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

This year's <a href="https://www.madfestlondon.com/">MAD//Fest</a> theme was 'The Human Touch', and it&rsquo;s very pertinent right now across the industry because with everyone having access to so many tech and tools, the qualities that separate a good hire from a great one are getting harder to spot on a CV, and rarer to find, right when they matter most.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">Curiosity is a commercial skill, not a soft one</h3>
Louis Theroux headlined this year, as you&rsquo;d expect; the room was packed. I&rsquo;m a massive fan of his and you can see the instinct he's built a career on. Sit with someone long enough, without judgement, and they'll tell you who they really are.
That's not a soft skill. It's a commercial one. 
Data can tell you what happened with clicks, opens, and conversions. But it doesn't tell you why someone almost chose something else, or why one small detail changed their mind. Getting to the why takes someone willing to sit with not already knowing the answer, and I don't think enough businesses screen for it when they&rsquo;re hiring.
I think about this every time I'm briefed on a role. The clients who describe what they need in terms of curiosity and judgement, rather than a checklist of tools, are the ones who by and large end up with the better hire.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">Presence is the new professional edge</h3>
Paul C Brunson's session on 'holding space' made the case that active listening and trust aren't just relationship skills anymore. They're professional ones, and they're getting rarer.
With everyone holding the same AI tools, what's scarce is someone who can read a room, sense what isn't being said, and respond to it. That's true in a pitch meeting. It's just as true in an interview, and it's exactly the thing most hiring processes are built to filter past rather than for, because it doesn't show up in a keyword search of a CV.
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">Why DNA was on the ground</h3>
This is why we were there as the <a href="https://www.dnarecruit.com/news/why-industry-commitment-matters-to-dna">Official Talent Partner</a>. We brought back whack-a-mole (a bit of a tradition now), but raised the stakes this year by <a href="https://www.dnarecruit.com/news/win-a-hire-at-madfest-2026">giving away our first completely free hire</a>: fully sourced, screened and placed, at no cost to the winning business.
If you stopped by the stand, had a go, and told us about a role you're struggling to fill, thank you. 
<h3 style="margin: 10.0pt 0cm 8.0pt 0cm;">The one thing worth optimising for</h3>
If MAD//Fest confirmed anything, it's that AI has taken the industry to the middle. It's fast, it's capable, and increasingly, it's everyone's. What it still can't do is tell you which idea is worth fighting for, or which candidate is worth the risk on a hunch. That's a people call, and it always will be.
This <a href="https://www.dnarecruit.com/news/i-was-at-cannes-last-week">came up a lot at Cannes</a> a few weeks earlier too so it&rsquo;s an issue being felt right across the industry. If you're hiring right now, that's the thing worth optimising for: not tool proficiency, but curiosity, presence and judgement. The businesses getting that right are the ones who'll feel the benefit of everything else AI is promising them.
See you at the next one,
Ali Wallace
CEO, DNA Recruit

What MAD//Fest confirmed about hiring

AI is already part of the working day.
It is in research notes, meeting summaries, first drafts, reporting, admin, content planning and client delivery. Some people are using it confidently. Some are testing it quietly when they get a spare ten minutes. Some are avoiding it because they are not sure what is allowed, what is useful, or what might come back to bite them.
The question for employers is no longer, "Will AI affect our teams?" It already has. The better question is, "Are people being helped to use it properly, or are they being left to work it out alone?"
In <a href="https://www.dnarecruit.com/salary-survey">DNA Recruit's 2026 Salary Guide</a> whitepaper, 90% of candidates say they use AI tools at work. Half say AI is very important in their role and use it regularly, while 40% use it occasionally. At first glance, that sounds like adoption is sorted. It is not. A third of candidates say they feel left behind as new technology is introduced.
That is the bit employers need to sit with. AI is being used, but confidence is patchy.
<h2>Usage does not mean confidence</h2>
A high usage figure can hide a lot.
Someone who uses AI to cut two hours of admin from their week and someone who occasionally opens a tool, types a vague prompt, gets a poor answer and gives up would both count as users. Their experience could not be more different.
That is why access alone tells part of the story. A team may all have the same platform, but that does not mean they are using it in the same way, or to the same standard.
Hiring managers, agency leaders and internal talent teams should be asking more practical questions:
<ul>
<li class="MsoNormal">Where is AI saving people time?</li>
<li class="MsoNormal">Which tasks are people using it for?</li>
<li class="MsoNormal">Who feels confident using it?</li>
<li class="MsoNormal">Who is worried about accuracy, privacy or quality?</li>
<li class="MsoNormal">Which outputs still need heavy rewriting or checking? </li>
</ul>
Those answers tell you far more than whether the business has "rolled out AI".
