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Freshly squeezed Jobs
about 22 hours ago
Warwickshire
Digital Marketing Executive
We're Hiring: Digital Marketing Executive Location: Warwickshire (Hybrid Working) Salary: £25,000 - £30,000 Job Type: Full-Time | Permanent About the Role Are you passionate about paid media and ready to take your digital marketing career to the next level? We're excited to be partnering with a multi-award-winning integrated marketing agency in Warwickshire, currently expanding their team following continued growth and new client wins. As a Digital Marketing Executive, you'll be joining a collaborative and innovative digital team where your ideas matter. You'll manage end-to-end paid media campaigns across platforms like Meta (Facebook/Instagram), TikTok, YouTube, and more. This is a brilliant opportunity to work across diverse B2C and B2B client portfolios, contribute to campaign strategy, and drive real performance impact. What You’ll Be Doing Plan & Strategise: Build tailored paid media strategies based on client goals and business objectives. Execute & Optimise: Launch, manage, and refine campaigns across paid social platforms, focusing on key metrics. Analyse & Report: Track performance using KPIs such as ROAS, CPC, CPA, CTR, conversions, and provide clear insights and recommendations. Client Liaison: Build strong relationships with clients, presenting updates, insights, and performance reports confidently. Collaborate: Work closely with designers, content creators, SEO, and PR teams to align creative with campaign goals. Innovate & Test: Stay up to date with platform changes and trends, continually testing creative, targeting, and formats. ✅ What We're Looking For Proven experience running paid media campaigns, especially across Meta Ads, TikTok, and YouTube. Strong understanding of performance metrics and data interpretation. Comfortable with writing ad copy and briefing creative teams. Highly analytical, with strong attention to detail. Excellent communication skills and confidence in presenting to clients. Able to manage multiple campaigns and deadlines in a fast-paced environment. What’s In It for You? Join a thriving, fast-growing agency with a standout reputation. Flexible hybrid working and a supportive culture that values trust and autonomy. Clear career progression – the agency invests in your development. A friendly, down-to-earth team-oriented culture with excellent progression and development opportunities. Work on creative, high-impact campaigns that truly make a difference. Ready to Apply? If you're ready to grow in a role with real ownership and opportunity, we'd love to hear from you. Send your CV (and any examples of campaigns you’ve worked on) to: rebecca@pitchconsultants.co.uk Ref: AA123 | Job Code: 53111
1 day ago
Belper
Brand Manager
Brand Manager Belper- 3 days office/2 days home £dep on exp Are you an experienced Brand Manager or Product Marketing Manager with a B2B background? Are you looking to be part of an exceptional business who are highly innovative and customer-focused? If so, this could be the role for you! Pitch is delighted to be supporting Vaillant as they look to hire a new Brand Manager for their Glow-worm brand. Working in the brand strategy team you will take ownership of the go-to-market strategy and ensure that all customer communications are engaging across all touchpoints. You will be a “customer first” marketer who is comfortable communicating cross-functionally, challenging when needed and excited to be the custodian of this heritage household brand! As the Brand Manager you will: Be happy working with brand and customer data to take insights and with the customer journey manager to understand how the brand is performing in the market. Be fully immersed in understanding who the Glow-worm customers are and what marketing channels are best for communications. Use insight to inform campaign plans for the brand. Brief the delivery teams on brand activation and product campaigns. Work on high-profile product launches and brand projects and monitor delivery. What experience do you need? You will have worked in a Brand Manager or Product Marketing Manager role previously, within a B2B business. You need to have managed a technical product and understand how to communicate this to customers. You will have experience across all marketing channels, including trade press, print advertising, PR, social media, digital, email, loyalty, POS production. Experience of managing six figure budgets. You will demonstrate exceptional communication skills and have worked cross-functionally and collaboratively. Be comfortable to challenge in a positive way, and also to be challenged. This is a fantastic role with a business who are highly innovative, customer and data driven and who offer great training and professional development. Send your CV to lara.l@pitchconsultants.co.uk Ref: 53309 AA123
2 days ago
Warwickshire
PR Manager - 12 month FTC - part time 4 days a week
