Trevisan (LinkedIn®️ Training & Marketing - CPD Accredited)

Working with firms of 2-200,000 employees, I am a specialist in LinkedIn®️Employer Branding and Employee Advocacy.

My mission is to assist HR Managers and Talent Acquisition professionals in attracting top-tier talent and teaching their existing teams how to leverage LinkedIn®️ effectively for business development and to increase brand credibility.

Did you know that employees typically have ten times more connections than a company's LinkedIn page followers? I am dedicated to turning your employees into passionate advocates of your firm using this platform.

Why is this important?

Attracting and retaining talent is vital for businesses today. With talent becoming scarcer and competition more intense, traditional recruitment methods are no longer sufficient. Companies are increasingly turning to social media to tell their stories, but often these narratives blend in with those of their competitors.

While LinkedIn training is beneficial and required,  HR managers often require clear guidance and a media partner to help them take full control of the LinkedIn channel, nurture it, and achieve measurable results.

Employee Advocacy 

I help professionals and their firms gain 10X visibility and network growth using LinkedIn™️.

As a B2B business generation specialist, I help companies leverage the power of LinkedIn™️ to generate high-quality connections and leads every single day without using any paid ads. 

At Trevisan, we pride ourselves on offering only the best bespoke LinkedIn marketing services to our clients.

Trevisan helps growing firms to stand out from the competition & build a powerful brand presence with modern online marketing strategies to increase the number of new customers, improve customer retention, and become a leader in their field.

Content Marketing & Training

Our in-depth understanding of these clients’ competitors, challenges, and needs has led to impressive and transformative results. While our company is a fit for businesses of many sizes, industries, and clientele, we are selective in who we work with as we want to make sure we have the time, resources, and experience necessary to help our clients thrive online. 

You’re not just a number to us – you’re a partner and a friend 🤝

Please reach out to us today for a no-pressure, free consultation.
https://bit.ly/LinkedInStrategyMeeting

Or Call +44 7789 438483

LinkedIn®️ Business Generation, Training & Fully Managed Strategy (Founder)

Our fully done-for-you LinkedIn®️ profile optimisation service ensures that you make a lasting impression on potential employers and get found by the right recruiters and HR teams. Stand out from the competition and elevate your career prospects with Trevisan Elevate™.
https://www.trevisanconsulting.com/trevisan-elevate

Founder @ Trevisan Elevate®️ - LinkedIn Profile Optimisation for Graduates 

Ready to take your business to the next level without burning out? The Link Tank®️ has got you covered.
With our done-for-you templates, checklists, planners, blog posts and advisory/coaching plans, we help you create a successful business and marketing plan without sacrificing your sanity... 

Say goodbye to burnout and hello to success with The Link Tank®️

Founder @ The Link Tank®️

Our CPD accredited training courses for professionals, entrepreneurs and business developers who want to learn how to leverage LinkedIn for business in a course that fits their schedule.

The Benefits:

🔷Benefit from a fully optimised LinkedIn profile

🔷Learn how to find and engage your ideal clients on LinkedIn

🔷Learn how to find and engage your ideal clients on LinkedIn

🔷Build business value by using the LinkedIn Sales Navigator platform

🔷Create and plan content to attract your ideal clients (for free)

🔷Learn how to set and use company pages

🔷Use LinkedIn in a job search

https://www.trevisanconsulting.com/expert-linkedin-training/

LinkedIn®️ Coach & Trainer @CPD accredited LinkedIn®️ Training courses

AAMIL Group

Business Development & LinkedIn Manager

ARIAS FABREGA & FABREGA

Director of Arifa Corporate Services (Geneva) Inc.

Darlingtons

commercial & residential property; landlord / tenant

Commercial Property Associate

Allen & Overy

commercial property; securitisation; real estate finance

Associate • Real Estate Finance (solicitor)

Accelerating Visibility & Revenue of Finance & Legal Professionals · CPD Accredited LinkedIn™️ Training, Coaching & Consultancy · Employee Advocacy · 360° LinkedIn™️ Marketing Strategy · Lawyer · 3xCitywealth Awards

🔲 I talk about #LinkedInMarketing #LinkedInTraining #BusinessDevelopment #Employee Advocacy #Productivity 🔲

𝐓𝐡𝐞 𝐬𝐭𝐨𝐫𝐲 📖:  A long, long time ago, there was a City lawyer (see experience section 👇🏼!) who moved to Switzerland and discovered her British legal expertise wasn’t in high demand. Instead, she joined an international law firm as a director, where she built a valuable network and generated business through LinkedIn™️.

That experience sparked the idea to found Trevisan Consulting, a company specialising in LinkedIn®️ network growth, business generation strategies, and training services for business owners and companies. With a deep understanding of the financial, fintech, and legal sectors, I help professionals leverage LinkedIn®️ to achieve measurable success...and the rest is history.

⧈ Are you a senior executive frustrated that your LinkedIn™️profile isn’t attracting your ideal clients?

⧈ Are you a professional seeking your next career opportunity?

⧈ Could you benefit from more conversations with targeted potential clients? 

⧈  Are you an HR leader looking to upskill your team’s LinkedIn™️business development skills?

🔲 HOW I CAN ASSIST YOU: 

🗹 Optimising personal & company profiles to enhance visibility, credibility, and search engine ranking.
🗹 Targeting current & prospective clients with superb content & expert messaging techniques to make better connections & build more valuable relationships
🗹 Delivering individual and corporate LinkedIn™️ training tailored to your specific goals.

🔲 WHAT MAKES TREVISAN DIFFERENT: 

-Specialising in organic LinkedIn™️ marketing with industry-targeted content and networking campaigns to connect you with your ideal audience.

-CPD-accredited LinkedIn training programs designed for professionals in regulated industries.

-Delivered with qualified financial, legal, and marketing expertise.

🔲 WHERE YOU HAVE SEEN ME

▪️The Entrepreneur
▪️Family Office Magazine
▪️Wealth Briefing

🔲 LINKEDIN™️ TRAINING OPTIONS
▪ 30-minute LinkedIn™️ Power Session
▪ 90-minute in-depth one-to-one training
▪ Corporate group training tailored for teams (employee advocacy programs)

Book your session today:  https://www.trevisanconsulting.com/expert-training

🔲 LET'S TALK:
🖂 Melaniegoodman@trevisanconsulting.com 
🕿  + 44 7789 438 483

If you’re ready to elevate your LinkedIn™️presence and achieve measurable results, schedule a call with me today:
👉 https://bit.ly/LinkedInStrategyMeeting

(I do not signify any affiliation with or endorsement by LinkedIn™️Corporation or its affiliates)

Melanie Goodman

Professionally, 2025 threw me a curveball: 
(This is not an "𝘐 𝘭𝘦𝘢𝘳𝘯𝘦𝘥 𝘵𝘰 𝘣𝘦 𝘳𝘦𝘴𝘪𝘭𝘪𝘦𝘯𝘵" post!) 

My LinkedIn account was unexpectedly taken down for 3mths.

No updates. No audience. No pipeline.

𝘚𝘰 𝘸𝘩𝘢𝘵 𝘥𝘪𝘥 2025 𝘳𝘦𝘢𝘭𝘭𝘺 𝘵𝘦𝘢𝘤𝘩 𝘮𝘦, 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭𝘭𝘺?
 
Instead of switching off, tune in!
 
I spoke to a real human in LinkedIn’s US office, explained the legal position, understood what went wrong from their end, and we chose to move forward amicably. 

The break gave me clarity. It also gave me a renewed sense of purpose.
 
What truly stood out, though, was my 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆.  

Clients didn’t flinch. They didn’t need a LinkedIn presence to trust my strategy.  And many of you rallied behind me, checking in, offering support, and reminding me why this platform is worth the effort.

Thanks once again John Espirian, Sarah Burgess, Brenda Mellor Tony Restell, Lionel Guerraz Ian McKenna, to name but a few amazingly supportive people here.
 
I started teaching others how to use LinkedIn better via Substack and somehow gained a substantial following during the silence.

Then I discovered that an email list and another platform were indeed lucrative assets :)
 
So, what did 2025 teach me?  

