It doesn’t matter to us where you have studied, trained or worked – what matters most is that you are right for us and we are right for you.
Here’s what we look for in our people:
Ambition: people who are ready to transform the communications industry
Integrity: people who are honest and ethical in the way they approach their work and colleagues
Commitment: people with a shared focus for achieving results
Respect: people who embrace diverse views and approaches, who want to protect our environment and make a contribution to society
Enjoyment: people who know how to have some fun!
In August 2020, to help drive the next chapter of our growth, we became a majority Employee-Owned Trust (EOT) which means that everyone who works here has an indirect stake in the business and is really motivated to deliver their very best for their clients and colleagues.
In 2020 we beat all the agencies in the UK to win PRWeek Best Agency to Work – Large Agency. When we asked the judges why they said, ‘Because it was clear you really cared.’
We are passionate about Diversity, Equality & Inclusion, and we are working to help improve things. And we’ve made some progress.
We believe that we need to participate in the issues that our industry is facing today and make sure we give back to society where we can make a difference.
Our doors are open to ambitious graduates and non-graduates interested in exploring the industry. We run a Junior Account Executive Scheme across PR and digital with a genuine aim to hire you permanently.
We changed the name ‘graduate scheme’. Instead, our ‘Junior Account Executive scheme’ encourages those without degrees and all different educational backgrounds to apply. We are introducing ‘blind’ CVs into the process this year to reduce the possibility of unconscious bias.
It is a hands-on learning experience where you’ll support on live client briefs and receive training throughout your time with us.
The scheme has also been recognised by PRWeek as a best-in-class programme in 2020 and 2021 as the Best Internship Scheme at its Best Places to Work Awards.
Get in touch with [email protected].
You@Brands2Life is our employee benefits package, offering a range of benefits tailored to suit you whatever your life stage or interests.
Time out to explore and refresh
We think it’s important to take time out, recharge and consider how your career will develop so we give you paid sabbaticals at four, eight and twelve years. Unsurprisingly, they are one of our most popular benefits.
Loans to do something new & to help with travel
We are proud of our innovative LIFE STAGES loan scheme. This enables staff to borrow up to £1,000 interest-free for a year and spend it on options including: sustainable travel, home improvements, a Sports or Arts season ticket or membership, lifelong learning, home tech or, most importantly, a rental deposit. We also offer pension contributions; season ticket loans.
Award winning health & wellbeing benefits
You’ll be entitled to private excess-free health and dental care benefits with a leading private healthcare provider, which includes regular discount offers on things like gym memberships, spa breaks and cinema tickets. Me@Brands2Life is our specialised, individual mental health and well-being package, offering tailored support and advice that’s right for you as an individual. Our support includes, resilience and mental health awareness training, fully trained mental health first aiders in every team, access to counselling via our Employee Assistance Programme and mental health support offered via our private health cover.
At Brands2Life we like everyone to keep developing all the time. That’s why we make sure our team are constantly learning and being inspired. Whether you’re taking a step up the ladder, returning to work after having children, or are just curious to find out more about another aspect of the industry, training and development is always available.
We value continuous professional development (CPD) very highly – learning ‘on-the-job’ isn’t good enough– so we run over 50 training courses a year.
Naturally there is lots for our junior staff but, unlike other agencies, we don’t forget our senior staff; we’ve developed a comprehensive programme of training to help them become business as well as communications leaders. We offer bespoke business and management training courses including a residential one in partnership with Ashridge Management College. We also give senior staff external specialist coaches if they need them. Plus, we offer the mini MBA in Marketing for our senior leadership team.
Finally, we don’t pigeonhole people. When you work with us, you’ll get to work on a broad portfolio of clients and gain insight across a wide variety of marketing and communications disciplines.
Our starting point for Diversity, Equality & Inclusion (DE&I) is our values – Ambition, Integrity, Commitment, Respect and Enjoyment. We take all five of these extremely seriously and constantly audit ourselves to ensure we are living by them.
We know our industry faces a huge challenge. Things need to change. So, we’re working to help improve things. We’ve made some progress. And we need to make more
We are striving to be an anti-racist, anti-discrimination organisation.
This means more than simply being an equal opportunities employer that encourages applications from all backgrounds – although we do that.
We discuss DE&I at every Board meeting and update people every quarter at our all agency update meeting, and we are educating our employees through training to diminish its impact in every day working life.
