Fiona Bradley

FB Comms

My mission is to help business' and brands realise their goals through marketing, acting as an extension of your team.
We use insight-led marketing strategies to create relevant content that reaches the right customer at the right time with the right message! We'll run your organic social channels, paid social ads, personal brand, Google Shopping campaigns and nail your copywriting.

Founder & Director

The After Work Club

Bringing you the best in networking events in the north, as an advisory committee member I'll be working with the After Work Club Team to offer inclusive, fun and diverse networking opportunities for professionals in Leeds.

Committee Member

Durham University Business School

Running seminars for the Marketing Masters students of Durham University.

Guest Lecturer

The Loyalty People

Contracted via FB Comms as an extension of The Loyalty People's marketing team, currently running their email and social media marketing.
Working with a sustainability and technology start-up client, I'm running their Marketing and PR both to end consumers and prospective business partners.
I created the content, build and launch of 'The Loyalty Community'.

Marketing Communications Manager

GetWelp

I co-founded the GetWelp app as the marketing and sales arm, I aligned the branding and messaging to the offering, positioning ourselves as the certified leaders in dog training and development.
Our mission is to make dogs and owners happy by providing a tech solution, connecting owners with industry leading behavioural experts in minutes.

Co-Founder

Welcome to Yorkshire

As a freelance extension of the Welcome To Yorkshire team I worked to streamline their digital activity, ensuring content reflects the organisation whilst promoting tourism across Yorkshire! Covering all paid ad activity and account managing commercial campaigns.

Digital Marketing Consultant

Digital Velocity Limited

Managing client relationships and providing best in class full e-commerce marketing and sales support. I create and manage website content, social media, email, SEO and banner marketing. Also owning full service omni-channel marketing accounts.
My client base ranges from construction and insurance to charities and online clothing retailers. 
No digital development request is too big.

Digital Account Manager

Precima

Running targeted marketing campaigns for the worlds biggest FMCG suppliers across multiple channels within Morrison’s through the More Card loyalty scheme. Managing accounts from initial introductions to reporting and annual planning to achieve objectives.
I was contracted to scale up the supplier program as Marketing Coordinator and successfully grew the £12k/year program to turn over £517k of revenue in 2018.

Marketing Coordinator

Working in the Supplier Marketing team, running targeted marketing campaigns through the Morrisons More card scheme via their channels - Catalina, Email and Direct Mail. I took the suppliers brand objective to decipher the correct targeting to achieve this, including supporting NPD launch, brand penetration, in category and out of category acquisition, frequency and loyalty building. Using customer selection algorithms and in-depth data analysis in the personalisation of offers ensured high redemption rates.

Marketing Assistant

My Sight Nottinghamshire

Volunteering to better the lives of those with sight loss

MyGuide and Marketing Assistant

Bosch Automotive Aftermarket NA

Liaising with suppliers and customers to support the planning, scheduling and delivery of training courses.   
Allocating all course resources such as trainers, training vehicles, engine rigs, training equipment and course literature.   
Coordinating logistical requirements for regional training across the nation.   
Raising customer invoices for individual course bookings with SAP. 
General administration and updating of systems associated with delegates, courses and course bookings to reflect accurate training records.   
Issuing of pre and post course correspondence to course delegates.   
Management of all events running at the Bosch Service Training Centre, including the organisation of catering, meeting booking requests and reception duties.

Technical Training Coordinator (Placement Year)

Content master, business owner, comedian, slow runner, bendy yogi, and writer. 😎

Straight-talking no-fluff marketing. 🤟

I run a Leeds-city centre-based boutique Content Marketing Agency with a sense of humour. Our mission is to create killer content with service that slaps. Not in the way that hurts. 

More than anything, we value fun: marketing can be boring. We want clients to enjoy working with us and to enjoy the work we do! Learning: continual training and development means we’re on top of trends. Creativity: coming up with new ways of doing things and not being afraid to express those ideas.

I’ve run campaigns for clients including the NHS, Rolex, Morrisons, Coca-Cola, Unilever, Mars, Nestle, Welcome to Yorkshire, County Golf, PepsiCo, Rimmel and many more.

🏆 Young Digital Marketer of the Year 2021 - Northern Digital Awards
🏆 Freelancer of the year 2021 and 2022 - Uk Dev Awards
🏆 All Round Hero - UK Dev Awards
🏆 Rising Star 2022 - EU Content Awards
🏆 Social Media Businesswoman of the Year 
🏆 Advertising Businesswoman of the Year 
🏆 Digital Agency Owner of The Year 2023
🏆 Startup of The Year 2024 - EU Content Awards

Qualified coach for the Horse Riding for the Disabled Association, running marathons to raise funds to hang onto our ponies.

Book in a 1-2-1 training session or introduction call to kickstart your marketing at: fbcomms.co.uk/contact-page/

My mission is to help business' and brands realise their goals through marketing, acting as an extension of your team.
I'm passionate about digital marketing and comms, using insight-led marketing strategy to create relevant content that reaches the right customer at the right time with the right message!
Working with a team of the best freelancers in their field we cover the breadth of digital marketing from auditing to web management, branding, strategy, graphic design, email marketing and content creation.