PR Manager – 12 month FTC – part time 4 days a week West Midlands – 1 day per week onsite £35,000 - £45,000 pro rata Pitch is working in partnership with an exceptionally talented and truly brilliant marketing agency to support with the recruitment of a superstar PR Manager to join their team to cover a period of maternity leave. This exceptional agency has a full service offering and a strong B2B focus, working with enterprise level businesses to help them achieve ambitious growth plans, setting them apart from their competition. They offer an integrated solution for clients across PR, digital, content, design and strategy, working in true partnership with their clients on a long-term basis. Aswell as their impactful client work, it’s this agencies team and culture that really sets them apart. They are based in a beautiful barn conversion, which is a fantastic creative and collaborative place for their team to get together, but they have a ‘come as you please’ approach to office working along with flexible hours so you can do what works for you, getting together as a team once a month. They offer 25 days holiday plus the Christmas break (as a minimum), individual training budgets and personal development plans, BUPA healthcare and legendary socials! Their team are extremely talented in their individual specialisms and they come together to create and deliver great work for their clients, they are supportive, nicely ambitious and each and every team member is valued, recognised and rewarded. What you’ll get up to: · Work as a key part of the agency’s PR team, supporting on a broad range of high-profile PR and corporate communications campaigns for a variety of market leading B2B businesses. · Be the key point of contact for your clients, working with them to understand their vision and values along with their business objectives, helping to deliver PR and comms plans that take them to where they want to be. · Be hands on with the delivery of PR campaigns; copywriting for features, press releases, opinion pieces etc and pitching to the media to secure coverage. You’ll be a PR superstar who: Has experience in B2B PR with excellent writing and media relations skills. Comes from an agency or in house background. Is a real team player, collaborative, communicative and solutions focused. If you’re an experienced PR Account Manager (or Senior) and you’re looking to join a leading B2B agency with a great reputation and genuinely fantastic culture, in a role which offers you the opportunity to work mainly remotely as part of a passionate and highly creative team, then please get in touch! Ref: 53210 AA123
2 days ago
Worcestershire
Social Media Content Specialist
Social Media Content Specialist – 12 month FTC Wythall – 3 days office/2 days home £30,000 - £35,000 We’re excited to be working with this great retail- based client with multiple branches across the UK. They’re looking to add a Social Media Content Specialist into their digital team on a fixed term contract for 12 months. Due to the location of the office, you’ll need to have your own transport and be happy to travel out to branches occasionally. They’re looking to develop their social media presence across Meta, You Tube and TikTok to engage with new customers and bring the brand to life through engaging and authentic content. Responsibilities in the role: Take ownership of the social media content plan, creating a more structured and pro-active strategy for the year. Work closely with the social media agency to brief in new content requirements across organic and paid. Develop engaging and authentic social media content that brings the brand and the people to life, whilst also maintaining some product and promotional led content. Develop the plan to utilise more video content, particularly for You Tube – “how to” and “a day in the life” etc. Experience needed: Previous experience in a social media content role. An understanding of both organic and paid social media content. Experience of developing You Tube as a social channel would be advantageous. Experience of using Canva and Adobe Photoshop would be beneficial. Videography experience isn’t required as you will work with an inhouse videographer and the agency when necessary. Strong communication, both written and verbal. High attention to detail. Ideally some experience within an eCommerce or bricks and mortar retailer is preferred. Previous experience or an interest in construction, interiors, trade retail etc. would be highly beneficial. In return, you’ll see investment in your personal and professional development, free health cash plan, life assurance, company pension scheme, profit-related bonus and product and retail discounts. Ref 53177 AA123
9 days ago
Telford
Group Digital Acquisition Manager
