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Freshly squeezed Jobs
2 days ago
Birmingham
Mid-Weight Designer
Mid-Weight Designer – 6 month FTC Birmingham £32,500 - £35,000 Pitch is excited to be partnered with a Birmingham based creative marketing agency to help them find a super talented Mid-Weight Designer to join their team to support for a six month period. This role perfectly bridges the gap between an in-house and agency position, ensuring you get all the perks of working in-house without missing out on the agency buzz. This is a really exciting time to be joining this brilliant business! They offer a fantastic work environment, some great benefits and a really exciting opportunity to work on a huge range of design projects. As an internal agency that services a variety of divisions within the business, all of your clients are on your doorstep, along with internal capability for delivery across all channels with a team of creative specialists. They offer an unrivalled benefits package including 40 days holiday (that’s right!), a hybrid home/office working model 93 days onsite) and 9-5 working hours amongst other attractive perks. As their Mid-Weight Designer you’ll: Have the opportunity to work conceptually, aswell as being hands on with design. Be heavily involved in ideas and concept creation from scamps to concept development and visual mock ups across a variety of channels from more traditional print projects through to digital assets and web builds. Be hands on with design work in all areas, with the opportunity to play to your strengths. This agency is looking for a candidate who: Is an experienced designer with a varied background across print and digital channels. Has a strong conceptual approach and can take a lead with ideation. A real nice to have in this role is someone with the design ability to design and build WordPress websites so this experience would really stand out! This is a fantastic opportunity to join a fast paced and ambitious internal agency that has a commercial and creative approach. If you’d like to hear more about this brilliant role please get in touch! AA123
4 days ago
Birmingham
Digital Marketing Executive
Digital Marketing Executive Birmingham- 5 days in office £27,000 - £30,000 Are you a digital marketer who has experience working within an eCommerce business? Are you passionate about what you do and the impact that your job has on the business? Would you like to work for a fast-paced FMCG business who provide excellent development opportunities? If you have answered yes to all of this, please read on! This is a lovely role for a digital marketing executive who has experience of uploading products to an eCommerce site and has some experience of running paid social campaigns on Meta. If you have experience using Google Ads and email marketing experience, this would be an added bonus. Key elements of the role include: Uploading new products to the Shopify CMS and monitoring performance. Amending pricing for promotional activities on the site. Liaising with the creative team to brief in digital asset requirements for website and social media posts. Create written content for social media posts and liaise with SEO team to ensure content is optimised. Manage paid social campaigns across Meta and monitor results. Occasional email marketing, writing content and dropping into template. Any other duties as required. Experience needed: Previous experience within an eCommerce business is essential – this could be B2C or B2B. Previous experience of uploading products and content using CMS- ideally Shopify but any others such as Woocommerce, Magento, WordPress is fine. Good understanding of integrated digital marketing and how it drives traffic to an eCommerce site. Strong communication skills and the ability to liaise with multiple stakeholders. Experience of using tools such as GA4, Meta Ads Manager, Klaviyo, Mailchimp or similar. The most important thing is that you love what you do and you thrive on seeing your work delivering results! Easily walkable from any of the city centre train stations, this business work 5 days a week in the office – no hybrid working opportunity is available. Ref- 52148
6 days ago
Telford
PR & Communications Executive
+ PR & Communications Executive + Wolverhampton + £28 - £35k + 3 days in office (flexible start and finish times) A brilliant opportunity has arisen for a PR & Communication Executive to join an excellent team in the Shifnal area. The opportunity would suit and experience PR and Communications Executive with a wealth of experience writing, media relations, internal and external communications strategy and experience of enhancing a brands reputation. As a brand guardian of the company you will be responsible for building awareness of the brand, the amazing work they do and the people they help day in and day out. Day to day you will: - The role will be responsible for developing and implementing effective PR and communications plans - Build strong relationships with the media locally and nationally - Lead on ensuring they get good press coverage - Proactively maximise all media/ press opportunities - Handle internal and external comms as well as stakeholder management. - Produce compelling and creative copy for key publications and website content - Support across numerous events - Liaise with agency suppliers The role is varied and eventful. Suiting an individual who enjoys being busy and being part of a brand that truly makes a difference to the community. There will always be plenty to do in this role but the rewards of truly making a difference to people’s lives will be totally worth it To be considered for this role send your CV over to me today; rebecca@pitchconsultants.co.uk AA123 Ref:P52115
