Head of Client Strategy @ Kurogo | We create thought leaders through personal branding | Award-winning Imperial College London alumnus

We turn entrepreneurs into credible thought leaders through personal branding so they can scale their businesses, unlock untapped opportunities and outlast their competition.

If you're anything like our clients, you're an expert in your field. One of the best.

But you just don't seem to have the reputation you deserve.

You want to be the go-to authority in your industry and become an opportunity magnet.

That way you could...
- Generate inbound leads consistently
- Win clients and customers with ease
- Attract media features
- Attract top talent
- Speak on stage

The list is endless.

We help our clients do just that through the power of personal branding, by:

1. Giving them clarity on their brand and positioning them as industry leaders.
2. Blowing up their social profiles and landing them high-profile media features.
3. Helping them convert their new-found reputation into meaningful opportunities and ROl

And having built 300+ personal brands, we've got quite good at it, achieving results like these in the process:

🚀 Jack generated 2.5M views and 6 figures in revenue in 90 days with us
🚀 Joe and Olly generated millions of views and saw a record month
🚀 Guy added 5 figures of pipeline value in a matter of months
🚀 Olie added £50K of inbound revenue to his pipeline Sue generated over 8.3 million views in 4 months
🚀 Jemma increased her views by 51,347%
🚀 James became an Amazon Best Seller Tom generated 5M views in 3 months

Your reputation is your biggest asset.

Take control of it!

If you want to see how we could help you build your personal brand, shoot me a dm saying 'Personal Brand'

If you're not quite ready yet, I post content on here showing you how to do it yourself.

Satwik S.

The GPS never says "you made a mistake". It says "recalculating route". 
That's what ambition should look like. 

Last year, I had to slow down and take detours.

But it was ok because I knew I was still moving.

(And move I did- literally)

I made the extremely difficult decision of moving back to my home country after:

- securing that elusive work visa
- achieving an Imperial College Master's 
- running 2 successful solo consulting businesses 
- spending 8 years alone, 4,000 miles away from home

When I came to the UK aged 18, I-

Wanted to "make a man" of myself. 
Wanted to grow, challenge and improve. 
Wanted to achieve financial stability and independence. 

I learned from some incredibly successful people, sometimes far younger yet far 'bigger' than me. 

I worked and hammered YESs to every opportunity, just so brilliant people would keep me around and allow me to learn. 

So here I am, checking in my suitcases full of their work ethic, demeanour, tenacity and skill.

For sure, moving back means un-doing some things I worked hard towards,

But in the grand scheme of things, it's all still in the spirit of ambition and growth.

Taking a step back so I can leap forwards. 

Recalculating route.

Head of Strategy and Content @Kurogo | We create thought leaders through personal branding | 300+ Personal Brands Built

The time we had to fire a client…(not clickbait)

Here’s the backstory:

- Client comes on wanting to create a personal brand
- Objective: “win my new business leads”
- Outcome: 4 months in, no results 

And don’t get me wrong:

The work was top-notch. 
The delivery was perfect. 
The client was buzzing. 

There were 0 complaints, pushbacks, problems. 

But we still put our foot down. Why?

Their business was too early in its journey. 

Barely a functioning website. 
Several re-brands along the way.
Multiple changes to the strategy and content. 

The business didn’t know what it wanted to be yet- and I didn’t see that changing soon. 

So I texted Sam I wanted to put down the rabid dog.

We did the right thing and let them go.

Marketing can’t fix or create a business. 
Content alone won’t bring you your first customer. 
Sometimes, the best action you can take is none at all. 

Now, we thoroughly assess prospect readiness before kicking off campaigns. 

Because the last thing we want to do is make a quick buck at the cost of a new business’ precious capital.

When you create something new, you remove yourself from the competition.
You become the only choice - not just another option.

And that's what positioning is:

1. Create something that does not exist
2. Claim it as your own

Most people try to compete in a crowded room. A "Red Ocean".

They see what is working for others, copy it, and hope to stand out.

Bad move.

Here is the real playbook:

→ Find a niche that is empty or underserved.
→ Frame it in your own words. Give it a name. Make it yours.
→ Claim it by sharing your unique point of view again and again.

Now you are not in the “better” race. 
You are in the “different” race. 
(Hint: different always wins.)

Want to become irreplaceable? 

Stop talking about how you are better. 
Start showing how you are different.

Btw, you don’t need a fancy framework. You need:

→ A clear promise that says what you offer.
→ A source of proof that you are credible.
→ A unique mechanism, POV or personality.

Remember: the most valuable brands are not the best at what everyone else does. 

They are the best at what only they do. A category of One.

This week, have a think about what your category is. 
My DMs are open!

Every Founder wants a team that grows as fast as the business does.

I help them build that.

