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Freshly squeezed Jobs
3 days ago
Glenfield
Freelance SEO Manager
Freelance SEO Manager – 3 Days/Week Leicester (Hybrid – 1–2 Days On-Site) £240 – £300 per day 3 month booking We're looking for a sharp, hands-on Freelance SEO Manager to support our growing digital team with smart, data-driven strategies and on-page excellence. The Role: Develop and implement SEO strategies to improve search visibility and drive organic growth Carry out technical audits, keyword research, and competitor analysis Collaborate with content and dev teams to ensure best SEO practices across all platforms Monitor performance and report on key metrics using tools like GA4, Search Console, and SEMrush. You’ll Need: 3+ years' experience in SEO (both technical and content-led) Confidence managing end-to-end SEO campaigns Strong knowledge of current SEO best practices, tools, and algorithm updates Ability to translate data into actionable insights Excellent communication skills and a proactive mindset Details: Location: Leicester-based business – ideally 1–2 days/week onsite if possible
3 days ago
Glenfield
Creative Director
Creative Director Leicestershire – 2 days/week on site. Part time role 3 days/week Full time Salary - £65,000 - £75,000 Are you a big-picture thinker with bold ideas and razor-sharp creative instincts? We're looking for a Creative Director to lead and inspire this agency creative direction. This is a unique part time position for a Creative Director to join a team during an exciting rebuild phase. The agency is looking for a conceptual thinker, some who loves idea generation, get excited about new projects and enjoys nothing more than bringing their team together to deliver the best possible creative solutions. You’ll cultivated an environment of possibility, share ideas openly and work in perfect sync with the digital, PR, client services and tech team around you. The Role: As our Creative Director, you’ll shape the visual and strategic direction of campaigns, products, and experiences. From concept to execution, you’ll lead a team of designers, writers, and project manager to bring ideas to life with style and substance. What You’ll Do: Own and evolve the creative vision across brand, digital, and content Lead cross-functional teams through ideation, design, and delivery Champion high-quality creative output that connects with real audiences Collaborate closely with marketing, product, and leadership to align strategy and storytelling Inspire, mentor, and grow a talented team of creatives What We’re Looking For: 5+ years of creative experience, including agency or in-house leadership A strong portfolio showcasing integrated campaigns, digital experiences, and brand development Confident leadership and presentation skills Deep understanding of design, copy, and content trends A strategic mindset with an eye for both detail and the bigger picture Why This agency? You’ll be joining an ambitus team with big plans for the future so finding the right person to lead on the creative front is vital to their success. Additionally they have an already brimming portfolio of big clients and more knocking on their door so there is plenty for you to get your teeth into! Send your CV and samples over to me today for immediate consideration – Rebecca@pitchconsultants.co.uk Ref – 53643 AA123
4 days ago
Birmingham
Digital Marketing Manager
Digital Account Manager Birmingham- 4 days office/1 day home £30,000 - £36,000 Pitch is supporting a fabulous full-service digital agency based in central Birmingham as they continue to grow. Working with clients in the B2B sector, they offer digital services across web, search, social and email, driving fantastic inbound marketing leads using HubSpot. As a Digital Account Manager, you will be responsible for several client relationships, taking them through the review and audit process to creating a digital strategy and campaign plan. You'll also play an active role in ensuring campaigns are delivered through the delivery team and reporting on all the analytics and ROI. To be considered for this role, you will need: Previous experience of working within a digital agency. Knowledge of lead generation focused marketing to a B2B audience. A solid understanding of all digital marketing channels, including SEO, PPC, email, content, social etc. Fantastic communication and presentation skills. It would also be awesome if you have some working knowledge of HubSpot. This client needs someone who can hit the ground running, so you will already be working in a similar role where you are client facing and supporting with strategy development for their digital lead generation activity. This agency has a sociable vibe, and a collaborative and team-focused culture. They have a beautiful office in central Birmingham that is within walking distance of New Street and Snow Hill and has on-site parking. If you have read the above and think it sounds like you, apply with your CV today! Ref 50242 AA123
5 days ago
Worcestershire
Campaign Coordinator