9 days ago
Worcestershire
PR Account Manager
+ PR Account Manager / PR Senior Account Manager + £30,000 - £40,000 + Fully remote role Overview: A super successful boutique PR agency is looking for a strong PR Account Manager to join their talented team and support them during an exciting period of development. The agency operates a fully remote working policy with regular meet ups in the West Midlands area. You will be required to attend these meetups so should plan to be travelling at least 1 day/week These guys worked remotely long before 2020 so they know how to do it and how to do it well! The Opportunity: The agency has a brilliant family feel and an excellent reputation in the market. They have had a great start to 2025 and due to increased workload, new client wins, and promotions are looking to expand their team. This role has come about due to an internal promotion and will work alongside a committed and collaborative team. The agency focuses on delivering strategic communications solutions to a range of interesting B2B brands. Known for their creative thinking, integrated approach and delivering results, this is a great place to start or develop your career. Day to day you will be responsible for: Building relationships with a selection of clients. Delivering PR and digital media campaigns. Writing press releases and content for social. Developing excellent relationships with local and national media. The ideal candidate will be/have: A confident PR professional with experience delivering B2B PR and digital media campaigns. A good understanding of agency life and account handling. Excellent writing skills, media relations experience, and a willingness to go the extra mile. To be considered you’ll need to be an experienced PR pro, understand b2b comms and enjoy agency life. This is an excellent opportunity to grow with an entrepreneurial and committed agency. Send your CV today for immediate consideration! AA123 Ref: P51983
9 days ago
Nottingham
Marketing & Social Media Executive
Marketing & Social Media Executive Nottingham (5 days onsite) £25,000 - £29,000 Pitch is excited to be supporting a leading Nottingham based agency to help find then a brilliant new recruit to work in a hugely varied role supporting across marketing and social media activity for a range of high-profile consumer brands. This agency is a real gem, they work on some iconic brands within the lifestyle and interiors sector, supporting with showstopping creative campaigns that span all channels, from beautiful design work to scroll stopping social content, they have every angle covered. As their new Marketing & Social Media Executive you’ll be working in a hugely varied role that includes: Managing social media campaigns – writing posts, scheduling content and managing communities. Communicating with clients on a day to day basis, ensuring that they are kept updated every step of the way. Project managing photoshoots – coming up with locations, supporting stylists and managing shoot logistics. Managing design projects through the team, briefing studio and overseeing project delivery. This could be the perfect fit for you if … You have a strength in social media management, but a drive to get involved in broader areas of marketing or design too. You’re really happy to work in a broad role that pulls on a range of skillsets and allows you to develop your experience You are based locally to Nottingham as this role is office based 5 days per week. Want to hear more? Get in touch! Ref: 52082 AA123
9 days ago
Stratford-upon-Avon
Client Strategy Director - 12month FTC
+ Client Strategy Director + Media agency + Warwickshire + 12 month FTC + Flexible working – 1 day in office minimum + £65,000 - £75,000 Overview: Incredible opportunity for a senior media professional to join an awesome independent media agency for a 12-month contract. Based in Warwickshire the agency operates a flexible working pattern and would require this person in office 1 day/week. The key client is based in London so you’d need to be able to get to both of these locations on a semi-regular basis. The role: As the Client Strategy Director, you’ll play an essential role in creating and executing impactful strategies for a diverse client portfolio. You’ll drive the development of comprehensive media plans aligned with client goals, manage budget forecasts, and foster growth within your team. Responsibilities: Setting all aspects of our media strategy, leading