In many teams, adoption is already happening informally. People are summarising calls, drafting documents, pulling themes from notes, building rough reports and finding shortcuts. That can be useful. It can also create risk if there are no shared rules.
When everyone works to their own standard, quality becomes uneven. Managers spend more time checking. Confident users move faster, and less confident people fall further behind.
<h2>Buying the tool is the easy part</h2>
A lot of AI rollouts still look too much like software rollouts.
A tool is chosen. Access is granted. A few links are shared. Someone runs a demo. Then the business assumes people will start using it well.
Some will. Many will not.
The harder part is helping people build judgement around the tool. What is AI good for? What should it never be used for? What information should stay out of it? When does an output need to be checked? Who signs off AI-assisted work before it reaches a client, candidate or customer?
Without proper support, a familiar pattern starts to show up:
<ul>
<li class="MsoNormal">Early adopters race ahead.</li>
<li class="MsoNormal">Less confident employees stay quiet.</li>
<li class="MsoNormal">Outputs vary from helpful to unusable.</li>
<li class="MsoNormal">Managers become the quality-control safety net.</li>
<li class="MsoNormal">People worry the tool is being introduced to replace them. </li>
</ul>
Even when replacement is not the plan, poor communication can make people fear the worst. If AI arrives with no explanation, no training and no clear link to how it will help the team, people will fill in the gaps themselves.
Usually, they fill them with anxiety.
<h2>The role replacement story is too narrow</h2>
There is a lot of noise around AI replacing jobs. Some of it is fair. Some of it is inflated. Most of it is not that helpful for leaders trying to make good decisions right now.
The employer data in DNA Recruit's 2026 Salary Guide gives a more grounded view. 80% of employers say AI has not replaced any roles in their business. Only 6% say it has replaced some roles or functions. Employers are far more likely to report time savings, productivity gains and better client delivery than job cuts.
That does not mean AI has no effect on roles. It clearly does. But the immediate shift is more about how work gets done.
AI can reduce repetitive admin. It can speed up research. It can draft a starting point. It can summarise messy information and help teams get to a usable structure faster. Used well, it gives people time back for the work that still needs judgement, context and commercial thinking.
That is the opportunity. But it only becomes real if people are trained properly. Otherwise the business gets faster output that still needs to be rewritten, corrected or unpicked.
Speed is useful. Speed without judgement is expensive.
<h2>Start where the friction already is</h2>
The temptation with AI is to make it grand. Transformation plans. New operating models. Big promises about productivity.
For most teams, a better place to start is the work that already irritates people.
Look for tasks that are repetitive, slow or admin-heavy, but still need a person to steer them. That might include:
<ul>
<li class="MsoNormal">First draft research.</li>
<li class="MsoNormal">Meeting summaries.</li>
<li class="MsoNormal">Interview question prompts. </li>
<li class="MsoNormal">Role profile drafting.</li>
<li class="MsoNormal">Reporting templates. </li>
<li class="MsoNormal">Survey response themes.</li>
<li class="MsoNormal">Reformatting content for different channels.</li>
<li class="MsoNormal">Follow-up notes and action lists. </li>
</ul>
These use cases build trust because people can feel the benefit quickly. They do not have to buy into a grand vision. They can see that a task that used to take an hour now takes twenty minutes, and the final version is still theirs.
A useful question for managers is:
<blockquote>
"What work does your team repeat every week that still needs a human, but does not need to start from scratch?"
</blockquote>
That is often where the first good AI habits sit.
<h2>Faster work still needs human judgement</h2>
AI can make work faster, but it should not be treated as the final decision-maker.
This is especially true in hiring, marketing, creative, tech and client-facing work, where context matters. A tool can summarise an interview, but a person still needs to know what was important. It can draft a role profile, but someone still needs to check whether the brief reflects the real job. It can suggest interview questions, but someone still needs to think about fairness, relevance and bias.
Human oversight is not a barrier to AI adoption. It is what makes AI adoption safe.
Every business using AI needs a simple view on:
<ul>
<li class="MsoNormal">What AI can be used for.</li>
<li class="MsoNormal">What AI should not be used for.</li>
<li class="MsoNormal">What information must stay confidential.</li>
<li class="MsoNormal">Which outputs need checking.</li>
<li class="MsoNormal">How facts should be verified.</li>
<li class="MsoNormal">Who owns the final decision. </li>
<li class="MsoNormal">How bias or quality issues should be flagged. </li>
</ul>
This does not need to be a 40-page policy that nobody opens after the first week. In many businesses, a one-page working guide is more useful.
The principle can be simple:
<blockquote>
"Use AI to support the work, not to remove your responsibility for it."
</blockquote>
That line sets the right expectation. AI can draft, structure, summarise and suggest. The person using it still owns the thinking, the quality and the final output.
<h2>Do not leave people to catch up alone</h2>
AI adoption will look different in every business, but the employers who handle it well tend to do four things.