After writing 1,000+ posts for clients (seriously), these are the 7 engagement strategies that truly work ↓

❌ Stop thinking the job of 'posting' finish when you hit the button.
✅ Start actively managing them AFTER they're live.

Yep, once upon a time even I used to hit 'post' and pray, thinking my job was done once the content went live.

That's where the real work begins.

The viral posts we've had this year? 
They all had one thing in common:
we were glued to the comments section, replying to every single person who engaged, resharing, and keeping the conversations going.

Content that converts:
👉 Has actionable takeaways people actually save
👉 Starts with a visual hook/ killer opening line
👉 Gets responses within the first 10 mins
👉 Provides value they can use immediately
👉 Sparks convos in the comments
👉 Makes people tag their pals
👉 Gets reshared to stories

The best-performing posts are conversation starters that we nurture into proper engagement goldmines.

Which is ultimately how you build a community that actually converts.

👋 I'm Agency Owner Fiona.
➕ Follow me for daily marketing, social, content, leadership life hacks, and pictures of my orange cat.

Fiona Darley (Prev. Bradley)

Social That Sells | Founder @ FB Comms 👩🏼‍💻 | Keynote Speaker | PPC, Paid Social Media Management, Ads, & Content

I've got the sweetest Black Friday deal going for anyone sh*t hot at paid social and performance marketing ↓

I’m a bottleneck in the business.

Yes, I love ads.

But I can only strategise and proof so many.

We’re gunna be doing even more incredible content and putting the big bucks behind it in 2026.

The paid side is getting real busy and we’re looking to bring in someone senior to take the lead on setting strategies, budgets, and growing our clients’ businesses even further alongside our social media managers and creative lead.

This is full-time, permenant, LEEDS based role.

So we’re looking for someone who gets:
✅ How to sell on social
✅ Creative that converts
✅ Tracking, pixels, API, and attribution

The day-to-day?
10% Client management and meetings
10% Content briefing to the creative lead and minor content edits
50% Ad build and management
20% Strategy creation and research
10% Paid community management
5% Reporting

The salary?
Starting salary £35k-45k, experience-based.
(No, I’d never hide what we’re offering, it saves everyone a headache if we’re not aligned).

The requirements?
 ↪ Min 4 years experience in brand/social, 2+ of those in paid.
↪ Managed multiple campaigns, ads, and channels at once.
↪ No need to Google what CPM CPC CPA CPL or rough averages.
↪ Set up ad accounts and conversion funnels across platforms.
↪ Proven ROAS across industries.
↪ A blooming good eye for ads content and paid partnerships.

The clients?
From B2B education to B2C luxury US accessories, it’s pretty varied.

The platforms?
We’ve currently got ads live across LinkedIn, TikTok Shop, Meta, Pinterest, Reddit and YouTube.

The benefits?
🏢 Hybrid working (from home in the UK and our office in Leeds)
💻 Latest Apple technology
🌴 28 days annual leave (inclusive of public holidays)
🎁 Birthday leave
💪 Gym membership
🌎 Overseas Working Policy
🧑‍🎓 £1000 yearly budget for education, growth and training
🪄 Regular team and company socials

Looking for a Jan 26 start!

PLEASE TAG/SEND TO YOUR TOP PAID SOCIAL PALS
 Full job spec linked in the comments

And I’ll send a voicenote back crying if recruiters, freelancers, anyone who can’t actually get to Leeds city centre 2-3x a week drop CV’s into my inbox.

Apply on LinkedIn or tell me why I should hire you with a case study to social@fbcomms.co.uk

#hiring #paidsocial #performancemarketing

AppsFlyer invited me to the Fall Release last week, which meant:
#1 - I got to see Tobacco Dock in the daylight for the first time in my life
#2 - I ended up in a room with 150 app marketing leaders 
#3 - I’ve got a sweet new beanie, bumbag, and Gameboy
#4 - If I launch another app (not to toot my own horn but over 10 app-store listings have my fingerprints all over them) I’ll be giving Appsflyer a bell

They announced their shift from MMP to Modern Marketing Cloud and unveiled eight new products focused on measurement, AI automation, and data collaboration.

I’m deep in the attribution trenches daily.
The fight for ‘who’s the sale was’ might finally be over.

8 products.
1 goal.
= clarity

- Cleaner signals
- More automation
- Less manual faff
- Smarter decisions
- Fewer spreadsheets so gross they’d make accounts cry

If you work in apps, this is the stuff you’ll want to keep an eye on.
The product updates are all linked HERE: https://shorturl.at/2AuBr

I will only ever promote stuff I’d buy myself.
That’s after buying my house from Instagram.


Let me explain…
I don’t believe marketing should trick people.
I believe ads should help people find what they genuinely want or need.
My house purchase is Exhibit A.
(Right product, right message, right place).

