humaneer

We’re pioneering a new era of HR - where professionals have the time, tools, and support to lead. 

Mak by Humaneer is your AI-powered productivity partner, purpose-built to reduce admin and unlock strategic impact. Built by HR, for HR, we combine intelligent automation with the power of a global community so no one has to go it alone. This is how we deliver on our promise: less admin, more impact.

CEO/Co-Founder

Quantum Brilliance

We build room temperature quantum computers, powered by diamond, which will provide ubiquitous quantum computing.

Founded in 2019, Quantum Brilliance is a venture-backed Australian-German quantum computing hardware company, providing diamond quantum accelerators supported by a full stack of software and application tools. Quantum Brilliance’s vision to enable mass deployment of quantum accelerators will propel industries to harness edge computing applications and next generation supercomputers. Quantum Brilliance’s international partnerships extend into North America, Europe and the Asia Pacific, working with governments, supercomputing centres, research organisations and industry leaders.

Global Head People Culture and Talent

Instaclustr

Instaclustr is the open source as-a-service company, delivering reliability at scale. We operate an automated, proven and trusted management environment, providing database, analytics, search and messaging. We enable companies to focus on building cutting edge applications, eliminating the need for costly operations teams and technology.

Our core technologies include Apache Cassandra, Apache Kafka, Apache Spark, Elasticsearch, Kibana and Zeppelin. We deliver mission-critical, high performance and always-on data solutions for our customers - supported 24/7 by our Technical Operations team.

Instaclustr’s consulting expertize leverages the experience we have gained from almost 30+ million node-hours of managing Apache Cassandra and related technologies. Our staff includes experienced consultants with deep expertize in the technologies we support as well as extensive consulting experience.

Vice President - People

People Rock

People Rock is a Dynamic HR consultancy which focuses on results.

We help Start ups and SMEs get their HR sorted FAST! 

We specialise in putting your HR framework in place using the best technology in the market, while helping you build out an AWESOME employee experience. Our goal is to get your HR up and running quick smart, with a robust employee journey and superb employee experience. While saving you time and money from the outset!

As the creators of the “7 Points of Engagement Model” our unique approach allows for assessment, development and measurement throughout the process of developing a strong positive work culture. 

We believe that a highly engaged team equates to an AWESOME work culture, and we can help you do that! 

We are advocates for wellness in the workplace, work/life balance and using positive psychology principles to increase overall well being, productivity and resilience. 

We believe in equity and equality, strengths based development and increasing organisational culture and engagement through a shared value system. 

Most importantly… we get results!

Fractional HR/Senior People and Culture consultant

Sitback Solutions

Best Place to Work (Top 25) 2015
Best Place to Work (Top 20) 2016
Best Place to Work (Top 20) 2017
Employer of choice 2016 - City of Sydney Business Awards
Excellence in business 2016-City of Sydney Business Awards
Overall business of the year - City of Sydney Business Awards
NSW Employer Of Choice 2016 - Business Chamber Awards 

Sitback Solutions is a Human Centered Design and Development agency providing customised solutions, psychology-based Experience design, off and on-line, best practice web development and specialised UX training. 

Our Experience design team are registered psychologists and HCI Specialists who apply a depth of research to our work. Our Development team are highly experienced software developers specialising in PHP .NET and Front end development. 

We have been fortunate to work with a broad range of top brands across all sectors including: Finance, Retail, Charity, Entertainment, Government, Education and Corporate.

Working directly with our CEO and SMT team, I manage all things People and Culture within the business.

Head of People and Culture 

cre8 recruitment

... cre8ting opportunities
cre8 recruitment is a boutique Australian owned recruitment company that specialises in the recruitment of professionals within Digital, Creative and Media . We practice what we preach, embracing new technologies and taking recruitment to the next level. 
visit our website - www.cre8recruitment.com.au
We strike a balance between a unique and personalised service while working with some of the biggest players within the industry, both client and candidate side. With soft skilled and technical expertise, cre8 recruitment is "cre8ting opportunities" across the sector. 

We pride ourselves on our unique approach and welcome you to get in touch to find out more.

Founding Director

JMC Academy

JMC Academy is Australia’s leading private education and training provider for the Music, Film and Television and Digital Media fields. 

As a guest lecturer I am lucky to get to share my passion for the recruitment industry and help educate those who have never been active in the job market work effectively to secure their first role in industry. 

My lectures cover the following topics 
- Resume writing - (how to stand out from the crowd)
- Personal online branding through social media (the effects and benefits of online profiles)
- Utilizing different mediums throughout your job search (and how to track these)
- interview preparation and techniques (including those killer questions, competency based interviewing etc.)
- following up after interviews- the next step

Guest Lecturer

TPP Recruitment

Working within the Not for Profit Sector specializing in providing Recruitment and HR Solutions for N-F-P clients and Government Organizations. I was responsible for setting up the new PR and Communications division. Areas of specialism were PR, Communications, Sales and Marketing. Responsible for growing the division for the organization.

Senior Recruitment Consultant

Head of Commercial temps – JPA Graduate (London)
Was relocated to the London office to build the graduate commercial temps division. Focusing on starting up this new area for the organization. Concentrated on Business development and setting up systems for the temporary market. 

Manager – JPA Scotland 
Leading the Scottish team based in the Edinburgh Office. Attending monthly Manager meetings in London do discuss progress and strategy within the organization, Was responsible for the attraction, retention and development of new employees within the office. Also conducting one-2-ones and setting KPIs and Targets. 