Digital Acquisition Manager Telford- 4 days in office £competitive doe plus benefits Pitch is absolutely delighted to be partnered on a retained basis with Enconvo, part of the Enreach Group. With 25 years in telecoms and IT managed services and security, Enconvo have helped over 5000 businesses in the UK, and throughout Europe, the group has over 2 million customers. Currently in a period of transition and growth, they are looking for an experienced Group Digital Acquisition Manager to join the business and head up the new digital hub. Reporting directly to the CEO, you’ll be responsible for overseeing the ABM (Account-Based Marketing) strategy and the broader digital marketing needs for the developing markets. You will build and lead a high-performing digital team, integrate ABM methodologies across all campaigns, and foster digital marketing excellence to drive measurable results. The role requires a blend of strategic leadership, hands-on execution, and cross-regional collaboration to ensure consistent and targeted marketing efforts that support pipeline growth. Your key responsibilities: Build and lead a high performing digital team that will deliver results across the developing markets (UK, France, Denmark) utilising integrated campaigns for high quality lead generation. Spearhead the development of ABM campaigns, overseeing One to One, One to Few and One to Many campaigns. Continually optimise lead generation campaigns to improve conversions. Oversee all digital marketing channels including social media, email, web content, PPC. Cross functional and cross-group collaboration with the marketing hub, go to market team, internal and external sales teams. Focus highly tailored campaigns for high-value accounts along with continuing to grow volume accounts- a mix of direct and indirect customer channels. Use performance data to continuously refine strategies, adjust targeting, and optimise campaigns for maximum effectiveness. Present actionable insights and recommendations based on data to ensure that marketing efforts are always aligned with business growth objectives. Your background and required experience: You’ll have a strong strategic focus but also be very happy to roll up your sleeves and get stuck in with the hands-on delivery. Proven experience in Account-Based Marketing (ABM) and digital marketing, with a strong focus on lead generation and campaign execution. Experience with SaaS, technology, or software sectors is an advantage, but not essential. Leadership experience in managing and developing digital marketing teams. Data-driven mindset, with strong analytical skills to assess campaign performance and optimise strategies to maximise ROI and pipeline growth. A passion for digital innovation and staying ahead of industry trends in ABM and digital marketing. How will Enconvo reward you? Market-leading salary depending on experience. DIS benefit x2 salary. 25 days holiday plus BH plus an extra day for your birthday. Holiday purchase scheme. Enhanced maternity and paternity pay. Healthcare scheme. Pension. Perkbox – huge discounts on retail/hospitality. 3pm finish on a Friday. More importantly, you’ll have the opportunity to lead and shape your career across international markets and have the scope to progress your career as the business grows. Interested? Apply with your CV today or get in touch with Lara to organise a confidential chat – lara.l@pitchconsultants.co.uk Please note- any direct applications to Enconvo will be forwarded to Lara at Pitch. We are only able to accept applications from candidates who are within a commutable distance to Telford and who have full right to work in the UK without any need for ongoing sponsorship. Ref 53012 AA123
9 days ago
Warwickshire
PR Account Manager
PR Account Manager Warwickshire (3 days onsite) £30,000 - £35,000 Pitch is excited to be working with a brilliant, and very lovely, integrated agency based in Warwickshire to help in their search for a superstar PR Account Manager to join their fab 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 Manager you’ll be: Working on a range of consumer and trade campaigns on a regional and national basis. Leading client relationships across retail, leisure, training and property clients. Working in a really varied role right at the heart of the team, leading and mentoring others to ensure brilliant results are achieved for your clients. Involved in strategy creation and campaign delivery for a range of outstanding consumer brands, from traditional PR and media relations to stunts and celebrity partnerships – this role is super exciting! This could be the perfect fit for you … If you are an experienced PR (agency or in house) with a creative approach. If 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. If you’re looking for a varied role that spans PR, social, events and influencer campaigns. Want to hear more about how you could bag a role as their new PR Account Manager? Get in touch! Ref:53078 AA123
11 days ago
West Midlands
Wordpress Developer