How we operate-
We work with brands that add something useful to someone’s life
We promote products we know we can create fans for because it’s actually great
We partner with founders who are good humans

I’ve turned down or broken up with clients for:
Unethical manufacturing → no
Environmental damage → no
Abusive communication with my team → instant exit
Sweat shop glamorising slogans → not on my fitbit (soz actual watch wearers)


We work with creators who change lives
Systems that save people time
Brands that bring joy comfort convenience or confidence
It is a roster I am genuinely proud to stand behind


Good marketing only works when the product is something you’d happily put in your own basket and can talk about passionately.

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Mapping out your January 2026 content and ads plans? Kick off with these 5 🔑 themes your audience will actually care about:

1. New Year Reset - but not cringe

Skip 'new year, new me'. Focus on:
- Practical productivity hacks that actually work
- Small habit changes, big impact
- Real stories
- BTS 2026 plans

2. Financial Fresh Start

Everyone's bare skint after Christmas, so give 'em value:
- Budget-friendly alternatives to your premium product/service
- Free resources/templates
- Adding extra value over cutting your margins
- Cost-saving tips in your industry

3. Skills & Learning

January's when people are motivated to finally upskill:
- Quick tutorial content
- Industry trend predictions
- Tool recommendations/reviews
- 'What I wish I knew when starting X' posts

4. Community Building

People are lonely after the holidays so gear up yer engagement:
- UGC, EGC, and CCG campaigns
- Q&a/AMA sessions and live chats
- Customer spotlights
- Team intros and personality posts

5. Seasonal Relevance

Work with January's natural energy:
- Dry Jan/Veganuary
- Winter wellness/industry tips 
- Planning and goal-setting frameworks
- Fresh start success stories

For ads:
1. Target the 'planning mindset' because people are researching solutions for the year ahead rather than December's impulse buying.
2. Focus big time on lead magnets, free trials, and educational content that builds trust with new connections before someone's ready to drop their cash.

Content-wise:
Batch create around these themes but keep it authentic. Your audience can smell manufactured motivation from miles away.

PRO TIP:
Start planning your Valentine's Day campaigns NOW so you're not ending up with a rubbish AI generated campaign, same as your other 50 competitors the week before.

January's mint because people actually want to engage with helpful content. 

Don't waste it on generic motivational quotes when you could be solving real problems and building PROPER audience connections.
Plus, it's just dead nice to be nice.

"I don’t know where to even flippin’ start Fiona!" 
YOU ARE NOT ALONE. 

We all get stuck on our socials sometimes.

I hear it weekly.
Usually from a founder who has spent three months posting carousels that take them an hour each, two weeks watching Reels about how to make Reels, and £89 on some random LinkedIn influencer's course.

Lucky for you, there is a much easier way to figure out exactly where your social strategy is falling apart, AND which part needs your attention first in 2026.

Takes less time than the kettle to boil.

INTRODUCING

👉 The Social Media Scorecard 👈

→ 17 quick questions
→ Identify your gaps
→ Identify your strengths
→ Check if you're on track to scale
→ Immediate results
→ Oh yeah, IT IS FREE 

Stop guessing.
Start getting traction.

There's no point pouring your heart into content that's not converting.
Find out WHY.

If you're ready to identify the exact gaps stopping you from hitting your goals next year, take the scorecard and get your personalised breakdown in two minutes flat.

Your boss will thank you. (Or, the reflection in the mirror at least)

👇 Check out the link below.

ok but what happens when your ad spend ramps up just as everyone else hits pause for the holidays? (you're gunna need to save this one)

Here's how last December went ads-wise-
Record-breaking performance across the board.

Sure, some campaigns naturally slow down based on industry seasonality.
The real winners for 2026 are the brands doubling down right now.

Here's what we're seeing work pretty flipping well:

Lower Competition = Lower CPCs

When your competitors rein back their budgets (horse girl joke), your cost per click drops significantly.

→ Saw 30-40% cheaper clicks in some sectors
→ Higher impression share, same spend
→ Better ad placement opportunities on feed/stories

Algorithms reward consistency, and December's the month to capitalise on that.

Audience Attention = Peak

People are scrolling MORE during the xmas holidays, not less.

→ More time consuming content
→ Higher engagement rates across all platforms (except LinkedIn)
→ Decision-making happens faster with gift deadlines

We're tracking engagement rates 25% higher than November averages this week already.

Q1 Prep Starts Now

The brands smashing January targets started their campaigns before.

→ Lookalike audiences built from festive shoppers
→ Pixel data collection during high-traffic periods
→ Creative testing whilst competition is low

January's success stories are written in December's data. Make sure you're collecting it.

Budget Reallocation Opportunities

others pause, we redistribute.

→ Test new audiences with lower entry costs
→ Shift spend from underperformers to winners
→ Scale successful campaigns without budget caps

We've seen 60% better ROAS on reallocated budgets compared to standard periods.

2026 Head Start

Brands maintaining momentum through December position themselves as market leaders.

→ Brand awareness compounds without loadsa social noise
→ Market/feed share increases
→ Customer acquisition costs stay low

The data doesn't lie: 
December spenders become January winners.