🔹 𝗖𝗹𝗶𝗲𝗻𝘁𝘀 𝗱𝗼𝗻’𝘁 𝗯𝘂𝘆 𝙫𝙞𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮 - 𝘁𝗵𝗲𝘆 𝗯𝘂𝘆 𝙩𝙧𝙪𝙨𝙩.  Mine didn’t blink. They knew my work, not just my feed.
 
🔹 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝘀.  People I’d supported over the years rallied instantly.  I’ll never forget it.
 
🔹 𝗣𝗹𝗮𝘁𝗳𝗼𝗿𝗺𝘀 𝗮𝗿𝗲 𝘁𝗼𝗼𝗹𝘀, 𝗻𝗼𝘁 𝗹𝗶𝗳𝗲𝗹𝗶𝗻𝗲𝘀.  Substack and email grew and converted faster than expected 
 
🔹 𝗦𝗸𝗶𝗹𝗹𝘀 𝘁𝗿𝗮𝗻𝘀𝗳𝗲𝗿.  I started teaching LinkedIn strategy 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘓𝘪𝘯𝘬𝘦𝘥𝘐𝘯.  Turns out, the platform doesn’t make the expert - the outcomes do.
 
If you're building in public, here’s my advice:
 
🧠 Diversify your platforms.  
📄 Document your expertise.  
🫱🏼‍🫲🏻 Invest in your community before you need them.
🔴 Do not take no for an answer, even after the 19th email ;)
 
What’s one professional lesson you’re taking into the new year?
 
Thanks, LinkedIn, for reinstating me and for LinkedIn News UK  for the opportunity to share the positive outcomes and lessons learned this year.

Thanks, 2025, for turning out pretty damn fine!

Still here, still smiling and rooting for anyone building with purpose.

 #LinkedInMarketing  #LinkedInTraining #LinkedInNewsUK #Trevisan

Accelerating Visibility & Revenue · CPD Accredited LinkedIn™️Training for Regulated Professionals (Law & Finance) · Employee Advocacy · Profile Optimisation & Marketing · Lawyer -social media policy · 5 Citywealth Awards

First Christmas drinks of the season… and they did not disappoint. 🍸🎄

Hosted at the historic City of London Club by the team at LGT Private Banking:

Yes, the setting was beautiful.
Yes, the wine was excellent.
Yes, there may have been a mini quiche in sight.

But the best part?

Making new introductions, and that feeling of shared momentum as the year starts to wind down yet we’re thinking ahead to making strides next year. 

Big thanks to Simon Ibbitson for the kind invitation and to everyone I chatted to last night: it’s moments like these that make the City feel like a village :)

December is here. Let the festivities begin!

#FinancialServices #Banking #LinkedInTraining #LinkedInMarketing

Patrick Keller Kate B.

The new anatomy of a high converting LinkedIn profile in 2026.

Most profiles look fine at a glance but fail the only test that matters: does it convert views into conversations.

Here is the structure that works now.

• Headline: one clear line that tells people who you help and the outcome you deliver
• Banner: a branded space showing your value in under three seconds
• About: written in the first person with a simple story, proof, and a call to action
• Featured: your strongest work, not a random selection of links
• Recommendations: updated and relevant to the services you offer today

Quick stats.

• Profiles with a focused headline attract up to 30 per cent more searches
• Banners that use clear value statements see longer view time

A high converting profile is not about decoration. It is about clarity, positioning, and trust.

If you want a profile review that shows exactly what to change and why, send me a message.

∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ 
To see more LinkedIn business development and training strategies, press the 🔔 on my profile

🔁 Repost to share the knowledge

📅 To book a 1-2-1 LinkedIn strategy call, use the button beneath my headline

#LinkedInMarketing #LinkedInTraining #EmployeeAdvocacy #Trevisan

More clients. More content.  More pressure to move fast and let things slide.
 
Here’s how I 𝘥𝘰𝘯’𝘵 and the tools that help me keep quality high as I scale:
 
In November 2025, the algorithm isn't rewarding automation.  
It's rewarding clarity, intent, and consistent value.

Easy if you have endless time on your hands, harder if you're running a business.

Enter an efficient tech stack.
 
Here’s mine - built for sustainable growth, full compliance, and one north star: credibility.
 
🖋 AuthoredUp – Clean, skimmable posts that read well on mobile.  

💼 LinkedIn Sales Navigator – Filters I use daily? Relevant roles, recent activity, hiring  

📣 Read AI - provide detailed meeting notes & LinkedIn training recordings

🌐OpenAI (Chat GPT)– Client calls become insights; insights become post ideas. Link to my free GPTs in comments 

🧠 Perplexity Pro - Research = quality and depth

🎨 Canva – Visuals, under 10 slides, always on-brand.  

🔖 Substack  - Monetise your articles directly and email your audience

📝 TextExpander - Save hours typing the same messages - no more  copying / pasting 

✍ Grammarly – Confident + friendly. Always in British English.  

📅 Calendly – Link in bio. One click to book a call with me.

🎥 Loom – Builds trust faster than any email.  

🧱 Notion + Google Drive  - keeping it neat and tidy

💳 Stripe and PayPal – Frictionless, branded payments

Every tool above plays nicely with LinkedIn’s rules.  No scrapers. 
 
Just structure that helps me show up reliably, helpfully and efficiently.
 
Which tool has 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 changed the way you work and / or show up on here? 

I'd love to know what else my tool stack should feature

PS. Trevor has just bought new glasses in the Black Friday sale ;)

∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞  
To see more LinkedIn business development and training strategies, press the 🔔 on my profile  
🔁 Repost to share the knowledge  
📅 To book a 1-2-1 LinkedIn strategy call, use the button beneath my headline 

#LinkedInMarketing #LinkedInTraining #EmployeeAdvocacy  #Trevisan

This is AI generated… which sounds like the end of marketing agencies.
(just kidding I work with plenty… so yes, that includes me)

What once demanded months, huge budgets and full production crews,
now takes one creator, a handful of credits and a well shaped idea.

The example doing the rounds was built in Google ’s new Veo three by PJ Ace an AI video model capable of producing full cinematic scenes, complete with actors, lighting, sound and emotion all from a few lines of text.

No cameras.
No actors.
No crew.
Just concept and execution.

The production barrier has collapsed.
But the attention barrier has never been higher.

And this is where the conversation needs to shift.

It is no longer about who can write the best prompt.
It is about who can create the best idea.

A beautiful video that says nothing will still perform like nothing.
High quality visuals cannot rescue a weak concept.

AI will not write your strategy.
It will not develop your taste.
It will not teach you timing or emotional intelligence.
That part remains entirely human.

The real advantage lies in understanding why people pause, what resonates and how to craft stories that do not just look polished but feel meaningful.

That is where the best marketing agencies and the best creators will thrive.
Not by competing with AI but by directing it with intention.

👇 What’s the idea you would create if production was no longer the barrier?

∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ 
To see more LinkedIn business development and training strategies, press the 🔔 on my profile

🔁 Repost to share the knowledge

#LinkedInMarketing #LinkedInTraining #EmployeeAdvocacy #Trevisan

“Write a book,” they say.

LinkedIn UnCovered
The Truth about the LinkedIn Algorithm, 

Here’s why I won’t be doing this:
 
By the time it's printed, it’s already obsolete.
 
Especially in ecosystems like LinkedIn, where everything changes overnight.
 
The shift to the 360Brew algorithm didn’t just make old content strategies irrelevant.  It rendered entire 𝘣𝘰𝘰𝘬𝘴 useless.
 
All those “ultimate guides to LinkedIn” published in 2024?  
Dead on arrival in 2025!
 
Hashtags? No distribution value.  
Posting hacks? Outdated.  

Even the feed itself doesn’t work the way it did 6 months ago.
 
360Brew doesn’t rank by signals - it reads for substance.  It reasons.  It learns 𝘪𝘯 𝘤𝘰𝘯𝘵𝘦𝘹𝘵, in real-time.
 
Books can’t do that.  They’re static by design.  And when the platform updates faster than you can write, the only winning strategy is 𝘭𝘪𝘷𝘦 𝘵𝘩𝘪𝘯𝘬𝘪𝘯𝘨.
 
