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A recruitment consultant and Director with over 23 years’ experience supporting agencies…
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Rob Dunnill reposted thisRob Dunnill reposted thisOver the past couple of weeks we ran two LinkedIn polls — one aimed at agencies, and one aimed at candidates. The results were interesting, particularly when viewed together. In the first poll, agencies told us what matters most when hiring. The clear winner was quality of candidates, with 78% selecting this over speed, cost or time to manage the process. In the second poll, we asked candidates how they prefer to explore new opportunities. Working with a recruiter came out on top (47%), ahead of applying directly (33%) and LinkedIn job posts (19%). Individually, those results aren’t too surprising. Together, they tell a more meaningful story. Candidates often value: • Better insight into the role and business • Honest conversations about fit • Feedback throughout the process • Access to opportunities that aren’t widely advertised Agencies, meanwhile, are focused on: • Seeing a small number of high-quality candidates • Reducing time reviewing CVs • Improving hiring outcomes • Finding people who genuinely align with their culture and goals When the process works well, a recruiter sits right in the middle - helping candidates better understand opportunities, while ensuring clients only spend time with carefully selected individuals. It’s not about replacing direct applications or referrals. They all have their place. But these results highlight how a well-managed recruitment partnership can help bridge the priorities of both sides. And ultimately, that’s what leads to stronger, longer-term hires.
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Rob Dunnill posted thisLast week I ran a poll asking London agencies what matters most when hiring. The result was clear: Quality of candidates came out well ahead, with 78% of the vote. It’s not surprising. Most agencies don’t struggle with volume, they struggle with finding the right people and that’s where a well-managed recruitment process can make a real difference. When we work closely with clients, the goal isn’t to send lots of CVs, it’s to: 👉 Understand the brief properly 👉 Challenge and refine requirements 👉 Approach the right people (not just active applicants) 👉 Screen thoroughly for experience, motivation and cultural fit The result? Our clients don’t need to review dozens of profiles. They only spend time meeting a small number of carefully selected candidates who genuinely align with the role. This not only improves quality, it also: 👉 Reduces time spent reviewing CVs 👉 Speeds up decision-making 👉 Creates a better candidate experience 👉 Increases the likelihood of a long-term hire In a busy agency environment, that focus can make a meaningful difference. Quality over quantity isn’t just a preference - it’s often the most efficient way to hire.
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Rob Dunnill posted thisThink hiring is on pause in London agencies? Here’s what we’re actually seeing. While employees often only see advertised roles or internal chatter, recruiters often have a very different perspective. From recent conversations across London agencies, a few patterns stand out: 🔵 Hidden demand: Certain roles — particularly midweight Account Handling, Strategy, Project Management, and BD — are quietly in demand even when teams appear frozen. 🔵 Short-term freezes vs. long-term growth: A team may announce a hiring pause, but talent mapping and succession planning often continue behind the scenes. 🔵 Emerging sectors: Retail, hospitality, and experience-led projects are currently driving much of the growth we see in the market. The insight? The market moves in ways employees rarely notice. Understanding these trends early can help you plan, prepare, and act when the right opportunities appear.
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Rob Dunnill shared thisA year ago, I made a simple decision that changed my life: I went to get tested for prostate cancer. Like many men, I almost didn’t go. I felt healthy, I had no obvious symptoms, and it’s easy to put these things off. But I decided to get checked anyway — and that decision quite literally saved my life. My test showed something wasn’t right. Because it was caught early, I was able to start treatment quickly and give myself the best possible chance of recovery. Early detection made all the difference. Prostate cancer is now the most common cancer in men in the UK. The difficult part is that it often develops with little or no symptoms in the early stages. That’s why getting tested is so important. If you’re a man over 50 — or over 45 if you’re at higher risk — please don’t wait for symptoms. Speak to your GP and ask about a PSA blood test. It’s quick, simple, and it could save your life. I’m sharing this because too many men stay silent about their health. We look after our cars, our homes, our families — but often forget to look after ourselves. This experience has changed my perspective, and I’m incredibly grateful to be here. To give something back, I’m also raising money for Prostate Cancer UK, a charity doing incredible work to fund research, improve diagnosis, and support men and their families through prostate cancer. If my story encourages even one man to get tested earlier, it will have been worth sharing. If you’d like to support the cause, donate, or simply help spread awareness, I’d be hugely grateful. Most importantly — if you’re putting off getting checked, please don’t. Early detection saves lives https://lnkd.in/eyXMDQpp #ProstateCancerAwareness #MensHealth #CheckYourself #EarlyDetection #ProstateCancerUK
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Rob Dunnill posted thisNot all agencies are created equal From our conversations with both agency leaders and candidates in London, a few patterns emerge that make one agency truly attractive and another a potential red flag: 🔵 Leadership behaviour matters: Transparent, supportive leaders who communicate clearly create trust and engagement. 🔵 Churn patterns tell a story: High turnover or frequent role reshuffles often indicate structural or cultural issues. 🔵 Client load and portfolio balance: Agencies with well-managed client lists and realistic expectations tend to retain talent longer. 🔵 Growth opportunities: Environments that provide mentoring, skill development, and clear career progression attract the strongest candidates. The takeaway? Matching a candidate to an agency isn’t just about title or salary — it’s about culture, leadership, and environment. If you’re thinking about hiring or making a move, understanding these subtleties can make all the difference.
