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 👇

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

Most companies fail to scale because their GTM systems break before the business does.

At Harochi, we design GTM Infrastructure: modular systems that unify CRM, enrichment, outbound, inbound, and reporting so revenue teams run on clarity instead of chaos.

Our work replaces fragmented campaigns with enterprise-grade infrastructure that:
• Aligns CRM data with how the business actually operates
• Automates enrichment, scoring, and lead routing
• Connects outbound + inbound so nothing slips through
• Creates executive dashboards that guide decisions in real time

This isn’t lead gen. It’s infrastructure. And once you’ve seen intelligent systems that never stop improving, traditional methods won't cut it anymore.

Macklin Buckler

At 31, running a company with two kids, I failed my driving test.

Last winter, we moved out to the countryside about an hour from Berlin, and I actually needed to drive.

My New York license meant nothing here... so I had to start from scratch. Had to learn how to drive on German roads, driving a stickshift, in German. 

Before I could begin my practical lessons, I had to take a theory test. Took like 3 months to study and pass. 

That's when the fun began: 3-hour lessons twice a week with a 70-year-old instructor who yelled at me like I was 16.

I endured this for 6+ months and then I failed the exam anyway.

I've grown harochi from nothing, managed payroll during tight months, and put out client fires while on vacation. 

But sitting in that car getting screamed at in German like a child? 

That almost destroyed me. 

It hit my ego in a way that I hadn't expected. 

I knew how far I'd come since I was 16 and felt like I was being stripped of all the progress I made. 

There was no getting around it though. No n8n workflow or Clay table could save me. 

The same lesson applies to building harochi: some things just take longer than you want them to.

And the things that are worth doing are worth doing manually first. 

In case you're wondering, I passed on the second try.

Below is actual footage of me driving in the countryside of Germany.

If my life had stayed on its high school trajectory, I'd probably still be in my hometown working somewhere I hated.

Landscaping. Cleaning pools. The hardware store or the pizza place. 

I failed at all of those jobs and was running out of options. 

My biggest fear was getting stuck there, but the odds were not in my favor. 

After college, I kept pushing for "more" without knowing what it actually meant.

A job in tech. 

A life in a new country. 

A career that actually satisfied me.

7 years in, I started harochi, and for the first time, I no longer had the urge to change things up. 

2.5 years later, and I still just want to build this. 

Every decision, every failure, every win is mine. 

I'm addicted.

If you've spent your whole life feeling like you're supposed to want something else, maybe the problem isn't that you haven't found it yet.

Maybe it's that you haven't built it.

I used to run ultramarathons, but after we had our son, that whole part of my life faded out.

I got out of shape in 2025 and started having pain all over, especially in my back. 

After doing physio regularly for a few months, I assumed I could just pick things up where I left off with the same motivation and same goals.

Yeah.. not happening. 

I admit, I am a performance-driven person, and I love measuring and seeing if I am improving. 

But it turns out that's not the right mindset if you want to get back into running after a year of inactivity. 

So I’m rebuilding the foundation and not putting any pressure on myself.

The only goal is to feel better. 

And the only way to do that is to move my body. 

I’ll worry about getting fast again after I’ve returned to baseline.

[edit: these are photos from a race I did in Gran Canaria]

I miss what LinkedIn used to be...

It was a place where I could hear from founders/executives/salespeople about their business journeys

Tales about eating ramen to survive fundraising, IPOs, M&A, etc.

I am so tired of seeing posts about: 
- violent conflicts
- social causes
- politics
- non-business-related legislation

So you know what I did?

I used Claude Code to build a Chrome extension that blocks everything that I don't want to see. 

This is the age of personal software. 

One day you have an idea and 15 minutes later, you have your own tool that solves a problem. 

Very excited about getting to enjoy my LinkedIn feed again

I wasn't included in OpenAI's recent campaign, but here is some inspiration for the next one in case they decide to ask me

One summer when I was a kid, we got free groceries every week from a local elementary school in the town over. 

My mom was driving a school bus and summers could be especially hard if she couldn't find extra work. 

I still remember the taste of the off-brand Oreos. 

I'd often ask my mom if we were going to be okay money-wise. After all, we were on Section 8 housing and there was no real reason to be optimistic that our circumstances would change.

But she always said yes and never let on that she had doubts.  

There have been months at harochi where the bank account was looking like I might have to find a job.

But financial uncertainty is nothing new to me.

Growing up with little money instilled in me a high tolerance for financial pain. 

I don't recommend it as a business strategy, but when you've watched your mom figure it out with less, you develop this stubborn belief that things will all be alright. 

That's why I kept pushing to close new business and learning Clay when I had few clients and was barely bringing in enough money to pay rent. 

My mom always said we'd be okay. 

Now it's my chance to prove her right.

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The Battle

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