<h2>The art and science of finding growth</h2>
<a href="https://bd100.club/nominate">Nominations for The BD100 2027 are open</a>, and this year's theme is The Art &amp; Science of Business Development.
From my conversations with agency leaders on what they need to unlock new levels of growth, this theme is absolutely spot on. It&rsquo;s become increasingly clear just how essential good BD is for an agency&rsquo;s progress and sustainability, and I think the people who find growth deserve the spotlight!
<h4>Why we keep turning up</h4>
The BD100 is now in its ninth year, and <a href="https://www.dnarecruit.com/news/why-industry-commitment-matters-to-dna">DNA is proud to be back as Official Talent Partner and Sponsor of the Business Developer of the Year Award</a>. Championing the people that make creative work possible has also been a core part of our mission, and for too long the results in BD have been expected but rarely celebrated. &nbsp;
That&rsquo;s been changing since The BD100 started.&nbsp;
I like that because I believe the person who spotted the opportunity and championed the relationship is as critical as the creative work that usually gets the applause.
Growth and commercial leadership is where we spend a lot of our time at DNA. &nbsp;These are the people we work with every day, and I want to make sure we&rsquo;re in the room when their work finally gets the credit and recognition it&rsquo;s earned.&nbsp;
<h4>The art was always there&nbsp;</h4>
Great BD has always been built on relationships and instinct. You need a thick skin and a knack for reading people, and neither of those has gone anywhere.
What's changed is everything that now sits alongside them. The best growth people I speak to are as comfortable with data and pipeline intelligence as they are in a pitch room. They let AI take on the research and the admin, and they're more often the people shaping the agency's positioning and deciding which markets to go after next.
And the science side of the theme is also showing up in the briefs we get. A few years ago, most agencies asked us for someone who could open doors. Now they want someone who can open doors and then tell the board which ones are worth walking through.&nbsp;
<h4>Why the wrong hire costs more now&nbsp;</h4>
Too many businesses still hire a strong account manager when they actually need a business developer or growth role. That gap between those two profiles is getting wider as BD becomes more strategic.
Someone who can manage and grow an existing client is a brilliant asset to have. But that skill set won't necessarily tell you where your next five clients are coming from. The people who make The BD100 tend to bring a level of commercial judgement that account management cannot deliver on its own.&nbsp;
<h4>Change is good news for BD&nbsp;</h4>
That judgement matters even more when the market is moving, and agencies are having a tough time of it at the moment. Clients want more for less, and the routes to growth look very different from even a few years ago.
I'm optimistic, and so is pretty much every good business developer I know. When the market shifts, new client needs turn up before anyone has built a service around them, and the people closest to the conversation spot them first. That's where BD does its best work.
The BD100 campaign line this year is The future is bright. You just need to know where to look. Knowing where to look is the job, and the best people in BD have been doing it for years without much fanfare.&nbsp;
<h4>Who should be recognised</h4>
Nominations are now open until 29 January 2027.&nbsp;
Recognition is rare in this part of the industry, so if a particular person has come to mind, put them forward while it's fresh: bd100.club/nominate&nbsp;
Award submissions open on 4th January and close on 26th February, with categories including Business Developer of the Year and Rising Star. The BD100 2027 list will be revealed on 14th April, and we'll celebrate the winners at The BD100 Awards ceremony at The Drum Labs again on 19th May.
And if you're an agency leader trying to work out what your next BD hire should look like, give me a shout. I know the best, and would love to help you find the right person for your business.&nbsp;
Ali Wallace CEO, DNA Recruit ali@dnarecruit.com

Nominations for The BD100 2027 are open

For months, the ad tech world was braced for Google to be broken up. It wasn't.
Instead, a US judge has handed Google a long list of new rules, with someone watching over its shoulder for the next six years. Less dramatic than a breakup, sure. But if you hire in programmatic, ad ops or performance marketing, I think this is the bigger story. New rules change how people work every day, and that changes who you need on the team.
Here's what happened, and what I think it means for hiring.
<h1>First, Ad Tech in 30 seconds</h1>
Every ad you see on a news site is sold in a split-second auction. Three tools make it happen:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; The publisher's ad server decides which ad fills each space. Google's is DFP, now part of Google Ad Manager.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; The ad exchange runs the auction. Google's is AdX.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; The advertiser's buying tool places the bids. Google's is Google Ads, formerly AdWords.
Google owns a big piece of all three. In April 2025, Judge Leonie Brinkema ruled that it had illegally used that position to tilt the market its way. This month, she decided what happens next.
<h1>What Google now has to do</h1>
The <a href="https://www.reuters.com/legal/litigation/google-defeats-us-bid-force-ad-tech-sale-2026-09-02/">judge called a forced sale of AdX neither realistic nor needed</a> as it&rsquo;s in more than 100 million lines of Google code and untangling it could take five to eight years. New rules can be in place in around 15 months.
So instead, Google has to:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Plug into Prebid. Prebid is the free, open-source tool many publishers use to run one auction across lots of exchanges at once (known as header bidding). Google now has to let it pull live bids from AdX, and the connection has to work as well as Google's own.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Treat rivals fairly. AdX has to bid into competing ad servers on the same terms it gives DFP, and Google Ads can no longer be steered to favour Google's own tools.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Let publishers leave. They can now export their data to a rival ad server, and set different price floors for different exchanges.
For Google, this is a manageable headache. Ad tech is around 6% of Alphabet's revenue, and shrinking. For everyone who works in ad tech, the day job just changed.
<h1>Where it hits hiring</h1>
<h2>1. Prebid becomes non-negotiable</h2>
You used to be able to build a whole programmatic career inside Google's tools. Now Google itself has to work with Prebid, multi-exchange set-ups become the default, and job specs will follow.
Expect programmatic and ad ops briefs to ask for:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Hands-on Prebid set-up and troubleshooting
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Experience running auctions across several exchanges
If your experience is mostly Google-only, it still counts. Add Prebid to it, and soon.
<h2>2. Publishers need people who can shop around</h2>
Switching ad server is suddenly a realistic option, so someone has to decide whether to switch, and to what. 
That puts ad ops leads and yield managers in demand if they can show:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Experience comparing, choosing and migrating ad tech vendors
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Yield management across multiple exchanges, including setting price floors exchange by exchange
<h2>Prebid experience is moving from &lsquo;nice to have&rsquo; to expected. People who have actually led an ad server migration are still rare, and they&rsquo;ll be in short supply.3. Knowing the rules becomes an edge</h2>
Six years of oversight means vendors, agency trading desks and publishers all need to understand what Google's new obligations mean in practice, and how to use them.
It won't create a wave of new job titles. But in interviews, the candidate who can explain what the ruling means for your business will stand out from the one who just read the headline. 
<h1>And it's not the only change</h1>
UK ad spend <a href="https://www.warc.com/en/data-benchmarks/expenditure-report">grew 9.3% year on year in Q1 2026</a>, but unevenly. Retail media, social and digital out-of-home each grew by nearly 18%, while cinema fell by about the same.
Measurement is changing too. With cookies weakened and Apple limiting tracking, more marketers are turning back to marketing mix modelling, which works from aggregated data instead of following individuals around the web.
These changes together mean that the performance marketers in most demand over the next few years are the ones who are comfortable with numbers and at home across channels, rather than experts in one closed system.
If you're looking for your next role, now's a good time to show you know where ad tech is heading. Get hands-on with Prebid, and be ready to talk about measurement beyond what the platforms report back.
If you're building a performance or digital marketing team and want to talk through what good hiring looks like right now, drop me a line.
&nbsp;
Holly Wilkinson
Performance &amp; Digital Marketing
holly@dnarecruit.com
With over 20 years in recruitment, I work with agencies and brand teams to hire performance and digital marketing talent from mid-level through to C-suite. I've built exclusive and embedded partnerships with a 95% fill rate and an average five-week time to hire. If you're scaling a marketing or digital team, or thinking about your next move within one, I'd be glad to talk it through.

