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Our Latest Jobs
about 2 hours ago
Surrey
PR Account Executive
A leading communications agency based in Surrey are looking for a talented B2B PR Account Executive to join their growing team.This agency have a brilliant family feel and an excellent reputation in the market. They have had a great start to 2021 and due to increased work load, new client wins and promotions are looking to expand their team for the second time this year. 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 Executive with experience delivering B2B PR and digital media campaigns. A good understanding of agency life and account handling along with excellent writing skills, media relations experience and a willingness to go the extra mile. If you are a recent graduate with related internship experience and strong writing skills then this could also be a great role for you! Initially this role will be based from home, but will transition into a full time office based position in the coming months. BB123
about 23 hours ago
Leicestershire
SEO or Paid Social - Account Manager
Pitch are currently busy with lot’s of opportunities in Leicestershire! We are now recruiting for a digital specialist role, to join a thriving agency who are making big strides in international waters. This medium sized agency, who have welcomed 7 new staters throughout the pandemic, aren’t showing signs of slowing down. The opportunity is for a SEO or Paid Social Media Account Manager - we will consider both types of roles. As the agency have experienced a significant increase in demand for their digital services, there is now an opportunity for someone to take ownership and lead a series of accounts, delivering on Search, or Paid Social Media. Already housing a team of creatives, strategists, account directors, we are looking for someone dedicated to SEO or Paid Social Media to support in driving digital channel performance. You will have the opportunity to work with household brands, global clients and be part of an agency that truly cares about their culture and employee wellbeing. Requirements: N.B you do not need to tick all boxes below to be considered. Experience in a client-facing role, managing organic and paid search campaigns. Using SEMRush & Screaming Frog/AdWords, GDN, Google Analytics. Social channels; Facebook, LinkedIn, Youtube, Twitter. Optimising campaigns, tracking and reporting back to clients. Ability to develop long-term relationships with clients. Strategic insights for clients. Budget management. In return our client are offering a generous benefits package, including the opportunity to earn a bonus and plenty of flexibility with how you plan your working week - this role would however require you to be based in the office for at least 3 days per week. AA123
about 23 hours ago
Leicestershire
Account Manager / Senior Account Manager | Marketing Agency
Pitch are recruiting exclusively on behalf of a small, tactile integrated creative agency based in Leicestershire who are hiring for a new role as part of growth. The agency work with a variety of clients across B2B and B2C sectors, delivering highly creative and meaningful marketing campaigns, both digitally and offline. Whether it’s launching a new brand, generating noise and buzz for a new product launch, or creating targeted marketing campaigns to drive awareness and footfall to events - this agency has a track record of delivering successful results for their clients, embracing the power of creative. Working closely with an Account Director, we are looking for an Account Manager/Senior Account Manager to join this award winning agency and drive campaign work, collaborating with designers, photographers and other creatives to deliver client requirements. Specifically, we are looking for candidates with a background in agencies who have been working on social media (paid or unpaid), marketing campaigns, creative & design, photography and influencer marketing. As an Account Manager/Senior Account Manager you will be working directly with clients, briefing in the creative team and leading on projects in a busy, but super fun agency setup. Their beautiful office is a great place to be and they all can’t wait to get back in as a team. If you are looking for more strategic involvement with clients, more opportunity to push creative boundaries and want to be part of a growing team who are passionate about their work - this is a fantastic opportunity. For more information get in touch. AA123.
1 day ago
Birmingham
Account Director
Pitch are working in partnership with a fantastic agency based just outside of central Birmingham to help them to find a brilliant Account Director to join their growing team. This unique agency has experienced huge growth since it was founded six years ago, cultivating a culture that is second to none and offering a working environment that rewards and recognises talent and hard work as well as offering excellent opportunities for progression and development in the longer term. This agency is content focused, they create viral social media content for a range of high profile clients, the results and engagement they see are unbelievable and the content they create pushes every creative boundary. Their culture is at the heart of everything they do and they’re proud of it. Although an agency of over 100 people, they have worked hard to maintain their close knit feel, each and every individual is recognised and accountable for the part they play in creating highly creative content and forward thinking campaigns. They work in a super cool recently refurbed office space and offer lots of soft benefits including: Your birthday and anniversary off. 9-5 working hours. Free parking. Free breakfast, lunch and snacks. Coffee bar, onsite barista and a free bar. Regular training and ongoing development. Flexible working will remain post Covid with two days at home and three in the office. Salary - £40-45k. This is a fantastic opportunity to join a business that has seen itself double in size over the past 12 months and it’s showing no signs of slowing down! As an Account Director you’ll: Work as a key part of the agencies client services team, leading on a broad range of high profile key accounts, creating strategy and overseeing delivery. Lead and mentor a team of Account Managers. Be working with your clients and creative teams to come up with awesome campaign ideas to promote brands online. Have a focus on video content creation so you’ll be present on high profile shoots and responsible for ensuring content is delivered to an exceptional standard. Have a commercial approach to maximising opportunities within your client accounts. This agency is looking for a candidate who: Is an established Account Director with a background in integrated, digital or social media. Has agency experience and is used to leading strategy and overseeing delivery for a range of clients. Is a strong team manager, experienced in leading and motivating a team to achieve excellent results. If you’re an experienced Account Director and you’re looking to join a leading Birmingham based agency, working as part of a passionate and highly creative team within a business that offers excellent benefits and long term progression opportunities then please get in touch! AA123
1 day ago
Coventry
Senior Product Designer
