook in all those amazing candidates… so why would you want to give them a bunch of red flags at stage 1?We recently asked our candidate community what their biggest red flags are when applying for a job. The kind of things which make them think “no thank you”. Here’s what they said …+ No salary displayed64% of our community said that not displaying a salary is a huge red flag. Whilst there could be a valid reason for not displaying one, for job seekers it implies either you’re underpaying your staff or you’re not certain about what you’re looking for.If you consider it from a job seekers perspective, you could have the best job and advert ever, but without a salary how are they going to know if their financial needs could be met by the business? This paves the way for less applications and more time wasted during the interview stages if potential candidates are looking for a higher salary than you’re willing to offer.+ Dual rolesA Graphic Designer/Account Manager or a Marketing/Business Development Executive. Though some roles have cross overs, advertising an opportunity as a dual role can be a turn off for many candidates, especially at a more senior level.Dual roles promote the idea that the business doesn’t quite know who they’re looking for and makes potential applicants question whether they’ll be stretched across the two disciplines.+ Confusing language and terminologyKeep it simple. If applicants have to Google what it is you’re promoting or asking for, then you’re not communicating your needs in the right way.+ Overused phrases“A good sense of humour”“Hit the ground running”You could mean well by these phrases. But honestly, they’re overused and often conjure up negative thoughts about the company.A good sense of humour – What does this even mean? I’m sure no one ever thinks they have a bad sense of humour!Hit the ground running – Does this mean a new starter gets little training and support and is simply left to crack on?Try to steer clear of these phrases if you don’t want to raise red flags to potential candidates about your business and company culture.Image credit:Header: Image adapted from photo by Zachariah Garrison: https://www.pexels.com/photo/black-traffic-light-1959841/
10 months ago
By Natasha Price
Benefits of hiring temp talent
Did you know...According to the CIPD on average in the UK over a third of employees leave their organisations each year! This is pretty high if you ask me and I don’t believe it’s necessarily reflective of the marketing, pr and creative industries, but, we have seen candidate confidence return to the market so there is more movement out there.Whilst employees leave roles for a variety of reasons, the effect their departure has on internal teams can be damaging and have a significant effect on long-term corporate performance.Whilst firms seek to retain lost talent, 72% of employers consider skill shortages in the market to be negatively impacting the hiring process, causing the average recruitment time to lengthen. We can most definitely vouch for this, process are taking much longer in the current market. This timeline can negatively impact business functionality, where a loss of key figures combined with an over reliance on less skilled employees means the quality of work produced may decline, adding additional stresses to an already stretched workforce. So what can you do!?Organisations may do this by introducing a temporary/interim staff member to fill the gap, which though may be seen as an extra cost in the immediate period, may help reduce stress levels for your permanent members of staff. As you are taking into consideration their already heavy workloads, it may also help staff look favourably on the organisation. The skills shortage has been shown to impede the hiring process, especially when searching for senior figures with specialist skillsets. If this role is urgent, you may only hire permanent talent which fulfils part of your criteria, creating a short-term solution to your wider issue. This can be avoided by utilising a temporary staff member, who will enable you to make more deliberate decisions regarding who you hire, which is likely to have a positive long-term effect on your business. Losing an employee can be disruptive to project schedules. Replacing previous talent with an individual who requires training and additional support has been shown to increase the amount of time invested into a project, causing projects to go off budget and over-schedule. Hiring a temporary member of staff who is used to working to short deadlines and is an expert in their field is a useful way to ensure your projects remain on track, whilst you source more permanent talent to fulfil all your criteria. How can we help?Here at Pitch we can offer a range of freelance, temp, fixed term and perm solutions so whatever your situation, budget or skills gap we can help. Contact our freelance team to find out how we can help today 0121 270 4080Temp@pitchconsultants.co.uk
Benefits of hiring temp talent
Did you know...According to the CIPD on average in the UK over a third of employees leave their organisations each year! This is pretty high if you ask me and I don’t believe it’s necessarily reflective of the marketing, pr and creative industries, but, we have seen candidate confidence return to the market so there is more movement out there.Whilst employees leave roles for a variety of reasons, the effect their departure has on internal teams can be damaging and have a significant effect on long-term corporate performance.Whilst firms seek to retain lost talent, 72% of employers consider skill shortages in the market to be negatively impacting the hiring process, causing the average recruitment time to lengthen. We can most definitely vouch for this, process are taking much longer in the current market. This timeline can negatively impact business functionality, where a loss of key figures combined with an over reliance on less skilled employees means the quality of work produced may decline, adding additional stresses to an already stretched workforce. So what can you do!?Organisations may do this by introducing a temporary/interim staff member to fill the gap, which though may be seen as an extra cost in the immediate period, may help reduce stress levels for your permanent members of staff. As you are taking into consideration their already heavy workloads, it may also help staff look favourably on the organisation. The skills shortage has been shown to impede the hiring process, especially when searching for senior figures with specialist skillsets. If this role is urgent, you may only hire permanent talent which fulfils part of your criteria, creating a short-term solution to your wider issue. This can be avoided by utilising a temporary staff member, who will enable you to make more deliberate decisions regarding who you hire, which is likely to have a positive long-term effect on your business. Losing an employee can be disruptive to project schedules. Replacing previous talent with an individual who requires training and additional support has been shown to increase the amount of time invested into a project, causing projects to go off budget and over-schedule. Hiring a temporary member of staff who is used to working to short deadlines and is an expert in their field is a useful way to ensure your projects remain on track, whilst you source more permanent talent to fulfil all your criteria. How can we help?Here at Pitch we can offer a range of freelance, temp, fixed term and perm solutions so whatever your situation, budget or skills gap we can help. Contact our freelance team to find out how we can help today 0121 270 4080Temp@pitchconsultants.co.uk
11 months ago
By Rebecca Thomas
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Pitch Talk....