Consultant – JPA Scotland 
Managing the careers of recruitment professionals within Scotland. Developing strong client relationships while helping with workforce planning and recruitment for growing areas within their business. Specializing in Headhunting and networking within professional service recruitment.

Manager - Graduate (Temporary Appointments)

I see a bright future for HR. As Co-Founder and CEO of Humaneer, our team are leading the charge in transforming HR through AI, making HR faster, smarter, and more human.

With over 20 years of experience in the people space including building and leading global HR teams, I know first hand the challenges HR teams face - buried in admin, navigating complex compliance, and constantly firefighting. That’s why we have built Humaneer.

Humaneer is on a mission to give HR teams back time to focus on people, not paperwork, so they can be more strategic, more proactive, and more human. Built alongside a thriving global HR community, Humaneer's AI powered platform, Mak, is not just software; it’s a movement toward a smarter, more strategic HR function.

I also sit on the UNSW HR Advisory Board, helping shape the future of HR education.

Careen Redman-Matthews

This week I hit 10K followers and I thought this is a great time to reintroduce myself. Its Friday, I'm in a great mood and so coming in with 10 quick facts. 

1 - I'm proud, super proud of what we have built over at humaneer where I work as both Co founder and CEO. Tech start ups run through my viens and building  with Kimberly Burns and Annie Johnson is the role of a lifetime. Its not often you get the opportunity to reshape the industry you love from the inside out, and it is not a role I take lightly. The same way I felt responsibility to the organisations and people while leading HR teams, I feel that same responsibility now, to our industry. 

2- My son is the beat of my heart. Smart, inquisitive, stubborn and so very very kind. I give thanks every day that we have our little miracle boy and being his mum is the greatest privilege.  

3- I have some really questionable tattoos.... I got my first one at 16 (used my friends licence as ID 😜) Pop culture and life events informed my choices... for better or worse 😂

4- Studying positive psychology in 2016 literally changed my life and how I worked in HR. If you ever get the opportunity to study it, do it! It led me to becoming a certified strengths coach with the Centre for Applied positive psychology, changed the way I thought, worked and look after my brain and body. It also brought me to setting up the "Advent kindness challenge" on instagram - check it out if you fancy swapping chocolate for kindness in the run up to Christmas. 

5- I LOVE being out at my veggie patch, it is a source of such joy in our household. Planting, growing and eating your own food is someone quite special and I feel very grateful to have the opportunity to do that with my hubby and son. 

6- Cooking keeps me sane. Entertaining keeps my cup full. Whether it is a BBQ, dinner, lunch, brunch or anything in between, sharing food, conversation and laughs with friends and our community lights me up from within. 

7- I've just started a substack account (and literally have no idea what Im doing)if anyone has any tips, please let me know. Its called "don't forget the humans" and is a place for  curiosity-driven exploration of how work, technology, and life are changing, and what it means for us humans at the centre of it all. 

8- I wake up at 5.30am every morning, even weekends. Not to be part of some club, but to get that first morning cup of tea in beautiful silence. (Not so silent recently with the neighbours rooster, but thats another story 🐔) 

9 - I feel such gratitude for the people who have connected with me here - there is something quite special about finding people that you can learn from, share ideas, support each other and cheer on from across the world. (Thank you 🙌)

10- I love to learn, curiosity is how I spend my down time. It is my ultimate way to relax. Power Plate coach, Zumbini instructor, The newest AI tools and models, if Im learning Im happy. 

Thanks for reading, have an AWESOME day 😀

Careen Matthews

Your AI HR Assistant | Built by HR | Powered by AI | Trusted by Professionals

This one’s for my HR friends in start-up land.
(I see you. Truly.)

I started my morning in a live demo of Mak, the AI-powered HR Assistant that sits in the real, messy HR work that happens inside fast-growing companies.

Here’s what we worked on live:

She needed support building a leadership program for the Co-Founding and Exec team, something most HR people know is critical, but rarely gets the oxygen it deserves when you’re juggling hiring, onboarding, culture, and the daily surprises that come with founders moving at speed.

What I loved about this session was how quickly we went from “this is important and overwhelming” to “okay, I've got this.”

Mak didn’t replace her thinking.
It removed the friction.

It gave us structure, clarity, and momentum. The kind you usually only get once you’ve carved out a full day (that you don’t have) to sit, think and build.

And in minutes, here’s what Mak produced:

✅ Step by step process to build out a leadership program. 
✅ Leadership development framework, complete with 
a structured document to outline specific leadership competencies, development activities, and timelines tailored to the needs of the co-founders. 
✅ A framework for establishing and managing mentorship pairings to support the co-founders in developing essential leadership skills and business acumen.
✅ A high-level document that outlines the learning and development goals for the co-founders, including methods for acquiring commercial skills and key performance indicators to track progress.
✅ A tool to assess the skill gaps in leadership, strategic thinking, financial literacy, and decision-making among the co-founders, aligning learning initiatives with their development needs.
✅ A structured approach to set specific development goals for each co-founder, outlining required skills, training plans, and progress tracking to ensure effective learning.
✅ A tool to help the co-founders create clear, measurable, and realistic goals for their leadership development journey, ensuring they stay focused on key objectives.
✅  A guideline for implementing change management strategies within the startup, helping the co-founders navigate the complexities they are encountering.

This is the kind of work that can support how founders lead, how teams communicate, and how a company grows. And when you’re the first or only HR person, tools that give you back time without diluting the quality of your work are rare.

If you’re in the thick of scaling with founders who are learning leadership as they build, something like Mak might actually make your week a little easier.
Give Kimberly Burns Annie Johnson or myself a shout if you want to see how Mak can help move you from Admin to Impact - Today! We are jumping on calls with HR and P&C removing the friction in their roles in real time. 
humaneer

Working in HR looks very different today that it did this time last year. 