Sure, some industries naturally slow down, and we adjust accordingly. But the brands treating December as preparation month rather than pause month?
They're the ones we'll be celebrating come February and will be sending us valentine's gift baskets.

Want a hand?
You know where to find us.

p.s. we're growing our paid social team, if you're a paid media and performance marketing leader, we wanna hear from ya.

Access HR Ltd

Founder & Employee Experience Consultant

People Consultant

Roundtable - The Private Community of Founders

Member

That Works Agency

Head of People

Buttermilk

In my role as an Associate HR Consultant, I was responsible for creating a comprehensive people infrastructure that aligned with the Agency's wider business strategy, vision, and mission. As a part of this, I oversaw the scaling of the business from 20 employees to 55, including managing the expansion into both the UK and global markets.

As the Agency continued to grow, my role involved leading and managing people projects that were reflective of the Agency's culture and team demographics, with a focus on the Community First Creator Agency ethos. Some of the tasks that I undertook included:

- Improving employee experiences
- Developing employment documentation
- Creating people policies
- Developing hiring strategies
- Implementing a digital onboarding and offboarding process
- Managing the performance management cycle
- Establishing a paid internship program.

Kids Planet Day Nurseries

In-house HR/People expert and direct point of contact for operational + strategic HR for a fast growing organisation alongside shaping the culture and enabling the achievement of functional objectives for overall business success.

Working in collaboration with senior stakeholders, whilst being the project manager for the design, research, and implementation of multiple people projects for 5,000 employees including:
 - Enhancement of employee experience and channels of communication through an Employee Forum
- An effective line manager training program with 7 modules for over 300+ employees in Leadership positions 
 - TUPE transfer of over 700+ acquisitions and various change management processes
- New reward and recognition program that recognised and reflected the workforce
- Policy and Processes re-vamp that infused the company culture and values
& so much more.

People Advisor

Kinder Haven Day Nurseries

•	Providing holistic HR support, mentoring and coaching throughout all levels of the organisation. Such as proactively managing and resolving ER issues with an up to date understanding the legal risk; examples include ensuring managers and employees are compliant with company policies and procedures and government regulations. 
•	Maintaining meaningful and trusted relationships with key stakeholders and employees 
•	Built and sustained strategic partnerships to encourage best practice to teams and managers, in order to promote development, make recommendations and monitor implementations.
•	In-house expert for HR policy and practice as well as advice on best practice for performance management cases. 
•	Ensure GDPR and data protection policies and complied with, communicated and understood.
•	Responsible for pre-employment checks such as references and DBS applications with Capita. 
•	Responsible for ensuring the full employment life cycle including: attraction, recruitment, on boarding, retention, development and leaders. 
•	Working collaboratively with the director for salary bands, taking the lead on annual NMW increases and bonus reviews. 
•	Driving, influencing and supporting the cultural and people aspects of organisation change people processes and continuous improvements initiatives 
•	Promote employee welfare across the organisation through monthly memos, wellbeing strategies, mental health first aid training and creating multiple ‘guidance’ factsheet for stakeholders

Human Resource Manager

Independently managed the payroll for 180 employees, during this time I learn how to manage, input and operate sage submissions including pensions. Sufficient time management was required to ensure each employees pay was accurate and on time whilst efficiently processed whilst carrying out my usual tasks during the pandemic. Throughout this period I was also responsible for processing, paying and calculating the furlough scheme as well as claiming furlough and COVID SSP.

Payroll Officer

•	Maintaining a strong relationship with line managers
•	Ensuring HR systems were up to date with personnel data and carry out regular onsite audits in order to comply with GDPR
•	Manage and update admin tasks such as recruitment adverts, organise disciplinary meetings, social media postings, filing, apprenticeship admin and absence management.
•	Prepare all relevant employee documentation (eg, offer letters, contracts, probation, invitation letters)
•	Launched new wellbeing strategy; an EAP system within the company in order to support employee wellbeing

HR Administrator

Univeristy of York Netball Club

Organised and created self-administered sessions through adequate research and guidance. Responsible for a group of 26 girls where team work and effective communication is highly important and consistent

Club Captain

England Netball

Assigned by England Netball to deliver weekly sessions for members of the community and university of any skill level. Each session is adapting to cater the skill level and needs of the clients.

University Netball Officer

Clarion Solicitors

Gained practical experience inside a law firm and developing skills such as commercial awareness. Researched the law and gained an insight into how firms provide legal services to clients with the guidance of legislative frameworks

Work Experience

If your people aren’t connected, your customers feel it.

I help high-growth businesses design workplace experiences that spark connection, inspire high performance, and create a culture employees are proud to represent because when your people care, your customers care too.

After working with over 6,000 employees across industries, I’ve seen what happens when you get the employee experience right:

- Retention goes up
- Performance stays high
- Customer experience improves... and profit follows

I focus on experiential HR,  going beyond policies and perks to design moments that matter in the employee journey. Every interaction, from onboarding to performance reviews, is an opportunity to build emotional connection, trust, and alignment with your business vision.

