Hiring in Media

• Editorial

  Journalists, editors and editorial leads.

  Reporters and staff writers · Section editors · Executive editors and editors-in-chief · Newsletter editors

• Production

  Video, audio and live producers.

  Video producers · Podcast producers · Executive producers · Live producers

• Digital media

  Digital publishing, SEO and platforms.

  Digital editors · Platforms editors · SEO editors · Video editors for social

• Audience growth

  Audience, subscriptions and community.

  Audience development managers · Subscriptions managers · Community leads · Newsletter growth managers

• Partnerships & monetisation

  Ad sales, sponsorships and licensing.

  Ad sales managers · Sponsorship leads · Licensing managers · Talent partnerships

• Creative operations

  Production management and creative ops.

  Producers · Project managers · Rights & clearances specialists · Post-production supervisors

• Format and craft fit

  Editorial, video, audio, social and live formats each require distinct craft evidence. The rubric captures the formats actually produced and the audiences reached.

• Revenue-model context

  Advertising, subscriptions, licensing and creator commerce reward different signal. Revenue model is captured in intake so shortlists reflect it.

• Audience and distribution

  Owned platforms, third-party platforms and syndication all shape the role differently. Distribution surface is captured as a filter, not a keyword search.

• Creative operations is a discipline

  Production planning, budget, rights and post-production are their own craft — scored separately from editorial and production.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For media, these are the signals that carry weight:

• Format and craft rubric per role
• Revenue model captured in intake
• Distribution surface as a first-class filter

• Journalism qualifications where applicable
• Broadcast union credentials where applicable

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.