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Freshly squeezed Jobs
2 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! This agency is a real gem, a team of people across a variety of specialisms, they do some really great work for clients and have a completely multi-channel approach. The team is long standing and supportive, they work collaboratively together and their culture is really key – they work hard but they have fun, they have a team focused and autonomous approach and every employee is valued. They work with clients across a diverse range of sectors, both B2B and B2C, they are seeking an ambitious and creative social specialist to join their growing team. What will you be doing? Managing client relationships and supporting with developing social media strategy. Coming up with highly creative campaign ideas, with the opportunity to really push the boundaries and try out new things. Crafting engaging and creative content for social channels, scheduling and posting. Analysing campaign results and reporting to clients. What experience are we looking for? An experienced social media candidate, working at Senior Exec or Manager level currently within an agency or in house role. A creative thinker who loves coming up with new ideas. A love of variety - You'll be able to juggle multiple projects and clients. Due to the location of this agency, you must have your own transport. If this sounds like the next step in your social career please apply online now! Ref 50276 AA123
3 days ago
Warwickshire
Paid Social Manager
Paid Social Manager Warwickshire - hybrid (2 days p/w onsite) £40,000 - £50,000 Pitch is partnered with a specialist Warwickshire based Digital Marketing Agency looking to secure a Paid Social Specialist to join their team. The agency is looking for a Paid Social Manager to bolster their paid department and focus on delivering leads to a range of luxury clients. If successful, you will be responsible for the following day to day: Leading paid social strategy for a range of awesome consumer brands. Working with clients to understand their objectives and planning out paid social activity that delivers results. Getting habnd son with ad campiagn builds. Manging a Paid Social Executive, mentoring and developing. Working in a team of digital specialists you will work towards delivering the best results for your clients. Sharing best practices, trying new techniques, and always delivering the best results for your brands. To be considered for the role you will need: 3+ years + of experience within paid social media. Experience in successfully managing a range of clients in an agency environment. A love of the hands on aswell as a skill in strategy creation. The agency looks for excellent communication skills and creative thinking, with the ability to use both data and intuition to inform decisions. Super high attention to detail is a must as is being a team player. These business is working towards a common goal to deliver not only the best results but the best service too. If you’d like to be part of their entrepreneurial team who invest in training and development, offer super flexible working, and have a solid benefits package then apply today for immediate consideration. Ref:51552 AA123
3 days ago
Warwickshire
Head of Client Services
Head of Client Services West Midlands – mainly remote Salary DOE Pitch is working in partnership with The Marketing Pod, an exceptionally talented and truly brilliant marketing agency to support them in finding a brilliant new Head of Client Services to join their fab team. The role can be primarily remote and allows you the flexibility to have a great work/life balance, as a minimum you’ll need to be onsite once a month, but if you’re able to be in the office on a weekly basis, even better. The Marketing Pod is a specialist B2B marketing agency that works with high growth businesses to help them accelerate and 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 Pod’s 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. 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’s involved in the role? Heading up the agency’s client services function, managing and inspiring a team of Account Directors and Account Managers, developing account plans, driving performance and ensuring best practice process is followed. Acting as the strategic lead and senior contact for existing and new clients, working closely with them to consult on marketing strategy and develop proposals, supporting your team where necessary. Responsibility for financials and forecasting, achieving growth targets based on nurturing existing client relationships. Being accountable for client satisfaction; both measuring and improving. Taking responsibility for fostering a high-energy, motivated, empowered and engaged account management team, supporting professional development and playing your part in maintaining Pod’s culture. What are they looking for? An experienced agency side Head of Client Services level candidate with a broad marketing background and B2B skillset. A candidate with strong commercial skills (including forecasting and understanding your P&L) and who is a nurturing and empowering team manager. Someone who is keen to join an ambitious and forward-thinking business in a role that allows you to be a key part of the business’ leadership and growth. If you’re an experienced Head of Client Services / Client Services Director and you’re looking to join a business that values every employee, where you can be part of an ambitious, supportive and collaborative team, this could be just what you’re looking for. This agency is one of a kind, they have a great reputation and a genuinely fantastic culture, they offer the opportunity to work remotely (or be office based if you like – most people go in on a weekly basis but it’s entirely down to you!). What’s not to love? Apply online to hear more! Ref: 51420 AA123
