MEDIA
Public evidence, not private claims.
We show our thinking in public. Watch our live roles, market videos and hiring guidance, then decide for yourself whether Journey understands your market.
200+
Public LinkedIn recommendations from clients and candidates, all in IT sales.
200,000+
YouTube views a month and 29,000 followers, all in this market, visible reach, not a network-size claim.
Every live role
Every live role advertised publicly, so candidates understand the role before they engage.
Evidence you can inspect.
We do not ask clients or candidates to believe claims.
We show our thinking in public.
Journey media explains the markets we work in, the roles we recruit for, the hiring mistakes we see and the process we use to improve hiring decisions.
You can watch our videos, see our live roles, read our recommendations and decide for yourself whether Journey understands IT sales recruitment.
LIVE ROLES
Live roles on YouTube
Journey advertises every live role on YouTube.
That is unusual in recruitment.
Most recruiters rely on bland text-based messages, job adverts, database searches or speculative conversations.
We still use targeted search and direct outreach, but we also make our live roles visible to the IT sales market.
That matters for clients. More relevant candidates can see the role, understand the opportunity and decide whether it fits. That improves response, creates more choice and supports the targeted search.
Journey’s view of the IT market
Above and below the IT line
The ERP market: Journey’s definition
What is progression in IT sales?
Candidate and client guidance
Scorecard interviewing
1k long list to 1 candidate. Big numbers in IT sales recruitment
SCORECARD RESOURCES
Scorecard interviewing resources
Scorecard Interviewing forms part of the TRACE hiring system. It gives clients a clearer, more organised way to compare candidates against the role they are actually hiring for.
Gut feel has its place, but when the stakes are high, hiring decisions need evidence. The scorecard helps clients define what good looks like, compare candidates fairly and make decisions with more confidence.
The principle is simple: stop comparing candidates with each other, and start comparing each candidate against your needs.