A senior hiring lead and a Yellow & Bloom recruiter in mid-brief inside a UK agency meeting room.

For companies

Senior marketing & advertising hires,
screened for the way the work runs now.

Retained search across six specialisms inside the marketing and advertising industry. A shortlist worth interviewing, each candidate arriving with a written read, all of them screened against the AI fluency the role itself now demands.

Brief us on the role → How we screen

Candidates per shortlist, each with a one-page written read covering fit, fluency and motivation.

Specialisms inside marketing and advertising, covered with reference-led depth.

Consistent point of contact across the engagement, from brief to ninety-day check-in.

What we do

Two engagement shapes.

i. Senior search Director, VP and Head-of roles across the six specialisms, taken retained and single-mandate. The shape that most clients should be running on senior hires by default. £ — POA

ii. Specialist hires Senior individual contributors and managers across biddable, programmatic, ad ops, data, sales and planning, where the role is well-defined and the candidate pool is the hard part. £ — POA

How we work

A short, honest process.

Brief and calibrate

Ninety minutes with the hiring lead before the search starts moving, and a push-back wherever the brief has gone stale or the JD is fighting the role.

ii.

Longlist with Talent 3.0 layer

Around two weeks of reference-led longlisting, with the Talent 3.0 fluency screen running in parallel. You see the shape of the market before any CV lands in your inbox.

iii.

Shortlist worth interviewing

Three candidates presented together, each with a one-page written read covering track record, role fit and Talent 3.0 fluency. No padding, no surprises.

iv.

Process and close

Interviews, references, offer. Compensation, counter-offer and relocation handled inside the engagement, not handed off the moment the offer goes out.

A real ninety-day check-in

A structured conversation with both sides at the ninety-day mark, built into the engagement rather than added as a survey at the end.

The Talent 3.0 screen

A structured conversation, not a checklist.

Around twenty-five minutes per candidate, three questions, and a written read at the end rather than a score. The screen runs on every senior hire Yellow & Bloom puts forward, regardless of specialism or seniority.

Tools in rotation

What is installed, what is daily, what was tried and abandoned. The most useful part of the conversation is usually what got dropped, because it shows where the candidate has formed an actual opinion.

ii.

A workflow rebuild

A specific task the candidate has recently re-engineered with modern tooling in the loop. Before, after, time saved, and what broke along the way.

iii.

Judgement under noise

How the candidate verifies model output, where they refuse to use it, and how their team adopts new tooling around them.

Every shortlist arrives with a one-page Talent 3.0 read per candidate, attached to the rest of the brief.

Engagement model

Retained, and honest about it.

Success fee

Fees set per engagement based on role seniority, scope and market. Discussed inside the brief call rather than published, because the right number sits inside the conversation.

ii.