Google's ad tech ruling wasn't the breakup everyone expected

On paper, UK events are having a great year. The UK's 'experience economy' is valued at&nbsp;<a href="https://blooloop.com/innovatex-conference-recap-2026/">&pound;140bn a year</a> and is forecast to grow another 5% in 2026. It has <a href="https://www.blacklistcreative.com/post/london-experience-week-and-the-rise-of-the-experience-economy">grown by 20% a year since 2021</a>. Globally, immersive experiences are projected to grow from &pound;98bn to &pound;350bn by 2030.
All of that growth has to be delivered by someone. The account directors who win and keep the clients. The producers and production managers who turn a brief into a build. The event marketers and sponsorship teams who fill the room and help pay for it.
Right now, those people are hard to find. And the reasons why matter if you're the one trying to hire them.
<h2 style="margin: 11.0pt 0cm 6.0pt 0cm;">Where the pressure really sits</h2>
The clearest data comes from <a href="https://www.eventindustrynews.com/news/new-essa-survey-exposes-persistent-uk-events-industry-pressures-as-autumn-budget-lands">ESSA, the Event Supplier and Services Association</a>, whose members supply the staging, AV, structures and services behind most UK events. In its first Stronger Together survey, published in December 2025, 73% of members said recruitment had been challenging over the previous 12 months. 88% said that was mainly down to a shortage of skilled candidates.
&nbsp;
That starts as a supply chain problem, but it doesn't stay there. When your AV partner or build contractor is short-staffed, your production managers and technical project managers feel it first. More chasing, less margin for error, more problems solved on site late at night. Right now, one of the most valuable skills in those roles is delivering a great show through a stretched supplier base.
&nbsp;
Retention is the harder conversation. 87% of ESSA members named work-life balance as their biggest retention issue, and fewer than a third offer mental wellbeing support such as an Employee Assistance Programme. Anyone who has worked agency-side through a busy live season will recognise that picture. Senior event managers and producers carry most of that load, and they're the hardest people to replace when they walk.
<h2 style="margin: 11.0pt 0cm 6.0pt 0cm;">A funding cut that lands on your commercial team</h2>
On 4 August, <a href="https://www.eventindustrynews.com/news/uk-risks-losing-out-on-growing-international-business-events-market-sector-warns-government">over 214 industry organisations warned that the UK risks losing its place in the international business events market</a> after the government cut VisitBritain's Business Events Growth Programme.
&nbsp;
The programme had delivered a 35:1 return, turning less than &pound;1.8m of government funding into &pound;60.6m of direct economic return, and has brought 167 business events to UK cities since it began in 2018. The UK events economy is worth &pound;33.6bn, and business-event visitors make up 17% of all UK visits. Yet the UK is now the only major economy without a fully funded national business events team, trailing Ireland, France, Germany, Spain and around 20 other European competitors.
&nbsp;
If you deliver conferences, congresses or incentive programmes, that means less national backing when you bid for international work. More of the job falls on your own people. Business Directors and Commercial Directors who can build a pipeline without that support, and sponsorship teams who can bring in partner revenue, have just become more valuable.
&nbsp;
<h2 style="margin: 11.0pt 0cm 6.0pt 0cm;">What 'good' looks like in a hire now</h2>
Clients want proof. <a href="https://www.blacklistcreative.com/post/london-experience-week-and-the-rise-of-the-experience-economy">London Experience Week</a>'s central theme this year was ROX, or Return on Experience: a push to build a proper framework for proving what live experiences are worth. Organiser James Wallman's argument is that when everything is available instantly, what matters is what's memorable.
&nbsp;
Memorable still has to show up in the client's report, though. That's shifting what agencies need from Client Services Directors, Account Directors and Event Marketing Managers. The people who can walk a client through outcomes, and back them up, are the ones keeping accounts and growing them.
&nbsp;
Judgement about technology. At <a href="https://blooloop.com/innovatex-conference-recap-2026/">InnovateX</a>, the industry's new forum, which held its first event in March, speakers warned against leaning on 'smarter systems' at the expense of richer human experiences. For producers and technical project managers, the skill in demand is knowing when tech makes an experience better and when it gets in the way.
&nbsp;
Sustainability you can deliver. Sustainability has moved from a line in the pitch deck to a job title. Roles like Head of Waste Management now sit in agency structures, and clients expect someone who can deliver against standards like ISO 20121, as well as talk about them.
&nbsp;
People leadership. Given the retention numbers, a Head of Events or Head of Production who can plan workloads, protect the team after a big build and spot burnout early is worth as much as one who delivers a flawless show.
&nbsp;
<h2 style="margin: 11.0pt 0cm 6.0pt 0cm;">Hiring is hard. Here's what works.</h2>
The skills shortage is real, but the best people in events are still out there. Most of them are in jobs, halfway through a delivery, and nowhere near a job board. They move when someone brings them the right opportunity and can talk about it like someone who understands the work.
&nbsp;
That's where a lot of hiring falls down. A generic ad for a 'Senior Events Manager' tells a good candidate nothing about the clients, the scale of the builds, the team or how the calendar really runs. Those are the first questions strong candidates ask, and they'll judge you on the answers.
&nbsp;
<h2 style="margin: 11.0pt 0cm 6.0pt 0cm;">Five things worth doing about it if you&rsquo;re hiring</h2>
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Hire for next year's brief. If your clients are asking harder questions about return, make measurement part of how you assess Account Directors and Client Services leads.
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Look sideways for production talent. Theatre, broadcast, live music and touring all produce people who can run a complex live project. Technical project managers from the supplier side know exactly how a build comes together.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Be straight about the calendar. Tell candidates when your peak seasons are and how you manage them, whether that's time back after a live build, proper rota planning or mental health support. Fewer than a third of ESSA members offer that last one, so even a basic offer stands out.
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Look after your next leaders. Your Senior Account Managers, Event Managers and Producers are your future Account Directors and Heads of Production. Show them a clear path up and they're far more likely to stay.
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Move quickly. Good people in events usually have more than one option. A slow, five-stage process hands them to whoever makes a decision first.
The growth is real, and so is the pressure underneath it. The agencies that do best over the next few years will be the ones that hire with both in mind.
&nbsp;
If you're building an events or experiential team and want an honest read on where the talent is, and how to get in front of it, get in touch.
&nbsp;
Jo Wright
Events &amp; Experiential, DNA Recruit
<a href="mailto:jo.wright@dnarecruit.com">jo.wright@dnarecruit.com</a>
I specialise in Events &amp; Experiential, B2B Events, exhibitions and conferences, and immersive experiences, helping ambitious agencies find and secure the people who make events happen. If you're a CEO, senior leader or talent lead trying to build a team that can actually deliver against this level of demand, I'm always happy to talk.

