Antevon vs hiring a demand planner: a permanent role or a two-week audit

Antevon describes itself as a managed demand desk for indie beauty and dermocosmetics brands.⁴

The audit is a fixed-fee two-week forecasting project.³

The optional monthly desk refreshes the forecast and maintains the decision ledger.⁵

Antevon publicly offers a bookable two-week demand audit.³

Antevon Ltd operates the public offer and website.²

Not in the published offer. No additional trading aliases were established from the public pages read.

The public trading name is Antevon.¹

This comparison covers an employee in the brand’s own organisation.¹⁴

The brand employs a permanent planner rather than buying a planning-software subscription.¹²

Permanent demand-planner hiring is a current UK option, illustrated by Revolution Beauty’s public vacancy.¹²

The hiring brand is the employer; this buying option has no single vendor owner.¹³

A current UK employer calls the role Demand Planner.¹²

Hire a permanent demand planner is an employment route, not a software product.¹²

The public audience is roughly £0.5M to £25M in revenue.⁴

Antevon targets indie beauty and dermocosmetics brands.⁴

The audit is for beauty brands selling through retailers or about to do so.³

The stated service audience is in the UK and EU.⁴

The audit is positioned for a founder or commercial team without a full-time owner of the forecast.⁵

Not confirmed. There is no evidenced universal revenue, SKU or location threshold for hiring a permanent demand planner.

A current UK permanent demand-planner role is advertised in beauty.¹²

A published UK role works with distributor partners; channel coverage for a new hire must be set in the remit.¹⁵

A current permanent demand-planner role is advertised in London, UK.¹²

Hiring suits a brand ready to manage an employee and the employer obligations that come with the role.¹⁴

The brand brings its sales export and retailer reports and makes an hour available for questions.⁵

Antevon cleans the imperfect data as part of the work.⁵

Not in the published offer. Responsibility for supplier lead-time, MOQ, safety-stock and connected-system parameter maintenance is not specified publicly.

On the optional desk, Antevon refreshes each forecast number monthly and maintains the ledger.⁵

Not in the published offer. Native system installation, production integration builds and full-stack migration scope are not established for the general audit.

The client can keep using the delivered files without adopting software or maintaining a paid login.⁵

Cleaning imperfect data is included in the audit rather than charged as a surcharge.⁵

The audit leaves the client with two Excel files to keep.⁵

Data work stays within the brand, with the planner and colleagues assigned the inputs and preparation.¹²

The published drinks-role example maintains its forecast in the employer’s planning system; specific parameter ownership must still be assigned.¹⁵

Recruiting a planner does not define a standard implementation package; the brand must set the work and training arrangements.¹³

The forecast is by product, retailer and month.⁵

Not in the published offer. A standard service forecast horizon is not established from the public offer.

A permanent beauty-planner role specifies SKU-level forecasting; the level for a new hire depends on the job specification.¹²

Revolution Beauty’s role specifies a 12–18-month horizon, rather than a universal horizon for every in-house planner.¹²

A separate UK employer specifies a 24-month rolling consensus forecast, showing that horizons vary by remit.¹⁵

Not in the published offer. Retailer-by-retailer sell-in versus sell-through input coverage and data-feed availability are not specified.

The stated forecast target is what each retailer will sell, with buy decisions following from it.⁷

Not in the published offer. retailer EDI support is not evidenced as a documented integration in the public pages read.

One UK role uses distributor depletions to inform shipment forecasts; this is not proof of retailer consumer-sales coverage.¹⁵

Not confirmed. retailer EDI connectivity is not established by hiring a planner; assess the brand’s systems and access separately.

The audit models each promotion separately and gives each forecast number a likely range.³

The audit prices a retailer promotion against not running it, in pounds.⁶

Not in the published offer. The standard method and data requirements for a product with no sales history are not specified in the public offer.

Launch events are marked when the audit cleans sales history.³

The beauty-role example includes promotional activities as forecast inputs.¹²

The William Grant & Sons role includes new-product launch and phase-in/phase-out forecasts.¹⁵

The audit supplies buy, move, hold and cut recommendations with their money impact.³

Not in the published offer. Creating, sending and executing purchase orders are not established parts of the public offer.

Purchase orders are inputs to the audit.³

Not in the published offer. The public service description does not assign every PO creation, sending or supplier-follow-up step.⁴

Not in the published offer. An audit feature for minimum-order quantities or case-pack optimisation is not established publicly.

The audit puts a date and a price in pounds on each buy that follows the retailer forecast.⁷

Not confirmed. End-to-end replenishment responsibility is not established for a generic demand-planner hire.

Not confirmed. Purchase-order creation or approval is not established as a standard responsibility of this hiring option.

Not confirmed. Who actually places purchase orders must be agreed within the brand.

Not confirmed. Handling minimum order quantities is not established for a generic hire.

Not confirmed. Lead-time modelling and upkeep are not established for a generic hire.

Production sizing, cash planning and promotion calls are priced from the same forecast.⁵

Not in the published offer. An automatic hard-budget constraint or cash-constrained optimiser is not established publicly.

Not confirmed. Cash-constrained optimisation is not evidenced as a standard capability of a permanent demand-planner hire.

Not in the published offer. Batch tracking, expiry handling and shelf-life constraints are not established in the public offer.

Not confirmed. Batch and shelf-life planning are not established as a standard part of this hiring option.

