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Andy Dobbs
,
Belsize Park, United Kingdom
Experience
Other titles
Skills
I'm offering
The path of the righteous man is beset on all sides by the inequities of the selfish and the tyranny of evil men. Blessed is he who, in the name of charity and good will, shepherds the weak through the valley of darkness, for he is truly his brother's keeper and the finder of lost children.
Language
English
Fluently
Ready for
Larger project
Ongoing relation / part-time
Available
My experience
2017 - ?
job
Talent Acquisition Director (EMEA)
Essence.
Hired to run all hiring and talent operations for Essence in EMEA- an 1100-man media agency,
part of Group M (WPP), managing $3Billion worth of online media for Google and BT (amongst others)
● Hired to completely rework interview and hiring process for the agency, with a mission to
deliver against four key metrics: Drive increased quality of hire, increased volume of hires, reduced cost of hire and reduced time to hire. Under my tenure:
1. Time to hire reduced from 57 days (average) to 21 days (below industry average)
2. Volume of hires increased by over 100% versus 2016 (155 perm hires made under my tenure, versus 75 in the previous year 2016)
3. Moved agency away from dependancy on 3rd party recruiters- 80% of all hires made
direct, resulting in huge savings on cost per hire.
● Beginning with a team of 2 (Talent Director and Co-ordinator), succesfully grew and managed a team of 5 high-performing Talent Managers
● Vastly improved the impression of 'Recruitment' within Essence- through delivery and
consultation with senior team and the board, I was able to not only deliver against the four key metrics, but vastly improve the relationship between recruitment and the wider
business- thus driving efficiency, and significantly improving our employer brand (EVP) in the market.
● Oversaw the design of EMERGE- a program to reimagine our entry-level hiring process-
with a focus on Social Mobility and Diversity hiring- worked with the Lord Mayors Fund, the Apprenticeships Levy, the IPA and youth outreach programmes to attract and hire
diverse, socially-representative talent, regardless of social or economic background
● Played a key role in the integration and on-boarding of 140 staff from Maxus, our sister
agency within Group M, integrating systems and processes, as well as interview
technique and hiring behaviours.
● Lead role in our expansion in the MENA region and across EMEA- built leadership teams
for new Essence offices in both Dubai and Dusseldorf
● Played a key role in the organisational design (and hiring of the core team) for a
completely new area of the business- Creative and Digital Tech.
● Representation of Essence at events and industry roundtables- Acting as not only an
advocate of the agency, but for the evolving discipline of in-house talent management.
part of Group M (WPP), managing $3Billion worth of online media for Google and BT (amongst others)
● Hired to completely rework interview and hiring process for the agency, with a mission to
deliver against four key metrics: Drive increased quality of hire, increased volume of hires, reduced cost of hire and reduced time to hire. Under my tenure:
1. Time to hire reduced from 57 days (average) to 21 days (below industry average)
2. Volume of hires increased by over 100% versus 2016 (155 perm hires made under my tenure, versus 75 in the previous year 2016)
3. Moved agency away from dependancy on 3rd party recruiters- 80% of all hires made
direct, resulting in huge savings on cost per hire.
● Beginning with a team of 2 (Talent Director and Co-ordinator), succesfully grew and managed a team of 5 high-performing Talent Managers
● Vastly improved the impression of 'Recruitment' within Essence- through delivery and
consultation with senior team and the board, I was able to not only deliver against the four key metrics, but vastly improve the relationship between recruitment and the wider
business- thus driving efficiency, and significantly improving our employer brand (EVP) in the market.
● Oversaw the design of EMERGE- a program to reimagine our entry-level hiring process-
with a focus on Social Mobility and Diversity hiring- worked with the Lord Mayors Fund, the Apprenticeships Levy, the IPA and youth outreach programmes to attract and hire
diverse, socially-representative talent, regardless of social or economic background
● Played a key role in the integration and on-boarding of 140 staff from Maxus, our sister
agency within Group M, integrating systems and processes, as well as interview
technique and hiring behaviours.
● Lead role in our expansion in the MENA region and across EMEA- built leadership teams
for new Essence offices in both Dubai and Dusseldorf
● Played a key role in the organisational design (and hiring of the core team) for a
completely new area of the business- Creative and Digital Tech.
● Representation of Essence at events and industry roundtables- Acting as not only an
advocate of the agency, but for the evolving discipline of in-house talent management.
Design, Operations, Interview, Leadership, Management, Talent acquisition, Integration, Recruitment, Google, Online, Performing, Social, Processes
2016 - 2016
temp
Talent Director
Yubl.