Pitch Talk…We were enjoying some sunnier days until today but that doesn’t mean it’s all doom and gloom! Here’s a little market update from our Managing Director, Rebecca Thomas.Market UpdateNews on the job-hunting or talent-searching front has also been a little sunnier of late. There is movement in the market, candidates are looking, and clients are hiring, which is positive for everyone! So, what’s the catch…… Truth be told, it’s a bit of a messy market right now, if you’re recruiting at the moment, you may know exactly what we mean. If you’ve not been on the lookout recently then let me give you an idea of what the landscape is like.It’s no secret that recruitment has got harder and harder over the years. When I first joined the Pitch team way back when in…(goes to check LinkedIn for her start date) 2011 recruitment was a much simpler process.Clients had simple briefs, candidates had straightforward expectations, everyone went for face-to-face interviews, worked 5 days a week and most of the time negotiation was focused on salary expectations. Which, if I’d done my job right when I qualified and sent the candidate was limited because we were all on the same page. There were less layers of complexity in offers and the pace of recruitment was quicker.Fast forward to now; We have a much wider range of skills to recruit for, many specialists, some more niche, and lots of them pretty hard to come by. PR is still PR but it could also encompass, content, social, paid, and organic. Making the search bigger, broader, and not quite so straightforward.Not only have skill profiles evolved the variables of benefits, flexibility and working hours are vast now making qualification and candidate management a whole new level of difficulty. This means recruitment is more time-consuming, takes longer to deliver, and can cause a ripple effect of challenges for many businesses.If you know the Pitch team, then you know we like a challenge and we’re totally here for it! Our product offering will always provide you with a solution tailor-made to whatever you need, ensuring we can find you what you’re looking for. We just might need to factor in a little more time, a few more variables and put our awesome negotiation and qualification skills to the test!We’re in the process of bringing out our brand new How to Recruit Guide, this will give hints and tip on how to hire better in this challenging market! This would guide you on how to do it yourself as well as how you can use an agency more effectively and overcome some of the above-mentioned issues.Pitch TalentOn the Pitch news front, we have a new starter….Natasha Price, is our newest Pitch team member and to say we’re delighted to have her would be a total understatement! Natasha joins us with a wealth of creative and marketing recruitment experience, temp and perm knowledge as well as being an ideal fit for our Pitch Culture. We love her and we know you will too. If you want to find out more about Tash, feel free to reach out to her – Natasha.p@pitchconsultants.co.uk If we’re not already in touch with you as a candidate or client give us a buzz we’d love to chat 💚
Pitch Talk....
Pitch Talk…We were enjoying some sunnier days until today but that doesn’t mean it’s all doom and gloom! Here’s a little market update from our Managing Director, Rebecca Thomas.Market UpdateNews on the job-hunting or talent-searching front has also been a little sunnier of late. There is movement in the market, candidates are looking, and clients are hiring, which is positive for everyone! So, what’s the catch…… Truth be told, it’s a bit of a messy market right now, if you’re recruiting at the moment, you may know exactly what we mean. If you’ve not been on the lookout recently then let me give you an idea of what the landscape is like.It’s no secret that recruitment has got harder and harder over the years. When I first joined the Pitch team way back when in…(goes to check LinkedIn for her start date) 2011 recruitment was a much simpler process.Clients had simple briefs, candidates had straightforward expectations, everyone went for face-to-face interviews, worked 5 days a week and most of the time negotiation was focused on salary expectations. Which, if I’d done my job right when I qualified and sent the candidate was limited because we were all on the same page. There were less layers of complexity in offers and the pace of recruitment was quicker.Fast forward to now; We have a much wider range of skills to recruit for, many specialists, some more niche, and lots of them pretty hard to come by. PR is still PR but it could also encompass, content, social, paid, and organic. Making the search bigger, broader, and not quite so straightforward.Not only have skill profiles evolved the variables of benefits, flexibility and working hours are vast now making qualification and candidate management a whole new level of difficulty. This means recruitment is more time-consuming, takes longer to deliver, and can cause a ripple effect of challenges for many businesses.If you know the Pitch team, then you know we like a challenge and we’re totally here for it! Our product offering will always provide you with a solution tailor-made to whatever you need, ensuring we can find you what you’re looking for. We just might need to factor in a little more time, a few more variables and put our awesome negotiation and qualification skills to the test!We’re in the process of bringing out our brand new How to Recruit Guide, this will give hints and tip on how to hire better in this challenging market! This would guide you on how to do it yourself as well as how you can use an agency more effectively and overcome some of the above-mentioned issues.Pitch TalentOn the Pitch news front, we have a new starter….Natasha Price, is our newest Pitch team member and to say we’re delighted to have her would be a total understatement! Natasha joins us with a wealth of creative and marketing recruitment experience, temp and perm knowledge as well as being an ideal fit for our Pitch Culture. We love her and we know you will too. If you want to find out more about Tash, feel free to reach out to her – Natasha.p@pitchconsultants.co.uk If we’re not already in touch with you as a candidate or client give us a buzz we’d love to chat 💚
about 1 year ago
By Rebecca Thomas
January takeaways….