How I Help:
1️⃣ Employee Experience Diagnosis – Find the gaps before they cost you talent & profit
A full audit of your employee lifecycle, from hire to exit, to uncover where connection, performance, and retention are breaking down. You’ll get a clear, prioritised roadmap to turn your people experience into a driver of customer loyalty and revenue.

2️⃣ Fractional Head of People (Retainer) – Your strategic HR partner, without the full-time headcount
Ongoing, embedded support as your Head of People, we manage the strategy and day-to-day delivery that keeps your culture strong, your performance high, and your best people staying. Ideal for high-growth businesses that need strategic HR leadership without the cost of a full-time hire.

3️⃣ Strategy Sprints & Workshops – One people challenge, solved with a proven plan
Focused, outcome-driven sessions to design and deliver a single high-impact people strategy, from onboarding overhauls, to manager enablement, to performance frameworks so you see change and results fast.

Who I Work With:

💡 People-first business owners running 6-figure companies with teams of 15+ who know that employee experience is a growth engine,  not just a HR function.

🚀 Agencies, creative studios, and tech firms in high-growth mode, ready to scale without losing their best people or their culture.

🛠 Founders & leaders who want a connected, driven, and high-performing team that delivers an exceptional customer experience and drives profit.

If your people strategy isn’t translating into customer loyalty and revenue yet,  let’s change that.

📧 Georgia@accesshrltd.com
🌐 www.accesshrltd.com

Georgia Dixon 🍬 MCIPD

Chloe took a call at work.
Her partner had taken his own life.

It wasn’t the words.
It was the sound that came after.
A broken scream that still sits in my chest years later.

We talk about performance.
Attendance.
Engagement.
Deadlines.
Workload.

But behind every polite “Yeah, I’m fine” is a whole world we don’t see.

And during Men’s Mental Health Awareness Month, this is the part we need to say out loud:

Men struggle silently.
They mask well.
They carry pressure alone.
They pretend they're okay because that’s what they’ve been taught to do.

I’ve seen men:
– joke their way through burnout
– show up to work the day after breaking inside
– keep going because stopping feels unacceptable
– hide pain behind being “the reliable one”

And the hardest truth?

The signs aren’t always obvious.

People still functioning.
Still replying.
Still showing up.

Workplace behaviour doesn’t always reflect internal reality.

That scream I heard wasn’t just one woman’s grief.
It was a reminder that we have no idea what people go home to.
Or what they’ve already survived.
Or what they’re trying so hard to hold together.

So today, and every day, slow down with your people.

Check in properly.
Look past the default responses.
Make space for honesty.

Treat everyone like a human first.

Georgia  Dixon

Building Founder Confidence in HR ✨ Helping Agencies Scale Through People, Not Paperwork | Award-Winning Consultant | Clients Featured in Sunday Times Best Places to Work

2017: Failed. Told I wouldn’t get a good job.
2018: People pleaser. First-time manager trying to prove myself.
2019: Overworked. Learnt the hard way that confidence comes after action, not before..

2020: “Your job is just to manage risk.”
2021: Started Access HR anyway.
2022: Highest HR qualification achieved.

2023: Left corporate to bet on myself.
2024: Won Most Inspiring HR Leader 2025.
2025: Finalist at the Grammys of Entrepreneurship. #GBEA

I wasn’t supposed to succeed.

Not according to the predictions.
Not according to the comments.
Not according to the people who only saw limitations.

But I learned something powerful:
If no one opens a door for you… You build your own.

Brick by brick. Day after day. Even when no one is watching.

I’m not here because it was easy.
I’m here because I refused to stop.

What does your timeline look like?

#careerjourney #womeninbusiness #entrepreneurship #hr #people #leadership #founderlife

0–5: You hire “nice people.”
But what you really need is energy.

5–15: You hire recommendations.
But what you really need is commitment.

15–25: You hire outside your comfort zone.
Because now you need skill.

30+: You hire people from brands you admire.
Because you need expertise, not potential.

And yes, you will lose people along the way.
Not because they’re bad… but because they’re not right for where you’re going next.

Most agencies keep hiring what feels familiar… while missing the real issue:
You don’t realise you’ve outgrown your team.

You just feel the symptoms:

• Decisions take longer
• You’re pulled back into things you shouldn’t be doing
• Managers are busy, but progress stalls
• You keep re-explaining expectations
• Culture feels heavier
• You’re the one driving all momentum
• More people hasn’t created more capacity

These aren’t the problems.
They’re signals the team shape no longer fits the stage you’re entering.

If growth feels chaotic or slower than it should be…
It’s rarely about the individuals.
It’s the architecture of the team.

If you’re scaling and unsure what the next shape should be, let’s talk. 

Which of these symptoms are showing up for you right now?

#founderlife #agencylife #scaling #leadership #culture

Taking HR Off Founders Plates ✨ | Award-Winning HR Consultant | Strategy • People • Performance

People join for a job, but they stay for an identity.

