savvyrecruitment

How to Recruit Sales People for Media & Events in New York & Los Angeles

Wed, 10 Sep 2025 03:46:29 GMT

How to Recruit Sales People for Media & Events in New York & Los Angeles

If you’re in the media or events business, you’ll know the demand for sales talent with proven skills is constant (if not intense).

Media and events managers are often under pressure to find a sales pro or two for their next conference or launch, especially in the largest coastal cities. The key to success in media and sales recruitment in New York is a bedrock of insider knowledge and an understanding of what sales professionals are looking for in their next role.

As one of the hardest-working recruitment agencies in New York, we’ve seen firsthand how competitive the city’s sales talent market can be! Hiring sales talent in these major hubs is a high-stakes game where timing and market knowledge can make or break your success.

Here’s what it takes to win.

1. Know Your Market

In the busiest markets, keep in mind that the best candidates are already working and likely juggling other job offers. If your recruitment process is on the slow side, you risk losing them before you even make an offer.

The pace of business in New York and Los Angeles is quick, but with subtle differences you’ll want to account for.

In NYC , hustle is the currency. (Cliché but true!) Everyone appreciates confident pitches that get straight to the point. While in-person meetings are still important, digital communication and CRM tools are a strong feature of New York’s media sales jobs. Think portfolios managed with real-time analytics and pitches involving multi-channel solutions.

In LA , the business vibe may feel more informal, but don’t mistake this for a lack of urgency! Follow-through and professionalism are essential. As the hub for all things entertainment and lifestyle-focused, the creative vision and values of a brand are often part of employers’ pitches to prospective candidates.

Tip: Map out your interview process in advance. Know who needs to be involved, when decisions will be made, and what your non-negotiables are. This will help you keep momentum in hiring.

2. Get Compensation Right

Top media and events sales performers know their worth. In New York and LA, where the cost of living is high, they’ll walk away from offers that don’t add up.

Get the base + commission balance right. Sure, competitive base salaries are essential to attract talent from competitors. But uncapped commissions or tiered bonuses are what keep high performers motivated.

Benefits packages matter more than ever. If the benefits package doesn’t include the basics, like health insurance, a 401(k) match and paid time off, you’ll struggle to compete for candidates.

Performance incentives seal the deal. For event sales roles, it’s wise to link rewards to both revenue and event outcomes (for example, hitting sponsorship targets and driving attendee growth).

Tip: Benchmark against similar companies in your sector and city. Trust us when we say the best candidates will know exactly what the market is paying!

3. Network Where the Sales Talent Is

As anyone doing media and sales recruitment New York can confirm, the best hires often come through networks rather than job advertisements.

Attend sector-specific events like ad tech summits, media mixers, and industry award nights. In NYC, that’s Advertising Week and Social Media Week; In LA, DigiMarCon, the NAB Show and a range of experiential marketing expos are great options for talent schmoozing.

Use LinkedIn strategically. Making personalised reach-outs to warm connections will get far better results than generic InMails.

Partner with a media and event sales recruiter with demonstrable knowledge of your niche and a deep database of media and events sales talent. This is particularly valuable if you want to keep searches confidential.

Tip: Don’t wait until you have a vacancy to start building relationships. The best hires often come from ongoing conversations.

4. Sell the Role, Sell the Brand

As an employer, you’re not the only one assessing fit. The candidate is interviewing you , too. Think of all the factors that would appeal to an experienced and ambitious candidate.

Show career growth . Demonstrate how the role is a stepping stone to bigger opportunities, whether that’s managing a team, leading larger accounts, or entering new markets.

Highlight impact. Connect the role to your company’s bigger goals. Outlining targets like launching flagship events or leading a market expansion can make the job opportunity more enticing.

Brag (subtly) . Share proof points like high-profile sponsors, impressive attendance numbers, or successful media partnerships. Who can resist a killer name-drop or sales stat?

Tip: Salespeople, after all, are experts in selling. That means they can spot an unconvincing pitch a mile away. Be clear, confident, and specific when talking to candidates.

5. Move Fast and Onboard Smarter

Speed is everything. In NYC and LA, top candidates are rarely on the market for more than 2–3 weeks. That means it’s a good idea to:

Streamline the job interview process . Where possible, combine stages or run back-to-back interviews to save time.

