Knowledge Intensive Services
AI will not fix hiring teams that still run weak interviews
AI can make hiring faster. It cannot make a weak interview process fair, structured or evidence-led by default.AI is already changing how internal recruitment teams work.It can help draft job descriptions, summarise conversations, support candidate communication, reduce coordination wor...
How to interview when the role will change before the person starts
In a startup, you are not only hiring for the role in front of you. You are hiring for the role it may become.Startup roles rarely stay still.A person may join to solve one problem, then find themselves solving a different one 6 months later. The product may shift. The market may narrow...
Stop hiring heroes but build a repeatable interview system instead.
A scaling company cannot rely on heroic judgement. It needs repeatable evidence.Every founder wants people who can raise the level of the company.In the early days, that often turns into hero hiring: looking for the unusually brilliant person who can solve everything, move faster than e...
Don't miss your chance to enter the Cambridge Independent Business Awards
You have until 11.59pm on Sunday, July 12 to enter the Cambridge Independent Business Awards 2026. ...
CWOW 2026 draws record-breaking 5,000+ attendance from UK’s Golden Innovation Corridor and beyond
Cambridge Wide Open Week (CWOW) 2026 welcomed a record-breaking audience of more than 5,000 attendees, marking its largest edition to date and highlighting the growing strength of the UK’s Golden Innovation Corridor connecting Oxford, London and Cambridge. ...
Remote-first hiring only works when the interview process is structured
Remote-first hiring only works when hiring managers know what to assess, what to ask and what evidence to capture.Remote-first startups have a clear advantage.They are not limited to 1 city, 1 commute radius or 1 local talent market. They can hire for the person, not the postcode.That m...
Your values page is not your culture
A startup’s culture is not what it says on the values page. It is what happens when pressure, trade-offs and hiring decisions arrive.Most startup values sound the same.Move fast. Own the outcome. Be customer obsessed. Act with integrity. Challenge the status quo.None of these are bad. T...
Generalists help startups start but specialists help them scale.
Generalists are often the reason a startup gets moving. They are not always the people who can carry every function through scale.Early startups need generalists.They need people who can move between customer calls, product feedback, sales support, hiring, operations and whatever else i...
When leaving feels easier than moving, internal mobility is broken.
If it is easier for someone to get hired by a competitor than move inside their own company, internal mobility is not working.Large organisations often say they want to retain talent, build career paths and promote from within.The problem is that employees experience something different...
Internal mobility fails when internal interviews feel less fair than external ones.
Internal mobility is not just a retention strategy. It is a trust test.Growing companies often talk about developing people from within.The intention is right. Employees want to see a future inside the business. Hiring managers want people who already understand the company. People team...