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Why Hiring Marketing Talent for SaaS Is Tougher Than Ever? The UK’s SaaS sector is growing, with over 2,973 companies generating a collective turnover of £87.9 billion annually. With an industry growth rate of 25.9%, the demand for skilled marketing and digital professionals has skyrocketed. However, finding and retaining the right talent has become increasingly challenging due to market dynamics, candidate expectations, and hiring inefficiencies. High Turnover Rates in the UK Are Disrupting Marketing Recruitment Efforts According to LinkedIn Talent Insights, the average tenure of marketing and digital professionals is just 2.1 years. Within the SaaS sector, this number is even lower, with Chief Marketing Officers (CMOs) staying in roles for just 9–18 months. This turnover creates a perpetual recruitment cycle that drains resources and impacts business continuity. In fact, 47% of digital professionals in the UK plan to switch roles within the next six months, highlighting the need for effective retention strategies The Growing Talent Demand in SaaS Marketing Hiring managers are feeling the pressure, with many marketing leaders planning to expand their teams in 2024 to meet increasing demands. As SaaS organisations scale, they require marketing professionals who can execute data-driven campaigns, build brand presence, and navigate ever-evolving digital landscapes. Yet, the talent pool for skilled marketers and digital professionals remains limited, forcing businesses to compete heavily for top-tier candidates. According to the Open University Business Barometer , a lack of relevant applicants heavily hindered businesses abilities to recruit in 2024. Infographic highlighting recruitment challenges for SaaS marketing and digital talent, revealing key statistics: 2.1 years average tenure for mid-senior marketers, 47% plan to change roles soon, 73% of employers face skills shortages, and 4 in 10 cite salary expectations as a major hiring barrier. Inefficient Recruitment Processes Are Driving Candidates Away A significant number of UK businesses are struggling with inefficient recruitment processes, spending up to 10 hours a week just scheduling interviews. On top of that, 38% of candidates report not receiving any feedback after interviews, and 52% would not recommend a company following a negative experience. This not only damages employer branding but also contributes to the growing issue of candidate disengagement. A staggering 86% of UK job seekers admit to ghosting employers during the hiring process, with 31% finding it acceptable to do so even before an interview. Overly lengthy recruitment processes also pose a significant problem, with 52% of candidates unwilling to attend more than two interviews for a role. Add discriminatory practices, reported by 63% of UK job seekers, and you have a recipe for disengagement. Younger demographics, particularly Gen Z, are quick to move on if they encounter a poor experience. For instance, 34% of Gen Z workers have accepted job offers only to fail to show up on their first day, a phenomenon known as "career catfishing." Building a Better Recruitment Strategy Recruiting marketing and digital professionals for SaaS organisations in the UK is undoubtedly challenging, but it’s not impossible. By addressing inefficiencies, focusing on candidate experience, and aligning hiring practices with industry demands, SaaS businesses can attract and retain the right talent to drive growth. To enhance your hiring process, consider the following strategies: 1. Clearly Define Roles and Requirements Establishing a precise job description is crucial. It outlines the essential aspects of a position, providing clarity on the role, responsibilities, qualifications, and expectations. This ensures that all stakeholders, including hiring managers and HR teams, have a unified understanding of the position, facilitating a more efficient recruitment process. 2. Understand Market Dynamics and Candidate Qualifications The job market is dynamic, with factors like salary expectations, work-life balance, and benefits evolving rapidly. It's essential to stay informed about these trends to align your offerings with candidate expectations. Additionally, job titles can be misleading; similar titles may encompass different responsibilities across companies. Therefore, delve deeper into candidates' experiences and skills rather than relying solely on titles to assess suitability. 3. Optimise Interviewing and Onboarding Processes Implement structured interview techniques, such as the STAR (Situation, Task, Action, Result) or CAR (Context, Action, Result) methods, to elicit concrete examples of candidates' past achievements and assess their fit for the role. A well-defined onboarding programme further ensures that new hires integrate smoothly, understand company culture, and are productive from the outset. By focusing on these areas, businesses can enhance their hiring processes, attract top talent, and reduce turnover rates. Some of the ways Solis support businesses in improving hiring processes is by: Assessment of role compared to market talent Aligning expectations with market realities Supporting shape recruitment processes Headhunting services Employer Value Proposition Development Utilising technology to streamline the recruitment process Whether you're a startup aiming to expand your team, a scale-up seeking professionals to drive your next growth phase, or a multinational establishing a new team in the UK or Europe, Solis Recruitment is here to support you. Partnering with a specialised recruitment agency, such as Solis, can help streamline the process and provide access to top-tier professionals with the skills and experience your business needs to thrive. If you're looking to hire Marketing , Product or Digital professionals for your teams you can get in touch with us here , or submit a brief here .

The job market has been turbulent over the last two years, making it increasingly difficult for professionals to secure the right role. With increased competition and economic uncertainties, many marketing and digital professionals are struggling to stand out. In this blog, we'll explore the challenges job seekers face and provide strategies to overcome them to find the right roles in 2025. The Problems   The job market has seen significant fluctuations, with many professionals finding it challenging to secure the right role. According to Statista, as of the second quarter of 2024, there were approximately 930,300 sales, marketing, and related associate professionals in the United Kingdom, compared to 916,700 in the previous quarter. This represents an increase of nearly 150,000 professionals since Q2 of 2022, although growth has slowed down from a high of 947,900 in Q3 of 2023.     Expansion and redundancies have led to a more crowded job market, intensifying competition among candidates, especially at senior levels. Political and economic factors, both domestic, and international, have resulted in cautious hiring practices. Many predicted a market upturn in September 2024, with autumn traditionally being a busy time for marketing, branding, and digital recruitment. However, negative media coverage before the Autumn budget led to businesses delaying their hiring plans. Although increases to Employer National Insurance were not as severe as speculated, they did not promote growth, especially as many businesses experienced lower-than-expected trade due to high interest rates and reduced consumer spending caused by high inflation. This has also led to reduced investment in teams and technologies, meaning marketing and digital teams cannot grow or operate as efficiently.   We’ve also seen a widening gap between employer expectations and what jobseekers are looking for across areas from experience, proficiency with new technologies, aligning skills to requirements, and an increasing salary disparity for professionals although they’re working at similar levels.   The other critical issue is recruitment itself. Many jobseekers I’ve spoken with have told me applying directly for roles on job boards feels like a wasted effort, with people often feeling their application has been rejected without “human eyes” ever seeing their CV. So aside from low response rates, many feel that job listings aren’t always genuine (aka Ghost Jobs) or that they need to keyword stuff their CV to get past an automated filtering system.   How to navigate the market   So, what’s actually working for people looking to secure new roles? This is the million-dollar question, and unfortunately, different things are working for different people..   So what are people doing: Applying for roles Working with recruiters Networking Keep a finger on the pulse Be prepared when you go in to an interview   However, the key is to approach these activities with intention, rather than using a "spray and pray" method.   One job seeker told me that they approached job hunting like a role. They would set times, read through roles, research companies, and be selective about where they applied. They would also tailor their CV to the role, as long as it was an area they’d covered or had relevant experience for.   As a recruiter, I was overwhelmed by the number of irrelevant applicants for roles in 2024. Some of these professionals should’ve been experienced enough to know they weren’t right if they’d read the job description.   If you’re applying directly for roles, make sure your CV aligns with the job description. Don’t keyword-stuff your CV, and try to keep it to a maximum of 2 pages. If you could be a good fit for more than one role or industry, create multiple CVs tailored to each role. Content is king, and a well-written CV that aligns with a role will help you secure more interviews. For more CV writing advice, we have a guide here and a template here .   Do your research when selecting recruiters to work with. Pick those you’ve worked with in the past, those who’ve been recommended to you, or those you can have honest and frank conversations with. Be selective and keep the number to 2 or 3 who you can really trust.   They should know about your industry and be able to help you navigate the market. Networking is crucial in this market and can help you bypass long-winded applications. People like to work with those they like and will refer those they feel will be a good reflection of themselves. Attend industry events, keep up to date with the latest trends, and understand what businesses need from professionals.   Networking will help build your knowledge of what businesses are looking for. Do they want someone more familiar with using AI tools? How are flexible working practices changing? Where could opportunities be emerging? Networking isn't just sending a message on LinkedIn and thinking job done. It's not just sending a generic email. Get back in touch with old colleagues and managers, they may not be hiring, but they could point you in the right direction. Look to build new relations if you need to.   Keeping a finger on the pulse goes beyond just learning trends; it also involves upskilling yourself. If you need to be more analytical, Google offers a free certified Data Analytics course. If you’re a B2B marketer who hasn’t used Hubspot, complete their free courses.   By spending time developing yourself, you can get one step closer to your next role.   If you’re a senior professional, Mark Ritson’s Mini MBA courses in Marketing and Brand Management will mean you join a prestigious alumni of 25,000 global professionals (of whom 40% are based in the UK). This means not only have you learned, but you’ve also gained access to a wider community of like-minded professionals.   The first few points will help you get to an interview, but that’s only part of the parcel. What you do next is crucial.   When going to an interview do a few basic things and they’ll help you go a long way.   Reread the job description and make notes with examples of when you’ve handled something similar. Put together some tangible examples of impact you’ve made in a similar role and what this meant for your employer commercially, operationally or for the brand. Look at the competitors and try to understand where the business is in comparison. Refer back to job description to understand the objective of the role and try to think how you can help them get ahead of the competition. Use CAR or STAR method to answer questions ( click here for a the guide ) Ask meaningful questions during the interview to really try and understand the business and their objectives and what they want the successful person to do. Put effort into the task.   The last one seems to be a bit of a sticking point. Businesses and hiring decision makers want to understand what you can bring to role if successful. However, I’ve heard about people being burnt or feeling like they have. Although I’ve not personally seen ideas being stolen, I have seen people share and discuss similar ideas and strategies. Also the people I’ve seen secure roles have usually blown their tasks apart, answered questions and shown additional considerations.   There are debates if tasks should be paid for, less demanding or based off old business needs, and there are strong cases for these practices to change. Whilst I cannot guarantee we’ll see that shift completely in 2025 although some of my clients have started adopting alternative practices in place of the tasks.   If you're looking to explore new Marketing or Digital roles in 2025 you can get in touch here .

