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Freshly squeezed Jobs
about 4 hours ago
Lutterworth
Account Manager
I’m delighted to be bringing this brand-new Leicestershire based Account Manager role to the market. My client has exclusively briefed Pitch on this newly created opportunity, and I’m thrilled to have the chance to work with them in such close partnership! This award-winning retail agency, delivers all manner of creative retail solutions to the market. From experiential and retail design to store fit out, pop-ups category and window displays. They’re capable of delivering it all! Not only are they creative superstars applying their innovative thinkings to creative concepts they also assemble and fit. Meaning they’re in control of the whole process. This unique set up really sets them apart from the competition and it’s a key element to their unrivalled success. So, what are they looking for? My client is looking for an Account Manager to join the uber cool culture and hit the ground running No, you don’t need specific retail design experience, although some exposure to this would be highly beneficial! Essentially, they’re looking for an Account Manager who can manage and develop clients, work closely with creative to ensure the right solutions and deliver large and small scale projects with ease. There’s a lot of plates to spin in retail design so you will need to know how to plan projects, manage budgets, handle expectations and deliver on time. Day to day you will: + Liaise with clients, handling projects and deliverables + Provide quotes and internal briefs + Work in collaboration with the creative division to ensure the visual output is on point. + Provide commercial reports and deliver effective solutions to internal and external challenges The agency has been built from the ground up by the founders, so the culture is thoughtful, invested and collaborative. Their focus is team orientated and their success and staff retention so down to this way of working. If you’d like to find out more about this brilliant opportunity then send your CV over to me today! Rebecca@pitchconsultants.co.uk Ref:50282 AA123
2 days ago
Birmingham
Senior PR Account Executive / Account Manager
Senior PR Account Executive / Account Manager – Consumer Birmingham (2 days onsite p/w) £27,000 - £34,000 Pitch is excited to be working exclusively with a top Birmingham based PR, marketing and content agency that’s looking to recruit a super talented Senior PR Account Executive or Account Manager with a background in consumer PR to join its exceptional team. This agency are extremely well established, with a brilliant senior team who pride themselves on the business they have built, allowing team members the autonomy to push forward their careers with the supported needed to do just that. They work with a range of household brands across hospitality, retail, leisure and FMCG sectors, creating impactful PR campaigns for the national consumer lifestyle press along with some high-profile regional PR too. They have a highly collaborative and integrated approach and they love nothing more than looking at different ways of doing things, working collaboratively together to achieve brilliance for their lovely clients! This agency recognises without doubt the importance of every individual that makes up its team. Culture is key and they pride themselves on the team ethic they have nurtured. They are a diverse, supportive and energetic team with the shared goal of doing great work and enjoying what they do. They have a hybrid approach to the working week with two set days in the office and three days from home along with regular team social events, tailored personal development plans and investment into training. As their new Senior PR Account Executive / Account Manager you’ll be: Working with high profile (and very lovely!) consumer clients within retail, hospitality and FMCG sectors – some of the country’s best loved brands are in this agency’s portfolio! Writing copy for a range of different platforms – from press releases and features to blogs and awards entries. No two days are the same! Pitching news stories and features to a range of consumer media contacts, securing outstanding coverage for your clients. Supported by an exceptional Account Director who is extremely supportive and nurturing. Are you the brilliant PR this agency is looking for? Are you … An experienced PR, used to a busy role that sees you juggling different clients and projects? Confident building relationships and securing coverage with the media? A team player, collaborative, energetic and looking for a business that you can be a part of long term? Yes? Pop your CV over to arrange a chat about this opportunity, but be quick, it won’t be around for long! Ref: 50280 AA123
5 days ago
Staffordshire
Marketing Operations Lead
Marketing Operations Lead Staffordshire – 3 days office/2 days home £40,000 - £45,000 (possible flex) Pitch is delighted to be exclusively partnered with this fantastic business as they look to expand their marketing team. They’d love to onboard someone before the Christmas break too! This is a fully integrated marketing role, that requires someone who has designed and delivered marketing campaigns within a B2C business and who has both a creative eye and loves analysing and reporting on campaign success. If you have used HubSpot in the past, this would be a huge bonus! By maintaining rigorous standards across both offline and digital channels, you will contribute significantly to the team’s ability to achieve strategic goals, maximising both brand impact and return on investment. Responsibilities of the role: Execute timely delivery of marketing campaigns, to ensure that budgets, timelines and resources are properly aligned, working as part of a collaborative team. Manage the delivery of print assets, brochures, OOH, events, advertising and PR. Ensure all digital campaigns and integrated and consistent across email, SMS, social media, display, paid media and search. Produce and manage the media schedule. Manage agency relationships across PR, brand and digital. Ensure the workflow through the team is consistent and timely. Line management of one direct report. Reporting and analysis of budgets and campaign ROI. Experience needed to