First, audit how your team is already using AI. Ask what tools they use, what tasks they use them for, where AI saves time and where they still feel unsure.
Second, train around real work. For a talent team, that might mean writing a candidate update, building interview questions from a brief, or summarising feedback after a first stage. People learn faster when the example looks like their actual job.
Third, set simple rules of use. Employees should not have to guess what is allowed. Set basic guidance on confidentiality, client information, candidate data, factual checks, tone, bias and sign-off.
Fourth, give people time to practise. AI confidence does not come from one training session. It comes from repeated use. A short monthly session where people share one useful AI workflow can do more than another long policy document.
AI is already inside the working day. Pretending it is still a future issue only makes the gap wider between those who are confident and those who are quietly struggling.
The employers who get the most from AI will not necessarily be the ones with the biggest tech stack. They will be the ones that help people use it well, start with practical efficiency gains, and keep human judgement in the process.
A third of candidates feeling left behind is not a reason to slow everything down. It is a reason to support people properly.
For more insight into how employees and employers are approaching AI, progression, pay and retention in 2026, <a href="https://www.dnarecruit.com/salary-survey">download the DNA Recruit 2026 Salary Guide whitepaper.</a>

Your Team Is Using AI. Are They Using It Well?

Attracting diverse creative talent is one of the most commercially significant decisions an agency leader can make. Teams that reflect a broader range of lived experiences consistently produce more original work, connect with wider audiences, and outperform homogeneous groups on complex problem-solving.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Building a truly diverse creative team requires fostering an environment where every voice is heard and genuinely valued - not simply ticking boxes.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Unconscious bias can derail even the best intentions in <a href="https://www.dnarecruit.com/news/how-to-attract-the-top-talent-in-creative-and-design" target="_blank" rel="noopener">creative and design recruitment</a>, so actively mitigating it is crucial.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Inclusive job descriptions and structured interview processes are the two highest-impact interventions available to any hiring manager right now.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">The journey to a diverse and inclusive agency requires continuous effort and adaptation, not a one-off initiative.</li>
</ul>
<h2 class="MsoNormal">The Imperative of Diversity in Creative Agency Recruitment</h2>
Diversity in creative agency recruitment is not a values exercise - it is a commercial one. Agencies that build representative teams produce work that resonates across demographics, reduce groupthink in campaign development, and attract clients who increasingly scrutinise team composition. In 2026, it is a genuine competitive differentiator. The agencies that invest seriously in inclusive hiring - not just at the point of recruitment but across the entire employee lifecycle - consistently report stronger creative output and lower attrition.
<h4 class="MsoNormal">Why is diversity important in creative teams?</h4>
Diverse creative teams produce measurably stronger commercial outcomes because varied perspectives challenge assumptions during ideation. When a team includes people from different cultural backgrounds, socioeconomic experiences, and cognitive styles, briefs are interrogated more rigorously and the resulting work speaks to a broader audience. <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters" target="_blank" rel="noopener">McKinsey's Diversity Wins research</a> finds that companies in the top quartile for ethnic and cultural diversity are significantly more likely to achieve above-average profitability. For creative agencies pitching to major brand clients, that representational depth is increasingly a prerequisite, not a preference.
<h2 class="MsoNormal">Understanding and Mitigating Unconscious Bias in Hiring</h2>
Unconscious bias operates at every stage of the hiring process - from job description language to instinctive judgements made in the first thirty seconds of an interview. Affinity bias is particularly prevalent in creative hiring, where cultural fit is often cited as a reason for rejection without any objective definition of what that fit means. Defining "fit" in behavioural and skills-based terms before a single CV is reviewed changes the quality of the shortlist significantly.
<h4 class="MsoNormal">How can agencies reduce bias in their recruitment process?</h4>
Agencies reduce bias most effectively by introducing structured decision-making at every stage where a subjective judgement is currently made. This means anonymising CVs at screening, using standardised scoring rubrics for portfolio reviews, and replacing unstructured interviews with competency-based questions asked in the same order to every candidate. Training alone is insufficient - structural change is what produces consistent results.
<h4 class="MsoNormal">Expanding Your Talent Pool: Beyond the Usual Suspects</h4>
The most common reason creative agencies fail to build diverse teams is recruiting from the same narrow sources repeatedly - the same alumni networks, job boards, and referral chains that reproduce the demographic profile already present in the agency. Genuine expansion requires deliberate outreach to communities and institutions not currently in your hiring pipeline. This means partnering with organisations that support underrepresented groups, attending portfolio events at art colleges outside the traditional London circuit, and engaging with community-led creative programmes in cities like Manchester and Birmingham. The <a href="https://www.dnarecruit.com/news/the-significance-of-freelance-talent-in-marketing-advertising-and-creative-industries" target="_blank" rel="noopener">freelance and contractor talent pool</a> is also significantly more diverse than the permanent workforce in many agencies - and frequently overlooked as a route to building more representative teams. Organisations such as <a href="https://www.creativeaccess.org.uk/" target="_blank" rel="noopener">Creative Access</a> and <a href="https://www.campaignbootcamp.org/" target="_blank" rel="noopener">Campaign Bootcamp</a> actively support underrepresented talent entering the creative industries.