I’ve spent the last 10 years inside scaling organisations, fixing performance issues, seeing early signs when people aren’t on the same page, and turning HR from ‘another thing on your desk’ to something that accelerates growth.


Not corporate HR.
Not policy-first HR.

Experience-led, performance-driven HR.

The kind that keeps great people working for you.
The kind that accelerates growth, not slows it.

Most founders come to me because:

- The business is scaling faster than the people systems
- Progression, performance and expectations aren’t clear or consistent
- Culture is slipping quietly as headcount rises
- Managers avoid hard conversations or don’t know how to lead
- HR is sat on their plate, taking time from strategy, sales + growth

So I built a framework that stops that happening.

My People Experience Model strengthens a company from the inside out:

Diagnose the employee journey end-to-end
Build onboarding & progression that speed up high performance
Turn managers into leaders (confident, clear, consistent)
Create accountability without killing culture
Give founders back time, clarity + control

Just structure → performance → retention → growth.

It’s the approach that has:

📌 Doubled headcount without culture slipping
📌 Freed founders from HR so they could land Dyson, Armani, Primark, Coconut Lane + more
📌 Scaled a business to £1.5M in 9 months by giving leadership time back
📌 Built onboarding that reduced ramp time from 65 → 40 days
📌 Created ownership-led teams, not founder-dependent ones

Because when your people feel connected, they don’t just work harder, they work smarter, stay longer, and deliver more.

If you want HR off your plate, but still driving performance + profit, you’ll want to explore what we do next.

DM me "HR" for more info on how I can help :)

---

📩 Georgia@accesshrltd.com
🌐 www.accesshrltd.com
🎤 Speaker: HR Is Dead, Stop Managing Generations Start Managing People & Modern HR

Georgia Dixon 🍬 MCIPD

2022: "You're just here to manage risk." I didn't listen.
2024: "You're just an external smoke screen." I told them no.
2026: "HR slows business down." I showed up as an efficiency partner.

Every time someone tried to put HR in a box, I built my way out of it.

When I left corporate in 2023, I was done with HR that felt 'off'.

The slow responses.
The policies no one reads.
The "let me check and get back to you" energy.

I didn't leave to recreate that.

I left to build something founders actually want in the room.

Clarity over dragging out.
Partnership over roadblocks.
Efficiency over theatre.

And it's worked! The proof is in the work I've been doing for scaling businesses:

→ Onboarding Programs that get people productive faster
→ Performance Management Frameworks that actually drive results
→ Progression Frameworks so your team sees a future with you
→ Manager Series (6 months) to build leaders, not just supervisors
→ Restructures for Strategic Growth when you've outgrown your setup

People kept telling me what HR couldn't be.

So I built what it should be.

What's something you've been told you can't be, but you've done it anyway? Drop it below. I read every comment. 

♻️ Repost to spread the message: HR needs a rethink.

#hr #leadership #founders #growth

Georgia  Dixon

HR For Growing Founders ✨ | People • Progression • Performance | Award-Winning HR Consultant |

No alternative text description for this image

Blue Monday is one week away; aka when your best people quietly decide they're done.

Not dramatically.
Not loudly.
Just... done.

And you won't see it coming.

Because the signs don't look like signs.

They look like:
– A joke about being "so busy" (they're not joking)
– Quieter in meetings than they used to be
– Stopped coming to the office as much
– A little less present, a little more distant
– "Yeah, I'm fine" on repeat

We talk about retention.
Engagement scores.
Performance reviews.

But behind every resignation letter is a moment someone decided to stop trying.

And that moment?
It rarely happens in January.
It happens in the weeks/months before, when no one notices.

You still have a week.

One conversation could change everything.

Not a formal meeting.
Not a performance chat.
Just a real one.

"How are you actually doing?"
"If you were to leave tomorrow, why would that be?"
And then... listen like the answer matters.

Because it does.

Repost for someone who needs this reminder

#Leadership #People #HR #EmployeeExperience

THINGS THAT MAKE MY EYE TWITCH:

1. Beers in the fridge used as a “culture” strategy
2. Emoji-only replies to feedback that needed… actual words
3. Memes that really push the line, depending on who’s laughing
4. We’re like a "family” used to justify blurred boundaries
5. Annual performance reviews with zero follow-up
6. "Flexible working” that only applies when it’s convenient for managers
7. Leaders asking for input, then disappearing when it's given
8. Career development plans that no one remembers
9. A work night out or drinks after redundancies... “to rebuild the team”
10. Treating perks as a substitute for genuine employee experience

11…. 

A good employee experience isn’t performative. It’s intentional, inclusive, and tied to how people really feel and function at work.

What’s on your list?

#EmployeeExperience #Culture #Leadership

HR don't want to be an afterthought. But you're making it impossible.

When that happens?