Not in the published offer. Shopify support is not evidenced as a documented integration in the public pages read.

Not in the published offer. Amazon support is not evidenced as a documented integration in the public pages read.

Not in the published offer. 3PL support is not evidenced as a documented integration in the public pages read.

Not in the published offer. ERP support is not evidenced as a documented integration in the public pages read.

Not in the published offer. CSV file intake support is not evidenced as a documented integration in the public pages read.

Not confirmed. Shopify connectivity is not established by hiring a planner; assess the brand’s systems and access separately.

Not confirmed. Amazon connectivity is not established by hiring a planner; assess the brand’s systems and access separately.

Not confirmed. 3PL connectivity is not established by hiring a planner; assess the brand’s systems and access separately.

Not confirmed. ERP connectivity is not established by hiring a planner; assess the brand’s systems and access separately.

Not confirmed. CSV connectivity is not established by hiring a planner; assess the brand’s systems and access separately.

Not in the published offer. A formal approval matrix for forecast sign-off and cash commitments is not published.

The brand signs its retailer promotions after the desk’s profit read.⁵

Not in the published offer. Responsibility for ongoing operational exceptions and their response times is not fully specified publicly.

Not confirmed. Forecast, cash and purchase-order sign-off authority must be assigned by the brand; the generic job title does not establish it.

In the beauty-role example, the planner challenges significant forecast and budget deviations and escalates them for resolution.¹²

The audit takes two weeks from when the data lands, not from payment.³

The audit draft arrives on day 13 and the walkthrough call is on day 14.³

The audit asks for 12 to 24 months of sales, purchase orders, a stockist list and a promotion calendar.³

The client supplies a sales export, retailer reports and an hour for questions.⁵

Not confirmed. No evidence establishes a standard hiring lead time or time to the first usable forecast.

The brand must define and fill the role and manage the associated employment responsibilities.¹⁴

The planner needs the brand’s history, event context, systems and colleagues to build and maintain the plan.¹²

Yurii Blazhevych takes the call and runs the forecast.⁵

The audit includes a working session through the first decisions on day 14.⁵

The monthly desk refreshes the numbers, maintains the ledger and reads retailer promotions before the client signs.⁵

Antevon lists a registered office at Manorfield, Church Road, Sevenoaks, Kent TN14 6EA.²

Not in the published offer. A staffed UK operating office is not established from the public registered-address statement.

Antevon Ltd states that it is registered in England and Wales under company number 17404379.²

Not in the published offer. UK support hours, time-zone coverage and response-time commitments are not specified publicly.

Not in the published offer. Named or independently verified UK clients are not established from the allowed public pages.

The role works inside the brand’s team; there is no standard vendor support SLA attached to the hiring route.¹²

The brand needs a leave and absence cover plan; hiring one person does not establish continuous cover.¹⁶

Not confirmed. There is no single provider office for this hiring route; the workplace is employer-specific.

Not confirmed. There is no single UK supplying entity for this route; the actual employing legal entity must be identified.

Not confirmed. Working hours and cover for the actual hire must be agreed; there is no standard UK support-hours promise.

Not confirmed. No customer list exists in this evidence for the generic hiring option.

Antevon publishes from-prices for both the audit and the monthly desk; the final fee is scoped on a call.⁸

Neither the audit nor the monthly desk is billed by the hour.¹⁰

The audit fee depends on product and retailer count, is quoted on the first call, and is fixed once agreed.⁸

Half the audit fee books the slot and half is paid on delivery.⁸

Data cleaning is part of the audit work, not a surcharge.¹⁰

The optional monthly desk is scoped to the catalogue and retailer count.¹⁰

Not in the published offer. A separate minimum purchase or initial commitment beyond the published from-prices is unknown.

Not in the published offer. Whether a separate setup or onboarding fee applies is unknown.

There is no surcharge for cleaning imperfect audit data.⁵

Not in the published offer. Trial availability and trial terms are unknown from the public pages checked.

The full terms for working together are in each signed engagement letter, not the website terms.²

The monthly desk is optional after the audit.¹⁰

The audit files keep working without an ongoing software login or subscription.¹⁰

The monthly desk has rolling 30-day notice.⁸

Not confirmed. There is no universal public salary price for this employer-defined role; leave the price and salary input unknown.

Hiring cost starts with the agreed salary and applicable employer obligations, not a published vendor tariff.¹³

Not confirmed. No universal minimum salary or minimum hiring spend is established.

Not confirmed. Recruitment, equipment, systems and onboarding costs are employer-specific and have no evidenced universal amount.

Not confirmed. There is no evidenced standard free trial for a permanent hire.

This is permanent employment; the actual employment duration, probation and notice terms must be agreed for the hire.¹³

Audit exports and reports are used only to build the client’s files, not shared outside Antevon and deleted on request.¹¹

For 2026/27, the standard category-A employer NI rate is 15% above the secondary threshold.¹⁷

HMRC publishes a £5,000 annual secondary threshold for 2026/27.¹⁷

The published minimum employer contribution for most automatic-enrolment pension schemes is 3% of the relevant earnings.¹⁸

Most automatic-enrolment schemes use annual earnings between £6,240 and £50,270 as the contribution band.¹⁸

Eligible employers may reduce their annual NI liability by up to £10,500, not by £10,500 for every hire.¹⁹

Employment Allowance is conditional, and only one company in a connected group can claim it.²⁰