<h2 class="MsoNormal">Crafting Inclusive Job Descriptions and Interview Processes</h2>
Job descriptions are the first signal a candidate receives about whether your agency is a place where they will belong. <a href="https://textio.com/" target="_blank" rel="noopener">Research from Textio</a> and similar linguistic analysis platforms consistently shows that gendered or unnecessarily credential-heavy language reduces applications from underrepresented groups. A role listing fifteen requirements - many of which are preferences rather than genuine prerequisites - will deter qualified candidates who do not see themselves reflected in the language used.
Unstructured, conversational interviews consistently favour candidates with greater social confidence and familiarity with particular cultural norms. Replacing these with structured, competency-based formats removes a significant source of inequity. Our <a href="https://www.dnarecruit.com/news/creating-an-all-star-marketing-team" target="_blank" rel="noopener">approach to building all-star marketing teams</a> applies this principle directly: define the competencies first, then build the process around them.
<h4 class="MsoNormal">How do you write a job description that attracts diverse candidates?</h4>
Separate genuine requirements from preferences, use gender-neutral language throughout, and lead with what the role offers rather than what it demands. Remove degree requirements where the role does not genuinely need one. Describe working culture in specific, behavioural terms rather than vague phrases like "fast-paced" or "high-performance." Include a clear statement of your commitment to equitable recruitment and specify any reasonable adjustments available during the process. Tools such as <a href="https://www.genderdecoder.com/" target="_blank" rel="noopener">Gender Decoder</a> can help identify exclusionary language quickly.
<h2 class="MsoNormal">Fostering an Inclusive Culture: Retention is as Crucial as Recruitment</h2>
Recruiting diverse talent into an environment that does not actively support inclusion is a costly failure. Inclusive culture is built through consistent management behaviour, not annual D&amp;I training sessions. It requires senior leaders who model inclusive decision-making visibly, clear progression pathways that are not dependent on informal sponsorship networks, and psychological safety sufficient for team members to challenge creative direction without professional consequence. Your <a href="https://www.dnarecruit.com/news/employer-branding-never-underestimate-its-importance-" target="_blank" rel="noopener">employer brand</a> communicates this culture to candidates before they ever speak to a recruiter - and in 2026, candidates research agency culture thoroughly before accepting an offer.
<h4 class="MsoNormal">Measuring Success: Metrics for Diversity and Inclusion</h4>
Agencies that are serious about inclusive recruitment track diversity data at every stage of the hiring funnel - application, shortlist, interview, offer, and hire - to identify where underrepresented candidates are dropping out. Beyond hiring metrics, track representation at each seniority level, promotion rates by demographic group, and attrition data segmented by background. Pay gap reporting, even where not legally mandated for your agency size, provides a clear signal of whether equitable progression is actually occurring. The <a href="https://www.gov.uk/guidance/gender-pay-gap-reporting-overview" target="_blank" rel="noopener">UK Government's gender pay gap reporting guidance</a> offers a useful framework for smaller organisations beginning to track this data.
<h4 class="MsoNormal">How to Implement Inclusive Recruitment Strategies in Your Creative Agency</h4>
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 1 Audit your current hiring process end-to-end, mapping every stage from job brief to offer. Identify where subjective judgements are made without a structured framework and document the demographic profile of your current team by seniority level.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 2 Rewrite all active job descriptions using gender-neutral language tools. Remove degree requirements where the role does not genuinely need one and reduce listed criteria to the minimum necessary.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 3 Expand your sourcing channels. Identify three to five organisations, communities, or educational institutions that serve underrepresented creative talent and build active relationships with them.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 4 Introduce structured, competency-based interviews with standardised scoring rubrics for every role. Remove unstructured "culture fit" assessments entirely and replace them with defined behavioural competencies.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 5 Review your onboarding and progression frameworks to ensure underrepresented hires have equitable access to mentorship, high-visibility projects, and promotion criteria. Set measurable targets and review progress quarterly with senior leadership accountability.</li>
</ol>
<h2 class="MsoNormal">Looking for Creative Agency Support?</h2>
DNA Recruit works with businesses just like yours across the Creative Agency sector. Contact our team to discuss how we can support your hiring strategy.
