As a specialist PR recruitment agency, we help businesses hire PR and communications professionals who build media relationships, strengthen brand reputation and increase brand visibility. Whether you're expanding a PR agency team or building an in-house communications function, we’ll help you find the right professionals for your business.
Overview
PR and communications roles sit close to brand reputation, media visibility and stakeholder trust. These professionals shape how organisations communicate with journalists, customers, employees and the wider public.
The challenge is that PR responsibilities vary widely between organisations. Some roles focus on media relations and campaign delivery, while others involve corporate messaging, internal communications or managing reputational risk at leadership level.
As a specialist PR recruitment agency, we help businesses hire PR executives, communications managers and senior communications leaders who understand how to manage media relationships, shape messaging and protect brand reputation.
Our disciplines
Alongside our PR recruitment expertise, we also support hiring across related marketing and communications disciplines. From social media and marketing through to client services, business development and customer success, these roles help shape brand reputation and visibility.
The problem
Many PR candidates list media relations on their CV, but that can mean very different things in practice. Some professionals have genuine relationships with journalists and consistently secure coverage in relevant publications, while others have mainly supported campaigns or distributed press releases. From a CV alone, it’s often difficult to see who can truly generate media visibility.
PR roles vary widely between agencies and in-house teams. A PR Manager in an agency may lead campaigns and manage client relationships, while the same title in-house might focus on press office activity, internal communications or executive messaging. These differences make it harder for hiring teams to compare candidates and understand their real level of experience.
PR professionals influence how organisations communicate with journalists, customers, employees and wider stakeholders. A poorly handled press enquiry or misaligned message can quickly damage brand reputation. For leadership teams, this makes hiring the right PR professional a high-trust decision.
Many experienced PR professionals build long-term relationships with journalists, brands and agencies. Because those networks take years to develop, they often move roles through recommendations rather than job boards. As a result, the strongest candidates are not always visible through traditional recruitment channels.
How we can help
We look beyond media relations listed on a CV. Our assessment focuses on the publications candidates have secured, the journalists they work with and the campaigns they’ve led. This helps you understand the strength of their media relationships and their ability to generate meaningful coverage.
PR titles can hide very different responsibilities depending on the organisation. Before introducing candidates, we assess the scope of their role, including campaign ownership, press office activity, stakeholder communication and collaboration with marketing teams. This helps ensure candidates match the level your business actually needs.
PR roles often involve managing media enquiries, shaping messaging and responding to sensitive situations. We assess how candidates have handled reputational pressure in previous roles, helping you identify professionals who can communicate clearly and represent your organisation with confidence.
Many of the strongest PR professionals are already working within agencies or communications teams and are rarely actively applying for roles. Through our network and direct outreach, we approach candidates with established media relationships and press coverage experience who may not be visible through job adverts.
Case studies
"We needed a specific mix of skills for a senior social hire, which isn't always easy to find in the market. Digital Waffle listened, asked the right questions, and came back with candidates who genuinely matched the brief. Communication was clear throughout and we had the right person in place inside three weeks. Great to work with."
"Digital Waffle just got us. They understood the pace we work at and the kind of marketing leader we needed. The shortlist was strong and arrived fast, and the person we hired has settled in brilliantly. It was one of the smoothest senior hires we’ve made."
"We've been hiring across marketing, digital and the wider team for the last 18 months, and Digital Waffle have been our go-to partner throughout. They've placed 82 people for us, from juniors right through to director level, perm and freelance. It's a lot of moving parts for one agency to handle well, and they've kept on top of it the whole way through. We'll be using them again."
"We brought Digital Waffle in on a retained basis to help us scale at Gnosis. Over twelve months they delivered 28 roles, sourcing the right candidates for each one across functions that aren't always easy to recruit for in this space. They showed a deep understanding of our requirements from the start. Happy to recommend them to anyone hiring at scale."