I used to spend so much time in the admin, checking legislation. ensuring process was followed. My nights spent writing up notes, emails, policies, frameworks because my days were spent in back to back meetings. 

Being reactive because there was not enough hours in the day to coach, enable and advise while keeping up with all the documentation and follow up. Strategic time, that was a dream some days due to the volume of work. 

And that is what drives Kimberly Burns Annie Johnson and I.  Our vision was to change the way HR was done in companies. Fast, efficient and more human. To move from reactive to proactive. 

To build a platform where we can 

✅ Get answers fast - with step by step process instructions, underpinned by legislation and highlighting risk at every step. 
✅ Negate the need for note taking, as soon as the meeting is done, the compliant notes are there for you. 
✅ Predictive documentation, based on your query or meeting - done in seconds. 

A place to "DO" HR. 

We called the platform Mak (short for Machine Accelerated Knowledge). And Mak is helping HR teams and Small businesses across ANZ completely rewrite how HR is done. 

I got this message from one of our awesome customers yesterday, a seasoned HR professional who has been using Mak this week to update their policies. (Freeing up time to focus on the change management and roll out required for the updates). This is not the future of HR, this is the Now. 

If you want to see how Mak is changing how we work, for the better. Reach out, I'd love to show you. 

humaneer

A HR Guide to Supporting Employees Through AI Adoption 
I read a really interesting article by Built In this morning (link in comments) and these are the stats that got my attention.... 

- 64% of American adults plan to avoid using AI for as long as possible
- 31% of employees (and 41% of Gen Z) are actively working against their company’s AI initiatives
- 45% of CEOs say their teams are resistant or openly hostile

According to the article, There is fear around being replaced, of inaccuracies, of skill erosion, of environmental impact, and of leaders pushing tech without clarity or purpose.

And I believe it gives us as HR key pointers in how to structure our change management approach.

Here’s my quick thinking on how to build trust during AI adoption:

✅ Lead with the “why”. We need to clearly articulate:

-What AI is solving
-How it supports business goals
- How it supports them

✅ Don’t force AI where it doesn’t fit. A lot of pushback comes from employees being told to use AI for tasks AI isn’t good at. When usage becomes a checkbox exercise, resistance increases.

Be honest about:
- Where AI adds value
- Where it doesn’t
- Where it slows work down (because sometimes… it does)

✅ Build a culture of experimentation. You don’t need a culture of “AI adoption.”
It's a culture of testing, learning and continuous improvement.

People adopt AI faster when:
- They’re allowed to try things
- Fail safely
- Share learnings
- Influence how workflows evolve

✅ Validate their concerns 
Employees are raising legitimate issues: Inaccuracy, bias, deskilling, environmental impact, dependency on tools they don’t fully trust. If we shut these conversations down, we shut down adoption.

Our job is to:
- Listen
- Break down the problem
- Explore whether AI is the right tool
- Acknowledge what we can’t control

Validation builds trust,  and trust fuels adoption.

✅ Be crystal clear about guardrails. People resist what feels unsafe or unpredictable.

HR can reduce that dramatically by clarifying:
- What AI will do
- What AI won’t do
- Which decisions remain human
- How data is handled
- How accuracy is monitored

✅ Protect the human skills that matter, concern that AI will erode their critical thinking skills, it doesn’t have to be that way.

Use AI to elevate skills, not replace them:
- Less admin work
- More strategy
- More decision-making
- More creativity

So here's where I have landed personally...
AI resistance isn’t a people problem. It’s a change management and communication problem.

I truly believe that we, in HR are uniquely positioned to close that gap by leading with:
- Transparency
- Clear goals
- Experimentation
- Psychological safety
- Human-first design
- Realistic use cases

What’s your thoughts on this? I’d love to know…. 

(If you enjoy thinking this stuff through with fellow HR folks, come join the humaneer community - I'd love to welcome you).

What if I told you your HR team could increase capacity by 24% next week…
without hiring a single extra person?

Bold, I know. We already know that the stress we feel in HR is not a capability issue. It’s a capacity issue.

We already have the expertise, the judgement, the EQ, the deep organisational knowledge.
What we don’t have?
The hours.

Between compliance, documentation, file notes, policy updates, investigations, recruitment, onboarding, and the never-ending “quick questions” (that are never quick) 😜

HR isn’t short on talent.
HR is short on time.
That’s exactly why we built Mak by Humaneer.
Not as another dashboard.
Not as another system to manage.
But as an AI-powered productivity partner, purpose built by HR, for doing HR. That eliminates the repetitive admin blocking our best work.

Here’s what happens when you get time back...
✅ More strategic decision-making
✅ Faster compliance responses
✅ Better employee experience
✅ Less burnout
✅ More space for culture, leadership, coaching and impact

THIS is what “less admin, more impact” really means.
And no, you don’t have to wait months.

That’s the part I’m the most excited about.
Small shifts in admin automation compound fast.
You feel it within days. Your team feels it. The business feels it.

If you're curious what 24% more capacity could actually look like for your HR team reach out. 
And come join our humaneer community and see how HR professionals globally are already transforming the way we work.

What would you do with 24% more capacity next week? I'd love to know ...