+ Wordpress Developer + £30,000 - £35,000 (full time salary) + Sutton Coldfield + This is a permanent part time role. 3 days/week with 2 days in office. Pitch is pleased to be partnered with a long-established, Web Designer Agency based in Sutton Coldfield. They’re on the hunt for a talented Wordpress Developer to join their growing team and support across a range of varied and exciting projects. As the Wordpress Developer you will be working collaboratively with other team members across digital and creative to develop web solutions for their variety of clients. This is a client facing role so you will be responsible for day-to-day client communication, updates and challenges. To be considered for this role you will need: + At least 2+ years experience (agency preferred). + Strong knowledge of Wordpress is absolutely key. + Experience in HTML, CSS, PHP + Skilled in using Elementor The agency has been established for many years and has grown solidly over that period, retaining talent and clients to an exceptional level. Their ability to evolve with the market and deliver fantastic work to a range of national and local brands make them a standout place to work. Culturally they’re open, engaging, and supportive. Cultivating a family feel vibe which offer autonomy flexibility and a place to progress your career. They offer a good flexible working policy and encourage a collaborative and creative team working environment. A small but perfectly formed team delivering great work! If the role above sounds like a great fit for you please apply with your CV today! Reference – 52979 AA123
15 days ago
Birmingham
Admin Assistant
Admin Assistant Birmingham- 5 days in office £24,000 - £25,000 Pitch is once again recruiting exclusively for this awesome FMCG distributor based in central Birmingham as they look for an Admin Assistant to join the business and support one of the Directors with any day to day admin tasks. This is the perfect role for someone who has around 12 months of admin experience within a commercial business. Perhaps you have completed a Business Admin apprenticeship, or have done some admin work whilst studying and now want to find your first permanent role. Key elements of the role include: Assist with updating information on the system for new products being launched. Liaise with suppliers, partners and internal teams. Oversee the process of online orders and coordinate logistics and deliveries. Manage the procurement and distribution of printed materials. Maintain accurate records, databases and correspondence. Assist in event coordination and promotional activities. Any other admin duties as required. Experience needed: Previous experience within a business administration role. Strong organisational skills and a high attention to detail is essential. Confident communicator both written and verbal. Proficient in MS Office packages, Word, Excel and PowerPoint. This is a role working for a growing business and there is scope to develop with them as they continue to grow. Previous people in this role have developed their roles and moved into different areas of the business. 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- 51652 AA123
At our heart
about 2 months ago
By Rebecca Thomas
Pitch Talks….
What’s the market like? We get asked this question a lot day to day.Typically, we’d be pretty quick to respond because we’re fully immersed in the hiring market and that’s generally a pretty good reflection of how happy or sad the economy is. But right now, it’s hard to give you an answer. Even if we compile the data, it’s so varied the stats almost don’t add up.Agency side – We’ve been busy. A consistent flow of incoming briefs. A steady acceptance of roles and a continued requirement for our services on both temp and perm. We’ve probably seen a little increase in temp which is always nice for our freelance friends. Most hires have been a result of replacement requirements rather than growth which means there is still candidate confidence to make a move, even in a market that may feel a little unstable.In-house wise – It’s hit and miss. We’re seeing more hesitance from this market, more FTC’s and less commitment to perm hires. Hiring also feels a little sporadic. We can normally trust the brands to have a plan; know who they need, what they need and when they need it by but that isn’t the impression we’re getting right now.However… We must caveat that with a small selection of clients who have hired at a crazy rate taking on 3-4 people over the last few months and with further plans to continue their expansion. Whichever direction we look in the landscape is different. There is doom and gloom out there but there are also many signs of positivity and encouragement.Candidate wise – We’re getting a few unicorns through our doors, and we like it when this happens! Normally this rare breed has to be chased, hunted down and sent 4,000 InMails but right now they’re open to talking and interested to see what’s out there. Redundancies? Yes, we’re hearing that word more regularly at the moment and we understand how challenging these situations can be. If you’re a candidate reading this and going through it, whatever sector you’re in – call us. We will always do our best to help.Clients if you’re hiring our advice is:+ Keep the comms up. Whether that be with your recruiter or your candidates. Let them / us know what’s happening. Even if it’s bad news and the goal posts have moved, keep talking. There is too much radio silence and it isn’t helpful to your employer brand, or to the candidates waiting to hear back from you.+ Try not to brief every man and his dog on your job. It won’t help you hire quicker but it will annoy candidates, dilute your brand in the job market and encourage a bun fight with recruitment agencies. Nobody enjoys this! + Last but not least, call Pitch we’d love to help 💚
Pitch Talks….