The UK events industry is booming

<h2>Why hunger is the bit you can&rsquo;t teach</h2>
<h5>A conversation with BD100 winner, Sam Jones&nbsp;</h5>
It was so great to bump into <a href="https://www.linkedin.com/in/samuelnjones/">Sam Jones</a> a few weeks after handing him The <a href="https://bd100.club/">BD100</a> Business Developer of the Year trophy. A very well-deserved win after five years of entering the competition, proving again that resilience is what takes BD from good to great.&nbsp;
<h4>Why he didn&rsquo;t see it coming&nbsp;</h4>
When he got called in weeks before the awards evening, Sam assumed it was because ticket sales were low, not because he'd won. Winning caught him off guard. It also gave him a moment to share with his mum, who's never quite understood what he does for a living!
Working in business development, recognition isn&rsquo;t all that common because results are expected; hence it&rsquo;s not celebrated. When agencies win pitches, it&rsquo;s people like Sam who drive those wins. As the New Business and Marketing Director at Joint, he puts in the late nights and the travel that nobody sees.&nbsp;
That&rsquo;s exactly why I wanted <a href="https://www.dnarecruit.com/news/why-industry-commitment-matters-to-dna">DNA to sponsor The BD100 eight years ago</a>, and why we&rsquo;re still sponsoring it today. Working so directly with talent, we want to show up when good effort and hard work get the recognition it deserves.&nbsp;
<h3>What actually won it for him</h3>
It wasn't about a single pitch or a clever line in his application; this time he focussed on the human touch. It was about building something sustainable: a way of doing new business that doesn't quietly burn you out over a few years.
That's where AI comes in, but not the way most people assume.
<h3>AI speeds up the process, but it can't replace the relationship&nbsp;</h3>
AI is what makes that sustainable version possible. It strips out the tedious parts of the job, and hands back the time and energy that used to go on grinding out the basics.
What it doesn't do is stand in a queue in 32&deg; heat, comparing notes with someone about the same brand. No tool can read a room or clock a hesitation before someone says yes. Business development is a relationship game before it's anything else, and that part is still built by people who understand people.
<h3>Hunger is the one thing you can't teach</h3>
Sam and I agree on what we look for in our teams. We want self-starters, people who've gone and built something off their own back, a side hustle, a blog, a hobby they took further than it needed to go. A learning mindset and pitching skills can be developed. Hunger can't. We want people who match our instinct to go again when stopping would be so much easier.
Get that right and everything else is learnable.
<iframe src="https://www.youtube.com/embed/mX2GGKMo1Vw?si=RaNUiRvinIS4XdMy" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
If you want to be successful in business development, the lessons from The BD100 Business Developer of the Year winner are:&nbsp;
<ul>
<li>Play the long game. A pipeline that burns you out along the way isn't one that lasts.</li>
<li>Let the tools take the grind. Learn how to outsource admin and research that steal your time to tech.</li>
<li>Keep the human touch. Because you won&rsquo;t win the pitch by being the most efficient person in the room.</li>
<li>Stay hungry. Keep learning and keep hustling because there&rsquo;s no room for stagnation in business development.&nbsp;</li>
</ul>
&nbsp;
Ali Wallace CEO, DNA Recruit

A conversation with BD100 winner, Sam Jones 

<h2>Senior Hiring Done Right&nbsp;</h2>
<h5>Don't let this be the reason your senior hires fail</h5>
Senior hiring goes wrong more often than it should, and it's rarely the job spec that's the problem.
Senior candidates aren't weighing up a job spec. They're considering the actual business itself, and whether it is able to bring them in properly. Get that part wrong and the whole process slows down, and the strongest candidates are the first to drop out.&nbsp;
So how do you get it right? It all boils down to four tangible pieces that need to be in place before the role goes live.&nbsp;
<h4>1) &nbsp; &nbsp;Get specific on scope</h4>
Have the answers ready before the role goes live; don&rsquo;t work them out during interviews. What do they actually own? Budget, P&amp;L, headcount? Who do they report into and who reports to them? Vague scope is one of the fastest ways to lose someone at offer stage, because it tells them the business hasn't thought it through either.
<h4>2) &nbsp; &nbsp;Show them the real team</h4>
Candidates at this level have sat through enough polished pitches to know what one sounds like. They'll ask the questions that expose the gap between what's being sold and what's actually there. The clients who do best are upfront about what's not yet sorted, not just what's already working. A senior hire isn't looking for a perfect business. They're looking for one that knows itself.
<h4>3) &nbsp; &nbsp;Fix the communication cadence</h4>
When we surveyed candidates for our <a href="https://www.dnarecruit.com/salary-survey">2026 Salary &amp; Trends Guide</a>, the same two things came up again and again; how quickly a business moved, and whether anyone came back to them after an interview. Silence gets read as disinterest, even when it's just a diary clash. Build feedback into the process from the get-go rather than treating it as an afterthought.
<h4>4) &nbsp; &nbsp;Have an actual progression plan</h4>
Don't wait to be asked. Senior candidates want to know what's next before they've even started what's in front of them. If there's no formal framework, say so honestly and talk about what growth has looked like for people at that level so far. A real answer beats a polished one that falls apart under a follow-up question.
Caution has its place in senior hiring, but slow and thorough aren't the same thing. Most of the businesses getting this right aren't moving any faster than anyone else. They're just clearer about who they need and what they're offering, earlier in the process.
Gearing up for a senior hire this quarter? This is what we're built for. Nearly two decades of experience has taught us where senior hiring usually gets stuck and how to fix it before it becomes a problem. We'll sit with you on the scope, the pitch and the team story until it's honest and it's tight, then we&rsquo;ll go and find the person who actually fits the brief. In other words, we make senior hiring a lot less complicated and a lot more effective.&nbsp;
Let's get your next senior hire right: www.dnarecruit.com/solutions
&nbsp;

