Tommy Styles

Hiring Managers writing job adverts for PPC / SEA Managers... STOP using Google ADWORDS in your descriptions 🤮 Adwords became Google Ads in 2018 Using Adwords in your descriptions makes it look like you know nothing about modern marketing tools. And who wants to work for a company like that? Plus, it also gives both me and candidates the ick! Brand Partners #GoogleAds #Adwords #SEA #PPC #PaidSearch

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🔍 Poll Number 4 - Salary Insights: Account Director Roles in Agencies 🔍 Our latest poll on the salary landscape for Account Directors in agencies has garnered insightful data from over 763 industry professionals. Here’s a breakdown of the average findings: Poll Results: £56,500 CRM Data: £55,900 Pivotal's Salary Guide: £55,000 Key Insights: 1️⃣ Salaries Converge Around £55,000: The data from CRM and Pivotal’s Salary Guide suggest a strong consensus, centering around £55,000 for Account Director roles. This convergence indicates a stable industry standard, providing a reliable reference point for both employers and job seekers. 2️⃣ Slightly Higher Poll Results: Our poll shows a slightly higher average at £56,500. This may reflect recent market trends or participants’ expectations for future salary increases. It underscores the importance of staying informed about current industry trends and potential upward shifts in salary expectations. 3️⃣ Competitive Edge: The slight variation in these figures can help agencies differentiate their salary packages. Offering just above the typical range can make a significant difference in attracting and securing top talent in a competitive market. Recommendations: For Clients/Agencies: ✅ Fine-Tune Offers: Aim to offer salaries around £56,000 to remain competitive. This aligns with current expectations and can help you stand out in attracting high-caliber Account Directors. ✅ Monitor Market Trends: Regularly update your salary benchmarks to reflect the latest industry trends. Staying slightly above the midpoint can provide an edge in talent acquisition. ✅ Highlight Benefits: Alongside competitive salaries, emphasize additional benefits such as professional development opportunities, flexible working arrangements, and robust bonus structures to attract and retain talent. For Candidates: ☑ Set Your Benchmarks: Use the £55,000 to £56,500 range as a baseline when evaluating job offers or negotiating salaries. This provides a solid foundation for discussions with potential employers. ☑ Leverage Your Value: If you bring unique skills or extensive experience to the table, use this data to justify negotiating towards the higher end of the spectrum. ☑ Stay Informed: Keep abreast of industry salary trends and be prepared to adjust your expectations in line with market developments. Conclusion: Understanding these salary insights can greatly benefit both hiring managers and job seekers. Agencies can fine-tune their compensation packages to attract the best talent, while candidates can better position themselves in salary negotiations. How do these figures align with your experience in the industry? Share your thoughts! 💬👇 Pivotal London #SalaryInsights #AccountDirector #AgencyLife #CareerDevelopment #TalentAcquisition #IndustryStandards

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QUALITY OVER QUANTITY “I am using agencies, but not you; You’re too slow, you didn’t send one CV last time” Yes, they are right. I didn’t send any CVs over. Why? I hadn’t come across a candidate I deemed suitable. In fact, they had hired a candidate I had spoken too and quickly moved past. I didn’t feel they were strong enough. I was right, the candidate lasted a week. I don’t send CVs for the sake of it, we provide a quality service, Not just a quick fix. If you don’t like it, then keep churning staff.

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QUALITY OVER QUANTITY “I am using agencies, but not you; You’re too slow, you didn’t send one CV last time” Yes, they are right. I didn’t send any CVs over. Why? I hadn’t come across a candidate I deemed suitable. In fact, they had hired a candidate I had spoken too and quickly moved past. I didn’t feel they were strong enough. I was right, the candidate lasted a week. I don’t send CVs for the sake of it, we provide a quality service, Not just a quick fix. If you don’t like it, then keep churning staff.

