Molly Johnson-Jones

Hi, I'm Molly and I run Flexa: the careers platform designed to help people and companies find their perfect match - powered by verified data.The discovery phase of hiring has been ignored for too long - and at one point, it almost cost me my career.I lost a job after asking to work from home one day a week. It made me realise that people have no easy way to see what companies are really like, or to find workplaces that align with their lives, ambitions, and values. The hiring market simply isn’t transparent. That’s where Flexa comes in. Flexa turns employer brands into discoverable reality. Imagine being able to search for companies the way you’d browse for somewhere to stay. Instead of “cottage with a hot tub”, it’s “company with hybrid working and brilliant career progression”. You decide what matters - and we show you who actually offers it.For companies, Flexa is the operating system for employer brand. We don’t just make you discoverable in millions of searches by aligned talent - we show you how your brand performs and how to strengthen it. Built on more than 2 billion data points, Flexa analyses what talent wants, how they search, and what they think of what you have to offer.We work with forward-thinking brands like Mars, Huel, Airbus, and Microsoft to turn their employer brands into dynamic, searchable profiles browsed by over 4 million people, often generating more engagement and traffic than Glassdoor.Flexa owns the discovery moment - where attention, trust, and curiosity are built. Our data is reshaping how companies attract and retain talent, and how people discover workplaces that genuinely align with their priorities and values.I care about rebuilding the relationship between people and companies - through honesty, clarity, and proof. Because great companies deserve attention, and great talent deserves a best-in class experience.

Co-Founder & CEO

We see a huge uptick in people looking for a new company in January. Probably because “New year, new me” isn't just limited to people's personal lives; and many people want change in their professional lives too. 

Here are some companies actively hiring right now, all of whom go above and beyond to show exactly what it’s like to work there:

📡 Vodafone - with a WFA scheme and a hybrid working setup

🌊 Anglian Water Services - with a range of alternative working patterns

🔗 Boomi - offering amazing family friendly benefits

🛡️ BAE Systems - who are open to compressed hours and part-time candidates

🍺 The HEINEKEN Company - with gym memberships and financial coaching

🏗️ Mott MacDonald - offering tax free childcare and on-site yoga classes

🎮 Improbable - with skilled worker visas and equity packages

🧠 Tyk - offering unlimited annual leave and sabbaticals

🚆 SilverRail - with L&D and travel opportunities

📊 Connected Places Catapult - working a 9-day fortnight

🌍 Flash Pack - with total pay transparency and stock options

🏦 Brit Insurance - with a great pension and volunteer days

📈 EY - offering clear career progression and mentoring

🎁 Not On The High Street - with true autonomy and team-building days

🧩 SAPI - with a dog friendly office and equity packages

Discover these and more intentional employers on Flexa 👇

CEO & Co-Founder @ Flexa | Future of Work Speaker & Creator | Employer Brand | DEI | Talent Intelligence

We’ve just come back from our company-wide shutdown over Christmas. Nearly two full weeks, the whole business off at the same time.

Here are some other brilliant companies offering company shutdown periods alongside annual leave:

🎄 Peak PEO | B Corp™

📘 Bradshaw Advisory

🌍 ClientEarth

🧠 Tyk

🌐 Veramed

☀️ Picnic

🎓 Oak National Academy

🛠 MBDA

💼 tms

🚴 Deliveroo



Discover these and more intentional companies on Flexa

#futureofwork #employeebenefits #burnoutprevention

Work feels different when it’s tied to a mission you actually believe in. Here are some mission-driven companies featured on Flexa:

🐾 Battersea
Rescuing, rehabilitating and rehoming dogs and cats, and pushing for lasting change in animal welfare.

🐕 Support Dogs
Training assistance dogs to help people with autism, epilepsy and physical disabilities live more independent lives.

⚖️ ClientEarth
Using the law to protect the planet, hold governments and corporations to account, and drive systemic environmental change.

🧩 Patchwork Health
Fixing workforce gaps in healthcare by making it easier for clinicians to work flexibly and sustainably across the NHS.

🧠 Unmind
Helping organisations support mental health proactively, not just when someone reaches crisis point.

🌱 Livestock Information Ltd
Improving animal health, welfare and food system resilience through better data across the livestock sector.

🌍 Cool Farm
Supporting farmers and food companies to measure and reduce their environmental impact, from soil to supply chain.

🏗 NHBC
Raising standards in housebuilding to create safer, higher-quality homes for people across the UK.

✈️ Airbus
Building the future of aerospace while investing heavily in sustainability, innovation and long-term skills.

🛵 Deliveroo
Connecting people to food they love while evolving how flexible work can function at scale.

📡 Vodafone
Using connectivity to support economic inclusion, digital access and social impact worldwide.

⚡ OVO
Accelerating the transition to clean, affordable energy and helping customers reduce their carbon footprint.