Senior Hiring Done Right 

A quieter thread ran under the AI-and-creativity headlines at MAD//Fest this year. Neil Barrie, co-founder of 21st Century Brand, put it bluntly on one of the panels when he talked about how brands are now marketing to algorithms as much as to people, with AI increasingly acting as gatekeeper to what someone even gets to see. Louis Theroux's session covered similar ground from the media side, on empathy, nuance and what gets lost when content is polarised, extreme, or written for an algorithm rather than a person. 
In a world where content is cheap, everywhere, and increasingly AI-mediated, who do people actually believe? Most of that conversation was framed around customers. We think it applies just as directly to candidates.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">Candidates do exactly what customers do</h3>
Before someone applies for a role, they research your business the same way they'd research a product before buying it: Glassdoor, Google, LinkedIn, or whatever a chatbot summarises back when they ask 'what's it like to work at [company]?' That research is increasingly AI-summarised, AI-ranked, or AI-written to begin with. If the industry is having a genuine, public wobble about whether people can trust what a brand says about itself, that wobble doesn't stop at marketing's door. It walks straight into your careers page.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">An efficient hiring process and a trustworthy one aren't the same thing</h3>
A lot of what's been automated in recruitment over the last few years is exactly the kind of thing that conversation was worried about: automated screening, generic outreach, chatbot-first candidate journeys, job ads written to hit a keyword count rather than describe a real role. Every one of those saves time. None of them builds trust on their own. If a candidate's first three touchpoints with your business are all automated, you've told them something about how they'll be treated once they're inside, whether that's true or not.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">This is where the human touch argument gets uncomfortable</h3>
It's easy to nod along to 'people trust people' when the subject is brand campaigns. It's a different thing to look at your own hiring funnel and ask where the actual humans are within it. Efficiency isn't the enemy here; nobody's arguing you should hand-write every rejection email again. But if every stage of your process can be run by a machine and none of it requires a person to show up, don't be surprised when candidates start treating your business the way they've started treating a lot of brand marketing: with a raised eyebrow.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">Three things worth checking in your own process</h3>
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Where's the first genuine human moment in your candidate journey, and how early does it happen? If a strong candidate can get three steps deep without speaking to a person, that's a trust gap, not just a process gap.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Is your employer content actually true, or just optimised? AI makes it easy to generate careers-page copy and 'culture' content that reads well and means nothing. Candidates can tell the difference just as fast as customers can.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Would you be comfortable if a candidate saw exactly how they were being assessed? If the honest answer is a screening algorithm and a keyword match, that's worth knowing before they find out for themselves.
None of this is an argument against using AI in hiring; we use it too, for the parts of the job that genuinely benefit from speed. It's an argument for knowing exactly which parts of your process still need a person in the room, and making sure that person is there.
The businesses that get trust right in their marketing and wrong in their hiring are just moving the same problem one step downstream. The human touch has to show up whenever&nbsp;someone is deciding whether to believe you, and for a growing number of people, that decision starts with whether they'd want to work for you.

Trust is now a hiring problem, not just a marketing one

Three days of packed stages and a heatwave that turned the Old Truman Brewery courtyard into something closer to a beer garden than a conference venue. <a href="https://www.dnarecruit.com/news/why-industry-commitment-matters-to-dna">As Official Talent Partner</a>, we spent plenty of time on our stand, but we made sure to get out and catch the talks too.
Here's what stood out, and what it means if you're the one hiring the people who'll have to act on it.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">1. Visibility isn't the same as desire</h3>
Being seen isn't enough anymore. AI has made it easier than ever for brands to get in front of people, but Havas' Mark Sinnock and Mindscope's Lea Karam made the case that attention on its own doesn't move anyone down the funnel. Winning now takes deliberate effort to build attraction and attachment, not just reach.
The same is true of hiring. A job ad with thousands of views tells you nothing about whether anyone wants to work for you. If your careers page, your interview process and your reputation aren't building real attraction, all that visibility just means more people scrolling past you faster.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">2. Brands are being built with communities, not just for them</h3>
The strongest brands at MAD//Fest weren't broadcasting; they were listening. e.l.f Beauty's Yana Yarmova talked about keeping zero distance from the community, shaping product development and campaigns around what people are actually saying rather than what the brand assumes they want.
It's the same change agencies need to make with their own people. <a href="https://www.dnarecruit.com/news/employer-branding-never-underestimate-its-importance-">Culture and EVP</a> built in a boardroom and handed down just doesn&rsquo;t work. Built with the team who live it and it sticks. That's the difference between a benefits page nobody believes, and a reputation candidates seek out.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">3. Connection is now a competitive advantage</h3>
In a world of constant noise and distraction, the ability to truly connect with another person has become a competitive advantage &ndash; not just personally but professionally. That came across loud and clear in Paul C Brunson&rsquo;s session. Presence and active listening are essential professional skills now. 
For agencies, that's the entire hiring process in one line. Candidates can tell within minutes whether an interview is a genuine conversation or a script being read at them, and they remember which one they got. The businesses winning at retention genuinely listen day to day, not just in the interview.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">4. Curiosity beats data when it matters most</h3>
<a href="https://www.madfestlondon.com/amplified/articles/louis-theroux-to-headline-mad-fest-london/">Louis Theroux headlined this year</a>, and it was the session most people were still talking about afterwards. What I take from him is his empathy, nuance, and a willingness to sit with a question rather than assume the answer.
Data tells you what happened. It doesn't tell you why, and the why is usually where the good decisions live. That's as true of a hiring decision as it is of a marketing one. A CV or an ATS score can tell you what someone has done. It won't tell you whether they're the right call for your team, and that still takes a person willing to ask and listen.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">5. Get the fundamentals right before the AI gets glossy</h3>
Amid all the AI talk, Sainsbury's Marketing Director Radha Davies talked about why getting the plumbing right &ndash; like your data and analytics &ndash; is important, before you launch something glossy like personalisation.
The parallel for hiring is exact. Bolting an AI sourcing tool or a flashy EVP campaign onto a messy process, unclear job specs, inconsistent candidate data, and no real read on why people leave, just gets you to a bad decision faster.&nbsp;
Fix the fundamentals first. The tech is only as good as what you build it on.
Growth isn't coming from shouting louder; it's coming from brands that connect more meaningfully by paying attention and listening harder, and, less thrillingly, from getting the boring groundwork right before chasing the shiny stuff.
That's exactly why this year's theme, The Human Touch, felt less like a slogan and more like a brief. 
For a talent business, it's one we're already living by.

5 things MAD//Fest 2026 confirmed about where marketing is heading

Our approach is always evolving and what makes us different is that we adapt our approach and services to best fulfill your needs.

Incredible people are at the heart of every successful business – we are dedicated to helping you identify, attract and secure the talent you need to thrive.

Founded by Ali Wallace and Jo Suter in 2008, our uniquely honest and personal approach sees candidates, clients and employees as people, and jobs as careers.That’s why we connect with everyone we work with - to create real relationships that last.Combining our collective experience in recruiting across the advertising, marketing and technical scene, we pride ourselves on building respectful partnerships and collaborative successes, from the start of a career, right up to the top.