With the rise of AI, traditional search engines are no longer the only go-to for answers, instead people are turning to AI tools such as ChatGPT to search queries, in different ways; which is all leading to a shift in the SEO landscape. SEO is constantly evolving as an industry, and having recruited in the space for close to a decade, I've spoken with professionals to understand their concerns or optimisms about the industry. Usually SEO's would be squarely focussed on Google's latest algorithm change and what this would mean for their business and for good reason. For most generations Google has been the no.1 Search Engine and would dictate the organic search landscape, how websites needed to be structured to rank, types of content they should create and more. They dominated this space, and most will still adhere to their rules as they own more than 90% of the Search Engine landscape in all countries and on all devices. However last year we covered the change in how Gen-Z conducted search, preferring to use Social Media platforms such as TikTok and Instragram over Google , but this year we've seen older generations also change the way they search for content now turning to AI tools to find answers to queries over Google. In this article we'll cover: What is conversational search? Why businesses need to adopt this in to their SEO Strategy for 2025 (interview with Gabrio Linari) What this means for SEO teams and professionals? Will there be a growing demand for Search professionals in 2025? What is Conversational Search? Conversational search is a more natural way of searching, where users interact as though they’re speaking with another person. Instead of typing short, keyword-heavy queries, people now ask detailed questions like, “What’s the best SEO strategy for small businesses in 2025?” This approach is powered by AI tools like ChatGPT , Google Bard , and the upcoming Google Gemini , which use advanced natural language processing (NLP) to deliver more intuitive, context-aware responses. Key Features of Conversational Search: Natural Language Input:  Queries are phrased as full sentences or questions, mirroring everyday speech. Contextual Understanding:  AI retains context across multiple queries, enabling follow-up questions like: "Where’s the best Italian restaurant near me?" "What about vegan options?" Voice Search Integration:  With the rise of voice assistants like Siri and Alexa, conversational search is increasingly voice-driven, further shifting the SEO landscape. Why Does It Matter? Conversational search reflects how people naturally communicate, offering a more personalised, seamless experience. With tools like Gemini expected to push AI capabilities even further, users now expect fast, precise answers tailored to their needs. For businesses, this means evolving their SEO strategies by: Optimising content for natural, question-based queries. Targeting voice search  users. Leveraging structured data to enhance visibility in AI-generated responses. As search evolves, businesses must adapt to conversational trends, ensuring they remain accessible and relevant in this new, AI-driven landscape. Conversational Search and next step in SEO Evolution - What your business needs for SEO in 2025 AI and Conversational Search Are Shaping the Future of SEO. The rise of AI, traditional search engines are no longer the only go-to for answers. People are now turning to AI-driven solutions, and this shift is reshaping SEO as we know it. In this insightful session, Jay Thandi   (Solis Recruitment) sits down with Gabrio Linari , an international Growth Marketing Director and SEO expert, to explore: How consumer behavior is changing with AI-driven searches. What "Conversational Search" means for businesses. Strategies to adapt and thrive in this new era of search. With over 14 years of experience in UK and European markets, Gabrio shares his expertise in leveraging innovative SEO strategies to drive growth. Plus, hear about his latest venture, ROCKY IV , and how it’s helping businesses worldwide transform their search strategies for greater personalisation and engagement. He partners with businesses owners and in-house marketing teams to set their search strategy for success. What this means for SEO teams and professionals? The SEO industry experienced a notable decline in job opportunities in 2024. In the first quarter, SEO job listings decreased by 37% compared to the same period in 2023, with mid-level positions being the most affected . The market downturn is part of a broader trend of layoffs in the tech sector over the past 18 months, which has impacted senior SEO leadership roles across both in-house and agency settings. In the UK consumer spend has decreased due to high interest rates and inflation, which has also impacted SEO teams. Despite economic uncertainty, technological advancements (AI) and changes in search dynamics (social media and AI) all impacting SEO teams, organic search remains a vital component of digital marketing and will integral to businesses wanting to succeed in 2025. Teams are not expected to deliver the same or better results, with lower budgets, smaller teams and less resources. This may not be sustainable long term, but in the immediate future we will likely see greater demand for SEO and marketing professionals. Will there be a growing demand for Search professionals in 2025? The digital marketing landscape will require a blend of specialised SEO expertise and broader digital marketing skills. Professionals will need to master technical aspects such as website architecture, mobile optimisation, site speed enhancements, and structured data implementation to improve search rankings effectively. Proficiency in AI technologies will be crucial, as they are reshaping marketing strategies and enabling more personalised customer interactions. Creating impactful and original content remains vital, with an emphasis on producing engaging material across various platforms to attract and retain audiences. The rise of voice search and the emphasis on user experience are anticipated to drive demand for SEO specialists who can optimise content for these evolving platforms. Data skills will also remain fundamental to what employers will require from SEO and Digital Marketing professionals. The ability to interpret and analyse data is essential for making informed decisions and optimising marketing campaigns still requires human expertise. AI systems often require substantial, high-quality data to function optimally; without it, they may produce biased or irrelevant results that could mislead marketing strategies. Also AI-generated insights can sometimes lack the necessary intuition to discover groundbreaking opportunities or foresee unpredictable market events. As AI continues to transform the SEO landscape, businesses must adapt to stay competitive. At Solis Recruitment, we specialise in connecting companies with top-tier SEO and marketing professionals equipped to navigate these changes. If you're looking to enhance your team's capabilities in 2025, contact us  to find the perfect fit for your needs. For more insights on how digital marketing trends and the skills required for success, explore our blog . We've successfully placed professionals who have driven growth in the evolving digital marketing landscape. Partner with Solis Recruitment to ensure your business has the expertise needed to thrive in the evolving AI-driven environment of 2025.

Changing careers can be intimidating, but it’s also an incredible opportunity for growth and reinvention. To skip to the video click here The UK market has become more volatile, and there has been a notable increase in redundancies across various sectors, including marketing and digital teams, over the past two years. This surge is largely attributed to economic challenges such as rising interest rates and inflation, which have compelled businesses to reduce staff to manage costs. Despite reductions, business performance is hindered when it comes to rehiring or replacing lost workforces when they reenter a growth mode. Then the pace of technological innovation has led to the creation of new roles, demand for new skills and opportunities that didn't previously exist. Someone with 5/6 years experience in a particular niche may not exist, therefore upskilling someone with 1 or 2 years experience may prove to be a more prudent hiring solution. There has also been a mindset shift from the modern workforce. People want opportunities to acquire diverse skills and experiences, enhancing their career development. Also employees are more inclined to leave positions in search of better compensation, benefits, work-life balance, or alignment with personal values. Hiring Managers themselves can have more varied experiences and are open to considering professionals with different and broader backgrounds. As daunting as changing careers can be, we live a rapidly changing world. Being able to adapt is crucial to succeeding. In this insightful event, top industry professionals share their stories of navigating non-linear career paths, breaking barriers, and redefining success. 🎥 What You’ll Learn: 🔥 Why career changes are more common than ever 📚 How to embrace curiosity and build transferable skills 💪 The importance of capability and attitude when hiring or transitioning 🧵 How to find your "Golden Thread" that ties your career moves together Featuring: 🎤 Jake Shands - CMO and Marketing Leader (ex Les Mills, Burger King) 🎤 Mark Walker - eCommerce & Omnichannel Expert (ex Unilever, Tesco) 🎤 Natalie Rodic Marsan - Brand Strategist 🎤 David Bacon - Strategic Digital Business Consultant 🎤 Magali Mas D’Amato - Global Marketing Consultant Key Takeaways: ✔️ Stay curious and open to learning ✔️ Network intentionally to unlock new opportunities ✔️ Leverage your unique skills to stand out ✔️ Be intentional about your next career move 📺 Watch the full video for actionable career advice and inspiring stories from professionals who have embraced the squiggly career journey. How to Successfully Navigate a Career Change Here are some practical steps to guide you: Discover Your Passions: Reflect on what drives you. What skills, industries, or roles excite you? Embrace a Growth Mindset: Show you’re ready to learn, adapt, and grow. Highlight your transferable skills and how they align with your new direction. Find Your "Golden Thread": Identify a common theme that ties your career journey together, such as creativity, problem-solving, or strategic thinking. Network Strategically: Build relationships both online and in person. Attend events, connect with professionals on LinkedIn, and engage with industry communities. Tailor Your Personal Brand: Update your CV, LinkedIn profile, and portfolio to showcase your unique blend of experiences and skills. Make sure they align with your desired role or industry. Be Curious and Proactive: Research your target industry or role. Take relevant courses, attend webinars, or join discussions to immerse yourself in the field. Stay Resilient: Career changes take time. Celebrate small wins and stay focused on your long-term goals. How Solis Recruitment Can Help You Navigating a career change or finding the right talent can be challenging, but you don’t have to do it alone. At Solis Recruitment , we specialise in connecting exceptional talent with forward-thinking businesses across Digital, Marketing, and Tech. Whether you're looking to take the next step in your career or hire the perfect candidate for your team, we’re here to help. 💡 Why Solis Recruitment? Expert guidance tailored to your goals. A deep network of professionals and businesses in the industry. Support throughout every stage of your career or hiring journey. You can can send an enquiry about our services here , or register as a jobseeker here .