Pitch have recently partnered with a luxury retailer based in Coventry who are looking for a Senior Product designer to join their studio team. Like many businesses, my client experienced many challenges the past year, but due to their organisation and strong brand presence within their market they are in an extremely strong place this year and are busier than ever! The Senior Product Designer is a key role within the Design team and will work closely with a collaborative studio team to deliver new product designs to their varied B2B and B2C markets. Reporting into the Design Manager you will be responsible for the following: Developing new design ideas and surface patterns appropriate to their own product categories aligned with the business strategy. Spend time researching the market, looking at competitor activity and gaps in target categories to support the development of new design concepts. Develop new product artwork and visualisations to bring new ideas to life. Lead in the colourisation of new products. Liaising with external suppliers when needed, ensuring organised project and time management. Create mood boards demonstrating ideas and product concepts to present to the wider team. Analyse sales and product performance data to determine where changes may need to be made. Manage and support in developments across sampling and production trials. Work collaboratively with the photography team, ensuring products are being visually represented effectively. To be considered for this role you must have experience in a commercially focused design role. Knowledge within interiors and textiles is desired. You must be a driven and organised individual who is able to successfully project manage.The team is currently based from home, but this role will be office based once safe to do so. Please only apply if you are happy and able to commute to Coventry on a daily basis. Travel may be required for this role, so a clean UK Drivers license is also desired. There are opportunities to travel internationally as well for various events and exhibitions. You must have the right to work in the UK to be considered for this role, visa sponsorship is not available unfortunately. AA123
1 day ago
Birmingham
Product Designer | Remote
Pitch are supporting a digital agency who are looking to recruit a Product Designer. This is an essential role within our clients team as you’ll be creating solutions that will pusing the product development lifecycle, whilst working i collaboration with the development & creative team within the agency. Our client are looking for someone with the necessary skills and expertise take their solid infrastructure and tools to the next level and achieve its full potential. You’ll be an expert in design best practises, especially when it comes to accessibility, internationalisation and mobile vs web. Responsibilities: + Confidently execute the design process for creating & improving separate components & patterns such as colour theory, typsetting, visual hierarchy & layout. + Create and build tools & libraries which are easily usable by the designers. + Create clear & helpful documentation on the design system to better equip the in-house designers; including usage guidelines, examples & diagrams. + Promote the benefits & abilities of the design system across the business, alongside guidance and troubleshooting issues. Requirements: + Have proven first-hand experience designing and developing a design system. + 3+ years experience working in Product Design with at least 2 years experience directly working on Design Systems. + Strong project management skills. + A portfolio showcasing high-quality design specifications & documentations. + Expert in both Sketch & Figma. + Experience working with development processes, whilst working as part of an Agile/Scrum team. + Knowledge of HTML, CSS, SASS/SCSS (Bonus but not essential). This is a remote working position, so you must be comfortable working in this way yet still be able to act as part of a team.
2 days ago
Leicestershire
Social Media - Account Manager/AD | Creative Agency
Pitch are working on an exciting new assignment in Leicestershire, working with a medium-sized digital & creative agency who are recruiting for multiple new roles. The agency have experienced significant growth from some of their larger clients throughout the pandemic and have ‘virtually' welcomed 7 new starters into the team in the past 12 months. Continuing with their aggressive growth plans, we are looking for an Account Manager/Senior Account Manager to lead on Social Media activity with some high profile clients. As part of the client-services team, the successful candidate will work within a busy team of social media strategists, content creators, SEO specialists, designers and other creatives to deliver outstanding social media campaigns and projects, pushing creative boundaries. Collaborating with videographers and photographers, the successful candidate will brief the creative team on new projects, ensuring the smooth delivery of projects and campaigns. You would be working with household brands across the B2C sector. We are looking for candidates who have led on social media strategies for major brands. Paid social media experience is beneficial. In return, the agency offers a generous package and monthly team initiatives and incentives. Above average holiday entitlement, and flexibility is on offer for all employees. Responsibilities: Strategic involvement with major brands; campaigns, projects & initiatives. Content curation & creation; all social media channels. Campaign implementation, and ongoing project management. Community Management. Influencer relationship management. Collaboration with the creative team; designers, photographers and more. Reporting on campaigns, optimising and generating new ideas for clients. To be considered for this role, you must have at least 2 years experience leading social media campaigns. For more information get in touch. AA123
3 days ago
West Midlands
PR Account Manager Consumer
A brilliant West Midlands based agency are on the hunt for a tenacious, committed, and creative PR & Social Account Manager to join their award-winning team consumer team. This impressive agency is well known for their exceptional PR work, regularly sweeping up awards and accolades for the outstanding impact they have on client’s brands. Due to increased workload and new client wins, the consumer PR team need to bring a new PR Account Manager into the team. What you need: A base of PR and social media experience, ideally for an agency background. Experience in writing press releases, charming the media, developing relationships, and delivering great coverage for your clients. Digital experience. Specifically managing content calendars and engaging via social platforms to develop web and blog content. The role will work across a range of consumer, leisure and health brands, so there will be a range of closely activity to get involved with from day one. The team are looking for someone who is a team player, ambitious and creative. So, if you’d like to be part of this award-winning team, having the opportunity to work on some big brand names the apply today to find out more. AA123
Our Latest Opinions
1 day ago
By Julia Williams
Why an employer won't offer flexible working
