Paul Avins Enterprises Ltd

Head of Marketing

Shatter Media

Alex Lowe Marketing 

We are a marketing agency assisting small business owners in getting more leads and sales online through targeting content marketing and customer acquisition funnels. 

Do you struggle with...

>Getting qualified leads?
>Using your website as an effective marketing tool
>Getting enough sales?
> Launching new products and services?

We can help!

alex@alexlowe.com
07725 729951

Owner

Jaxx Productions LLC

Marketing & Sales Manager & Coach

UK Fire Training Limited

PPC Manager

The  Empowering  Network

Digital Marketing Manager

Martin James Network

Copy, Website building, B2B Lead Generation & Appointment Setting.

DAN BRADBURY LTD

Responsible in a lead role as part of the company’s marketing function to manage various channels in support of elevating brand awareness and engagement. 

Drawn upon to write engaging content for use over various mediums. 

Ensuring all content matches brand and campaign standards. 

Assisting  with   management   of   various   events   for the  business. 

Sourcing  vendors as required and leveraging rates, terms and schedules favourably.

Utilising social media platforms to to increase brand and event exposure. 

Analysing the market and competitors to ensure the business remains competitive with its offering.

Providing insight to stakeholders so that efforts and range can be diversified and enhanced

Marketer & Client Success Coach

Alex Lowe Hypnotherapy

•	Drawn upon in a multi-faceted role with the primary remit to support marketing and operating functions of a business offering weight loss and anxiety workshops.

•	Designing and executing marketing campaigns. Utilising various channels to drive outreach of the business whilst monitoring return on investment.

•	Authoring a 60,000+ word dissertation in support of completing and obtaining a HPD Hypnotherapy Practitioner Diploma.

•	Establishing a business plan accompanied with targets across various metrics.

Sole Trader

Marketing Consultant, Manager & Coach I Direct-Response I Content Strategy I Copywriting I Lead-Generation

>> 𝗪𝗵𝗼 𝗗𝗼 𝗜 𝗪𝗼𝗿𝗸 𝗪𝗶𝘁𝗵?

I help growth-focused business owners who are struggling to find an effective marketing message to articulate their true value to the market and share their message in a compelling way that ATTRACTS, ENGAGES & CONVERTS their ideal prospects into clients not once but perpetually. 

Want to create compelling ‘evergreen marketing assets’ that get you ‘pre-sold’ leads on demand? DM Me.

>> 𝗪𝗵𝗮𝘁 𝗗𝗼 𝗜 𝗗𝗼?

I use my decade of experience in B2B & B2C marketing to help you…

Create a simple, clear, effective marketing strategy that WORKS

Create compelling, irresistible copy for websites, funnels, brochures, emails, landing and sales pages, and anything that’s required

Set up and project-manage marketing campaigns and launches (I’ve helped co-ordinate and run over 8, 6 to 7-figure launches so far) 

>> 𝗪𝗵𝘆 𝗠𝗲?

I’m not a ‘flavor-of-the-month’ marketer who’s taken weekend training. I’ve done over a decade ‘in the trenches’ helping successful companies scale their revenue through targeted marketing and creating and launching new product and service offerings. 

I am a trained clinical hypnotherapist. I understand the deep psychological triggers and unconscious decision-making processes that drive people to buy.

I’m laid back, friendly, and ‘anti-drama’ in my approach to life and business. I’m serious about getting results but very little else. 

>> 𝗪𝗵𝗼 𝗛𝗮𝘃𝗲 𝗜 𝗪𝗼𝗿𝗸𝗲𝗱 𝗪𝗶𝘁𝗵?

Business growth companies 
Property investors
Sales trainers 
Eccomerce Companies
Supplement companies 
Therapists 
+ TONS more! 

>> 𝙒𝙝𝙖𝙩 𝙙𝙤 𝙤𝙩𝙝𝙚𝙧 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝙤𝙬𝙣𝙚𝙧𝙨 𝙨𝙖𝙮? 

“Alex has been one of the key people I’ve turned to for strategic marketing advice and assistance over the years. He has a great strategic business brain and is amazing at generating high-converting marketing materials including traffic, copy and lead generation funnels. If you get the chance to learn from Alex or work with him...snap it up quickly!”

 - Adam Ashburn, COO, Seriously Fun Business Ltd

"I can highly recommend Alex Lowe to anyone looking for help with their marketing or launching a SAAS offering.  If you're looking for a reliable digital marketing specialist that get's results then speak to him ASAP!" 

- Jill Hartigan, MD, Caseflowhr.ai


Join my weekly newsletter for effective marketing tactics here: https://www.marketingmayhem.co.uk/signup

Alex Lowe

I help ambitious businesses hire 𝗔-𝗣𝗹𝗮𝘆𝗲𝗿 leaders who transform their organisations.

With over 15 years in recruitment across agency and in-house roles, I know that success hinges on more than just technical ability. The real difference between a good hire and an A-Player hire lies in behaviours, values, cultural alignment, and chemistry.

At 𝗖𝗼𝗯𝗮𝗹𝘁 𝗦𝗲𝗮𝗿𝗰𝗵, we partner with growth-minded businesses across the US, Canada, and the Middle East to build world-class leadership teams. We don’t recycle databases - we conduct rigorous, global searches to deliver the leaders who will have a measurable impact.

As Vice President, I am relentless in delivery, creative in candidate sourcing, and deeply committed to providing the #𝘂𝗹𝘁𝗶𝗺𝗮𝘁𝗲𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: A-Players for clients, respect for candidates, and exceptional service every step of the way.

Denise Pike

I've been in enough hiring conversations to notice a pattern.

A founder will say "I need a COO," but when we dig in, what they really mean is: I need someone to fix operations. Or build systems. Or run the team. Or take things off my plate. Or own revenue.