be successful: You’ll be a generalist marketer with experience across digital and print campaign delivery. Project management will be natural to you, and you’ll be able to demonstrate where you have managed multiple campaigns in previous roles. You will ideally have some experience of people management. You’ll be a natural communicator and able to build relationships with stakeholders of all levels. Ability to work at pace. Creative flair where you can proof and edit all content assets before sign- off. Commercial with a data-focused approach. A background within a B2C business, either inhouse or from a marketing agency. HubSpot experience would be very beneficial. Full driving license and own car- this role requires some travel to sites across the Midlands region. This is such a fabulous role with a truly collaborative and “people-first” business. They offer some great benefits including bonus, private healthcare and individual development budget. They also get that people have a life outside of work and that families are important, so they offer flexibility and TOIL for any extra hours worked. If this sounds like a business you would love to work for and you have the required experience, and eligibility to work in the UK without needing any ongoing sponsorship, please apply today to lara.l@pitchconsultants.co.uk Ref 50278
6 days ago
Stafford
Social Media Manager
Social Media Manager Wolverhampton - 4 days office/1 day home Competitive salary Pitch is delighted to be exclusively supporting this full-service marketing agency in their search for an awesome Social Media Manager! Working with clients across a diverse range of sectors, both B2B and B2C, they are seeking an ambitious and creative social specialist, who has experience of both organic and paid social. What will you be doing? Managing client relationships and supporting them with developing their social media strategy and social content plans. Managing budgets for paid social campaigns. Sole responsibility for all the paid social campaigns. Crafting engaging and creative content for organic social. Analysing campaign results and reporting to clients. Managing a small team. What experience do you need? You will have been working in a social media role, managing both organic and paid social campaigns. Your experience will preferably come from working in a similar agency role. If your experience is inhouse, you will need to have worked on multiple brands or supported multiple stakeholders. You will have worked across Meta (Instagram and Facebook), TikTok, LinkedIn and You Tube. You will ideally have used Sprout Social or similar. You'll be able to juggle multiple projects and clients and be both analytical and creative and able to report on commercial success. Due to the location of this agency, you must have your own transport. Ref 50276
7 days ago
Birmingham
PR & Content Executive
PR & Content Executive / Senior PR & Content Executive Birmingham (hybrid working – 2 days onsite) £23,000 - £27,000 Pitch is currently supporting a leading integrated agency based in Birmingham that’s looking for a talented PR & Content Executive to join it’s fantastic team! This agency is truly integrated and work on strategic marketing campaigns for whole host of blue-chip clients. They're looking to strengthen their team by recruiting a talented Account Manager to lead on some fantastic B2B brands. Within this role you’d be working on campaigns across design, print, advertising, content creation and events. The agency has an extremely collaborative culture, with marketing, creative and PR teams working in unison to create some brilliant marketing campaigns for their clients. As their brilliant new PR & Content Executive you’ll: Be working on PR campaigns for a range of high-profile clients with a B2B and trade focus. Be writing a range of content including press releases, features, blogs and thought leadership pieces. Have the opportunity to work closely with key trade media contacts to secure coverage and raise brand awareness. Work with the support of an experienced an d nurturing line manager. Could you be the up and coming PR this agency is looking for? Are you … An experienced PR candidate with agency or in-house PR & comms experience? Someone who loves copywriting for a variety of platforms, from short snappy content to long form copy that tells a compelling story? A great team player, eager to learn and keen to develop long term within a business that provides excellent training and development opportunities? This is a fantastic opportunity to join an award-winning integrated agency with a high profile client base across a variety of B2B sectors. The role would suit an established PR Executive or a graduate with some placements or work experience looking to advance their career. If you think this could be the role for you and would like to know more or have a confidential chat, please send through your CV today! Ref: 50279 AA123
8 days ago
Birmingham
PR Account Manager / Senior PR Account Manager - B2B
PR Account Manager / Senior PR Account Manager Birmingham £30,000 - £40,000 Pitch is delighted to be working in partnership with a growing Birmingham based PR and content agency that’s looking to recruit a super talented PR Account Manager (or Senior) to join its growing team. A growing team of likeminded PR and comms pros, this agency works across a broad range of consumer and B2B businesses, supporting a variety of big brand food, drink, retail and leisure, property, construction and financial services clients to deliver PR and content campaigns as well as events that achieve excellent engagement and results. They have a highly collaborative and integrated approach and they love nothing more than looking at different ways of doing things, working collaboratively together to achieve brilliance for their lovely clients! This agency recognises without doubt the importance of every individual that makes up its team. Culture is key and they pride themselves on the team ethic they have nurtured. They are a diverse, supportive and energetic team with the shared goal of doing great work and enjoying what they do. They have a hybrid approach to the working week with two days in the office and three days from home along with regular team social events, tailored personal