Avoid sitting on job offers. If you want that candidate, make a verbal job offer and follow up quickly with the paperwork. Hesitation can signal uncertainty, which can turn candidates off.

Give special attention to onboarding. There is plenty of research that shows getting it right speeds up a new hire’s path to productivity. Plus, good onboarding increases their likelihood of staying longer. From day one, ensure they have everything they need to hit the ground running, including CRM access, client lists and introductions to key accounts.

Tip: Keep engagement high during that in-between zone, when a candidate has accepted a job offer but hasn’t started yet. Regular check-ins, welcome messages from the team and early access to resources will make for an excellent onboarding experience.

The Last Word…

Recruiting salespeople in New York and Los Angeles isn’t for the faint of heart. You’re competing with some of the most prestigious brands in the media and events industry… and the talent pool knows it.

Making the right hire is an important business decision. Effective salespeople are the key to deepening market presence and cultivating an attractive brand. In two of the most influential cities in the world, even more so!

With Savvy Global , you get a media and event sales recruitment partner who understands the players and how to land talent before your competitors do. Get in touch with our team today to find your next sales star.

Hiring Sales Talent for Media & Events in Dubai? Read This First

Fri, 15 Aug 2025 06:18:58 GMT

Hiring Sales Talent for Media & Events in Dubai? Read This First

The United Arab Emirates has long been a magnet for ambitious sales talent. With its booming events sector, tax-free salaries, endless blue skies and lively social scene, it’s no wonder people flock here! As a major business hub of the Middle East, plenty of media and event companies are eyeing the region for growth.

But hiring salespeople in Dubai isn’t a simple copy-paste of your UK model. There are cultural, legal and practical nuances to get right. It helps to access the wisdom of recruitment agencies in Dubai that understand what hiring involves from the frontline (or under the pool umbrella).

If you're planning to expand your media or event sales team in the UAE, here's what you need to know.

Understand the Nuances of the Market

Yes, English is widely spoken. Yes, Dubai is packed with expats. But that doesn’t mean business culture is identical to London, Paris or Frankfurt. There are a few broad differences to consider before you start hiring.

For professionals in media sales and event sales, relationship-building takes centre stage in Dubai. Cold pitching won’t get you far without investing time in trust.

Regional experience carries weight here. Candidates who understand the etiquette and quirks of doing business in GCC (Gulf Cooperation Council) markets will bring faster ROI.

Another thing to be mindful of is that job titles and responsibilities might look familiar, but the scope of roles can differ. In markets like UAE, you can expect to find more generalists than specialists, owing to the relative size of the market compared to London. Sales jobs in Dubai can involve the wearing of more than one hat.

Visa and Labour Law (Don’t DIY This Bit)

Hiring in Dubai means navigating local employment regulations, which can be complex if you’re new to the region. These include work permits, work visas (separate to permits), entry permits (also separate), Employer of Record (EOR) status, and end-of-service benefits. As you would expect in any other jurisdiction, the legal framework is specific and non-negotiable!

Some key points to keep in mind about employment regulations:

Employers sponsor visas in Dubai. If you're hiring directly, you’ll need a local business licence and infrastructure.
Or, use a Global Employment Organisation (like Savvy Global !) to employ staff on your behalf. It’s faster and takes the compliance headache off your plate.
Be aware of employment contract differences: Dubai offers limited (fixed-term) and unlimited contract types, each with different termination and gratuity rules.

Get Commission Structures Right

Sure, salespeople in media and events are motivated by exciting opportunities. But you’ll need to localise your packages to stay competitive.

Base salaries are often lower than UK equivalents. (Expats don’t qualify for a mandatory minimum wage in the UAE). The trade-off is that commission potential is high. This is a foundational point to keep in mind when you’re planning a hire and getting budget approval for a role.

Candidates will expect tax-free earnings and certain benefits related to their expat status, like housing allowances, annual flights home, and medical insurance.

Essentially, it’s wise to be upfront about targets, cycles and earning potential, especially when hiring people who are relocating to the region.

Understand The Vast and Diverse Talent Pool

The Dubai talent market is a true melting pot, and many expats love the diversity of the teams they get to work in. But sourcing the right people for media sales jobs and event sales roles still takes insider knowledge.

Top candidates may come from the UK, South Africa, Lebanon, India or within the UAE itself. A good sales recruiter with an international reach will know how to tap into these talent networks.