So no, I’m not writing a book.  
I’m building ideas in real time, in public.  

Tested by conversation.  Optimised by iteration.  Distributed by merit.
 
If your environment evolves weekly, your thinking should too.

𝗖𝗼𝗻𝘃𝗶𝗻𝗰𝗲 𝗺𝗲 𝗼𝘁𝗵𝗲𝗿𝘄𝗶𝘀𝗲:  What’s a 𝘨𝘰𝘰𝘥 reason to write a book in 2025?  I’m open to changing my mind - if the argument is strong enough 😁

PS. Thank you to Toby Goodman whose rather excellent book arrived this week :)

“Founder” is becoming the new job title of choice.

According to LinkedIn, the number of UK professionals adding “Founder” to their profile jumped 69% year-on-year.

That’s a signal that people aren’t waiting for the next opportunity. 
They’re creating it!

📊 LinkedIn’s new 25-page SMB report unpacks what’s driving this surge and how small businesses can grow in 2026.

Here’s a 2-minute summary ↓

🧠 1. AI is levelling the playing field

Forget “corporate-only” tech advantages.
	•	64% of UK SMB leaders say adopting AI is key to growth.
	•	AI literacy among UK companies with 11–50 employees jumped 36%, outpacing larger firms.
	•	But AI isn’t replacing people -77% say human skills are more important in the age of AI .

🛠️ Recommendation: Focus on AI upskilling rather than just AI tools.


🤝 2. Brand credibility is no longer optional

With attention harder to earn, trust is the differentiator.
	•	72% of UK SMB marketers say buyers cross-check with trusted sources.
	•	77% are investing in community-driven content (think creators, experts, employees).
	•	74% cite brand building as crucial to hitting their 3–5 year goals .

🎥 Short-form video is rising—but it’s the voice, not the format, that builds connection.


🌱 3. Networks are your new currency

It’s not just about posting. It’s about who’s paying attention when you do.
	•	SMB professionals are expanding networks 13–14% YoY.
	•	71% of UK SMB leaders say networking is key to long-term growth.
	•	65% make decisions faster with input from their communities .

💬 And yes-61% of SMB owners now create content.

Even if they don’t call themselves creators.


📌 TL;DR – What SMBs should prioritise in 2026:
	1.	AI adoption (with a human-first lens)
	2.	Authentic brand building that earns trust
	3.	Strategic network growth to turn visibility into opportunities
       4.  Content-led networking 

🔗 LinkedIn is also offering 3 free LinkedIn Learning courses to support SMB growth (inc. AI, branding & marketing).

Full report attached.

Which of these 3 growth levers is your biggest focus in 2026? Or, what’s missing from the list?

👇 Let’s crowdsource some practical insight.

Ps. I’m clearly a total cliche as I added this to my own profile only this morning before I read the report!

How small businesses can win in 2026

𝗩𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗵𝗮𝘀 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗯𝗲𝗰𝗼𝗺𝗲 𝗮 𝗻𝗲𝘄 𝘁𝗿𝘂𝘀𝘁 𝘀𝗶𝗴𝗻𝗮𝗹 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻.
 
100 million members are now verified - a stat shared by Linh Nguyen last night.
 
But most people I speak to still haven’t done it.
 
Why does it matter?  Because in a professional world flooded with automation, fakes, and ghost profiles…
 
Verification in this sense may be less about status and more about credibility.
 
If you:  • lead a business  • advise clients  • represent a brand  • speak publicly
 
…then that blue badge tells people: 𝘺𝘦𝘴, 𝘵𝘩𝘪𝘴 𝘱𝘦𝘳𝘴𝘰𝘯 𝘪𝘴 𝘳𝘦𝘢𝘭!
 
So here’s a quick pulse check:
 
𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝘃𝗲𝗿𝗶𝗳𝗶𝗲𝗱 𝘆𝗼𝘂𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗽𝗿𝗼𝗳𝗶𝗹𝗲?
 
▫️ Yes  
▫️ No

The author can see how you vote. Learn more

I’m honoured to again serve this year on the organising committee for The Gulls’ Eggs Luncheon, taking place on Tuesday 8th May, at the prestigious Merchant Taylor’s’ Hall, London.

Now in its 38th year, this annual event brings together 500+ professionals from across the City all while supporting Cure Parkinson's  research.

The afternoon features an elegant buffet with fine wines - designed for genuine connection in a relaxed, sociable atmosphere.

 📅Tuesday 19th May 2026
📌 Merchant Taylors’ Hall
🕧 12.30pm.

Booking link: https://lnkd.in/g7zyk_Ug

I look forward to welcoming many of you on the day.

#PrivateClient
#WealthManagement
#Law
#FamilyOffice
#Networking

One gummy bear. £53.70.
 
I popped into a sweet shop yesterday - the old-fashioned kind with rows of pick ’n’ mix tubs and scoops.
 
I’ve always loved them. Even have a sweetie jar at home (strict self-discipline required). There’s something timeless about it - the choice, the colours...
 
But yesterday, I saw something that stopped me mid-step.
 
A man walked in, went straight to the gummy bears…  Reached in with his hand - and 𝘢𝘵𝘦 𝘰𝘯𝘦.
 
I stood there thinking, 𝘥𝘪𝘥𝘯'𝘵 𝘩𝘪𝘴 𝘮𝘰𝘵𝘩𝘦𝘳 𝘦𝘷𝘦𝘳 𝘵𝘦𝘭𝘭 𝘩𝘪𝘮 𝘵𝘩𝘢𝘵’𝘴 𝘯𝘰𝘵 𝘢𝘭𝘭𝘰𝘸𝘦𝘥?!
 
But then something unexpected happened.  He chewed. Nodded.  Then picked up five bags, filled them all with gummy bears, and paid £53.70.
 
That one gummy bear? It sold him.
 
And oddly, it reminded me of how people buy on LinkedIn too.
 
Most don’t convert because of a pitch.  They convert because of a 𝘴𝘢𝘮𝘱𝘭𝘦.
 
One post.  One idea.  One moment of: “𝘐𝘧 𝘵𝘩𝘪𝘴 𝘪𝘴 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘴𝘩𝘢𝘳𝘦 𝘧𝘰𝘳 𝘧𝘳𝘦𝘦…”
 
Literally this morning, I had a call with a client who booked a paid call after following my content. 

We weren't even connected.

That’s the power of useful content.  

A small taste can build enough trust to buy.
 
Sometimes, all it takes is one gummy bear!

PS. I am known to always have a bag of sweets in my handbag :)

∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞ ∞  
To see more LinkedIn business development and training strategies, press the 🔔 on my profile  
🔁 Repost to share the knowledge  
📅 To book a 1-2-1 LinkedIn strategy call, use the button beneath my headline  

#LinkedInMarketing #LinkedInTraining #EmployeeAdvocacy #Trevisan

I've got an affiliate link - doesn't that almost make me an influencer?! 😜

Three years ago, I started using AuthoredUp to level up how I write, format, and track my performance on LinkedIn.
 
It quickly became the one tool I open 𝘦𝘷𝘦𝘳𝘺 time I write here.
 
Here is where I build relationships, deliver value, and attract the right people. and AuthoredUp helps me do all of that faster, with more precision.
 
✅ I can write 𝘪𝘯𝘴𝘪𝘥𝘦 the LinkedIn feed (no more back-and-forth with docs)  
✅ 𝘍𝘰𝘳𝘮𝘢𝘵 𝘤𝘭𝘦𝘢𝘳𝘭𝘺 - bold, bullets, spacing that actually works  
✅ 𝘗𝘳𝘦𝘷𝘪𝘦𝘸 𝘩ow it’ll look before it’s live  
✅ 𝘛𝘳𝘢𝘤𝘬 what’s 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 working - beyond vanity metrics  
✅ And 𝘴𝘤𝘩𝘦𝘥𝘶𝘭𝘦 𝘱𝘰𝘴𝘵𝘴 𝘤𝘭𝘦𝘢𝘯𝘭𝘺, even when life’s a bit chaotic
 
If you’re writing regularly here and especially if you're advising clients on how to improve visibility, I genuinely think this is one of the most useful tools out there.
 
