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Freshly squeezed Jobs
about 6 hours ago
Worcestershire
Strategy & Planning Director - Brand & Marketing
Strategy Director Birmingham (hybrid – 2 days p/w onsite) £70,000 - £80,000 Pitch is exclusively partnered with an exceptional Birmingham based integrated agency in its mission to find a brilliantly talented Strategy & Planning Director to join its growing team in a new role that is pivotal to the growth of the agency. This agency really is one of the region’s leading lights and most well-established agencies; they have a fantastic culture and can offer a brilliant career opportunity to the right candidate. They're a full-service creative agency with a team of well over 50 people, offering services that span PR, creative, digital and media to a vast array of clients, ranging from up and coming start-ups to numerous global household brands across B2B and consumer sectors. This agency keeps their values at the heart of everything they do and their culture is second to none. They have a collaborative approach and invest heavily in the development of their teams, each and every individual has input, is valued and their staff retention & progression opportunities are well ahead of the market average. This really is a fantastic opportunity with an agency that develops its employees and values its clients; their growth, success and reputation is testament to this. As a Strategist within this super talented agency team you’ll be: Partnering with a range of high-profile brands to create transformational brand propositions and marketing campaign strategy. Working closely with senior stakeholders and internal teams to create insightful and innovative strategies that have a huge impact on your clients’ success. Working on the detail – identifying competitors, analysing challenges, interviewing and understanding senior stakeholders and engaging with experts to allow you to create strategy that transforms business. Be the lynchpin for the creative process, leading truly integrated strategy and ensuring that is aligned across all agency teams. This agency is looking for a candidate who: Is a highly experienced brand strategist with a wealth of creative agency experience. Has a proven record of supporting well-known consumer and B2B brands with brand and marketing strategy. Has the ability to lead research interrogation, getting into the detail and transforming findings into a compelling narrative. They offer some great benefits, including a flexible approach to working with a split between home and the office, a great holiday allowance, employee benefits scheme and a truly brilliant culture. If you think you could be their brand new Strategist please get in touch to hear more about this amazing opportunity! Ref: 50265 AA123
1 day ago
Birmingham
PR Account Manager - Consumer
PR Account Manager - Consumer Birmingham (2 days onsite p/w) £30,000 - £35,000 Pitch is excited to be exclusively partnered with a truly brilliant integrated marketing agency that's looking for a superstar consumer PR Manager to join its team. This ambitious agency is one to watch, they have built a brilliant business with a fantastic culture and their client base is second to none, brimming with high profile consumer brands within travel, retail, sports and FMCG sectors. The campaigns they create push the boundaries of creativity, they create events that cause a stir, digital campaigns that hit their audience hard, video that can't be missed and content that stops people mid scroll. You get a great team environment with this agency, a collaborative approach where everyone's ideas count, from Exec to Director it doesn't matter where you sit, everyone plays an equal part in continuing to build on the agency's success. There's a great benefits package on offer as well as a fantastic flexible working model that inspires a team approach and allows a great work/life balance, with 2 days a week on-site and true flexibility. Within this role you'll be: Working on a range of big brand consumer clients along with a couple of brilliant up and coming brands. Managing client relationships, working in true partnership with your clients as a key part of their team. Working on strategy and delivery for a huge variety of PR activities, including digital PR, press and media relations, stunts and activations and influencer campaigns. Copywriting engaging and creative content that lands with the media and drives web activity and brand engagement. Pitching to national consumer press securing online and offline coverage. We're looking for a candidate who: Is brilliantly talented PR with a creative approach, able to pull together an impactful PR strategy and who still loves being hands on with delivery. Is keen to mentor and support less experienced members of the PR team. Is keen to work in a varied and creative PR role that encompasses traditional and digital PR activity. This really is one not to be missed. If you're a consumer PR and you're looking to work on some of the biggest consumer brands get in touch to hear more! Ref: 50258 AA123
1 day ago
Staffordshire
Assistant Merchandising Manager
Assistant Merchandising Manager Staffordshire £doe Exclusive to Pitch, this is a brand-new role that has been created to support the product management team within this leading distributor of interior furnishings. This is a highly commercial and data-driven role where you will have responsibility of monitoring critical paths to ensure that stock and launch deadlines are managed effectively and on time and work closely with buyers, supply-chain, product managers and the retail merchandising team to ensure that promotional activity is effective, stock levels are correct and ensure that discontinued lines are managed out profitably. Key elements of the role include: Update weekly stock reports and identify risks. Nurture close relationships with suppliers and Far East factories. Actively trade products and analyse sales patterns and ensure that stock levels are maintained to hit sales and stock targets. Commercially analyse potential promotional activities- seasonal, end of line etc and fully evaluate the commercial impact and successes post promotion. To be considered for this role, you must have the following experience: You’ll have worked in a similar role such as merchandising, category management, commercial analyst, product analyst etc. You’ll be happy working in Excel day to day at an advanced level. You must be highly data-focused and able to analyse information and draw insight from it. You’ll be able to demonstrate strong communication and relationship building skills where you have managed relationships with suppliers and customers. You’ll have worked within a consumer-focused business who sell products through retail channels. Ref 50239 AA123