With reports that 87% of employees and job seekers foresee flexible working being a large part of the renumeration package for the foreseeable future, it can be easy to assume that businesses are likely to follow this trend, enabling flexible working benefits for their teams. Whilst we have seen a steady increase in the volume of flexible working jobs being offered over the past year, not all businesses have been able to commit to following the trend. Why would an employer not offer flexible working? There can be many reasons why an employer may not be willing to offer flexible working. Sometimes it can be as simple as employees not being able to do their job from home, a dip in productivity or the need to work as part of a collective; but for roles mostly undertaken in an office environment surely this would be possible? One of the largest barriers to offering flexible working for some employers has not been a reduction in productivity but a loss of culture. Proven to be beneficial for performance and staff retention, culture is the driving force behind many brands recruitment strategies. It is what helps to unify teams, ensure collaborative efforts, drive creativity & innovation and helps craft an enjoyable workplace. This loss of culture, especially within smaller businesses and agencies, has put a strain on how some teams are able to engage with each other, with a lack of face to face contact sometimes creating tension and frustrations in daily working habits. Can I persuade an employer to offer flexible working? Persuade is a strong word and we would say no. In some instances employers may be willing to become more agile if you are clear and transparent with them about what you want and why. For instance, an employer may be more willing to offer some flexible working to an individual who has childcare commitments or a long commute versus a person who wants to work flexibly just because it is a ‘nice to have’ perk. It’s important that an employer understands the reason for a request and the benefits of working that way for both parties, opening up an honest discussion is a good place to start. I’m looking for flexible work, what can I do? If you’re looking for flexible work we encourage you to always be clear with a potential employer about what you want and why. You should evidence this where possible in your CV/cover letter and bring it up as a topic for discussion during your interview. Ensuring you are transparent at all times avoids any issues further down the line and allows an open conversation, giving you he best chance of getting exactly what you are looking for when job searching. If this is not proving to be successful for you, an alternative option may be to consider the freelance route. Overall we tend to see a lot more flexibility being offered with freelance contracts, but there are other factors to consider including having less stability than you would in a permanent role. My employer isn’t offering flexible working. What can I do? If like many, you have had a taste of flexible working over the last 12 months, but are soon expected to return to the office on a full-time basis, it is worth opening up a conversation with your employer about the reasons why you are being asked to return and whether a hybrid home/office model could work. Sometimes the factors behind the decision may be outside of your control, but if you feel this is not the case then it is worth highlighting to your employer the reasons why you would benefit from flexible working and how this can be managed internally. If it is the case that you need flexibility but it cannot be offered to you, then it may be time to consider looking for a new role which offers you the benefits you are seeking. Though flexible working is a trending topic amongst job seekers, it is wise to remember that 12 months ago the opportunity to work flexibly was rarer than today, and whilst it may feel unjust that not all employers are offering the benefit, many have fair reasons for not doing so just yet. Image credit: Header: Adapted from Photo by Davis Sanchez from Pexels
Why an employer won't offer flexible working
With reports that 87% of employees and job seekers foresee flexible working being a large part of the renumeration package for the foreseeable future, it can be easy to assume that businesses are likely to follow this trend, enabling flexible working benefits for their teams. Whilst we have seen a steady increase in the volume of flexible working jobs being offered over the past year, not all businesses have been able to commit to following the trend. Why would an employer not offer flexible working? There can be many reasons why an employer may not be willing to offer flexible working. Sometimes it can be as simple as employees not being able to do their job from home, a dip in productivity or the need to work as part of a collective; but for roles mostly undertaken in an office environment surely this would be possible? One of the largest barriers to offering flexible working for some employers has not been a reduction in productivity but a loss of culture. Proven to be beneficial for performance and staff retention, culture is the driving force behind many brands recruitment strategies. It is what helps to unify teams, ensure collaborative efforts, drive creativity & innovation and helps craft an enjoyable workplace. This loss of culture, especially within smaller businesses and agencies, has put a strain on how some teams are able to engage with each other, with a lack of face to face contact sometimes creating tension and frustrations in daily working habits. Can I persuade an employer to offer flexible working? Persuade is a strong word and we would say no. In some instances employers may be willing to become more agile if you are clear and transparent with them about what you want and why. For instance, an employer may be more willing to offer some flexible working to an individual who has childcare commitments or a long commute versus a person who wants to work flexibly just because it is a ‘nice to have’ perk. It’s important that an employer understands the reason for a request and the benefits of working that way for both parties, opening up an honest discussion is a good place to start. I’m looking for flexible work, what can I do? If you’re looking for flexible work we encourage you to always be clear with a potential employer about what you want and why. You should evidence this where possible in your CV/cover letter and bring it up as a topic for discussion during your interview. Ensuring you are transparent at all times avoids any issues further down the line and allows an open conversation, giving you he best chance of getting exactly what you are looking for when job searching. If this is not proving to be successful for you, an alternative option may be to consider the freelance route. Overall we tend to see a lot more flexibility being offered with freelance contracts, but there are other factors to consider including having less stability than you would in a permanent role. My employer isn’t offering flexible working. What can I do? If like many, you have had a taste of flexible working over the last 12 months, but are soon expected to return to the office on a full-time basis, it is worth opening up a conversation with your employer about the reasons why you are being asked to return and whether a hybrid home/office model could work. Sometimes the factors behind the decision may be outside of your control, but if you feel this is not the case then it is worth highlighting to your employer the reasons why you would benefit from flexible working and how this can be managed internally. If it is the case that you need flexibility but it cannot be offered to you, then it may be time to consider looking for a new role which offers you the benefits you are seeking. Though flexible working is a trending topic amongst job seekers, it is wise to remember that 12 months ago the opportunity to work flexibly was rarer than today, and whilst it may feel unjust that not all employers are offering the benefit, many have fair reasons for not doing so just yet. Image credit: Header: Adapted from Photo by Davis Sanchez from Pexels
2 days ago
By Ellie Tibbs
What the IR35 changes mean for you