Contracted to run all hiring and talent operations for tech start-up Yubl- a next
generation mobile messaging tool, social network and content platform aimed at millennials
● Working with the exec team to define and implement talent and hiring strategies and recruitment projects.
● Overseeing headcount growth from 30- 90 staff. Managing all hiring from entry-level to CXO
● Defining team structures and management hierarchy.
● Rolling out of all basic HR processes and documentation, including the selection and implementation of HR management and recruitment software
● Development and rollout of appraisals, benefits and employee support systems and policies
generation mobile messaging tool, social network and content platform aimed at millennials
● Working with the exec team to define and implement talent and hiring strategies and recruitment projects.
● Overseeing headcount growth from 30- 90 staff. Managing all hiring from entry-level to CXO
● Defining team structures and management hierarchy.
● Rolling out of all basic HR processes and documentation, including the selection and implementation of HR management and recruitment software
● Development and rollout of appraisals, benefits and employee support systems and policies
Operations, Management, Content, Recruitment, Network, Growth, Implementation, Support, Development, Software, Social, Processes, UP, Basic
2015 - 2016
temp
Talent Acquisition Manager
Zone.
● Contract to review current approach/systems for running permanent recruitment for this
200-man digital/content marketing agency. Responsible for hiring across London, Bristol
and International (European) offices
● Overseeing all permanent, and in the last three months, all freelance recruitment,
process review and development, and creating a defined process for ongoing talent
management for the agency.
● In six months have taken the agency from a 70/30 split in favour of Recruiter hires vs.
Direct, to a 70/30 split in favour of direct sourcing
● Review and compilation of a new supplier PSL
● In excess of £200k saved in potential recruiter fees on permanent hiring alone.
200-man digital/content marketing agency. Responsible for hiring across London, Bristol
and International (European) offices
● Overseeing all permanent, and in the last three months, all freelance recruitment,
process review and development, and creating a defined process for ongoing talent
management for the agency.
● In six months have taken the agency from a 70/30 split in favour of Recruiter hires vs.
Direct, to a 70/30 split in favour of direct sourcing
● Review and compilation of a new supplier PSL
● In excess of £200k saved in potential recruiter fees on permanent hiring alone.
Marketing, Content marketing, Management, Talent acquisition, Recruiter, Sourcing, Content, Recruitment, Development, International, Manager
2014 - 2015
temp
Agency Partner
YunoJuno.
Headhunted by YunoJuno- an online freelancer community and resourcing tool, designed to change the freelance recruitment model in London by removing recruiters and creating a curated
network of freelancers and creative agencies
● Tasked with driving the adoption of YJ by the creative agency community. Leveraging
existing network of client agencies and freelancers to drive volume and revenue to YJ
● Working with clients in a consultancy capacity, working to change internal systems and recruiting/hiring behaviours- driving agencies from an external recruiter/supplier model
to use of YJ as a direct resourcing tool
● Working with both senior clients (Board/CXO level) and end users (Traffic, Creative Resource and Delivery teams) to tailor YJ product/service proposition to meet and solve
business problems (problems such as: hiring spend, efficiency, varying quality, time shortages etc.)
● Working closely with internal UX, Development and product design teams to ensure client
feedback is factored into the iteration and development of the YJ product
● Working with YJ founders and Investors to drive business growth, revenue and to build
an effective team across Service and Sales departments within YJ- Monthly turnover
increased by 10x during my tenure
network of freelancers and creative agencies
● Tasked with driving the adoption of YJ by the creative agency community. Leveraging
existing network of client agencies and freelancers to drive volume and revenue to YJ
● Working with clients in a consultancy capacity, working to change internal systems and recruiting/hiring behaviours- driving agencies from an external recruiter/supplier model
to use of YJ as a direct resourcing tool
● Working with both senior clients (Board/CXO level) and end users (Traffic, Creative Resource and Delivery teams) to tailor YJ product/service proposition to meet and solve
business problems (problems such as: hiring spend, efficiency, varying quality, time shortages etc.)
● Working closely with internal UX, Development and product design teams to ensure client
feedback is factored into the iteration and development of the YJ product
● Working with YJ founders and Investors to drive business growth, revenue and to build
an effective team across Service and Sales departments within YJ- Monthly turnover
increased by 10x during my tenure
Design, Product Design, UX, Sales, Service, Recruiter, Recruitment, Network, Growth, Community, Development, Online
2012 - 2014
temp
Talent Manager
Exposure.