Our DE&I taskforce, comprises of volunteers from all levels across the business and led by two senior Directors, to look at practical ways we can improve diversity and inclusion at Brands2Life. As an example, we ran a season of events and guest speakers as part of “Allyship month,” a three-month celebration of the diversity at Brands2Life. We also used this moment to launch Allyship training, a series of workshops and training sessions we put all staff through to equip them to be better supporters of their colleagues from all backgrounds, beliefs and persuasions. We are continuing this by weaving it into our onboarding processes for all new staff.
We facilitate a monthly ‘Open Conversation’ where colleagues can meet to discuss their feelings or any topics in a safe, judgement free space.
With a male/female leadership, 50/50 split at board level and 66%/34% female/male split, we believe we are well ahead of our industry in terms of gender equality.
To recruit, we advertise on a range of platforms (relevant to the role in question) to reach a diverse range of candidates and we are conscious of the wording used in our advertising to make our job openings as accessible and inclusive as possible.
We support any specific physical needs of a candidate required at the very start of the interview process as necessary. We ensure all staff involved in interviewing complete unconscious bias and interview training which covers the importance of diversity and inclusivity.
We changed the name ‘graduate scheme’. Instead, our ‘Junior Account Executive scheme’ encourages those without degrees and all different educational backgrounds to apply. We are introducing ‘blind’ CV screening into the process this year to reduce the possibility of unconscious bias.
We work with the Taylor Bennett Foundation, attend targeted university careers fairs, including Westminster and Kingston universities, with a strong minority background population to widen awareness and applications for our Junior Account Executive scheme.
We know changing things is a big challenge. Today is what it is. Tomorrow needs to be different.
We believe that we need to participate in the issues that our industry is facing today such as gender equality and diversity, and make sure we give back to society where we can make a difference.
In 2022, we are partnering with national charity, Family Action’s HeadStart, a youth employability and volunteering programme designed to support young people to develop the skills, experience and confidence needed to secure and stay in employment.
In this partnership we are supporting 90 young people with their progress into the workplace and employment during 2022, providing a combination of career workshops and discovery days, paid workplace experience placements and training for young people coming through HeadStart. This ESG initiative is all about providing equality of opportunity to disadvantaged young people.
“How do you get a job when they ask for experience but you need experience for that? Most of us have faced that cycle. Luckily, Headstart did exactly that, it gave me that ‘headstart’ I needed.” – HeadStart Participant
“I really appreciate all the effort you put into helping me get this interview and I will be able to apply these skills for the future. You have also helped me write a CV and cover letter that no one has ever helped me with so I wanted to say thank you so much and wish you well” – HeadStart Participant
We have established a partnership with Ark Globe Academy, a state school with over 1000 pupils and have run three career enrichment days for 50 pupils, have coached their marketing manager and each year host sixth form pupils for work experience. In 2019, we ran a pro-bono campaign to help celebrate their 10th Anniversary.
Brands2Life supports the wider community and one way in which we aim to do this is by offering all our staff Charity Days, which allow them to give something back to the local community.
We’re very proud of our broader CSR work with over £100,000 raised for Action for Children through our Bytenight sleep-outs over the past ten years.
Brands2Life is committed to addressing climate change by embarking on a journey to measure its own impact and keep in line with global reduction targets as the UK moves towards a low-carbon economy.
Working with Alectro we measured our carbon impact for Fiscal Year 22 (April 2021-March 2022) by using the GHG Protocol, the most widely used framework around the world, to facilitate a realistic approach to making reductions.
Brands2Life’s emissions for FY22 were 203.67 tCO2e. The key contributors to the overall impact derive from purchased goods (28%), business travel (26%), and heating when working from home (15%). Collectively, these made up 69% of the total impact.
Measuring our impact and identifying hotspots has allowed Brands2Life to immediately make changes to reduce its impact while offsetting our 204 tCO2e, meaning we are now a carbon neutral business.
We have also signed the United Nations Climate Neutral Now Pledge to report on our emission actions and achievements annually. We offset our emission impact for this period using the United Nations Sustainable Development Goals. We asked everyone here to vote for their top three goals for guidance on which carbon offset projects to support.
The top goals were:
We are supporting projects that best targeted these SDGs and a total of eight SDGs are directly supported across our chosen projects which are:
We aim to become net-zero consistent in line with Government targets by 2030 as we align our reductions with science based targets.
We have also created our own Brands2Life forest in partnership with Tree-Nation. Tree-Nation have 88 reforestation projects across six continents allowing us to support projects across the World. Since partnering with Tree-Nation in 2019 we have planted 5000 trees offsetting 700 tonnes of CO2. We currently support projects in Nicaragua, Tanzania, Mozambique, Brazil, and Nepal.
Below are some of our current live opportunities, if these roles are not for you but you like the sound of working at Brands2Life then you are welcome to contact us at [email protected].