<h2 class="MsoNormal">About the Author</h2>
Ali Wallace is the Founder and CEO of DNA Recruit. For the last 18 years, Ali has been helping agency leaders across marketing, digital, creative, and technology build high-performing teams. He began his career working inside the agency world, which gives him a direct understanding of the pressures agency leaders face when hiring. Connect with Ali on <a href="https://www.linkedin.com/in/aliwallace/" target="_blank" rel="noopener">LinkedIn</a>.
<h2 class="MsoNormal">Frequently Asked Questions</h2>
What are effective strategies for diverse creative hiring?
The most effective strategies combine blind CV screening, structured competency-based interviews, and proactive sourcing from underrepresented communities. Rewrite job descriptions to remove exclusionary language, advertise on platforms that reach diverse candidates, and offer portfolio-based assessments as an alternative to traditional interview formats.
How can agencies reduce bias in their recruitment process?
Agencies reduce bias by introducing structural controls at every decision point: anonymised CVs at screening, standardised scoring rubrics for portfolio reviews, and competency-based interview questions asked in identical order to every candidate.
Why is diversity important in creative teams?
Diverse creative teams produce stronger commercial outcomes because varied lived experiences challenge assumptions during ideation, identify blind spots earlier, and produce work that connects with broader audiences. McKinsey research consistently links ethnic and cultural diversity in leadership to above-average profitability across industries.
Should I work with a specialist recruiter to build a diverse creative team?
Working with a specialist creative agency recruiter accelerates diverse hiring by providing access to talent networks that extend well beyond your existing sourcing channels. A recruiter with genuine sector expertise can challenge your job brief, identify where your process is creating barriers, and present shortlists that reflect a broader range of backgrounds than internal hiring typically produces.

Unlock strategies for inclusive creative agency recruitment. Attract diverse talent, reduce bias, and build high-performing teams. Start optimising your hiring today!

Creative Agency Recruitment: Building Diverse Creative Teams

Building Diverse Creative Teams: Strategies for Inclusive Recruitment in 2026

<h2><span style="font-size: 12.0pt; font-family: 'Aptos',sans-serif; mso-fareast-font-family: Arial; mso-bidi-font-family: Arial; mso-ansi-language: EN-ZA; mso-fareast-language: EN-ZA; mso-bidi-language: AR-SA;">The conversation about AI and talent has changed, and it&rsquo;s good news</h2>
I&rsquo;ve just got back from&nbsp;<a href="https://www.canneslions.com/">Cannes Lions</a>, and I left thinking about something that has nothing to do with sipping ros&eacute; under the scorching sun. 
A year ago, the festival had one story to tell &ndash; all about AI. Every panel, every stage, every conversation on the Croisette came back to the same anxious question: is this the thing that finally replaces us? AI was being sold as the creative itself. The talent in the room was nervous, and you could feel it.
<h4 class="MsoNormal" style="margin-bottom: 10.0pt;">This year felt different. </h4>
AI was everywhere again, but the heavy mood was absent. The industry has stopped asking what AI might do to us and started asking what it&rsquo;s actually for. The phrase I kept hearing was &ldquo;proof of humanity&rdquo;. AI-produced creative work has been put back in its place again. It&rsquo;s not the star of the show, but another layer of technological infrastructure the industry builds on. It&rsquo;s a tool. A very good one at that, but a tool all the same.
Here&rsquo;s the part that stayed with me. The work everyone was talking about, the work that won, wasn&rsquo;t the loudest AI showcase. It was the profoundly human stuff. The ideas with a point of view. The campaigns built on human insight and fresh thinking that no AI model could have reached on its own. The judging reflected it too: the work was being assessed on the quality of the thinking behind it, with the technology treated as scaffolding.
There was a whole strand of the festival about careers, and it told the same story from a different angle. The fear used to be that AI would wipe out jobs, especially the junior ones. The conversation now is about how AI changes what those jobs are. It clears the noise &ndash; the drafting, the variants, the admin that used to swallow whole teams &ndash; so that people are freed up for the work only people can do. The strategic call on which idea is even worth making. The judgement. The taste. The bit that decides whether the work is any good.
<h4 class="MsoNormal" style="margin-bottom: 10.0pt;">So, what are leaders actually looking for now? </h4>
Not someone who can do the things a machine does faster. From my perspective it&rsquo;s the human qualities that matter most. Because it&rsquo;s drive, adaptability, curiosity, and resilience that communicate a point of view worth paying attention to. Those are the differentiators leaders are looking for, even in an AI dominated world.
If you&rsquo;re reading this from inside an agency or a brand, that&rsquo;s genuinely good news. It means the value of a great hire has gone up, not down. When everyone has access to the same clever tools, your edge isn&rsquo;t the technology &ndash; it&rsquo;s the people using it. The strategist who reads the room. The creative leader who knows which idea to kill and which to fight for. The commercial mind who turns a good agency into a growing one. AI takes everyone to the middle. People are how you surpass it. 