🚆 Northern
Keeping communities connected across the North while modernising transport and access to work.

🍺 The HEINEKEN Company
Brewing responsibly, investing in communities, and setting ambitious targets on sustainability and inclusion.

Looking for a company that aligns with your purpose?

Check out these and more mission-driven employers on Flexa 👇

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CEO & Co-Founder @ Flexa | Employer Brand | DEI | Talent Intelligence | Future of Work Speaker

Hello, I'm Molly, CEO and Co-Founder of Flexa.

At Flexa, we're revolutionizing the future of work by showcasing what makes companies unique and bringing much-needed transparency to the job hunting process. With 3 million users globally, we partner with esteemed brands like Airbus, Mars, BT, and Verizon to create inclusive employer brands that attract the right talent. If you're keen to get your company on Flexa, reach out to Poppy at poppy@flexa.careers.

As one of the UK's foremost thought leaders on the future of work, I’ve been featured in major media outlets like Forbes and The FT. I’ve headlined talks at prestigious events such as Sifted, Recfest, and RunningRemote, and appeared on BBC News and TalkTV. I run workshops on a variety of topics, including EVPs and DEI, which I’ve delivered impactfully for GWI and Microsoft. Additionally, I’ve partnered with industry leaders like Mercer, Intel, Awesomic, and Samsung, consistently achieving excellent results for their campaigns.

If you're interested in collaborating on an influencer campaign or booking me as a speaker, please reach out at hello@mjj.work or connect with me on LinkedIn. Let’s build the future of work together!

Reach an engaged audience of HR decision makers all over the world, and add credibility to your products and services. Whether you're looking for your new product to be considered by my audience, or want to ensure your data and reports are seen by millions, we can work together to generate measurable results.

Influencer Campaigns

An expert in the future of work, I speak on topics ranging from how to attract top talent using data, through to how the world of work is changing and what companies need to do about it. Whether you're looking for an inspirational keynote, a hands on workshop, or an data-packed presentation, I deliver talks all over the world to educate, advocate, and inspire.

Speaking Slots

I've built an engaged following of over 80,000 followers, and have opened up a limited number of sessions to share my learnings and help you to do exactly the same. Whether your goal is to monetise your following or generate leads, I can give you the tips and tricks on how to get there, fast.

I also work with companies to bring workshops to their employees about personal branding, and employee advocacy - your company's most powerful talent attraction tool.

Personal Branding

Over the past two years, we’ve seen a sharp rise in candidates actively filtering for companies based on whether employers offer meaningful mental health support, and whether it’s real rather than just lip-service.

To help cut through the spoof, here’s a list of organisations on Flexa with verified mental health support, based on what they actually offer:

🧠 Virtalent
💬 Puzzel
🌱 Cool Farm
🏗 Leighton
🎨 Clock
📐 Cahill Design Consultants
💛 Tangle Teezer Ltd
📊 Hurree
🧪 Redgate Software
👩‍💼 EY
🌍 SAP
📡 Vodafone
☎️ BT Group
👗 ASOS.com
✈️ BAE Systems
💻 Microsoft UK
🔁 Boomi
🎮 tombola

Discover more companies based on what you care about on Flexa 👇

Ad | Burnout gets talked about so casually now that I think we’ve lost sight of what it actually is.

Real burnout is severe, and when it hits, it can wipe people out for months and even hospitalise them.

That’s the version that should worry SMEs.

Because when genuine burnout happens, it’s expensive. £21k per employee per year expensive (BenefitsPro, 2025). When burnout happens, the fallout is huge: lost knowledge, long recovery times, disruption to teams, and cultural impacts.

What makes this harder is that traditional health insurance only steps in once someone is already unwell. 

This is why I’ve been working with Bupa Business UK and YuLife. They’re approaching this proactively, rather than reactively: treat the early-stage signs seriously before they spiral, and make prevention something people actually do.
Fast clinical support when you need it, and daily engagement that fits into the day rather than becoming another task. And the fact that 1 in 2 members use the YuLife app daily suggests something important: if you design prevention properly, people will actually use it.

For SMEs, that matters, because stopping one real case saves months of disruption… and a huge amount of money and stress.

Burnout shouldn’t be the default vocabulary for feeling overwhelmed, but it also shouldn’t be something we only acknowledge once someone is already falling apart. 

More on how Bupa Business UK and YuLife are doing that here https://lnkd.in/eR7HwJiu

Most EVPs are built on what leaders think employees want, not what they actually want - and that's a problem

In 2026, the companies that will win the war for talent are the ones using data to understand their people. Not hunches, not trends - real, actionable insights about what matters most.

We've analysed over 2 billion data points from Flexa, and three trends caught my attention:

📈 Demand for benefits in London doubled in 12 months 
🏠 Parents wanting remote-first roles up 43% 
🌈 LGBTQIA+ demand for diversity up 50% in 6 months

This isn't what people might want. It's what they're actively searching for right now.

