Hi I’m Sam.

I help HR consultants, Fractional HRs, Executive Coaches and Benefit Specialists to generate consistent revenue from the right clients.

I do it with MindAbility Business Club, where we:

- Have bi-weekly calls to build your business knowledge
- Get you unstuck from the day-to-day challenges
- Give you a community you can rely on for questions and support
- Encourage collaboration with other specialised business owners
- Share access to our library our training resources

All with the aim of helping you build a consistent business you can rely on.

Some of our community member wins:

🚀 Increased a contract from $10,000 to $25,000
🚀 Increased revenue from $9,000 to $18,000 per month
🚀 Gone from $0 → $270+ revenue in the first 9 months
🚀 Make more money whilst reducing hours worked by 30%
🚀 Replaced their $120k corporate income in less than 3 months

If you need support tailoring our expertise and advice to help you grow your HR / People business…

Send me a DM to sign up for the MindAbility Business Club!

How to build a $1M HR consultancy in 2026

without burning out or racing to the bottom on price.

Most HR consultants don't fail because they lack experience. They fail because they rebuild corporate life under a new logo.

1. They chase clients instead of building a business model.
2. They take every project instead of creating predictable income.
3. They mistake "busy" for "steady."

That's what we're changing.

27th January, 5 PM (UK) / 12 PM (EST), I'm running a live Masterclass for HR consultants and coaches who are ready to scale beyond their calendar with something more stable, and a lot more satisfying.

➙ We'll strip away the fluff
➙ Rebuild your model for steady income and
➙ Give you the clarity to scale with confidence

All this without losing your sanity in the process.

If you're ready for predictability, structure, and calm growth…
Comment "PAYCHECK" below and I'll send you the link, no strings attached

Sam Eaton

You left corporate to start an HR business - I'll make sure you never go back

Happy New Year and may 2026 bring us all much joy, wealth, laughter and great memories!

No alternative text description for this image

HR businesses are rapidly joining AI communities right now.
And on the surface, that makes complete sense.

People want to learn.
They want to stay relevant.
They want to do right by their clients.

What I’m noticing, though, is a growing gap between what’s being taught and what HR leaders actually need in practice.

There’s a lot of focus on tools and prompts.
Much less on client acquisition, workflow design, automation, and reducing manual workload in a way that actually scales a business.

AI in HR is about being trusted.
And the next phase of AI in HR will be practical, commercial, and measurable.
And it will look very different from what most communities are pushing today.

More soon.

The moment most HR proposals go out, the deal starts to drift.

Not because the client “lost interest”, in fact, it’s because your proposal made it easy to delay.

It’s usually a “pick one” menu, five pages of context, and a soft line like “Let me know your thoughts.” So the buyer does what any busy operator does. They park it. They mean to come back. They don’t.

Then the founder starts the awkward chase. Follow-ups, “just checking in”, more calls, more tweaks. More manual work. Same outcome.

A proposal should close the loop, not open a new one.

Here’s the fix I want you to try for 30 days:
Don’t send proposals, book the next step (walk-through).
Keep the proposal concise.
Minimal outcome. Minimal scope. Straightforward pricing.
A clear decision deadline, and walk them through on the call.

You’ll lose fewer deals to silence, and you’ll get hours back every week.

FYI: I'm hosting huge Masterclass this week on the topic "From trading time to $1M HR Business”
If you want to get ahead and make 2026 your breakout year, DM me “Masterclass”

(Only a few places left)

“I can do that too” might be the most expensive sentence in HR consulting.

I hear it from smart HR founders all the time. A client asks for “one more thing” and the founder says yes, because they don’t want friction. They want to look easy to work with.

Then the week gets eaten. Custom work, extra calls, new deliverables, constant tweaks. The team gets confused because the scope keeps moving. The founder jumps back into manual work to keep quality high. Margin quietly disappears.

That sentence turns your offer into a buffet. Clients stop buying a defined outcome. They start buying access to you.