A lot of people fall into marketing, they start their careers in a role that they don’t quite understand and are expected to learn as they go along.   They can either begin in a broad role, gaining a holistic view of marketing channels and where they intersect and interplay as a generalist, or in a specialised role, mastering a niche with deep technical expertise to communicate its intricacies and potential. Speaking with both generalists and specialists professionals searching for new opportunities, I’ve heard feedback from Generalists who feel they are losing out on opportunities to Specialists and vice versa, Specialists who feel they are losing out to Generalists. The Generalist Marketer vs Specialist Marketer debate has been going on for years.   Ultimately, everyone feels like they are losing, and job seekers don’t quite understand what employers are looking for, or how they should position themselves.   So I decided to speak with a number of Marketing and Branding experts to understand the market, what businesses are looking for, how marketers can adapt to the demands of the job market and if businesses have a preference between Specialists and Generalists.   What Do Marketing Generalists Do? Marketing generalists are versatile professionals who thrive on variety and enjoy wearing many hats. They are often referred to as the "connectors" of the marketing world because of their ability to work across teams and disciplines, connecting dots between otherwise disconnected teams.   They usually enjoy working in varied roles (variety is the spice of life some say!), are curious, loving to learning about new channels in areas not always directly within their remit and enjoy working across different teams, taking a wide lens view of the marketing landscape.   Types of Roles Generalists Thrive In:   Campaign Planning and Management : Plan, create, and execute marketing campaigns across channels such as PPC, email, and social media. Content Management : Develop and manage content for web and marketing collateral. Data Analysis : Monitor and analyse campaign performance metrics and optimise future campaigns. Project Coordination : Communicate marketing efforts and report results to leaders, teams, and stakeholders.   Generalists can be limited in the depth of knowledge about a particular area. As Tom Barker shared: “I wanted a broader role where I was pulling the strings, and every day was different and actively pursued in planning. A few years down the line I questioned this decision after a chance meeting involving a junior specialist who illustrated greater expertise of an area. It made me question “ If I don’t have specialist knowledge, am I becoming redundant? ” Tom then looked to specialise and ending up on unique projects focussing innovation and cutting-edge technologies.   What Do Marketing Specialists Do?   Specialists are experts in a specific area of marketing, delving deeply into technical or niche fields. They focus on honing one or two core skills to perfection, making them integral for high-impact projects or roles requiring precision.   They are usually fascinated by their area of expertise, and constantly looking at new trends or innovations that will impact their field, so they become the subject matter experts. They enjoy having a clear focus and doing one thing exceptionally well.   Types of Roles Specialists Thrive In: SEO PPC Email/CRM Paid Social Affiliates Display Social Media Influencer Marketing   Simon Hurrell explains the value of specialists: “Specialists stand out when their expertise brings unique insights to campaigns. While collaboration is key, their depth of knowledge in one area often drives high-impact results.”   Specialists can be limited in their knowledge of other marketing channels, how to adapt and adopt different approaches. Laura Chamberlain points out that traditionally Specialists had a “glass ceiling” and there are a limited number of opportunities for them above which limited their opportunities to progress further.   Differences Between Generalists and Specialists   While both generalists and specialists are crucial to marketing teams, their roles and approaches differ significantly.   The traditional view of the types of roles and businesses is as below:   Tom argues SME’s, Startups and Scaleups still require Specialists, and vice versa large organisations still need Generalists. “Good, senior generalists write strategy regardless of business size, which pulls everyone into one defined direction, all focused on their 'north star' which achieves the businesses' absolute goal. Otherwise, you can have half a dozen departments all doing their own things, probably very well, but not aligned to each other or the company's overall target.”   Matching Specialists or Generalists to large or small organisations, is an outdated way to approach job hunting. Nowadays, it requires an understanding of the organisation, the experience and skills they value when hiring and ensuring you apply to the right type of businesses.   What do hiring manager’s want?   Simon mentions “Candidates stand out when they demonstrate broader knowledge and ambition to grow beyond their current expertise.”   This perspective aligns closely with the concept of  T-shaped marketers , as well as newer models like V-shaped and Pie-shaped marketers. These “shapes” reflect how marketers balance depth in specific areas with versatility across multiple functions.   It’s no longer just about being a generalist or a specialist. Hiring Manager’s are looking for people who are a bit of both.   What Is a T-Shaped Marketer? Deep expertise in one area, complemented by broad knowledge across others. Example : An SEO expert with working knowledge of content marketing, paid media, and analytics. What Is a V-Shaped Marketer? Has a broad knowledge across a wide area of marketing, but deeper knowledge within several specialisms.   What Is a Pie-Shaped Marketer? Will have a broad knowledge like T and V shaped marketers, but 2 or more deep specialisms.     Laura feels there is a certain demand for Pi-Shaped Marketer and that traditionally Specialists would hit a glass ceiling as they only focussed on a small area. CMO’s are expected to understand the full marketing mix, even if they don’t have hands on experience in all areas. “People need to reflect on their ambition, and intentionally plan the direction they would like to take their career. There is nothing wrong about reaching the top within a niche area that you’ve specialised within, but there will be a lot of competition from other senior professionals for more senior roles.”   Lou Nylander feels the label of T-shaped, V-shaped or Pi-Shaped aren’t as important as building a broader skillset. She states there is nothing wrong with being a specialist and people can go on to have successful careers. But when searching for a new role, specialists need to be able to differentiate themselves from the competition. This is where more general knowledge or experience can be beneficial.   Tom argues that Specialist and Generalists have become more of a contextual thing. Generalists can become good strategic leaders as they bring a breadth of knowledge, and specialists can learn about other areas. He notes that there has been a lack of demand for strategic leaders recently, and businesses are favouring CMO’s at the top, and the specialist executioners at the bottom, but the middle areas have suffered. This happens in a tough economy. The issue with this he mentioned is “departments lose the people who foster collaboration between teams and departments, and siloed teams lose sight of the big picture as they only focus on their small world.”   Jema Avedian agrees emphasising that companies “need the broader person with big picture to pull everyone together and ensure everyone is working in a more collaborative manner”, otherwise things will go awry as they lose sight of the larger business objectives.   Lou notes, during economic difficulty business will favour Performance Marketing over Branding as the more immediate return can be seen. But to stand out in a tough economy, job seekers with an understanding of more than one channel or expertise can offer perspective employers more value.   As an example, a company looking for a Paid Search Manager may opt for a Search Manager to work on both Paid Search and SEO. They are bringing a greater depth of knowledge and will offer more to a perspective employer.   Lou points out, learning about other channels so as not to become siloed is as important as developing the hands-on skills. Her own example relates to her managing design teams without being a designer. She has an appreciation of their skills, has learnt enough about their craft to effectively communicate with them, whilst ensuring they understand her opinions from a marketing perspective.   Whether you’re pursuing specialisation or diversification, positioning yourself effectively is key to advancing your digital marketing career path UK.   Here’s how to frame your value:   Understand Your Skills and Competencies Laura advises focusing on three elements: Knowledge : Foundational marketing concepts, tools, and strategies. Competencies : Your ability to apply that knowledge effectively. Skills : Unique qualities such as problem-solving, leadership, and teamwork that differentiate you.   “Skills are where you can truly add value to prospective employers. They are what set you apart.” Laura Chamberlain   Align Your Expertise with Job Descriptions Other contributors we spoke with emphasised the importance of tailoring applications: “If the job requires a generalist and you’re a specialist (or vice versa), it’s an uphill battle.” Look at the role you’re applying for and make sure it matches what you can bring to the role.   Leverage Networking and Your Portfolio Laura reminds professionals that many opportunities are never publicly advertised: “Networking is still the thing. Many jobs are filled before they go to market.”   Show a willingness to expand your boundaries Simon has hired both specialist and generalists. “Show a willingness to go beyond what you already know, that you understand what the team next to you is doing and you have an appreciation for other disciplines, whether or not they complement yours”.   Adapt and Upskill Continuously Cristian Calls underscores the importance of lifelong learning: “Stay open to learning and testing new things. The world changes quickly, and so should you.” Lou emphasises the need to continuously learn. “You need to love what you do, and that passion will drive you to explore what’s new in the industry and explore what will be needed tomorrow.”   Conclusion: What’s the Career Path for Marketing? In the end, the choice between generalist and specialist is not about better or worse—it’s about context. Businesses value marketers who can align their skills with specific objectives, whether that’s delivering measurable returns or driving collaboration across teams.   If you’re looking to explore exciting  digital marketing career opportunities  or need expert advice on hiring top-tier talent get in contact here or to submit a brief click here , we’d love to support you. Contact us today to take the next step.   A huge thank you to all of our contributors and special mention to: Lou Nylander Jema Avedian Tom Barker Cristian Calls Laura Chamberlain Simon Hurrell

Introduction   Diversity, Equity, and Inclusion (DE&I) recruitment has become essential for thriving workplaces due to its profound impact on creativity, innovation, and decision-making. Diverse teams bring varied perspectives, fostering innovative solutions and driving business growth. An inclusive environment enhances employee engagement and retention, as individuals feel valued and respected. Moreover, DE&I practices align the workforce with the diverse customer base, improving customer satisfaction and loyalty. Companies embracing DE&I also benefit from a stronger reputation, better financial performance, and compliance with anti-discrimination laws. Ultimately, DE&I recruitment is key to building a dynamic, resilient, and successful organisation.   We will explore the significance of DE&I recruitment, its impact on businesses, effective strategies for implementing these practices and how, we here at Solis Recruitment, can assist employers in making key hires to address DE&I issues.   What is DE&I Recruitment?   DE&I recruitment is a strategic approach that focuses on attracting, hiring, and retaining talent from a wide range of backgrounds, including different genders, ethnicities, abilities, ages, and socio-economic statuses. The goal is to create a diverse and inclusive workplace where every individual feels valued, respected, and empowered to contribute fully.   How DE&I Differs from Traditional Recruitment Approaches   Unlike traditional recruitment methods that may unconsciously favour certain groups or people through unconscious biases, DE&I recruitment proactively seeks to remove barriers that hinder diversity. This includes eliminating biased language in job descriptions, using blind recruitment techniques to remove identifying information, and fostering partnerships with diverse communities to reach a broader talent pool.   Benefits of DE&I for Businesses Many business leaders question the importance of DE&I recruitment, if there are issues that need address, and the benefits DE&I recruitment can bring.   DE&I recruitment offers a wealth of benefits to businesses, including enhanced creativity, improved problem-solving, and better financial performance. A diverse workforce is more likely to offer varied perspectives and innovative ideas, which can help companies solve complex problems and adapt to market changes more effectively.   Moral and Ethical Imperatives for DE&I Recruitment Beyond business benefits, DE&I recruitment aligns with the moral and ethical values of fairness and equality. By committing to diversity and inclusion, companies demonstrate their commitment to social justice, which can build trust with employees, customers, and stakeholders.   Enhanced Creativity and Innovation A diverse team brings together different perspectives and ideas, fostering an environment of creativity and innovation. For instance, Marketing teams can develop more inclusive campaigns that resonate with a broader audience. Similarly, Product teams can design solutions that cater to diverse user needs, leading to unique and innovative products.   Better Decision-Making and Problem Solving Research shows that diverse teams make better decisions up to 87% of the time. When employees from different backgrounds collaborate, they challenge each other’s assumptions, leading to more thorough and thoughtful decision-making processes. Data teams, for example, benefit from diverse viewpoints, ensuring more comprehensive data analysis and insights.   Improved Financial Performance Businesses with diverse leadership are 36% more likely to outperform their peers in profitability. DE&I recruitment can directly impact the bottom line by attracting a broader customer base, reducing turnover rates, and fostering a more engaged and productive workforce. Ecommerce teams can leverage diverse insights to better understand and cater to various customer segments, enhancing sales and customer loyalty.   Strengthened Employer Branding Companies that prioritize DE&I recruitment build a strong employer brand that attracts top talent. Potential employees are more likely to join an organisation that values inclusivity and provides equal opportunities for growth and development. Enhancing your Employer Value Proposition (EVP) can significantly help attract and retain top talent in today’s competitive market .     Examples of Effective DE&I Recruitment Processes   Blind Recruitment Techniques Blind recruitment involves removing personal information such as names, ages, and gender from resumes to prevent unconscious bias. This ensures candidates are evaluated based on their skills and experience rather than demographic factors.   At times an employer will request the removal of academic achievements to further promoted fairness.  This approach ensures candidates are evaluated based on their skills, experience, and potential rather than their educational background. It helps level the playing field, encouraging diversity by attracting candidates from varied backgrounds and non-traditional educational paths.    Inclusive Job Descriptions Crafting job descriptions that use inclusive language and highlight the company's commitment to diversity can attract a wider range of applicants. Avoiding jargon and emphasizing flexibility and development opportunities are also crucial for inclusivity.   Partnerships with Diverse Communities Collaborating with organizations and networks that represent underrepresented groups can help businesses access a wider talent pool. These partnerships can include internships, mentorship programs, and community outreach initiatives.   Leveraging Technology for Inclusive Hiring Using AI-driven tools to screen candidates can help reduce bias in the hiring process. However, it's essential to ensure that these tools are designed with fairness in mind to prevent replicating existing biases ( an issue that has arisen already ).   Challenges in Implementing DE&I Recruitment   Unconscious Bias in Hiring Processes Despite the best intentions, unconscious bias can still impact recruitment decisions. Training recruiters and hiring managers to recognise and mitigate their biases is a critical step in fostering an inclusive hiring environment.   Taking additional steps and a fairer evaluation process may be needed to evaluate applicants equally and based on merits and experiences.   Lack of Awareness and Understanding Many organisations struggle with implementing DE&I strategies due to a lack of awareness and understanding. Education and ongoing training are essential for building a culture that supports diversity and inclusion.   No one wants to feel like a token hire, they want to know what other changes the business will be making structurally, and how they will promote DE&I internally through champions and awareness programmes.   Resistance to Change Change can be challenging, and some employees or managers may resist DE&I initiatives. Clear communication about the benefits of diversity and inclusion, combined with leadership support, is vital for overcoming resistance.   The Role of Solis Recruitment in DE&I   Solis Recruitment’s Approach to Building a Diverse Talent Network At Solis Recruitment, we are committed to representing a broad network of diverse individuals and have fostered relationships with a wide range of talent across various industries. Our approach includes leveraging innovative recruitment strategies to ensure we reach candidates from all backgrounds who are relevant to the roles we recruit for.   We have a proven track record of helping businesses achieve their diversity goals by connecting them with talented individuals who bring unique perspectives and skills to the table. Our personalised approach ensures that we understand the specific needs of each client and match them with the right candidates.   Tailored Recruitment Strategies for Diverse Hires We have helped businesses we work with to create a tailored recruitment strategies that align with your company's DE&I goals. We use a combination of traditional and innovative techniques to identify and attract diverse talent, ensuring a comprehensive and inclusive recruitment process.   How Solis Recruitment Can Help Employers with Key Hires Comprehensive Recruitment Solutions Tailored to DE&I Needs Solis Recruitment offers comprehensive recruitment solutions designed to meet the unique needs of each employer. From sourcing diverse candidates to conducting unbiased interviews, we ensure that your hiring process reflects your commitment to DE&I.   Building Long-Term Relationships with Diverse Talent We go beyond just filling vacancies; we build long-term relationships with diverse talent. This approach helps employers create a sustainable pipeline of candidates, reducing time-to-hire and improving retention rates.   Remote Work and its Impact on DE&I The rise of remote work has expanded the talent pool, allowing businesses to hire from anywhere. This has significant implications for DE&I, enabling companies to reach candidates who may have been excluded due to geographic or accessibility constraints.   Conclusion DE&I recruitment is not just a trend but a vital business strategy for fostering innovation, improving financial performance, and strengthening employer branding. Solis Recruitment is dedicated to helping businesses achieve their diversity and inclusion goals through tailored recruitment solutions and a commitment to building diverse talent networks. Find out more about our DE&I Recruitment services here. Hiring? Contact us today to learn how we can assist you with your key hires and make a positive impact on your organisation.

