What No One's Saying About Junior Salaries in London's Creative Scene.

With another 4% minimum wage increase on the horizon, I've been having a lot of conversations lately. The kind where everyone's frustrated, no one feels heard, and honestly, I think we're all missing the bigger picture.

Junior candidates in London's creative and design sector are walking into interviews with salary expectations that would've been mid-level just two years ago. At the same time, agencies and studios are pulling back on hiring anyone without a few years under their belt. The gap is widening, and it's not helping anyone build the career they actually want.

So let's talk about what's really happening here.

What I'm Seeing From Both Sides

If you're a graduate or junior candidate looking for that first proper role in project management or operations, you're probably thinking: London is expensive, my degree cost a fortune, and I need to live. All true. All fair.

If you're running a creative agency or design studio, you're thinking: our clients haven't increased their budgets, our costs keep climbing, and hiring someone junior means investing serious time and money before we see any return. Also true. Also fair.

The thing is, you're both right. And you're both stuck.

The Part Junior Candidates Don't Always See

When a company hires you fresh out of uni or with less than a year's experience, they're not hiring someone who can hit the ground running. They're hiring someone they believe in enough to invest in, knowing it's going to cost them before it pays off.

That investment looks like this:

• Your senior colleagues spend billable hours training you instead of working on client projects. That's real money they're choosing not to earn so you can learn.

• Projects take longer because you're still figuring out the systems, the tools, the way the company works. That's expected, but it impacts the bottom line.

• You're not bringing in revenue yet. In project management and operations, you're supporting the people who do. That doesn't make you less valuable, but it does mean the business is banking on your future, not your present.

• There's more oversight needed to make sure client work stays at the standard they expect. Again, totally normal, but it requires resources.

When I explain this to candidates, I'm not trying to justify low pay. I'm trying to show you why companies see junior hires as a bet on potential, not an immediate contributor. It usually takes 12 to 18 months before that bet starts paying off.

Why This Matters More Now

Here's the part that's making everything harder: costs are going up across the board, but creative work isn't getting more expensive for clients. Agencies are working with the same fee structures they had two years ago, sometimes less. The margin they're operating on? It's shrinking.

So when salary expectations rise but client budgets don't, companies have fewer options. What I'm seeing is:

• They're hiring fewer junior people altogether.

• They're redefining what 'junior' means, expecting more experience for the same title.

• They're cutting back on training programmes and development opportunities to protect their margins.

And honestly? That's terrible news for anyone trying to break into the industry.

What Actually Works

I'm not here to tell junior candidates to accept less than they're worth or to tell companies to just pay more. Neither of those things solve the actual problem.

If you're starting out:

Think about what you're really looking for in your first role. Yes, salary matters. But so does who's going to teach you, what kind of work you'll be exposed to, and where this role could take you in two years' time. The highest offer isn't always the smartest one to accept.

Do your research on what people with your exact level of experience are actually earning in the creative sector right now, not what your mate in tech is making or what you think you should earn. London's expensive, but the market is what it is.

Be realistic about what you bring on day one versus what you could bring in a year. Companies want to know you understand that difference.

If you're hiring:

If you're asking someone to accept that they're an investment, show them what they're investing in too. What will they learn? Who will mentor them? Where could this role go? Make the full picture worth it.

Be transparent. If your margins are tight and you can't compete on salary, say so. Then explain what you can offer instead. People respect honesty, especially when it comes with a genuine development plan.

Junior talent isn't getting cheaper, so make sure the experience you're offering is genuinely valuable. If you're not committed to proper training and mentorship, you probably shouldn't be hiring junior at all.

The Bit No One Wants to Hear

The tension between rising costs and flat client fees isn't going away anytime soon. The creative industry needs to have some serious conversations about pricing, value, and what sustainable actually looks like. But while we're figuring that out, we need both sides to meet somewhere in the middle.

For candidates: your first role isn't about maximising salary. It's about maximising what you learn and who you become. Pick the opportunity that sets you up properly, even if it's not the biggest number.

For employers: if you want good people to stick around and grow with you, you have to make that growth real. Junior hires are still worth it, but only if you're doing it right.

London's creative scene is built on fresh ideas and new talent. Let's not price out the next generation before they've even had a chance to prove themselves.

Your CV Shouldn't Look Like a Designer's CV.

Here's something that might surprise you: if you're a Project Manager, Studio Manager, or Account Director in the creative industry, your CV shouldn't look anything like a designer's portfolio.

