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Working with the “World’s Most Creatively-Awarded” Agency

November 29th, 2011   By   Filed Under: Everyone

 Having recently won awards at both the NORA and MARA Awards, we’re delighted to announce that Dylan has been chosen to join the distinguished recruitment PSL of Proximity London, officially the ‘world’s most creatively-awarded direct and digital agency network’.

This is a great win for us as a business and, having also recently been retained across the board on the BD Network PSL, it helps in our drive to work with the very best creative agencies in the world, providing career opportunity to our brilliantly talented and super ambitious candidate network.

If you’re looking to work for the very best and want your interests represented by consultants as passionate about recruitment as you are about your discipline get in touch with us.


If Only All Parking Wardens Were Like This…

September 27th, 2011   By   Filed Under: Everyone, Interesting, Weird and Wonderful

I have a scooter and a car and I contribute literally hundreds of pounds a year to councils and tow companies as I over run on the meter, forgetting to top up the bike parking for the week (Westminster council even charge you to park your scooter) and park on the wrong side of the wrong line now and again. So you can imagine the relationship that I have with parking wardens. So it is with slight unease that I watched this recent advert by Saatchi & Saatchi and found myself smiling. I put it down to the music, there’s no way a parking warden will ever make me break a smile.

We’re Not in The Business of Being Safe

September 22nd, 2011   By   Filed Under: Candidates, Employers, Everyone

Full disclosure.

We’ve never built a recruitment company before.
We’ve never worked in a recruitment company before.
We’ve never been recruitment consultants.

Phew.  That’s off my chest.  Why is this important?  Well, Phil and I were having a chat over some pizza (Rustica of course, Trentino & Primavera), really good pizza I might add, and it dawned on us that we’ve been slowly walking ourselves in to the role of managing and building a recruitment company, the way we’ve been told.  What’s wrong with that you might ask?  Well, for us, there’s a great deal wrong with that.  You see our goal is not to just build a very profitable recruitment company.  Our goal is to build a brilliant recruitment consultancy that by virtue of the quality of consultants, the originality of engagement, the focus on ‘customer’, the rejection of ‘the way it’s done’ and the unflinching focus on excellence, we become so good, you simply can’t ignore us.

It’s a tall ask and it’s not the easy route to fame and riches, but in our mind, it’s without doubt the most interesting route, the route we think will bring the most challenges and the greatest highs.

So we’ve decided we’re going to do a little less listening and a lot more inventing.  To use tech parlance, we’re going to stop focussing on the ‘Features’ (disciplines/rates/terms) and focus more on ‘Usability’ (ease/experience/speed) and Customer Service (accuracy/access/personality).

There is the normal way to do recruitment and then there’s the way we want to do it.  We’re going to work on the stuff that matters with an ambition to create more value than we capture.

I can’t remember where I heard this so forgive the lack of referencing, ‘make meaning and then you’ll make money’.

Here’s to making meaning and eating more pizza.

If you want to be part of this, let’s have a chat


September 21st, 2011   By   Filed Under: Everyone

Phil and I are just back from Australia where we were attending the wedding of our Managing Director of the Australia office. Whilst I watched this brilliant individual give a truly inspired speech it made me reflect on how he has changed his environment from a career as a media specialist, where, although excellent at his job and a respected opinion leader, he felt chained to the day to day, uninspired, to become the leader and founder of the fastest growing promotional staffing agency in Australia, a company that is growing so fast that it’s first two months of revenue for this financial year have already outstripped the whole of last years revenue.

He’s achieved immense growth through innovative thinking, dynamic relationship building and sticking to his principle of being truly remarkable at what they do.  In fact, he has so doggedly stuck to this principle, he’s actually forsaken further short term growth in order to ‘nail’ every delivery.  In 15 short months, he’s had a complete paradigm shift, from employee to business owner, from his days being dictated to him, to becoming the architect of his own day, week, month.  In return, he’s had sleepless nights, stress, fear, jubilation, sacrifice, joy, happiness and immense satisfaction.