We build dynamic alliances with the talent creating the future

We deliver dynamic recruitment, search and career consultancy solutions that build new alliances between ambitious businesses and the people they need to grow and evolve.

Explore DNA process which helped to secure an Account Manager for a Brand Activation Agency.

We are here to help you find the best talent.

Register your CV and we will support you in your career journey.

We understand the importance of securing top-notch Business Developers to drive success.&nbsp;

Our team boasts an extraordinary network of talented individuals who possess excellent communication skills, relationship-building abilities, and industry knowledge.When you partner with us, you can focus on what matters most to you in the recruitment process whilst we take care of the rest. Our tailored solutions cover everything from start to finish, and we're here to provide guidance every step of the way.If you’re looking for your next BD opportunity or are just interested to see what’s out there, we'd love to hear from you.&nbsp;

Sourcing the best talent to develop your business.

If you're seeking to expand your team or fill a talent gap, don't hesitate to connect with our dedicated talent seekers to discuss your specific needs.

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Navigating the executive landscape demands a profound understanding of leadership dynamics, industry intricacies, and organisational cultures.

At DNA Recruit, we understand that finding the perfect fit for these high-stakes positions requires a blend of expertise, insight, and unwavering dedication. Our mission is to bridge the gap between exceptional candidates and leading-edge executive opportunities, ensuring a harmonious alignment that propels companies toward unparalleled success.Our team comprises seasoned specialists and head hunters who possess an innate knack for identifying leaders who not only meet the job description but also resonate with a company's vision. From CEOs with a vision that inspires to Directors with a strategic mind, our approach is a blend of partnership and precision. We're here to match exceptional candidates to roles that they're not just qualified for, but thrive in.Whether you're a business seeking the next cornerstone of your leadership team or an individual ready to make your mark at the highest levels, DNA Recruit is your gateway to success. Get in touch with the team today.

YOUR COMPASS TO CONNECT OUTSTANDING SPECIALIST CANDIDATES WITH TOP-TIER C-SUITE AND EXECUTIVE OPPORTUNITIES.

Request our most recent salary survey for a guide to benchmark salaries.

<h3>We're committed to finding the right people for the right career, and we use our expertise to get you there.</h3><h3>Getting to know everyone we work with helps create a fully collaborative partnership that leads to longstanding relationships.</h3>

Find Out More

​Send us your referral's details, along with your own and we will do the rest.

We believe in creative connections. Show us the real you!

Explore DNA process which helped to secure an Executive Creative Director for a leading Creative Agency.

Explore the DNA outplacement process that we implemented for BBDO

DNA are on of the first fully remote recruitment businesses in the UK and across the globe, giving out team full flexibility to work as a home based consultant, or out of our London office

Explore the DNA outplacement process that we implemented:

Find out how DNA supported a leading Creative Agency in securing an innovative, collaborative and experienced Executive Creative Director.&nbsp;

BBDO is the world's most awarded and effective advertising agency with over 8,000 employees across 70+ countries (source: LinkedIn 2023).&nbsp;BBDO Germany needed to appoint an outplacement expert to support a number of employee redundancies however they wanted a company that offered recruitment as well as outplacement.As an existing recruitment partner, we were selected and appointed by BBDO Germany because we specialise in recruitment as well as outplacement.The majority of BBDO staff at risk were international employees based from all around the world who were working on a visa in Germany. BBDO wanted to make sure they were all looked after and were able to find suitable new roles.&nbsp;

Sourcing an Executive Creative Director for an Integrated Agency

<div>Find out how DNA supported a leading Creative Agency in securing an innovative, collaborative and experienced Executive Creative Director. </div>

Are you looking to elevate your Client Services team with creative and strategic professionals? Look no further!&nbsp;

Whether you require experienced relationship builders, expert problem solvers, or exceptional communicators, our team is here to help.But that's not all - if you are seeking your next exciting role in Client Services, we've got your back too! We understand the importance of finding the perfect match between professionals and businesses. Whether you're an established veteran or a rising star in the field, we can connect you with opportunities that align with your skills and aspirations.Let us find the perfect fit for you, ensuring seamless client experiences and long-lasting partnerships, elevating your Client Services to new heights.

sourcing top-notch talent for all your Client Services needs

We are dedicated to supporting you in advancing growth with the best talent for your business.&nbsp;Incredible people are at the heart of every successful business.

Whether you need skilled client relationship managers, analytical market researchers, or visionary product managers, we're here to connect you with top-tier expertise.Looking for a new opportunity? Let DNA Recruit guide you towards opportunities that align with your skills and aspirations, fostering growth and meaningful collaborations.

Elevate Your Team with Top Talent from DNA RECRUIT

Are you on the lookout for exceptional Creative and Design talent to elevate your team? Look no further – DNA Recruit is here to transform your creative projects.Whether you're a business in need of top-tier graphic designers, art directors, or UX/UI experts, we've got you covered. Our team specialises in matching businesses with skilled creatives across various expertise levels.And if you're a creative professional ready to make your mark, we're your stepping stone to exciting opportunities. From experienced veterans to budding talents, we help you find roles that align with your unique skills and ambitions.Ready to ignite creativity and forge impactful partnerships? Get in touch today!

Unlock Creative Excellence, Your Path to Exceptional Talent and Exciting Opportunities

In an era where data fuels innovation, we're dedicated to uniting top minds with ambitious organisations.&nbsp;

Data and Analytics encompass a wide spectrum of expertise, from data scientists who unravel patterns within the information chaos to business analysts who translate numbers into strategic direction. And we're here to match candidates who possess not only the technical prowess but also the creative edge required in this landscape.We don't just fill positions; we build partnerships. We take the time to comprehend your unique data needs and ambitions, then handpick candidates whose skills and values align. Whether you're a company seeking to unlock the power of data or an individual ready to make your mark in analytics, DNA Recruit is your partner in crafting success stories that thrive in the data-rich business landscape.

DNA Recruit's seamless connection of exceptional candidates and forward-looking clients.

If you're seeking to expand your team or fill a talent gap, don't hesitate to connect with our dedicated talent seekers to discuss your specific needs.

Explore DNA process which helped to secure a Digital Account Director for a leading Integrated Communications Agency.

We understand the ever-evolving nature of Digital Marketing and the need for top-notch professionals who can navigate this intricate terrain.

Our team consists of industry-savvy experts who are not only well-versed in the latest trends but also passionate about shaping the digital landscape. From social media mavens who can turn engagement into conversions to data-driven wizards who uncover insights from the numbers, we have the perfect candidate for every digital marketing niche.We're dedicated to understanding your specific needs and goals. Whether you're a start-up aiming to establish a digital footprint or an established brand seeking innovative ways to stay ahead, we're here to provide tailored solutions. Our approach goes beyond merely filling positions; it's about fostering long-term partnerships. Through DNA Recruit, candidates and clients unite to create digital marketing success stories that resonate and inspire. So, if you're ready to harness the power of Digital Marketing with the right talent by your side, look no further than DNA Recruit.