You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. We put our heart + soul into every role at Pitch 💚
January takeaways….
You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. We put our heart + soul into every role at Pitch 💚
almost 2 years ago
By Heidi Moreby
My Journey to shareholder
Let’s take ourselves back to 4th January 2021, an eager new recruit walks into the Pitch offices, optimistic and positive about the next step in her career, being back in a vibrant office environment with her brand new team and getting back to normal in a post covid world… Seven hours later we’re back in lockdown – what a start!Two and a half years on and things look very different – for me and for the world. But as the time has passed I haven’t taken the time to reflect on my journey with Pitch, we don’t do we? We crack on because life is busy. So when I was asked to take a look back it seemed almost impossible to remember the highs and the lows, the challenges and the wins, the twists and turns in the journey – there have been many and I’ve never learnt so much, been out of my comfort zone so much, or doubted myself so much. But my overriding feelings are of pride and gratitude – I’m proud of my achievements, my perseverance when things have felt hard and I’m beyond proud of the business that I’m a part of. I’m grateful to my team, an exceptionally talented bunch of brilliant recruiters who have my back as I have theirs and I’m grateful beyond words to Reb and Rob, who took a risk in the midst of a pandemic and hired me. They gave me a chance and the promise of an opportunity that was too good to turn down, and that promise stood firm through the good times and the more challenging times. They welcomed with me open arms to what was a pretty tight leadership team and gave me the space to carve out my place, they pushed me so far out of my comfort zone that there were many times I felt completely out of my depth, but they were always there to catch me if I looked like I was about to fall (flat on my face at times!), and they supported me to grow and develop as a leader. And now, the next chapter begins… as a director and shareholder of Pitch! And I can’t wait to see what the twists and turns of the journey look like. What advice would I give thinking back on my journey? Take the risk, push yourself out of your comfort zone, try to enjoy every day and take the positive learns from the challenging times but celebrate the wins however small they are. But most importantly, surround yourself with the right people, they are worth their weight in gold.
My Journey to shareholder
Let’s take ourselves back to 4th January 2021, an eager new recruit walks into the Pitch offices, optimistic and positive about the next step in her career, being back in a vibrant office environment with her brand new team and getting back to normal in a post covid world… Seven hours later we’re back in lockdown – what a start!Two and a half years on and things look very different – for me and for the world. But as the time has passed I haven’t taken the time to reflect on my journey with Pitch, we don’t do we? We crack on because life is busy. So when I was asked to take a look back it seemed almost impossible to remember the highs and the lows, the challenges and the wins, the twists and turns in the journey – there have been many and I’ve never learnt so much, been out of my comfort zone so much, or doubted myself so much. But my overriding feelings are of pride and gratitude – I’m proud of my achievements, my perseverance when things have felt hard and I’m beyond proud of the business that I’m a part of. I’m grateful to my team, an exceptionally talented bunch of brilliant recruiters who have my back as I have theirs and I’m grateful beyond words to Reb and Rob, who took a risk in the midst of a pandemic and hired me. They gave me a chance and the promise of an opportunity that was too good to turn down, and that promise stood firm through the good times and the more challenging times. They welcomed with me open arms to what was a pretty tight leadership team and gave me the space to carve out my place, they pushed me so far out of my comfort zone that there were many times I felt completely out of my depth, but they were always there to catch me if I looked like I was about to fall (flat on my face at times!), and they supported me to grow and develop as a leader. And now, the next chapter begins… as a director and shareholder of Pitch! And I can’t wait to see what the twists and turns of the journey look like. What advice would I give thinking back on my journey? Take the risk, push yourself out of your comfort zone, try to enjoy every day and take the positive learns from the challenging times but celebrate the wins however small they are. But most importantly, surround yourself with the right people, they are worth their weight in gold.
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