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Ethan Bresnett

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Ethan Bresnett

Associate Consultant - Marketing

I am a specialist in Marketing, Communications and Fundraising appointments for the Charity and Not-for-Profit arm of Pro-Recruitment Group. I work across all levels covering permanent, contract and interim positions.

My client base is predominantly charities, not-for-profit and third sector organisations.  

My primary hobby is rowing, and anything sports in general. At weekends I like to bake, watch films, and hopefully watch Arsenal win. 

My favourite holiday destination is Tuscany. The food, wine and countryside are amazing and the people are great.

ethan's latest roles

  • Digital Manager (Interim)

    Negotiable

    Digital Manager (Interim) - Central London - Competitive Day Rate Are you passionate about digital, social media, and website management? Do you have a strong understanding of Google Tools and Google Analyti...

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  • Senior Corporate Development Partners...

    £30000 - £40000 per annum + Competitive benefits package

    Senior Corporate Development Partnerships Manager, London Maternity Cover 12 months (fixed term contract) £40,000 PA Pro Rata Are you a corporate development professional who has experience in securing new, ...

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  • New Business Executive (Corporate Par...

    £32000 - £37000 per annum

    New Business Executive - Central London - up to £37,000 PA Are you experienced in identifying and closing new business opportunities? Do you thrive in a target driven environment? Would you like to work for ...

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What people say about Ethan

I have really enjoyed working with Ethan; he was supportive, informative, gave great advice on what to expect throughout the recruitment process. I would recommend Ethan and his team 100%.


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Companies Ethan has worked with

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The Sick Children’s Trust is a charity dedicated to providing ‘Home from Home’ accommodation for children who receive treatment at hospitals across the UK.

Nesta is an innovation foundation which seeks to tackle the biggest challenges facing our world today. They specialise across education, health, government innovation and the creative economy.

Tommy’s is a national charity funding research into stillbirth, premature birth and miscarriages. They are a leading organisation in providing information to parents-to-be across the national.

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ethan's articles

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Should Charities Be Looking Outside of the Sector for Fundraising Talent?

Posted by Ethan Bresnett

Recruitment of fundraising professionals in the third sector is becoming more and more difficult - especially for more specialised roles. Charities tend to recruit from within the sector, but the fundraising landscape is changing and perhaps it is time that recruiters started looking for fundraising talent from outside the sector. Why is there a lack of fundraising talent in the charitable sector? There are several reasons that this lack of fundraising talent in the third sector can be attributed to. Salaries can be lower and benefits packages aren’t as good as the commercial or corporate sector, and fundraising skill sets are becoming more niche. Just like marketing roles where it is becoming more common for professionals to specialise, this is the same for fundraising. There are various different fund disciplines - including community, events, major donor, trust and foundations and corporate - each of which currently requires a more niche skillset and relevant experience