My point?  It’s amazing what you can achieve if you take a leap of faith, believe in yourself and commit to excellence.  Neil decided that he wasn’t happy with the status quo and through immense self belief, and by understanding that he had complete control of how to influence his life, he made the change.  It was no less scary, he had just as much to lose as the next guy, but the upside was just too great to ignore. He was prepared to fail.

Now not everyone wants to start their own businesses, but the principle remains the same.  You can affect the change in your career by being brave enough to step out of your comfort zone and strive to be remarkable (my new favourite word).

As T.J. Watson ( said, “Success, is on the far side of failure”.

We Do This For Love & Money

August 15th, 2011   By   Filed Under: Candidates, Digital, Everyone

As you may have gathered from our website, our success recipe at Dylan is relatively simple. Take an excellent consultant, support him or her with a great brand, remain true to the company values of integrity, professionalism, passion and ambition and you’ll provide a consultancy approach to recruitment that adds value to the candidate and the client. The recipe can be over baked, there can be too much of one ingredient or too little of another, but when you get it right, it’s brilliant. Our goal each and every day is to get it right.

So what does a great consultant look like? They have booming laughs, ridiculous haircuts, dimples, great dress sense, an excellent bowling arm and a penchant for culinary over indulgence. Or none of the above. The truth is, a great consultant is measured entirely by their actions. You can spot them by the way their eyes glint when talking about how great their candidates are, by listening to how excited they get when they talk about one of their clients recent achievements, by seeing the respect that they afford their colleagues and in observing their ability to maintain a strong balance of interest in candidate and client alike, managing the to and fro of communication and negotiation with honest aplomb.

Phil and I have made a promise to ourselves that success will never come at all costs. One of the costs we’re not prepared to pay is to work with individuals we don’t think rock. It might mean forsaking the opportunity to work with a huge billing consultant, or an agency with a thousand live jobs, it might mean never getting to represent a particular candidate who we know we could easily place each and every time. This is the price we pay for this stance. What it does mean though is that we get to come to work with a group of people who we respect highly, both professionally and personally, people we get to bounce ideas off, share ideology and pursue our goal together, to be the very best marketing recruitment agency we can be, for our candidates, for our clients, but most importantly, for ourselves.

This sign sits above a shop in Shoreditch. I love it.  It’s two reasons why they’ll be good at what they do, they’re passionate (love) and honest (money). I like to think we’re the same.   

If you would like to learn more about Dylan, e-mail Jules on and he’ll arrange to grab a coffee with you and have a chat.

Setting The Record Straight: AWR Myth-Buster

July 12th, 2011   By   Filed Under: Candidates, Employers, Everyone

For an in depth guide to the the Agency Worker’s Regulations you’ll find a great guide from APSCo (Association of Professional Staffing Companies) here But first, to blow a few myths away Alison Treliving, partner at law firm Squire Sanders Hammonds, identifies five common misconceptions agencies have regarding the Agency Workers Regulations:

MYTH: Agency workers will have to point to a comparator in order to bring a claim.

Agency workers will not have to point to a permanent employee doing the same job as them to bring a claim. They will simply have to show that they would, for example, have been paid more if they had been recruited directly by the hirer to do the same job. Being able to point to a comparator could, however, be useful for agencies and hirers defending a claim to show deemed compliance.

MYTH: The regulations are not an issue for agency workers who are on a higher rate of pay than permanent staff.

Although such workers may not be able to bring any claim in respect of their rates of pay, they will still be entitled to holidays and rest breaks. If an agency worker can point to individual elements of pay that are less, for example a lower bonus, then he or she may be able to claim.

MYTH: From October 2011 we are going to be inundated with claims from agency workers.

We are unlikely to see claims coming before tribunals until at least mid mid-2012. Agency workers will not gain the right to equal treatment until they have completed the 12-week qualifying period, which ends around 25 December 2011.