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You aren't a priority to most agencies unless they're looking at a massive fee. Most recruiters can be working upwards of 15+ roles at once majority of the time which means realistically they're working on your brand for less than half a day per week. Sound's like your moneys worth? Didn't think so. With Cortez Agency how is works is we partner with you brand on a long term basis. What does this mean? - My clients will back me on this, I don't chase the fee, I chase the long standing relationship with you. - My books aren't over worked which means speed, efficiency and precision with personalised approaches instead of a 'see what sticks' attitude. - Probably 'bad business move' but I have worked junior roles which are pretty much impossible way longer than some senior positions, because I work with you on your growth not for you and run when it gets difficult. Picking that agency that works with you is so pivotal in this market because the good talent doesn't come easy. You know where I am if you're ever needing that support 😊 💻 [email protected]

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"No agencies please” 🧐 Have you thought about the impact of what you write? I have seen so many hiring managers recently comment “no agencies please” on their job posts. Look I get that you’re bombarded with applications as well as “perceived cost > benefits implications of using external parties”. However your comments send the wrong message. You risk undermining respect for those in recruitment who play a critical role in finding top talent. What then happens when you do want to use agencies, the best may chose not to work with you. Instead of closing doors, why not keep the focus on attracting the best? A collaborative approach can maintain your credibility and open up more opportunities for growth. Recruitment is only a cost if your hire the wrong person, if you hire right, you’ve just #Invested in #People appropriately to help your business thrive. Think about that before you finish your posts please 🙏 Our industry is built on providing careers and jobs for people, so show the recruiters your respect for the industry. ORCA Search - Investing in People Ellis Ruffley #recruitment #recruitmentpartner #recruiting #talentacquisition #talentmanagement #engagement #recruitmentstrategy #engagetalent #recruitright

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We're looking to grow the team, how exciting! I'm looking for established recruiters. People who have an existing brand and a level of market immersion that screams expert. We think that the opportunity for growth, in the UK market, is better than ever. We don't want to follow the crowd to the US and Europe, we want to establish a brand that focuses on local market dominance. Someone who has a strong vertical, in a UK location (North West would be ideal) would be perfect for us. The sweet spot, is actually the high performing consultant, who could easily go it alone. Someone who has a refined BD strategy and finds comfort in a 360 role. That's a big ask, i know. Altech is less than a year old, a start up in it's truest form. There's no embedded clientele, a maturing database and very little brand recognition. It'll be hard work. Rebuilding a strong desk, refining your market and in essence starting again. I understand this, but can wholeheartedly say that I'll ensure it's the best decision you make. We believe in fair distribution of profit. You'll be 50% of the gross profit you generate, minimum. We'll implement a further profit share scheme, to enhance earnings as you grow. We believe in sharing equity, but in the short term we'd rather pay you, than you waiting for EMI to vest (it never does). We're building a mature benefits package, even as a young business to include: 25 days holiday  4 Wellness Days a year Enhanced maternity & paternity scheme  Physical well being allowance (for gym membership/palates membership etc)  Access to Onhand CSR platform We have a work from anywhere policy. I'd say a base in Lancashire or Manchester would suit best, but am open to suggestion. It's not for me to dictate where you live. I'm laser focused on building the best technology, change and executive recruitment business in the UK. I also want to do this with the best possible human beings. Our values underpin this. If you align with the below, and are interested in the above, then drop me a note! Positivity - Leave a positive mark on everyone you engage with. Empowerment - Have a voice and an opinion, because you're input matters.  Unification - We are a community built on values, standards and commitments. Building teams that deliver. [email protected] #recruitment #recruitmentjobs #technology #change #executive

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Let's chat about using key words in your CV. Yes, there are some agencies that use AI to pre-screen CV's for them (NOT TALENT SCOUT), but here's the BIG reason why they're still important. The majority of the work we do here at Talent Scout is head hunting - that's right, we're not advertising, we're accessing various databases to find YOU. To find you, we use various strategies, but a major one is searching key words in your CV. If you're work has given you an obscure title, think 'Sandwich Artist' instead of 'Kitchen Hand', consider how you can include a more traditional title within your CV, whether it be in a summary or listed in your duties somewhere - PLEASE PLEASE PLEASE help me find you!