3 days ago
Warwickshire
Content & PR Writer - 12 month FTC
Content & PR Writer – B2B – 12 month FTC West Midlands / Remote £35,000 - £45,000 Calling all B2B content writers! Pitch is working in partnership with The Marketing Pod, an exceptionally talented and truly brilliant marketing agency to support them in finding a superstar Content & PR Writer to join them in a 12 month fixed term contract to cover maternity leave. The role can be primarily remote and allows you the flexibility to have a great work/life balance, as a minimum you’ll need to be onsite once a month, but ideally on a weekly basis. The Marketing Pod is a specialist B2B marketing agency that works with high growth businesses to help them accelerate and 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 Pod’s 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. 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. As their brilliant new Content Writer you’ll: Be working within a team of exceptional content writers, writing long and short-form content for a range of large B2B clients. From editorial, blogs and white papers to scripts for video and podcasts, social media posts, ads, infographics, award entries and reactive comments. Use your research skills (both desk based and expert interviews) to aloe you the background information and understanding you need to write with credibility. Working with clients to fully scope out a brief, helping them to shape and define their content plans and acting as their content brand guardian. Proof and edit to support your team members. Be involved in coming up with creative ideas and driving best practice as well as staying on top of the latest B2B copywriting trends. This agency is looking for a candidate who: Is an experienced content creator and copywriter with a B2B background who loves writing long and short form copy, experience writing with SEO in mind would be great too! Is a real team player, collaborative, communicative and creative. If you’re an experienced B2B copywriter and you’re looking to join a leading agency with a great reputation and genuinely fantastic culture, in a role which offers you the opportunity to work remotely (or be office based if you like – most people go in once a week but it’s entirely down to you!) as part of a passionate and highly creative team, then please get in touch! Ref:51353 AA123
3 days ago
Redditch
Social Media Coordinator
Social Media Coordinator Redditch – 5 days in office £26,000 - £30,000 Pitch is working exclusively with this B2B manufacturer with global distribution based in Redditch as they look for a Social Media Coordinator to join the team. You’ll have around 18 months experience working within a social media role previously and be looking for that next step up. This is an exciting role where you’ll be managing multiple brands across different social channels, reporting to the Head of Digital and supported by a talented creative and content team. Key activities in the role: Create social media content plan in conjunction with Head of Digital and creative team. Manage all social media channels across Instagram, Facebook, LinkedIn, with a small amount of TikTok and You Tube. Schedule social media posts using Loomly. Manage and develop influencer relationships and arrange and attend influencer events. Community engagement and management. Write content, titles and captions. Edit assets using Adobe Creative Suite. Experience needed: Previous experience in a social media role where you have been responsible for multiple social channels. Experience of improving engagement, increasing followers and building brand. Experience of using basic Adobe Photoshop and InDesign. Some knowledge of approaching influencers and building relationships. Agency or inhouse experience – ideally with some examples of social media accounts you have run within a business- not personal accounts. Comfortable attending trade and influencer events and running live social media feeds and Reels. 3-4 times per year, some possible European travel. Full right to work is essential- we are unable to consider anyone on a visa who needs ongoing sponsorship. Due to the location of this client, you’ll require your own transport. Ref 51519
5 days ago
Stratford-upon-Avon
Paid Social Executive
+ Paid Social Executive + £30,000 - £35,000 + Warwickshire We have the pleasure of working with one of the midlands most impressive media agencies and we can’t wait to find them a Senior Paid Social Executive to join their award winning team. The agency has an incredibly talented media and performance team and delivers some of the most impressive campaigns. Delivering across the whole media funnel there isn’t anything they’re a one stop shop for everything you need. Always consultative in their approach they build a strategy from scratch and tailor solutions that will deliver results. The head of digital is skilled in all aspect of performance marketing so you’d be joining a team where the most senior person can be hands-on and do, they day to day so you know you’re going to learn a lot. Client-wise wise the team work with brands in all industries, from Izuz and Nescafe to Furniture Village and The Royal Mint. If successful, you will be responsible for the following day-to-day: +Creating and launching paid social campaigns + Ensure funnels are working and set up correctly and are ready for traffic + Consistently