Our Service
We’ve been immersed in this sector for over a decade, during which time communications channels, skill sets and technologies have evolved considerably.
Our approach to working collaboratively within the industry means we’ve adapted to embrace the changing talent requirements the industry has demanded, to ensure we’re best placed to access the best possible talent to unleash the potential within clients’ businesses and to provide opportunities that unleash the best career opportunities for our candidates.
This means working with the talent that is driving today's’ commercially focused, data-centric marketing activity, where businesses need to combine the latest thinking and creativity, with deep analysis, to optimise their market position and customer experience.
Skill sets we recruit span all areas of the marketing, commercial and creative mix, from graphic designers to the latest digital UX/UI design, from National Account Managers to Innovation Directors, data science and analytics, to traditional communications / PR, paid and earned media. And everything in between.
Whatever your requirements in this exciting sector, we’re here to help.
The Team
Rebecca Thomas
Managing Director
Heidi Moreby
Associate Director
Lara Lee
Divisional Head
Resham Akhtar
Senior Consultant
Gareth Wood
Finance Director
Rob Markwell
Non-Executive Director
Interested in joining the team?
We hire on DNA, looking for people with strong ethics, values and determination to stand above the rest. Our team are given structured personal development to help them deliver the best possible service to candidates and clients alike. With such a spectrum of different recruitment businesses out there, it can sometimes be tricky to find the one best aligned to your aspirations, visions and values. So why work for Pitch and what should you expect?
Our Latest Opinions
3 months 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 💚
10 months 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!
10 months ago
By Heidi Moreby
My Journey to shareholder
Let’s take ourselves back to 4th January 2021, an eager new recruit walks into the Pitch offices, optimistic and positive about the next step in her career, being back in a vibrant office environment with her brand new team and getting back to normal in a post covid world… Seven hours later we’re back in lockdown – what a start!Two and a half years on and things look very different – for me and for the world. But as the time has passed I haven’t taken the time to reflect on my journey with Pitch, we don’t do we? We crack on because life is busy. So when I was asked to take a look back it seemed almost impossible to remember the highs and the lows, the challenges and the wins, the twists and turns in the journey – there have been many and I’ve never learnt so much, been out of my comfort zone so much, or doubted myself so much. But my overriding feelings are of pride and gratitude – I’m proud of my achievements, my perseverance when things have felt hard and I’m beyond proud of the business that I’m a part of. I’m grateful to my team, an exceptionally talented bunch of brilliant recruiters who have my back as I have theirs and I’m grateful beyond words to Reb and Rob, who took a risk in the midst of a pandemic and hired me. They gave me a chance and the promise of an opportunity that was too good to turn down, and that promise stood firm through the good times and the more challenging times. They welcomed with me open arms to what was a pretty tight leadership team and gave me the space to carve out my place, they pushed me so far out of my comfort zone that there were many times I felt completely out of my depth, but they were always there to catch me if I looked like I was about to fall (flat on my face at times!), and they supported me to grow and develop as a leader. And now, the next chapter begins… as a director and shareholder of Pitch! And I can’t wait to see what the twists and turns of the journey look like. What advice would I give thinking back on my journey? Take the risk, push yourself out of your comfort zone, try to enjoy every day and take the positive learns from the challenging times but celebrate the wins however small they are. But most importantly, surround yourself with the right people, they are worth their weight in gold.
My Journey to shareholder
Let’s take ourselves back to 4th January 2021, an eager new recruit walks into the Pitch offices, optimistic and positive about the next step in her career, being back in a vibrant office environment with her brand new team and getting back to normal in a post covid world… Seven hours later we’re back in lockdown – what a start!Two and a half years on and things look very different – for me and for the world. But as the time has passed I haven’t taken the time to reflect on my journey with Pitch, we don’t do we? We crack on because life is busy. So when I was asked to take a look back it seemed almost impossible to remember the highs and the lows, the challenges and the wins, the twists and turns in the journey – there have been many and I’ve never learnt so much, been out of my comfort zone so much, or doubted myself so much. But my overriding feelings are of pride and gratitude – I’m proud of my achievements, my perseverance when things have felt hard and I’m beyond proud of the business that I’m a part of. I’m grateful to my team, an exceptionally talented bunch of brilliant recruiters who have my back as I have theirs and I’m grateful beyond words to Reb and Rob, who took a risk in the midst of a pandemic and hired me. They gave me a chance and the promise of an opportunity that was too good to turn down, and that promise stood firm through the good times and the more challenging times. They welcomed with me open arms to what was a pretty tight leadership team and gave me the space to carve out my place, they pushed me so far out of my comfort zone that there were many times I felt completely out of my depth, but they were always there to catch me if I looked like I was about to fall (flat on my face at times!), and they supported me to grow and develop as a leader. And now, the next chapter begins… as a director and shareholder of Pitch! And I can’t wait to see what the twists and turns of the journey look like. What advice would I give thinking back on my journey? Take the risk, push yourself out of your comfort zone, try to enjoy every day and take the positive learns from the challenging times but celebrate the wins however small they are. But most importantly, surround yourself with the right people, they are worth their weight in gold.
about 1 year ago
By Julia Williams
Are you worth it?