Marketing Campaign Coordinator Wythall – 3 days office/2 days home £30,000 - £34,000 We’re excited to be working with this great retail- based client with multiple branches across the UK. They’re looking for an integrated marketer with experience of planning and delivery campaigns. Your experience could come from an agency or in-house role. Due to the location of the office, you’ll need to have your own transport and be happy to travel out to branches occasionally. In this role, you’ll be responsible for planning campaigns that support branches as local level, as well as working on regional and national campaigns. Responsibilities in the role: Take ownership of planning campaigns at local level, including budget management. Write campaign plans and briefs and communicate these to the internal marketing team and agencies for delivery. Be responsible for campaigns being delivered on time and to budget. Work with data team to gain insights on campaign performance and future plan. Experience needed: Previous experience in a marketing campaign role is needed. A full understanding of integrated marketing including digital (paid, organic, social), email, print, PR, advertising, POS. Ideally a marketing focused degree or equivalent qualification. Experience in a similar role in-house, or an integrated account management role within an agency. Excellent communication and organisation skills. In return, you’ll see investment in your personal and professional development, free health cash plan, life assurance, company pension scheme, profit-related bonus and product and retail discounts. Ref 53576 AA123
6 days ago
Leicester
PR Account Manager
PR Account Manager Leicestershire Hybrid £27,000 - £35,000 Pitch is pleased to be working with a long-established full-service agency who are looking for a PR Account Manager to join their talented team of professionals. This team can provide all the necessary services for marketing campaigns, from big idea creation and web design to effective PR and social media campaign planning. As the PR Account Manager, you will be responsible for building client and media relationships, delivering work on time, and managing a PR Account Executive. A typical day in this role will include: Prioritising between multiple tight deadlines without breaking a sweat Taking a lead in client meetings and ensuring thorough preparation Being the main point of contact for clients, advising on what to do, and taking responsibility for the delivery of work Responding to client briefs and supporting wider client objectives with proposals for PR activity Building and maintaining relationships with clients and journalists. Managing an Account Executive, leading by example, setting priorities for work, and providing support when needed Delivering excellent presentations, writing brilliant proposals, and playing a leading role in new business opportunities Working to short deadlines to respond to media enquiries. Requirements: Have at least two years of experience as a PR Account Manager, preferably within the housebuilding sector Find it easy to switch between style/tone to deliver content in a way an audience understands and finds interesting. Strong proofreading ability Understand the importance of client budgets and know how to keep within them Have strong verbal and written communication skills to deliver work, manage clients, and work effectively with other team members. Ideally have some experience dealing with crisis communications situations. Their team of over 50 passionate individuals is currently working remotely, but when they are in the office, they work in their slippers, share pictures of their pets and children, and gather for a pint at the local pub. Regardless of whether they are working remotely or in person, their team members go home happy after a fulfilling day's work. They take pride in looking after one another. If you feel like this role may be right for you, please don't hesitate and reach out to fran.d@pitchconsultants.co.uk Job Ref: 53443 AA123
6 days ago
Birmingham
Telemarketing Reps
Telemarketing Representative Birmingham – office based £25,000 - £28,000 doe Pitch is delighted to be exclusively partnering with a new client based in Birmingham as they look to add several Telemarketing Reps to their team. The team supports a network of field sales managers who travel daily in their role to meet with clients and generate sales. Your role will be to qualify incoming leads, make appointments for them, as well as outbound lead generate. You’ll need to be an excellent communicator, super-organised and be happy picking up the phone to customers. Requirements of the role include: Following up warm leads by telephone, confirming decision maker details and making appointments for the sales teams. Outbound lead generate. Handling incoming customer enquiries. Communicating via live web chat. Ensuring that all customer data is input into the CRM system accurately. Have regular update and feedback calls with field sales team. Send follow-up emails and confirmations as required. What sort of experience and qualities do you need? Previous experience in a customer-facing role- this could be in customer services or sales such a retail, hospitality, call centre etc. Exceptional communication skills, verbal and written. A high attention to detail and fantastic organisational skills is a must! Comfortable using a computer and databases. This client provides a full and thorough induction plan for all roles and requires you to be in the office at least 4 days a week. Hours of work are either 8am – 4.30pm or 8.30am – 5pm Monday to Friday. Along with the salary, the role offers 25 days holiday plus BH, pension, retail discounts. Please apply with your CV to lara.l@pitchconsultants.co.uk First interviews w/c 26th May with second interviews the following week. Ref 53509 AA123