optimising and split testing to ensure you’re delivering the best results + Writing ad copy and tweaking landing page copy + Troubleshooting campaign issues + Advising and directing clients on creatives needed to improve campaigns. Working in a team of digital specialists you will work towards delivering the best results for your clients. Sharing best practices, trying new techniques, and always delivering the best results for your brands. To be considered for the role you will need: + 1 year of experience with Facebook paid advertising and analytics minimum + Experience in successfully managing a range of clients at any one time + Knowledge of working with clients who require lead generation campaign activity + A solid understanding of opt-in funnels and CRO experience + The ability to spot, analyse, and resolve problems in a campaign. The agency looks for excellent communication skills and creative thinking, with the ability to use both data and intuition to inform decisions. Super high attention to detail is a must as is being a team player. These guys are working towards a common goal to deliver not only the best results but the best service too. If you’d like to be part of their entrepreneurial team who invest in training and development, offer super flexible working, and have a solid benefits package then apply today for immediate consideration. Ref – 51419 AA123
7 days ago
Rugeley
Content Manager/ SEO Copywriter
Content Manager/SEO copywriter Rugeley – 2/3 days office, other days from home. up to £40,000 plus benefits Pitch is delighted to be exclusively supporting this fantastic e-commerce business based in Rugeley who are looking for an experienced Content Manager to join their team. The business is a top seller in their category within the health and wellness market. They’re looking for someone who can work closely with the design and marketing team to curate high quality content across various digital platforms, engage with audiences and drive traffic to their direct sales channels. You’ll develop content for social media, case studies and blog posts. You’ll be responsible for: Creating the content calendar. Researching key topics within the health and wellness market to develop content that resonates with the audience. Working with the product and marketing teams to identify key products that require promotion. Writing content for blogs, case studies and social media, ensuring all content is optimised. SEO- keyword research, meta-tagging and building backlinks. Growing and managing the social media community. What experience is required? You’ll have worked in a content role previously and have excellent verbal and written communication skills with a portfolio of work available. Previous experience in a marketing role where you have written specialist content for multiple digital channels. Experience of researching and providing sector insight that can be used within the content plan. A good knowledge of on-page and off-page SEO and the ability to write fully optimised content for digital platforms. Experience of managing social media communities. Videography/editing experience would be beneficial but not essential. Your content experience will be within a consumer focused, product role. Experience or interest in the health and wellbeing/nutrition market would be advantageous. Agency or in-house experience. This business works a 35 hour week, offer some flexibility on start and finish times and have some great benefits. Apply with your CV today if this sounds like you. Ref 51486
9 days ago
Birmingham
Digital Marketing Manager - Birmingham
+ Digital Marketing Manager + Birmingham (some hybrid working) + £30 - £40k Growing midlands based property empire is on the hunt for an ambitious Digital Marketing Manager to join their impressive team and support across a range of the companies within their portfolio. This business has gone from strength to strength over the last 12 months and they’re showing no signs of slowing down. Due to continued growth and existing client requirements, they’re looking for a talented Digital Marketeer join the ranks and support clients with the strategic direction and delivery. Reporting directly into the Head of Marketing you’ll work closely with the wider teams to strategus the best use of digital marketing channels. Integrating with the PR, social and marketing divisions you’ll work hand in glove to deliver seamless solutions that always help ROI. To be considered you will need: + A history is digital marketing and case studies to showcase your portfolio of skills. + Exposure to email marketing and providing CRM solutions that utilise data and drive traffic + Excellent knowledge of the digital media landscape and it’s ability to evolve quickly. So you’ll need to be on the pulse with the latest trends and changes. + Be skilled in PPC and Paid social solutions know your way around Google Suite, G4A and Tag Manager + Some commercial exposure to finance and project planning This is an excellent opportunity for a Digital Marketing Manager to join a brilliant Birmingham bases business who grow year on year. Not to mention the team is supportive, progressive and creative so you’re ideas will always be listened to and you’ll have the chance to be part of an award winning team. What’s not to love?! Send your CV over for immediate consideration. This role won’t be in the market for long! rebecca@pitchconsultants.co.uk Ref: 51453 AA123
At our heart
7 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/
8 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
9 months ago
By Rebecca Thomas
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Pitch Talk....