The fix? Be clear (It doesn’t make you tough to work with)

Have a default scope that you sell hard. Anything outside it becomes a paid add-on with a price and a timeline, or a separate project, or a clean no. No debating on WhatsApp.

--
FYI: I'm hosting a huge Masterclass in a few days on the topic "From trading time to $1M HR Business”

If you want to get ahead, and make 2026 your breakout year, DM me “Masterclass”

(Only a few places left)

Most AI advice for HR is just screenshots of ChatGPT.

“Look, it wrote a policy.”
“Look, it drafted a job ad.”
“Look, it summarised a meeting.”

Nice. But you’re still the one doing the work.

Implementation is when your week gets lighter. When follow-ups happen without you remembering. When proposals don’t need three rewrites. When reporting isn’t a late-night job. When the admin stops eating the hours you should be using to lead, sell, or switch off.

Screenshots don’t change a business. Workflows do.

--
FYI: We hosted a huge Masterclass yesterday on the topic "From trading time to $1M HR Business”

If you missed it and want the replay, simply DM me “Replay” and I’ll send it over.

It’s early January, and the difference in how people are starting 2026 is already clear.

Some people began the year with a plan on paper.
Clear priorities.
Decisions already made about what they will say yes to, what they will stop, and where their energy will go.
For them, January is about execution.

Others are planning to go with the flow.
To see what comes up.
To wait and respond.
Not because they are lazy, but because they are tired and hoping clarity will arrive on its own.

Here’s the thing.
Momentum rarely appears after the clock resets.
It is usually built in advance.

The consultants and founders who start 2026 strongly are not doing more.
They are doing fewer things with intention.
They have thought through their offers, their pipeline, their capacity, and their boundaries.

Going with the flow feels lighter now.
Having a plan feels steadier when pressure arrives.

If you are honest with yourself, which group are you heading into 2026 with?

Does this first week already feel like we have jumped straight to June?

And honestly, how good is that feeling.

This week I spoke with more than 50 people, and what stood out was the energy. So many founders and leaders genuinely excited about what they are building, where they are heading, and how they want this year to feel, not just what they want it to produce. Those conversations are always a privilege, and they remind me why I love this work.

Now it is my turn to slow things down a little. A bit of rest and recovery, plenty of walks, some proper downtime, and a couple of good fiction books waiting patiently on the shelf. Wishing you all a very happy Saturday, and space to enjoy it in your own way.

--
As a small note before I sign off, I'm hosting a huge Masterclass in a few days on the topic "From trading time to $1M HR Business”
If you want to get ahead, and make 2026 your breakout year, DM me “Masterclass”

(Only a few places left)

I see a lot of HR businesses delivering constantly and still feeling behind financially.

Yesterday I met a HR consultancy founder who said, “We’re slammed.”
Then she slowly added, “But I’m not paying myself what I should.”

This combo usually means one thing: You are selling effort, not outcomes.

You are winning work, but the margin is bleeding out through “just a quick call”, custom proposals, bespoke deliverables, and most harming, “Founders doing the hard-manual parts because no one else can.”

You stay busy, but the business is stagnant.
Busy is not proof you have a strong offer. It is often proof you have weak boundaries, and a shit ton of manual workload.

If you want profit, tighten three screws (This is exactly what I told her):
A clear scope, a paid diagnostic or minimum fee, and a delivery & growth system that doesn’t stall if you take a week off

--
FYI: I'm hosting huge Masterclass next week on "From trading time to $1M HR Business”

If you want to get ahead, and make 2026 your breakout year, DM me “Masterclass”

(Only a few places left)

Most HR founders I know don’t fear sales. They fear sounding desperate.

They’ll do great delivery. They’ll handle tough clients. They’ll fix a messy team situation. No problem.

But the moment it’s time to follow up, ask for the meeting, or talk about price, they freeze. Not because they can’t sell. Because they don’t want to look needy.

So they hide behind “relationships”. They wait for referrals. They post vague content. They tell themselves the market is slow.