See what you think of it for yourself - I guarantee you'll be addicted!
 👉 https://lnkd.in/gdJaqkjq
 
Any questions on how I use it day-to-day? Happy to share the shortcuts I rely on.

Helen Sanders

TalentJet Group Ltd trading as HFBAC

Founded HFBAC (pron: half-back) to solve the #1 reason startups fail: getting the founding team wrong. 

It stands for:

Hiring For and Building Awesome Companies

As the world's first Chemistry First solutions provider, we've systematically transformed how entrepreneurs build their founding teams.

What I Built:

Created the proprietary ‘Chemistry First’ methodology - a 4-phase systematic approach that takes the guesswork out of founding team building:
• Foundation: Understanding what you actually need (not what you think you want)
• Search: Finding people beyond your immediate network
• Chemistry: Testing compatibility before you commit
• Integration: Ensuring teams gel for long-term success

Key Achievements:

• Built scalable business model serving everyone from bootstrapped solo founders (£47) to enterprise clients (£50K+)
• Currently developing global technology platform to deliver methodology 24/7 worldwide
• Authoring ‘The Founding Team Playbook’ to document proven frameworks (publishing soon)

The Insight That Started It All:

During my years as a BBC commentator, I observed that winning teams weren't always the most individually talented. 

They were made up of people with incredible chemistry who made each other better. 

This insight became the foundation of everything we do at HFBAC.

Our Impact:

We've transformed founding team building from ‘networking and hoping’ into systematic success. 

Our clients don't just find co-founders - they find partners who complement their strengths, challenge their thinking, and stick with them when things get tough.

The Bottom Line:

We don't just help you hire. 

We help you build founding teams that go the distance. 

Because great companies are built by people with awesome chemistry, not just impressive CVs.

Ready to stop gambling on your founding team decisions? Let's build something awesome together.

Founder & CEO at HFBAC | Author: "Hiring on a Shoestring" and "The Founding Team Playbook"

Curated Partners Ltd

- Advising and headhunting for hyper-growth companies: Partnering to secure top tech, marketing, and sales talent across the UK.

- Strategic talent acquisition: Focusing on finding the right fit for fast-paced, scaling businesses.

- Leveraging expertise: Providing advisory insights and direct headhunting for mission-critical roles.

Embedded Talent Manager

Virgin StartUp

Empower100 is a new programme of support from Virgin StartUp designed to level the playing field for founders growing the businesses they're passionate about.

I have been selected to support the Founder-led Empower100 cohorts from August 2023.

Virgin StartUp, the not-for-profit incubator for UK business founders, opened a new fully-funded accelerator programme for under-represented business owners based in Greater London. 

Thanks to funding from Greater London Authority via the UK’s Shared Prosperity Fund, Empower 100 will support 100 female, ethnic minority and disabled founders from the capital, maximising their chances of scaling and financing their businesses successfully.

Recruitment & People Ops - Delivery Partner

Entrepreneurs Circle

From start-ups to multi-million-pound businesses, at the Entrepreneurs Circle Local Meeting, you'll meet, mingle and network with like-minded, ambitious entrepreneurs and business owners from your local area.

We're a super friendly bunch, and we pride ourselves on making sure everyone, especially new members, feel immediately at home!

Entrepreneurs Circle's Local Meeting Agenda
This is so much more than just 'networking'...

'Who's Who in 22!'
No endless introductions here... you've got 22 seconds to tell everyone who you are and what you do! So keep it short and snappy!

Your Successes
It's your time to shine! Tell us what's working right now in your business and share your success stories so others can learn from what you've done.

The Shiny New Thing
At every meeting we share one super cool tactic, tool or strategy that you can take a way and use in your business to get more customers. You'll love it!

Content Session
Each meeting has a content session (complete with workbook!) focused on a specific aspect of business growth. You'll go away with new ideas and ways you can grow your business.

Your One Commitment
To make sure you see results in your business, at each meeting you can make a commitment to the group of one thing that you're going to go away and implement. It's that accountability that makes sure things get done and you see results!

Entrepreneur of the Month
Every month we crown our Entrepreneur of the Month (complete with certificate!) to a member who's seen great results - could it be you next month?

Networking
It wouldn't be a Local Meeting without the networking! You can stay for as much (or as little!) as you'd like but this is where you can really get to know your fellow members, exchange cards, do deals, get referrals and enjoy the social aspect of the meeting!

Phew!
As you can see, it's a busy meeting!

But we get it all done in just over 90 minutes each and every month.

Move your business to where you want it to be.

Co-Lead - Entrepreneurs Circle Local Meeting (Bristol)

Business &  IP Centre

Selected official Delivery Partner to the British Library’s Business & IP Centre, London. 

Facilitating and leading hands-on, practical workshops for founders, start-ups and scale-ups across diverse industry sectors on all things recruitment-related. These workshops include:

Hiring Your First Employee 
How to Hire Your Next Superstar
The Building Blocks for a Thriving Team Culture

Delivery Partner

Kinectid

Kinectid is revolutionising the response to climate change by empowering businesses and homes to become climate crisis solutions through decarbonisation.

Replacing outdated equipment with low carbon technologies like heat pumps, electric vehicle charge points, solar panels, and energy storage, Kinectid is decarbonising homes and businesses with the power of renewable energy.

The Kinectid community knows that we can’t solve the climate crisis without smart energy solutions. So, we’re redefining the future of energy. By replacing outdated fossil-fuel dependent technologies with forward thinking, clean solutions for modern, comfortable homes, we’re helping to create a liveable, thriving planet.

Hiring and HR Director

Your People Partners 

Running a tech, SaaS, robotics company is exciting, but let's face it – hiring can be a major distraction.  

That's where we come in.  

Your People Partners helps you build high-performing teams so you can focus on what matters most: innovating and growing your business.

We've got a proven track record of success with companies like yours. 

But we're not your typical recruitment agency. We understand that finding the right people is crucial, and that your needs are unique. That's why we offer:

A 12-month replacement guarantee: If your new hire doesn't work out for any reason within the first year, we'll find a replacement at no extra charge.

Flexible fees: We work with your budget, offering transparent pricing and a micro-company discount for smaller teams.

Ongoing support: We provide a full onboarding plan, "Ask Me Anything" calls, and even an employee support hotline to ensure a smooth transition for everyone.

We're more than just recruiters – we're your partners in building a thriving team. Let's work together to find the talent that will fuel your success."

Major Successes:

📣 Shadow Robot Company, London: Internal Hiring and HR Partner for 7 years, successfully hiring over 25 people across Robotics Software Engineers, DevOps, Mechatronics as well as Marketing and Ops.
📣 Tickitto, UK and EMEA: Led retained Talent Acquisition team for software engineers, marketing, channel sales, business development and DevOps.
📣 Grantify: led the Talent Acquisition team, taking the company from 19 staff to over 100, including Client Success teams, Sales and Account Manager teams, AI/Machine Learning Engineers, Bid Writers and Marketing.

We also help founder-led companies in the UK and USA who want to develop a proven and enjoyable hiring strategy for new headcount.

Start-Ups, Scale-Ups, Tech, SaaS + Robotics Recruitment Growth Specialist | CEO

Shadow Robot

At The Shadow Robot Company, we're building next-generation robot hands and systems with advanced dexterity.  

My role?  Ensuring we have the top talent to bring these incredible robotics technologies to life.

As their Internal Hiring and HR Partner for 7 years, I successfully built a high-performing team of over 50 staff in the UK and Spain, including:

Robotics Software Engineers
DevOps Professionals
Mechatronics Engineers
Marketing and Digital Marketing
Office Support and Ops

I'm passionate about connecting talented individuals with innovative companies in the robotics space.  My expertise lies in:

☑️ Full-cycle recruitment: I managed the entire hiring process from sourcing and screening robotics engineers to interviewing, skills assessments and onboarding.
☑️ Employer branding: developed and implemented strategies to attract top robotics talent in a competitive market.
☑️ HR partnership: providing guidance and support on various HR-related matters, ensuring a positive and productive work environment.

Hiring and HR Partner

WingroveTailored Ltd - Recruitment Training for SMEs

Supporting SMEs, business owners and hring managers to hire really well through recruitment training workshops and 1-2-1 coaching.