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At Solis, we’ve ditched the CV. My experience is that the most unconventional candidates make the biggest impact. A lack of direct experience is only a barrier until someone is given a chance. That’s why we partner with agencies to build inclusive teams using a non-traditional hiring approach. CVs only tell part of the story. They miss out on key qualities like life experience, raw talent, passion, and drive. Instead of CVs we present digital profiles. Giving hiring managers a chance to review a candidate video, situational judgement test (SJT) and a full summary from our own candidate screening. More effective. More accurate. Sound like what you need? Reach out via DM to see an example of our candidate profiles.

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A lovely review to finish a busy and successful week on ❤️🙏 Well done Lucy Dodgson. If you're looking to hire great B2B tech content marketers and writers, you know where to come. 📞 'I recently had the pleasure of working with Market Recruitment in securing my new job, and I can't recommend them highly enough. From start to finish, their professionalism, expertise, and dedication were evident in every interaction. The first thing that struck me was their personalised approach. Unlike some other recruitment agencies I've dealt with in the past. Lucy took the time to truly understand my skills, experience, and career aspirations. She didn't just try to fit me into any available position; instead, she listened and only put me forward for roles that were a perfect match. Lucy kept me informed at every stage of the process, providing regular updates and feedback from potential employers. This transparency gave me confidence and reassurance throughout what can often be a stressful time. Ultimately, Market Recruitment played a pivotal role in helping me secure my new job, and I couldn't be happier with the outcome. Their dedication, personalised approach, and professionalism set them apart from other recruitment agencies, and I wouldn't hesitate to recommend them to anyone seeking employment opportunities.' #testimonial #happycustomer #recruitment #b2bmarketing

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Here's some advice if you want to start a B2B podcast but aren't sure what to talk about... 👇 I had the pleasure of speaking to Tom Hunt a while ago about podcasting. And he didn't disappoint. 🤩 We covered loads: • What to talk about • What equipment to use • How to get guests • The best format and optimum show length • Maximising reach and engagement • How to make it profitable.... What advice would you give to someone who's about to start their first podcast? #b2bmarketing #podcast #advice  

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Pivotal's brand new Salary & Work Insights Guide 2025 is out now! 🚀 Our latest guide provides the latest salary bands for both perm & contract, key trends, and a handful of expert insights from industry leaders. Some key takeaways 💡 💻 40% of workers have embraced or considered freelance work in the past year, reflecting the growing appeal of flexible work options 🎯 40% of workers have taken on or considered additional freelance work in the past 12 months 🗺️ 24% of Gen Z workers place high importance on an employer’s commitment to DEI (Diversity, Equity, and Inclusion) as a top priority when choosing where to work Haven't got a copy yet? 👉 https://lnkd.in/euVEexH7

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Recruiters and agencies!  Stop taking on every role that comes to your desk. ✅ Research the company and it's culture ✅ Research the industry ✅ Find if the pay and benefits are adequate and be transparent. ✅ Instead of sending across every other CV that has relevant experience or translatable skills, do your due diligence and assess if they'll even be a good cultural fit. ✅ Take a moment to stop thinking about KPI's and give the candidate's future prospects a thought before you sell them the role. Yes. you're in a sales role but you're not selling broadband or insurance, you're selling someone a bright future so make sure it's aligns with both the candidate and the company's values. Happy Monday! #Recruiting #Recruitmentagency #hiring #interview #jobs #tips #sales #career #linkedIn #manchester