On April 6th 2021 the legislation around IR35 is due to change, but despite being just around the corner, only 21% of freelancers admit they feel ready for the changes. Getting your head around the changes may appear complicated at first, but to help put your mind at ease we spoke with our freelance consultant Ellie about what the changes mean for you as a freelancer. What is changing? IR35 is nothing new and has been in force since April 2000. The tests for determining the IR35 status are not changing, but what will change is the responsibility for who decides IR35 status and the administration around this. From April 6th 2021, it will become the responsibility of the client to make the IR35 status decision around who deducts tax and National Insurance Contributions (NIC). What is meant by inside vs outside IR35? You may have heard the terms ‘inside and outside IR35’ being used in relation to freelance projects. If an assignment is deemed to be inside IR35 this means that as a freelancer the service you would deliver would classify you (for tax purposes) as an employee of the business rather than an intermediary. In this instance it will be the responsibility of the client/fee payer to make tax and NIC deductions, reporting these to HMRC. If an assignment is deemed to be outside IR35 then you will be considered (for tax purposes) to be operating as a genuine business and therefore responsible for paying your own taxes, generally through a PSC/Ltd company. I work through an umbrella company, does this apply to me? No, all PAYE and umbrella workers are unaffected by the changes to IR35. I work as a limited company do these changes apply to me? Yes the changes will affect you if your assignment is deemed inside IR35. Our intro to IR35 document goes into more detail about how this may impact you and the various routes you or a client may wish to take when falling inside the IR35 changes. For inside IR35 assignments, you may want to consider working through an umbrella company. What does IR35 mean for small businesses? Small businesses are exempt from the changes coming into effect April 6th 2021. But what makes a business a small business? The definition in sections 382 and 383 of the Companies Act 2006 states that a small business is a company which, in a particular tax year meets two or more of the following conditions: Having a turnover of not more than £10.2 million. Having a balance sheet total of not more than £5.1 million. Having no more than 50 employees. This is just a brief overview into the changes and for a deeper look into how IR35 may impact you as a freelancer or business owner, our free IR35 introduction PDF provides more detailed information, including cost comparisons and the key things to look our for. Image credit: Header: Image adapted from Photo by Djordje Petrovic from Pexels
What the IR35 changes mean for you
On April 6th 2021 the legislation around IR35 is due to change, but despite being just around the corner, only 21% of freelancers admit they feel ready for the changes. Getting your head around the changes may appear complicated at first, but to help put your mind at ease we spoke with our freelance consultant Ellie about what the changes mean for you as a freelancer. What is changing? IR35 is nothing new and has been in force since April 2000. The tests for determining the IR35 status are not changing, but what will change is the responsibility for who decides IR35 status and the administration around this. From April 6th 2021, it will become the responsibility of the client to make the IR35 status decision around who deducts tax and National Insurance Contributions (NIC). What is meant by inside vs outside IR35? You may have heard the terms ‘inside and outside IR35’ being used in relation to freelance projects. If an assignment is deemed to be inside IR35 this means that as a freelancer the service you would deliver would classify you (for tax purposes) as an employee of the business rather than an intermediary. In this instance it will be the responsibility of the client/fee payer to make tax and NIC deductions, reporting these to HMRC. If an assignment is deemed to be outside IR35 then you will be considered (for tax purposes) to be operating as a genuine business and therefore responsible for paying your own taxes, generally through a PSC/Ltd company. I work through an umbrella company, does this apply to me? No, all PAYE and umbrella workers are unaffected by the changes to IR35. I work as a limited company do these changes apply to me? Yes the changes will affect you if your assignment is deemed inside IR35. Our intro to IR35 document goes into more detail about how this may impact you and the various routes you or a client may wish to take when falling inside the IR35 changes. For inside IR35 assignments, you may want to consider working through an umbrella company. What does IR35 mean for small businesses? Small businesses are exempt from the changes coming into effect April 6th 2021. But what makes a business a small business? The definition in sections 382 and 383 of the Companies Act 2006 states that a small business is a company which, in a particular tax year meets two or more of the following conditions: Having a turnover of not more than £10.2 million. Having a balance sheet total of not more than £5.1 million. Having no more than 50 employees. This is just a brief overview into the changes and for a deeper look into how IR35 may impact you as a freelancer or business owner, our free IR35 introduction PDF provides more detailed information, including cost comparisons and the key things to look our for. Image credit: Header: Image adapted from Photo by Djordje Petrovic from Pexels
8 days ago
By Heidi Moreby
Why graduate unemployment matters
Graduate/junior level recruitment has taken a huge hit over the course of the last year with an 11% reduction in the number of entry-level graduate jobs and concerns over youth unemployment mounting. Whilst it is easy to assume that these up and coming graduates will recover in time, a lack of hiring in the entry-level/junior market is likely to have a negative impact on businesses in the long-term. Why businesses are not hiring juniors Most businesses have had a turbulent 12 months to say the least. Financial constraints have meant businesses have had to make cost focused decisions around hiring. Whilst hiring a junior or less experienced employee is more cost effective from a salary perspective, when it comes to short term commercial impact their influence is likely to be less than that of a more experienced hire. Due to placing a heavy focus on generating revenue, many companies have not been able to invest the time they may have previously put into training a junior/graduate level hire, making hiring mid-level talent the preferred option. A further barrier has been the issue of trust surrounding remote working and younger employees, with some businesses not feeling confident in their ability to support, train and onboard a junior team member remotely. Why not hiring junior talent is an issue Many business owners and leaders may see junior unemployment as a small issue in relation to other business challenges being faced right now, unlikely to impact them and their teams in the long-run. But this is far from the reality. Future skills The workplace is going through a digital revolution, with digital marketing, content and ecommerce skills more in demand than ever. As digital skills become more in demand, employers are likely to want to hire people who have knowledge and experience of using such platforms on a daily basis. This is where the generation of ‘digital natives’ comes into play. Having grown up in the world of social media, algorithms and technology, digital natives are extremely in tune with developments in the technical space and may be able to help drive businesses forward in the digital revolution. The issue? They currently don’t have the required experience to make an impact despite holding the basic skills and drive. Digital natives are currently the junior talent knocking on so many businesses doors and a failure to take on that talent, nurture and grow it, could have an impact on the digital evolution of many businesses years down the line. Nurturing your own talent Though taking on a junior hire requires a lot of time and sometimes monetary investment in training, it is often a fantastic way to how grow your own talent, effectively shaping it