Recruitment Trainer for Business Owners, Entrepreneurs & Franchise Owners

Helen Sanders | The CV Writer

The CV Writer | Director

So, what does HFBAC actually mean? 

It stands for 

Hiring For and Building Awesome Companies

Pronounced 'half-back' (think rugby!)

But it's more than just a name. 

It's the culmination of everything I've learned about what makes teams truly successful, from my time as a BBC commentator observing high-stakes team dynamics to my years helping entrepreneurs build their own businesses.

What I discovered is that the most successful teams aren't always the ones with the most impressive individual CVs. 

They're the ones with the right chemistry.

They're made up of people who complement each other, challenge each other, and make each other better.

That's why I created the Chemistry First methodology. 

It's a systematic approach to founding team building that takes the guesswork out of finding the right partners. 

We help you understand what you really need in a co-founder, find people beyond your immediate network, test your chemistry before you commit, and integrate your new team for long-term success.

Most entrepreneurs treat finding a co-founder like a game of chance. 

We've turned it into a science.

And now, we're taking it to the next level. 

We're building a technology platform that will deliver our Chemistry First methodology to entrepreneurs all over the world. 

And I'm putting everything I've learned into my upcoming book, ‘The Founding Team Playbook’, which will be published soon.

We're not a recruitment firm. 

We're a solutions provider for the most critical challenge in any startup journey: building a founding team that can go the distance.

My Personal Mission…

This work means everything to me, but there's something even more important driving what I do.

My son overcame cancer at the age of 3 with incredible support from Young Lives vs Cancer. 

Watching him fight taught me something profound about what really matters when the pressure's on: it's not about having the most talented individuals. 

It's about having people who show up for each other.

People who make each other stronger.

And people who refuse to give up on the team.

That experience shaped everything about how I think about people. 

My mission is to raise £1 million for Young Lives vs Cancer. 

If you're an entrepreneur who's tired of networking and hoping, and you're ready for a systematic approach to building your dream team, let's connect. Together, we can build something awesome while making a difference for families who need it most.

Recruitment Strategic Partner | SME Recruitment Growth Specialist | CEO

There is an easier way to recruit and nurture new staff. Your People Partners can do it for you.

As a business owner responsible for every aspect of your company, knowing how to save time and money hiring your next member of staff is rather useful!

Would you love an easy, cost effective and efficient service to help you spend more time on the business and not just in it as you go about recruiting your next member of staff?

Good news.

You don't need to use a recruiter in the traditional sense.

I am Helen Sanders. And I head up a talented team of talent acquisition specialists who are Your People Partners.

You can use my 22 years (!) recruitment expertise in helping business owners like you to save time, save money, cut the risk of poor hires and remove the stress of the recruitment process.

Did I mention we are not an 'agency'?

If we work together, we're partners. We work together to make sure you hire well and your team can grow to meet your vision and better support your clients/customers.

Done-With-You:
We stand by you, jump in when you need, we guide and do the bits you cannot do, and you learn how to be really awesome at hiring. No, we're not trying to make you into a recruiter. Being a business owner who hires well can make or break your business. 

Done-As-You:
We are your in-house team. We ensure all people in touch with your company have an awesome experience of you, the business owner as well as your company. Given our partners (companies like yours) are between 3 and 50 staff, we know that you're competing for the talent you need.

All this for the same cost, or sometimes less, than a 'normal' recruitment agency.

Call me now on 0117 290 0208 for a chat about how we can take the stress out of your next hire, as well as support your growing team with all things 'people' and talent-related.

I'm a Brit who's also American.

Today is Thanksgiving. And I've been thinking about the humans who've shaped my journey.

Not the 'network' or 'connections'.

The actual people.

The ones who showed up when things got hard. Who believed in me before I believed in myself. Who told me the truth when I needed to hear it.

Here's my gratitude list (and yes, I'm naming names):

🌳 Mike - my coach at Entrepreneurs Circle. The one who keeps pulling excellence out of me when I'm tempted to settle for "good enough."

👍 Jason - my co-lead for EC Bristol. Partnership in its purest form. 2026 is going to be the year of EC Bristol!

❤️  Bex - my Yang to her Meredith. Every founder needs someone who gets it. She gets it.

😃  Tracy - the one who keeps me sane(ish). You know those people who somehow absorb your chaos and hand you back calm? That's Tracy.

💥  Chris - who showed me what's possible. Watching her being pivotal to two businesses while being brilliant at both? Eyes. Opened.

🚰  Samantha - the entrepreneur behind Halcyan Water Conditioners, a brilliant water conditioning business and constantly reminds me what focused determination looks like in action.

🐶  Victoria - who's led the breaking through of barriers for hundreds (perhaps even thousands?) of deaf students, customers and staff across some of the UK's biggest companies. Proof that one person's mission can change an entire landscape.

🌊  Faye - my fearlessness igniter. Every pep talk from her leaves me ready to charge at something I was afraid of five minutes earlier.

🎇  Jasbir - helped restore my confidence in telling others how I can help. She doesn't even know she was part of my rebuilding.

🧡  🙂 Inge - who taught me about being direct and true to ourselves. She knows exactly who she is. And that clarity is fantastic.

🏔️ Darren - we've enjoyed some interesting and fun times together. 2026? We're reconnecting for more awesomeness.

🌅 Chloe - fellow recruitment business owner and a beautiful human. She checked in on me throughout my surgery recovery. That kindness? I don't forget it. 

🎢  Jen - a bright spark who was formative to my early years in business. I've missed her. We've reconnected and I'm wondering what 2026 shenanigans we'll get into together...

😀 ★ Rowena - the ultimate warrior. She inspires me greatly and has been part of my business journey in ways I'm deeply grateful for.

🤖 Monika - my constant at one of my favourite companies. Proof that clients can become friends with real human connection. (Les Mis and dinner next week - can't wait!)

Grateful is an understatement.

Here's what I've learned:
Building a business is hard. Building a business alone is nearly impossible.

The founders who make it? They surround themselves with people who make them better.

Who do you need to thank today?

Drop their name in the comments. Let them know.

--
Happy Thanksgiving to my American friends and family. And to everyone else - gratitude doesn't need a holiday. 🧡

Fractional Talent Partner 🇬🇧 🇺🇸 UK + US Hiring for Growing Companies up to 100 people 🇬🇧 🇺🇸 25+ Years Transatlantic Recruitment 🌟 Human-First, AI-Optimised

Bootstrapped founders always ask:
'How do I compete with companies offering £80K salaries when I can only pay £35K?'

You can't out-pay them.

But you can out-care them.

Here's what I mean:
- Corporate job at £80K:
- Annual performance reviews
- Generic professional development budget
- Standard benefits package
- One-size-fits-all management

Startup job at £35K (done right):
- Monthly 1-on-1s focused on their goals
- Personal development investments in what THEY want to learn
- Flexibility when life happens (family, health, personal projects)
- Real ownership and meaningful decision-making

Notice the difference?

One is transactional. 

One is personal.

When you can't compete on salary, you compete on chemistry.

What this looks like in practice:
→ Remembering personal details (birthdays, family situations, interests) 
→ Checking in about professional goals, not just project updates 
→ Celebrating wins (both personal and professional) 
→ Being flexible when life happens 
→ Investing in their learning (even £50-100/month makes a difference)

Real example:
A bootstrapped founder I know paid for their VA's online marketing course (£200).

The VA was so appreciative, she turned down a higher-paying offer 6 months later.

Why?

Because she felt valued as a person, not just a resource.

That's the power of chemistry over credentials.

You can't buy that loyalty.

You build it.

When you're bootstrapped, your advantage isn't money.

It's that you can genuinely care about the people you work with in a way big 
companies simply can't scale.

Use it.

How do you build chemistry when budgets are tight?

🌟 Hiring For and Building Awesome Companies 🌟 Chemistry First and AI-Enhanced Hiring Methodology 🌟 Solo Founders → Co-Founders 🌟 Bootstrapped + Growing Teams → Building Teams up to 50 People

I'm running something new in January 2026.

A live 4-week workshop: Find Your Technical Co-Founder in 30 Days.