than, say, street or telephone fundraisers. It is also fair to say that charities often make high demands whilst seeking fundraising talent, which is understandable considering fundraisers are a charity’s main source of income and the backbone of an organisation. However, perhaps charities are looking in the wrong place? Charities are often reluctant to stray from the requisite ‘charity sector experience’, which in reality is a rather vague and undefined requirement. Many recruiters in the charitable sector value more specialised skills and ‘tried and tested’ fundraisers, and are reluctant to look for candidates with a broader skillset including those transferable and soft skills that are so important in a potential employee. So, what can charities do to increase their fundraising talent pool? Perhaps it is time that charities considered the vast and diverse talent pool outside of the sector itself. Candidates from outside the third sector can find it tricky to move into charity fundraising, but in actual fact, many of these people have similar roles in a commercial setting and therefore have the relevant broader and softer skills needed to succeed. Bringing in candidates from the commercial or corporate sectors offers several advantages. Not only do they present a chance to absorb some of the successes from corporate sectors, but they can also bring in fresh approaches and ideas and offer a commercial and unique approach. But what actually makes a good fundraiser? Someone who is organised, persuasive, emotionally intelligent, focuses on team success, who has a passion for a cause and brand, and someone who can really ‘sell’ the organisation. These are all qualities that can be found in a huge variety of candidates outside the charitable sector, including professionals in sales, business development, marketing, PR and communications, to name but a few. Those with experience in marketing, PR and communications should perhaps be the easiest to recruit from outside the sector, as these roles require skills that are often directly transferable across sectors and that can be applied to a charity fundraising setting. Events professionals, in particular, probably offer the most relevant skillset. However, it is also not uncommon for salespeople or recruiters to move into fundraising, particularly corporate and major donor fundraising, which relies on building accounts with companies and firms - all transferable skills that should be valued by talent recruiters in the charity sector. People with voluntary experience should also not be overlooked. A charity worker who gets paid can be equally monetary-driven as passion-driven, whereas having voluntary experience demonstrates passion, commitment and dedication to a cause - invaluable skills in an employee in the third sector. More often than not, people who are looking to move into charity fundraising from outside the sector are overlooked, despite the other skills they have which would make them the perfect candidate for the role. If charities recruited from the corporate and commercial worlds, they would find a vast untapped talent pool who have proven experience in generating income, negotiating with high net worth individuals, and building and maintaining good relationships - all of which can easily be adapted to fundraising. Ultimately, when recruiting fundraising talent in the charity sector, it is important to start considering candidates from outside the sector and thinking about who is the best person for the job. Instead of simply focusing on where their previous experience has come from, maybe it is time to focus instead on where someone’s relevant and transferable skill set can add value to the charitable sector. For more information on this article, or to speak to Ethan about your fundraising recruitment needs, contact him on 020 7269 6362 or ethan.bresnett@pro-recruitment.co.uk.