to business needs and expectations. Taking on a junior hire can also have an added bonus of up-skilling current teams, providing managers and mid-level employees with the opportunity to lead and mentor less experienced talent, developing their management skills in all areas from project management to training. In-house roles can be very diverse, requiring many different areas of responsibilities If you have a skills gap in your team, a graduate is a great option to invest in! You can support them in learning the specific skills that your team/business require. They are often more open to specialising in an area than someone who has been working more generalist roles for and who has already found their niche. The silver lining Though some businesses have continued to hire junior talent throughout the last 12 months, overall it has been a challenging market for graduate/entry-level job seekers. However we’ve noticed significantly more candidates have been interested in freelance and contract opportunities, seizing the opportunity to develop their skills and experience in a variety of positions whilst they work on securing a permanent role. Image credit Header: Photo by Akil Mazumder from Pexels
Why graduate unemployment matters
Graduate/junior level recruitment has taken a huge hit over the course of the last year with an 11% reduction in the number of entry-level graduate jobs and concerns over youth unemployment mounting. Whilst it is easy to assume that these up and coming graduates will recover in time, a lack of hiring in the entry-level/junior market is likely to have a negative impact on businesses in the long-term. Why businesses are not hiring juniors Most businesses have had a turbulent 12 months to say the least. Financial constraints have meant businesses have had to make cost focused decisions around hiring. Whilst hiring a junior or less experienced employee is more cost effective from a salary perspective, when it comes to short term commercial impact their influence is likely to be less than that of a more experienced hire. Due to placing a heavy focus on generating revenue, many companies have not been able to invest the time they may have previously put into training a junior/graduate level hire, making hiring mid-level talent the preferred option. A further barrier has been the issue of trust surrounding remote working and younger employees, with some businesses not feeling confident in their ability to support, train and onboard a junior team member remotely. Why not hiring junior talent is an issue Many business owners and leaders may see junior unemployment as a small issue in relation to other business challenges being faced right now, unlikely to impact them and their teams in the long-run. But this is far from the reality. Future skills The workplace is going through a digital revolution, with digital marketing, content and ecommerce skills more in demand than ever. As digital skills become more in demand, employers are likely to want to hire people who have knowledge and experience of using such platforms on a daily basis. This is where the generation of ‘digital natives’ comes into play. Having grown up in the world of social media, algorithms and technology, digital natives are extremely in tune with developments in the technical space and may be able to help drive businesses forward in the digital revolution. The issue? They currently don’t have the required experience to make an impact despite holding the basic skills and drive. Digital natives are currently the junior talent knocking on so many businesses doors and a failure to take on that talent, nurture and grow it, could have an impact on the digital evolution of many businesses years down the line. Nurturing your own talent Though taking on a junior hire requires a lot of time and sometimes monetary investment in training, it is often a fantastic way to how grow your own talent, effectively shaping it to business needs and expectations. Taking on a junior hire can also have an added bonus of up-skilling current teams, providing managers and mid-level employees with the opportunity to lead and mentor less experienced talent, developing their management skills in all areas from project management to training. In-house roles can be very diverse, requiring many different areas of responsibilities If you have a skills gap in your team, a graduate is a great option to invest in! You can support them in learning the specific skills that your team/business require. They are often more open to specialising in an area than someone who has been working more generalist roles for and who has already found their niche. The silver lining Though some businesses have continued to hire junior talent throughout the last 12 months, overall it has been a challenging market for graduate/entry-level job seekers. However we’ve noticed significantly more candidates have been interested in freelance and contract opportunities, seizing the opportunity to develop their skills and experience in a variety of positions whilst they work on securing a permanent role. Image credit Header: Photo by Akil Mazumder from Pexels
10 days ago
By Rebecca Thomas
What is stopping employees from changing jobs
Many people we are having conversations with are admitting that they are scared of putting themselves back onto the job market, and given the events of 2020, we fully understand the reasons behind this. But what if we told you that by maintaining this outlook in 2021, you may be limiting yourself and missing out on the perfect opportunity? Lets take a dive into some of the reasons why … You are too committed to your current employer This time last year you may have pondered entering the job market, and then when the pandemic hit you may have simply been grateful to have retained your job. You are not alone here. Many of the candidates we are having open conversations with feel an extra sense of loyalty and commitment to their current employer, which is causing them to feel hesitant about making the switch to a new business. We get it. Taking the decision to change roles is a big decision and stability we know is key for candidates looking to move on right now, but that doesn’t have to stop you from progressing your career. We ask you to consider what was making you question staying with the company prior to the events of 2020. Were you getting the professional development you wanted? Does the company culture fit your values? Was work starting to get in the way of your work/life balance? Or were you simply looking for a new challenge? If your answer to these questions hasn’t changed, it may be time to take a step back, think about your future and dust off that CV. You have concerns/feel uncertain about the stability of a new job We understand you may feel that changing jobs is a high risk move. When things start to look a little rough in the job market often it is wise to remain in a role that feels stable. But the reality is that many areas of the market have started to regain stability and we would argue that many sectors within it are recovering well. In the past two months we have seen an increase in demand for digital skillsets, as companies look towards technology for evolution. This has pushed our volume of social media, paid social, PPC, SEO and developer roles up and we are constantly on the look out for new talent in these specialisms. We are also seeing a steady rise in more traditional roles, with professionals in PR, account management and creative at all levels highly in demand right now. I don’t think I am good enough For many job seekers confidence has been impacted throughout the past year for many reasons; being on furlough, loosing out on professional development or being unsuccessful with applications. What we will say here is that taking matters into your own hands is key to