1 day ago
Birmingham
Digital and Paid Search Specialist
Digital & Paid Search Specialist Birmingham – 3 days office/2 days home £doe Pitch is delighted to be exclusively supporting this award-winning technology business based in Birmingham city centre. Following exciting growth, they are on the lookout for a digital marketer who has strong hands-on experience within paid media, specifically PPC, paid social and display. Working with the wider team, you will manage the delivery of integrated digital marketing campaigns for several business divisions, briefing agencies and internal specialists on SEO, content, CRM and email, but as the paid media expert, you will deliver on this channel yourself. You will be highly analytical, and love using data to inform test and learn strategies and Growth Hacking methodology. In the role you will: Work closely with the marketing manager who will brief you on campaigns and workflows. Develop the digital marketing plan and brief other team members and agencies on requirements for the campaigns. Adopt A/B testing for campaigns, using growth-hacking methodology to deliver the best results for the business in the most appropriate way. Take the lead on managing the paid media campaigns across Google AdWords, paid social on LinkedIn and managing Google Display. Manage budgets and all reporting. Experience needed: Knowledge of all digital marketing channels used to drive leads and engagement. Hands-one experience of setting up and managing PPC campaigns on Google AdWords and all budget management and reporting. Experience of managing paid social campaigns, particularly on LinkedIn. Google Display experience. Knowledge of SEO, content and email. Experience of A/B testing. Previous experience of B2B digital lead generation – inhouse or agency side. Strong stakeholder management skills- able to challenge when needed and use data to justify decisions. This is a great role with an awesome business who are only looking to continue growing so the longer-term development opportunity is huge! Apply today if you feel you can tick the boxes above and are ready for a new and busy challenge. Ref 50246 AA123
1 day ago
Alfreton
Social Media Artworker
Social Media Artworker Alfreton – 4 days in office/1 day home £26,000 - £30,000 We are thrilled to be working with one our favourite clients again, helping them find an Artworker who has plenty of experience artworking for social media, who also has some creative design experience. They have gorgeous offices with a gym, hair and beauty salon and restaurant all on site! To be considered for this role, there are some key elements of experience that you must be able to demonstrate: You will have worked as an artworker and be able to demonstrate your creativity within your portfolio with a large proportion of your work being in social media design. You will be able to demonstrate experience of project management and planning as you will work closely with the inhouse social media team and support them with ideas and deliver work on time for them. You’ll have a strong awareness of all social media platforms and understand what works for each platform, including sizing, colour tones, layering, length of content. You’ll understand the importance of working within brand guidelines and ultimately be the brand guardian for all creative content used across social media. Your experience can come from an agency or in-house role. Culture fit is just as important as skill for this role, so you will be a people person to your core, someone who likes making a difference in people’s lives, enjoys collaborating and working within a supportive and non-judgmental team and be passionate about what you do. Initially this role will require 5 days per week in the office until you have got up to speed and then you will be able to work from home one day a week. If this sounds like you, please apply with your portfolio and CV. Ref 50234 AA123
3 days ago
Warwickshire
Paid Social Manager
+ Senior Paid Social Manager + Warwickshire + Up to £50k + 2days/week in office. 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: +Creating and launching ad 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: + 3 years + of experience with Facebook paid advertising and analytics + Experience in successfully managing a range of clients at any one time + Knowledge of working with clients who require lead generation campaign activity + 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:50273 AA123
3 days ago
Birmingham
Account Manager - Agency
+ Account Manager – Media Agency + £28,000 - £334,000 + Birmingham (flexi working) Pitch is proud to be supporting a brilliant integrated marketing agency in recruiting a talented Account Manager to join its growing team. Based in central Birmingham, this agency is focus on delivering awesome milti-channel media campaigns. The team work with a vast array of clients in a variety of sectors meaning you have the chance to exercise your skills in multiple areas, gaining a diverse range of experience and exposure. They have a great culture and a real team orientated feel at their core and they work hard to maintain the culture they are so proud of. Over the past few years they have maintained consistent growth and have continued to invest in their team and enhance their offering. They have a flexible approach to remote working, with one day a week in from home, plus a half day on a Friday, meaning you’re actually only working a 4.5 day week! As their newest Account Manager you’ll: Take a lead on campaign delivery for a variety of exciting clients. Work on a vast array of marketing campaigns – from TV, radio, paid media, content and social. Manage some fantastic household brands, as well as established boutique businesses. Be supported by a team of experts internally to deliver work you’ll all be proud of across all marketing channels. We’re looking for a candidate who: Is an experienced Senior Account Executive or Marketing Executive looking for a role with a progression to Account Manager. Has great client management skills, strong project management ability and a creative approach. Is friendly and collaborative, a great team player with a positive approach. If you’re interested to hear more about this truly great opportunity with a fantastic business working as part of a genuinely lovely team, then please apply now! Ref: 50269 AA123
6 days ago
Wolverhampton
Social Media Manager
Social Media Manager Wolverhampton – 4 days office/1 day home £35,000 - £40,000 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 AA123
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