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🔸 Exclusivity - Working with 1 agency 🔸 Some people think working with multiple agencies will give you more candidates, wider range etc but this is not always true. Here’s four reasons why it could actually be detrimental to your organisation and hiring process. ⭐ Competition between agencies often means speed over quality ⭐ Being spoken to by multiple agencies for the same role can cause candidate confusion, which can affect your company reputation - in turn make you look desperate. ⭐ Disagreements over fees ⭐ Most of all your time, as you will have to have multiple briefing calls, multiple meetings, multiple people chasing you, agency ownership arguments etc. So what’s the alternative? It’s worth considering working with one specialist recruiter who will focus solely on your recruitment. Someone you trust and have an existing relationship with or someone you feel will give you the best service. If you want to enhance an existing relationship or start building a new one with myself who has 15 years recruiting experience in the professional services industry then please get in contact. ☎ 01732 920555 📧 [email protected] David Abbott Matt Jasper Bronte Olivia Broome Bradley Sercombe Laura Jenkins Xenon Recruitment Limited

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If the agencies providing the best candidate experience outperform the industry average on fill rate by 40%, how can any agency afford not to measure the service they and their clients are providing. The results are clear, the data doesn't lie. Data and results are from agencies in the UK using Recruiter Insider.

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Genuine question for my Recruitment network❓ Having been in the industry for over a decade, I genuinely believe it's only in the last few years I have seen a "REAL" shift in the approach to many Agencies now prioritising the needs of clients/candidates before profits.⚖️ But I wonder what's driven this change, genuine empathy for our Clients & Candidates or being forced to compete, given the choice 💭 either way it's great to see some Agencies leading the way and many of my peers over the years go off to set up and provide a brilliant service to the industry the RIGHT way❗👏🏾 Looking back on my earlier career, it makes me laugh/mad I use to have many of disagreements with Boss's, as they couldn't/wouldn't see the bigger picture or anything past the COST of the service provided. 🤬 Glad to see mindsets have changed and who knows in the next 10 years we "Recruiters" might leapfrog and get a better rep than Estate Agents🤞🏾😆 Here's to the GOOD GUYS🥂 #recuitment #peopleoverprofit #bestpractice #blocrecruitmentltd

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Things that make you go, hmmmmm... 🤔 "We're not using agencies" I'm a big advocate of trying your own networks and direct routes when it comes to growing/hiring for your team – 100% - save some potential cash and time if you can. I'm all-in on this 👍 But answer me this… Would you sell your own house? No, you'd use an estate agent. Would you represent yourself in court? No, you'd hire a Lawyer/Solicitor. Would you fix your car engine? No, you would likely use a mechanic. So… why would a business hesitate to use or consult with a Talent Consultancy/Recruitment Agency for specialist hires? The right talent can transform a business (I've seen it many times) – yet some businesses are still navigating this critical process solo. Why? 🤔 Just like you wouldn't do your own boiler repair, you shouldn't compromise on your hiring. Getting that wrong can be very costly.

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Agency fees vs direct hiring cost! I just attended yet another webinar for a job board on AI (which was in essence a sales pitch), and have run through the ever increasing costs of the functionality we as recruiters use. It strikes me as ludicrous that companies who still believe that using an agency is an expensive option compared to hiring themselves, when you factor in all the costs. The only logical conclusion for the assertion that agencies are costly is that companies simply don't understand how to calculate a recruitment brief. The largest part of what agencies charge as a fee is spent on resourcing and the technology to find the right candidate. The rest is salary. If you use one job board or place an ad and get lucky with the perfect candidate then good for you, you will save maybe a thousand pounds or so. In the real world when 95% of direct hiring attempts fail or are compromised by limited choice and subsequent second rate hires, the real costs are never properly assessed. A simple analogy relates to servicing a car. Should I need new parts for my car, I could order them and try and fix the problem myself. When the engine blows up because I fitted the wrong part or even the right part but incorrectly the ultimate cost is much higher. I would be very foolish to look back at what I paid for the parts to see if I had got hem slightly cheaper than going to the garage and seeking professional advice. Next time you think of hiring yourself, ask a recruitment professional how they break down their service charge and see what you might really be paying for. After all if the quote (fee) is still out of budget, you don't have to go with it but you will at least understand the real cost of hiring yourself. At least with an agency you get a guarantee.

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