Restless Talent, Ruthless Hiring: A Q+A with McCann’s Clare Richardson
As agencies wrap up another year of rapid shifts - from AI reshaping workflows to the ongoing tug-of-war over hybrid culture - few people have a clearer view of what’s really happening in the talent market than Clare Richardson, Talent Attraction Lead at McCann. In this candid conversation, Clare lifts the lid on the roles that are hardest to find, the traits that genuinely help candidates stand out, and the industry’s growing appetite for versatility, curiosity and a little bit of brave. If you want to understand what agencies are actually looking for in 2026, start here.
Can you give us a snapshot of what your world looks like at McCann right now? How’s the hiring landscape feeling as we wrap up 2025?
It’s been an interesting year, we’ve focused on our recruitment strategy, especially considering AI and the changing landscape in the advertising market. We've made a number of investment hires in areas such as Content Studios and at a senior level, investing in areas of growth and stablizing core teams. We’ve questioned each hire ruthlessly, being careful not to just replace or grow “like for like” but to invest in key areas and skillsets. It feels like a reset in many ways, but a positive one.
What kinds of roles or skill sets have been most in demand lately - and what’s been surprisingly hard to find?
Project Management, content creation, creative strategy. All of these are hard to find, but an experienced integrated Project Manager has been the most surprising, they are like diamonds, especially in the Midlands market!
From your perspective, what’s really shifted in what agencies are looking for in candidates over the last couple of years?
I feel like agencies have re-found their confidence to be stricter on employee presence in the office and this is turning a lot of candidates off and is subsequently diminishing talent pools and becoming more of a geographical jenga game. Agencies are honouring loyalty and are becoming more open to internal mobility and upskilling, we have filled many roles with existing employees looking for a new opportunity which has been great to see. I would also say we are looking for candidates that are effectively utilizing AI in their roles already and can help us to lead the way.
Are you noticing more crossover between creative, media, and data roles? Or are things becoming more specialised again?
I’d say they are integrated and benefit one another, but there are still very clear career paths in each of these disciplines.
What do the best candidates do that makes them stand out - beyond just having a strong CV?
They are willing to pick up the phone and have a conversation with me! I really feel this is a great first step into the agency and the best way to find out more about us and us about them. Candidates that showcase personality and tell me who they are and what they can bring, not just ping me a Linkedin Profile and a starting salary. Recruitment is built on relationships, and it has to start right from the beginning of the process and that’s with me, or one of the TA team. We’re your best mate in this process, so get to know us!
On the flip side, what are the big red flags that make you hesitate about a candidate?
Lots of movement can be a flag, but not a no if there is a reason for why. I also don’t like it when candidates apply for every role we advertise, it feels very splatter gun approach and not well researched or genuine, which makes me question if McCann is really of interest.
Any hiring myths you wish you could debunk once and for all? (e.g., “you must have X years’ experience,” “you need agency background,” etc.)
“You’ve only got one shot”.
It’s just not true, I’ve hired many people at second, third, fourth try. Sometimes it’s the team or client fit that isn’t right, not the whole agency.
McCann is known for strong culture and collaboration — what makes someone fit into that environment?
Collaboration is coin. You’ve got to be willing to help the people around you and support the wider team/agency vision and goal. There’s room for independent thought and approach, but we must all be working together otherwise what does an agency even stand for.
How do you assess culture fit vs culture add when hiring?
I think we are an agency that looks for diversity and individualism that adds to our culture, whilst at the same time respecting what we have established and wanting to be a part of it.
AI is the hot topic of the moment — how (if at all) has it changed how you approach recruitment?
Its definitely helping us with the administrative side of recruitment and ensuring that there is consistency in these administrative processes, mainly diary management! The amount of diaries we have to align?!
Do you use AI tools day-to-day, or are you still relying on the good old human touch?
I am dabbling. I use AI to help with some administrative aspects of my role, but I’m an old human from the 80s and i love a phone call. But I'm intrigued, which is half the battle.
Do you think AI will ever fully replace parts of the recruitment process, or will it just make us more efficient?
Make us more efficient. I think the human element will always be needed and so much of internal talent attraction is understanding the strategy behind every hire and knowing when to introduce a candidate to a hiring manager that’s a curveball. Sometimes we surprise ourselves and a rogue CV could be the right person for the role. You have to know when and where to push your hiring managers to think outside the box and take a chance! When AI can do that, I’ll be out of a role!
Biggest hiring turn-off in an interview?
Me, me, me. I think you’ve got to balance selling yourself and being a team player.
Best piece of advice you’d give to someone interviewing for a role at McCann?
Be clear from the start what you want, do your research and be brave.
One word to describe agency talent right now?
Restless