This is what we&rsquo;ve always believed at DNA. Talent, creativity, fresh thinking, a bit of uniqueness &ndash; that&rsquo;s not a nice-to-have on top of the technology. It&rsquo;s the whole game. Brands and agencies don&rsquo;t win because they have AI. They win because they have the right people pointing it at the right problems to deliver the right solutions. Getting those people in the building is the most human, and most important, decision a business makes.
Outsourcing this decision to machines and tools is one of the biggest mistakes a business can make. Human judgment and instinct still beat out cold analysis. People are alive and cannot be reduced to data points, that&rsquo;s why we think recruitment deserves the human touch from start to finish. And if you need the talent to drive your business forward, that&rsquo;s exactly what we&rsquo;re here for &ndash; so do get in touch.
<h4 class="MsoNormal" style="margin-bottom: 10.0pt;">Which brings me, rather neatly, to next week.</h4>
We&rsquo;re at <a href="https://www.madfestlondon.com/">MAD//Fest</a>, and this year&rsquo;s theme is The Human Touch. For a talent business, it&rsquo;s hard to imagine a better theme, especially after a week in Cannes. It feels more on the money than ever. We&rsquo;re looking forward to the talks, the speakers, and meeting as many of you as we can.
We&rsquo;re also raising the stakes to deliver our own human touch. As Official Talent Partner, we&rsquo;re bringing back the ever-popular whack-a-mole &ndash; but this year and for the first time, <a href="https://www.dnarecruit.com/news/win-a-hire-at-madfest-2026">we&rsquo;re giving away a completely free hire</a>. One lucky business will walk away with a hire fully sourced, screened and placed, at no cost to them. Give us the brief, and we&rsquo;ll find your person.
Come and find us on the stand, have a go, and let&rsquo;s talk about what the human touch really means for your next hire. After last week, I&rsquo;m more convinced than ever that it&rsquo;s the thing that matters most.
See you there,
Ali Wallace CEO, DNA Recruit

What I learned at Cannes 

By 2026, the most critical skill gaps in creative and marketing teams centre on AI proficiency, advanced data analytics, ethical technology application, and cross-platform content creation. Addressing these gaps proactively - through strategic hiring and structured development - is the difference between teams that lead and teams that fall behind.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">The creative and marketing sector is undergoing a fundamental shift, demanding proficiencies that sit well beyond traditional role definitions.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">AI is not simply a productivity tool - it is reshaping job functions, making data literacy and ethical AI application non-negotiable skills for 2026.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Hybrid skill sets, blending technical capability with interpersonal intelligence, are now the benchmark for high-performing creative professionals.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Proactive investment in upskilling and reskilling is a strategic imperative, not an optional line item in the L&amp;D budget.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Organisations that align their <a href="https://www.dnarecruit.com/news/creating-an-all-star-marketing-team" target="_blank" rel="noopener">all-star marketing team</a> strategy with emerging skill demands will outperform those reacting to gaps after they appear.</li>
</ul>
Skill gaps in creative and marketing teams are widening because the pace of technological change has outstripped the pace of talent development. Automation, generative AI, and shifting consumer behaviour have collectively altered what these roles require. The roles that existed three years ago carry different responsibilities today, and the gap between current capability and future demand is measurable.
Hybrid skillsets and cross-functional understanding are more important now, as role boundaries become fluid. In creative agency recruitment, hiring managers are no longer briefing for single-discipline specialists.
<h2 class="MsoNormal">What seismic shifts are reshaping creative and marketing roles?</h2>
Three forces are driving structural change simultaneously: the mainstreaming of generative AI tools, the fragmentation of consumer attention across platforms, and the growing expectation that creative work contributes to commercial outcomes. Roles that were once purely executional now require strategic and analytical input.
<a href="https://www.gartner.com/en/human-resources/topics/future-of-work" target="_blank" rel="noopener">Gartner's research on the future of work</a> highlights that organisations underestimate the speed at which AI integration changes role requirements. In the creative sector, this plays out as a compression of timelines - what would have taken a team of five can now be prototyped by two, provided those two carry the right technical literacy. The result is a smaller, more capable team model that demands more from each individual hire.
That means the most in-demand creative skills for 2026 combine technical fluency with the kind of human judgement that automation cannot replicate.
<h3 class="MsoNormal">Which creative technology skills are becoming indispensable?</h3>
Demand is increasingly concentrated around motion design, UX prototyping, AI-enabled creative workflows and advanced visualisation skills, rather than traditional static design alone.
Professionals who can work across Figma, Adobe Firefly, and emerging AI-assisted production environments are commanding premium rates because supply has not caught up with demand.