Headhunted to run all talent attraction and acquisition for Exposure, a 200-man integrated
communications agency, including international offices (US) and group companies (The Gild, Three Sixty Comms and Beauty Seen PR)
● Tasked with the development, delivery and implementation of a group wide Recruitment
Strategy
● Execute a direct hiring model through networking and headhunting techniques (saved £50k worth of recruitment fees within first 2 months)
● Complete review of existing suppliers and composition of PSL
● Identify and engage emerging and senior talent for Exposure, across all core disciplines
(Brand/Advertising, Planning, Creative, Experiential, Digital and PR)
● Work with the board to develop Employer Brand, through development of a robust
interview process (including internal interview training at board-level) and the implementation of a talent strategy
● Develop a graduate and internship scheme for the Exposure group, across Creative and PR
communications agency, including international offices (US) and group companies (The Gild, Three Sixty Comms and Beauty Seen PR)
● Tasked with the development, delivery and implementation of a group wide Recruitment
Strategy
● Execute a direct hiring model through networking and headhunting techniques (saved £50k worth of recruitment fees within first 2 months)
● Complete review of existing suppliers and composition of PSL
● Identify and engage emerging and senior talent for Exposure, across all core disciplines
(Brand/Advertising, Planning, Creative, Experiential, Digital and PR)
● Work with the board to develop Employer Brand, through development of a robust
interview process (including internal interview training at board-level) and the implementation of a talent strategy
● Develop a graduate and internship scheme for the Exposure group, across Creative and PR
Advertising, Networking, Training, Interview, Pr, Recruitment, Implementation, Development, Headhunting, International, Manager, Internship
2010 - 2012
job
Talent Strategist
The Talent Business.
Headhunted to join The Talent Business, tasked with building a practice within the disciplines of Project Management, User- Experience, Creative Technology, Operations and Delivery.
• Working with global Advertising and Marketing agencies looking to grow their digital
capability, providing Talent at all levels within the aforementioned areas.
• Building a network of candidates within the aforementioned disciplines, and the subsequent successful talent/relationship/expectation management of that network
• Working on both retained headhunting and contingency assignments, on both a
domestic and global level, from CXO level through to midweight hires (from £200k per
annum to £40k per annum salaries)
• Building the reputation of the Talent Business within a completely new area for the business.
• Working with senior client stakeholders to create job specs, define structure of agency
Delivery/Technology teams and identify talent hiring requirements
• Public speaking and representation of the Talent Business at industry events, forums,
workshops and seminars. During my time at The Talent Business I have been asked to
speak at the IPA on the "Future of Creative Services"
• Working with international offices to conduct Global talent searches within my
disciplines- working extensively with the US and APAC offices.
• Assisting US clients in identifying and establishing start-up management teams within
London offices.
• Working with global Advertising and Marketing agencies looking to grow their digital
capability, providing Talent at all levels within the aforementioned areas.
• Building a network of candidates within the aforementioned disciplines, and the subsequent successful talent/relationship/expectation management of that network
• Working on both retained headhunting and contingency assignments, on both a
domestic and global level, from CXO level through to midweight hires (from £200k per
annum to £40k per annum salaries)
• Building the reputation of the Talent Business within a completely new area for the business.
• Working with senior client stakeholders to create job specs, define structure of agency
Delivery/Technology teams and identify talent hiring requirements
• Public speaking and representation of the Talent Business at industry events, forums,
workshops and seminars. During my time at The Talent Business I have been asked to
speak at the IPA on the "Future of Creative Services"
• Working with international offices to conduct Global talent searches within my
disciplines- working extensively with the US and APAC offices.
• Assisting US clients in identifying and establishing start-up management teams within
London offices.
Marketing, Project Management, Advertising, Operations, Management, Technology, Network, Public speaking, Workshops, Headhunting, International, UP
2009 - 2010
job
Digital Recruiter - Source
unknown.
Joined the biggest competitor of my previous employer to run a "dual-desk" (freelance and permanent hiring) within the digital creative space.
• Sourcing, screening, selection and recruitment of candidates working within the digital
creative space.
• Building long-term, involved relationships with London-based creative agencies and client-side digital media companies, from CEO /Creative Director-level to Studio
management.
• Face to face, competency-based interviewing and technical screening of both freelance
and permanent candidates.
• Undertook extensive training in the legal implications of recruitment, including close
examination of Employment codes of conduct and IR35 regulations, particularly with regards to freelance and Ltd. Company contracting
• Running regular training seminars on recruiting techniques, ranging from Boolean
searching to new technical innovations, social networking and strategic business
development
• Contribute to company direction at a strategic level, helping to recruit and grow an
internal team of new Consultants.