This time next week I will be Sydney side with our ambassadors Jason Portelli and John-Paul Costales Kathryn Palmer for our end of year humaneer meet up, and I CAN'T wait to see everyone for a fun afternoon of connection, conversation, and maybe even a cheeky toast (or two) 🥂

📍 Bungalow 8, King St Wharf, Sydney
🗓️ Thursday, 11th December 2025
⏰ 2 PM – 4 PM

No agenda, no pressure... just good people, great chats, and some festive spirit 🎅💬

Its been a massive year for the community and for HR in general, this is the perfect way to round off the year. A safe place to connect, share and have some fun. 

Looking forward to seeing our humaneer friends and some new faces (who will leave as friends I'm sure). 

If you havent joined us before, come along and meet your people. humaneer is more than community. Its a movement, its a home for HR and its a place to be yourself surrounded by people who "get it". 

👉 Link to RSVP: https://lnkd.in/gbVC2iAH

... or just login to humaneer.app and put your name on the event invite. Come celebrate with us! 🎉

Jolene Leong Richard Winters Kate Dodd Mark Lewis Natasha Meah Jasmine Alderton Sorcha Joyce Dee Rice Kerry Shields Jackie Greenwood Jacquie Williamson Sharon Banfield Mallory Conboy Olga Papageorgiou Kimberly Burns Annie Johnson 😀😀

I’ve been sitting with something for a while now… this feeling that the world, especially the world of work is shifting faster than any of us can reasonably process.

Every week there’s a new technology, a new expectation, a new economic twist, a new conversation about what work should look like. 

And somewhere in the middle of it all are real humans, trying to make sense of it in real time.
I don’t have the answers (honestly, who does?) but I do have curiosity, bucketloads of it and a deep belief that work should always centre people, not the other way around.

So… I’ve started a Substack. YAY - It’s called “Don’t Forget the Humans.”
 And it’s my little corner of the internet to explore:
 ✨ how work is evolving
 ✨ how technology is reshaping us
 ✨ how society and economics show up in our work lives
 ✨ and what all of this actually feels like for the humans at the centre

No hype. No doom.
Just curiosity, questions, reflections, and the occasional “is anyone else feeling this too?” moment.
If that sounds like your kind of thing or if you’re simply trying to make sense of the rapid changes happening around us, I’d love to have you join me.

Here’s the link:
 👉 https://lnkd.in/gEU9kC7z

And a massive thank you to everyone who encourages me, challenges me, and shares this wild, wonderful journey of learning. You’re the reason I feel brave enough to try new things like this.

Have an amazing weekend when it comes for you - and don’t forget the humans ❤️

Open article: Don't forget the humans | Careen Matthews | Substack by dontforgetthehumans.substack.com

Don't forget the humans | Careen Matthews | Substack

I've had some really interesting conversations recently with some of the humaneer community about how they got into HR/People space. 

Some chose HR, others HR chose them... There are so many interesting stories of how we all got to where we are. 

For me, I was travelling in Thailand in my very early twenties, I met the most inspiring girl, she worked for a big recruitment company in London.... her passion for people, growth and support was infectious, and I was hooked. On returning to Scotland I made it my goal to get a role in recruitment, and that is how my people career started... a beach in Thailand meeting one of the most inspiring women 🙌🏼

So I thought this would be a little bit of fun... how did you get into HR? 

Feel free to share your story in the comments. I love learning about how others got into HR 😄

If systems hold knowledge and humans hold culture. What happens if one starts replacing the other?

We’ve moved so much of what we know into platforms, workflows, and tools.
And honestly… there’s a lot of good in that. I've seen first hand how thoughtful platforms like Mak by humaneer can transform the role of HR in extremley positive ways like,
  
Knowledge becoming accessible.
Processes becoming clearer.
People not left guessing.

But is there another side too?
When systems hold the “how,” do humans stop sharing the “why.” When everything is automated, do we start to forget that culture lives in stories, relationships, rituals… in the things systems can’t capture.

And that made me think:
Are our systems strengthening culture… or slowly thinning it out? Is this something we should be thinking about? 

In this week’s edition of Don’t Forget the Humans, I explore it...

If you’re thinking about how technology is reshaping the way we work, lead, and connect, I’d love you to read it (and give me your feedback, its my first article 🙌).

Here's the link 👉 https://lnkd.in/gRj-NjAG

As always, I don’t have all the answers.
Just a lot of curiosity and a deep belief that culture is worth protecting.

Would love to hear what you’re noticing in your world.

Have an awesome day 😀

Open article: If systems hold knowledge and humans hold culture. What happens if one starts replacing the other? by open.substack.com

If systems hold knowledge and humans hold culture. What happens if one starts replacing the other?

Hey HR friends 👋🏼 A quick question if you have 2 seconds... 

I'm building out a library of workflows showing where AI integrats into them for HR teams. 

Is this a resource you or your team would find useful? 

let me know below, and feel free to comment which workflow would make the biggest impact today 👇🏼

keep an eye out for the first share 😊

humaneer 🚀

Would a resource that shows HR workflows and how AI integrated into them be useful to you? 

MindAbility Consultancy Ltd

I'm a business builder, (business coach), with a flair for growing businesses who fell in love with HR. I understand how vitally important HR is to the success of any organisation, how HR is taken for granted. I want to change that. I want to change the lives of HR and people consultancy founders. 

I help HR and people consultancy founders to build businesses on your terms. I know how tough it can be coming out of a corporate environment to no one. You've spent years understanding business, with little or no exposure on HOW to run a business - now you've been thrown into the deep end! 

I've grown several businesses, represented and run business development teams for rapidly growing companies in the B2B space, as have members of my team. We’ve also had our share of hard knocks along the way, dusted ourselves down and got right back up again!

Our unique coaching systems are all delivered virtually in short, focused sessions, with valuable tools that you can use, long after our programmes have been delivered. Each programme will be tailored to your individual needs. 

