Posts Tagged ‘broadcast jobs’


Sunday, January 5th, 2014

by Samantha Judd


I love the term headhunter.   It is a homonym and any type of wordplay always appeals to me. Linguistics aside; the idea that a word that has the same sound and spelling but a different meaning depending on how and when it is used;  is idiosyncratic and playful.  So what does the term actually mean if you are a job seeker and what characterises a headhunter?    Here are a few tips on how to work with our industry to maximise your career chances in 2014.

Headhunter is actually a synonym for recruiter and the majority of the London job market operates in both activities, hand in glove.  You should expect to be called by headhunters and whilst this may not be the moment you are looking to move jobs you should treat the call courteously and make a note of contact details should the caller inspire confidence.

In the UK at this very moment, many of the working population are thinking of their recently made resolutions and for many, this will include finding a new job and/or improving their career prospects in the forthcoming year.

HR Review has reported that nearly half of British workers are considering a job move in 2014 and three quarters of London firms have plans to expand in 2014.  This kind of feedback means that the CIPD prediction that 2014 could be a “jobs machine” looks like a very likely outcome.

Dream jobs however don’t just find you, but good recruiters will, so whilst gearing yourself up for a career change this year consider some of the factors that will help us help you.

In professional services markets; recruiters act as headhunters and headhunters act as recruiters.  You should understand this as you will need to know who you need to reach out to before starting your search.   Headhunting is part of a recruiters’ armoury of skills and you need to ensure you are on our call list by making yourself visible so we can hunt that head.  Otherwise the call may not come.

Recruiters get excited by dream candidates and want to find you the dream job.   So as well waiting for us to find and headhunt you, research recruiters whom you think will help you.

- Consider the reputations of the firms you are contacting

- Find a specialist recruiter in the reputable firms who knows and understands your target market.

- Ask to be referred and recommended to recruiters by trusted friends and colleagues and ask them why they would recommend that recruiter.

- Be prepared to be open, cooperative and honest with your recruiter.  They need to understand all the key drivers of your job search.  They have specific profiles given to them by hiring managers and they want to ensure they represent you fully and professionally.

Any job search is specific and distinct and great recruiters will be looking for individuals.  We will be at networking events, trade shows and conferences.  We will also be negotiating with online media agencies and publications to ensure our ads and searches produce the specific candidates that our clients are looking for.  We work with social media experts who advise us on keywords, Boolean search techniques and Google analytics.  We use LinkedIn and Facebook in a way that the majority of subscribers did not know it could be used and we are out there talking to people.  All day, every day.  You probably noticed.  Actually, we are also listening because this is what helps us understand how we can work with you to land your dream job.

All of the listening means we know about headcount before the approval is signed, we are told about expansion so that we can start to plan our recruitment strategy.  We advise you about how certain firms need CVs and cover letters to be submitted.  We advise on your social media presence, how to highlight skills and why they are important to roles, we proof read your presentations and give feedback on them and we help you prepare for interview and to understand what to expect so that the experience is controlled and managed.

The fact that great recruiters are in touch with the market is the true reason why there is no tangible difference between the terms headhunters and recruiters.  We charge differently sometimes but most recruiters have experience in Client Paid Advertising and Retainers and most Headhunters will have placed someone on a contingency fee.

If you are considering a career change in 2014 consider the idiosyncratic; you can be sure we are.




Meet Bobby : Affiliate Sales Manager TV Industry

Wednesday, October 2nd, 2013


This week we interview an Affiliate Sales Manager in the broadcast sector.

Bobby is responsible for the development of international new business opportunities for an International Entertainment Network of digital television channels within the Satellite, Cable, IPTV, Closed Network and Mobile industries, with particular emphasis on pan-European and African linear carriage


  • Why is your role important to the business?

This role is key in any media studio looking to expand their TV offerings internationally. Affiliate deals expand the footprint of the company globally and widen the distribution and audience numbers for that particular channel or content.

How long have you been doing what you have been doing?

I have been doing affiliate sales for over 4 years now, I have been doing sales generally for the last 10 years.

  • How did you get into this : what did you do before?

