IN-DEPTH REPORTS.
ANALYSIS. DATA. THOUGHT LEADERSHIP.
How AI is Changing Marketing Careers
AI is a wrecking ball, seemingly coming for everyone’s marketing careers. Is it really this alarming? For some, yes - for most of us, though - it should be an opportunity to up our game and elevate the whole profession. Discover more in our report…
FIXING THE LEAKY TALENT PIPELINE: WHY TOP TALENT IS LEAVING
Research shows that applicants are pulling out of hiring processes at all stages. With application forms that take more than 30 minutes to fill in, to confusing, long interview processes, the best candidates are reconsidering whether it’s even worth it…
ARE WE RUNNING SHORT OF PROJECT MANAGERS? 2025 MARKET ANALYSIS
With a number of major projects on the way in the UK, and many areas of the country already finding it hard to get access to the best Project Managers, are we perhaps running towards a shortage? We discover what the data says, where the shortages are & what you can do…
THE STATE OF DEMAND GENERATION: SALARY SURVEY & MORE 2024
Demand Generation professionals can expect higher salaries than many others in marketing, but where are they now - and what do they expect from their roles both now and into the future? Our state of the nation report asks them, and finds out some very interesting information about the talent pipeline…
THE STATE OF THE MARKETING JOBS MARKET: Q4 2024 REPORT
Oh. This was a bit pessimistic. We reached out to our network of marketers, and discovered a catastrophic jobs market for many - ghosting, huge application volumes, and very little progress, especially at the senior end of the market.
THE EXAMPLE INMAIL WORKBOOK - BOOSTING RESPONSE RATES
We’re super proud of our InMail response rates, and we’ve got lots of marketing tricks up our sleeves, earned partly through our many years as marketers ourselves. Discover how to boost your candidate response rate to 40% and beyond - sometimes 80%!
THE EXAMPLE HIRING PROCESS WORKBOOK - OUR BEST PRACTICES
For many years, we’ve been hiring managers ourselves, building in-house teams at both brands and agencies. Today, as Example, we’re putting our expertise into practice for our clients. Our workbook helps you see what best practice is - and how to get there.
THE EXAMPLE JOB AD WRITING WORKBOOK: WRITING ADS THAT WORK
Just because we don’t use job ads, that doesn’t mean they don’t always work - for many roles, you don’t have to use recruiters, and you can attract great candidates on job boards. Our workbook shows you how to write brilliant job ads that convert.
THE EXAMPLE JOB SPEC WORKBOOK - BUILD INTEREST IN YOUR ROLES
A job spec is not a job ad - and it’s important to know not just the difference, but how to build a job spec that is comprehensive, not too unwieldy, and that gets internal agreement on what the role is. Discover how in our free workbook!
THE EXAMPLE GUIDE TO WORKING WITH RECRUITMENT AGENCIES
You may think that we’re biased, but we’ve been in your position - we’ve been hiring managers and we’ve used recruitment agencies in the past. Here’s our workbook on how to get better outputs and better value from your agency partners.
HIRING FOR BEHAVIOUR - OUR GUIDE TO HIRING BEYOND SKILLS
You can find candidates with the skills and the experience you need, but can you find candidates who display the behaviours you need to drive growth? Our report from 2023 still stands the test of time - how do you find them, and how do you measure them so that you build the best possible team?
THE EXAMPLE INTERVIEW WORKBOOK: MAKING QUICK, FAIR DECISIONS
Our interview workbook is packed full of questions that you can ask candidates at different stages of a hiring process, and also has a number of templates that are perfect for both structured and unstructured interviews. Lots of bedtime reading for anyone hiring marketers.
READING BETWEEN THE LINES: THE PSYCHOLOGY OF INTERVIEWS
We talk a lot about the performance of candidates, but what about the performance of interviewers? For instance, did you know that you are more likely to score candidates higher if you interview them in the early morning as opposed to late afternoon? And that ‘excited’ candidates outperform ‘calm’ ones, regardless of skills?