If you're a non-technical founder actively looking for (or preparing to look for) a technical co-founder, this is for you.

What we'll cover:
- How to define what you actually need (beyond just 'a developer')
- Where to find great technical co-founders (beyond LinkedIn)
- How to evaluate chemistry, not just coding skills
- How to structure the partnership so it actually lasts

4 live sessions in January. 2 for 1 super early bird and then early bird pricing ends Dec 1.

Here's the info:

🌟 Hiring For and Building Awesome Companies 🌟 Chemistry First Methodology 🌟 Solo Founders → Co-Founders 🌟 Bootstrapped & Growing Teams → Team Building

Open article: Find Your Technical Co-Founder in 30 Days: Live 4-Week Workshop by eventbrite.co.uk

Find Your Technical Co-Founder in 30 Days: Live 4-Week Workshop

I spent over 10 years in broadcasting and 5+ years as a BBC sports reporter and commentator.

You know what separated winning teams from losing teams?

It wasn't always talent.

I watched teams with ridiculous individual talent fall apart:
⚽ World-class strikers who wouldn't pass
⚽ Brilliant defenders who couldn't communicate
⚽ Star players whose egos destroyed team chemistry

And I watched 'good enough' teams, like Wimbledon with average talent win as the underdogs (who remembers the Crazy Gang?)

They'd win:
⚽ Because they trusted each other
⚽ Because they communicated instinctively
⚽ Because they genuinely wanted their teammates to succeed

The pattern was so clear, I couldn't unsee it.

Chemistry mattered more than credentials.

Fast forward to last Tuesday afternoon...

I interview a candidate who spent 10 years in football academies.

Three different clubs. Premiership level. Years of dedication.

Then he walked away.

Not because he wasn't good enough.

Because it didn't fit who he was becoming.

And I thought: this is exactly what founders, entrepreneurs and business owners need to understand about hiring.

⚽ In football: You can have the most talented striker in the league, but if they don't fit your team's playing style, you'll lose.

In startups: You can hire the most impressive VP of Sales, but if they don't fit your culture, your team will struggle.

The question isn't "is this person talented?"

The question is "does this person make the team better?"

Sometimes that means hiring someone with less impressive credentials who complements your existing team's strengths.

Sometimes that means passing on someone brilliant who would throw off your team dynamics.

It's not about lowering your standards.

It's about expanding what "qualified" means.

Qualified = competent + chemistry

Not just one or the other.

The candidate I interviewed last week is technically solid.

But what makes me excited to present him to my client?

He understands what it means to be part of something bigger than himself.

He learned that from 8 years in team sports. And from watching his mum put family first.

You can't teach that in onboarding.

You can only hire for it.

Have you ever hired someone less impressive on paper who turned out to be your best hire?

Sharing this with my founder community - a brilliant opportunity for someone early in their career who wants real insight into startup life.

Automated Architecture (AUAR) (Automated Architecture) is looking for a Founders Associate to work directly with CEO and Co-founder Mollie Claypool. They're building robotic micro-factories for sustainable and affordable housing - genuinely exciting stuff.

The role blends GTM strategy, ops, and commercial support. You'd be helping drive expansion into the US, EU, and Canada. High-trust, high-context, and a lot of learning.

Based in East London (E17), hybrid, full-time.

If you're ambitious, a quick learner, and energised by variety - or you know someone who is - details in the original posts below. 👇

Looking for a Founders Associate to join AUAR. You'll be working with Mollie, our CEO & Co-founder - supporting on GTM strategy, ops (👋) and gaining a real insight into life as a founder of a rapidly growing start-up.

AUAR's been an incredible place to work the past 1.5 years with learning opportunities left, right & centre. If you're interested or know a superstar who might be - apply below!!

The candidate who talked about his mum in our interview?

He said something else that stuck with me.

"I spent 8 years in football academies. I know what it's like when someone only cares about your performance, not about you."

That hit hard.

Because that's exactly what traditional recruiting does.

Traditional recruitment reduce people to:
- Years of experience
- Technical skills
- Previous company names
- Education credentials

We interview for competence and hope chemistry works out.

Then we're surprised when:
👉 The brilliant developer who doesn't communicate leaves the team in the dark 👉 The impressive VP of Sales who dominates every meeting crushes team morale 
👉 The "perfect on paper" hire feels like a cultural mismatch within 3 months

Here's what I've learned after 20+ years:

🚀 Competent people who don't fit will slow you down more than good-enough people who gel will speed you up.

That's not motivational speaker fluff.

That's math.

A team of 6 people with great chemistry ships faster than a team of 8 people with brilliant individuals who don't communicate well.

So how do you hire for the whole human?

Start by asking different questions:
👎 "What are your strengths?" 
👍 "What kind of work makes you lose track of time?"

👎 "Where do you see yourself in 5 years?" 
👍 "What matters most to you in a job right now?"

👎 "Tell me about overcoming a challenge." 
👍 "Tell me about a project you're proud of and why."

The goal isn't to be their therapist.

The goal is to see them as a person with:
- Values that were shaped by real experiences
- Working styles influenced by their background
- Motivations beyond just payday

When you hire the whole human, you get someone who shows up fully.

Not just their hands and brain.

❤️  Their heart too.

And that's when teams actually work.

What question helps you see candidates as whole humans?

I interviewed someone yesterday who made me stop taking notes.

Not because he said something wrong.

Because he said something so honest, I didn't want to miss it.

We were 20 minutes into the conversation.

I'd asked my usual questions about technical skills, previous roles, what he's looking for.

Then I prodded a little on something he'd said but glossed over: 

"What was that you said about playing football - you said you played but then quickly moved on... tell me more!"

He paused.

Then he started talking about his mum. 

Well, it started with football but really, it showed me loads about the respect he had for his mum.

How she put him first his entire childhood. 

How she supported him through three different football academies (including Premiership level). 

How she never pressured him when he decided to stop pursuing professional football after years of dedication. 

How she just wanted him to be happy and find something he genuinely cared about.

His voice changed when he talked about her.

Not rehearsed. Not polished. Just... real.

And I realised - this is what most interviews miss.

We're so focused on: 

👉 "Tell me about a time you overcame a challenge" 
👉 "Where do you see yourself in 5 years?" (I don't ever ask this, FYI)
👉 "What are your strengths and weaknesses?" (again, I ask this in a different way too!)

That we never ask the questions that reveal who someone actually is.

The candidate I spoke with yesterday?

He's technically competent. His CV shows that.

But what his CV doesn't show:

👉 He understands loyalty (he watched his mum model it) 
👉 He knows how to make difficult decisions (walking away from football after years of investment) 
👉 He values being seen as a whole person, not just his output 
👉 He'll show up differently for a business owner who treats him like family

You can't find that information in a skills test.

You find it by creating space for people to show up as themselves.

That's the difference between hiring a competent person and hiring the right person.

I don't know yet if this candidate is the perfect fit for my client.

But I do know he felt safe enough to share something personal in an interview.

And that tells me everything about the kind of culture he'll thrive in.

When was the last time a candidate surprised you by sharing something real?

"They could leave at any minute."

That's what a founder told me on a strategy call yesterday.

He'd built a team of freelancers. They'd been working together for about a year. 
But he didn't see them as a "real team."

❓ Why?

Because they weren't employees. No contracts. No notice periods. No security.

Here's what I asked him:
"If you hired permanent employees tomorrow, could they also leave?"

Of course they could.

Notice periods are usually a month for most roles. Employees resign all the time. 

Having someone on payroll doesn't guarantee loyalty.

But these freelancers? They'd chosen to stick around for 12 months. Without being locked in. Without being obligated.

That's not instability. That's commitment.

The real question isn't "How do I convert freelancers to employees?"

It's "What's making them stay - and how do I protect it?"

Here's what we explored:
- What would actually change if they became employees (sometimes less than you think)
- What's keeping them engaged right now ( 👉 hint: it's probably chemistry, not money)
- Where the genuine gaps are (and where you're solving a problem that doesn't exist)

Sometimes the "stable team" you're looking for is already in front of you.

You just haven't recognised it yet.

Happy Hiring!

P.S. If you're planning hires for Q1 2026 and want to think through what you actually need, I'm offering free 30-minute strategy calls through December. Link in comments.