MYTH: Agencies can simply take an agency worker off their books if they start being difficult about their rights under the regulations.

Agencies need to ensure that they do not treat agency workers less favourably because, for example, they make a request for information relating to their treatment or otherwise do something under the regulations. If found liable, an agency could be required to pay compensation to the agency worker.

MYTH: If there is a 12-month qualifying period to receive a bonus, agency workers will have to wait 15 months (i.e. 12 months plus the 12 week qualifying period) before they become eligible to such a bonus.

If there is a 12-month qualifying period to receive a bonus, this is counted from the start of the agency workers assignment. They do not have to wait 15 months.

This forms part of a wider article, Getting down to business on AWR, featured in the summer edition of Recruitment Matters.

Augment Reality with… Reality.

June 9th, 2011   By   Filed Under: Uncategorized

A really fascinating glimpse into the future. Augmented Reality has ridiculous possibilities for all businesses. If linked to social networks, will we be able to point our phones at each other and see miniature profiles of each other, introduce ourselves online, connect etc? Whilst we’re at it, why bother cleaning the car, we can just see it clean through the glasses. Finally, with AR glasses in tow, you’ll be able to live beside that tropical beach, without leaving Brighton. How long before hovering transport beds and constant slush puppy supplies?

Dylan in Hong Kong

April 18th, 2011   By   Filed Under: Employers, Everyone

Our founders, Phil & Jules, recently spent three days in Hong Kong, meeting with marketing agencies and recruitment companies to gain some insight into the market, both as an independent opportunity, and as a base for the wider Asia market, especially China. The trip proved extremely insightful with the guys coming away seriously impressed by the market place and buzzing at the opportunities that the market offers and the sustained GDP growth.

It appears the opportunity resides in recruiting locally connected consultants to find and place home grown Chinese talent both in Hong Kong and mainland China. Gone are the days where their was a requirement to move marketing talent from the West, with hundreds of thousands of highly educated, young, ambitious Chinese students returning from blue chip and ivy league universities, raring to go.

As sister company to Mash Marketing ( who already have offices in Sydney, Dylan’s most likely first port of call will be Australia. Once we’ve set up shop there, we’re then a short(ish) hop, skip and a jump in to Asia. We’ll update our blog as things progress.

To see the complete set of photos:

The Art of Kinetic Type

April 6th, 2011   By   Filed Under: Everyone, Interesting, Weird and Wonderful

I am a big fan of kinetic typography videos to generate an emotional response to a simple message or a statement.  Not all of the them work, they’re really difficult to get right, and so they’re all the more pleasurable to watch when they really come together, really pop. The example above is from the Conan O’Brien Show, and the example below is a great video from Dare…


Updates for Apps

April 5th, 2011   By   Filed Under: Everyone, Interesting, Weird and Wonderful

Twitter released it’s latest update for the I-phone last week, version 3.3 – And the feedback was awful. According to a Mashable poll 81% of users found this an intrusive and un-necessary update. The new features that offer trending information hovered above the users screen being a nuisance. The average user doesn’t care for the stats, they just want to Tweet.

Reading this made me ask the question “Are constant updates and upgrades a good thing?”

I invested in an I-pad 6 months ago and the app fever hit me. I downloaded games, publications, books, documents and anything I thought would make my life easier, provide great insight and look good!

The initial buzz was great, I was engrossed in all my new options and toys and the great thing was that if there was a bug in the system, it would be fixed and updated. Brilliant.

However, as the months have have moved on, I now live in fear of the update. Today, for example, I had 10 updates available. By the time I logged onto the wireless, downloaded them, one by one as they can’t download at the same time, I was over the whole process and haven’t been into the Apps to see what these “updates” are.

Now, I’m not saying that updates are all bad. I think they are essential for progress. I’m just not sure we need them every other week just because they thought of something new.

As the saying goes “if it ain’t broke, don’t fix it”