David explains why some tier-one firms are trimming teams while mid-tier firms scale, and how cyclical market forces and government spending shape demand. He shares current salary patterns in the UK (with clear echoes in the US), why bid writers with sector expertise command a premium, and how to spot smarter moves when the market feels flat. They dig into transferable skills, realistic industry switches, and the rising importance of EQ, stakeholder influence, and in-person presence alongside growing AI literacy. David also outlines red flags in role design, trends in hybrid vs. fully remote work, and a promising career path that blends client-facing pursuits with end-to-end deal leadership. If you lead or work in bids, proposals, or pursuits—and want to progress—this conversation is a concise playbook.
Host — Christina Carter [00:08] Today we’re talking with David Bremner, manager at 3Search. He recruits pursuits, proposals, and bid professionals for professional services, architecture, engineering, construction, and IT management consulting firms.
Three highlights from our conversation:
Hiring and salary trends in the UK, with parallels in the US.
Skills to focus on now for proposals, pursuits, and bids.
Practical moves to accelerate your career today.
This was useful whether you’re job-hunting or leveling up in your current role.
Host [01:05] David, thanks for joining The Stargazy Brief. You’ve placed a lot of proposal and bid people into great companies. Recently you noted tier-one firms cutting teams while mid-tier firms scale. Why?
Guest — David Bremner [01:20] I’ve spent 10 years recruiting bids and proposals across professional services: Big Four, legal, property consultancies. Macro factors hit sectors differently. Some tier-ones have offshored or cut Bids/Proposals/Pursuits. Property has struggled with high interest rates, which cascades into team reductions. These moves are cyclical. Brands cut, then realize competitiveness suffers, and rebuild. Mid-tier firms are ambitious and offer bigger personal impact because systems are less rigid. People who’ve seen best practice can shape process and feel more fulfilled.
Host [03:56] If I’m a pursuits pro changing industries, should I target economically healthy sectors and mid-tier firms?
Guest [04:10] Case by case. Goals differ. Brand moves can be valid, but some transitions are hard—for example, from very technical civil engineering to healthcare. Your earlier experience and degree matter. Map your job function—project management, writing, advising—then match companies that value that mix.
Host [05:06] If I lack sector background, is it hopeless?
Guest [05:26] Not hopeless. Certain sectors trade talent more easily: Big Four, property, legal. Note pay disparities: property often pays less than those two. Consider logical moves among similar stakeholder environments. Clarify whether you’re primarily PM, writer, or advisor, then target roles aligned to that.
Host [07:05] I’ve received offers outside my background due to LinkedIn presence. Do you see this for others?
Guest [07:38] Yes. This profession needs more visible voices. Strong personal branding helps, especially for freelance writers. I’d like to see more of it.
Host [08:18] You run UK salary surveys. What are you seeing for experienced and emerging pros?
Guest [08:44] This year is flat. During the pandemic, entry roles dried up, then 2022’s rebound spiked coordinator pay. Senior hiring also surged. After the “mini-budget,” activity cooled. 2025 feels mixed: Q1 busy, Q2 slower, Q3 okay—still below peak.
Host [10:13] Mid-career and seeking a raise—stay for promotion or move?
Guest [10:31] Follow where money flows. Example: government investment in social housing boosted demand and pay for specialists. Bid writers remain scarce relative to managers. Writers with sector expertise command premiums.
Host [11:39] Big skill gaps today?
Guest [11:57]
Accountability and stakeholder exposure: Early-career cohorts that started remote got less face time. Some managers now flag gaps here.
EQ and influence remain decisive in hiring.
AI: Not yet a hiring gate, but trending that way. I expect the bid writer profile to skew more tech-literate over time. Embrace tools and learn quickly, but we’re still in transition.
Host [14:54] So: lead with EQ and influence, then use tech and writing skill to drive revenue and team success.
Guest [15:18] Yes. If the company is moving toward new tech, lean in. Provide feedback, shape adoption, show impact. Presence matters; opting out entirely can limit prospects.
Host [16:38] Those who lead tech and process adoption will get promoted and be more hireable.
Guest [17:13] Agreed. Heads of Bids/Proposals get hired for improvements delivered: scaling, process, win strategy, and results. Evidence the journey you led.
Host [18:04] Many of us are introverts. How do we build the soft-skill muscle we need?
Guest [18:34] Writers often prefer deep work, managers more stakeholder time. The best writers still knock on doors to extract content. Tactics:
Front-load relationships. Meet key SMEs early.
Set “how we’ll work” agreements to reduce later meetings.
Use targeted office days to build trust, then protect deep-work time.
Host [20:10] Trends in freelancing vs. full-time, hybrid, and global models?
Guest [20:20] In London-centric professional services, 2–3 office days is standard. Fully remote is now rare, more common in regional mid-tiers when hiring scarce writers. Contractor demand dipped since last October. These cycles track government and market spend.
Host [21:32] Advice for freelancers moving back to permanent roles?
Guest [21:42] Be realistic. You won’t control schedule and location like before. Expect some office presence and more structure.
Host [22:18] Silliest ask you’ve seen in a bid role?
Guest [22:24] Tier-ones usually scope roles well. Newer bidders often bundle Bid Manager + Bid Writer into one. True hybrids exist, but they’re rare. Clarify which you’re hiring: herding stakeholders vs. crafting content are different motivators and strengths.
Host [23:55] I like “do-everything” roles for first hires. They let you shape team and process.
Guest [24:47] Fair. Impact-seekers can treat it as a build project, not just a job. Talent like that is scarce, so set expectations and support.
Host [27:14] Any spicy takes on how companies should build bid teams?
Guest [27:20] The classic move into business development rarely sticks. A top tier firm we worked with flipped the model: a senior pursuits leader becomes first client contact, stays through win strategy, and helps close with legal and commercials. It unifies front-end and back-end. This could be a strong next step for senior pursuits talent.
Host [29:37] Where can people find you?
Guest [29:43] LinkedIn: https://www.linkedin.com/in/bremnerdavid/ Email: david@3searchgroup.com
Host [30:09] Great to have you, David.
Guest [30:24] Thanks. Looking forward to next time.
Mid-tier firms = faster impact and growth.
Writers with sector expertise remain scarce and well paid.
EQ, accountability, and in-person presence differentiate.
AI literacy is rising; lean in now.
Clarify role scope; hybrid roles need support to succeed.
Consider client-facing pursuits paths for senior progression.
Watch the video: https://www.youtube.com/watch?v=uOBcLFCmgdk
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Credits:
Host — Christina Carter, stargazy
Guest — David Bremner, 3Search.