This year, my newsletter is shifting focus towards data. Because having a strong EVP in 2026 isn't just about good policies anymore. It's about using data to guide smarter, more intentional decisions.

In this week's newsletter, I'm breaking down:
💡 Why data matters more than ever for your EVP 
📈 How to use data to improve employee retention 
🔧 4 practical ways to start making data-driven decisions 
🎯 A sneak peek at our 2026 Insights Report (coming soon!)

Because data turns your EVP from a guessing game into a strategic advantage.


#EVP #EmployerBranding #TalentStrategy #FutureOfWork #HR

Hello and welcome back to my newsletter! I write about the future of work, flexible working, startups, and DEI. If you've been forwarded this newslett

Open article: Why data will define the strongest EVPs in 2026 by Molly Johnson-Jones • 8 min read

Why data will define the strongest EVPs in 2026

Ad | I see millions of data points about what makes people stay or leave their companies, and so many organisations get their approach to reward and benefits wrong. 

More often than not, managers react when they realise someone is leaving, rather than keeping an open dialogue about what makes them tick.


Tech’s Hidden Health Costs (2026), a new report from Bupa UK and @YuLife really added to my thinking about proactivity versus reactivity.

😮‍💨 33% of tech SME employees experienced mental fatigue (YouGov, 2025)

😱 69% delay seeking care because of workload pressure

😵‍💫 And 70% of leaders experienced poor mental health in the past year (BIMA Tech Inclusion & Diversity Report, 2025)


Managing my health while building a company means that I know firsthand that preventing health crises is far easier than recovering from them.

But here's what else the research shows: most workplace health benefits fail because of the engagement gap. 18% of businesses offer health insurance (FCA Financial Lives Survey, 2024), but only 1 in 10 employees use preventative care (Survey of Mental Health and Wellbeing, England, 2023/4)

Traditional benefits don't tend to fit into real working life, so when companies close that engagement gap - making prevention part of the daily routine, not an afterthought - the results compound across retention, productivity, and culture.
The full report breaks down what's working to prevent burnout before it costs you your best people. 

Worth a read if you're building a team that can actually sustain what you're building, download here: https://lnkd.in/en5Fcd9E

#burnout #workplacetransparency #healthinsurance

Brand partnership • CEO & Co-Founder @ Flexa | Future of Work Speaker & Creator | Employer Brand | DEI | Talent Intelligence

SeeMeHired

Customer Success Manager

Realtime Recruitment

Recruitment Consultant

Vodafone

Senior Sales Executive

Tesco Mobile

Phone Shop Manager

Sales Executive

TTEC

Customer Service Representative

I help founders & start-ups with business growth | Freelance sales & business development consultant | flexible working advocate

Andrew Sheppard

“We offer flexible working after you successfully pass your 6 months probation”

I seen this on a job advert recently. 

My thoughts are, if you can offer flexible working after six months probation, you may as well just provide it from the start. 

Why? 

Because you’re missing out on a lot of talent. 

Jobseekers will choose not to apply to your jobs because they need flex from the start. 

Working parents, carers, people with disabilities and others cannot suddenly be without workplace flexibility. 

Flexible working isn’t a perk that employees need to prove that they deserve. They need it when they need it to cope with life and work. 


What are the actual reasons why employers hold back on offering flexibility until after probation period?

Dad | Founder @ FlexAS | Flex Working Advocate | Helping working dads, male carers and men with all things work and life balance

I’ve got several work related coffee chat meetings scheduled for this month. I know for a fact that these chats wouldn’t happen if I didn’t post and engage on LinkedIn. 

The meetings I have scheduled this month are with other business owners and leaders who are many steps ahead of me. I’m trying to surround myself more with people who I can learn from, and hopefully, they may learn something from me too. 

I wouldn’t get a “yes” from them to meet me if I didn’t post on LinkedIn, as they wouldn’t know who I am. 

Put yourself out there, and you’ll create lots of new opportunities.

I don’t normally make a New Year’s resolution, but I did this year. We’re 14 days into the new year and guess what… 

I’m still sticking to it. 

I decided to remove highly processed and junk food from my diet. So this will range from all things cakes, biscuits, crisps, chocolate and all that kind of stuff. 

My coping mechanism when stressed and anxious has always been junk food. I’d nibble here and there, and before I knew it, it would all add up. Whilst my diet is usually 70-80% good most weeks anyways, I always had that junk food binge in me which out-done the good eating. So I decided at the new year that I just don’t do junk food anymore, just to see what happens and how things in my life may transform. 

14 days in and I feel much more energetic, focused and happier in myself, which is resulting in being more productive in all areas of my life including work stuff and most importantly, being Dad. 

I’m a big believer if you want to achieve big 
things, you have to make big changes. 

Did you make any new year resolutions?

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