Looking for a qualified accountant in Bristol who wants MORE than just another practice job?

I'm working with Focus Accountancy (lovely small practice in Stapleton, team of 9) who need a Client Manager - someone who can manage their own portfolio AND grow into practice management.

This isn't your typical accountancy job. 

It's for someone who: 
- Actually enjoys client relationships (mostly remote - Zoom/phone/email) 
- Is confident with technology and cloud systems (FreeAgent) 
- Wants autonomy and genuine progression, not corporate BS 
- Can see themselves helping shape how a practice operates

£40-50k + performance element, hybrid 3:2, within 10 miles of Bristol.

The interesting bit? 

Barry Adams (the founder) is specifically looking for someone who can eventually help run day-to-day operations while he focuses on growth. So if you're tired of being a cog in a big firm and want real impact, this might be it.

Know someone brilliant? Tag them below or send them my way 👇

#AccountingJobs #BristolJobs #ClientManager #PracticeAccountant

Stapleton, England, United Kingdom (Hybrid)

January is coming and I'm already seeing solo founders make THE biggest co-founder mistake of 2025...

They're planning to "find a technical co-founder in Q1" without doing ANY of the groundwork that prevents business divorces 18 months later.

Here's what I've learned after helping 400+ bootstrapped founders (and cleaning up the mess when they got it wrong):

1. Stop choosing co-founders like you're hiring employees

- Most founders pick co-founders based on impressive CVs or because "we need a developer."
- Skills can be learned or outsourced. Values and decision-making styles? Those are hardwired.
- Ask yourself: "Would I trust this person to make million-pound decisions when I'm not in the room?"

If the answer isn't an immediate YES, keep looking.

2. Test for chemistry BEFORE you commit equity

- 70% of startups fail because they got the founding team wrong.
- Run a trial project together for 4-8 weeks. Not coffee chats - actual work under pressure.
- Watch how they handle disagreements, missed deadlines, and pivots.
- If you wouldn't survive a 12-hour road trip together, you won't survive building a company together.

3. Have the uncomfortable conversations NOW
- Equity splits. Work-life boundaries. Exit vision. Conflict resolution.
- If you can't have these conversations during courtship, you definitely can't have them during crisis.

4. Don't confuse friendship with business compatibility

- Your best mate might be brilliant. They also might be the worst possible co-founder for you.
- Friendship is built on shared history. Co-founder partnerships are built on shared vision and complementary strengths.

5. Stop rushing because you're lonely or desperate

- A bad co-founder will slow you down more than having no co-founder at all.
- Take the time to find the RIGHT person, not just ANY person.

For bootstrapped founders, getting your co-founder choice right isn't just important - it's EVERYTHING.

That's why I built the Co-Founder Compatibility Toolkit - a systematic framework to test for fit BEFORE you commit equity.

Inside: chemistry assessment questions, trial project templates, red flag checklist, and the exact conversations you need to have.

Want it? Comment "FOUNDER" below (and connect with me so I can send it over).

The #1 mistake non-technical founders make when looking for a technical co-founder:
They optimise for impressive credentials over chemistry.

I've seen it happen dozens of times:

Founder meets someone who worked at Google. Built products at {insert brand here} - let's call them Facebook. 

Has the perfect CV.

They partner up. 6 months later, they realise they have completely different working styles.

One wants to move fast and break things. 

The other wants to plan everything meticulously.

One makes decisions by gut feeling. 

The other needs data for everything.

The partnership falls apart. The company stalls.

What should you do instead?
- Test chemistry BEFORE committing.
- Work on a small project together for 20-40 hours. 
- See how you communicate. 
- See how you handle disagreements. 
- See if you can actually work together.

Chemistry is what makes winning teams. 

Not CVs.

(This is what we'll cover in depth in the January workshop. Link in comments.)

Here's what we're covering in the January workshop (Find Your Technical Co-Founder in 30 Days):

Session 1 (Jan 8): Foundation
- Why most co-founder searches fail
- How to define what you actually need
- The Chemistry First framework

Session 2 (Jan 15): Search
- Where to find great technical co-founders
- The 5 unconventional places to meet developers
- Outreach templates that actually work

Session 3 (Jan 22): Evaluate
- The 20-point vetting checklist
- How to test chemistry before committing
- Red flags to watch for

Session 4 (Jan 29): Partnership
- How to structure co-founder agreements
- Equity splits and vesting schedules
- First 90 days onboarding plan

All live. 
All practical. 
All based on helping 400+ founders over 20 years.
2 for 12 special until Sunday midnight at £48.50 per ticket.
Then Super Early bird: £97 (until Dec 1)

Check out the info and book your ticket here:

Using LinkedIn for outreach came up at our Entrepreneurs Circle Bristol Local Event last week. 

I highly recommend pretty much everything jessie van breugel 🟣 has to say so best do what he says if you want to win at the game of LinkedIn and outreach.

“inbound is dead.” yeah… right | check my featured section to see how we’re still making it work ↓

After 5+ years on LinkedIn, I’m happy to announce:

Cold DMs are finally dying – steal this new strategy ↓

This strategy works exceptionally well if you’re tired of: 

𐄂 Endless LinkedIn pitch DMs
𐄂 Spray and pray cold outreach
𐄂 Cringy “just following up :)” messages

These strategies aren’t just annoying.
It also burns trust with your prospects.
Long before a real conversation even starts.

I just released a 15-page guide on LinkedIn Inbound Sales – a proven system that attracts inbound leads on LinkedIn, and how to convert these leads into revenue.

Here’s what’s inside:

☑ The 7-Step DM Flow to go from cold → close
☑ How to use AI & Lead Magnets for 1,000s of inbound leads
☑ The Cold → Warm → Hot nurture model for closing deals without pitching.

For the next 24 hours, I’m giving it away.

Want a free copy?

1. Like this post so it can reach (and help) more people
2. Comment “LINKEDIN” & I send it to you

♻️ repost this for priority access – or wait a few days before the resource arrives (my inbox is very full at the moment)

Free Q2 2026 Hiring Strategy Sessions: Plan Your Growth Hires Before January

If you're a founder or business owner planning to hire in Q1/Q2 2026, let's talk before the chaos starts.

I'm offering 10 FREE 30-minute strategy sessions in November/December to help bootstrapped and growing companies get their hiring strategy right BEFORE they start interviewing.

👉  These sessions are for you if:
- You're planning to make your first sales hire, first marketing hire, or first technical hire in Q1 2026
- You know you need to hire but aren't sure exactly WHAT role or WHEN
- You've hired before and it didn't work out (wrong person, wrong timing, wrong process)
- You want to avoid wasting 3-6 months on the wrong hire

What we'll cover in 30 minutes:
- Your specific hiring challenge for Q2 2026
- Whether you need a full-time hire, fractional hire, or contractor (most founders get this wrong)
- The #1 mistake companies at your stage make when hiring
- A clear hiring roadmap for Q1/Q2 with realistic timelines

❓ Why I'm doing this:
I've spent 20+ years helping 400+ founders build founding teams and their growing company's teams using my Chemistry First methodology. 

I've seen the same hiring mistakes cost companies 6-12 months and £50K+ in wasted time and money.

If I can help you avoid those mistakes in a 30-minute call, that's worth my time.

The reality:
- This is NOT a sales pitch (though if Chemistry First hiring is right for you, I'll mention it)
- Only 10 slots available (Nov 20 - Dec 13)
- First come, first served
- Zero pressure to work together afterward

If you're planning Q2 hires and want an experienced sounding board, book your slot:

📅  https://lnkd.in/eapSq7wj

Or tag a founder who's about to hire their first sales/marketing/technical team member.

P.S. I focus on chemistry over CVs/credentials because I learned from many years as a BBC sports commentator that winning teams aren't built on impressive CVs - they're built on people who work brilliantly together. 

Let's make sure you hire someone who fits your team, not just your job description.

Open article: Helen Sanders - hfbac (Hiring For and Building Awesome Companies) - Q2 2026 Strategy Call | TidyCal by tidycal.com

Helen Sanders - hfbac (Hiring For and Building Awesome Companies) - Q2 2026 Strategy Call | TidyCal

I worked with a founder who interviewed 47 developers for a co-founder role.