regaining/developing the level of confidence you may have previously had. One of the ways you can do this is by taking matters into your own hands. If you feel underdeveloped in a certain area of your skillset, it I can be straightforward to put together your own training plan utilising online courses or training videos. Alternatively you may want to use your current employers resources to your advantage whilst you are getting ready to look for new roles. Have you considered taking on an additional project in a specific area of the business, or enquired as to whether training will go ahead this year? Taking matters into your own hands is a key way to gain the confidence you need to take the leap to exploring new opportunities. Lack of opportunities near me Locationally, not all disciplines and job levels may have recovered to the same level, making access to some roles, especially those with a more traditional skillset difficult. Whilst this can be a barrier to wanting to look for a new job, many employers are starting to offer flexible (some only requiring 1-2 days in office) and remote working packages. If you are willing to take a slightly longer commute occasionally, then location should not stop you from looking for a new job. However, if you are looking for a specific working pattern, we always advise you make this clear during the application and interview stages, to avoid wasting your own and the employers time if it is something they can not reasonably offer. We hope this blog has helped to reduce your concerns about the current job market, and if you are curious about what is on offer currently you can have a look at our latest roles. Image credit: Header: Image adapted from Photo by Louis from Pexels
What is stopping employees from changing jobs
Many people we are having conversations with are admitting that they are scared of putting themselves back onto the job market, and given the events of 2020, we fully understand the reasons behind this. But what if we told you that by maintaining this outlook in 2021, you may be limiting yourself and missing out on the perfect opportunity? Lets take a dive into some of the reasons why … You are too committed to your current employer This time last year you may have pondered entering the job market, and then when the pandemic hit you may have simply been grateful to have retained your job. You are not alone here. Many of the candidates we are having open conversations with feel an extra sense of loyalty and commitment to their current employer, which is causing them to feel hesitant about making the switch to a new business. We get it. Taking the decision to change roles is a big decision and stability we know is key for candidates looking to move on right now, but that doesn’t have to stop you from progressing your career. We ask you to consider what was making you question staying with the company prior to the events of 2020. Were you getting the professional development you wanted? Does the company culture fit your values? Was work starting to get in the way of your work/life balance? Or were you simply looking for a new challenge? If your answer to these questions hasn’t changed, it may be time to take a step back, think about your future and dust off that CV. You have concerns/feel uncertain about the stability of a new job We understand you may feel that changing jobs is a high risk move. When things start to look a little rough in the job market often it is wise to remain in a role that feels stable. But the reality is that many areas of the market have started to regain stability and we would argue that many sectors within it are recovering well. In the past two months we have seen an increase in demand for digital skillsets, as companies look towards technology for evolution. This has pushed our volume of social media, paid social, PPC, SEO and developer roles up and we are constantly on the look out for new talent in these specialisms. We are also seeing a steady rise in more traditional roles, with professionals in PR, account management and creative at all levels highly in demand right now. I don’t think I am good enough For many job seekers confidence has been impacted throughout the past year for many reasons; being on furlough, loosing out on professional development or being unsuccessful with applications. What we will say here is that taking matters into your own hands is key to regaining/developing the level of confidence you may have previously had. One of the ways you can do this is by taking matters into your own hands. If you feel underdeveloped in a certain area of your skillset, it I can be straightforward to put together your own training plan utilising online courses or training videos. Alternatively you may want to use your current employers resources to your advantage whilst you are getting ready to look for new roles. Have you considered taking on an additional project in a specific area of the business, or enquired as to whether training will go ahead this year? Taking matters into your own hands is a key way to gain the confidence you need to take the leap to exploring new opportunities. Lack of opportunities near me Locationally, not all disciplines and job levels may have recovered to the same level, making access to some roles, especially those with a more traditional skillset difficult. Whilst this can be a barrier to wanting to look for a new job, many employers are starting to offer flexible (some only requiring 1-2 days in office) and remote working packages. If you are willing to take a slightly longer commute occasionally, then location should not stop you from looking for a new job. However, if you are looking for a specific working pattern, we always advise you make this clear during the application and interview stages, to avoid wasting your own and the employers time if it is something they can not reasonably offer. We hope this blog has helped to reduce your concerns about the current job market, and if you are curious about what is on offer currently you can have a look at our latest roles. Image credit: Header: Image adapted from Photo by Louis from Pexels
17 days ago
By Ellie Tibbs
What freelancers need to know in 2021
In January we reached out to our freelance and temporary talent base to get some insight into how they are feeling about their occupation moving into 2021 and the years ahead. We gained useful insight across a variety of topics from flexible working to IR35, but how do the thoughts of freelancers match up with what we are currently seeing in the market? Flexibility Prompted by the tangible benefits of working a flexible or remote pattern, including saving money on commutes and saving time for additional bookings, 52% of freelancers and temps surveyed want more contracts which offer fully remote working. Though the introduction of flexible working is something fairly new for many permanent employees, for freelancers the opportunity to work offsite is not something new. What has changed is the volume of demand for fully remote opportunities. Though many of the employers we work with are adapting more to a remote working model for freelance talent, we anticipate the availability of this work to decline once lockdown restrictions are lifted, aligned with trends in the permanent market. Though the level of remote work may still be higher than pre-2020, we are anticipating many employers to switch to a hybrid working model (A split between office and home working). This places an expectation on freelancers to check in onsite on a weekly or at a crucial project stage basis meaning that a fully remote working pattern may not be viable with all bookings. Location Our data showed that 79% of freelancers and temps are looking further afield for opportunities to maximise the availability of potential bookings, using remote working patterns to their