Here’s the uncomfortable truth:
When you skip onboarding because “we just need them to get on with it”…

You don’t get speed.
You get guesswork.

Because even the most experienced hire can’t answer:
→ Who am I here?
→ How do we win?
→ What does “good” look like in this business, not the last one?
→ How do we make decisions?
→ What actually matters?
→ Where do I add the most value?

You don’t have a contributor, you have chaos. 

When that clarity is missing, here’s what happens every time:
❌ They work hard… in the wrong direction
❌ They rely on old habits that don’t fit your business
❌ They deliver at 60% because they’re scared to make the wrong call
❌ They repeat mistakes because no one showed them the standard
❌ They detach, because they don’t feel part of anything

People don’t fail because they’re not independent.
They fail because they’re not aligned.

Identity creates alignment.
Alignment creates speed.
Speed creates performance.

Onboarding isn’t about holding someone’s hand.
It’s about giving them a foundation strong enough that they can run fast, and in the right direction.

What’s one thing you wish someone had told you on day one?

I’ll take resilience, curiosity and commitment over a “perfect CV” any day.

We’re still acting like 10–15 years in an industry is the gold standard.
It’s not.

✨ Give me the self-educator who teaches themselves what others wait to be taught.

✨ Give me the person who’s hungry enough to ask questions, not pretend to know the answers.

✨ Give me the candidate who shows passion, energy, and genuine commitment not someone who’s just been in the same job long enough to look stable on paper.

Nearly every technical skill can be learned.

But resilience?
Curiosity?
A willingness to grow?

You can’t manufacture that.

And yet the line that still kills great hiring decisions:
“They don’t have enough experience.”

Meanwhile, the people who transform teams often come from completely unexpected backgrounds:

– the career-switcher who’s used to adapting
– the person who upskills in their spare time
– the candidate who’s had to be resourceful, not comfortable
– the one who’s genuinely excited to prove themselves

Hiring isn’t about who’s been in the industry the longest.

It’s about who’s ready to grow the fastest.

What do you value more than years of experience when you hire?

Almost 46,000 followers and I still don't have a content strategy.

I have a story. And apparently, that's enough.

3 years ago I was:
→ Told my job was "just to manage risk"
→ Asking for promotions that never came
→ Building a business no one had on their radar for me

Today I'm:
→ Running a consultancy that's taken HR off founders' plates
→ Award-winning (still feels weird to say)
→ Writing posts that reach more people than any corporate town hall ever did

The thing nobody tells you about growing here?

It's not the viral posts that build trust.
It's the ones where you admit you're still figuring it out.

46K of you didn't follow a polished brand.
You followed someone who got told "no" enough times to start saying it back.

If you're new here:

I help scaling founders build teams that don't fall apart at 20 people.
I talk about clarity, expectations, and why most HR makes everyone's eyes twitch.

I share what actually works, not what looks good on a policy document.

And I'm still the same person who almost quit this app twice.

What's something you're building that surprised even you?

Having information scattered across 17 spreadsheets isn’t “how scaling works.”
It’s chaos.

And most businesses don’t realise how much this slows them down.

I see it all the time:

• Onboarding checklists hiding in someone’s inbox
• Policies buried across 3 folders
• Welfare notes lost in Slack
• Performance docs saved on personal laptops

That’s not a people issue.
It’s a systems issue.

The cost?
→ New starters feel lost.
→ Managers make avoidable mistakes.
→ HR spends the week firefighting.
→ Leaders make decisions based on vibes, not data.

Not because anyone’s doing a bad job, but because the infrastructure is working against them.

The fix: one source of truth.
One login.
One home for the things that actually make work… work.

A HR System, like Plumm, an all-in-one HR platform that finally brings your people ops, payroll, wellbeing, and data into one place.

When information stops living everywhere and sits in one place.

Healthy systems → Healthy teams → High-performing businesses.

One place.
One process.
One experience.

That’s where everything changes.

Brand partnership • Building Founder Confidence in HR ✨ Helping Agencies Scale Through People, Not Paperwork | Award-Winning Consultant | Clients Featured in Sunday Times Best Places to Work

Every year around this time, my inbox fills up with messages like:
“Our employees are asking for HR… It’s been on our radar”

And every year, the objections are the same:
❌ “It’s not the right time.”
❌ “We need CFO sign-off.”
❌ “We’re too busy to think about HR right now.”
❌ “We just need a bit of admin help.”
❌ “Can you fix everything… immediately?”

So here’s what I always ask in return:

Why do you want HR?
What do you honestly believe HR is supposed to do for your business?
And what does a true partnership look like, not a fire extinguisher?

Because if you’re looking for:
✖️ admin support
✖️ a compliance checkbox
✖️ someone to clean up problems you already made
✖️ or a buffer between leadership and employees

…I’m not your person.

I work with businesses that want HR because they want clarity, capability and consistency and they understand that scaling people isn’t a task list. 
It’s a strategy.

And here’s the uncomfortable truth, I say every year:
If your employees are already asking for HR now, you needed to address it six months ago.