"We'd never made a digital hire before in the marketing team, so we needed Digital Waffle to get this one right. They got the brief straight away. The process moved quickly, they kept us in the loop the whole way through, and the person they brought in has been brilliant. Knew what they were doing from day one, hit the ground running, and a real fit with the team. Couldn't have asked for a better start."
"Zak has been a real help in building out our talent pool at Commify. His ability to source candidates across diverse roles has been genuinely impressive. His professionalism and commitment to our recruitment needs have made a real difference to the quality of people we've been able to hire."
"Digital Waffle were a real help when we were building out our engineering team. It was a fast-moving period, with a lot happening across our website and apps, and they quickly understood the kind of people we needed. They supported us with both perm and contract hires, kept things moving and made the whole process feel straightforward. Really easy team to work with."
"We brought Digital Waffle in to run our hiring through the development hub launch, and they've placed over 50 specialists for us across product, development, design and QA in the two years since. The quality has been consistent throughout, which matters across a stretch that long. They've become the team we go to when we need to hire."
Our services
Businesses hire PR and communications professionals in different ways depending on their team structure and hiring priorities. Whether you are building a long-term team, covering a short-term communications project or hiring senior leadership, we’ll help you find the right person.
Meet the team
Our PR recruiters understand the media relationships, messaging and reputational pressures that shape modern communications teams. They work closely with employers to understand the role, level of responsibility and communications environment, making sure every shortlist is relevant from the start.
Salary guides
Hiring the right PR professional often depends on understanding current market expectations. Salaries in PR and communications are shifting as businesses place greater emphasis on brand reputation, stakeholder communication and media visibility.
Our 2027 UK PR & communications salary guide provides the benchmarks employers need to make competitive offers and attract experienced professionals when building or expanding PR and communications teams.
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FAQs
A PR recruitment agency helps businesses hire professionals responsible for managing media relationships, press coverage and communications strategy. This can include sourcing candidates from PR agencies and in-house communications teams, assessing their experience in media relations, press office management and stakeholder messaging, and introducing people who can strengthen brand reputation and public visibility.
Yes. Many organisations need support across both PR and communications functions. That can include media relations, press office activity and brand PR, alongside roles in internal communications, corporate messaging and leadership communications. Because these responsibilities often overlap, we help businesses hire professionals who can manage messaging across multiple audiences.
Yes. Alongside PR and media relations roles, we recruit Internal Communications Managers, Corporate Communications professionals, press office specialists and senior communications leaders. We assess the audiences, stakeholders and reputational situations candidates have handled, not just the job title.
Yes. Titles in PR can vary significantly between organisations. In some businesses a PR Manager may focus on day-to-day press activity, while in others they may lead campaigns, messaging and stakeholder engagement. We help clarify the scope of the role before beginning the search so you hire someone whose experience matches the level of responsibility.
Sometimes, but not always. Agency professionals often bring strong media pitching and campaign delivery experience, while in-house roles can involve broader responsibility across brand messaging, internal communication and executive support. Assessing whether someone’s experience and working environment align with the role is an important part of the hiring process.
We look beyond media relations listed on a CV. That includes reviewing the publications candidates have secured coverage in, the journalists they regularly engage with and the campaigns they have helped deliver. Understanding the quality of those media relationships helps identify professionals who can consistently generate relevant press coverage.
Yes. Some communications roles involve responding to press enquiries, supporting leadership messaging or managing situations where brand reputation is under scrutiny. We explore how candidates have handled similar scenarios in previous roles to understand their judgement, communication style and ability to represent an organisation responsibly.
It usually begins with a short briefing conversation to understand the role, reporting structure and communications environment. From there, the market is mapped, suitable candidates are approached and their media and communications experience assessed. You then receive a focused shortlist of professionals who match the scope and expectations of the role.
Get in touch
If you're growing your PR or communications team, our recruitment team can help.
Share a few details about the role and we’ll be in touch to discuss your hiring requirements.
Prefer to talk? Call us on 0121 517 0357.
