Before building Pitch Recruit, I worked as a recruitment consultant at Michael Page, one of the world’s largest professional recruitment firms. My role covered the full hiring cycle. Sourcing candidates, advising hiring managers, building talent pools, and helping companies decide who to hire.
Over two years I reviewed more than 10,000 CVs, spoke with hundreds of candidates, and worked closely with companies hiring across engineering, manufacturing, and technical roles.
Most professionals are capable. But very few can clearly explain how their work creates value for a business.
And in a hiring process where recruiters often spend six seconds scanning a CV, that gap matters. The professionals who progress fastest aren’t always the most experienced, they’re the ones who can clearly explain what they did, what changed because they were there, and why it mattered.
That ability is what I call value articulation, and it became the foundation for the PITCH framework I now teach today.
After reviewing thousands of CVs and interviewing hundreds of professionals, the pattern became impossible to ignore. Professionals were doing valuable work but describing it in ways hiring managers couldn’t easily interpret or trust.
So I started helping candidates reframe their experience: refining CVs, coaching interview answers, translating work into outcome focused language. The results were immediate. Candidates became clearer and more confident. Hiring managers understood their value faster. Opportunities opened more quickly.
Pitch Recruit was built from those observations. The method that came out of them is the PITCH framework combining real hiring insight with a structured approach to value articulation, career positioning, CV strategy, interview preparation, and job search strategy.
