A senior hiring lead and a Yellow & Bloom recruiter in mid-brief inside a UK agency meeting room.

For companies

Senior marketing & advertising hires,
screened for the way the work runs now.

Retained search across six specialisms inside the marketing and advertising industry. A shortlist worth interviewing, each candidate arriving with a one-page written read covering track record, role fit and the work as it sits today.

Brief us on the role → How we screen

Candidates per shortlist, each with a one-page written read covering track record, role fit and motivation.

Specialisms inside marketing and advertising, covered with reference-led depth.

Consistent point of contact across the engagement, from brief to ninety-day check-in.

What we do

Two engagement shapes.

i. Senior search Director, VP and Head-of roles across the six specialisms, taken retained and single-mandate. The shape that most clients should be running on senior hires by default. £ — POA

ii. Specialist hires Senior individual contributors and managers across biddable, programmatic, ad ops, data, sales and planning, where the role is well-defined and the candidate pool is the hard part. £ — POA

How we work

A short, honest process.

Brief and calibrate

Ninety minutes with the hiring lead before the search starts moving, and a push-back wherever the brief has gone stale or the JD is fighting the role.

ii.

Reference-led longlist

Around two weeks of network-driven longlisting, drawing on relationships built across the marketing and advertising ecosystem over a decade. You see the shape of the market before any CV lands in your inbox.

iii.

Shortlist worth interviewing

Three candidates presented together, each with a one-page written read covering track record, role fit and motivation. No padding, no surprises.

iv.

Process and close

Interviews, references, offer. Compensation, counter-offer and relocation handled inside the engagement, not handed off the moment the offer goes out.

A real ninety-day check-in

A structured conversation with both sides at the ninety-day mark, built into the engagement rather than added as a survey at the end.

The written read

A structured conversation, not a checklist.

Around twenty-five minutes per candidate, a real conversation rather than a competency interview, and a written read at the end rather than a score. Every senior hire we put forward arrives with one attached.

Track record

What the candidate has actually shipped, at what scale, inside what kind of team. The conversation moves quickly to numbers rather than adjectives.

ii.

Role fit

The work as it sits today inside the hiring team, not as the job description describes it. Calibrated in a ninety-minute brief before the search starts moving.

iii.

Motivation and fit

Why this role, why now, and what would actually move them. The dimension that decides whether the placement sticks past the ninety-day mark.

Every shortlist arrives with a one-page written read per candidate, attached to the rest of the brief.

Engagement model

Retained, and honest about it.

Success fee

Fees set per engagement based on role seniority, scope and market. Discussed inside the brief call rather than published, because the right number sits inside the conversation.

ii.