Seamlessly connecting exceptional candidates and forward-thinking clients.

Ideal for when you need a consultative partner to help you secure hard-to-find talent, consult on hiring strategy and manage the end to end hiring process discreetly.

We offer:Dedicated recruitment consultants, immersed in your respective markets with unrivaled network reach.Dual-branded advertising across all social channels to an audience of over 27,000 followers.DNA Insights Report - Assessing your processes with practical recommendations.Bespoke, targeted search of our extensive database of candidates.Video shortlists and talent review dashboard.Advanced 1st stage interview and executive assessment.Agile recruitment process management from initial brief to offer-stage.

Improve your chances of unearthing senior talent not actively on the market and deliver your strategic recruitment needs.

Get the best view of your next team member

We understand the importance of having a top-notch talent acquisition team. That's why we offer the support of experienced embedded recruitment experts who are dedicated to your success.

Our flexible, cost-effective subscription model allows you to quickly and efficiently scale to match your ambitious growth plans whether you're a start up or a well-established business.We act as an extension of your team, working with your business leaders and hiring managers to find the best solution for every role. Let us help you achieve your hiring goals and build the best team possible.We take an inclusive approach to sourcing and managing the talent acquisition process and implement D&amp;I-centric methodologies help improve our clients' chances of building a more diverse workforce.

Build an agile team from the inside out with our 'HIDDEN' by DNA Embedded recruitment solution.

Ideal for when you need to attract executives who will take your brand to the next level.

We offer:Premium branded talent attraction marketing campaigns across all our social channels to an audience of over 27,000 followers.Bespoke search approach and video headhunting.Advanced DNA Screen interview process.Detailed assessment and insights of your existing processes and employer brand with practical recommendations.Agile recruitment process management from initial brief to on-boarding.

Senior appointments specialists, utilising their unrivalled networks of senior professionals, sourcing tools and technology to identify and attract hard-to-find talent.

Ideal for when you need a recruitment partner with well connected consultants to source and attract specialist talent on-demand.

We offer:Access to our team of expert recruiters and candidate engagement specialists, well-networked in your respective markets to identify and attract passive candidates.White-label advertising of your requirements across social media and industry job-boards.Search our extensive database of the best talent.Recruitment process co-ordination from initial brief to offer-stage.

Our classic approach to recruiting contract, freelance and permanent talent.

As experts in recruitment, our DNA outplacement service is the perfect choice to coach employees facing redundancy and help them successfully find and transition to a new role.

What makes DNA Outplacement different is that we don't just do career coaching, we use our extensive and trusted recruitment network in the digital, marketing, creative &amp; tech worlds to help find and place employees into new roles.&nbsp;We provide career transitioning coaching delivered through a variety of formats. Employers can choose from group sessions, tailored 1:1 support and also offer employees access to online resources. We can put together a package to suit your needs, which may be a combination of all 3.Our team includes market specialists and a careers coach with an extensive experience supporting professionals in career transitions.

Helping employees facing redundancy find and successfully transition to a new job / role

Helping employers manage redundancies by coaching employees to find new roles

DNA screen is a cloud based video interviewing software designed with both agencies and candidates in mind.

DNA Screen can improve your teams efficiency, allowing them to focus on personal and business development. Use this time to develop client relationships, create new business opportunities, learn new skills, and develop new products and service offerings to your clients.﻿With the ability to cut shortlist review times by over&nbsp;50%, our software can save around&nbsp;£2,000&nbsp;and&nbsp;16 hours&nbsp;for each senior hire you make.

Saving you time and money whilst improving candidate experience.

Saving you time and money whilst improving candidate experience, DNA Screen is a cloud based video interviewing software designed with both agencies and candidates in mind.

With the ability to cut shortlist review times by over&nbsp;50%, our software can save around&nbsp;£2,000&nbsp;and&nbsp;16 hours&nbsp;for each senior hire you make.DNA Screen can improve your teams efficiency, allowing them to focus on business development. Use this time to develop client relationships, create new business opportunities, learn new skills, and develop new products and service offerings to your clients.

Improve your recruitment process with our cloud-based video interview technology.

Are you currently seeking exceptional Events &amp; Experiential professionals to elevate your projects?Your search ends here with DNA.&nbsp;

Our specialist team works with an impressive network of skilled event planners, experiential marketers, and creative producers, ensuring a tailored match for your specific requirements. With a focus on excellence, our team excels in connecting businesses with top-tier experts across various levels of experience.For professionals in the Events &amp; Experiential domain, our platform serves as a gateway to promising opportunities. Whether you’re a seasoned industry expert or an emerging talent, we assist in navigating your career journey towards roles that align with your skills and aspirations.Ready to foster innovation and craft memorable moments? Reach out today to our team today.

Your Partner for Exceptional Talent and Expertise.

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We know how important it is to scale up at speed to keep pace with your business growth and new projects. Let us help you fill a talent gap quickly with experienced freelancers that 'get' your business.

The freelance industry is thriving. There are some seriously talented people out there who are embracing the freelance lifestyle. If you're looking to scale up or fill a talent gap please get in touch with one of our talent seekers to discuss your needs.We manage the financial side of paying freelancers - payment is sent directly through our system which is linked to our Timesheet Portal. It's simple to set up so that freelancers can be up and running quickly. If you're thinking about freelancing with DNA you'll need an umbrella or a limited company both of which are fairly straightforward and quick to set up. We can supply guidance.If you're a freelancer or are thinking about freelancing, we'd love to hear from you.

Flexible freelance talent for scaling up at speed

Our experienced freelance talent team are here to help find the right fit for both freelancers and businesses. Get in touch today if you have a freelance vacancy.

<h4>HEAD OFFICE</h4>The Stanley Building,7 Pancras Square,Kings Cross, London,N1C 4AG<h4>GET IN TOUCH</h4><a href="tel:+44 (0)20 7490 9350" rel="noopener noreferrer" target="_blank">+44 (0)20 7490 9350</a><a href="mailto:hello@dnarecruit.com" rel="noopener noreferrer" target="_blank">hello@dnarecruit.com</a>

Whether you're interested in a role, want DNA to help grow your business, or would just like to chat, please don't hesitate to get in contact.

We’re committed to investing in the best recruitment technology and have embraced the latest cloud based interviewing software

We believe in creative connections.Our approach is always evolving and what makes us different is the way we adapt our approach and services to best fulfill your needs.We will collaborate and consult with you every step of the way to create a formula for success and drive your business forward.

We have a range of innovative products for businesses looking to make a critical hire.

Our approach ensures we are able to attract and engage with the right candidates across the UK and globally.

Elevated Strategies for Finding and Hiring Exceptional Talent.

DNA is one of the first fully remote recruitment businesses in the UK and around the globe, providing our team with full flexibility to work as home-based consultants, out of our London office, or from anywhere in the world.