As you would in any other market, look beyond the job titles and responsibilities on candidates’ CVs, as these don’t always tell the full story. Look for candidates who can demonstrate they have both the hustle factor and cultural intelligence. Salespeople need to be adaptable, polished and respectful of the local customs.

Good Onboarding Is Essential

When hiring people for sales jobs in Dubai, it helps to have a more high-touch approach to onboarding. We recommend investing in proper onboarding that explains the region’s unique business environment as well as your company.

Especially if they’re far from home, making the effort to help a new hire settle in pays off. (Don’t underestimate the phenomenon of the relocation transition curve !) Giving international hires support with the transition can support your employee retention.

Workplace Trends in Digital Media & Tech

a5a67a7f@Shazamme.com (Shazamme System User) — Fri, 20 Jun 2025 15:00:48 GMT

Workplace Trends in Digital Media & Tech

Work is changing so fast in digital, media and tech, it’s understandable if you’re feeling a bit of vertigo. No matter the role or industry niche, the way we work is subject to a new development at a pace that could be described as frenetic. Fear not, however, because Savvy Recruitment is here to provide clarity and distil the most important trends into actionable wisdom.

Here’s what every employer should have on their radar. Grab a cuppa, settle down into your favourite office chair and discover what’s shaping the way we work right now.

AI Is Just Another Employee

AI tools have become part of everyday workflows in marketing, media production, data analysis and even creative brainstorming.

In practice, the smartest businesses aren’t using AI to cut headcount. Instead, they’re hiring people who know how to leverage it. New roles are emerging – AI content specialists, data ethicists, prompt engineers – while traditional roles are evolving to include skill requirements related to AI.

KPMG research has found that, while AI will shift some tasks from humans to technology, overall employment levels are expected to remain stable as new roles and demands emerge alongside automation. So, far from a Terminator type of situation or a complete collapse of the job market, we are experiencing an evolution of how work is done.

As anyone who uses AI daily knows, humans are still very much part of the equation – for problem solving, strategy, managing client relationships, and plenty of creative work that AI can’t come up with on its own.

When hiring for AI-connected roles, look for candidates with adaptability, curiosity, and digital problem-solving skills, not just technical certificates.

Skills & Attitude > Perfect CVs

It’s time to stop fixating on finding candidates with linear career paths and flawless CVs. Smart employers know that portfolios, real-world skills, freelance experience, and side projects, are better indicators of a candidate’s chops. Qualifications from fancy schools and brand-name employers on their CV? Not so much.

More hiring managers are recruiting for potential and attitude and then investing in upskilling, rather than chasing the perfect candidates (who don’t exist).

How to future-proof your team: Hire for capability, teach the rest. Your next standout performer might not look perfect on paper. As a digital, tech and media recruitment agency with decades of experience in spotting those sleeper candidates, we can help! (Don’t be afraid to ask us .)

Sustainability Is a Hiring Issue Now

As we’ve touched on recently , sustainability in the media and tech industries is just as important for attracting talent as it is for saving the environment. Digital and creative departments are expected to play their part, too.

Candidates want to work for companies that genuinely care about the environmental impact of their digital footprint, content production, and marketing campaigns. Plus, client briefs increasingly include ESG priorities – so your teams will need the knowledge and mindset to meet them.

How to win in this area: Talk openly about your sustainability goals in your recruitment marketing, and hire people who can help you reach them.

Wellbeing Is the Key to Employee Retention

Speaking of sustainability – it applies to everyday work, too. Hustle culture is fast becoming a relic, as more people realise that burning out on the job isn’t great for a long-term career.

Candidates care deeply about mental health, workload expectations and work-life balance. And they’re asking direct questions about these things in interviews, so if you’re a hiring manager, you’d best be prepared to have sensible answers!

From our vantage point in digital, media and Tech recruitment, we see more forward-thinking companies building wellbeing into their EVP (Employee Value Proposition), making it a core part of their culture.

Retention tip: Go beyond the wellbeing initiatives. Yoga mornings are nice, but so is actively protecting your team’s time and energy. Your top performers will stay longer.

DE&I Expectations Are Built into Talent Decisions

The wonderful talent that connects with media recruitment agencies in London wants to work in teams that reflect their communities. Diversity, Equity & Inclusion is a key consideration in decisions to accept to a job offer.