1. Employees experience HR as a firefighter, not a strategic partner.
And the perception sticks.

2. At 15-40 employees, things start breaking quietly:
→ Your best performer hands in their notice
→ Questions on "what does progression look like here?"
→ Onboarding becomes "shadow whoever's free"
→ Culture starts feeling different and you can't explain why

3. And then you're scrambling, trying to fix what's already fractured.

That's not HR.
That's damage control.

The businesses that scale well don't wait for the fire.
They bring in someone who spots the smoke.

A Growth Partner who:
✨ Sees the retention risk before the resignation
✨ Builds the systems before the chaos
✨ Flags the people trends before they become people problems

Traditional HR waits for problems.
Modern HR builds the foundations before they happen.

You didn't start a business to spend your time firefighting.
You started it to grow.

Growth without people infrastructure is a gamble you don't need to take.

Are you building the foundations or just putting out fires?

♻️ Repost if this resonates
📌 Follow me for real talk on HR in a Modern World
💌 Get weekly insights in my email newsletter: https://lnkd.in/ePbZdS5v

“HR said…”

HR gets blamed for decisions we didn’t make,  because it’s convenient.

“You can’t have a pay rise.” ↴

No, we didn’t say that.

We analysed the numbers.
We benchmarked the role.
We flagged retention risks.
We highlighted market movement.

We presented the commercial consequences of underpaying.
We enabled the business to make an informed choice.

Leadership still said no.

And somehow?
HR is the villain again.

Here’s the reality:
→ HR doesn’t set revenue targets
→ HR doesn’t approve salary bands
→ HR doesn’t sign off budgets
→ HR doesn’t control headcount costs
→ HR doesn’t decide where the money goes

What we do is show leaders the impact: on cost, capability, performance, and retention.

We don’t block career progression.
We don’t shut down pay rises.
We don’t hold people back.

We enable the business to grow sustainably.
But when the answer is “no,” we’re the ones delivering it.

And absorbing the frustration that should never sit with us.

Pay isn’t an HR decision.
It’s a business decision.

If you want accountability and transparency?

Stop asking, “What did HR say?”
Start asking, “Who made the final call?”

Because HR didn’t say no.
We just had the courage to tell you the truth.

With love,

Georgia, HR Consultant prioritising Employee Expereince

12 days cut from onboarding. Here's how:

New hires used to take 48 days to hit contributing productivity.
Now it's 36.

Not "full capacity".. nobody operates there.
But contributing. Adding value. Moving the business forward.

That's a 25% reduction in time-to-performance.
And it's not just a "nice onboarding experience"

It's money back in the business.

→ Less manager time spent firefighting & hand-holding
→ Less early churn from "what have I walked into?"

Their onboarding success rate is now 92%.
Total investment? £7,000.
Time? Across 2 months.

Here's what we actually built 👇

✨ A business deep dive to define what "good" looks like (no guessing)
✨ A tailored onboarding framework that fits how they actually work
✨ Manager guides so every hire gets the same standard
✨ Custom ChatGPTs for self-serve support
✨ Maximising their current tools
✨ Manager training (because "shadow Ben" isn't onboarding)
✨ An onboarding feedback survey so it keeps improving

We didn't guess what mattered.
We asked the people living it.
We co-created.

Then built something that made onboarding faster, cleaner, and measurable.

That's modern HR.
Business-first. People-centric. Built together.

What would 12 days back per new hire be worth in your business?

Every new hire is a gamble on which version of your company they'll meet.

One manager gives a structured first week.
Another throws them in the deep end.
One team has clear expectations.
Another makes it up as they go.

And you wonder why some people hit the ground running while others quietly disengage by month two.

This is what happens when nothing is documented:

→ Knowledge lives in people's heads
→ Onboarding depends on who's available
→ Standards shift depending on the team
→ Every new hire gets a different experience

It's not sustainable. And it's not scalable.

But here's the fear I hear from founders:
"If I bring in HR support, it'll feel corporate. Generic. Bureaucratic."

And honestly? That fear is valid, if you choose the wrong partner.

But the right HR support doesn't flatten your culture.
It translates it into something repeatable.

✨ Predictable onboarding.
✨ Consistent standards.
✨ Infrastructure that protects your identity, not replaces it.

You don't need more templates.
You need systems that feel like you.. and actually scale.

What's the most inconsistent part of your employee experience right now?

DM "HR" for my 5 onboarding tips.

taplio

The Battle

Satwik S.

Georgia Dixon 🍬 MCIPD

Followers

Posts

Engagements

Likes

Performance ScoreSatwik S.'s LinkedIn Performance

Performance ScoreGeorgia Dixon 🍬 MCIPD's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Satwik S.

Georgia Dixon 🍬 MCIPD

Followers

Posts

Engagements

Likes

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);}Satwik S.'s LinkedIn Performance

Performance ScoreGeorgia Dixon 🍬 MCIPD's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreSatwik S.'s LinkedIn Performance