7 days ago
Birmingham
Telemarketing Lead
Telemarketing Team Lead Birmingham – office based £30,000 - £35,000 doe This is an exciting opportunity for a Telemarketing Team Leader to join this incredibly successful global business. Leading a small team of Telemarketing Reps, you’ll be the lynchpin between the UK field sales team, the telemarketing team, and the marketing team. You’ll be highly organised, great with processes, and a fabulous communicator who can enthusiastically lead the team to ensure that targets are being met. Requirements of the role include: Oversee the daily activity of the telemarketing team to ensure that work is being completed on time and targets are met. Take responsibility for sharing leads across the team and ensure that all leads are being followed up effectively. Resource planning and managing workflow across the team. Ensure compliance and quality standards are met. Update internal documents and CRM system as necessary. Provide training and support to the telemarketing reps. Mange difficult customer conversations and be the escalation point for telemarketing reps. What sort of experience and qualities do you need? Previous experience in a customer-facing role- this could be in customer services or sales such a retail, hospitality, call centre etc. Be able to demonstrate previous leadership experience. Exceptional communication skills, verbal and written. Strong focus on the customer and wanting to provide the best possible service. Able to work in a target-driven environment and be able to motivate a team to deliver. High attention to detail. Comfortable using a computer and databases. This client provides a full and thorough induction plan for all roles and requires you to be in the office at least 4 days a week. Hours of work are either 8am – 4.30pm or 8.30am – 5pm Monday to Friday. Along with the salary, the role offers 25 days holiday plus BH, pension, retail discounts. Please apply with your CV to lara.l@pitchconsultants.co.uk First interviews w/c 26th May with second interviews the following week. Ref 53510 AA123
7 days ago
Birmingham
PR Account Director
PR Account Director Hybrid working, Birmingham City Centre Salary: £45,000 - £55,000 Are you an experienced PR Account Director looking for your next big challenge? Pitch is working closely with an award-winning consumer PR agency in Birmingham that’s on the hunt for a senior PR professional to join their talented team. This top Birmingham PR and communications agency is known for delivering exceptional campaigns across consumer, food & drink, leisure, lifestyle and retail clients. They have a wild talented team who combine creative thinking with strategic expertise to create impactful, award-winning PR campaigns. What would you day to day look like? You’ll have the chance to work on a range of impression consumer brands, providing them with creative and strategic solutions that deliver results. Working closely with the wider consumer team you’ll also collaborate with the social and content division, creative team and paid professionals. This role will allow you to be part of a dynamic, values-driven business with a collaborative culture. What’s not to love? Key Responsibilities will include Taking the lead on consumer PR strategy and campaign delivery Manage key client relationships with confidence and creativity Mentor, support, and grow a team of PR executives and managers Help shape new business opportunities and grow agency services Contribute to the agency’s leadership and long-term vision What They’re Looking For: Proven experience in consumer PR within an agency environment Good media relations skills and contacts within the national press Strong strategic mindset with excellent client leadership skills Skilled team manager and communicator If you're a senior PR professional looking to take the next step in your career with one of Birmingham’s top PR agencies, don’t miss this opportunity. This is your chance to work on exciting brands, lead a top-performing team, and enjoy real work/life balance. Apply now or contact us to learn more about this fantastic PR Account Director opportunity – rebecca@pitchconsultants.co.uk Ref – 53342 AA123
At our heart
2 months 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 💚
10 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/
11 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
12 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 💚
over 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 Rebecca Thomas
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
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