advantage. Whilst this opens up a range of new possibilities for freelancers and contractors who wish to take advantage of flexible working models, it is important to remember this also makes access to roles more competitive, especially those within local areas. For freelancers looking to maintain their access to opportunities locally, we encourage them to place an emphasis on nurturing local relationships and business connections, using community ties and prior experiences to their advantage to source and maintain bookings. Skills Post 2020 many freelancers are looking to increase their range of skills to make themselves more appealing in a low demand market. Though many in our study identified that digital and technical skills are likely to be in higher demand in 2021 and beyond, most are opting to develop their skills in the creative space, demonstrating the desire to diversify to standout. Whilst this is a wise idea, it is important that freelancers don’t become too diversified. Across the markets we are seeing a surge in demand for specialist talent, especially within the digital and technical space where a rise in demand for SEO, PPC, Digital marketing and developer talent is clear. Though specialist digital skills are on the rise now, some freelancers are looking further ahead and are up-skilling themselves across areas like virtual events, artificial reality and sustainability to name a few in order to get ahead of the competition. IR35 The IR35 reforms are currently due to come into effect on April 6th 2021, and though delayed following 2020, only 21% of freelancers feel ready for the changes. Recognising this, over the upcoming weeks we are going to be releasing tailored material to help freelancers prepare for the changes. To be notified when material is released, you can follow us on Linkedin. Want to see how you compare to fellow freelancers and temps? Our latest insights report contains information on how freelancers adapted to the challenges faced in 2020 and what this means for them moving forwards. Image credit: Header: Image adapted from Photo by Vlada Karpovich from Pexels
What freelancers need to know in 2021
In January we reached out to our freelance and temporary talent base to get some insight into how they are feeling about their occupation moving into 2021 and the years ahead. We gained useful insight across a variety of topics from flexible working to IR35, but how do the thoughts of freelancers match up with what we are currently seeing in the market? Flexibility Prompted by the tangible benefits of working a flexible or remote pattern, including saving money on commutes and saving time for additional bookings, 52% of freelancers and temps surveyed want more contracts which offer fully remote working. Though the introduction of flexible working is something fairly new for many permanent employees, for freelancers the opportunity to work offsite is not something new. What has changed is the volume of demand for fully remote opportunities. Though many of the employers we work with are adapting more to a remote working model for freelance talent, we anticipate the availability of this work to decline once lockdown restrictions are lifted, aligned with trends in the permanent market. Though the level of remote work may still be higher than pre-2020, we are anticipating many employers to switch to a hybrid working model (A split between office and home working). This places an expectation on freelancers to check in onsite on a weekly or at a crucial project stage basis meaning that a fully remote working pattern may not be viable with all bookings. Location Our data showed that 79% of freelancers and temps are looking further afield for opportunities to maximise the availability of potential bookings, using remote working patterns to their advantage. Whilst this opens up a range of new possibilities for freelancers and contractors who wish to take advantage of flexible working models, it is important to remember this also makes access to roles more competitive, especially those within local areas. For freelancers looking to maintain their access to opportunities locally, we encourage them to place an emphasis on nurturing local relationships and business connections, using community ties and prior experiences to their advantage to source and maintain bookings. Skills Post 2020 many freelancers are looking to increase their range of skills to make themselves more appealing in a low demand market. Though many in our study identified that digital and technical skills are likely to be in higher demand in 2021 and beyond, most are opting to develop their skills in the creative space, demonstrating the desire to diversify to standout. Whilst this is a wise idea, it is important that freelancers don’t become too diversified. Across the markets we are seeing a surge in demand for specialist talent, especially within the digital and technical space where a rise in demand for SEO, PPC, Digital marketing and developer talent is clear. Though specialist digital skills are on the rise now, some freelancers are looking further ahead and are up-skilling themselves across areas like virtual events, artificial reality and sustainability to name a few in order to get ahead of the competition. IR35 The IR35 reforms are currently due to come into effect on April 6th 2021, and though delayed following 2020, only 21% of freelancers feel ready for the changes. Recognising this, over the upcoming weeks we are going to be releasing tailored material to help freelancers prepare for the changes. To be notified when material is released, you can follow us on Linkedin. Want to see how you compare to fellow freelancers and temps? Our latest insights report contains information on how freelancers adapted to the challenges faced in 2020 and what this means for them moving forwards. Image credit: Header: Image adapted from Photo by Vlada Karpovich from Pexels
18 days ago
By Ellie Tibbs
I want to work in the medical communications industry
The global clinical communications market is anticipated to grow by 18% by 2027 and with the global pandemic increasing awareness and the visibility of the medical industry, we anticipate more people to become interested in joining the medical communications sector. What is med-comms? Medical communications is a unique sector, where you are more likely to join a specialist agency than work in-house. As careers go, it can be a highly rewarding sector as your work will have a direct impact on helping brands to raise awareness of therapies and medical devices which can benefit and transform people’s lives. Because pharmaceutical and medical brands typically go through agencies to communicate their products, a wide range of roles are on offer including account management, medical writing, design, web/mobile application development and marketing with a range of unique purposes from medical education to public relations and branding. What are employers looking for? Medical communications has one large barrier to entry, which means it may not be for everyone. Often employers are looking for people who have some kind of knowledge of the medical sector, because you will be handling a lot of technical and scientific jargon day to day. This knowledge normally comes from a degree (PhD, MD or BSC as a minimum) in a science or medical subject. Alternatively if you have gained substantial experience working with medical, healthcare or pharmaceutical brands in an agency environment as a senior figure such as an Account Manager, Account Director or lead designer, this too may be considered. Outside of this, employers are looking for similar as most agencies. So, strong presentation, project management, creative, writing and networking skills to name a few are key, where experience in writing for publications is a huge bonus! What roles are in