I worked for, I was a London Key Account Sales Manager. My role was to develop and maintain client growth, customer acquisition, turnover and profit expectations ensuring company targets & deadlines were met. This was done by conducting accurate and effective business building reviews, presenting new product offerings and negotiating service requirements.

This role whetted my appetite for face to face high level business discussions/sales and led me into media.

  • What was the interview process like to get this position, or how did you start your career in this sector?

I was always interested in media, especially new media – so when I was approached with the role for my  current employer I grabbed the opportunity. It was a lengthy interview process which involved meeting directors and also doing presentations at a high level. This was an important insight into the role I was walking into.

  • What tips would you give someone who was interviewing in your company?

Be confident, concise and have a good knowledge of the company and your role. Another key point is remember an interview may be the only chance you have to sell yourself to the company so as well as following the structure of answering questions and saying the right things, if you need to go off track to emphasise a point of why you are the best person for the role, grasp that opportunity, you may not get another.

  • What aspects of your role do you enjoy the most?

I enjoy the travel aspect of my role and having face to face business discussions which vary from country to country. Also the feeling when you have made a sale which you know will impact the business in a positive way and your revenues/targets also is fantastic!

  • What are the challenges faced in the role?

Saturated market in some territories, cost, and of course competition.

  • What 3 adjectives would you use to describe the type of person/ skills needed in your job?

Motivated, Entrepreneurial and Persistent

  • What is the highlight of your career to date?

Making my employer the most widely distributed South Asian TV channel in the UK and Europe.

  • What is the most valuable lesson you have learnt in your career so far?

 To be patient, persistent and focus on the end goal as opposed to trying to focus on the short term target.

  •  What are your predictions on how your role will evolve in the next 5 years?

It will evolve from being very linear based to being very much content based and focusing much more on the new media technologies and the different methods of consuming content. 

  • What advice would you give to someone who wants to get into your sector?

Build relationships, be patient in your approach to selling and find opportunities in places you would not normally consider

              What do you do in your spare time, when you aren’t working?

 I enjoy running, I am captain of my local Sunday league football team and I enjoy travelling and exploring the world.


Attractions of the London Job Market

Thursday, May 30th, 2013

Many ambitious graduates believe that working in the London job market is the only way they will be able to realise their career ambitions,  as London offers the chance to progress far more quickly than they would in their local hometown.

Over an incredible 89% of our database comprises of candidates who have moved to London to find work at some point in their career. Why is that?

London’s importance of being a centre for international trade and development is supported by the fact that there are representatives of every industry residing in this metropolitan City. Primarily known for its Banking & Financial services offering (London has more banks than any other city in the world – over 480 overseas banks) it is also host to Media Agencies and Owners, blue chip Consultancies, Technology specialists as well as being the host to several EU organizations. The list is endless and the amount of choice and competition means that there are some fantastic opportunities to progress your career at a pace which isn’t seen in the majority of other cities.

This competitive spirit means that many firms have elected London as their European and sometimes global head Office, so they have local access to the talent they need to help them keep ahead of their competitors.  In addition, London is a major centre of higher education teaching and research. Its 43 universities generate the largest concentration of higher education in Europe and attract many individuals who seek to further their education with postgraduate studies and professional qualifications. Once these people are qualified they may have already “settled” into London living and therefore may wish to stay in the city to look for work.

Furthermore, we can’t ignore the explosive growth of the tech scene. The city has even created  its own “Silicon valley” in East London, to ensure it’s ability to attract and keep the best entrepreneurs and innovators who aspire to create  global tech brands. This will create more jobs and hopefully attract the best tech talent on this side of the globe.  Our recruiters have  personally witnessed an incredible number of digital job opportunities being offered in London, with firms seeking strong tech and digital skills.

There is no sign of this slowing down, by any means.

Working in London can be frantic, the pace and hours of work can be challenging and the commuting is difficult if you are not used to being in crowded confined spaces in rush hour, for example.  However this is completely outweighed by the wonderful diversity of history and culture that the city has to offer.   People in London are generally friendly and open to diversity so it can be much easier to “fit in” to the London lifestyle if you come from another country or city. London offers a greater opportunity to work with languages as a result of the large number of international businesses who are based here.