CFO delays don’t pause culture.
“Not the right time” doesn’t pause people risk.
And waiting doesn’t slow the damage; it compounds it.

Avoiding it doesn’t delay the problem.
It accelerates it.

So here’s the real question to sit with:
If your team is signalling the need today… what happens to your culture, your managers, and your performance if you wait another 6 months?

#womeninbusiness #entrepreneurship #hr #people #leadership

Ideas are easy.
Remembering what to do with them is where teams fall apart.

Most businesses don’t have a meeting problem.
They have a memory + follow-up problem.

And the objections I hear always sound the same:

❌ “We already take notes.”
(But everyone’s notes look different… and half the details disappear.)

❌ “We can track actions manually.”
(Except manual follow-up is where 90% of actions go to die.)

❌ “It’s just another tool.”
(It only feels that way when information is scattered across twenty places.)

That’s exactly why Noota launched Noota 360, a connected workspace where every meeting, call, email, and action is automatically captured and linked together.

No more forgotten decisions.
No more “Who wrote that down?”
No more chasing information across tools.

Just one place where conversations turn into clarity and clarity turns into action.

They've also rolled out a redesigned interface that’s faster, cleaner, and easier to use, with everything organised down the left sidebar.

Noota has transformed a note-taking tool to:

• centralise knowledge
• automate follow-up
• create continuity between interactions
• protect your data with sovereign-level security
• give teams back 3 hours a week

Good ideas aren’t the bottleneck.
Losing track of them is.

If your team is feeling the friction, this is the fix.

📌 If you want to try it out, Noota’s giving 50% off using code: BLACKFRIDAY https://lnkd.in/e9KSJG3C

Brand partnership • Taking HR Off Founders Plates ✨ | Award-Winning HR Consultant | Strategy • People • Performance

Here’s the truth I wish someone told me in my first year in HR:
The work that burns you out rarely moves the business forward.

It’s the work nobody sees that actually changes things:

→ Teaching managers how to hold performance conversations
→ Fixing onboarding so new hires don’t lose 6 months
→ Building capability instead of chasing compliance
→ Creating clarity so people stop guessing
→ Designing systems instead of running around putting out fires

This is the work that increases revenue.
Strengthens retention.

Builds trust.
Protects culture.

But here’s the catch:
You only get to do this work when you stop trying to be everywhere.
Modern HR isn’t about doing more.

It’s about doing what matters.

What HR task drains your time but adds zero value?

Most businesses are feeling the pressure right now: hiring, performance, retention, all of it.

Here 10 things every scaling founder needs to hear:

1. Hire for the skills you actually need, not what feels familiar.
2. A slow hire is always cheaper than a fast mistake.
3. Your culture isn’t “vibes.” It’s the behaviours you reward and the ones you tolerate.
4. Set expectations on Day 1, confusion loses good people fast.
5. Perks don’t build great places to work. Clarity does.
6. Stop sugar-coating roles. Honesty attracts the right people.
7. Onboarding sets the tone. Make it structured, consistent, and human.
8. Most managers aren’t bad, they’re unsupported. Train them early.
9. If your team keeps asking the same questions, you don’t have a people issue, you have a clarity issue.
10. Your EVP isn’t what you say. It’s what your team says when you’re not in the room.

11.......

And trust me, I have so many more.

But Christmas is coming, and I don’t want to overwhelm you any more than you already are.

I’m closing my doors on 19th December.
Price increases and longer terms land in the new year.

If you want to get ahead, and lock in the shorter terms, book in now: https://lnkd.in/eM8GvzMT

“What happens after ‘Develop’… before ‘Depart’?” 

A question during my keynote at the The CPD Certification Service Expo at Excel London 2025, where I delivered "HR Is Dead" to a packed room.

I’d just walked everyone through the traditional employee lifecycle:
Attract → Onboard → Perform → Engage → Develop…

Then an attendee raised their hand and asked:
“So what comes next?”

And that question has stayed with me ever since.
Because the truth is: most organisations don’t even look for an answer.

They assume people jump from developing straight to leaving and that’s simply not how people work.

There is a missing stage.

→ Re-Engage.
And once you see it, you can’t unsee it.

Since that moment on stage, I’ve had:

🔥 a queue of leaders wanting to talk specifically about Re-Engage
🔥 attendees posting about it on LinkedIn
🔥 People Directors telling me they’re now building it into their 2026 People Strategy

That one question, asked in real time, in front of 200+ people has now shaped one of my most requested talks for 2026 and I’ve already had people asking how to book me.

So, here it is: my 2026 speaking diary is officially open. I’m taking bookings for:

✨ Keynotes
✨ Team Days
✨ Company Festivals
✨ Leadership Offsites & Events

If you want HR Is Dead, Stop Managing Generations Start Leading People, or Modern Retention: People Strategy for Our New World on your stage in 2026… now’s the time to get dates in the diary.

Reach out to bring value to your audience. There’s no time like right now. 