the client servicing team, identifying key media trends, and integrating the latest media technologies into our overall business strategy. Developing strategic relationships with media partners. Design and guide full-funnel media plans and recommendations, ensuring strategies align with clients’ brand vision and objectives. Use past performance data and advanced planning tools to refine and strengthen strategies Seek growth opportunities that drive profitability through strong fiscal management and strategic insight. Serve as a trusted contact for clients, building relationships, deepening your understanding of their business, and proactively identifying opportunities Mentor and support a wider team fostering a culture of innovation, continuous improvement,t and agility. To be considered you will need a strong media agency background and an ability to straddle strategic media plans, client services, creative thinking, commercial planning, and team management. Yes! There is a lot to do in this role! The role will require a confident, curious and commercial individual who can join the team and quite literally hit the ground running. To find out more about this cracking opportunity get in touch with me today: Rebecca@pitchconsultants.co.uk AA123 Ref: 51950
10 days ago
Warwickshire
PR Account Executive / Senior PR Account Executive
PR Executive / Senior PR Executive Warwickshire (hybrid working) £25,000 - £29,000 Pitch is proud to be supporting an ambitious, integrated agency based in Warwickshire to help in their search for a superstar PR Account Executive (or Senior 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 are an experienced PR (agency or in house) with a creative approach. 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
11 days ago
Birmingham
Digital Marketing Account Manager
Digital Marketing Account Manager Birmingham Salary - negotiable Fancy working somewhere a little bit… well, different? Pitch is proud to be partnered with Kubix, one of the top tier Shopify agencies in the UK, to help in finding them a brilliantly talented Account Manager to join their absolutely amazing team! Kubix is an exceptional business, a Shopify Plus partner AND Google Premier partner, the team works with a huge range of e-commerce clients that trust them to create beautiful Shopify websites and come up with digital marketing campaigns that drive traffic and covert sales. That’s what they do, but what’s their WHY? We never stop growing – Together. And that really says it all; from working with bigger and better brands than ever before, to being able to offer long term development and career opportunities to their growing team, Kubix will continue to grow using their guiding values of clarity, creativity, integrity and tenacity to keep them on track. Their office space is unbelievable, with windows looking right onto Birmingham’s canals (much to the surprise of the daily canal boat owners that sail by!) and their team loves to be in the office together on a daily basis. They’re a team of close-knit individuals, with a collective whopping 88 years at Kubix which, for an agency that’s just celebrated its 8th birthday is pretty epic. From their breakfast club to their Champions of the Week, they truly believe that a happy workforce makes for happy work. Sound like the kind of business you want to be a part of? Here’s what you’d be doing as their brand-new Digital Account Manager: You’ll be client facing, building great relationships with your clients and working closely with them to understand their objectives and their challenges. You’ll have the opportunity to create digital marketing campaign strategy and plans for a whole host of brilliant e-commerce brands. You’ll be crafting briefs and project managing campaign creation. You’ll have the chance to be hands on with all manner of ecommerce marketing including advertising and email marketing. What experience are we looking for? An experienced digital marketer with excellent communication and organisational skills. Experience working within a busy agency environment. A friendly, collaborative, motivated and enthusiastic person with a proactive approach. And what about the package? We know that including a salary indication is helpful, we always try to do this wherever we can and appreciate it can be frustrating to keep something so important so vague. But on this occasion, the Kubix team are in a position to consider a wide variety of experiences and salary levels for this role, so when we chat we can understand what that needs to look like for you and if you’re the best person for the role a salary in line with where you at and what you’re after will be on offer! If you’d like to hear more, we’d love to hear from you! Ref: 50209 AA123
At our heart
5 days 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 💚
8 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/
9 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
10 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 💚
over 1 year 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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