• Sourcing, screening, selection and recruitment of candidates working within the digital
creative space.
• Building long-term, involved relationships with London-based creative agencies and client-side digital media companies, from CEO /Creative Director-level to Studio
management.
• Face to face, competency-based interviewing and technical screening of both freelance
and permanent candidates.
• Undertook extensive training in the legal implications of recruitment, including close
examination of Employment codes of conduct and IR35 regulations, particularly with regards to freelance and Ltd. Company contracting
• Running regular training seminars on recruiting techniques, ranging from Boolean
searching to new technical innovations, social networking and strategic business
development
• Contribute to company direction at a strategic level, helping to recruit and grow an
internal team of new Consultants.
Networking, Training, Management, Recruiter, Sourcing, Recruitment, Ceo, Development, Direction, Social
2008 - 2009
freelance
Digital Creative Consultant
Purple Consultancy.
Initially hired to run a desk with a pure specialism in the "Digital Creative" space.
• Hired to build/run a specialist digital creative desk, working purely with digital creative
candidates across Design, Concept and Creative Direction
• Providing high quality creative professionals to NMA Top 100 Digital Advertising, Web
Design and Creative Agencies.
• Pitching, presenting and negotiating with existing/prospective clients face to face to secure business, exclusivity and client buy-in.
• Developing a deep understanding of the nuances of the digital advertising marketplace-
utilizing social events, award ceremonies and round table seminars to develop strong
working relationships with advertising professionals.
• Utilising intimate knowledge of clients businesses to make matches between prospective
candidate portfolios and potential next employers.
• Hired to build/run a specialist digital creative desk, working purely with digital creative
candidates across Design, Concept and Creative Direction
• Providing high quality creative professionals to NMA Top 100 Digital Advertising, Web
Design and Creative Agencies.
• Pitching, presenting and negotiating with existing/prospective clients face to face to secure business, exclusivity and client buy-in.
• Developing a deep understanding of the nuances of the digital advertising marketplace-
utilizing social events, award ceremonies and round table seminars to develop strong
working relationships with advertising professionals.
• Utilising intimate knowledge of clients businesses to make matches between prospective
candidate portfolios and potential next employers.
Design, Advertising, Creative direction, Creative consultant, Presenting, Pitching, Web, Direction, Social
2004 - 2007
job
Head of New Media
Idealpeople.
Joined the core team of a start-up technology recruitment business as 4th employee, and helped
grow the agency to 20 consultants over 3 years
● Successfully built from scratch a client base in the digital marketing space, dealing with start-up, SME and Blue-Chip/Multinational clients.
● Generation of high quality candidates, utilizing jobsite "Boolean Search" methodologies,
online/offline advertising, internal database interrogation, Google-hacking, Online
networking (Linked In / Facebook/ Online Forums), Referrals, Headhunting/ Passive
candidate attraction.
● Developed excellent technical/market awareness, in order to establish credibility with client audiences.
● Using client meetings to develop an in-depth understanding of client's business, roles
and recruitment brand, in order to communicate this effectively to candidates
● Working with clients to develop innovative solutions to recruitment problems (Retained
search, competitor analysis, recruitment brand development, Online/Offline advertising
campaigns).
In my time with Idealpeople, I achieved "Top Biller" status amongst Permanent
Consultants over two years (2006, 2007).
grow the agency to 20 consultants over 3 years
● Successfully built from scratch a client base in the digital marketing space, dealing with start-up, SME and Blue-Chip/Multinational clients.
● Generation of high quality candidates, utilizing jobsite "Boolean Search" methodologies,
online/offline advertising, internal database interrogation, Google-hacking, Online
networking (Linked In / Facebook/ Online Forums), Referrals, Headhunting/ Passive
candidate attraction.
● Developed excellent technical/market awareness, in order to establish credibility with client audiences.
● Using client meetings to develop an in-depth understanding of client's business, roles
and recruitment brand, in order to communicate this effectively to candidates
● Working with clients to develop innovative solutions to recruitment problems (Retained
search, competitor analysis, recruitment brand development, Online/Offline advertising
campaigns).
In my time with Idealpeople, I achieved "Top Biller" status amongst Permanent
Consultants over two years (2006, 2007).
Digital Marketing, Marketing, Advertising, Networking, Facebook, Database, Technology, Recruitment, Development, Hacking, Headhunting, Google, Search, Online, UP
My education
Greenwich University
Bachelors, N/a
Bachelors, N/a
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