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Incredible people are at the heart of every successful business &ndash; we are dedicated to helping you identify, attract and secure the talent you need to thrive.

As the realm of web3 continues to reshape industries, we understand the unique challenges and opportunities this transformation brings.&nbsp;

Led by specialist recruiters, we are dedicated to connecting exceptional candidates with cutting-edge roles that define the future.At DNA Recruit, we don't just match candidates with jobs; we foster a community of innovators. The web3 industry demands a shift in recruitment paradigms, and we're here to guide both candidates and companies through this transformation. With trends shifting away from traditional CVs towards tangible skills and innovation, our platform is designed to empower your journey into this exciting new era.At DNA Recruit, we don't just recruit for roles; we recruit for the future. Explore how we're redefining the recruitment experience for Infrastructure and Emerging Tech, and contact the team today.

Your trusted partner in navigating the world of Infrastructure and Emerging Tech. 

Wonderful things happen when you collaborate

We offer a range of support around diversity and inclusion targets, industry insight, salary bench-marking, employee brand perception – all of which will contribute to attracting the best talent as well as maximising talent retention.

Fill out the form, attach your CV and we will help you with the next step in your career.

DNA is committed to promoting a diverse and inclusive community and welcome applications from candidates of all backgrounds. Although we try to respond to all applications, unfortunately due to the high number we receive we are unable to respond to all of those who are unsuccessful.

We build dynamic alliances with the talent creating the future.

We&rsquo;re building a business where experienced recruiters get real autonomy, earn properly, and grow fast without being micromanaged or squeezed into a rigid corporate structure. If that sounds like your kind of thing, you&rsquo;ll fit right in.
We&rsquo;re not here to sell you the dream. We&rsquo;re here to give you the tools, trust, and support to build a career you&rsquo;re actually excited about.
Your future, your rules.&nbsp;Join DNA.

" DNA is one of those rare places where you’re supported, not just professionally but personally too. The people I work with are lovely, and the culture here really does make a difference, it’s not just talk.When things got tough, I wasn’t left to figure it out alone. Jo and Ali genuinely had my back.A few years ago, my mum moved into a care home, and life turned upside down. There were medical appointments, legal paperwork, and a lot of emotions to juggle. Being able to manage my own day made all the difference. I could take care of what mattered at home and still deliver on my work.If I’d been in a traditional setup, even part-time, it just wouldn’t have been doable.There’s always support when you need it. I’ve had great guidance from the leadership team, especially when I was learning how to sell retainers. "You’re never made to feel like you’re on your own, but you also have the space to get on with it. That balance has really helped me grow.

Want to find out more?
Fill out the form for a confidential discussion with our Commercial Director, Annika de Friend.

At DNA Recruit, we operate a fully remote model, giving you the flexibility to work from home, a co-working space, or even while travelling. It&rsquo;s a setup built on trust, autonomy and collaboration, made for experienced, self-motivated recruiters who want the freedom to work on their own terms. You&rsquo;ll have access to best-in-class tools and leadership support, with the space to grow, the platform to deliver, and the flexibility to live life properly while still smashing career goals.

Ready to shape media landscapes and forge impactful collaborations? Look no further than DNA Recruit.&nbsp;

Our team of specialist recruiters are dedicated to identifying and securing the finest professionals to fortify your media strategies. From astute media planners to visionary strategists and data-savvy analysts, we possess the know-how to connect you with standout candidates who align seamlessly with your business objectives.And if you're a seasoned Media Planning pro seeking your next chapter, consider us your guiding light. Whether you're a seasoned veteran or an emerging talent, we're committed to steering your career toward roles that resonate with your distinctive skills and aspirations.

YOUR PARTNER FOR EXTRAORDINARY TALENT AND EXPERTISE

If you're seeking to expand your team or fill a talent gap, don't hesitate to connect with our dedicated talent seekers to discuss your specific needs.

Our team of specialist consultants brings unparalleled expertise, tapping into the pulse of the industry and understanding the nuances that set exceptional candidates apart.

We're not just about filling roles; we're about crafting partnerships. We take the time to grasp your unique needs and aspirations, and then carefully match them with candidates who possess not only the necessary skills but also the mindset that aligns with your vision.&nbsp;From talent identification to facilitating seamless onboarding, our comprehensive solutions and guidance enable you to direct your attention towards a focused and successful journey.Whether you're a company seeking to optimise your marketing or a candidate ready to excel in performance marketing, DNA Recruit is your strategic ally.

UNITING TOP-TIER CANDIDATES AND FORWARD-THINKING BUSINESSES, ENSURING THE PERFECT FIT FOR SUCCESS.

Explore DNA process which helped to secure a CRM Planner for a Creative Agency.

We're your go-to link between skilled candidates and clients in this fast-paced arena.&nbsp;

At DNA Recruit, complexity and creative bursts are our forte. We thrive on the intriguing intricacies of PR &amp; Communications. Our team, filled with experts in the field, ensures tailored connections. We don't just match candidates with jobs; we find the right fit that adds a special touch. So, whether you're a business seeking to amplify your message or an individual ready to shine, join us in crafting success stories that stand out in the world of PR &amp; Communications.

Your path to success with DNA Recruit, connecting exceptional candidates and clients seamlessly.

In the realm of project management, success hinges on the prowess of the team behind it.&nbsp;

In the realm of project management, success hinges on the prowess of the team behind it. Our dedicated specialist team partners with your business, to source and secure extraordinary project management candidates – connecting the very best to roles where leadership finesse, strategic mastery, and industry insight converge seamlessly.Simplify your search with our unwavering support, spanning from pinpointing the right talent to facilitating smooth onboarding. Our comprehensive solutions coupled with steadfast guidance ensure an effortless journey, empowering you to concentrate on what matters most. Are you a seasoned project management professional, ready to embark on a new chapter, or are you keen to discover untapped opportunities? Our mission revolves around shaping fulfilling careers and channelling talents towards roles that resonate. Get in touch with the team today.

Exploring the Horizon of Project Management Possibilities

Our approach ensures we are able to attract and engage with the right candidates across the UK and globally, and provide insight, knowledge and credible introductions necessary for client side and agency roles.With an extensive collective experience in recruiting across niche sectors, we pride ourselves on building respectful partnerships and collaborative successes.

Recruiting people isn’t a science.Recruiting the right people is.

Let's talk about your hiring requirements. Fill out your details and we will be in touch shortly.

<ul><li>Referrals must not already be on DNA’s database</li><li>Will only apply to placements made at the company within six months of the initial introduction</li><li>The candidate placed must pass their agreed probationary period</li><li>You do not have to be registered with DNA to make a referral</li><li>You will be notified in writing once a permanent placement has been made to your referral business</li></ul>

<ul> <li>Referrals must not already be on DNA’s database</li> <li>Will only apply to referred friends who are placed within six months of the initial introduction</li> <li>The referral must pass their agreed probationary period</li> <li>You do not have to be registered with DNA to make a referral</li> <li>You will be notified in writing once your referral is placed in a new permanent position</li> </ul>

Introduce us to a company that you know is hiring and if we successfully place a candidate into a permanent role, we’ll reward you with gift vouchers or a donation to a charity of your choice.