Are you worth it? The job market is still pretty competitive, even with the economic turndown skilled talent continues to be in demand. If you’ve got a desired skill, you’ve still got plenty of options to consider, so how does the value you place on yourself play a part in your job hunt? To encourage you to accept jobs with them, more and more brands are getting competitive with their offers and packages, paying way over and above what we’ve seen in the market before. The challenge is some of their expectations have increased along with their salaries. This has led to people accepting packages that you could argue are too high based on the skill they bring to a team. Begging the question, are they worth it? As the economy has declined, we’ve seen a rise in redundancies, businesses trimming the fat and our database is filling up with talented professionals who’ve been overpaid and now can’t secure a role at the same rate. Additionally, we’ve been contacted based on the role being too stressful and they no longer feel capable, others heading in that direction and an unlucky few available immediately having been let go for under performance. The vast majority of these candidates have highlighted that the expectations were heightened after joining the team and much of this increased expectation seemed to be down to the inflated salary they were being paid. Whilst this might seem unfair and we could be quick to blame the client for offering silly money, is the candidate at fault for accepting a package that they’re not worth?! You could argue either side of the coin. So how do you as a candidate avoid this happening to you….. + Define your own worth first. Seek advice to understand the value of your skills in the current job market and position yourself based on this.+ Most job’s give a salary bracket, just because it’s paying £30-£40k doesn’t automatically mean they will pay £40k.+ If they offer you a salary that’s much higher than expected, seek to understand if their expectations have adjusted alongside this.+ If the salary on offer for the role advertised looks like it’s too good to be true, it probably is! Most employers pay fairly and in line with the market even in super competitive circumstances. If a brand is offering way over the top for your skill set, you need to ask yourself why. Only you can define your value or worth but your value to a company does come with a figure attached. Before accepting it’s important you ensure it’s fair based on the responsibility of the role and your skill set. A step up will always come with challenges and a learning curve you need to ensure you’re ready to take it. If you’re unsure of the salary you should be looking for or how you should position your value gives us a ring, we can help!
Are you worth it?
Are you worth it? The job market is still pretty competitive, even with the economic turndown skilled talent continues to be in demand. If you’ve got a desired skill, you’ve still got plenty of options to consider, so how does the value you place on yourself play a part in your job hunt? To encourage you to accept jobs with them, more and more brands are getting competitive with their offers and packages, paying way over and above what we’ve seen in the market before. The challenge is some of their expectations have increased along with their salaries. This has led to people accepting packages that you could argue are too high based on the skill they bring to a team. Begging the question, are they worth it? As the economy has declined, we’ve seen a rise in redundancies, businesses trimming the fat and our database is filling up with talented professionals who’ve been overpaid and now can’t secure a role at the same rate. Additionally, we’ve been contacted based on the role being too stressful and they no longer feel capable, others heading in that direction and an unlucky few available immediately having been let go for under performance. The vast majority of these candidates have highlighted that the expectations were heightened after joining the team and much of this increased expectation seemed to be down to the inflated salary they were being paid. Whilst this might seem unfair and we could be quick to blame the client for offering silly money, is the candidate at fault for accepting a package that they’re not worth?! You could argue either side of the coin. So how do you as a candidate avoid this happening to you….. + Define your own worth first. Seek advice to understand the value of your skills in the current job market and position yourself based on this.+ Most job’s give a salary bracket, just because it’s paying £30-£40k doesn’t automatically mean they will pay £40k.+ If they offer you a salary that’s much higher than expected, seek to understand if their expectations have adjusted alongside this.+ If the salary on offer for the role advertised looks like it’s too good to be true, it probably is! Most employers pay fairly and in line with the market even in super competitive circumstances. If a brand is offering way over the top for your skill set, you need to ask yourself why. Only you can define your value or worth but your value to a company does come with a figure attached. Before accepting it’s important you ensure it’s fair based on the responsibility of the role and your skill set. A step up will always come with challenges and a learning curve you need to ensure you’re ready to take it. If you’re unsure of the salary you should be looking for or how you should position your value gives us a ring, we can help!
over 1 year ago
By Lara Lee
Does employer branding really matter?
Our answer: Yes. Of course we would say that. But allow us to explain … Having and promoting a strong employer brand is so important when it comes to attracting great talent.Being clear about what you value as a business, can help to attract talent who are invested in your brand and mission as a company. It’s the difference between attracting applicants who are simply looking for their next career move versus those who can associate and see themselves within your company. And because you’re being totally transparent about who you are and what you can offer, whether that’s flexible working, a strong corporate mission to do better or simply great training, you create engagement. You will be able to attract talent who are genuinely invested in your company. Now we don’t know about you. But the interview process is so much more fun when you’re speaking with people who are passionate about what you do and who you do it for. And nine times out of ten, this leads to hiring employees who’re great to work with and are even better at doing their jobs. Okay so it can help me get engaged and committed candidates. What else? Promoting your employer brand can also help you to stand out against the competition. Because nothing is worse than a great candidate deciding to join your competitor. Promoting all of the great things that make you unique in the market can help you to cut through the noise. Helping you to stand out against another job ad or be recognised against some of the bigger players in the market. In short, having a strong employer brand really does matter when it comes to attracting great talent. And it’s something which we take pride in offering clients who chose to work on a retained basis with us when hiring. Discover retained Image credit:Header: Image adapted from Photo by Jane Doan: https://www.pexels.com/photo/people-in-couch-1024248/
Does employer branding really matter?