We can confirm that candidates (especially younger ones) expect to see DE&I baked into your employer brand, your leadership, your campaigns, and your culture.

Companies that can demonstrate authentic representation are winning the race for talent and avoiding the reputational risk of ‘diversity washing’.

To walk the DE&I talk, it takes a bit more than drafting policies. Building an inclusive hiring process is a good start. Luckily, we’ve got advice on that here .

The Last Word

As an employer trying to hire the best tech or media talent in London, these trends should be on your radar. Consider these trends bargaining chips you can use when wooing talent. Just quietly: they’re also secret strategies for making the world a better place.

Work with London’s Digital, Media & Tech Hiring Experts

As one of London’s top digital, media and tech recruitment agencies, Savvy Recruitment knows exactly how to help you find the talent that’ll deliver and have fun while doing it.

When you need help to build a new tech squad, refreshing your marketing team, or finally trying to hire someone who actually gets AI (and can explain it without jargon), we’ve got you covered. Give us a call or drop us a message today !

Sustainability and CSR in the Media and Tech Industries

Tue, 13 May 2025 15:08:19 GMT

Sustainability and CSR in the Media and Tech Industries

If you still think Corporate Social Responsibility (CSR) is just about planting trees and handing out tote bags at events, it might be time for a strategic refresh.

As any one of the illustrious media recruitment agencies in London will tell you, recruiting skilled people for your business takes a bit more than just the right salary package and working conditions. In creative, media, sales and tech, the purpose and authenticity of an employer’s brand do influence candidates’ decisions in applying for roles and accepting job offers.

In other words, companies that live out their CSR values tend to be hiring magnets. If CSR principles are important to your clients’ customers, they’re important to the people you want to hire. And if you’re not seeing CSR that way, your competitors probably are.

Let’s pick apart what CSR really means for hiring in creative, digital and media businesses and why it could be the missing piece in your recruitment puzzle.

What Does CSR Actually Involve?

CSR can sound like a broad (and sometimes woolly) concept, but most strategies fall into a few key buckets:

Environmental responsibility

Reducing a company’s carbon footprints, using sustainable tech and supply chains, going plastic-free, switching to green hosting... the list is arguably endless. Basically, showing that you understand the planet isn’t an afterthought. It’s what you need to live.

Ethical responsibility

This includes treating staff fairly, enforcing strong DEI policies, ensuring supplier ethics, and calling time on outdated agency culture (no more unpaid interns making the tea, please).

Philanthropy

Whether it’s supporting charities, offering pro bono work, or getting teams involved in community volunteering, this one shows you give back to your community.

Financial responsibility

Sounds dry, but this involves pay equity, offering fair wages, and investing in people over ping pong tables. This is the ‘walk the talk’ part of the CSR equation that candidates will always be interested in.

In short, CSR is how a company behaves when no one is looking. And in a world of TikTok tirades, Glassdoor reviews, LinkedIn threads and eagle-eyed candidates, we can assure employers that people are always looking!

Why CSR Matters for Media Recruitment

In a 2024 survey of media professionals, 78% felt the industry was making good or excellent progress on ESG policies, a drop from 88% the year before. The dip suggests a growing awareness that delivering on bold sustainability pledges requires deeper transformation than many organisations expected.

Meanwhile, the professionals who are applying for creative, tech and media jobs today are making it clear they want to work for organisations that mirror their values. They’re looking to work for companies that stand for more than making profit and hitting KPIs.

These factors are the weightiest for younger professionals, who are quickly becoming the dominant cohort in today’s workforce. As one survey found , 76% of Gen Z workers rated CSR as “extremely important”, associating it strongly with career growth (80%), corporate values (76%), and flexible work options (70%). What’s more, 70% saw diversity as “extremely significant”, preferring inclusive work environments.

Let’s not forget the Millennials, too (many are now at management level). A British survey found 86% of Millennials would take a pay cut to work at a company whose mission and values align with their own. These are strong indications that organisation can’t afford to overlook CSR or let it slide.

How CSR Supports Talent Strategies

Let’s break down what a strong CSR strategy can do to improve and maintain high quality talent acquisition and HR practices:

Boosts your employer brand

Candidates will search for your company’s name in Google. They’ll scroll through your socials. If your public-facing values don’t match how you operate internally, they’ll know. And they’ll quietly ghost that final interview. On the positive side, practising what you preach about CSR can encourage existing employees to sing your company’s praises, making them brand ambassadors.