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Rob Dunnill posted this🔷 One often-overlooked part of a recruiter’s role: raising your agency’s profile. Many candidates we speak to don’t ignore great agencies — they simply don’t know they exist. They might not follow you on LinkedIn. They might not know your client list. They might not realise the type of work you actually do. That’s where a good recruiter comes in 👇 🔹 We tell your story properly Not just what you do, but why you do it, who you work with, and what makes your agency different. 🔹 We provide context candidates can’t find online Culture, leadership style, pace, expectations, growth plans — the things that rarely make it onto a careers page. 🔹 We position opportunity, not just vacancy The best candidates don’t move for a job title. They move for trajectory, challenge and alignment. 🔹 We act as a trusted filter Candidates often ask questions they wouldn’t ask you directly — and honest answers build trust early. 🔹 We widen your reach beyond your immediate network Especially to passive candidates who would never apply but will listen. At Breathe Consulting, we don’t just fill roles — we help agencies be understood by the market they want to hire from. If you’re an agency leader: How clear do you think your story is to people outside your immediate circle?
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Rob Dunnill reposted thisRob Dunnill reposted thisRecruitment, when done well, is a growth tool - not a disruption. From a leadership perspective, people move for clear reasons: progression, challenge, environment and ambition. High-performing agencies that invest in their teams, create clarity around development and lead well, tend to retain talent naturally. That said, stability isn’t the same as stagnation. Creative businesses rely on fresh perspectives. A healthy level of movement brings new thinking, different experiences and energy - all essential for innovation and long-term relevance. This is where recruitment adds real value. Not as a transactional service, but as a strategic partner - helping leaders introduce the right skills at the right moment and helping individuals make considered decisions about their next step. The strongest agencies don’t try to stop movement. They understand it, plan for it, and use it to evolve.
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Rob Dunnill liked thisRob Dunnill liked thisOver the past couple of weeks we ran two LinkedIn polls — one aimed at agencies, and one aimed at candidates. The results were interesting, particularly when viewed together. In the first poll, agencies told us what matters most when hiring. The clear winner was quality of candidates, with 78% selecting this over speed, cost or time to manage the process. In the second poll, we asked candidates how they prefer to explore new opportunities. Working with a recruiter came out on top (47%), ahead of applying directly (33%) and LinkedIn job posts (19%). Individually, those results aren’t too surprising. Together, they tell a more meaningful story. Candidates often value: • Better insight into the role and business • Honest conversations about fit • Feedback throughout the process • Access to opportunities that aren’t widely advertised Agencies, meanwhile, are focused on: • Seeing a small number of high-quality candidates • Reducing time reviewing CVs • Improving hiring outcomes • Finding people who genuinely align with their culture and goals When the process works well, a recruiter sits right in the middle - helping candidates better understand opportunities, while ensuring clients only spend time with carefully selected individuals. It’s not about replacing direct applications or referrals. They all have their place. But these results highlight how a well-managed recruitment partnership can help bridge the priorities of both sides. And ultimately, that’s what leads to stronger, longer-term hires.
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Rob Dunnill liked thisRob Dunnill liked thisI’m back! ⚡️ After a wonderful (but wild) year on maternity leave, I’ve officially returned to the Talent Acquisition team at Anomaly London. ❤️
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Rob Dunnill liked thisRob Dunnill liked this16 years ago I rode my motorbike from London to Beijing. As a planner I’ve always been curious about the world and that expedition changed everything. It opened my eyes to a world that exists beyond our metropolitan bubble and gave me different perspectives on life and how to live it. Now, it’s time to go again, riding home from Bangkok over three months and through a host of new countries. Supported by Initials CX I’ll explore what’s changed in China, the Stans and see what I can learn along the way. The best stuff exists at the edge of your comfort zone. Check on LinkedIn and simonsaysrunaway on Insta to share the adventure. It all starts a week today. Initials CX
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Breathe Consulting Ltd
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