Specialist areas include: 
Helping you understand the definition of who you are, your services and what makes you different!
Identifying commercial blockers.
Show you how to sell you/your services.
How to build scalable and realistic pipelines.
We will show you how to measure these. 
Building and delivering scalable sales and marketing programmes.
Show you how to sell value and not time. 

We also blend these vital skills with the following: resilience coaching, conflict resolution, unconscious bias training, internal and external communications, helping business owners through change and dealing with uncertainty.

Who we work with: HR and people consultancy founders who understand business, but have never run their own businesses. Having recently left the corporate world, you are struggling to specify your message, your ideal clients, and are trying to define your packages and want sales.

Business coach for ambitious HR & People Consultancies | Keynote speaker| Podcast host | Author

NeuroLeadership Institute

Research and Solutions Consultant

Connor HR Consultancy

Continuing to support clients from FTSE 100's to rapidly growing SME's from organisational design and change programmes, people development for individuals and teams, plus transition including outplacement, returner to work programmes and retirement planning.

A passion for diversity and inclusion supporting organisations to deliver their D&I agenda.

Senior Client Partner

I support our Client Partner Director in ensuring we support our 400 plus clients across the whole people agenda.

We are experts on people in business and have been providing practical advice and support to businesses and their people for 25 years.

For businesses, we can help you through the whole employee lifecycle:
- recruitment and search
- talent and organisational development
- career transition and outplacement.

We can provide day to day HR services or lead organisational design, people strategy and change management projects. We’re flexible, pragmatic and passionate about helping businesses improve performance through their people.

We don’t just advise you – we actually do the work for you – delivering results so you can get on with running your business. 

For individuals, we can help you to enhance your performance – giving you the confidence and expertise to build a better career if you have to move on.

Some consultants just don’t give you a personal service every time. Your partnership with Connor will be different – you will receive individual care and attention.

To read what a selection of our clients say or to find out more, please visit www.connor.co.uk.

For further information on Connor call 01491 414 010 or email us at info@connor.co.uk.

Client Partner

Sam is the owner of internet marketing agency specialising in online PR and social media.    Despite its fledgling status, the agency has a wealth of experience within its assoicate team and has already won a number of UK and European accounts offering training programmes for social media platforms and online PR programmes whilst developing European wide campaigns within the property and health industry.  

Sam has gained extensive experience in the blue chip and SME arena through working at Sitelynx Ltd and E-Strategy Limited.  Her area of speciality is online PR and reputation management.

Her enthusiastic approach and passion for her industry has led her to extensive training.  She has trained large corporates such as Times Online and Sun Online whilst working for Sitelynx and has developed and launched training schedules for Devon County Council and David and Charles publishing during her time at E-Strategy.

Owner

E-Strategy Limited

I worked with the MD to ensure E-Strategy grew revenues and profitability on a UK basis.  I was responsible for the development of the brand and account management agency wide.

Director

Sitelynx Limited

One of the founding Search Engine Optimisation agencies the UK

Account Manager

Cinnamon Communications

Cinnamon Communications was formed to support clients in two areas: business development consultancy and corporate communications.

I grew the business to a six-figure turnover through targeted networking, strategic marketing, and ensuring I measured and delivered value to my clients.

MD & Consultant 

Weber Shandwick

I was responsible for a portfolio of clients in the tech space which included a number of LBS and satellite navigation early-stage organisations. 

I managed a portfolio of £100k plus clients for the organisation and helped to develop client opportunities using my high EI.  I was keen to learn as much as possible within this role before setting up my own organisation.

Account Director

Open ....

Open was the first interactive television platform in the UK.  I was responsible for the press desk and helping to promote the brand to the B2B and B2C press to support the marketing efforts. This included a three month on the road tour to introduce the concept of interactive television to the UK. 

Open .... was originally called British Interactive Broadcasting and had four major shareholders: BSkyB (where I had previously worked as an EA to the Chief Executive, Sam Chisholm), BT, Matsushita and HSBC.

Press Officer

Hi I’m Sam.

I help HR consultants, Executive Coaches and Benefit Specialists to generate consistent revenue from the right clients.

I do it with MindAbility Business Club, where we:

- Have bi-weekly calls to build your business knowledge
- Get you unstuck from the day-to-day challenges
- Give you a community you can rely on for questions and support
- Encourage collaboration with other specialised business owners
- Share access to our library our training resources

All with the aim of helping you build a consistent business you can rely on.

Some of our community member wins:

🚀 Increased a contract from $10,000 to $25,000
🚀 Increased revenue from $9,000 to $18,000 per month
🚀 Gone from $0 → $270+ revenue in the first 9 months
🚀 Make more money whilst reducing hours worked by 30%
🚀 Replaced their $120k corporate income in less than 3 months

If you need support tailoring our expertise and advice to help you grow your HR / People business…

Send me a DM to sign up for the MindAbility Business Club!

Sam Eaton

Today, I’m pausing to honour one of the greatest humans I know.

My husband is a good man.

A good father.

A good friend.

And a quiet hero.

There is so much I’ll never fully understand about his time in service—what he’s seen, what he’s carried, or the sacrifices he’s made.

But what I do know?

He shows up every day with strength, integrity, and love. And we are all better for it.

To my husband: I am endlessly proud of you.

To our family and friends who’ve served—and to those still serving today—thank you for your Service.

You make freedom feel personal.

And today, we remember. We honour. We hold you close.

#VeteransDay #Gratitude #MilitaryFamily #HonourAndRespect #ProudWife #ThankYouForYourService

You left corporate to start an HR business - I'll make sure you never go back

I am really glad so many HR people are leaving the world of corporate.