demand? Digital marketers and developers An automatic assumption about the medical sector is that they are at the forefront of the latest technologies and innovations, but this is not necessarily the case. Historically the medical industry has come under fire for relying too much on traditional communication channels (e.g in person events). With 2020 putting pressure on businesses to become more digitally focussed to compete, demand for digital skills across the medical communications industry has increased, boosting demand for specialist digital marketers and digital designers. With digital transformations anticipated to provide a stimulus for industry growth moving forwards, demand for web developer skill sets is also becoming increasingly in demand. Med-comm agencies look for ways that digital can be improved including what CMS will be best utilised. In doing so, this is a huge digital transformation for any business to undertake which lots additional support needed from development, content specialist, migration and administrator talent. Strategic account handlers Because the industry is so competitive, demand for account handlers and managers who are able to think and act at a strategic level is high. We’ve found that med-comms agencies require someone with the right medical industry experience to help, as the language and industry is so vastly different to that of a traditional marketing communications agency.An account handler will be able to spot and identify unique challenges and opportunities in the medical and pharmaceutical market, deploying this knowledge to craft innovative and insightful campaigns. Writers Writing for medical publications and marketing collateral is a strong element of working in the med-comms industry. As medical and pharmaceutical brands are looking to increase their brand awareness post 2020, demand for medical writers is increasing. However, working in this area is not as simple as it may seem and requires professionals to be able to strategically write in a way which is scientifically accurate, but also drives interest and intrigue to sell products and medical solutions. A medical writer must be able to understand the publications and scientific medical information and translate that to both professionals in the field and in layman’s terms which flows well but contains accurate scientific information. Historically it is far easier for a web developer or creative individual to get experience in the medical sector, but for content writers/copywriters & account handlers it’s a lot more difficult. Usually you would be tasked with joining at a lower experience level in order to understand the foundations of medical communications and get to grips with the technical jargon so that you are able to support the accounts effectively. This isn’t always a bad thing, if you are looking for work in this specialist but rewarding sector. Image credit: Header: Image adapted from Photo by Karolina Grabowska from Pexels
I want to work in the medical communications industry
The global clinical communications market is anticipated to grow by 18% by 2027 and with the global pandemic increasing awareness and the visibility of the medical industry, we anticipate more people to become interested in joining the medical communications sector. What is med-comms? Medical communications is a unique sector, where you are more likely to join a specialist agency than work in-house. As careers go, it can be a highly rewarding sector as your work will have a direct impact on helping brands to raise awareness of therapies and medical devices which can benefit and transform people’s lives. Because pharmaceutical and medical brands typically go through agencies to communicate their products, a wide range of roles are on offer including account management, medical writing, design, web/mobile application development and marketing with a range of unique purposes from medical education to public relations and branding. What are employers looking for? Medical communications has one large barrier to entry, which means it may not be for everyone. Often employers are looking for people who have some kind of knowledge of the medical sector, because you will be handling a lot of technical and scientific jargon day to day. This knowledge normally comes from a degree (PhD, MD or BSC as a minimum) in a science or medical subject. Alternatively if you have gained substantial experience working with medical, healthcare or pharmaceutical brands in an agency environment as a senior figure such as an Account Manager, Account Director or lead designer, this too may be considered. Outside of this, employers are looking for similar as most agencies. So, strong presentation, project management, creative, writing and networking skills to name a few are key, where experience in writing for publications is a huge bonus! What roles are in demand? Digital marketers and developers An automatic assumption about the medical sector is that they are at the forefront of the latest technologies and innovations, but this is not necessarily the case. Historically the medical industry has come under fire for relying too much on traditional communication channels (e.g in person events). With 2020 putting pressure on businesses to become more digitally focussed to compete, demand for digital skills across the medical communications industry has increased, boosting demand for specialist digital marketers and digital designers. With digital transformations anticipated to provide a stimulus for industry growth moving forwards, demand for web developer skill sets is also becoming increasingly in demand. Med-comm agencies look for ways that digital can be improved including what CMS will be best utilised. In doing so, this is a huge digital transformation for any business to undertake which lots additional support needed from development, content specialist, migration and administrator talent. Strategic account handlers Because the industry is so competitive, demand for account handlers and managers who are able to think and act at a strategic level is high. We’ve found that med-comms agencies require someone with the right medical industry experience to help, as the language and industry is so vastly different to that of a traditional marketing communications agency.An account handler will be able to spot and identify unique challenges and opportunities in the medical and pharmaceutical market, deploying this knowledge to craft innovative and insightful campaigns. Writers Writing for medical publications and marketing collateral is a strong element of working in the med-comms industry. As medical and pharmaceutical brands are looking to increase their brand awareness post 2020, demand for medical writers is increasing. However, working in this area is not as simple as it may seem and requires professionals to be able to strategically write in a way which is scientifically accurate, but also drives interest and intrigue to sell products and medical solutions. A medical writer must be able to understand the publications and scientific medical information and translate that to both professionals in the field and in layman’s terms which flows well but contains accurate scientific information. Historically it is far easier for a web developer or creative individual to get experience in the medical sector, but for content writers/copywriters & account handlers it’s a lot more difficult. Usually you would be tasked with joining at a lower experience level in order to understand the foundations of medical communications and get to grips with the technical jargon so that you are able to support the accounts effectively. This isn’t always a bad thing, if you are looking for work in this specialist but rewarding sector. Image credit: Header: Image adapted from Photo by Karolina Grabowska from Pexels
