Representatives of company owners or directors

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These can be assistants, secretaries, sales managers, etc. And here, without any exaggeration, we can say that this is a bad option for a specialist in most cases. Not only are these individuals not familiar with the tasks and features of creating commercial texts, they also do not make the final decision on hiring. They pass on the information collected from the copywriter to the manager in their own interpretation. And the result is nothing good for the copywriter. If they do hire him, then who knows what they will expect, and if not, then it is not a fact that for objective reasons.

What's the solution? If the project is interesting/valuable/ afghanistan telegram data important for the copywriter, you need to find a way to reach the decision-maker, and then correctly convey your opinion about who a copywriter is and what benefits he can bring to the business.

3. Recruiters and recruiters
The search and selection of copywriters with the involvement of these specialists is becoming more and more common, but not yet in most cases. At the same time, two phenomena on the labor market are associated with the participation of HR specialists: 1) long-term/permanent searches - when for some reason the copywriters on staff are constantly changing or a lot of employees are needed, or 2) large-scale searches - when hundreds of candidates are considered for a single vacancy, and the multi-stage selection lasts for several months in a row.

And therefore, in either case, the question arises: is it worth it? The answer for each specialist can only be individual, and there can be no general advice.