It’s time that they are treated way better.

It’s time they earn their worth.

AND get to lead a life that they want.

Corporate HR is NOT:

- There to clear up the messes leaders made because they wouldn’t listen.
- They are not there to deal with unnecessary out of hours calls.
- They are not the ‘policy police’.

HR experts ARE:

Here to lead the workplace evolution:

- Create new workplace environments - setting a clean slate.
- Workforce planning ideas to encourage great communication to avoid the mistakes in the first place.
- Building rewards and benefits programs that attract and retain great people (with a sprinkling of policies but without the overkill.)


They WANT it to be about the people!

Great people who are engaged = great productivity. 

Let them do their jobs.

If not, come work with me to build your business, your way, on your terms. 😎

If “I’ll just go back to corporate” is your Plan B

it’s already killing your Plan A.

I hear it all the time:
↳ “How do I replace $250K?”
↳ “What about benefits?”
↳ “What if I can’t?”

Here’s the truth:
The HR consultants, fractional HRs, and recruiters who win decide -
I’m not going back. Full stop.

Because the first 1–3 years test everyone.
Feast or famine is real until you:
→ Build recurring revenue, and
→ Learn to forecast.

Both take time. Both are learnable.
Mindset → Operating System

Here’s what that shift looks like in practice:
- One clear offer you can deliver repeatably (not 10 custom projects).
- Weekly sales rhythm (calls booked, calls held, offers sent, decisions made).
- Pipeline you can see (next steps — not “waiting to hear”).
- MRR target (£18–25K/month) and a 90-day plan to reach it.
- Forecast basics (hit rate, cycle time, capacity) reviewed every Friday.

What keeps you in the game:
💰 3–6 months runway (cash + committed MRR).
💬 Price floors and scope rules (no unpaid extras).
📞 Two-call close and a 30-day outcome clients can feel.
📋 Document everything so delivery doesn’t rely on adrenaline.

Mindset isn’t posters or mantras.

It’s choices that protect you when a month dips,
and discipline that lets the next one climb.

If “back to corporate” stays open, your business will drift toward it.
Close the door. Build the system.

What would you change this week if “back to corporate” wasn’t an option?

Digital Detox Mode: ON.

It’s that time of the week where the laptop closes, notifications go quiet, and I remember what life looks like beyond a screen.

No strategy. No scroll. Just stillness, sunshine, and probably snacks. Don’t judge lol!

Time to recharge, reset, and remind myself that creativity doesn’t come from constant connection — it comes from the pause.

BRB — see you all tomorrow, refreshed and ready.

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Three clients have made $1.4m collectively this year.

Here's the breakdown:

Client 1 - $575K
Client 2 - $505K
Client 3 - $320,000

Client 1 - been in business 3 year (HR consultant)
Client 2 - been in business 2 years (People & culture lead)
Client 3 - been in business 11 months (Executive coach)

They have all replaced their corporate income.

Here's how:
 •  Got clear on the outcomes on the services they offered.
 •  Did a ton of research on where clients hung out.
 •  Got really comfortable with selling their worth.
 •  Productised their services for clients.
 •  Undersold before they got it right.
 •  Tracked everything!
 •  Set budgets.

Replacing your corporate salary as an HR or people leader is a real rollercoaster.

It IS doable - we've helped over 190 HR and people-focused leaders globally do just that.

$25K. $60K. $150K.

That’s what one consultant earned, without niching down.

She didn’t shrink her market.
She sharpened her pattern.

Most HR and People consultants are told to “niche down”, but the People space is vast, and that’s a strength, not a flaw.

Shrinking the label rarely creates demand.

When I say I work with HR and People consultants and business owners, that includes transformation leaders, executive coaches, comp & bens specialists, TA strategists, psychologists, even a comps-AI platform.

Different titles. Same core problem set.

When I first worked with Tammie (name changed), she’d just left a board-level L&D role at a Fortune 100.

We didn’t chase a micro-niche, we built a repeatable pattern.

↳ Packaged her Executive Retreat Workshop and codified the method.
↳ First session: $25K.
↳ Second: same framework, new company.

To create MRR, we built a longer program with clear, translatable outcomes, priced $60K–$150K depending on scope.

We added a simple referral-partner plan plus direct outreach and ran tight accountability while she executed.

It wasn’t easy. It was specific.

She passed her corporate salary within 8 months.

That’s what niching by pattern, not by label, looks like.

Ask yourself:

Who (context): the moment they’re in when stakes are real.

Problem (business words): retention, delivery risk, margin, manager capability.

Outcome (time-bound): a result leaders can feel in 30–90 days, and a way you’ll prove it.

Implications: what happens if retention rates continue to fall? What impact will this have on your clients?

If your “niche” is getting smaller and your pipeline isn’t getting stronger, you narrowed a label instead of sharpening a pattern.

Question: Can you write your niche in one line without a job title?

Sunday, Sunday.

175mph. Full tilt on weekend pause!

It’s seasonal — and so worth it.

Right now, I’m:

Supporting 5 clients scaling from $250K → $350K

Closing the final $20K gap to $500K with another (we’re so close!)

Helping 3 powerhouse clients confidently step into $1M+ with systems, strategy, and leadership that lasts.

And celebrating our newest Business Clubbers landing their first clients — powerfully, and with confidence — as they start flexing their entrepreneurial + selling muscles for the very first time as People and Talent Entrepreneurs.

Every one of these milestones matters.

Because it’s not about the revenue — it’s about what the revenue makes possible.