Beyond software literacy, <a href="https://www.dnarecruit.com/news/how-emerging-technologies-are-transforming-creative-fields" target="_blank" rel="noopener">emerging technologies are transforming creative fields</a> at a structural level - changing not just how work is produced, but what constitutes a finished creative asset. Creative technologists operating at the intersection of creativity and code are among the hardest roles to fill. Organisations that identify this gap early and recruit or develop for it gain a measurable production advantage.
<h2 class="MsoNormal">How is AI proficiency transforming creative output and strategy?</h2>
Creatives are no longer expected to be the sole producer; instead, they have to operate as an intelligent director of AI-generated material. Generative tools can produce volume at speed, but they require a skilled human to make it meaningful. Without that human layer, AI-generated creative is generic and commercially ineffective.
The <a href="https://www.dnarecruit.com/news/the-impact-of-ai-on-ux-design-in-2024" target="_blank" rel="noopener">impact of AI on UX design</a> illustrates this clearly. UX professionals who treat AI as a research and prototyping accelerator are producing better outcomes faster. The skill is not in using the tool; it is in knowing when the tool's output serves the user and when it does not. <a href="https://www.nngroup.com/articles/ai-era-critique/" target="_blank" rel="noopener">Nielsen Norman Group</a> affirms that judgement remains firmly human.
<h3 class="MsoNormal">What data literacy and analytical skills do marketers need to master?</h3>
Marketers need to master first-party data strategy, multi-touch attribution, and the ability to construct and interpret A/B testing frameworks without relying entirely on data science support. This requirement is driven by the deprecation of third-party tracking - a shift <a href="https://ico.org.uk/for-organisations/uk-gdpr-guidance-and-resources/" target="_blank" rel="noopener">confirmed by the ICO's UK GDPR guidance</a> - and the increasing complexity of the customer journey across owned, earned, and paid channels. Marketers who cannot read their own data are operationally dependent on other teams.
This is not about becoming a data scientist. It is about being data-literate enough to ask the right questions, challenge outputs, and connect analytical findings to creative decisions. Knowing <a href="https://www.dnarecruit.com/news/what-are-key-skills-required-in-digital-marketing" target="_blank" rel="noopener">what skills are required in digital marketing</a> is the starting point for building that common language between strategists and analysts.
<h3 class="MsoNormal">How can marketing teams use AI for enhanced performance?</h3>
Marketing teams improve performance through AI by applying it to the highest-volume, lowest-judgement tasks first. This frees senior marketers to focus on strategy, positioning, and brand-level decisions that require contextual human intelligence.
Ethical AI application is also non-negotiable. With <a href="https://ico.org.uk/for-organisations/uk-gdpr-guidance-and-resources/artificial-intelligence/guidance-on-ai-and-data-protection/" target="_blank" rel="noopener">UK GDPR and the ICO's AI guidance</a> shaping how customer data can be used in automated systems, marketing teams need professionals who understand both the commercial opportunity and the compliance boundary. This sits at the intersection of marketing, legal, and technology functions - and it is a genuine gap in most teams.
<h3 class="MsoNormal">What training programmes should creative teams prioritise?</h3>
Creative teams should prioritise training in AI tool integration, data storytelling, and cross-platform content strategy - in that order. AI tool integration delivers the fastest productivity return. Data storytelling closes the gap between creative output and commercial accountability. Cross-platform content strategy addresses the fragmentation of consumer attention that is making single-channel creative increasingly ineffective.
Structured learning frameworks work better than ad hoc course access because they create accountability and measurable progression. Platforms such as <a href="https://www.linkedin.com/learning/" target="_blank" rel="noopener">LinkedIn Learning</a> and <a href="https://www.coursera.org/" target="_blank" rel="noopener">Coursera</a> offer structured pathways in AI and data literacy that can be tied directly to live briefs. Professionals learn new tools by applying them to real work, reducing the lag between training investment and performance improvement.
<h3 class="MsoNormal">How can organisations attract and retain future-ready talent?</h3>
Organisations attract future-ready creative and marketing talent by demonstrating a genuine commitment to professional development, offering work that involves emerging technology, and building a culture where experimentation is structurally supported. Salary remains a threshold factor, but top creative professionals weigh learning opportunity and team quality as heavily as compensation when evaluating roles.
Retention follows the same logic. Professionals with hybrid skill sets have options - they stay where they are growing. <a href="https://www.dnarecruit.com/news/employer-branding-never-underestimate-its-importance-" target="_blank" rel="noopener">Employer branding</a> plays a direct role here: organisations that communicate their investment in people, their technology stack, and their creative ambition attract candidates who want to build something, not just fill a seat.
<h2 class="MsoNormal">The Human Element: Soft Skills That Remain Critical</h2>
Technical skills define the floor of what creative and marketing professionals need in 2026. Soft skills define the ceiling of what they can achieve. As AI handles more executional work, the distinctly human capabilities - critical thinking, adaptability, collaborative intelligence, and the ability to build trust with clients and colleagues - become the primary differentiators between good professionals and exceptional ones.