Meanwhile the pipeline goes quiet and they end up doing more manual work to “make up for it”, custom proposals, free consults, extra deliverables. Busy again. But revenue still stagnant.

One thing I learned after building multiple businesses is confident follow-up doesn’t sound desperate. It sounds organised.

Desperate is chasing at the end of the month because you avoided simple pipeline habits all month.

Decide your follow-up rules in advance. “I follow up 3 times over 10 days. Then I close the loop.” and stop making it emotional.

--
FYI: I'm hosting huge Masterclass This week on the topic "From trading time to $1M HR Business”

If you want to get ahead, and make 2026 your breakout year, DM me “Masterclass”

(Only a few places left)

When I was younger, I watched entrepreneurs who built huge things.
The results were undeniable.
But so was the fuel.

Fear.
Status.
Proving.
Winning at all costs.

I saw versions of that leadership style up close.
In finance circles.
In media circles.
Around people who moved rights deals and built empires.

It works in the short run.
But it leaves a trail.

I lead differently.

I lead by nurture and encouragement.
By giving people room to be themselves, to challenge, to grow.

That does not mean soft standards.
It means clean standards.

Clear expectations.
Direct feedback.
High ownership.
Human delivery.

Most founders do not need more intensity.
They need a better system and a healthier way to sustain pressure.

When you think about your leadership right now, what are you using as fuel?

#Leadership #Culture

The HR founder calendar is weirdly predictable.

Week 1: you feel on top of things. Calls booked. A couple warm leads. You think, “Okay, we’re back.”

Week 2: delivery starts shouting. A client wants “one small tweak”. A proposal needs rewriting. Someone on the team pings you for approval. You end up doing the manual work because it’s faster than explaining it.

Week 3: you’re deep in ops. You still reply to DMs, still post, still “keep an eye” on the pipeline, but nothing is actually being pushed forward. Follow-ups slip. Outreach dies.

Week 4: panic week. Next month looks thin. You scramble, discount, take on messy work, and promise timelines you’ll regret.

Then you repeat the month and call it “seasonality”.
It’s not seasonality. It’s founder-dependency.

--
FYI: Tomorrow, I'm hosting a huge Masterclass on the topic "From trading time to $1M HR Business”

If you want to get ahead, and make 2026 your breakout year, DM me “Masterclass”

(Only a few places left)

Chasing overdue invoices feels awkward in HR because your whole brand is “relationships”.

So you wait. You soften it. You hint. Then two weeks pass and now it’s even more awkward.

Here’s how to chase without damaging the relationship. Keep it calm, assume positive intent, and make the next step clear.

Message 1 (Day 1 overdue):
“Hey [Name], quick one. Invoice #[X] for [£/USD] was due on [date]. Can you confirm if there’s no technical issue?”

Message 2 (Day 4):
“Just bumping this. If it’s stuck with finance, happy to resend or add any PO details. What date should I put in my diary?”

Message 3 (Day 7):
“Sharing for clarity, we pause delivery when invoices go past 7 days overdue. As soon as payment is scheduled, we continue from where we left off. Can you confirm the payment date today?”

No making it emotional and long paragraphs. You’re being professional.

--
FYI: I'm hosting huge a Masterclass today on the topic "From trading time to $1M HR Business”

If you want to get ahead, and make 2026 your breakout year, register now: https://lnkd.in/eyNU6eFs

(Only a few places left)

taplio

Sam Eaton's Linkedin Analytics

Sam Eaton

Performance ScoreSam Eaton's LinkedIn Performance

What is Sam talking about?

Sam Eaton's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Sam Eaton's Linkedin Analytics

Sam Eaton

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);}Sam Eaton's LinkedIn Performance

What is Sam talking about?

Sam Eaton's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Sam Eaton's Linkedin Analytics

Performance ScoreSam Eaton's LinkedIn Performance

Sam Eaton's Best Posts (last 30 days)