All valid needs. All very different roles.

The title is the easy part. The hard part is getting clear on what you're actually trying to solve. Because "COO" can mean five completely different problems depending on where you are and what's breaking.

The best hires I've seen happen when founders stop thinking about org charts and start thinking about outcomes. 

What needs to change? What needs to exist that doesn't today? What specific problem gets solved when this person shows up?

Clarity first, title second.

If you could solve one thing with a senior hire, what would it be?

#BuildingLeadership #ExecutiveDecisionMaking #FounderPerspective

Executive Search | Finding ‘A’ Player talent for business leaders across the US & Canada with a specialism in Dentistry and Medical Aesthetics

"We'll know when we really need someone."

I hear this in almost every growth conversation. By the time you really know, you're already six months behind.

I've watched this pattern play out dozens of times. Growth creates complexity faster than we expect. The revenue operations role you think you'll need next quarter? You actually needed it last quarter.

Waiting until the gap is obvious means your team has been firefighting, your systems are breaking, and the right candidate now needs to fix problems instead of build ahead.

Hiring ahead of pain isn't over-hiring. It's the difference between scaling intentionally and scrambling to catch up.

The best operators I know don't wait for the breaking point. They ask themselves what leadership would make the next 12 months feel different.

What role have you been deferring that would make everything else easier?

#Leadership #APlayers #Executivesearch #hiring

When a founder tells me "I need someone now," they're really solving for the day-to-day they've been holding themselves.

Everything they've been fixing. Everything they've been carrying.

The urgency isn't about filling a chair.

It's about getting their time back properly so they can do what only they can do.

I've watched this pattern unfold hundreds of times. 

The role becomes urgent the moment the founder realizes they're the constraint.

#LeadershipHiring #HiringChallenges #ExecutiveRole #HRLeadership #ExecutiveSearch

I've been doing this work long enough to know what clients actually care about.

It's rarely speed. It's rarely volume. It's rarely even the size of our network.

What comes up again and again is this: Can I trust you to represent my business properly?

That's a bigger question than it sounds. 

It means understanding the nuances of their culture, not just the job spec. 

It means knowing when to push back on a brief that isn't quite right. 

It means having the judgement to know who belongs in a conversation, and who doesn't.

Executive search isn't transactional. 

At its best, it's a partnership built on confidence. 

Confidence that someone out there is speaking about your organisation with the same care you would.

That's the responsibility I take seriously every time.

What matters most to you when choosing who to work with?

#Executivesearch #Leadership #HiringAPlayers

By the time you know you need senior leadership, you're already running on empty.

That's when the stakes are highest and your judgment is most compromised.

How do you make the right hire when you're the one who's stretched too thin to see clearly?

#BuildingLeadership #OrganisationalDesign #ExecutiveSearch

I've noticed something in fast-growing organizations. 

There's usually one or two people who step in when standards start to slip. 

They reset expectations, have the hard conversations, model what excellent looks like.

It works. Until it doesn't.

When culture depends on a few people being present and vigilant, it signals something deeper. 

The behaviours, accountability, and standards that matter most haven't made their way into the fabric of how the business operates.

It's not a failure. It's just a moment to pause and ask whether what you're holding together needs to become something the organization holds for itself.

What aspect of your culture are you personally holding together through sheer effort?

#LeadershipCulture #ScalingOrganizations #ExecutiveLeadership

Urgent hiring feels productive.

But it often costs more than leaders realise.

Constant urgency kills flow, pushes strategy aside, and leaves no space to think properly. 

Over time, momentum slows and growth stalls.

And when too much sits with one person, risk increases.

The real cost isn’t just financial: it’s lost clarity, lost momentum, and unsustainable growth.

#LeadershipHiring #ExecutiveSearch #HiringDecisions

I've been noticing something across the leadership teams I work with.

There's a particular kind of exhaustion that has nothing to do with the number of hours worked. 

It comes from being the person everything escalates to. 
The final decision maker on too many things. 
The bottleneck everyone is waiting on.

Most senior leaders I know can handle the workload. 

What wears them down is something else entirely. 

It's the mental load of holding too much decision making authority in one place. It's the dozens of questions that arrive daily because the architecture defaults to them.

When I see this pattern, it's rarely about the leader wanting control. 

It's usually about a leadership team that hasn't been given the structure or the permission to own decisions at their level. 

And so everything flows upward. The problem isn't capacity. The problem is design.

If a leader is still the single point of failure for too many critical paths, something fundamental needs to shift. 

Not because they can't handle it, but because the organization can't scale around it. 

And eventually, neither can they.

Where in your operation does everything still route back to you?

#SeniorLeadership #ExecutiveTeams #OrganizationalDesign

Most senior hires fail because no one actually agreed who was deciding what.

The brief shifts. Stakeholders multiply. Standards drift.

By the time an offer goes out, “success” has been quietly redefined by compromise.

I’ve learned that retained search only works when it’s treated as risk discipline, not recruitment.

Three things have to be fixed at the start:

• Explicit ownership
• Agreed criteria
• Clear decision rights

When those are locked in, commercial confidence follows. Not from moving faster, but from knowing what good looks like and who gets to call it.

The clearest signal something’s misaligned?

When the same candidate gets different feedback from different stakeholders, and no one notices the contradiction.

Where do you see the greatest risk in senior hiring decisions?

#executivesearch #stakeholders #leadership #Aplayers

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The Battle

Alex Lowe

Denise Pike

Followers

Posts

Engagements

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Performance ScoreDenise Pike's LinkedIn Performance

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taplio

The Battle

Alex Lowe

Denise Pike

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Denise Pike's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDenise Pike's LinkedIn Performance