Attracts values-driven talent

Whether you’re hiring a digital designer, sales lead or events manager, people want to work for companies that reflect their personal ethics. In fact, a growing chunk of candidates won’t even apply without seeing some evidence of this.

Builds trust early in the hiring process

A company with a clear CSR ethos looks thoughtful, modern and people-centric. All these are major ticks in the eyes of today’s talent.

Why CSR-Aligned Hires Can Reduce Costs

Talent attraction is just one side of the people equation – the other is retention. A strong Corporate Social Responsibility framework does more than attract talent. It builds the foundations for a workforce that sticks around as well. In HR parlance, ‘sticking around’ is known as ‘employee retention’, and it’s highly consequential for any business.

When employees feel genuinely connected to their company’s mission, be it sustainability, social impact, or ethical business practices, their pay check will not be the only factor keeping them there. CSR can engender a stronger sense of loyalty.

There are benefits in the form of workplace culture, too. Shared goals can build stronger internal bonds within teams. Giving teams tangible goals to work toward, like mentoring underrepresented creatives or championing diversity in ad campaigns, can reduce the risks of employees disengaging with their work.

When teams are happy and purpose-driven, staff turnover is more likely to slow down. That means managers aren’t constantly scrambling to fill gaps. In short, CSR can make recruitment cheaper. It’s a classic case of spend smart now, save big later.

Ready to Make CSR Part of Your Hiring Strategy?

Looking to build a purpose-driven team that shares your values? As one of the leading media recruitment agencies in London, we specialise in connecting forward-thinking employers with talent that’s skilled and socially switched on. If you're ready to reach candidates who will embrace your mission, or just want to chat about what “good CSR” looks like in 2025, we’re here to help. Please don’t hesitate to give us a call or send us a message .

Why Diversity in Media Hiring Is More Than Just a Buzzword

Thu, 10 Apr 2025 14:59:51 GMT

Why Diversity in Media Hiring Is More Than Just a Buzzword

As one of the longest running media recruitment agencies in London, we’ve seen a lot of change in the past decade.

The messaging of companies in the creative and media industries has shifted from stereotype clichés and tone-deaf tropes to impassioned cries for social justice and equality. If you’ve been around long enough to remember what media looked like in the '90s, '80s or even earlier – think laddish newsroom culture and boardroom echo chambers – you’ll probably agree this transformation is, frankly, overdue!

And while the media industry is brilliant at calling out other sectors for their lack of equity, diversity and inclusion (EDI), it’s not quite as keen on turning that critical lens inward.

Research on EDI in the creative workforce shows just how far we’ve still got to go. As the Parliamentary Office of Science and Technology (POST) highlighted , toxic (macho) workplace and hiring practices that favour the “I know a guy” school of recruitment are still frustratingly common. Meanwhile, an FT study found that ‘building a diverse workforce’ was a decidedly low priority for media companies, compared to commercial priorities.

But here’s the good news: companies that take diversity-focused hiring seriously are making better business decisions.

Here’s why diversity in media hiring isn’t just the right thing to do. It’s also the smart thing to do.

Diversity drives creativity (and creativity drives profit)

Media is a business of ideas. The best work comes from teams who see the world differently, where there is a meeting of minds from different backgrounds and experiences. Diverse teams bring more original ideas to the table, and crucially, they challenge each other’s assumptions. That’s where the real innovation happens.

Studies have shown that diverse teams outperform homogeneous ones when it comes to problem-solving and creative output. In media, that’s your bread and butter.

For example, this BCG study compared companies with below- and above-average diversity scores: guess which group reported higher revenue from business innovation?

You connect better with your audience

Your audience isn’t a monoculture, so why should your team be? Whether you’re publishing, broadcasting, streaming or producing, you’re speaking to a Britain that is gloriously, messily diverse. If your team doesn’t reflect that reality, your content risks falling flat. Even worse, you could be alienating the very audiences you’re trying to reach.

A diversity-first hiring strategy helps build teams who instinctively understand different communities, cultural references, and points of view. That kind of insight is gold dust when it comes to audience engagement.

Put another way: Having a diverse workforce is essential for not sounding completely out of touch, like a pre-retirement politician trying to use Gen Z lingo or an Oxbridge alumnus trying to write south London video game dialogue from their cottage in the Cotswolds.