47 coffee meetings.

She couldn't decide.

Everyone seemed qualified. 

But how do you tell who will actually be a good partner?

Here's what was missing:
- A systematic process for evaluating chemistry and compatibility.
- She was asking the wrong questions. Looking for the wrong signals.

Once we built her evaluation framework:
- She could compare candidates objectively
- She knew what questions to ask to reveal true working styles
- She found her technical co-founder in 3 weeks
- They shipped their MVP in 8 weeks.
- They're now at £1.2M ARR.

The Chemistry First framework works. 

I'm teaching it in January.

Details below (and we have a 2 for 1 offer on tickets this week!)

Getting ahead with next year's events...

Can't quite believe it's Nov 18th. November!

❓ How?

And who's with me in knowing that 2026 is going to be an awesome year?

Want to know what will make it awesome?

Doing 2026 differently than you did 2025.

- Not alone. 
- Not hoping things will magically improve. 
- Not just learning without implementing.

That's why our first Entrepreneurs Circle Bristol Local Event of 2026 kicks off on Tuesday, January 13th.

Every month, Bristol & Bath business owners gather to:
- Share real strategies that are working NOW
- Learn tactics to implement immediately
- Commit publicly to ONE thing they'll do
- Report back next month (accountability that works)

Your first month is completely free.

Come see if this is the community that helps you make 2026 genuinely different.

Tuesday, January 13th, 2026... 6.30-9pm
Ruby Jeans, Shirehampton, Bristol (fellow EC Member). 

Link below for more info.

Here's to making 2026 actually awesome (yes, even when we still have 44 days worth of 2025 to go!)

View event: EC Bristol: Business Growth + Accountability (Not Just Networking)

EC Bristol: Business Growth + Accountability (Not Just Networking)

I watched a man ski down Mount Everest last Sunday. 

No, seriously.

Andrzej Bargiel, a 37-year-old Polish ski mountaineer, did something no one else on Earth has ever done: climbed Everest without oxygen, then skied all the way back down.

But here’s the bit that stopped me in my tracks:

His brother was flying a drone above him the entire descent.
Not to film it (though that was a bonus).

To guide him.

‘Crevasse on your left. Rock face ahead. Adjust your line.’

Andrzej had the skill. 

He’d trained for years. 

But having that aerial view - someone who could see what he couldn’t - made the difference between success and disaster.

And that’s exactly what hiring your first employee feels like. Or adding to your team of 8. 

You’re navigating terrain you’ve never seen before.

The stakes can feel terrifying.

One wrong move could cost you months of progress, tens of thousands of pounds, and the momentum you’ve worked so hard to build.

And you’re doing it blind.

Most founders I talk to say the same thing:

“It feels like I’m gambling with money I can’t afford to lose.”

“I’m terrified of getting it wrong.”

“What if they look great in interviews but turn out to be a disaster three months in?”

You’re not wrong to feel scared.

Hiring is one of the highest-stakes decisions you’ll make as a business owner or a founder.

And if you’ve never done it before - or if you’ve been burned in the past - you’re essentially skiing down Everest with no visibility on what’s ahead.

Here’s the thing:

You don’t need someone to make the decision for you.

You need someone to be your drone operator.

Someone who can see:
	•	Red flags that show up in conversation three but not conversation one
	•	Misalignments between what they say and how they actually behave
	•	Chemistry indicators you’d miss if you were just screening CVs
	•	Stage-fit issues (brilliant person, wrong company size)

You still make the climb.

You still make the call.

But you’re not doing it blind.

The truth?

Companies fail because they get their team wrong.

Not because of bad products.

Not because of lack of funding.

Because they partnered with the wrong people.

And most of those failures happen because founders are making hiring decisions without a drone operator.

❓Question for you:

When you made your last hire (or when you’re about to make your next one), what scares you most?

Drop a comment. I’d genuinely love to know.

P.S. If you’re staring down a hiring decision right now and it feels scary as hell, I offer free 15-minute strategy calls where we can map out the terrain ahead.

No pitch. No pressure. Just clarity.

DM me or 📞 drop ‘CALL’ 
in the comments and I’ll send you the link.

Spotted this and wanted to help spread the word.

Anna Zaphiriou-Zarifi and her co-founder Sophia are building SELARA - a health and wellness AI platform - and they're looking for a practitioner to collaborate on content.

If you're in the health and wellness space and love the idea of shaping how AI communicates about wellbeing, this could be a lovely fit.

Details in Anna's original post below. 👇

HIRING!!!! 

My Co-founder Sophia Zaphiriou- Zarifi and I are looking for a health and wellness practitioner to collaborate with on writing content for our AI Website. 

Please see job description. 

Any enquiries about the role please email- info@selara.uk.

Greater London, England, United Kingdom (Hybrid)

Yesterday morning I reconnected with someone I hadn't seen in years.

Adele Bryant ACC and I met through Entrepreneurs Circle back in 2017-ish.

Life happened. Kids. Health stuff. Caring. Surviving.

We lost touch.

But yesterday we jumped on a call.

And something magical happened.

We both talked about feeling like we'd been asleep for years.

Motherhood. Medical trauma. Just... surviving.

And now? 

We're both waking up.

Adele said: 'I'm entering my Wonder Woman era.'

I smiled. 😄  This hit big!

Then she grabbed her Wonder Woman POP figure from her desk.

I grabbed my Lego Wonder Woman figures - two of them - Mother's Day gifts!

So then Adele one-up's me and grabs her Lego Wonder Woman too.

We both have two Wonder Woman figures!!!

Ha ha! Neither of us knew.

Here's what I've learned about women like us:

We spend years putting everyone else first.

Our kids. Our partners. Our clients. And many others.

We push our own needs down so far we forget they exist.

And then one day - through illness, through loss, through our children finally 
becoming adults - we wake up.

And we think: 

'Who am I now? Who do I want to be?'

The answer?

Wonder Woman.

Not because we're superhuman.

But because we've survived things that would break most people.

And we're still here.

Still building.

Still showing up.

Women who lift women are the best women.

So here's to 2026.

The Wonder Woman Era.

Who's joining us?

Sarah Cook, I have a feeling you've been in your Wonder Woman ear for a while!

Bex Midgley, you are Wonder Woman to me so thinking you can formalise that by being part of our WW era too!

Ooooh, Adele, perhaps it's the WWE but not with all the leotards and fake punches?

Yesterday I walked into a client's office for the first time in 6 years.

I've been their embedded talent partner for a decade.

Hired many people for them this year alone.

But I hadn't physically been there since before lockdown.

What I saw at lunchtime stopped me in my tracks.

And made me smile. 😊

The kitchen was buzzing.

Not with people heating up sad desk lunches.

Not with people grabbing a sandwich to eat alone at their screens.

People were making salads.

Rummaging through the fridge to see what they could throw together.

Chatting. Laughing.

The tea drawer (yes an entire deep drawer of tea options) alone told a story - a vast collection including some a few team members had brought back from their last trip to China.

And then - this is the bit that got me - they sat down and played cards.

Together.

Engineers. Taking a proper lunch break. Doing something that had nothing to do with work.

Playing cards like it was 1985.

Later, I watched their new IT infrastructure chap - who's also become the office's unofficial coffee aficionado - carefully prep the machine with fresh beans.

Taking genuine pride in making sure it was ready for his colleagues.

I stood there thinking: "This is it. This is what I've been helping build for 10 years." 

Yes, I have a small part to play. These individuals have become an incredible team. The environment and culture is their environment and culture.

My role is not filling roles.

It's building teams that actually like each other.

Teams where chemistry isn't a nice-to-have.

It's the foundation.

Here's what I know after two decades in recruitment:

You can hire the most qualified person in the world.

But if they don't gel with your team?

They'll eat lunch alone at their desk.

They'll leave within 18 months.

And your culture will slowly erode.

The companies that get hiring right?

They end up with kitchens full of speciality tea from China and someone who 
genuinely cares about the coffee.

That's not luck.

That's intentional hiring.

That's Chemistry First.

taplio

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Melanie Goodman

Helen Sanders

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The Battle

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

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