We see this all the time. Talented ops people trying to prove they "get" creativity by using bold colours, experimental layouts, or fancy typography. But here's the reality: when you're applying for an operations, project management, or account role, hiring managers want to see one thing above everything else. Organisation.

Your CV is proof that you're the person who keeps everything running while the creatives create. So let's talk about what actually works.

Start With the Basics

This sounds obvious, but you'd be amazed how many CVs land on our desk without proper contact details.

Your name, phone number, and email should be at the top. Clear and visible. If you've got an up-to-date LinkedIn profile, include that too.

No photos. Not necessary for these roles in the UK.

And please, start with your most recent role. Not the summer job you had at 16. If you're five years into your career, no one needs to know about the café shifts.

Keep It Clean and Professional

Your CV should be straightforward and easy to scan. Use a clear format with consistent headings and logical spacing.

You can use a font with a bit of personality. But keep it professional and readable. Avoid anything script-based, overly stylised, or hard to scan quickly.

Now, professional doesn't mean boring. We also don't want to see a CV that looks like you've just typed everything into a blank Word doc and called it done. That tells us you don't pay attention to detail or take pride in your work.

Your CV should feel considered. Use consistent formatting for dates and job titles. Add subtle spacing to create visual hierarchy. Use bold text strategically to highlight key achievements. Make it easy to navigate with clear section breaks.

Think of it this way: your CV should feel polished and organised, not creative or experimental. It's the difference between a well-structured project plan and a designer's portfolio. You're the former.

Hiring managers for ops, project management, and account roles want to see structure and clarity first. A bit of visual personality is fine. But readability and thoughtful presentation are non-negotiable.

Quantify Everything

This is the golden rule for anyone in operations or project management: numbers speak louder than words.

Hiring managers want to see the tangible impact you've made. Don't just list your responsibilities. Show what you achieved.

Weak:

• Managed projects for multiple clients

• Oversaw studio operations

• Handled account relationships

Strong:

• Delivered 15+ projects on time and within budget, with an average project value of £50K

• Reduced studio overhead costs by 20% through process improvements and vendor negotiations

• Grew account portfolio from £200K to £500K annual revenue over 18 months

Every bullet point in your experience section should answer one question: what did I achieve, and what was the impact?

Use specific metrics wherever you can:

• Budget sizes you've managed

• Number of projects delivered

• Team sizes you've led or coordinated

• Revenue growth you've driven

• Cost savings you've implemented

• Client retention rates

• Efficiency improvements

• Square footage delivered (for fitout PMs)

• Projects completed under programme (for delivery managers)

Highlight Your Tools and Systems

Creative studios, design agencies, and architecture firms run on specific tools. Make sure yours are clearly listed and easy to find.

• For Project Managers (Creative Projects): Asana, Monday, Trello, Jira, Microsoft Project, Slack, Microsoft Teams, Google Workspace, time tracking tools like Harvest or Toggl.

• For Project Managers (Fitout & Delivery): Procore, PlanGrid, Buildertrend, Primavera, MS Project, BIM 360, Aconex, CAD coordination experience, RIBA stages you've managed.

• For Studio/Operations Managers: Float, Forecast, Resource Guru, Xero, QuickBooks, FreeAgent, HR systems, facilities management platforms.

• For Account Directors/Managers: HubSpot, Salesforce, Pipedrive, Proposify, PandaDoc, client reporting tools.

Don't rank yourself with bar charts or percentages. Just list them clearly. Your experience section will show how proficient you are.

Emphasise Leadership and Stakeholder Management

These roles are all about people. Managing teams, coordinating between departments, handling client expectations, keeping everyone aligned.

Hiring managers want to see evidence of:

• Team leadership: How many people have you managed or coordinated? What were the results?

• Client relationships: How have you maintained or grown accounts? What's your retention rate?

• Cross-functional collaboration: How have you worked between creative, finance, and client services teams?

• Problem-solving: What challenges have you navigated? What was the outcome?

Be specific. Instead of saying "excellent communication skills," show it: "Led weekly client review meetings for 8 key accounts, resulting in 95% client satisfaction scores and 100% retention."

Show Your Understanding of the Creative Process

Even though you're not a designer, you work in the creative industry. Your CV should demonstrate that you understand how creative studios and architecture practices operate.