The job market is perhaps more competitive than it has ever been. Many senior professionals have said they’ve not experienced such a difficult and tumultuous market since the financial crash in the late 2000’s.   We’ve written posts about optimising your CV to get more relevant interviews, but that is only the first step in securing your next role. The next stage in your job search is how to master answering interview questions, but this can be the most problematic part of the job search. You can be asked obscure and irrelevant questions which we can’t really assist with, but people also struggle to provide depth or content about what they do or what they have done. Knowing how to effectively answer competency questions to stand out from other interviewees is crucial to securing a job.   What are Competency-Based questions? Competency-based questions are use to evaluate specific skills or experiences you possess in relation to the role you are applying for. . These competencies often include expertise specific to the role like using certain tools, carrying out tasks, undertaking specific responsibilities, or delving in to your soft skills such as; teamwork, problem-solving, communication, and leadership. The goal is to assess whether your previous experiences and behaviours align with the job’s demands.   Interview questions related to previous experiences and skills are to assess your knowledge, achievements or behaviours to predict your future performance or success in the specific role you are applying for.   Interviewers will often ask questions designed to elicit evidence of your competencies. These questions often start with phrases like “Tell me about a time when…” or “Give an example of…”. The focus is on your personal contribution to situations rather than the outcomes achieved by a team.   These are used to provide a clear and measurable way to assess your performance and level of responsibility in previous positions, and to determine your suitability for the role’s requirements.   Preparing for questions and evaluating your own successes, failures, strengths, weaknesses and learnings will ultimately determine your success within interview processes and securing your next role.   Preparing for a Competency-Based Interview   The key to preparing for an is understanding what the role is looking for. Review the job description, and identify the core competency, responsibilities or the requirements they are looking for. Make some notes of relevant examples from career experience that relates to this. Take the notes you’ve compiled to and begin to delve deeper using either the STAR or CAR technique. Analyse what impact your successes had for previous employers, and why it was beneficial for the business. Refine your answers. Try to think to of relevant experiences in the past 18 – 24 months relevant to the role that demonstrate how your experiences relate to the required competencies. The more specific and recent the examples, the better. Try to rehearse you answers so you can communicate your experience clearly, confidently and naturally.   STAR and CAR Technique for answering interview questions   Both the CAR and STAR methods are effective for answering competency interview questions, and each has its own merits. Depending on the depth of response you are looking to give should help you choose which will be more effective to different questions.   The STAR method is a structured approach to answering interview questions. It helps you provide clear, concise, and compelling responses by breaking your answer into four key components:   Situation:  Describe the context within which you performed a task or faced a challenge. Be specific about the situation to set the stage for your story. Task:  Explain the actual task or responsibility you had in that situation. What was your goal? Action:  Detail the specific actions you took to address the task or challenge. Focus on what you did, rather than what the team did. Result:  Share the outcomes or results of your actions. Highlight what you accomplished and what you learned from the experience.     The CAR method is another effective technique for answering interview questions (and my preferred technique). It stands for Context, Action, Result and helps you structure your responses in a clear and impactful way.   Context : Describe the situation or task you were involved in. What was the background, and what were you responsible for? Actions : Explain the specific actions you took to address the situation. Focus on your role and contributions. Results : Highlight the outcomes of your actions. What impact did you have? What were the measurable results?   Consider the type of questions and the interviewer’s style. If the interviewer asks for detailed examples, STAR might be more suitable. For more rapid-fire questions, CAR could be better.   Some people find the STAR method more comfortable because it helps them set the scene before diving into their actions. Others prefer the CAR method for its simplicity and directness. We prefer the CAR method as it helps you provide structured and memorable answers that demonstrate your problem-solving skills and achievements, which makes preparing for interview easier.   Try to think of examples that demonstrates the value you can bring to prospective employers.   Answering Competency-Based Questions: Real-Life Examples Let’s look at some examples of how to answer common competency-based questions effectively.   Example 1: Marketing - Results Orientation Question : "Tell me about a time when you acted to improve the performance of a business."   Response : Context : "In my previous role as a marketing manager, I noticed that our customer engagement metrics were declining despite an increase in our marketing budget." Actions : "I analysed our marketing strategies and identified that our content wasn’t resonating with our target audience. I initiated a series of A/B tests to refine our messaging and realigned our content strategy with customer feedback." Results : "As a result, we saw a 25% increase in engagement within three months, leading to a 15% boost in sales. This not only improved our performance but also justified the marketing spend to senior management."   Example 2: CRM – Project Leadership Question : “Can you describe a time when you were involved in a CRM platform migration?”   Response : Context : “Our company decided to migrate from an outdated CRM system to a new, more robust platform to improve customer data management and streamline processes.  The project required not only internal coordination but also collaboration with an external agency responsible for the technical aspects of the migration.” Action : “As the project leader, I developed a comprehensive project plan and timeline. I coordinated with the internal team to conduct a data audit and clean up inconsistencies. I also managed the relationship with the agency partner, ensuring clear communication and alignment on project goals. We held regular meetings to track progress, address any issues, and ensure that both teams were on the same page. Additionally, I organised training sessions for staff to ensure a smooth transition to the new system.” Result : ““The migration was completed on time and within budget. The new CRM system improved data accuracy and operational efficiency, reducing customer service response times by 20%. The collaboration with the agency partner was highly effective, resulting in a seamless integration with our existing tools. User adoption rates were high due to the comprehensive training and support provided. The project was considered a success, and the new system continues to support our business growth.”   Thinking of the results with an outcome will make them easier to recall in interviews.   Remember to think of times you’ve needed to show soft skills, from managing and communicating with stakeholders, working as part of a team, leading others, dealt with difficult situations. These are also critical to roles.   Conclusion Preparation is key to interviewing well. Reviewing past achievements, successes and responsibilities makes it easier to articulate answers to questions clearly, concisely and confidently. Preparation has been proven to help reduce interviews anxiety and boost confidence.   Providing well thought out answers, will help you stand out from candidates who are under-prepared. Your advantage comes from providing context of what you have done and why your experience will help you in this role.   While you can’t predict every question, preparation helps you think on your feet. Understanding the company and the role allows you to adapt your responses to unexpected questions more effectively.

Are you looking to change career path to Product Management? So you want to get into Product Management, but the pre-requisite is anywhere from 1 – 3 years of experience… Experience that you don’t have right now, because the roles that you need in order to build the experience, all want someone with experience. Sound familiar? We often hear this kind of frustration from candidates, and it’s a common theme. But how does one break through this cycle? We reached out to our network, and asked some Senior Product Management professionals what their experience has been like, and how they approach hiring for their own teams. Which roles can evolve into Product Management? There are a number of sectors that involve transferable skills that lend themselves to Product Management, including Marketing, Operations, E-commerce, Data and Analytics, to name a few. Nick Falkowski, Product Director at Trustpilot shared that “someone with practically any career path can successfully move into Product Management. It is really more about the individual, what motivates and excites them, and the impact they want to have in their professional life…before I worked in Product I worked in a variety of different roles, including things such as sponsorship sales, project management, and as an editor for a technical book publisher. Another great head of product I worked with was previously a solicitor”. Joe Tarragano, Chief Product Officer at Evri answered that very few people begin their careers within Product Management, but the behaviours, mindset and an ability to learn will help someone transition. He said “Product folks have a broad remit and a wide perspective and set of skills, so if someone comes with some background in any of ‘desirability, viability or feasibility’ that can help, but it’s much more about how they approach the role.” Another Senior Product Manager we spoke with had a background in data and analytics, UX, marketing and ecommerce. They said it can be difficult to find an entry point, but highlighting where your current role overlaps with the product function and demonstrates that you have transferable skills should make it easier. So moving from another industry isn’t the issue, but core characteristics does someone need to begin their Product Manager career? Skills, Behaviours and Experience Coming from a pathway overlapping with Product Management, would make it easier for hiring manager’s to consider your application, but there are also certain Skills and Behaviours that can really make your application stand out. Nick states the mindset is key to moving into product management with 4 key traits: 1. Having a genuine interest in customer perspectives and experiences 2. Understanding how businesses make money from addressing their customer’s needs 3. How the business improves addressing these needs 4. Exploring initiatives and approaches that drive excellence Adapting to an environment of constant learning, validation, and iteration means the job is never done and there is always room for further growth and development. A Product Manager should have a natural curiosity and willingness to learn, as every business has different requirement and problems to resolve. However one of the obstacles that needs to be overcome is changing your mindset. Working within an Agile environment and focussing on “outcomes over outputs” is what some professionals struggle to adapt to. Joe elaborates further on this point further stating, “It’s harder if they’ve spent years working in a waterfall way, in a risk averse, hierarchical environment”. People moving in to Product Management careers should be open to failing, know they don’t hold the answers, and are curious & experimental. Hiring managers are looking for intelligence, energy and curiosity as Product Management can be a demanding career path, but working within a challenging and constantly evolving career path is usually what has attracted someone to explore this career path. Entry Point When moving career into Product Management, it can sometimes mean taking a lateral move, or even starting within a more junior position. Senior will be expected to jump straight into the deep end, with little time to adapt. Before looking to move into the Product Management career path, all the professionals we spoke with recommended, building your knowledge and understanding of Product Management. Nick recommends doing research and reading to build an understanding of what Product Management involves. He suggests starting with Sprint by Jake Knapp to understand the ideation process and how product approaches can help solve key customer and business problems. The second book he recommends is Agile Product Management with SCRUM by Roman Pichler for a better understanding of the technical process, key roles, and ceremonies involved in Product development. Another Product Manager completed a Product Management course with General Assembly. Joe mentioned courses such as “MindTheProduct”, “Product Talk” and “Product That Counts”. He recommends people to read books about Product Management and listen to podcasts, but not to get hung up on theory. He says many professionals struggle to marry the “theory with the practical realities of how to get things done. So don’t be too evangelical & dogmatic and always stay pragmatic”. Summary There is a high demand for Product professionals now across all levels in the UK as businesses look to drive digital innovation, but it is a competitive career path to enter. Before embarking on this career journey, we would recommend looking at building a deep understanding of what Product Management is through reading books, listening to podcast and undertaking a qualification. Employers are looking for traits such as curiosity, adaptability, a continuous improvement mindset and more. It is easier moving in a more junior product position and work your way up, as the role (and mindset) are different from other business units that approach projects with a simple Success or Failure. Looking to start or progress further within your Product Management career? You can register with us here and speak with one of our Recruitment Consultants who can offer free advice on how to improve your CV and help in your job search. Looking to hire for your Product Team? You can find out more about our services in this area on our Product Management Recruitment page or contact us here to discuss your hiring needs.