<h3 class="MsoNormal">Why are adaptability and critical thinking more important than ever?</h3>
Adaptability and critical thinking matter more than ever because any specific technical skill now has a shorter shelf life than it did five years ago. A professional who can learn quickly and evaluate new information critically will remain effective across multiple technology cycles. <a href="https://www.weforum.org/reports/the-future-of-jobs-report-2025/" target="_blank" rel="noopener">The World Economic Forum's Future of Jobs Report</a> consistently ranks analytical thinking and creative problem-solving among the most valued skills as automation expands.
The professionals who advance fastest are those who combine technical competence with the confidence to challenge assumptions - their own and their clients'. The <a href="https://www.dnarecruit.com/news/what-are-the-soft-skills-for-a-project-manager" target="_blank" rel="noopener">soft skills that define effective project managers</a> apply equally to creative and marketing leaders managing rapid change.
<h3 class="MsoNormal">How to Future-Proof Your Creative &amp; Marketing Team Against Emerging Skill Gaps</h3>
Closing skill gaps before they become operational problems requires a structured approach. The following steps give hiring managers and talent leads a practical framework for assessing current capability, identifying priority gaps, and building a team ready for 2026 and beyond.
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 1 Audit your current team's skill profile against six capability areas critical for 2026: AI tool proficiency, data literacy, cross-platform content strategy, UX and creative technology, ethical AI application, and adaptive thinking. Map each team member against demonstrated capability - not job title.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 2 Prioritise gaps by commercial impact. Identify which missing skills are already costing you in production speed, campaign performance, or client retention. Rank by urgency and build your development and hiring plan around the top three.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 3 Build a structured upskilling programme tied to live work. Commission training in AI integration and data storytelling first. Assign each participant a live project requiring the new skill within four weeks of training completion.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 4 Define the hybrid profiles you need to hire externally. For capabilities that cannot be developed internally at the speed your business requires - Creative Technologists, AI-literate Strategists, Data-fluent Creatives - write precise role briefs that reflect the hybrid nature of the requirement, not a traditional single-discipline job description.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Step 5 Review your talent acquisition strategy against your 2026 team model. Ensure your employer brand, compensation structure, and development offer are positioned to attract future-ready professionals - not the profiles that were in demand three years ago.</li>
</ol>
<h2 class="MsoNormal">Looking for Creative Agency Support?</h2>
DNA Recruit works with businesses across the Creative Agency sector. Contact our team to discuss how we can support your hiring strategy.
<h2 class="MsoNormal">About the Author</h2>
Ali Wallace is the Founder and CEO of DNA Recruit. For the last 18 years, Ali has been helping agency leaders across marketing, digital, creative, and technology build high-performing teams. He started his career working inside the agency world, which means he understands the commercial pressures, the talent challenges, and what it actually takes to build a team that delivers. Ali built DNA to remove that pressure - connecting the right people, with the right experience, to the organisations that need them most. Connect with Ali on <a href="https://www.linkedin.com/in/aliwallace/" target="_blank" rel="noopener">LinkedIn</a>.
<h2 class="MsoNormal">Frequently Asked Questions</h2>
Which creative skills are most in demand right now?
The most in-demand creative skills in 2026 are AI tool proficiency, motion design, UX prototyping, and cross-platform content strategy. Hybrid profiles - professionals who combine strong craft with technical and analytical capability - are consistently the hardest to source and the most commercially valuable.
How is AI changing creative job requirements?
AI is changing creative job requirements by shifting the professional's role from sole executor to intelligent director of AI-generated output. Creatives now need the judgement to brief, evaluate, and edit AI tools effectively. This makes editorial rigour, brand literacy, and strategic thinking more important, not less.
What training should creative teams prioritise?
Creative teams should prioritise AI tool integration first, followed by data storytelling and cross-platform content strategy. Training is most effective when tied to live briefs rather than standalone courses, connecting new skills to real commercial outcomes and accelerating adoption.
What are the biggest challenges in upskilling marketing teams?
The biggest challenges are the pace of change outstripping training cycles, the difficulty of applying new skills without structured live practice, and resistance from professionals who do not see technical development as part of their role.
How to attract top creative talent in 2026?
<span style="font-size: 12.0pt; line-height: 115%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-ZA; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Attracting top creative talent in 2026 requires a compelling employer brand, a visible commitment to professional development, and roles that involve emerging technology and genuine creative challenge. Hybrid creative professionals consistently prioritise learning opportunity, team quality, and organisational ambition when choosing between competing offers.

Closing the Skill Gap: Essential Creative & Marketing Skills for 2026

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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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