What we look for

When it comes to recruitment, we aim to hire based on character and cultural fit rather than skills, experience, or academic qualifications. We don't arbitrarily focus on "two years of experience", or "knowledge of AfterEffects". We look for things that are harder to put into words, but far more valuable:

A hunger to grow

We're a small team with big ambitions. We need our team to come to work each day hungry to improve themselves, with an appetite to take on more responsibility and drive forward the success of the team.

Independent and critical thinking
We don’t expect our staff to maintain the status quo. If there’s a process you think could be done more efficiently, or something you don’t understand, speak up. You’ll never be silenced. We want our team to drive continuous improvement, and bring diverse opinion to the table.

A commitment to improving the world

We should all be outraged by the state of the planet. If you want to work somewhere that will give you a true sense of purpose and job satisfaction, you’re in the right place. We're hellbent on making this world a little better than we found it.

Creative risk-taking

We aim to provide our clients with innovative solutions to their problems. That means we need to experiment with new ideas, take risks and encourage ourselves (and our clients) to step outside our comfort zones. Failure is likely, success, inevitable.

Everyone has a voice

We don’t set much store by formal hierarchies because we know that every member of the team has something to learn from another. From our junior staff to the CEO, everyone has a place at the table – quite literally in our bi-weekly Beers & Ideas creative sessions and quarterly strategy days.

Regular salary and bonus reviews

We want our staff to feel rewarded for their contribution to Avery & Brown’s success. We hold regular reviews to ensure fair remuneration and run a generous bonus scheme for outstanding contributions. Our agile approach means bureaucracy never stands in the way of recognising and rewarding good work.

Supporting professional growth

We expect our team to take control of their own career development, whether it's by taking on further responsibility, setting ambitious goals, or by exploring new areas of interest. Our behavioural competencies framework, personal brand support, and generous training allowance all act to facilitate continuous growth.

Adaptable working

We ensure our team maintains a healthy balance between work and life’s other demands. We don’t believe in chaining ourselves to our desks from 9 to 5, so if you need to work from home because you’ve got a plumber coming over, or come in late so you can take your kids to school, that’s fine by us. If the work gets done, we're happy.

Quarterly away days and socials

We organise regular team days throughout the year. Sometimes it's to run through our business strategy or discuss a campaign, and sometimes we need a break from the office. Every time we arrange a team social, everyone gets a vote (and a veto) on what we do – whether it's a trip to the V&A, taking on the Crystal Maze, or eating our body weight in tapas.

Plus the little things...

While we know a fulfilling career is founded on purpose, growth, and recognition, we also know that the little perks matter too. Every member of the team gets an extra day off for their birthday, half-days on a Friday throughout the summer, and two paid days of volunteering each year. Plus a minimum of 25 days of leave + bank holidays.