Introduction Candidate Experiences: The Common Pain Points Experts Communication and Transparency Talent Pools and Long-Term Relationships Addressing AI Challenges Tips for your search and navigating the market Feedback and Continuous Improvement Conclusion: Building a Better Recruitment Process Introduction In the competitive world of recruitment, both candidates and companies face significant challenges. While candidates often struggle with communication breakdowns, delayed feedback, overly demanding tasks and salary offers that can be construed as less than completive; companies grapple with identifying the right talent amid a sea of irrelevant applicants, candidates with poorly written CVs, less than professional approaches to interviews and a host of other issues.   I spoke with professionals who have been responsible for hiring at companies such as Dovetail Games and Casio, discussing issues they’ve faced and the strategies they’ve implemented to overcome challenges and create a more positive recruitment process.   Candidate Experiences: The Common Pain Points   I spoke with a number of candidates who’ve been through the recruitment process recently, all facing a number of common issues, but also some having great experiences.   Whilst many we have spoken with report feeling ghosted after initial interviews, dealing with inconsistent communication, or being asked to complete tasks that are overly demanding or irrelevant, one candidate told me about her frustration of being in a process for over 2 months. Having presented a task and then been ghosted by the recruiter, she’s frustrated as she liked the company and the role, but felt the process has been quite ‘stop start’ which has left her feeling fatigued.   On the other hand, another candidate shared the opposite experience, praising a company for its transparent and timely communication, which made the entire process more bearable, even when she didn’t get the job. She did secure a job elsewhere, and found the task to be a bit of a relief as it was a high level plan opposed to an exhaustive task.                   Another candidate also  told us of his positive experience in his job search, and how working with a recruiter actually help him realise more about his value and changed the trajectory of his career and helped him to not just secure a promotion but a step above. Although he was operating at a higher level, he didn’t fully appreciate his value in the market.   The final candidate we spoke to said they found job description poorly written and that people from other teams and department didn’t understand the difference between a specialist marketer and a generalist. She found that roles advertised in her area of expertise, usually come with expectations that she cover areas outside of her remit and that other professionals in her field should actually cover.   These experiences highlight a crucial point: candidates value clear communication, timely feedback, and transparency above all else. When these elements are missing, even the most promising job opportunity can become a source of stress and disillusionment.   Sam and Fiona: Different Industries, Similar Solutions   Sam at Casio and Fiona at Dovetail Games operate in different industries — consumer electronics and gaming, respectively — but they share a commitment to improving the candidate experience through thoughtful, candidate-centric strategies.   Communication and Transparency Both Sam and Fiona emphasise the importance of communication and transparency throughout the recruitment process. At Casio, Sam has implemented screening tools to manage the influx of applicants, ensuring that only the most relevant candidates move forward. This streamlines the process and allows the recruitment team to focus on meaningful interactions with candidates. Sam also prioritises clear communication at every stage, ensuring that candidates are never left in the dark about where they stand.   Similarly, Fiona at Dovetail Games is passionate about maintaining transparency and honesty with candidates. She ensures that all candidates, successful or not, receive meaningful feedback throughout the process to help candidates in their job search even if it is elsewhere. Fiona’s commitment to transparency extends to how she handles preboarding and onboarding, making sure that new hires feel supported and valued from the moment they accept an offer.   Talent Pools and Long-Term Relationships Another similarity between Sam and Fiona’s approaches is their focus on building and maintaining long-term relationships with candidates. Sam at Casio keeps a talent pool of candidates who may not have been the right fit for a particular role but showed great potential and a positive attitude. These candidates are often considered for future roles. Sam believes in the importance of meeting people in-person to ensure the right cultural and chemistry fit for the organisation. Although she noted this makes the process slightly longer, it’s integral to their hiring process.   Fiona takes a similar approach at Dovetail Games, where she values candidates who demonstrate a strong cultural fit, even if they aren’t selected for the role they initially applied for. She maintains contact with these candidates, often reapproaching them for other, more relevant opportunities in the future, especially if they’ve demonstrated a great attitude that aligns with the companies values.   Addressing AI Challenges Both are also acutely aware of the challenges specific to their industries presented by Artificial Intelligence. Sam has recognised the issues caused by AI-generated CVs and the need to sift through inflated skills or acronyms to sound relevant, ensuring that the focus remains on genuine skills and experience. For digital hires she wants to see some semblance of their personality on their CV, the value they offer in their current roles and who they are outside of work. Also for people applying to creative roles, have an up to date portfolio! Fiona also noted seeing a rise AI written CVs, as people try to make themselves relevant for a role they’re not right for. Often, she notes, the CV is poorly written and doesn’t always make sense, and these candidates will struggle during conversations where they lack experience and knowledge for the role. Dovetail Games also include screening questions as part of their process to understand how people portray themselves, and it’s this area where Fiona AI can be a useful tool for applicants with protected characteristics or may be neurodiverse. This can allow people to tweak their responses, but should be a rounding of their response and not purely written by AI.     Tips for your search and navigating the market Sam stresses people need to show their softer skills when interviewing, how do you communicate with others, do you keep up with the latest industry trends? How do you communicate this? As the labour market is tight and competitive at the moment, people need to find the best way to articulate themselves and reflect this in their interviews. They need to be authentic to who they are and not try to pretend to be what they imagine the team/company is looking for.   Fiona, on the other hand, has noted the impact of COVID-19 on the gaming industry, where rapid hiring and salary inflation have led to a challenging job market for mid-level professionals. She also points out that many younger candidates, who entered the workforce during the pandemic, may need to adapt to new ways of working and have to stand out in a crowded and competitive market. Fiona encourages these candidates to go back to basics—networking, crafting standout CVs, and thoroughly preparing for interviews – to secure the right next opportunity.   Feedback and Continuous Improvement Both Sam and Fiona are committed to providing detailed, constructive feedback to candidates, seeing it as a vital part of the recruitment process. At Casio, Sam ensures that feedback is factual and actionable, helping candidates understand what went well and what could be improved for future opportunities. Fiona is equally dedicated to this principle at Dovetail Games, where she actively seeks feedback from new hires to continually refine and improve the recruitment process.   Conclusion: Building a Better Recruitment Process   The experiences shared by candidates, along with the strategies implemented by Sam at Casio and Fiona at Dovetail Games, provide valuable insights into what can work in recruitment to create better candidate experiences. Clear communication, transparency, and a commitment to long-term relationships are key elements that both companies have successfully integrated into their processes.   For companies looking to enhance their recruitment strategies, Solis can work with businesses to improve their hiring processes and secure top talent, but also be trusted to ensure the process is respectful and engaging for candidates.   In today’s competitive job market, partnering with Solis can be a game-changer, allowing companies to attract top talent whilst ensuring your business retains a positive reputation as a potential employer. This holistic approach to recruitment is what ultimately leads to better hires, stronger teams, and long-term success. You can find out more about areas we recruit following here . Looking to hire for your team?   Submit a brief here Looking to register as a candidate?   Click here Still have questions and want to find out more about how Solis can supoort you in improving hiring with better candidate experience strategies ? Click below to request a call back.

Recruiting for Strategists can be difficult, rarely is it as simple as posting an advert and finding the right person who has worked on the right projects, for the right business with the right clients with all the information clearly listed on their CV. It usually requires a conversation to really understand what projects someone has worked on to find the right alignment.   But Strategists roles attract talented professionals from a variety backgrounds, the work is interesting and fulfilling and we find a number of professionals reach out to us who are keen to build their careers in this area, but don’t match the brief provided to us for our search.   So we spoke with a number of professionals to find out how they started their strategy career, what they feel are the fundamental competencies a strategist should possess and their recommendations for anyone looking to build their career in strategy. Ally Waring , Strategy Director, BBH Daniel Deeks-Osburn , Head of Strategy, Mischief Tom Langan,  Strategy Director, The&Partnership Charlie Elliot , Freelance Strategy Director Charlotte Mulley , Head of Strategy, MullenLowe London Alastair Green , Chief Strategy Officer, Accenture Song Conclusion   Ally Waring , Strategy Director, BBH   Ally kickstarted her career working as an international journalist in areas such as Russia and Colombia. Upon returning to London, Ally completed internships covering Account Management and Strategy, including at VCCP where she took part in the Ad School bootcamp which provided her with hands-on experience in writing strategies and applying business use cases.   Although she began her advertising career as an Account Executive, she soon moved into a hybrid Account Management and Strategist role before joining another business within a pure strategy position.   This experience gave her lots of exposure to Below-The-Line (BTL) campaigns working on a range of different projects. Since then, she has worked at a range of different agencies, some focused on Above-The-Line (ATL) and more recently working on a range of integrated campaigns.   As well as working as a Strategist, she is a University Lecturer on Advertising and plays an integral role in helping junior professionals to start their careers within strategy.   Core Competencies for a Career in Strategy Humility : Know why you want to enter strategy and at what level you operate. Explore early talent programs to build foundational skills and knowledge or explore working in SMEs where you are exposed to more and understand marketing in business planning. Curiosity : Ask questions and delve deeper to understand business challenges and how marketing can resolve them. Critical thinking : Analyze facts to create an unbiased opinion. Openness to learning : Constantly learn and take on new ideas. Find the link between Theory and Practice : Understand how conceptual thinking is applied in the real world and assess its success.   When it comes to strategy, Ally emphasizes asking critical questions. Whether you are sitting on the tube train or a bus, look around at the adverts and consider: “Who is the audience?” “What is the problem?” “How are they addressing the problem?”   These questions help formulate opinions, build critical thinking, and develop a passion for the industry. She also recommends taking pictures of campaigns and beginning to analyse them critically. These are talking points in interviews that demonstrate both your passion and knowledge of the industry and show how you stay up to date with industry trends.   Ally is open to hiring different types of strategists. The key is their ability to demonstrate or acknowledge how their lateral experience aligns with the role. Personalizing their application through a tailored portfolio can be advantageous, but she really wants to see their passion and knowledge of the industry.   Ally also recommends anyone looking to start a career in Strategy to explore platforms like group-think.co.uk , a community for strategists. It allows people to build foundational knowledge, facilitate discussions on various strategic approaches, network, and access free training sessions on topics such as pitch writing, approaching strategy, and more.   Daniel Deeks-Osburn , Head of Strategy, Mischief   Daniel kickstarted his career in journalism in NYC. He initially came to the UK for 6 months but ended up staying on, studying an MA when the economy hit the ropes in 2008.   Initially he thought to pursue a career in the publishing and media industry, as it was naturally aligned to his journalism experience. During this time Apple launched the iPad and Daniel noted how screens were changing people's behaviours and reading habits were evolving. At this time, he was encouraged to explore opportunities with Advertising Agencies, which hadn’t been on his radar prior.   He worked at Grey during a creative renaissance. As a new business exec, he had exposure to the leadership. In his own words, his only useful new business skill was compiling and writing case studies, which exposed him to strategists and set his sights on joining them.   Although he wanted to actively pursue a career in strategy, it wasn’t as simple as applying and moving across. Daniel actively began to socialise more with strategists, understand how they communicated, what drove them and built an understanding of what made a good strategist.   Daniel eventually secured his first strategy role just over 10 years ago and has since built his career working for different Advertising, Branding, Creative and PR Agencies, and in order to make his move he needed to build the foundational knowledge to get his foot on the ladder, then embrace a range of challenges to allow him to develop a wide and varied skillset.   Fundamental Skills of a Strategist Daniel emphasises several core skills essential for a successful strategist:   Analytical Thinking:  The ability to dissect information and derive insights is crucial. Communication: Clear and persuasive communication, both written and verbal, is key. Creativity: Innovative thinking helps in developing unique strategies. Research Proficiency:  Being adept at gathering and interpreting data from various sources. Collaboration: Working well with diverse teams to bring ideas to fruition.   “Strategy is not about selling in a diagram; it’s about solving a problem.”  Daniel feels at times people may have the wrong perception of what a strategist does or how to actually approach strategy.   When hiring for a strategist he is looking for someone who listens to the challenges a client faces and really understands the core problem, compose their thoughts and present them in a compelling way.   “You can train skills, but you can’t train taste.” People’s tastes differ, but in order to be a good strategist you need to have an opinion that you can articulate to others with influence, even if it may be contradictory. It also needs a well-reasoned take.   If someone from an in-house role who is looking to move into strategy, Daniel advises they should show a holistic view of understanding a business’s challenge and how they helped to resolve them. They should reflect on their process of identify problems, how they went about resolving them and what was the outcomes, not only in resolving the issue but the overall impact this had for the business in other areas too.   From people from Account Management roles, Daniel advises that they need to demonstrate how they help client resolve issues and challenges, not just getting work signed off, their approach to strategy and beneficial outcomes they’ve delivered to clients.   If a Media strategists wanted to move in to Brand strategy, they can contribute to campaign effectiveness and planning, but they must demonstrate they can work at the front end of a campaign with a creative idea.   Anyone considering moving in to strategy should have the ability to work with research teams, brief them, and delve deeper into findings.   When evaluating individuals aiming to build a career in strategy, Daniel looks for: Curiosity: A natural inclination to ask questions and seek deeper understanding. At times this can be to challenge preconceived notions or even what clients have presented. Resilience: The ability to handle setbacks and stay motivated. Adaptability: Being flexible and open to change in a dynamic environment. Empathy: Understanding and considering different perspectives. Strategic Vision:  The capability to see the bigger picture and long-term goals.   Daniel is open to hiring people from other areas or industries, as they can bring dynamic and effective ideas from another perspective, but they need to demonstrate the right aptitude and inclination to work in this area.   Tom Langan, Strategy Director, The&Partnership Tom fell into strategy, growing up in the world of social media and content marketing. Starting as the youngest member of his team, he was given ownership of social media, handling operations, creative output, and new business. This role made him a generalist by nature, involving creativity, strategy, research, design, copywriting, and community management. Tom's broader outlook and holistic view have helped him excel as a strategist.   Tom's approach is driven by natural curiosity rather than a scientific method. He believes, as Mark Pollard describes, that a strategist is someone with an informed opinion on how to win. The key is to understand how this opinion is informed and why it matters, and to articulate this convincingly. Tom emphasizes the importance of cutting through the noise to find ideas that stand out and excite clients. Fundamental Skills of a Strategist Natural Curiosity : At the heart of being a strategist is a deep-seated curiosity about the world and how things work. This drives the quest for informed opinions and innovative solutions. Holistic Perspective : A good strategist must have a broad outlook, capable of seeing the bigger picture and integrating various elements seamlessly. Storytelling Ability : Crafting compelling stories that draw people in is essential, particularly in social media, where consumer control over content is high. Communication Skills : Being able to articulate ideas convincingly and get clients excited about those ideas is key. This involves selling the idea and its value effectively. Critical Thinking : Strategists need to be the smartest in the room—bright, ambitious, and driven to change the status quo, not just follow it.   For someone looking to move into Strategy, Tom wants to see a unique personal profile that showcases original thinking and highlights natural curiosity about the industry and broader world. He looks for candidates with a unique perspective and varied viewpoints rather than those with a narrow focus.   It's crucial to embrace natural curiosity, as the role is less about finding the correct answer and more about discovering the brilliant one.   A Strategist should develop a broad outlook and holistic view that will enable you to see the bigger picture and connect various elements of a campaign, so try to build diverse experiences and viewpoints that will enrich your strategic thinking, providing a wider array of perspectives to draw from. Additionally, being able to articulate why your opinion matters and getting clients excited about your ideas is essential. This ability to sell your ideas convincingly can set you apart and make your strategies more impactful.   Navigating the noise to find ideas that stand out is another key skill. With so much information available, a good strategist must be able to sift through the clutter to identify valuable insights. Being ambitious and curious can drive you to push boundaries and continuously improve.   Finally, being self-aware of your knowledge gaps and striving to understand broader challenges will help you grow and adapt in the ever-evolving field of strategy.   Tom is open to considering people moving across from other areas. Although he sees a divide between Media and Creative strategy, he feels the gap is narrowing and the future will require more holistic strategists.   Throughout his own career he constantly took on additional responsibilities, and tried to learn more, taking a leap into the unknown at times and feels this has given the rounded experience to take on broader roles now.   He looks for people who are aware of the gaps in their experience, but work towards overcoming this. He wants to see people who are ambitious in their approach, and want to have an effect or the wider world or society. His own ambition is to overhear people speaking about one of his campaigns in a pub, knowing that his work has transcended the marketing world, and feels people similar ambitions will want to push boundaries are who he would look for. The types of people with the ambition to work on exceptional campaigns. Charlie Elliot , Freelance Strategy Director   Charlie began her career in strategy over 13 years ago as a Social Media and Community Manager at a media agency. Her role involved filming, editing video production, and event management, providing her with a comprehensive understanding of various roles and teams. As she worked closely with TV and radio partnerships, she gained valuable insights into advertising, including early programmatic buying and ad placements.   At a time when Instagram became available on Android and blogging surged in popularity, Charlie initiated the first influencer campaigns at her employer. The success of these campaigns led to her secondment to the Australian office to continue pioneering influencer campaigns as a new service offering.   Since then, she has worked in-house for advertising, influencer, and PR agencies, as well as a publisher. She’s built teams, managed P&Ls, and worked on a variety of projects.   She also took time to complete a marketing diploma and continued to learn and develop throughout her career.   Fundamental Skills of a Strategist Platform Knowledge : A strong understanding of different platforms, their uses, capabilities, and how they fit into the broader media landscape. Insight vs. Observation : The ability to distinguish between mere observations and actionable insights is crucial for developing effective strategies. Objectives and KPIs : Clear understanding of client objectives and key performance indicators to guide creative and strategic direction. Inquisitive Nature : The ability to dissect briefs, ask probing questions, and serve as a bridge between objectives and creative execution. Curiosity and Openness : A keen interest in algorithms, trends, and inspiration from diverse sources beyond one's immediate areas of interest.   Charlie values diverse experiences and backgrounds in potential strategists. Junior strategists need time to develop through coaching and practical application. She believes in hiring individuals who have started their careers in various roles such as community managers or ad account executives, as they bring unique perspectives and valuable skills to the strategy team.   To build a successful career in strategy, Charlie emphasizes the importance of developing a broad skill set. Gaining experience in various roles within media, PR, advertising, and influencer strategy is essential to understanding the full scope of strategic work. This varied experience not only provides a comprehensive view of the industry but also equips aspiring strategists with the necessary tools to adapt to different challenges and opportunities that may arise.   “Start with your gut instinct – then spin off in a weird direction then bring it back and prove it.”   Curiosity is another crucial trait for aspiring strategists. Always ask questions, seek new insights, and be open to inspiration from different sources. This constant quest for knowledge and understanding allows strategists to stay ahead of industry trends and develop innovative solutions that can set their campaigns apart.   Learn the difference between an observation and insight. Charlie gives the great example: “Ladies' handbags have got bigger over the past 20 years.” This is an observation. “As mobile phones have got bigger and ladies' pockets have remained the same, handbags have to get bigger.” This is an insight. Show the rationale behind your thoughts.   Also, show you know how to connect with audiences and question what impacts the behaviour of audiences and customers.   For social media-focused roles, an understanding of different social media platforms and their unique capabilities is vital for effectively leveraging them in campaigns. Each platform offers distinct features and reaches different audiences, so knowing how to use these platforms to their fullest potential can greatly impact the success of a strategy. This knowledge enables strategists to craft tailored approaches that resonate with specific target audiences.   Finally, Charlie believes in embracing diverse experiences and perspectives within a strategy team. Diverse backgrounds bring unique viewpoints and ideas, fostering a creative and innovative environment. This inclusivity not only enhances the quality of strategic planning but also ensures that strategies are well-rounded and consider multiple facets of the market and audience. Embracing this diversity and allowing for inspiration from multiple areas can lead to more dynamic and successful strategies, making it a critical takeaway for anyone looking to build a career in strategy.   Charlotte Mulley , Head of Strategy, MullenLowe London   Charlotte's journey into strategy began in account management at Iris, where it was a startup environment where everyone wore multiple hats, giving her an introduction to strategy and the role of a strategist. As the accounts grew, she gained exposure to more areas and began to learn more about the role of Planners in advertising agencies. She actively decided to pursue a career in this area.   She moved across to TBWA, taking a step down into a planner role to deepen her understanding of what a strategist does, how to really understand brand challenges, and create strategic frameworks to support clients in solving problems.   Since then, she has worked in a broad range of agencies of different sizes and with different focuses. This diverse background has given her a holistic view of strategy and its application across various domains.   Core Competencies for a Career in Strategy Big Thinking and Problem Solving : A strategist needs a foundation of big thinking to tackle brand challenges and develop comprehensive solutions. This involves understanding the broader context of the brand and its market environment and being able to devise strategies that address complex issues. Adaptability and Application : The ability to apply strategic thinking in a nimble and flexible way across different agencies and contexts is crucial. Strategists must adapt their approach based on the unique needs of each situation and be able to leverage their experience in various domains such as content strategy, brand strategy, and integrated campaigns. Curiosity and Continuous Learning : Being inherently curious about culture, brands, and people is essential. A good strategist is always learning, reading, and thinking critically. This continuous pursuit of knowledge helps them stay inspired and turn insights into actionable ideas. Effective Communication and Clarity of Thought : Strategists must be able to communicate their ideas clearly and effectively. This includes writing well, structuring presentations, and articulating thoughts in a way that is easy for others to understand. Clarity of thought is key to conveying strategic concepts convincingly. Empathy and Relationship Building : Understanding and empathizing with the audience, clients, and creative teams is fundamental. Building strong relationships, earning trust, and adding value to collaborations are vital for successful strategy implementation. A strategist must work well with others, integrating different perspectives to achieve the best outcomes.   Charlotte believes that gaining diverse experiences is invaluable. She notes that some agencies are "open church," meaning they embrace people from various backgrounds, nurturing them into brilliant thinkers. However, other, typically more traditional, agencies might struggle with this adaptability.   A strategist should love to read and learn about an array of subjects and excel in communication both in writing and presenting ideas. Clear articulation of thoughts and structured presentations are vital skills. Moreover, balancing analytical thinking with creativity is essential. Successful strategists can integrate left-brain analytical skills with right-brain creativity to develop and communicate innovative ideas. Charlotte stresses that although being literate is integral to the role of a strategist, possessing a degree isn’t.   Aspiring strategists should look for opportunities to work in environments where they can wear multiple hats and gain a broad understanding of different aspects of the business. Embrace a squiggly career and try things rather than focusing on a corporate ladder. Charlotte's journey began as an Account Manager, which sparked her interest in strategy and planning.   “Be empathetic.” Strategists must be curious about culture, brands, and people. This curiosity drives the ability to understand and empathize with the target audience, which is crucial for developing effective strategies.   Charlotte is open to hiring strategists from various backgrounds, valuing the unique perspectives they bring. She believes in developing juniors through coaching and practical experience. Self-starters who demonstrate their passion through projects are particularly appealing to her, and anyone aspiring to become a strategist should look to build a strong network. She highlights the importance of apprenticeships and junior roles as effective entry routes into the strategy domain.   “What makes a strategist unique or someone the perfect fit for strategy is to be able to bring together critical and conceptual thinking to create strategies that are built from truth but exist in the art of the possible.”   Charlotte’s journey underscores the importance of curiosity, holistic thinking, effective communication, and diverse experiences in building a successful career in strategy. By embracing these principles, professionals can navigate the path to strategy with confidence and purpose.   Alastair Green , Chief Strategy Officer, Accenture Song   Alistair Green's career journey is a testament to the value of diverse experiences and unconventional paths for building a career within strategy. Working as a Stylist before starting at BBH in 1999, he was an untraditional hire from the fashion world, brought in to work on Levi’s rebranding and product launches. His work on this flagship account not only won awards but also highlighted his knack for blending fashion insight with branding and advertising.   Whilst searching for his next move, Alistair disconnected with traditional ad agencies, and transitioned to the media side at Mindshare in 2009. Here, he embraced the birth of social media, focusing on building brands and audiences by understanding new behaviours on emerging platforms. His role extended beyond planning and buying to educating clients on media utilisation and best practices. This could also be considered an unconventional move at the time.   Seeking creativity, Alister moved to a luxury fashion agency, before joining Grey, returning to the creative agency space to work on fine fragrances.   After he Grey, he has consulted with multiple businesses ranging from agency, consultancies and in-house teams, working across industries but predominantly with more luxury brands.   Fundamental Skills of a Strategist Alistair Green emphasises five fundamental skills for strategists:   Curiosity  – Alistair has always been curious about people and culture, more than even products or brands. He was fascinated by what influenced and drove behaviours and why. To be a successful strategist you need to be curious about people. Left Brain and Right Brain Combination:  A strategist should be rational, analytical and logical, but it needs to be blended with creativity and Blue Sky thinking and doing things that haven’t been done before. To many strategists focus on the planning part, but the creative element is integral to the role.   “ It’s about finding something to say, then figuring out how to say it in an interesting way.”   Embracing Change: The human condition means we’re naturally adverse to change. However, when Alistair reflects on the level of change in the industry from when he began in 1999 to now in 2024, there has been a continuous flux, human cultures and behaviours have evolved beyond what he could’ve imagined. in 1999. Interested in the new or next generation: With trends and behaviours constantly changing, younger generations generally indicate the future of marketing, what channels are rising and how audiences are behaving. Spending time with younger people can be enriching, understanding their perspectives and why they see the world differently helps to build better plans going forward. Don’t take things personally:  As a strategist you put a lot of yourself into your work. Your ideas and concepts contain an element of yourself, so when it receives criticism or isn’t met with excitement or enthusiasm it can feel like a personal attack. “ Yes, there’s an audience, and yes there’s a brand, and yes this is how culture behaves, but even with all that research the strategy is ultimately based on your personal take of the factors ”. Be okay with your idea being rejected and find ways to improve it.   Alistair recommends anyone moving into strategy to find commonalities between what they’re currently doing with that of a strategist, and to make strengths out of weaknesses.  He has witnessed people from Account Management people making the move and doing extremely well, they knew how the businesses work, how the advertising industry works and what a strategist does within the agency. They leant into this aspect of their roles and built the right breadth of experience to move across.   “You need to demonstrate you have a strong enough strategic foundation to become a strategist, and the other skills can be learned on the job.”   Alistair was a stylist, and although he understood brands, branding, marketing and art direction, ultimately, he wasn’t an experience strategist. However, he was recommended for a Senior Planner role at a lauded agency, to work on a flagship account for a role he hadn’t done before. He took the time to really understand what planners and strategist do and during interviews he provided perspectives and answers to what he could do but didn’t present himself as knowing more than what he did. Being inauthentic can easily be spotted.   So, if you’re looking to move really understand what you do and where it overlaps with the role of a strategist.   He would still consider hiring from other areas as long as they could showcase they had enough of the right skills, experience and attributes to become a strategist. Yet they should have a self-awareness of what areas they’re lacking.   If you lack certain skills or experience, then it comes down to you to demonstrate that you have ability to move across. Find ways to compensate for the short-comings, improve your CV, create a portfolio, take a course – none of this guarantees you’ll get a strategy job but it evidences why you should be considered for a role. Take an interest in the industry, what brands are doing well and why. Form a view of the world, consider campaigns or different ways brands communicate and assess it through a strategic lens, what makes a strategy strong or weak, or why do some messages miss the mark and others don’t.   Alistair entered the industry without experience with no guarantees that he would succeed, and 25 years later he is working at the highest of levels across the world’s most enviable brands.   Conclusion Embarking on a career in strategy or transitioning from another role can be a fulfilling journey if approached with the right mindset and skills. Each strategist's path shared here underscores the importance of curiosity, critical thinking, effective communication, and a broad, holistic view of the industry.   Curiosity and Continuous Learning : Embrace a mindset of constant learning and stay curious about various aspects of the industry and beyond. Adaptability and Diverse Experiences : Gain experience in different roles and be adaptable in applying your skills across various domains. Effective Communication and Empathy : Communicate your ideas clearly and effectively, and build strong relationships through empathy and understanding. Critical and Analytical Thinking : Develop the ability to think critically and analytically, distinguishing between observations and actionable insights. Left Brained & Right Brained:  To be embark on a successful career as a strategist, you require a creative spark to work in tangent with your analytical approach. Packaging disparate concepts together to create a cohesive message that will resonate with audiences.   For those looking to break into strategy, leveraging internships, entry-level roles, and specialised training programs can provide a strong foundation. Additionally, building a unique personal profile and a broad skill set will help you stand out. Engage with professional communities, network with industry professionals, and continuously seek opportunities for growth and development.   By following these guidelines and drawing inspiration from experienced strategists, you can successfully navigate your career in strategy, making a meaningful impact on the industry and the clients you serve.     Here at Solis we work with Strategist of all levels, and have experience partnering with branding, digital, creative and integrated agencies. Find out more about how we support agencies hiring top professionals here .   If you’re looking for your next step as a Strategist you can register with us via this link here .   If you’re looking to hire your next Strategist, you can contact us via this link here .

Introduction   In today's fast-paced business environment, UK companies face the challenge of maintaining competitiveness and innovation without overextending their budgets. Here at Solis Recruitment, we’ve built relations with senior Marketing and Digital professionals across the UK with proven experience within interim and fractional positions. This allows us to provide access to top-tier talent without the need for full-time commitments, but still accessing expertise of experienced professionals in the form of fractional or interim hires. These solutions are particularly valuable during economic turbulence, offering flexibility and strategic support when it's needed most.   Understanding Interim and Fractional Hires   It's important to understand the difference between interim and fractional hires before deciding which would best address your business need.   Definitions and Key Differences   Interim hires are typically brought on board for a specific period, often to cover for an executive on leave or to manage a particular project. They work full-time during their tenure for a timeline which is usually a 3-, 6- or 12-months duration. Fractional hires, on the other hand, work part-time, splitting their expertise among several companies committing a certain number of hours/days per week or month. This approach allows businesses to benefit from high-level skills and experience at a fraction of the cost.   The Value Proposition of Interim and Fractional Hires   Cost-effectiveness   One of the most compelling reasons to consider interim and fractional hires is cost-effectiveness. Unlike permanent hires, there’s not as much emphasis on inducting them into your business. Due to the nature of their role, they are likely used to hitting the ground running and will understand that they’ll be required to start making positive impact quite quickly.   By avoiding the financial burden of full-time salaries and benefits, businesses can allocate resources more efficiently, paying only for the expertise they need.   Access to Top Talent   Interim and fractional hires often bring a wealth of experience from various industries and roles. This diversity of knowledge can be invaluable, providing fresh perspectives and innovative solutions that might not be available within the existing team. Interim and fractional professionals can address urgent issues that require immediate resources, with lower notices that permanent hires.   Flexibility and Scalability   These hiring models offer unparalleled flexibility, allowing businesses to scale their workforce up or down based on current needs and economic conditions. This adaptability is crucial for navigating the uncertainties of today's market. If a temp or interim hire isn’t the right fit, it’s easier to part ways than with a permanent hire. Although contracts are in place to ensure temp and interim hires are protected but contracts are often on a short-term basis, giving you and factional/interim hires flexibility. Why Interim and Fractional Hires Are Ideal During Economic Turbulence?   Adapting to Market Changes   During times of economic uncertainty, businesses must be agile to survive. Interim and fractional hires provide the expertise needed to quickly adapt strategies, ensuring the company remains competitive.   Risk Mitigation   As mentioned above, hiring on a temporary basis reduces the risks associated with long-term employment commitments. Companies can benefit from high-level skills without the long-term liabilities, making it easier to navigate financial fluctuations.   Marketing Hires Through Solis   We’re working with a number of senior Marketing professionals at the Head of Marketing, Marketing Director and Chief Marketing Officer level exploring interim and fractional opportunities.   Benefits of Interim CMOs   For companies looking to boost their marketing efforts, interim Chief Marketing Officers (CMOs) from Solis offer a strategic advantage. They bring the leadership necessary to steer marketing initiatives, align them with business goals, and deliver measurable results.   Strategic Marketing Leadership   Interim CMOs can step in to provide strategic direction, overseeing the development and execution of comprehensive marketing plans that drive brand awareness and growth. They will identify weaknesses in the current team, help to restructure the department and introduce processes to make departments more effective and efficient.   Project-based Marketing Initiatives   Whether launching a new product or entering a new market, interim marketing hires can lead project-based initiatives with precision and expertise, ensuring successful outcomes. We work with professionals who have introduce new tools and technologies to make teams more efficient.   Ecommerce and Digital Hires Through Solis   Benefits of Interim CDO’s Employing an interim Chief Digital Officer (CDO) can help your organisation to navigate an ever-evolving digital landscape and take advantage of new opportunities. Interim CDO’s Solis partner with bring a wealth of proven experience in developing digital strategies, identifying innovations & emerging technologies, delivering product roadmap and enhancing customer experiences.   Driving Digital Transformation   These experts can spearhead digital transformation efforts, implementing cutting-edge technologies and strategies that streamline operations and improve customer engagement.   Leading Key Ecommerce and Digital Transformation Projects   From website overhauls to digital marketing campaigns, interim and fractional hires can manage key ecommerce projects, evaluate current tech-stack for underperforming areas or tools, introduce new tactics to drive traffic and increase conversions. These are professionals with the capability and proven experiences in developing and structuring teams, increasing sales and profitability.   Why Use Solis to find Interim and Fractional hires?   Having partnered with businesses across industries we have built a wide network of professionals and are experienced Headhunters to operate across sectors. Some of the industries we recruit across include: Marketing Agencies/Services, DTC eCommerce (Fashion, Beauty, Home, Luxury, Electronics), Health and Wellness, Healthcare, Financial Services, SaaS, Fintech, EdTech, Web3, Adtech, Martech, CPG, FMCG and more.   Some of the senior professionals we are working with are across specialisms such Marketing , Data , Customer Experience, Ecommerce , Digital Transformation , Product Management and more. Some professionals have experience in building new service offerings, modernising working practices, restructuring teams, building short / long term strategies and driving growth.   Interim and fractional hires are experienced professionals who can quickly assess a situation and implement effective strategies, delivering immediate impact. We can identify interim and fractional candidates for your organisation as quickly as 48 hours.   If your business requires high-level expertise for a specific project, to fill a temporary gap, or to drive strategic initiatives without a long-term commitment, an interim or fractional executive could be the right choice.   Solis provides a valuable service for UK businesses looking to access top talent without the long-term commitment of full-time hires. By offering interim and fractional hires, Solis helps companies navigate economic turbulence, drive strategic initiatives, and achieve their business goals Looking for an immediate hire? Submit a brief here Looking to register as a candidate? Click here Still have questions and want to find out more? Click below to request a call back.