Confidence.
Clarity.
Choices.
Legacy.

And for today …..Meanwhile…

Reliving the college football highlights from yesterday.

Walking off the week with some fresh air, nature and peace.

Grilling with friends later today.

And very much not ready for Monday just yet vibe.

But the mission?
The momentum?
The freedom we’re helping people create?

I’m all in for that and the LFG energy returns from the second I get up tomorrow!!

How to book 5 qualified conversations this week (for people-business owners)

HR, recruitment, executive coaching, OD - the quiet way.

Thursday morning, coffee in hand, I sat with three different founders:
a recruiter, an exec coach, and a fractional HR lead.

Different labels. Same goal. Steady, qualified conversations without shouting on the internet.

We made a small plan on a sticky note and ran it for five days.

Here’s exactly what we did: story first, then steps.

→ I asked each of them for one outcome a leader could feel in 30 days.
Not “support.” Something commercial.

The recruiter picked: “Fill one critical role in one team, start date locked.”
The coach picked: “Lift manager confidence for a launch-critical group (measured with a quick before/after).”
The HR lead picked: “Stabilise a strained function before holiday leave.”

→ We wrote each as a one-page offer. One problem, one plan, one price, one weekly proof. Plain words. No fluff.

If a CFO couldn’t read it in 30 seconds, we rewrote it.

→ Then we posted one tiny proof story each, two lines:
Baseline → change.
Why it mattered (the “So what?”).

That post wasn’t to “go viral.”
 It was to make the next conversation easier.

→ For outreach, we stayed warm.
Five partner calls in five days, people already near budget and trust (CFOs, recruiters, practice leads, founders).

We used a polite 2-line voice note:
“Quick one, is [X] biting for any of your clients right now?
I can lift [one clear fix] in 30 days with minimal lift from your side. Who should we prioritise?”

→ On the call, we co-built the outline.
When buyers help shape the plan, they move faster.
Before hanging up, we locked the next step.

→ We let AI tidy drafts (posts, DMs, the one-pager) and then did a human pass.
No invented claims. No vague promises.
Just cleaner words, faster.

By Monday, all three had conversations booked - qualified, clear, friendly.
Not by being louder.
By being buyable.

You don’t need another slogan.
You need one clear outcome, five warm conversations, and proof that speaks for you.

💭 What’s the 30-day outcome you could offer this week that a client would happily pay for?

Clients feel your energy before they read your proposal.

If you play small, sell beneath your value, and second-guess every cent, that’s exactly what you signal.

HR consultants and fractional HRs aren’t selling.
We’re deciding where we add the most value, and whether we want to work with that team at all.

We have a choice.
I have a choice.
So do you.

What to project (on purpose)
→ Value clarity: a one-line promise in business terms, and a price you can say without flinching.
→ Standards: simple fit rules, clear boundaries, and a scope you’ll defend.
→ Point of view: a calm, informed take on the problem and how it gets fixed.
→ Proof: one recent outcome with a metric and a date.
→ Composure: steady process, steady cadence, steady you.

What “playing small” looks like
⚠️ Pre-discounting before anyone asks.
⚠️ Over-explaining to justify your price.
⚠️ Chasing misfit work because it’s “there.”
⚠️ Apologising for boundaries you know protect delivery.
⚠️ Treating every enquiry like a lifeline instead of a choice.

A simple reset for this week
✅ Write your one-line promise in business terms.
✅ Set a price floor, and stop stepping under it.
✅ List three fit rules (who you say yes to, and who you don’t).
✅ Prepare one polite decline line for misfit work.
✅ Share one proof point (metric + date).

What you project is what you attract.

Choose to project value, standards, and calm authority, and watch who starts showing up.

💬 In your next client call… what will you choose to project?

From “burned by a textbook coach” to $466K in 12 months, Claire’s real story.

When Claire and I first spoke, she didn’t believe me when I said she could replace her corporate income inside a year.
She’d been burned before by a franchise “business coach” who’d never actually run a business, let alone an HR consultancy.

So, we started small.

Claire joined the Business Club and landed her first 5 clients there.
Then she stepped into Mastermind with one clear goal: $500K in her next business year.

We didn’t chase hacks.
We built structure first: calm, clear, repeatable structure.

Here’s what that looked like:

✓ Productised services. One signature offer + two supporting sprints.
which means faster decisions, less rework.

✓ Internal rate card. Guardrails for price, scope, and discounts.
which means consistent margin under pressure.

✓ Referral partner plan. CFOs, CPAs, recruiters, specialist HR peers.
which means warm intros, lower sales energy.

✓ Question script. Diagnosis over pitch.
which means buyers heard their world, not our jargon.

✓ Sane networking rhythm. Online + in-person without derailing delivery.
which means vsibility without burnout.

The result:
Last week, Claire was just $34K short of her $500K target.
Confidence up. Margins protected. Pipeline predictable established.

No miracle moment.
Only clarity, cadence, and standards that hold, even when months get noisy.

#HRConsultant #ConsultingBusiness #HRLeadership

Client acquisition isn’t luck. It’s calendar math.

Last week I sat with three people-business owners: a recruiter, an exec coach, and a fractional HR lead. Same complaint: “Warm network. Quiet pipeline.” We didn’t change their branding. We mapped their buyers’ moments, and meetings landed within 72 hours.

Here’s the play I taught them. Steal it.

The “Moment Map” (3 dates that create yes)
Every ideal client has three real-world trigger dates:

• Delivery risk date (launch, quarter-end, big client renewal)
• People load date (holiday coverage, hiring spike, reorg)
• Money date (budget sign-off, board pack, lender review)

If you show up before those dates with a clear fix, conversations move fast.