What’s the market like? We get asked this question a lot day to day.Typically, we’d be pretty quick to respond because we’re fully immersed in the hiring market and that’s generally a pretty good reflection of how happy or sad the economy is. But right now, it’s hard to give you an answer. Even if we compile the data, it’s so varied the stats almost don’t add up.Agency side – We’ve been busy. A consistent flow of incoming briefs. A steady acceptance of roles and a continued requirement for our services on both temp and perm. We’ve probably seen a little increase in temp which is always nice for our freelance friends. Most hires have been a result of replacement requirements rather than growth which means there is still candidate confidence to make a move, even in a market that may feel a little unstable.In-house wise – It’s hit and miss. We’re seeing more hesitance from this market, more FTC’s and less commitment to perm hires. Hiring also feels a little sporadic. We can normally trust the brands to have a plan; know who they need, what they need and when they need it by but that isn’t the impression we’re getting right now.However… We must caveat that with a small selection of clients who have hired at a crazy rate taking on 3-4 people over the last few months and with further plans to continue their expansion. Whichever direction we look in the landscape is different. There is doom and gloom out there but there are also many signs of positivity and encouragement.Candidate wise – We’re getting a few unicorns through our doors, and we like it when this happens! Normally this rare breed has to be chased, hunted down and sent 4,000 InMails but right now they’re open to talking and interested to see what’s out there. Redundancies? Yes, we’re hearing that word more regularly at the moment and we understand how challenging these situations can be. If you’re a candidate reading this and going through it, whatever sector you’re in – call us. We will always do our best to help.Clients if you’re hiring our advice is:+ Keep the comms up. Whether that be with your recruiter or your candidates. Let them / us know what’s happening. Even if it’s bad news and the goal posts have moved, keep talking. There is too much radio silence and it isn’t helpful to your employer brand, or to the candidates waiting to hear back from you.+ Try not to brief every man and his dog on your job. It won’t help you hire quicker but it will annoy candidates, dilute your brand in the job market and encourage a bun fight with recruitment agencies. Nobody enjoys this! + Last but not least, call Pitch we’d love to help 💚
10 months ago
By Lara Lee
Red flags in job adverts
Writing a job advertisement can seem like the easiest thing in the world… You just write what you’re looking for right?Wrong!The job advert is one the most important parts of the hiring process. It’s how you’re going to hook in all those amazing candidates… so why would you want to give them a bunch of red flags at stage 1?We recently asked our candidate community what their biggest red flags are when applying for a job. The kind of things which make them think “no thank you”. Here’s what they said …+ No salary displayed64% of our community said that not displaying a salary is a huge red flag. Whilst there could be a valid reason for not displaying one, for job seekers it implies either you’re underpaying your staff or you’re not certain about what you’re looking for.If you consider it from a job seekers perspective, you could have the best job and advert ever, but without a salary how are they going to know if their financial needs could be met by the business? This paves the way for less applications and more time wasted during the interview stages if potential candidates are looking for a higher salary than you’re willing to offer.+ Dual rolesA Graphic Designer/Account Manager or a Marketing/Business Development Executive. Though some roles have cross overs, advertising an opportunity as a dual role can be a turn off for many candidates, especially at a more senior level.Dual roles promote the idea that the business doesn’t quite know who they’re looking for and makes potential applicants question whether they’ll be stretched across the two disciplines.+ Confusing language and terminologyKeep it simple. If applicants have to Google what it is you’re promoting or asking for, then you’re not communicating your needs in the right way.+ Overused phrases“A good sense of humour”“Hit the ground running”You could mean well by these phrases. But honestly, they’re overused and often conjure up negative thoughts about the company.A good sense of humour – What does this even mean? I’m sure no one ever thinks they have a bad sense of humour!Hit the ground running – Does this mean a new starter gets little training and support and is simply left to crack on?Try to steer clear of these phrases if you don’t want to raise red flags to potential candidates about your business and company culture.Image credit:Header: Image adapted from photo by Zachariah Garrison: https://www.pexels.com/photo/black-traffic-light-1959841/
