For a few minutes, they are the brand.

Welcomes, guides and manages arrival. The job is orientation and warmth, not persuasion. Strong hosts make an activation feel organised before anybody has said a word about the product.

Starts relevant conversations with the right people, and lets the wrong ones walk past. The skill is reading who is genuinely open in the next three seconds — and doing it without blocking, chasing or pressuring anybody.

Facilitates product trial. Not a human dispenser — presenting the product correctly, choosing appropriate recipients, monitoring product condition, explaining the next action, and recording what the campaign needs recorded.

Sampling strategy has its own page →

Shows how something works, repeatedly, correctly, all day. Needs real product knowledge, a repeatable demonstration, approved claims and a clear sense of where their knowledge ends.

Captures information accurately using your systems and your consent process. Accuracy and completeness matter more than volume — a fast, wrong record costs more than a slow, right one.

Supports an approved purchase route where selling is in scope. Different temperament, different training, and it needs your transaction process agreed before anybody is briefed.

Selling near the shelf is a retail question too →

For categories where a general promoter cannot carry the conversation. Deeper knowledge, longer interactions, lower throughput — and worth it where getting the explanation wrong would cost more than the extra day rate.

Runs the shift: attendance, briefing check, quality, issues, client communication and closeout. The role that decides whether day nine resembles day one. Structure depends on campaign complexity — not every three-person team needs a dedicated supervisor, and we will say so.

The role is defined first — task, audience, environment, complexity and shift — and that produces a profile. Candidates are then sourced against it, reviewed for suitability, confirmed for availability across the full schedule, and briefed on the campaign before the final team is set. People are recruited for the specific campaign rather than drawn from a standing bench, and selection is on ability to do the job, never on appearance.

Here it means a person representing a brand in person during a campaign — engaging consumers, explaining a product, facilitating trial or supporting a purchase. It does not mean a celebrity or influencer endorsement partner, which is a different discipline entirely and not something we provide. If a brief says “brand ambassador”, the first thing we do is ask which of those two it means.

In practice, very little — the terms are used interchangeably across the industry and mean different things at different agencies. Which is why we scope the function rather than the label: what does this person have to accomplish, with whom, in what environment? A brief asking for ten brand ambassadors and a brief asking for ten promoters can describe completely different jobs, or the identical one.

Against nine things, scaled to the role: the objective, the audience, the product, the approved messaging and permitted claims, the interaction itself, the call to action, what has to be captured, what must be escalated rather than guessed, and expected conduct. The most important part is the boundary — knowing which questions to escalate instead of improvising an answer to.

Sizes collected before the day rather than guessed, quantities that allow for a spare, issue and return tracked, replacements where something is damaged, and condition checked between waves. Where uniform is produced, that is a production scope agreed with you — we are not a garment manufacturer and will not describe ourselves as one.

Because “presentable” has historically been used as cover for selecting people on appearance, and it produces worse campaigns as well as worse ethics. A consumer decides in two seconds whether this person seems to belong here and know something. Neither of those is a beauty judgement.

It gets found out early by a named person, escalated on an agreed route, resolved where cover is genuinely available, and recorded honestly afterwards. Whether cover exists depends on the role, the location, the notice and the day. We do not publish an attendance percentage or a guaranteed replacement window — those numbers are unverifiable. Tell us which positions are critical and the cover gets planned around them.

Confirms attendance, runs or checks the briefing, watches the quality of real interactions rather than counting them, coaches in the moment, handles issues before they reach you, communicates with the client contact, and closes out the day with an honest account of it.

No GPS tracking, no geofencing, no biometric attendance, no proprietary staffing app, no live client dashboard. We do not own those systems and will not imply otherwise. Supervision here means a named person accountable for a defined group of people, present during the work.

Team leaders and supervisors, where the campaign warrants them — confirming attendance, checking the briefing landed, observing the quality of real interactions, coaching in the moment, handling issues and closing out the day. Structure follows complexity rather than a fixed ratio, and where a small team genuinely does not need a dedicated supervisor we say so instead of adding the line.

By role, on five rungs with the ceiling of each one stated: presence, activity, quality, output and — only where a valid mechanism exists — outcome. A host is judged on accurate guidance, a sampler on trial quality and product control, registration staff on accuracy rather than volume, a team leader on execution quality and issue control. Ranking everybody on conversations counted produces loud staff and thin campaigns.

Yes, and the honest framing is that consistency gets harder faster than logistics do. Selection standards, briefing that lands the same way everywhere, uniform, reporting times, supervision ratio, communication and closeout all change shape. What we will not do is claim standing teams in named counties or instant deployment anywhere — teams are built where the campaign needs them.

Promotional staffing is the selection, briefing and deployment of people to represent a brand during a defined marketing activity — an activation, a product sampling campaign, a roadshow, an exhibition or a retail promotion. The right approach starts with the task each person has to perform, then matches role, skills, training and supervision to that requirement rather than starting from a headcount.

Promotional staffing answers who should represent the brand for a defined campaign or role. Field marketing answers how a defined commercial activity repeats across people, territories and time. If you need people for a launch, a sampling drive or an exhibition, this is the right scope. If you need the same activity happening in outlets week after week with route design and continuous supervision, that is a managed programme and it is built differently.

Yes — samplers and demonstrators briefed on the product, its condition requirements, the approved claims and the next action. A sampler is not a human dispenser, and the difference between a sample accepted politely and a product genuinely tried is usually the twenty seconds of conversation around the handover. The sampling strategy itself has its own page.

Yes — in-store promoters, demonstrators and sales-support staff, briefed on the product, the offer in one sentence, where the product sits in that specific store and what to do when it is not on the shelf. The shopper strategy around them belongs to the retail activations page.

Yes. Roadshow staffing asks for something specific: the same standard delivered after the campaign has moved, in a town where nothing is familiar, on a schedule that does not flex. Travel readiness, repeat briefing, crowd interaction and schedule discipline matter more than they do at a fixed site. Route and vehicle planning belong to the roadshows page.

Yes — hosts, qualifiers and lead-capture staff. An exhibition host is not decoration at the front of a stand; the role is to work out quickly who is worth a conversation, get them to the right person or the right information, and capture what the stand needs captured. What the stand is trying to achieve belongs to the exhibitions page.

Where those sit inside the agreed scope, yes — uniform issue and return, transport where the location or hour requires it, and payment of the campaign team. Uniform production is a separate production scope agreed with you; we are not a garment manufacturer. Anything outside the agreed scope gets named as outside the scope rather than quietly assumed.

This page is a service for companies staffing a campaign, not a job listing, and the enquiry form goes to our client team. We do not currently run a public applications channel, so please do not send a CV through the form on this page — it will not reach a recruitment inbox, because there isn’t one to reach. Recruitment happens campaign by campaign as roles are defined.