Our answer: Yes. Of course we would say that. But allow us to explain … Having and promoting a strong employer brand is so important when it comes to attracting great talent.Being clear about what you value as a business, can help to attract talent who are invested in your brand and mission as a company. It’s the difference between attracting applicants who are simply looking for their next career move versus those who can associate and see themselves within your company. And because you’re being totally transparent about who you are and what you can offer, whether that’s flexible working, a strong corporate mission to do better or simply great training, you create engagement. You will be able to attract talent who are genuinely invested in your company. Now we don’t know about you. But the interview process is so much more fun when you’re speaking with people who are passionate about what you do and who you do it for. And nine times out of ten, this leads to hiring employees who’re great to work with and are even better at doing their jobs. Okay so it can help me get engaged and committed candidates. What else? Promoting your employer brand can also help you to stand out against the competition. Because nothing is worse than a great candidate deciding to join your competitor. Promoting all of the great things that make you unique in the market can help you to cut through the noise. Helping you to stand out against another job ad or be recognised against some of the bigger players in the market. In short, having a strong employer brand really does matter when it comes to attracting great talent. And it’s something which we take pride in offering clients who chose to work on a retained basis with us when hiring. Discover retained Image credit:Header: Image adapted from Photo by Jane Doan: https://www.pexels.com/photo/people-in-couch-1024248/
over 1 year ago
By Julia Williams
Positive notes on a blue Monday
Known as the most depressing day of the year, Blue Monday has once again come around. It’s easy when job searching to get lost in the negatives. ‘Will I ever get an interview?’ ‘What about that recession?’. So, today we thought we’d take a step back and look at some of the positives in marketing, digital, creative and sales recruitment at the moment. Positive 1 - Jobs are still out there!We won’t lie and say that job vacancies are booming, but they certainly haven’t fallen off a cliff either (despite the talk of a recession). Companies who are looking to hire at the moment are doing so because there is a genuine business need to expand and grow their teams. At the moment, account management and PR roles are the talk of the town. But there’s still high demand for more technical skillsets such as SEO and PPC. Positive 2 - Work/life balanceWhat’s amazing about todays working landscape is the availability and choice of flexible, hybrid and remote working which wasn’t commonplace pre-2020. Whilst some companies are evaluating their working from home practices, what works for some may not work for others, many others are staying committed to offering a hybrid and flexible working environment in 2023. And so the choice of where and how you work really is yours! Are those 2 days a week in office important to you? Great! There’s hybrid roles for that.Could you benefit from greater separation from home? Awesome! Let’s talk about on-site jobs. Positive 3 - The value of teamsOur 2023 salary survey went down a treat with hiring companies!Why? Because we re-invented it to talk about how they can truly commit to their employees, to ensure they attract, reward and retain the very best talent. Put simply, employers are increasingly recognising that a happy workforce = a committed workforce. They’re invested in their teams, recognising the value they add to culture alongside profit. Image credit: Header: Image adapted from Photo by Mica Asato: https://www.pexels.com/photo/group-of-people-huddling-up-1198171/
Positive notes on a blue Monday
Known as the most depressing day of the year, Blue Monday has once again come around. It’s easy when job searching to get lost in the negatives. ‘Will I ever get an interview?’ ‘What about that recession?’. So, today we thought we’d take a step back and look at some of the positives in marketing, digital, creative and sales recruitment at the moment. Positive 1 - Jobs are still out there!We won’t lie and say that job vacancies are booming, but they certainly haven’t fallen off a cliff either (despite the talk of a recession). Companies who are looking to hire at the moment are doing so because there is a genuine business need to expand and grow their teams. At the moment, account management and PR roles are the talk of the town. But there’s still high demand for more technical skillsets such as SEO and PPC. Positive 2 - Work/life balanceWhat’s amazing about todays working landscape is the availability and choice of flexible, hybrid and remote working which wasn’t commonplace pre-2020. Whilst some companies are evaluating their working from home practices, what works for some may not work for others, many others are staying committed to offering a hybrid and flexible working environment in 2023. And so the choice of where and how you work really is yours! Are those 2 days a week in office important to you? Great! There’s hybrid roles for that.Could you benefit from greater separation from home? Awesome! Let’s talk about on-site jobs. Positive 3 - The value of teamsOur 2023 salary survey went down a treat with hiring companies!Why? Because we re-invented it to talk about how they can truly commit to their employees, to ensure they attract, reward and retain the very best talent. Put simply, employers are increasingly recognising that a happy workforce = a committed workforce. They’re invested in their teams, recognising the value they add to culture alongside profit. Image credit: Header: Image adapted from Photo by Mica Asato: https://www.pexels.com/photo/group-of-people-huddling-up-1198171/