For Project Managers (Creative Projects): Mention experience managing creative projects like branding, web design, campaigns, or environments. Reference design stages you've worked with: concept, design development, production. Show you understand creative timelines and resourcing.

For Project Managers (Fitout & Delivery): Detail project types and scales you've managed: commercial, residential, hospitality, retail. Mention RIBA stages, construction phases, or delivery milestones. Show experience coordinating between design teams, contractors, and clients. Demonstrate understanding of budget management through construction.

For Studio/Operations Managers: Highlight operational improvements that supported creative output. Show how you've balanced creative freedom with commercial reality. Demonstrate understanding of studio workflows and capacity planning.

For Account Directors/Managers: Emphasise sector experience: hospitality, residential, retail, FMCG, property development. Show how you've translated client briefs into actionable creative projects. Demonstrate your ability to manage expectations on both sides.

Tailor It to Each Role

Never send the same generic CV to every job. Read the job description carefully and adjust your CV to highlight the most relevant experience.

If they're looking for someone with agency experience, lead with that. If they need someone who's managed large teams, make that prominent. If budget management is a key requirement, quantify the budgets you've overseen. If they want fitout experience, emphasise your construction project management.

The hiring manager should be able to see within 10 seconds that you're a strong fit for this specific role.

Keep It Concise

Junior to mid-level: one page.
Senior to leadership: two pages maximum.

Your most recent role should have the most detail. As you go back in time, keep descriptions shorter and focus only on what's relevant to the role you're applying for.

If you're padding your CV to fill space, cut it. Quality over quantity, always.

Don't Leave Unexplained Gaps

If you've taken time out for any reason (travel, family, health, freelancing, career change), acknowledge it briefly. An unexplained gap looks worse than the actual reason.

Keep it short and honest. You don't need to over-explain, but transparency matters.

Proofread Relentlessly

Typos and grammatical errors are particularly damaging for operations roles. You're meant to be organised, detail-oriented, and on top of things. A sloppy CV suggests otherwise.

Proofread it yourself, then ask someone else to read it. Use Grammarly if you need to. Just make absolutely certain it's spotless before you hit send.

Include Relevant Certifications

If you have project management or business qualifications, include them. They add credibility and show you're committed to your profession.

Examples: PMP, PRINCE2, Agile/Scrum certifications, APM, Six Sigma, RICS (for construction/property PMs), or any relevant business or operations management qualifications.

Place these prominently in your education section or create a separate "Certifications" section if you have several.

The Bottom Line

Your CV needs to show three things clearly:

1. You can manage complexity (projects, teams, budgets, stakeholders)

2. You deliver results (on time, within budget, to a high standard)

3. You understand how creative businesses work and how to make them run smoothly

Make it clean, make it professional, make it quantifiable. Show them you're the person who keeps the engine running while everyone else creates brilliant work.

If you're not getting responses and you're wondering whether your CV is holding you back, we're always happy to take a look. Sometimes it's just one or two tweaks that make all the difference.

Need a second pair of eyes on your CV? Want to make sure it's actually working for you? Get in touch. We'd love to help.

CV Advice for Designers That Actually Gets You Noticed.

Here's something that might sting a bit: hiring managers and Creative Directors spend about 8 to 10 seconds looking at your CV. That's it. Less time than it takes to make a cup of tea.

So your CV needs to work fast. It needs to be easy to read, immediately clear, and visually confident enough that they actually keep reading instead of moving on to the next one.

We've reviewed hundreds of CVs from interior designers, graphic designers, architects, and branding specialists over the years, and we've heard feedback from some of London's top Creative Directors and studio leaders. Here's what actually matters.

Start With the Basics

Your name and contact details need to be at the top. We know this sounds ridiculously obvious, but you'd be amazed how many CVs we've received with no name or no phone number. If a hiring manager is in a rush and can't immediately see how to reach you, your CV goes in the bin.

Don't let that be you.

And please, no headshots. Your work speaks for itself.

Your CV Should Look Like a Designer Made It

Let's be honest here: you're a designer. Your CV is a design piece. It should absolutely reflect your aesthetic sensibility, your understanding of layout, typography, and visual hierarchy.

Use colour intentionally. Choose typefaces that feel like you. Create a layout that's distinctive but still professional. This is your chance to show you understand how to balance personality with clarity.

But here's the line: don't make it so clever that it's hard to read. If someone has to work to figure out where your experience is or what software you use, you've lost them. The content still needs to be immediately scannable.