Although living costs are much higher than the majority of UK and European cities, salaries are also higher. As a result a large proportion of the London job market is represented by people who live in the outer regions or Home Counties where living costs are considerably lower and although their earnings may be lower than their Managers or Directors, their London income allows them to afford very comfortable accommodation.

Salary changes in the Broadcast landscape

Monday, April 29th, 2013

 Salary changes in the Broadcast Landscape  by Tracey Newton

A recent review of pay structure within the TV industry over the past 2 years, showed a steady increase in salaries for operational roles, particularly for Presentation Schedulers.

The demand for skilled schedulers has increased  as people who have worked as schedulers move onto programming planning or another area within TV after a few years. 

The more senior roles in presentation are generally recruited internally, as there are always people ready to move up the career ladder, which means channels are always looking to recruit at the more junior/middle levels.

University degrees now include modules on scheduling in TV so people are now able to learn about this role rather than having to rely on finding out about it through practical work experience.

More and more people have got into scheduling now, and as a result competition for work in this area is stronger. There has also been a remarkable increase in demand for language skills in scheduling – where the communication between local offices and the presentation teams are so important.  This is great for all multilingual schedulers  as having both language skills and presentation scheduling experience means you are very attractive to many of the international broadcasters.

Salaries have also risen over the last 2 years , the average salary now for an experience Scheduler is now £27,000-£28,000, whereas 24 months ago it was around the £25,000- £26,000 mark.

Post Production roles have stayed fairly static, with maybe a slight downturn in salaries – because the Post Houses and Agencies are all in tight competition and the demand for talent is generally based on winning new projects. Salary ranges have been fairly consistent

e.g. Post Producers  are paid between  £30,000 -£35,000 , Editors £40,000, Reversioning Producers  £30,000 – £35,000, MCR £21,000 – £23,000

We have, however, seen an increase in freelancer rates particular for Editors and Post Producers, as these are always in demand and range between – £200-£250 per day for an Editor and £200 – £250 per day for a Post Producer.  

Broadcast Salaries in general have not hugely changed, however the reduction in number of job roles has. This is because most of the bigger multi-channels are struggling to get authorisation for new head count and their recruitment is focussed on replacement roles to cover leavers/secondments or mat covers etc .  In addition many major TV networks have restructured and relocated some departments to local countries which has also had an added impact on the availability of roles in London.

Because of the downturn in permanent roles available we have seen a 25% increase in the number of Fixed term contracts on offer. As a result organisations have to be able to offer more flexibility/attractive salaries in some cases, to entice candidates to take the plunge and move from permanent work  to fixed term roles. In most cases, candidates are open to consider this change, provided the opportunity is good and career development is offered.

Preparing a Cover Letter

Tuesday, February 12th, 2013


Preparing a cover letter for a job application requires a lot of thought and can more than often be the ticket to a successful job application.

By now you should  have your cv ready with a very clear and impactful profile. The next stage is to write a cover letter which allows you to show your DNA and match your skills and background to the requirements of the role you are applying to. It should be concise, clear and the words you to choose to describe yourself should be relevant.

We’ve been recruiting for  some amazing clients within the broadcast / tv industry, within media and marketing consultancies, market research, insight, analysis, for international organizations and professional services firms including investment banks.  One thing that our clients tell us is that the London job market is extremely competitive and a good cover letter brings your profile to life. This might be the last opportunity to secure that interview and make your application stand out from the crowd.

A cover letter should explain the reasons for applying to the job, and explain the current circumstances which have led you to apply for a new role. Relevant work experience, for example working with a specific industry sector, or working on a certain type of project, should be discussed, including any particular achievements and successes.

In addition, the cover letter should explain any anomalies, any major gaps or even a change in career direction, and in the latter circumstance there should be evidence to explain the reasons for this change and the attraction to the new career.

This is also an opportunity to show what you know about the client, the industry, the job and to highlight why you feel you match the client perfectly, what you could bring to the table and why you would be a successful hire for their business.  

Your recruitment consultant should be able to help you with this, and explain to you what is most important and relevant to your job search. Sometimes this isn’t always clear and from experience, if we are not sure about a candidates commitment at boyce, we will ask them to make a note of why they are specifically interested in that sector and how they match the requirements. This is also a good prep for interview as it is always best to consider all of the above when applying for a new job.

Good luck !