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The Importance of Marketing for Small Charities

Posted by Ethan Bresnett

As of October 2018, there were 168,186 registered charities in the UK and for smaller charities, marketing is an essential way to make sure that you stand out. Working in a marketing role within a small charity does come with some challenges, but there are various low-cost ways to utilise marketing tools and techniques to increase engagement, promote your charity’s cause and raise awareness to achieve your organisation’s goals. Smaller charities have smaller departments, which means most roles available are ‘all-rounder’ roles, with the opportunity to pitch in on different aspects of marketing within your organisation. While large organisations may have a designated digital marketing manager, or 3 or 4 marketing managers with split responsibilities, small charities tend to have one manager who covers all aspects of the organisation’s marketing, including digital, website, print and social media. Marketing in any organisation is dependent on the funding available, which is a challenge faced by small charities. When it comes to the charitable sector, funding depends on the target audience, the cause of the charity and how established they are. For example, an organisation like Age UK has a healthy income stream in the form of legacy fundraising, while other charity funding is more campaign and events focused. Smaller charities, in particular, may rely on community fundraising in the form of buckets, small partnerships and small community events. Marketing is an incredibly important tool for any organisation, but smaller charities need to ensure they market their brand and cause more often. If Cancer Research stopped marketing for a year they would no doubt still receive funds and donations due to their reputation and size, but this would not be the same for small charities. Therefore, it is especially important for those smaller charities to utilise the funding available to them and make the most out of the low-cost marketing opportunities out there to increase engagement, promote their cause and raise awareness. So, what marketing tools and opportunities are available for smaller charities? There is a huge amount of scope for charities to excel online, and digital marketing has changed the face of charity fundraising in recent years. Charities like the British Heart Foundation and the NSPCC have paved the way for better website experiences and mobile apps for charities. Of course, smaller charities have a smaller budget to work with, but digital marketing can be a very wise investment as it is a cost-effective way to reach the largest audience possible. Digital marketing allows your charity to reach both a national and international audience and techniques such as search engine optimization (SEO) - the process through which your organisation can improve visibility in Google search results - can help your charity to be found online. SEO, pay-per-click advertising (PPC) and social media marketing are all marketing techniques that can highlight your cause, drive traffic to your website and enable your charity to speak to and engage with a huge number of supporters globally. Charities tend to underutilise social media, although recent years have seen charities using social media more and more to reach new audiences. Ian Hurlock, director of customer experience at Lightful, a social media management platform for charities adds that social media allows charities to “be more creative while reaching goals”. A strong social media presence is a good way for small charities to increase awareness and engagement from supporters, and it doesn’t cost much! Challenges as the #MannequinChallenge and the #IceBucketChallenge are examples that demonstrate the power of social media as a means of digital fundraising for charities. There are, of course, opportunities for paid social media advertising to strengthen your charity’s online presence, but there are many free or low-cost ways to utilise channels as well, from customised filters to trending hashtags and video content. According to the haysmacintyre / Charity Finance 100 Index, which analyses how UK charities use different networks, Facebook and Twitter are the most popular social media platforms for charities. Don’t restrict your charity to just one online site, make sure to utilise as many channels as possible (as long as they are channels that play to your charity’s strengths) including Facebook, Twitter, Instagram, LinkedIn, Snapchat and YouTube. There are also opportunities for charities to get free or low-cost marketing support from a huge range of companies, including the social media management tool Sprout Social and email marketing tool MailChimp which offer discounts for charities. Additionally, there is support available from huge brands like Microsoft, Google and YouTube including: G Suite for Nonprofits which helps your organisation to collaborate more effectively with smart, secure business apps like Gmail, Docs, Calendar, Drive and Hangouts Meet Google Ad Grants which allows your charity to reach more donors online, raise awareness and recruit volunteers with in-kind advertising on Google Search YouTube Nonprofit Program which enables you to engage supporters with video content, reaching a global audience and amplifying your cause Google Earth and Maps which allows you to develop compelling data visualisations to track and share your charity’s impact Microsoft for Nonprofits which offers a range of products for free for NGOs and charities to help you get the most out of technology Corporate partnerships are another great way for smaller charities to get reach and engagement, as well as additional funding and support. More and more UK companies are moving away from one-off donations towards long-term partnerships with charities, and here at Pro, we have recently voted for our new corporate partnership with CALM, a small charity leading a movement against male suicide. To conclude, marketing can be an essential tool to ensure that your small charity stands out. Whether this is investing time and funding into digital marketing, utilising techniques such as SEO or social media marketing across various channels, or making the most out of the free or low-cost marketing tools available to you, there are various ways in which you can increase engagement, promote your charity’s cause and raise awareness. For more information on this article, or if you are looking for a Marketing professional to join your small charity, contact Ethan on 020 7269 6362 or ethan.bresnett@pro-recruitment.co.uk.

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Why working for a small charity is a great option for you

