In today’s competitive job market, standing out can feel more challenging than ever. With recruiters sifting through hundreds of applications, ensuring your CV is both visible and compelling is crucial. Fortunately, advancements in AI technology are giving job seekers smarter tools to maximise their chances of landing the right role.

As winter starts to wind down, we’re not quite into spring yet — the days are slowly lengthening, but early mornings and late afternoons can still feel dark and grey. Even as we anticipate brighter days, this transitional period can make maintaining a healthy work–life balance tricky.

Applying for a new role can feel overwhelming. You’re staring at a blank CV, wondering what to include, what to leave out, and how to stand out in what feels like a sea of applicants. From a candidate’s perspective, it’s easy to feel the pressure to say everything. But here’s our best advice: think like a recruiter.

The start of a new year is the perfect moment to hit refresh — especially when it comes to your career. After a festive break to recharge and reflect, January is the ideal time to think about what you really want from work.

We often think of hiring as beginning with sourcing, advertising, or interviews. But in truth, it starts much earlier – with the job description. A well-written JD isn’t just a list of responsibilities; it’s the first impression a candidate has of your company.

Artificial intelligence is transforming the way we work – and recruitment is no exception. With just a few clicks, AI tools can scan job descriptions, pull together hundreds of CVs, and even rank them by keyword matches. It sounds efficient, doesn’t it?

Hiring should fuel growth, yet often feels like mismatched gears. Marketing, product, and operations run separate processes, creating slow hiring, uneven candidate experiences, and teams that struggle to fit together—holding back true organizational momentum.

We’ve all heard it before: “candidates aren’t always completely truthful in interviews.” Maybe they’ve polished their CV a little too brightly, or claimed “advanced” skills in software they’ve only just opened. But here’s a question worth asking – are interviewers always completely honest about the role, the culture, or the company?

Artificial Intelligence is reshaping the world of work — and the creative and marketing sectors are no exception. A recent report highlighted 40 jobs most at risk from AI and 40 it can’t touch. While some roles face automation, others remain deeply human.

When we talk about business growth, we often focus on revenue targets, new markets, or product innovation. But here’s a truth that sometimes gets overlooked: none of these goals can be achieved without the right people in the right roles.

When it comes to employee benefits, there’s no such thing as one-size-fits-all. We’re all different, with our own priorities, lifestyles, and circumstances. So why shouldn’t our benefits reflect that?

In a hiring market that remains competitive even in a fluctuating economy, candidates have more choice and more control than ever before. Many are balancing multiple interviews, entertaining freelance work, or being approached regularly by recruiters and talent teams. So, when they engage with your company, you’ve got a narrow window to impress.

For many businesses, “hybrid working” and “flexible hours” have become standard parts of their employer branding. They’re used to attract talent, signal modern ways of working, and create competitive advantage. Yet what we’re increasingly seeing is this: without clear definition, these terms can cause confusion, disappointment, and ultimately the breakdown of a great hire.

We often speak with growing businesses that are in a critical phase: scaling their teams. Whether it's a startup moving into its next round of funding, a creative agency expanding its client portfolio, or a marketing department bringing roles in-house after years of outsourcing—hiring ramps up quickly.

In 2025, job seekers are savvier, more selective, and more values-driven than ever. And with top candidates often juggling multiple interviews, offers, or freelance projects, their expectations around how they’re treated during recruitment have significantly shifted.

There’s no denying that hiring the right person is a big decision. It takes thought, planning, and collaboration across internal teams. But in recent months, we’ve seen interview processes stretching out far longer than they used to – sometimes with four, five, even six stages involved. So, what’s going on?

We recently spoke with a candidate who shared, quite openly, that they left one role due to a personality clash and another because of stress. They were clear and sincere – but the response? Concern. The client felt they were “a bit too honest.” It made us pause.

In a fast-moving hiring landscape, staying in touch with salary expectations and market trends is essential — whether you're looking to recruit top talent, retain your existing team, or weigh up your next career move. This latest salary snapshot has been compiled from real conversations with clients and candidates across the creative, marketing, digital and business development space.

Too often, interviews turn into a one-way download: employers talking at candidates about the company, the role, and what’s expected, without leaving much space for candidates to shine. Let’s flip that script.

We all know that asking questions in an interview is important. But if you’ve ever found yourself worrying "Am I asking the right ones?" — you’re not alone. Employers love it when a candidate has done some proper research.