#speaker #entrepreneurship #hr #people #leadership #founderlife

"Outsourcing HR would be too generic for our culture, but you made it feel totally tailored”

Generic HR exists.
Copy-paste handbooks.
Corporate beige.

But, that isn’t my world + my client testimonial agrees.

My work doesn’t flatten culture; it translates it into something people can follow. I take what already makes you magnetic and build it into something scalable.

Because culture shouldn’t disappear when the founder isn’t in the room.

It shouldn’t weaken with every new hire.
It shouldn’t rely on memory, mood, or legacy knowledge.

Identity → Framework → Repeatability → Scale.

Founders don’t lose culture by growing.
They lose it by growing without infrastructure.

If you want HR that protects who you are, not replaces it. I’m opening 3x 60-minute consultation calls for Founders in the next 24 hours.

No forms.
No beige.
Just clarity, identity and scalability.

DM CULTURE to get one.
First come, first taken.

#business #hr #people  #leadership #founderlife

2 years ago, I left corporate.

Not for a "side hustle."
Not for a rebrand.
For a completely different way of doing HR.

I've never been great at talking about myself.
But the results? They speak louder than I ever could.

One client hit £1.5M+ in revenue after 6 months of working together.
Doubled their headcount.
87% retention rate.

That's not luck.
That's the result of HR moving beyond reactive admin to become a core strategic driver.

We're not a £250 retainer you forget about.

We're your team.
In the room.
In the decisions.
In the growth.

And now, we're pricing to match the results we're delivering.

From 1st January 2026:
→ Prices increase
→ Minimum terms move to 12 months

Right now, you can still lock in 3-month terms.
This is one of the last windows to get in before that changes.

If you've been sitting on the fence, now's the time.

DM me "HR" and i'll send over more info ✨ 

What's holding you back from getting proper HR support?

Access HR Price Increase

My 2026 prediction: 
The future isn't an HR Manager.
It's an Efficiency Partner.

Traditional HR is dying. And it should.

→ Policies don't grow businesses
→ Compliance doesn't create performance
→ Handbooks don't build culture

We ned efficiency.

Someone who measures:
✓ Output, not attendance
✓ Clarity, not paperwork
✓ Revenue impact, not risk avoidance

The companies winning in 2026 won't ask "are we compliant?"

They'll ask "are we enabling our people to perform?"

I'm not here to manage policies.
I'm here to make your business run better.

That's the shift.

If you're still doing HR the traditional way, you're already behind.

What would change if you measured efficiency instead of compliance?

♻️ Repost if you agree
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Wrong question."What does our handbook say about this?"
The right question: "What do we actually do?"

The handbook is just words.
The lived experience is everything.

Your team doesn't read your handbook.
They watch your behaviour.

Policies don't create culture...
→ Actions do
→ What you tolerate does
→ What you model does

I ask every client the same thing:

"What actually happens when someone is late? When someone pushes back? When someone needs support?"

Stop writing policies you don't live.
Start modelling the culture you want to see.

Your team will follow what you do, not what you document.

What's one thing your handbook says that nobody actually does?

♻️ Follow for more on building cultures that work in practice, not just on paper.

Doing “HR” isn’t the problem.
Doing everyone else’s admin is.

HR isn’t drowning in strategy; it’s drowning in tasks no human should be doing in 2025.

Every week, I see People teams manually fixing data, chasing onboarding tasks, updating policies, pulling headcount, checking overdue reviews…

 It’s not HR.
 It’s operational debt.

 That’s why Plumm’s AI Agent stands out.
 Not as a shiny tool but as something that actually gives HR time back.

 It can:
 → Understand natural language (type it or say it)
 → Automate workflows end-to-end (Time Off, Contracts, Onboarding, Insights)
 → Catch compliance issues early
 → Produce instant summaries + analytics
 → Give proactive next steps
 → Let admins update company-wide policies directly in chat

 Real examples?

 ✨ “Create an onboarding schedule with HR + IT tasks one day before start date.” → Done.
✨ “Create a workplace satisfaction poll.” → Live in seconds.

 Plus real-time insights across People, Time Off, Learning, Wellbeing, and Joiners/Leavers, all without spreadsheets or digging.

 What’s the first People Ops task you’d hand to AI?

"Where do I go from here?"

If your team is asking this and you don't have an answer, you're already losing them.

Not today. Not next week.
But the countdown has started.

Here's what I see in businesses between 15–45 people:

→ Employees ask about progression
→ Leaders freeze or deflect
→ Nothing gets documented
→ The employee starts quietly looking elsewhere
→ You lose someone you didn't even know was unhappy

And the worst part?
They don't leave because they're ungrateful.
They leave because they can't see a future.

✨ People don't need a corporate ladder.
✨ They need clarity on what growth looks like here.
✨ They need to know you've thought about it.

A progression framework doesn't have to be complicated.
But it does have to exist.

Because "we'll figure it out" isn't a retention strategy.
It's a resignation waiting to happen.

If your best people are asking questions you can't answer, the clock is ticking.

What's stopping you from building a progression path right now?

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