Posted by Ethan Bresnett

Having worked with a variety of large and small charities I know the struggles that both organisations can face. A number of challenges are presented to smaller organisations, from recognition and reach, to staff attraction and retention. With only 3% of charity incoming being drawn in by 73% of charity organisations, it is often easy to forget the fantastic work that small charities do. When considering their next career move, a lot of people are attracted by the big charity brands with the largest incomes, but in this article, I’ll explore why the county’s smaller charities should not be ignored and why you should be considering them in your next career move. Niche and focused work This is not to say that larger charities do not engage with crucial and important causes and perform outstanding work, but the reason smaller charities exist is to connect to those who escape the reach of a larger organisation, whether that be demographically, geographically or otherwise. Smaller organisations often emerge to address a local need and engage with a very specific group. In this pursuit, they develop a tremendous passion for their cause. If you have a very specific cause that is close to your heart, you are likely to find likeminded individuals in a small charity. Connection to the cause At a small charity, you will often find yourself connected to the cause you are working for in ways a large charity simply cannot achieve for logistical reasons. Whether you are in marketing, fundraising, HR, or another function, you will likely engage with those you are helping in some capacity. While many people at larger charities can achieve this, it is simply not possible for everybody. If you enjoy engaging with people directly and want to feel closely connected to those you are helping through your work, a smaller charity is likely to provide this for you. Not only are you connected to those you help, but you are connected to those who help you! At a smaller charity, funding is incredibly precious. According to the Small Charities Commission, 97% of charities operate on less than £1m a year, meaning every donation is felt much more strongly. With this in mind, smaller charities can often find themselves forging long lasting and close relationships with their donors, who themselves share an intense passion for the cause. Diversification Whether you are just starting out in your career, or are a veteran in the charity sector, working at a smaller organisation can you offer you such a wide amount of exposure. You may be a fundraiser by title but could easily see yourself running events, getting involved with communications strategy, and drafting material for campaigns. While for some people this may sound like a nightmare, it promises a role that is never the same from one day to the next! If you are not quite sure whether your passion lies truly in fundraising, events, marketing, then a small charity will allow you the freedom to experience the lot. They offer great learning opportunities in your career, and if you have already gained a vast amount of experience a smaller charity would benefit hugely from your knowledge, and you will surely learn a thing or two yourself! Get things done quickly! A lot of people at larger organisations are often frustrated with the amount of red tape in their role. There are numerous people who need to sign off on projects and ideas, and as a result change and innovation can be limited. In smaller charities, a lot of this red tape doesn’t exist. Due to the smaller nature of the teams, ideas can fly and circulate much more quickly, and ideas can turn into results very quickly! If you are a creative individual and want more scope in your role to express this, a smaller organisation will generally allow more opportunity for this. If you are considering your next move and have only considered larger organisations, broaden your horizons to include charities of all sizes! The opportunities that they present may end up surprising you. Get in touch with me to discuss your next move and find out what option is right for you. For more information about this article, or to speak to Ethan about your recruiting needs or marketing jobs in London or Nationwide, contact him on 02072696362 or ethan.bresnett@pro-recruitment.co.uk

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My First Two Weeks In Recruitment - Ethan Bresnett

Posted by Ethan Bresnett

From the get-go at Pro I’ve been very busy! The days have been jam-packed with training, getting the hang of the do’s and don’ts and getting stuck into the role. The interview process with Pro-Group gave me a great insight into the role I would be undertaking, so thankfully nothing has been a massive surprise for me starting off this role. I’ve been carrying out a range of tasks, primarily surrounding candidate management, really getting to know people and understanding their current and future career goals. It’s been enjoyable getting in touch with people and is very rewarding once they are receptive and genuinely need your help, so I’m looking forward to progressing and being able to manage the entire process. When I haven’t been on the phones, I’ve been in a rigorous but exciting training process which has given me a great start to my recruitment career, and lots of tips and tricks to get me going. I’ve learned so much in my first few weeks here and I can’t wait to get involved with client interactions to start fully understanding the 360-recruitment process. The people here at Pro have been so welcoming, and it's clear that the constant support and encouraging atmosphere extends beyond the Associate Consultant days. While we have been thrown in at the deep end up somewhat, it has never felt overwhelming and I’ve always had a clear idea of what I should be doing and who to go to for help (which is basically anybody!). The office is in a great location, ideally located next to Leather Lane food market where there’s almost too much to choose from! There’s a real sense in the company that everybody works with a collective goal in mind, and I’ve loved seeing the support people have for each other and the pride they have in Pro and the work they do. As I am constantly learning about different markets and industries and my options are very open going forward as to where I specialise, so over the next few weeks, I will be looking to learn more to find my niche across tax, finance, legal and HR. I’ve thoroughly enjoyed my time at Pro so far and I am very excited to grow professionally, start contributing and find my feet in an exciting and sociable company. If you're looking to make a move into recruitment, I highly recommend you speak to Loren von Sternberg, who can offer a great insight into opportunities available at Pro-Group.