Red flags in job adverts
Writing a job advertisement can seem like the easiest thing in the world… You just write what you’re looking for right?Wrong!The job advert is one the most important parts of the hiring process. It’s how you’re going to hook in all those amazing candidates… so why would you want to give them a bunch of red flags at stage 1?We recently asked our candidate community what their biggest red flags are when applying for a job. The kind of things which make them think “no thank you”. Here’s what they said …+ No salary displayed64% of our community said that not displaying a salary is a huge red flag. Whilst there could be a valid reason for not displaying one, for job seekers it implies either you’re underpaying your staff or you’re not certain about what you’re looking for.If you consider it from a job seekers perspective, you could have the best job and advert ever, but without a salary how are they going to know if their financial needs could be met by the business? This paves the way for less applications and more time wasted during the interview stages if potential candidates are looking for a higher salary than you’re willing to offer.+ Dual rolesA Graphic Designer/Account Manager or a Marketing/Business Development Executive. Though some roles have cross overs, advertising an opportunity as a dual role can be a turn off for many candidates, especially at a more senior level.Dual roles promote the idea that the business doesn’t quite know who they’re looking for and makes potential applicants question whether they’ll be stretched across the two disciplines.+ Confusing language and terminologyKeep it simple. If applicants have to Google what it is you’re promoting or asking for, then you’re not communicating your needs in the right way.+ Overused phrases“A good sense of humour”“Hit the ground running”You could mean well by these phrases. But honestly, they’re overused and often conjure up negative thoughts about the company.A good sense of humour – What does this even mean? I’m sure no one ever thinks they have a bad sense of humour!Hit the ground running – Does this mean a new starter gets little training and support and is simply left to crack on?Try to steer clear of these phrases if you don’t want to raise red flags to potential candidates about your business and company culture.Image credit:Header: Image adapted from photo by Zachariah Garrison: https://www.pexels.com/photo/black-traffic-light-1959841/
11 months ago
By Natasha Price
Benefits of hiring temp talent
Did you know...According to the CIPD on average in the UK over a third of employees leave their organisations each year! This is pretty high if you ask me and I don’t believe it’s necessarily reflective of the marketing, pr and creative industries, but, we have seen candidate confidence return to the market so there is more movement out there.Whilst employees leave roles for a variety of reasons, the effect their departure has on internal teams can be damaging and have a significant effect on long-term corporate performance.Whilst firms seek to retain lost talent, 72% of employers consider skill shortages in the market to be negatively impacting the hiring process, causing the average recruitment time to lengthen. We can most definitely vouch for this, process are taking much longer in the current market. This timeline can negatively impact business functionality, where a loss of key figures combined with an over reliance on less skilled employees means the quality of work produced may decline, adding additional stresses to an already stretched workforce. So what can you do!?Organisations may do this by introducing a temporary/interim staff member to fill the gap, which though may be seen as an extra cost in the immediate period, may help reduce stress levels for your permanent members of staff. As you are taking into consideration their already heavy workloads, it may also help staff look favourably on the organisation. The skills shortage has been shown to impede the hiring process, especially when searching for senior figures with specialist skillsets. If this role is urgent, you may only hire permanent talent which fulfils part of your criteria, creating a short-term solution to your wider issue. This can be avoided by utilising a temporary staff member, who will enable you to make more deliberate decisions regarding who you hire, which is likely to have a positive long-term effect on your business. Losing an employee can be disruptive to project schedules. Replacing previous talent with an individual who requires training and additional support has been shown to increase the amount of time invested into a project, causing projects to go off budget and over-schedule. Hiring a temporary member of staff who is used to working to short deadlines and is an expert in their field is a useful way to ensure your projects remain on track, whilst you source more permanent talent to fulfil all your criteria. How can we help?Here at Pitch we can offer a range of freelance, temp, fixed term and perm solutions so whatever your situation, budget or skills gap we can help. Contact our freelance team to find out how we can help today 0121 270 4080Temp@pitchconsultants.co.uk