development plans and investment into training. Within this PR Account Manager role you’ll: Be managing client relationships with some of the agencies key clients across B2B sectors, along with some consumer brands if that’s your thing too. Have the opportunity to be involved in campaign strategy creation, supported by your brilliant Account Director where needed. Creating compelling content for press releases, socials and online content. Be liaising with a range of media contacts, spotting and pitching news stories and features to secure coverage that really makes a difference to the high-profile brands you’re supporting. We’re looking for a candidate who: Has a strong PR background, the focus here is on B2B PR but if you have a mix of both that work too. Is working in-house or within an agency at PR Account Manager level or equivalent. Has a highly creative approach, is a great writer and who loves the buzz of securing client coverage. If you’re looking for a role with a B2B focus that allows you the chance to work on some really high-profile brands, within a business that truly invests in its team and prides itself on its culture then please get in touch to have a chat about this really fab opportunity! Ref: 50277 AA123
8 days ago
Birmingham
Media Account Executive - planning & buying
Senior Media Account Executive (planning & buying) Birmingham (4 days onsite p/w) £27,000 - £30,000 This innovative independent media planning and buying agency based in Birmingham is on the lookout for a talented Senior Media Account Executive to it’s brilliant team. This agency has a fantastic culture, close knit and supportive team and can offer an excellent career path along with great training and development opportunities. This brilliant business works with a range of high profile brands across everything from leisure and travel to automotive and fashion, planning their media activity and buying space across print and digital channels. This is a great opportunity for someone looking to step up their career within a small but growing business, where you have the opportunity to take on as much responsibility as you like within a supportive and empowering environment brimming with creativity! As their new Senior Media Account Executive you’ll be: Working closely with some absolutely lovely clients, helping them to navigate an ever changing media environment. Planning and forecasting online and offline media activity. Managing media schedules on behalf pf your clients, dealing with external media partners. Monitoring and reporting on campaign performance. What experience are we looking for? Experience working in a media planning and buying role – this could have been gained working within an agency, brand side, or with a media owner. A passionate and positive person looking to grow and develop. If you’re the media whiz this agency is looking for please get in touch! Ref: 50240 AA123
8 days ago
Birmingham
Digital Account Manager
Digital Marketing Account Manager Birmingham Salary - negotiable Fancy working somewhere a little bit… well, different? Pitch is proud to be partnered with Kubix, one of the top tier Shopify agencies in the UK, to help in finding them a brilliantly talented Account Manager to join their absolutely amazing team! Kubix is an exceptional business, a Shopify Plus partner AND Google Premier partner, the team works with a huge range of e-commerce clients that trust them to create beautiful Shopify websites and come up with digital marketing campaigns that drive traffic and covert sales. That’s what they do, but what’s their WHY? We never stop growing – Together. And that really says it all; from working with bigger and better brands than ever before, to being able to offer long term development and career opportunities to their growing team, Kubix will continue to grow using their guiding values of clarity, creativity, integrity and tenacity to keep them on track. Their office space is unbelievable, with windows looking right onto Birmingham’s canals (much to the surprise of the daily canal boat owners that sail by!) and their team loves to be in the office together on a daily basis. They’re a team of close-knit individuals, with a collective whopping 88 years at Kubix which, for an agency that’s just celebrated its 8th birthday is pretty epic. From their breakfast club to their Champions of the Week, they truly believe that a happy workforce makes for happy work. Sound like the kind of business you want to be a part of? Here’s what you’d be doing as their brand-new Digital Account Manager: You’ll be client facing, building great relationships with your clients and working closely with them to understand their objectives and their challenges. You’ll have the opportunity to create digital marketing campaign strategy and plans for a whole host of brilliant e-commerce brands. You’ll be crafting briefs and project managing campaign creation. You’ll have the chance to be hands on with all manner of ecommerce marketing including advertising and email marketing. What experience are we looking for? An experienced digital marketer with excellent communication and organisational skills. Experience working within a busy agency environment. A friendly, collaborative, motivated and enthusiastic person with a proactive approach. And what about the package? We know that including a salary indication is helpful, we always try to do this wherever we can and appreciate it can be frustrating to keep something so important so vague. But on this occasion, the Kubix team are in a position to consider a wide variety of experiences and salary levels for this role, so when we chat we can understand what that needs to look like for you and if you’re the best person for the role a salary in line with where you at and what you’re after will be on offer! If you’d like to hear more, we’d love to hear from you! Ref: 50111 RR123
At our heart
4 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/
5 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
6 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 💚
10 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 💚
over 1 year 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.
over 1 year ago
By Rebecca Thomas
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
What They Say