A well-crafted CV can make a huge difference for job seekers searching for a new role, especially in competitive fields such as Marketing, eCommerce, Product, and Data. We recently ran a poll asking if people would find a CV template useful, with over 80%, at the time of writing, responding yes. A few respondents from the Creative and Design industries responded expressing an interest, and although they can utilise some of these points, an aesthetic portfolio is more crucial than a detailed CV within this industry. Introduction – Why you need a standout CV? What does your CV require? How to start your CV – Personal Profile Work Experience – using your experience to your advantage Profession specific tips Marketing Branding eCommerce Product Data Conclusion Introduction – Why you need a standout CV? As of the fourth quarter of 2023, approximately 917,900 sales, marketing, and related associate professionals are employed in the United Kingdom. However many people have been seeking new opportunities within Digital and Marketing industries, however they have found recruitment more challenging. The great resignation post-covid in 2022 was followed immediately by a cost-of-living crisis, which was greatly exasperated by 49 days of poor policy making, that directly led to redundancies across sectors in 2023 and filtered through to 2024. If consumers spend less money, this directly impacts the economy – who knew? A lot more senior professionals have been searching for new roles, however new career opportunities have been limited, and recruitment within these areas has become highly competitive. It has become critical for people to create CV’s that attract attention of hiring managers and talent acquisitions teams. Also the rise of the use of AI to filter CVs can lead to candidates being disqualified for roles, despite having relevant skills and experience. This leads to questions about how to “game” ATS and Recruitment platforms, by tailoring your CV towards the job description and including “keywords”. What does your CV require? Your CV is a document to summarise your career experience and prove your relevance to a role. This needs to highlight what you can potentially bring to the table and why the hiring company should consider your application to be worthy of an interview. Must-Have Sections: ·      Contact Information (name, phone, email, LinkedIn profile, Town and Postcode). The business should know how to contact you with updates regarding your application, scheduling interviews and more. It is shocking how many CVs I have seen that do not include a phone number or email address, which effectively makes an application redundant. I’d recommend creating a 2nd email purely for job seeking, and removing any confidential information such as date of birth or full-address. Your town and postcode should suffice if a employer wants to check your commutability. ·      Work Experience (reverse chronological order). This is most crucial part of your application, and conveying your experience in the most effective manner will lead to more interviews. Ensure your LinkedIn profile demonstrates the same information as your CV. Other important information to include would be: ·      Education (include relevant certifications). ·      Skills (tailored to the role). ·      Achievements/Awards (quantifiable results). Nice-to-Have: ·      Projects (especially if related to digital marketing or data analysis). ·      Volunteer work (relevant to the industry). Aim to keep your CV to 2 pages whenever possible, senior candidates may extend to a 3rd page, but keep it concise. Prioritise relevant content over CV length. How to start your CV – Personal Profile Your Personal Profile is your elevator pitch. It should be concise and impactful. It needs summarise your professional background and expertise, demonstrating your skills and ability relevant to the role you’re applying for, including industry experience, job titles, products, processes or environments that align to the role you are applying for. Try to keep it less than 3 paragraphs, as work experience should be more valuable. IF you’re a recent graduate or completed a qualification relevant to the vacancy, you may wish to flag that early within your personal profile. Avoid generic terms such as “hardworking”, “self-starter” or “go-getter”. I’m sure you’re all of those things, but this is an opportunity to differentiate yourself from other applicants so avoid clichés. An example could be “Senior Marketing professional, with over 15 year’s experience leading teams in-house within Fashion, Accessories and Footwear. Proven track record of delivering strong results in fast-paced working environments, building high-performing teams, and devising plans to reach and surpass commercial objectives. You can mention budgets, p&l,, team sizes, industries, in-house, agency, reputable brands and more. Experienced professionals, could leverage career highlights in between Personal Profile and Work Experience sections. Provide tangible successes and achievements that will capture attention. I recommend sticking to between 4 - 7 bullet points. Utilise ROI on campaigns/activations, growth, surpassing KPI’s, driving sales/conversion, cost saving or growing teams. Include examples with £’s and %’s, whether increasing revenue/budget, reducing CPA/CAC, increased conversions etc… Work Experience – using your experience to your advantage Keep your formatting between roles consistent throughout your CV. The format that I feel works best is; Company name Job title                                                                                                                                             Data (MM/YYYY) I’ve seen a lot of CVs recently not including dates, this can make the reader feel a sense of uncertainty about your application. Also saying you cannot remember your employment dates over the past years, whilst describing yourself as highly organised on your CV will raise a lot of questions. A sentence summarise your role/objective 5-8 bullet points summarising your experience. These bullet points need to hammer home what makes you unique and hat you could be bringing to the role if you’re successful in your application. They should highlight the level of your responsibility, what your employer was expecting of you and what you achieved. Why would the company you’re applying to want to recruit you? What makes you the best candidate? What prior successes/responsibilities align with the job description? THINK budgets, savings, increased sales, commercial successes, YoY growth, P&L ownership, team management (hiring, firing, progressing), tendering processes, adopting new technologies, migrating across to new platforms, increased traffic/engagement/open rates/click through rates etc… There are so many things that you have done that is unique to your career and you CV needs to communicate this. As mentioned above, in a data-driven landscape you need to leverage £’s and %’s to your advantage. Give impactful successes that will capture Hiring Manager’s, Talent Manager and Recruiter’s attention alike. Examples of bullet points you can mention in bullet points can range from: ·      “Proficient in analysing marketing metrics to drive strategic decisions.” ·      “Adept at using tools like Google Analytics to track customer behaviour and devise on-going marketing strategies. ·      “Track record of improving campaign performance through data insights.” ·      “Delivered 115% YoY growth” ·      “Managed an annual marketing budget of £600,000 across…” Avoid Generic Language: Be specific about your achievements or successes and avoid clichés. So instead of saying “results-oriented,” provide quantifiable achievements (e.g., “Increased website traffic by 30%”). Replace generic buzzwords or corporate jargon with industry-specific terms relevant to your field. Some role Specific tips: Marketing: Marketing covers a wide array of duties, and businesses could have different expectations of roles with similar job titles. Do you specialise in a particular area of marketing or are you a generalist? What do you cover hands on? Do you manage other team members, freelancers or agency partner in different areas? Do you work at an agency with clients across sectors? Honestly critique what you bring to the table and ensure your CV appropriately reflects this! Some things to think about: -              Reflect upon what channels/platforms are you responsible for? What are the expectations of your role? Did you hit or surpass your KPIs? -              Highlight campaign successes, digital marketing skills, and creativity. Do you collaborate with other teams or departments? -              Mention any experience with SEO, SEM, social media, Email/CRM management and content creation. Branding Branding is responsible for communicating your businesses values, goals, achievements and products/services. It establishes your business’ identity, differentiates your from competitors and helps customers understand your place in the market. Business will usually define their brands based on research, evolve to match audience trends and look at a variety of ways to communicate to customers, from creating a memorable logo, creating a synergy between their website, social channels, emails, PR, events and Offline (Print, OOH, POS etc…), to identifying brand partnerships with other businesses or influencers. Some things to think about: -              What activations have you worked on? How did they help to elevate the brand? Did you need to reposition yourself in the market? How? -              What budgets were you working with? What were the expectations (building brand awareness, generating sales etc…)? How did you track this? -              Did you need to reach new audiences? Was this based off qualitative, quantitative or a mixed research methodology? How did this inform your GTM strategy? eCommerce: Demand for eCommerce professionals has steadily increased over the past 2 decades and exponentially grew during and post covid. Yet recruitment within eCommerce has become far more competitive, and employers have become more open to considering applicants from other industries if they have demonstrable track record of delivering success. Some eCommerce roles will also have Marketing responsibilities, and employers want to understand your commercial and technical acumen. Some considerations: -              Are you focussed on D2C, B2B, Wholesale, Marketplaces or Concessions? Do you cover more than one area? -              Emphasise skills related to online sales/trading/digital merchandising, customer experience, conversion rate optimisation and e-commerce platforms. -              Showcase any experience with A/B or multi-variate testing, conversion rate optimization, or user experience design. -              What tools/CMS’s are you experienced in using? Product: The product team is the driving force for innovating a business, but ensuring any changes are functional, commercial viable and required. The product realm has changed, and from a product development focus it has shifted to a more strategic role that understands the broader business objectives and ensure it caters to customers needs. However, the fundamental skills and expectations of a product professional remains unchanged. Some considerations: -              Focus on product management skills, product launches, and market research. -              Highlight your ability to collaborate with cross-functional teams. -              Showcase your commercial acumen and technological knowledge. Are you upskilling to keep abreast with the latest industry trends? How? Data: Data is invaluable to the modern workplace. It informs strategic decisions across all areas of business, and will continue to grow in importance in the AI age. It can inform decision making from marketing activities, understanding customer behaviours to increase sales and designing products to address customer needs. At the same time, greater legislation means business require professionals to help navigate different laws and restrictions globally. Some roles are more technical and require professionals to build the frameworks to examine and analyse data, or build algorithms/models to create functions for certain actions. Other roles focus on interpreting data to create strategic plans and actions. Some considerations: -              Showcase data analysis skills, statistical tools (Python, R, Excel), and data visualization. -              Mention any experience with machine learning or predictive modelling. Conclusion We’ve covered the basics of how to create a winning CV, but this is an area that is constantly evolving. You do not want a CV that is oversaturated with irrelevant points, it needs to artfully explain your careers in a concise manner to illustrate what you can effectively bring to the table. Ensure you include dates in MM/YYYY format, CVs only stating the year can hinder your search. Make sure your CV and LinkedIn profile match and reflect the same information. Include points relevant to the role you’re applying for. Your CV doesn’t require your picture, your date of birth or other personal details. Although there is no proven science to creating the perfect CV, you can craft a compelling on that will result in interviews. Looking for a CV template? click this link here