Benefits of hiring temp talent
Did you know...According to the CIPD on average in the UK over a third of employees leave their organisations each year! This is pretty high if you ask me and I don’t believe it’s necessarily reflective of the marketing, pr and creative industries, but, we have seen candidate confidence return to the market so there is more movement out there.Whilst employees leave roles for a variety of reasons, the effect their departure has on internal teams can be damaging and have a significant effect on long-term corporate performance.Whilst firms seek to retain lost talent, 72% of employers consider skill shortages in the market to be negatively impacting the hiring process, causing the average recruitment time to lengthen. We can most definitely vouch for this, process are taking much longer in the current market. This timeline can negatively impact business functionality, where a loss of key figures combined with an over reliance on less skilled employees means the quality of work produced may decline, adding additional stresses to an already stretched workforce. So what can you do!?Organisations may do this by introducing a temporary/interim staff member to fill the gap, which though may be seen as an extra cost in the immediate period, may help reduce stress levels for your permanent members of staff. As you are taking into consideration their already heavy workloads, it may also help staff look favourably on the organisation. The skills shortage has been shown to impede the hiring process, especially when searching for senior figures with specialist skillsets. If this role is urgent, you may only hire permanent talent which fulfils part of your criteria, creating a short-term solution to your wider issue. This can be avoided by utilising a temporary staff member, who will enable you to make more deliberate decisions regarding who you hire, which is likely to have a positive long-term effect on your business. Losing an employee can be disruptive to project schedules. Replacing previous talent with an individual who requires training and additional support has been shown to increase the amount of time invested into a project, causing projects to go off budget and over-schedule. Hiring a temporary member of staff who is used to working to short deadlines and is an expert in their field is a useful way to ensure your projects remain on track, whilst you source more permanent talent to fulfil all your criteria. How can we help?Here at Pitch we can offer a range of freelance, temp, fixed term and perm solutions so whatever your situation, budget or skills gap we can help. Contact our freelance team to find out how we can help today 0121 270 4080Temp@pitchconsultants.co.uk
12 months ago
By Rebecca Thomas
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Pitch Talk....
Pitch Talk…We were enjoying some sunnier days until today but that doesn’t mean it’s all doom and gloom! Here’s a little market update from our Managing Director, Rebecca Thomas.Market UpdateNews on the job-hunting or talent-searching front has also been a little sunnier of late. There is movement in the market, candidates are looking, and clients are hiring, which is positive for everyone! So, what’s the catch…… Truth be told, it’s a bit of a messy market right now, if you’re recruiting at the moment, you may know exactly what we mean. If you’ve not been on the lookout recently then let me give you an idea of what the landscape is like.It’s no secret that recruitment has got harder and harder over the years. When I first joined the Pitch team way back when in…(goes to check LinkedIn for her start date) 2011 recruitment was a much simpler process.Clients had simple briefs, candidates had straightforward expectations, everyone went for face-to-face interviews, worked 5 days a week and most of the time negotiation was focused on salary expectations. Which, if I’d done my job right when I qualified and sent the candidate was limited because we were all on the same page. There were less layers of complexity in offers and the pace of recruitment was quicker.Fast forward to now; We have a much wider range of skills to recruit for, many specialists, some more niche, and lots of them pretty hard to come by. PR is still PR but it could also encompass, content, social, paid, and organic. Making the search bigger, broader, and not quite so straightforward.Not only have skill profiles evolved the variables of benefits, flexibility and working hours are vast now making qualification and candidate management a whole new level of difficulty. This