Your CV should feel confident and polished, not gimmicky. Think of it as a one-page brand identity exercise where the brand is you.

List Your Design Skills Clearly

Make sure your technical skills are easy to find. For interior designers, that means AutoCAD, SketchUp, Revit, Rhino, 3ds Max, V-Ray, Enscape, whatever you're proficient in. For graphic designers and branding specialists, list your Adobe Creative Suite capabilities, Figma, Sketch, InVision, or any other tools you work with regularly.

Don't rank them with bar charts or percentage scores. Just list them clearly. Your portfolio and experience will show how strong you are in each area.

If you've got hand sketching or technical drawing skills, mention those too. They're still highly valued, especially in interior design and architecture.

Nobody Cares About Your Grades (Unless You've Just Graduated)

If you've recently graduated and got a first or a 2:1, include it. Otherwise, leave your final grade off. Don't list individual module results, and if you're past junior level, skip GCSEs and A-Levels entirely. Your portfolio and work experience are what matter now.

Keep It Tight

Junior to midweight? One page. Senior to associate or team lead? Two pages maximum.

Your most recent role should have the most detail because that's what hiring managers care about. As you go back in time, descriptions should get shorter. Only include responsibilities or projects that actually matter for the type of role you're applying for.

If you're listing every single task you've ever done just to fill space, you're doing it wrong.

Show Your Sector Experience

This is crucial. If you're applying for a hospitality design role, your CV should immediately show your hospitality experience. Residential interior design? Lead with residential projects. Retail branding? Make sure your retail work is front and centre.

Don't make hiring managers hunt for the relevant experience. Put it where they'll see it in those first 8 to 10 seconds.

For architects and interior designers, mention project types and scales: residential refurbs, commercial fit-outs, RIBA stages you've worked on, planning applications, technical packages. Be specific.

For graphic designers and branding specialists, highlight the type of work you've done: brand identity, packaging, digital, print, campaigns, art direction. Sector experience matters here too. FMCG, lifestyle, tech, hospitality.

Your Words Matter

Avoid generic phrases like "team player" and "hard-working." Everyone says that. Instead, show those traits through your actual work. What projects did you deliver? What challenges did you solve? What results did you achieve?

Use language that's specific to design. Don't say you "helped with projects." Say you "led concept development for a 200-cover restaurant fit-out" or "delivered brand guidelines for a luxury residential developer."

Hobbies Should Add Something (Or Leave Them Off)

If you're going to list interests, make them interesting or relevant. Architecture, exhibitions, photography, printmaking, furniture design. These all add context to who you are as a designer.

"Watching TV" and "socialising" add nothing. If you've got nothing compelling to include, just leave the section off.

Proofread Until Your Eyes Hurt

Then get someone else to proofread it too. A partner, a friend, a flatmate, anyone. Typos and grammatical errors make you look careless, and in a visual profession, attention to detail is everything.

If you don't have anyone to ask, use Grammarly or another tool. Just make sure it's spotless before you send it.

Don't Leave Unexplained Gaps

An unexplained gap looks worse than the actual reason for it. If you took time out to travel, freelance, deal with health issues, or handle family matters, just say so briefly. You don't need to over-explain, but acknowledge it. Honesty matters.

Always Send It With Your Portfolio

This should go without saying, but your CV is only half the picture. Always send it alongside a PDF portfolio showcasing your best three to five projects relevant to the role you're applying for. Your CV gets you attention, your portfolio gets you the interview.

We’ve got some tips for your portfolio here if you need some help…

Tailor It Every Single Time

This is what separates designers who get interviews from designers who don't.

If you're applying for a hospitality interior design role, your CV should highlight your hospitality work. If it's a residential architecture position, focus on residential projects. If it's a branding role for an FMCG brand, show FMCG experience.

Don't send the same CV to every job and hope for the best. Hiring managers can tell when you've actually read the brief and tailored your application. It shows you care, and they notice.

The Bottom Line

Your CV is your first impression, and you don't get a second chance at it. Make it look good, make it clear, make it relevant. Show them quickly why they should care, and give them a reason to pick up the phone.

If you're not getting responses and you're wondering whether your CV is holding you back, we're always happy to take a look. Sometimes it's just one or two tweaks that make all the difference.

Need a second pair of eyes on your CV? Want to make sure it's actually working for you? Get in touch. We'd love to help.