Pitch Talk…We were enjoying some sunnier days until today but that doesn’t mean it’s all doom and gloom! Here’s a little market update from our Managing Director, Rebecca Thomas.Market UpdateNews on the job-hunting or talent-searching front has also been a little sunnier of late. There is movement in the market, candidates are looking, and clients are hiring, which is positive for everyone! So, what’s the catch…… Truth be told, it’s a bit of a messy market right now, if you’re recruiting at the moment, you may know exactly what we mean. If you’ve not been on the lookout recently then let me give you an idea of what the landscape is like.It’s no secret that recruitment has got harder and harder over the years. When I first joined the Pitch team way back when in…(goes to check LinkedIn for her start date) 2011 recruitment was a much simpler process.Clients had simple briefs, candidates had straightforward expectations, everyone went for face-to-face interviews, worked 5 days a week and most of the time negotiation was focused on salary expectations. Which, if I’d done my job right when I qualified and sent the candidate was limited because we were all on the same page. There were less layers of complexity in offers and the pace of recruitment was quicker.Fast forward to now; We have a much wider range of skills to recruit for, many specialists, some more niche, and lots of them pretty hard to come by. PR is still PR but it could also encompass, content, social, paid, and organic. Making the search bigger, broader, and not quite so straightforward.Not only have skill profiles evolved the variables of benefits, flexibility and working hours are vast now making qualification and candidate management a whole new level of difficulty. This means recruitment is more time-consuming, takes longer to deliver, and can cause a ripple effect of challenges for many businesses.If you know the Pitch team, then you know we like a challenge and we’re totally here for it! Our product offering will always provide you with a solution tailor-made to whatever you need, ensuring we can find you what you’re looking for. We just might need to factor in a little more time, a few more variables and put our awesome negotiation and qualification skills to the test!We’re in the process of bringing out our brand new How to Recruit Guide, this will give hints and tip on how to hire better in this challenging market! This would guide you on how to do it yourself as well as how you can use an agency more effectively and overcome some of the above-mentioned issues.Pitch TalentOn the Pitch news front, we have a new starter….Natasha Price, is our newest Pitch team member and to say we’re delighted to have her would be a total understatement! Natasha joins us with a wealth of creative and marketing recruitment experience, temp and perm knowledge as well as being an ideal fit for our Pitch Culture. We love her and we know you will too. If you want to find out more about Tash, feel free to reach out to her – Natasha.p@pitchconsultants.co.uk If we’re not already in touch with you as a candidate or client give us a buzz we’d love to chat 💚
Pitch Talk....
Pitch Talk…We were enjoying some sunnier days until today but that doesn’t mean it’s all doom and gloom! Here’s a little market update from our Managing Director, Rebecca Thomas.Market UpdateNews on the job-hunting or talent-searching front has also been a little sunnier of late. There is movement in the market, candidates are looking, and clients are hiring, which is positive for everyone! So, what’s the catch…… Truth be told, it’s a bit of a messy market right now, if you’re recruiting at the moment, you may know exactly what we mean. If you’ve not been on the lookout recently then let me give you an idea of what the landscape is like.It’s no secret that recruitment has got harder and harder over the years. When I first joined the Pitch team way back when in…(goes to check LinkedIn for her start date) 2011 recruitment was a much simpler process.Clients had simple briefs, candidates had straightforward expectations, everyone went for face-to-face interviews, worked 5 days a week and most of the time negotiation was focused on salary expectations. Which, if I’d done my job right when I qualified and sent the candidate was limited because we were all on the same page. There were less layers of complexity in offers and the pace of recruitment was quicker.Fast forward to now; We have a much wider range of skills to recruit for, many specialists, some more niche, and lots of them pretty hard to come by. PR is still PR but it could also encompass, content, social, paid, and organic. Making the search bigger, broader, and not quite so straightforward.Not only have skill profiles evolved the variables of benefits, flexibility and working hours are vast now making qualification and candidate management a whole new level of difficulty. This means recruitment is more time-consuming, takes longer to deliver, and can cause a ripple effect of challenges for many businesses.If you know the Pitch team, then you know we like a challenge and we’re totally here for it! Our product offering will always provide you with a solution tailor-made to whatever you need, ensuring we can find you what you’re looking for. We just might need to factor in a little more time, a few more variables and put our awesome negotiation and qualification skills to the test!We’re in the process of bringing out our brand new How to Recruit Guide, this will give hints and tip on how to hire better in this challenging market! This would guide you on how to do it yourself as well as how you can use an agency more effectively and overcome some of the above-mentioned issues.Pitch TalentOn the Pitch news front, we have a new starter….Natasha Price, is our newest Pitch team member and to say we’re delighted to have her would be a total understatement! Natasha joins us with a wealth of creative and marketing recruitment experience, temp and perm knowledge as well as being an ideal fit for our Pitch Culture. We love her and we know you will too. If you want to find out more about Tash, feel free to reach out to her – Natasha.p@pitchconsultants.co.uk If we’re not already in touch with you as a candidate or client give us a buzz we’d love to chat 💚
about 1 year ago
By Rebecca Thomas
January takeaways….
You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. We put our heart + soul into every role at Pitch 💚
January takeaways….
You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. We put our heart + soul into every role at Pitch 💚
over 1 year ago
By Rebecca Thomas
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
Pitch appoints Heidi to the board
I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!
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.
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