Send us the hiring company's details and we'll take care of the rest

We'll be in touch at the soonest opportunity

<ul><li>Referrals must not already be on DNA’s database</li><li>Will only apply to referred friends who are placed within six months of the initial introduction</li><li>The referral must pass their agreed probationary period</li><li>You do not have to be registered with DNA to make a referral</li><li>You will be notified in writing once your referral is placed in a new permanent position</li></ul>

Introduce us to a friend and if we successfully place them into one of our roles, we’ll reward you with gift vouchers or a donation to a charity of your choice.

Send us your referral's details and we'll take care of the rest

Introduce us to a candidate and if we successfully place them into one of our roles, we’ll reward you with gift vouchers or a donation to a charity of your choice.

Send us your CV today and we will guide you towards the next step in your career.

With our expertise, passion and instinct, we continue to successfully place the most talented people with ambitious brands and businesses.

Thank you for submitting your CV. You will shortly receive some onboarding questions so that we can complete your profile and then someone should be in touch. Please check your junk folder if the onboarding questions don't reach you.

Many thanks, The DNA Recruit Team.

Please complete the form below to request a Candidate CV

Complete the form to get instant access to our 2026 Salary Guide.

Scroll down for the latest hiring trends and to benchmark salaries in our latest report.

Stalled pay rises, the progression gap, AI upskilling, and the quiet pull-back on flexibility are all changing hiring in 2026.
If you want to attract the best people and hold on to the ones you have, this report is the practical playbook.
Download it now to see what it means for your business.

Get straight to the point on what&rsquo;s shaping hiring, pay and talent trends across the U.S. in 2025. Our latest Salary Guide gives you the numbers, insights and smart strategies you need to stay competitive. Whether you&rsquo;re hiring, job hunting or just planning ahead, this guide helps you make better moves with real-world data, not guesswork.

Pay, Benefits and Retention: What’s Changing in 2025

Put your details in the form opposite to get instant access to our 2025 U.S. Salary Guide.

Scroll down to access our 2025 salary and trends guide for the U.S. market.

We understand the importance of securing top-notch Business Development Professionals to drive success. Our team boasts an extraordinary network of talented individuals who possess excellent communication skills, relationship-building abilities, and industry knowledge. If you're seeking to expand your team or fill a talent gap, don't hesitate to connect with our dedicated talent seekers to discuss your specific needs.When you partner with us, you can focus on what matters most to you in the recruitment process whilst we take care of the rest. Our tailored solutions cover everything from start to finish, and we're here to provide guidance every step of the way.If you’re looking for your next BD opportunity or are just interested to see what’s out there, we'd love to hear from you.

SECURING THE TALENT YOU NEED TO DEVELOP YOUR BUSINESS.

Our experienced talent team are here to help find the right fit for both professionals and businesses. If you're seeking to expand your team or fill a talent gap, don't hesitate to connect with our dedicated talent seekers to discuss your specific needs.

Matching Business development professionals to the right roles

We’re committed to investing in the best recruitment technology and have embraced the latest cloud based interviewing software

Let us find the best candidate for your role

Our approach ensures we are able to attract and engage with the right candidates across the UK and globally, and provide insight, knowledge and credible introductions necessary for client side and agency roles.With our expertise, passion and instinct, we continue to successfully place the most talented people with ambitious brands and businesses.

Recruiting people isn’t a science. Recruiting the right people is. 

Unlocking Potential: We Find Top Talent Across Our Sectors

OPPORTUNITIES LIKE THIS DON’T COME ALONG EVERYDAY

Amplify your influence, and explore an exceptional network of social media and content talent and opportunities.

Our talent seekers act as your dedicated partner, securing the best professionals in social media and content –that blend creativity, strategic thinking, and digital expertise.From identifying exceptional talent to facilitating seamless onboarding, our comprehensive solutions and unwavering guidance empower you to focus on your digital journey.Whether you’re interested in elevating your team or curious about new opportunities, the DNA Recruit team are here to help. Get in touch with our team today.&nbsp;

Navigate Social & content excellence with DNA at your side.

Our classic approach to recruiting contract, freelance and permanent talent.

<h3>Features</h3><ul><li>Access to our team of expert recruiters and candidate engagement specialists, well-networked in your respective markets to identify and attract passive candidates</li><li>White-label advertising of your requirements across social media and industry job-boards</li><li>Search our extensive candidate database</li><li>Recruitment process co-ordination from initial brief to offer-stage</li></ul>

Attract great talent to your business with our on-demand recruitment service.

We deliver dynamic recruitment, search and career consultancy solutions that build new alliances between ambitious businesses and the people they need to grow and evolve.Combining our collective experience in recruiting across the creative, advertising, marketing and technical scene, we pride ourselves on building respectful partnerships and collaborative successes, from the first interaction.

Our formulas to effectively recruit the talent you need.

We adapt our approach and services to best fulfill your needs

Looking to recruit a new team member? We are here to help!

Fill out your details below or contact us directly today to discuss your requirements.

Explore the DNA process that helped Tommy scale globally with precision and confidence.
&nbsp;

In the dynamic realm of technology, a stellar team drives innovation and success. We're here to shape careers and accelerate business growth by connecting exceptional talent with the right opportunities.

We're your dedicated partner in sourcing exceptional tech talent, individuals who seamlessly blend cutting-edge skills, collaborative prowess, and industry insights.Streamline your tech recruitment with our comprehensive support, from identification to onboarding. Our end-to-end solutions and unwavering guidance ensure a seamless process, allowing you to focus on what truly matters – your business.Are you a tech professional looking for your next challenge or curious about opportunities? Let's talk.

Connecting Visionaries with Top-tier Technology Professionals

We’re part of your crew. We’recommitted to investing in the best recruitment technology and have embraced the latest cloud based interviewing software

It’s not just what we say that’s important – it’s about what our clients and candidates have to say.

Unlocking Potential: We Find Top Talent Across The USA

At DNA Recruit, we not only understand the demand for skilled UX/UI professionals but also offer comprehensive support throughout the recruitment process.&nbsp;

Our specialist team of consultants take care of the full recruitment lifecycle supporting you with targeted advertising, interviewing, and seamless onboarding, our tailored solutions ensure a great experience for candidates and businesses.Our focus is on both attraction and retention – cultivating a nurturing environment with mentorship and collaboration. Whether you're looking for your next UX/UI opportunity, seeking to expand your team or filling a talent gap, don't hesitate to connect with our dedicated talent seekers to discuss your specific needs.

Attracting, Nurturing, and Bridging the Gap for Top-tier UX/UI Professionals

THANK YOU

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