How to run it (one hour, today)

→ Step 1: List 10 accounts.
For each, guess the three dates above (LinkedIn clues, press releases, hiring pages, product pages). Write the exact day you think pressure peaks.

→ Step 2: Write one 12-second line per date.
“I can stabilise [function] before [date] so [stake] doesn’t slip.
Fixed fee, weekly proof. Want it handled?”
Keep it in business words (margin, delivery, retention, leadership capacity).

→ Step 3: Send two touches per account.
T–10 days: 45-second voice note (warm, peer-to-peer)
T–4 days: short DM/text: “Still biting? I’ll lift it before [date].”

On the call, co-build a tiny plan (3 steps, one price). Lock next step before you hang up.

➤ What happened (mini cases)

• Recruiter: two meetings for a January launch after timing outreach to the product cut-over date.
• Exec coach: green-lit a 4-week manager sprint tied to a churn-risk review.
• Fractional HR: secured a holiday-coverage retainer by showing up before rota planning.

No shouting online. No “just checking in.” Just right moment, right line, right next step.

If your pipeline feels random, map the moments. Most deals are decided by dates your posts never mention.

Question: For your top account, what are the three dates that actually create a “yes”?

You did not start your consultancy to feel constantly behind.

But I know how easily it happens.

Client work gets busy, and suddenly
your visibility drops, your pipeline softens,
and you tell yourself you will fix it next week.

Then another week passes.

The problem is not your commitment.
It is the pressure of trying to do everything at once.

You are delivering, supporting, holding space for everyone,
and still trying to keep the business moving.

What most consultants need is a simple, steady way
to stay visible without adding more to an already full plate.

You need a rhythm that fits around your real life,
your energy, and your client load.

What you need is not more hustle.
You need a gentle rhythm that works with your client load, not against it.

One core message.
One weekly rhythm.
One protected hour.

That is how you stay visible and keep your pipeline warm
even on your busiest weeks.

If you want my FLOW guide, the simple 4 step system I created for busy consultants, comment FLOW and I will send it across.

Curiosity didn’t kill the cat.

It built multiple businesses and now bankrolls a very pampered feline who thinks the world revolves around him  (I'll have to break it to him some day lol!)

I’ve always been insatiably curious —

Which is probably why corporate life and I never really got along.

Too many questions.

Too much “we’ve always done it this way.”
Too many eye-roll-worthy “you wouldn’t understand” replies.

These days? I get to ask away.

And follow the breadcrumbs of curiosity wherever they lead.

Like a few weeks ago… when I taught myself how to edit a cat podcast video.

Yes, really. (It was for DisruptHR Dallas 5.0 back in September. And yes, Tom Cat nailed it.)

I'm currently swotting up on Insta and posting, I want to get better at that!

I'm posting more regularly and having a bit of fun with it right now.

My Insta posts won’t win any influencer awards any time soon!

But give me a break, OK?

I’m having an absolute wail of a time learning.

And that? That’s the whole point right?

Because when you stop trying to be perfect…

And just follow what lights you up —

That’s where momentum lives.

AND if you didn't get to see Tom Cat in action before - here you go! Should I do more of him in the studio?!

You can have the best goals…

 the cleanest Notion board…

 and the snazziest planner on the market…

But if you don’t catch your own thinking traps, you’ll end up working twice as hard for half the impact.

Here are 7 biases I often see sneak into decision-making at this time of year—plus the reset rituals I share with clients who want to grow with clarity and courage:

1. Confirmation Bias
 "I see what I want to see.”
 Trigger: You’ve fallen in love with an idea, offer, or business partner.
 Grounding question: What facts or feedback am I avoiding?
 Reset: Ask two trusted voices to poke holes in your plan—with kindness.

2. Achievement Bias
 "If I work harder, I’ll fix it.”
 Trigger: Deadlines. Pressure. Relocation.
 Grounding question: Would slowing down actually solve this faster?
 Reset: Schedule one “white space day” per month to zoom out and breathe.

3. Optimism Bias (ophhhh this is a biggie for me!)
 "It’ll flow because I’m aligned."
 Trigger: New ventures, fresh energy, early wins.
 Grounding question: What’s my Plan B if patience is the lesson? 
 Reset: Add a 20% buffer to your budgets and timelines.

4. Control Bias
 "If I don’t hold it all, it’ll fall apart."
 Trigger: Launches. Team pressure. High-stakes goals.
 Grounding question: Who else could hold part of this with me?
 Reset: Delegate one recurring task this month. Start small. Watch it compound.

5. Nostalgia Bias
 "This chapter must fix the last one."
 Trigger: Endings, transitions, rebrands.
 Grounding question: Am I creating from the past or for the future?
 Reset: Write a “Keep / Release” list before any major choice.

6. All-or-Nothing Bias
 "If it’s not perfect, it’s wrong."
 Trigger: Content, programs, service design.
 Grounding question: Is 90% good enough to move forward?
 Reset: Celebrate one imperfect win each week.

7. Tunnel-Vision Bias
 "My current goal is the only goal."
 Trigger: Launch mode. Focus mode. Revenue targets.
 Grounding question: What have I put in the waiting room?
 Reset: Take one 'unmonetised', nourishing afternoon each week.

We’re not robots—we’re wired for shortcuts. But self-awareness? That’s your strategic advantage.

Which one of these biases do you notice creeping in as you plan 2026?

I’d love to hear what resonated most for you and happy Saturday! Didn't this week seem llike it was eleventy billion months - and yet it wizzed by at the same time?!

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