means recruitment is more time-consuming, takes longer to deliver, and can cause a ripple effect of challenges for many businesses.If you know the Pitch team, then you know we like a challenge and we’re totally here for it! Our product offering will always provide you with a solution tailor-made to whatever you need, ensuring we can find you what you’re looking for. We just might need to factor in a little more time, a few more variables and put our awesome negotiation and qualification skills to the test!We’re in the process of bringing out our brand new How to Recruit Guide, this will give hints and tip on how to hire better in this challenging market! This would guide you on how to do it yourself as well as how you can use an agency more effectively and overcome some of the above-mentioned issues.Pitch TalentOn the Pitch news front, we have a new starter….Natasha Price, is our newest Pitch team member and to say we’re delighted to have her would be a total understatement! Natasha joins us with a wealth of creative and marketing recruitment experience, temp and perm knowledge as well as being an ideal fit for our Pitch Culture. We love her and we know you will too. If you want to find out more about Tash, feel free to reach out to her – Natasha.p@pitchconsultants.co.uk If we’re not already in touch with you as a candidate or client give us a buzz we’d love to chat 💚
Pitch Talk....
Pitch Talk…We were enjoying some sunnier days until today but that doesn’t mean it’s all doom and gloom! Here’s a little market update from our Managing Director, Rebecca Thomas.Market UpdateNews on the job-hunting or talent-searching front has also been a little sunnier of late. There is movement in the market, candidates are looking, and clients are hiring, which is positive for everyone! So, what’s the catch…… Truth be told, it’s a bit of a messy market right now, if you’re recruiting at the moment, you may know exactly what we mean. If you’ve not been on the lookout recently then let me give you an idea of what the landscape is like.It’s no secret that recruitment has got harder and harder over the years. When I first joined the Pitch team way back when in…(goes to check LinkedIn for her start date) 2011 recruitment was a much simpler process.Clients had simple briefs, candidates had straightforward expectations, everyone went for face-to-face interviews, worked 5 days a week and most of the time negotiation was focused on salary expectations. Which, if I’d done my job right when I qualified and sent the candidate was limited because we were all on the same page. There were less layers of complexity in offers and the pace of recruitment was quicker.Fast forward to now; We have a much wider range of skills to recruit for, many specialists, some more niche, and lots of them pretty hard to come by. PR is still PR but it could also encompass, content, social, paid, and organic. Making the search bigger, broader, and not quite so straightforward.Not only have skill profiles evolved the variables of benefits, flexibility and working hours are vast now making qualification and candidate management a whole new level of difficulty. This means recruitment is more time-consuming, takes longer to deliver, and can cause a ripple effect of challenges for many businesses.If you know the Pitch team, then you know we like a challenge and we’re totally here for it! Our product offering will always provide you with a solution tailor-made to whatever you need, ensuring we can find you what you’re looking for. We just might need to factor in a little more time, a few more variables and put our awesome negotiation and qualification skills to the test!We’re in the process of bringing out our brand new How to Recruit Guide, this will give hints and tip on how to hire better in this challenging market! This would guide you on how to do it yourself as well as how you can use an agency more effectively and overcome some of the above-mentioned issues.Pitch TalentOn the Pitch news front, we have a new starter….Natasha Price, is our newest Pitch team member and to say we’re delighted to have her would be a total understatement! Natasha joins us with a wealth of creative and marketing recruitment experience, temp and perm knowledge as well as being an ideal fit for our Pitch Culture. We love her and we know you will too. If you want to find out more about Tash, feel free to reach out to her – Natasha.p@pitchconsultants.co.uk If we’re not already in touch with you as a candidate or client give us a buzz we’d love to chat 💚
over 1 year ago
By Rebecca Thomas
January takeaways….
You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. We put our heart + soul into every role at Pitch 💚
January takeaways….
You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. We put our heart + soul into every role at Pitch 💚
almost 2 years ago
By Rebecca Thomas
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
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