It’s a talent magnet

The best talent wants to work in creative and media jobs where they feel seen and respected. Companies with visible and meaningful commitments to EDI attract a both a wider range of candidates and a better-quality talent pool.

And let’s not forget the competitive edge of diversity-focused media recruitment. In a talent-short market, being known as an inclusive employer could be what wins you your next top hire.

It futureproofs your business

The industry’s changing fast. Audiences are evolving, platforms are multiplying, and the next generation of talent is coming in with higher expectations around representation, mental wellbeing, and workplace culture.

Diversity-focused hiring is one of the most powerful tools you’ve got to stay agile, relevant, and genuinely ready for the future of media.

It reduces risk

Heed this advice from your friendly local media recruitment agency: Equity, diversity and inclusion-focused hiring helps with compliance and risk management, too. Companies that overlook inclusive hiring practices may expose themselves to reputational risk, and staff churn, which is a big money sink for any business.

Building equitable and inclusive teams now means fewer PR risks and a more stable, sustainable business model in the long run.

So, how do you actually do it?

Here’s how media and creative companies can start making meaningful progress on EDI hiring –with a little help from those of us who’ve been in the recruitment trenches for a while:

Audit your current hiring process

Are your job ads packed with jargon or coded language that might put off underrepresented applicants? Are your interview panels made up of people who all look the same (and think the same)?

Write job descriptions that do welcome everyone

Drop the “rockstar” and “ninja” talk. Be clear about what’s essential, and what’s just “nice to have” for any media jobs you advertise. The key is to focus on skills, not which academy someone graduated from or where they’ve interned at. The best creatives don’t always come from a glossy background.

Expand your talent pool

If you’re still hiring through the same three contacts or only posting roles on industry-standard sites, you’re going to get the same types of applicants. Work with a recruiter who has access to more diverse networks and communities. Spoiler: that’s us.

Be upfront about your values (and back them up with action)

Don’t just slap a “We welcome diverse applicants” line on your careers page and call it a day. Candidates can smell tokenism a mile off. Show your track record. Talk about internal initiatives. Share real stories from your team.

Train your hiring managers

Bias, unconscious or otherwise, is real, and it shows up in hiring decisions all the time. Overcome it by training people who make hiring decisions, challenge assumptions, and set expectations. Inclusive hiring doesn’t happen by accident.

Make the process more inclusive

Offer interview prep support for candidates who might not be familiar with your part of the industry. Be flexible on interview formats. Consider skills-based tasks over panel grilling sessions. The goal is to find talent, not test nerves. (Reviewing candidate portfolios effectively can help you spot the hidden gems.)

Measure, review, and improve

Track who’s applying, who’s getting shortlisted, and who’s getting hired. If the data’s showing gaps, dig into why. EDI is more of a long game than a one-off thing. But the results are absolutely worth it.

In summary…

Hiring for media jobs gets an instant leg-up with a diversity-focused recruitment strategy. Besides, hiring a diverse workforce helps organisations support the industry’s longevity, cultivates fresh talent, and makes media and creative workplaces happy places to be.

Cheat code: Talk to a Leading Media Recruitment Agency in London

Want help putting diversity at the heart of your hiring? We’d love to chat . As one of the leading Media recruitment agencies in London, Savvy Recruitment has the tools and tenacity to help you hire better.

Whether you’re scaling a creative team and need to hire for permanent roles, staffing up a new project with freelancers, or are just trying to stop your staff room from looking like the guest list from a 2003 media awards dinner, we’re here to help. Give us a call or drop us a message today.

What Makes Savvy Media Recruitment Different

helayna.lowe@weareprominence.com (Helayna Lowe) — Fri, 17 Jan 2025 10:06:09 GMT

What Makes Savvy Media Recruitment Different

When it comes to recruitment agencies, let’s face it, they can sometimes feel like they’re all cut from the same cloth. Promises of amazing candidates, deep industry knowledge, and unbeatable networks abound. But how many truly deliver?

Well, allow us to introduce you to us, Savvy Recruitment: a breath of fresh air in the media and tech hiring world. We’re a marketing, media & tech recruitment agency that’s been lovingly transforming the industry for more than a decade and we’re not just another one of those London recruitment agencies – let’s take a peek at how we work and why.