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Phone Interviews - 7 Foolproof Tips

Posted by Ethan Bresnett

More and more companies are beginning to use phone interviews as the first stage of their interview process, and you will most likely have a phone interview at some point during your job search. They are a great tool for saving time but it can be very difficult to read body language and bounce off the interviewer - particularly in comparison to a face-to-face interview. With phone interviews around for the foreseeable future, it is wise to familiarise yourself with the best practices for succeeding in this kind of interview! They can seem daunting, but in reality, phone interviews give you a great opportunity to sell yourself before even meeting the employer. Here at Pro-Group, our specialist recruiters have put together 7 key points to remember when it comes to preparing and carrying out a phone interview, and while some of these points may seem obvious, it’s surprising as to how often a client or candidate’s feedback has mentioned an unfortunate misstep. 1. Location Avoiding anywhere noisy may sound obvious but if you’re taking a call at lunchtime and the only place to do it is in a coffee shop at peak time, you may not have the interviewer’s full attention and vice versa. Noisy pets and family members are also worth taking into consideration. Consider a meeting room, a quiet room at home or even a (parked) car. Also, remember to check your signal - avoid talking in locations that are particularly bad for phone reception. If a landline isn’t available, consider phoning a friend or a member of your family beforehand, just to ensure the signal is at its strongest. 2. Make sure you are ready early and leave yourself enough time You may be expecting a call at 3pm so be ready at least 10 minutes beforehand. With the possibility of both parties’ timepieces being slightly out of sync, you could easily miss that initial phone call and, while hitting redial takes no effort at all, you run the risk of ruining that first impression. Make sure to have leeway the other side as well, and leave plenty of time should the conversation flow and take longer than expected. Having the opportunity to further affirm your interest and leave a deeper impression on the interviewer, can only be a positive. Those extra few minutes could make all the difference, showcasing your ability to build rapport. However, ensure you don’t stray towards filling the conversation, just to keep the interviewer on the phone. 3. Avoid cutting the interviewer off We all have a tendency to get over-excited, and talking over one another happens more frequently on the phone (we all do this when we talk to friends and family, don’t we?). Be aware that this behaviour over the phone could potentially come across as much more abrupt and aggressive, particularly as the interviewer will be unable to read your body language. To avoid this, have a quick pause to make sure you are not interrupting before you begin to answer. 4. Ask questions and prepare An interviewer will always ask if you have any more questions; ensure you have a few key questions to hand as opposed to ending the conversation with a “no”. These could be questions about the company's work-life balance, opportunities for progression or simply about the interviewer's experience at the company. This is your chance to show how interested you are if you like what you have heard so far, otherwise, it’s quite an anticlimax for the interviewer who has taken time out of their diary to discuss the role with you. Also, make sure you take the time to familiarise yourself with the company and the role you are applying for. With only your voice to focus on, a seasoned interviewer is able to easily spot when they don't have your full attention, so prepare as much as you possibly can to ensure you are able to engage with the interviewer. 5. Don't be afraid to use notes People sometimes feel they can't use notes for a phone interview, almost as though they're 'cheating'! However, this isn't the case at all, feel free to jot down key points and things to remember to have in front of you. This could be a summary of your experience and dates, a list of your strengths and weaknesses, the questions you have prepared to ask the interviewer or even points you want to try and weave into the conversation to sell yourself. Even better, have a notepad ready to jot down notes during the phone interview to refer back to - these could come in handy in the next interview stage. 6. Don't forget it's still an interview Make sure you take a phone interview just as seriously as a face-to-face interview! It may not always seem it as a phone call can seem less pressured than a formal interview, however, there is no doubt that an interviewer will form a lasting impression of you during the short time you spend on the phone. Speak clearly and confidently, demonstrate why you are a strong candidate for the role, and let your personality come through. 7. Practice As obvious as some of these points may seem, sit down and work with your recruiter in a mock interview scenario. Having to spend a lot of time on the phone interviewing people, we can help you avoid pitfalls such as “dead air”, construct concise yet informative answers and ensure you are getting as much out of the conversation as an interviewer would expect to. For more information on this article and to find out more about how Ethan can help with your recruitment needs, contact him on 020 7269 6362 or ethan.bresnett@pro-recruitment.co.uk.

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