We find you the best PR, Communications and Marketing Talent to help you grow

Although our head office is in London, we don’t just offer London recruitment or only fill jobs in London. 

We also work with organisations across the UK, as well as those across Europe, North America and APAC. We have experience supporting clients across the United Kingdom from the South-East to Scotland, North America, from California to New York via Austin and Toronto.

We have worked with startups in mainland Europe including Paris, Berlin, Frankfurt, Amsterdam, Milan and Zurich.

We have also partnered with firms across Asia Pacific including in Dubai, Hong Kong and Singapore.

It’s hard to offer definitives around exact timelines without understanding more information specific to your search as there are a number of factors we can’t control (people’s diaries being one of them!).

However, 6 weeks is a good rule of thumb to allow for the entire recruitment process of finding your ideal marketing professional.

This allows 1 week for us to do a good search to find and vet the best candidates for the role as we are always actively search against the brief to ensure best fit versus those CVs we just have to hand. 

Typically, an interview process will then run over 3-4 weeks depending on number of stages – we would advise keeping this as compact and efficient as possible, so we’re happy to be flexible and work to tighter time frames.

Finally, around a week from job offer to acceptance with a buffer for contracts and referencing. 

We are able to and are experienced in working across all levels from entry level to senior positions like C-Suite, across all marketing disciplines, but we find we are able to deliver the most value to our partners when they are looking to hire candidates with experience.

We do work with graduates and entry level candidates trying to develop their skill and help them get into the sector.

We are always happy to empower them with a platform and make time to help with career advice, interview tips and opportunities to get into the workforce, given we feel we have an important role to play as part of the PR, Communications and Marketing industry. 

However, we find it better to open up our networks in the industry, shortlist and then invite candidates to apply on a case by case basis in this endeavour, versus charging our partners a fee as a successful placement is harder to guarantee at this level. 

However, inclusion is important to us. We want to focus on helping a diverse talent pool of entry level candidates access opportunities instead of our fee being a barrier. 

We are always happy to discuss how best we can help, however, so get in touch and if it’s not a solution we can provide in house we’ll be sure to point you in the right direction. 

Simply put our process is Scope, Search, Engage, Interview and Offer but a little more detail on each of these aspects of our service can be found on OUR PROCESS page.

Beyond this, a number of our clients rely on our support for onboarding and beyond, which we are always happy to assist with throughout the process and afterwards, however we also understand some businesses have fairly tried and tested processes here. 

Like most recruiters, our fees are charged as a percentage of the first years’ compensation of the successful hire; however, the exact structure depends on several factors.

Given we work across a swathe of clients of differing sizes and shapes, industries and locations as well as distinct volume requirements, we understand that there isn’t one size fits all.

As talent specialists, we endeavour to be solutions orientated and design partnership terms based on each individual client for the best client experience.

Our MO is to establish long lasting partnerships with the businesses we work with and be seen as their trusted marketing recruitment experts, so charging the highest fee possible at every juncture is not in our nature. 

We work with our partners to ensure that our services are value-add rather than painful expenses and provide a long-term solution to talent challenges.

The fact is we offer all of the above; Contingent search (success based fee model); Retained search (strategic tailored search with an upfront commitment fee); and Exec search (specific to senior and strategic hires for very narrow talent pools) and all have merits, but the truth is that without information as to your specific needs and requirements, and therefore the talent pool in question, it is hard to say which approach may be best for your business.

What we can say however, being MarComms specialists and industry experts, is that in our experience an iterative or contingent search model tends to be effective in around 70% of cases, particularly where exclusivity is agreed.

As ever, there isn’t one size fits all and so we endeavour to be adaptive to each client’s needs and priorities, to improve the strategy to one that is most likely to secure an efficient successful outcome. 

We generally provide staffing solutions for full-time, part-time and permanent roles where we see best results, rather than recruiting for temporary, interim or freelance roles.

What sets us apart from your typical UK recruiters is our experienced team of specialist recruitment consultants have deep market knowledge of the sectors we specialise in, including finance, tech, digital, startups and high growth.

We know the importance of understanding the latest professional trends, requirements, salary guides (see our 2023 London salary guide here), qualifications and qualities required in an individual to have a long and prosperous career in your company. 

The result is a perfect match for your business and a hire who is ready to hit the ground running in your workplace to help achieve the growth it deserves.

This makes us a leading recruitment partner for your startup. Thanks to our expertise and diligence, we’re efficient and tirelessly seek the best candidate to fill your job role. We don’t stop until we help you make a successful hire.

Diversity, equity, and inclusion (DE&I) is a topic that has consistently been discussed and pontificated around, but is still seen by some as a tick box exercise and has made little progress despite the noise.

At Sapio, we realise we have a key role to play in changing that and we actively work to increase DE&I in our sector by influencing some key areas.

Please see our DE&I page to find out how we’re helping to foster inclusive cultures that facilitate the success of ALL employees and businesses.