A Team of Industry Insiders

At Savvy, recruitment isn’t a job. We’ve lived and breathed digital, marketing, sales & media with direct experience working in those industries; it’s a passion for us.

“We established Savvy Recruitment to stand out from other agencies – we didn't want to be just like any other media and tech recruitment agency,” says Oliver Walker, Director. “15 years later, I'd say we've succeeded!”.

Savvy is staffed by a team of people who have walked the walk, spoken the lingo, and understand the quirks of the sectors inside out. We’ve witnessed industry shifts great and small, from new digital tech to mergers and acquisitions and changing audience demographics. We understand what your work is like on the frontline and what skills are needed to succeed in your teams.

Collaboration Over Competition

Here’s where Savvy Recruitment flips the script. Whilst many recruitment agencies rely on individual consultants to work their networks, we take a team-focused approach. It’s less of that old-fashioned, cutthroat agency vibe and more of the can-do, let’s get it done together spirit of Ernest Shackleton and his crew (minus the Antarctica bits).

“Our team makes us Savvy! We're embedded in our industry and having the team together means we develop a real sense of belonging, and we do our very best work,” says Ellie Cree, Managing Director.

When a new job vacancy lands on in our inbox, it’s all hands on deck. The entire Savvy team dives into their collective network, giving our clients access to the widest possible talent pool. We cast the net wide and deep, playing to the diverse strengths of our team to connect the right person to each role. Forget siloed teams; our strength is in collaboration.

The Power of Being Present

While the remote work revolution has its perks, there’s something to be said for everyone in a team being in the same room. Our office-based team is right in the thick of it, combining their knowledge and expertise in real time. Need a second opinion on a candidate? Want to bounce around ideas for a tricky brief? There’s no Slack thread or Zoom call that can replace the magic of in-person brainstorming. And, with our HQ smack bang in the heart of London, we’re always ready to meet clients and candidates face to face. Video calls have their time and place, but face-to-face interaction helps us build those genuine, long-lasting relationships.

More Than Just a Marketing, Media & Tech Recruitment Agency

Now, let’s talk services. We cover roles from graduate jobs to executive level, sourcing talent for permanent, temporary or contract jobs – whatever suits your present or future needs.

Sure, we can fill roles on a contingent basis, but we’re so much more than that. We offer multiple service options for maximum flexibility. If you’re looking for something on-demand, on retainer, or a pay-as-you-go arrangement – or indeed something else – we can devise a solution that works best for your business.

In an unpredictable economy, our contract recruitment services can help you manage costs and stay agile. If a short-term hire is the solution you’re looking for, we’ve got a network of excellent freelancers to drive your projects.

"Contractors are the secret weapon of the media and tech world,” says Oliver. “They have specialised skills and the kind of flexibility that helps companies need to scale up at lightning speed. When working with us, we can help you bring experienced contractors on board without you missing a beat.”

Exclusive As You Need to Be

"We believe that working directly with hiring managers is the secret to a winning recruitment process,” says Ellie. “It keeps things simple, focused, and efficient for everyone involved.”

By cutting through the noise, she says, Savvy can devote energy to finding the very best candidates for each role.

“At the same time, we’ll ensure we represent your employer brand in the best possible light. We’re all about the power of delivering a consistent, compelling message to the market for our clients. Without that consistency, an excellent candidate experience isn’t possible!”

London Roots, Global Reach

Situated in the bustling heart of London, we do our best work from the epicentre of the UK’s marketing, media and tech industries.

Being here allows us to stay plugged into industry trends and regularly connect with some of the brightest minds in the business.

But our reach doesn’t stop at the M25. With a network that spans the globe, we’re just as comfortable sourcing talent for Soho start-ups as we are for multinational giants.

The Savvy Difference

So, what really sets Savvy apart? It’s our ability to balance our expertise with a collaborative, down-to-earth attitude that employers and candidates appreciate. We’re invested in finding the right person for the job, not just the quickest fix.

It’s the way we’ve built a team that’s as passionate about media and tech as their clients. It’s our knack for building genuine relationships and offering services that go beyond the transactional. In short, it’s our Savvy-ness (pun absolutely intended).

Get In Touch!

If you’re looking for your next paid media specialist, developer or sales wizard, why not work with a marketing, media & tech recruitment agency that really knows the ropes? Get in touch with Savvy today and experience the difference for yourself. We’ve love to hear from you!