SThree is the global STEM-specialist talent partner that connects sought-after specialists in life sciences, technology, engineering and mathematics with dynamic organisations across the world. We are the number one destination for talent in the best STEM markets: these are today’s unsung heroes who positively shape the future. Now we’re helping them shape their own futures.Our global house of specialist recruitment brands brings expertise in specific sought-after skills. We know how to achieve the goals of STEM professionals seeking both permanent and contract work and understand the organisations who need them.Founded in London in 1986, over the past 36 years SThree has expanded into an international FTSE 250 multi-brand organisation with c.3,000 colleagues and c.5000 employed contractors, giving our customers access to a global network of dedicated STEM specialists through 40 offices in 15 countries.My responsibilities include overseeing our Property department covering our 33 global offices and our ESG strategy.

Autometry is on a mission to drive true tech enablement in the recruitment industry. We aim to unlock the full value of a recruitment business through data, technology and automation.The shift to tech enablement is more important than ever. We empower recruitment leaders to run, scale and optimise their businesses through intelligent workflow design, full tech stack integration and automation.Our prebuilt workflows systematically embed and measure best practice across the entire workforce. We track success all the way through to placement and revenue ROI.

Fountain’s all-in-one high volume hiring platform empowers the world’s leading enterprises to find the right people through smart, fast, and seamless recruiting. Candidates can apply anytime, anywhere in minutes, right from their phone. Automated and customizable processes streamline the candidate experience and save time for recruitment teams so they can scale with growing hiring needs. Advanced analytics provide end-to-end process visibility so managers can make swift, data-driven decisions. Throughout the candidate journey the openly integrated platform enables companies to find, qualify and convert more applicants. Fountain’s global customers hire over 1.2 million workers annually in 78 countries- Provide guidance and expertise to key Fountain stakeholders regarding all aspects of business.- Offer product feedback to ensure Fountain's technology serves the need of high volume talent acquisition professionals.- Advocate on behalf of Fountain in the competitive HR tech landscape.

Foxtons Group is the leading London estate agency, offering residential property sales and lettings services across 50+ branches. The Group offers independent mortgage advice through Alexander Hall. Delivered significant organisational change through management and leadership development, alongside changes to structures, practices and reward schemes.• Complete transformational change of the People function, from changing the purpose at the top all the way through to changing capability and behaviours. Implemented new technology and a business partnering approach to achieve commercial outcomes.• End-to-end transformation of the Talent Acquisition function to introduce evidence-based assessment methodologies, improved candidate attraction, more effective workforce planning, and enhanced employer branding, alongside implementing a new ATS. This resulted in a 53% reduction in the time to hire, improved retention of experienced sales hires, and a reduction in agency spend of 72%.• Led the successful shift from a traditional, classroom-led L&D approach to a blended learning approach, implementing a LMS and a coaching platform. This was more cost effective, time efficient and drove increased performance across a range of metrics in the sales funnel.• Implemented a DE&I strategy to formalise the Employee Resource Groups with clear purpose, objectives and measures, supported by HR policy, and senior leadership support. This resulted in an inclusive culture evidenced by consistently high engagement scores across all the employee groups, including ethnic minority employees, females and LGBTQ+ employees.• Maintained a high-performance culture balanced with high engagement. Engagement scores increased every year to 84% in 2021 and were bench-marked as a top employer by Willis Towers Watson.• Supported the main board with relevant data, analysis and recommendations. Attended Remuneration Committee meetings. Executive Committee lead for the ESG board.

At Budget 2020, the Chancellor asked Ron Kalifa OBE to conduct an independent review to identify priority areas to support the UK’s fintech sector. The Review formally launched in July 2020 with objectives for supporting the growth and widespread adoption of UK fintech, and for maintaining the UK’s global fintech reputation.The Kalifa Review of UK Fintech highlights the opportunity to create highly skilled jobs across the UK, boost trade, and extend the UK’s competitive edge over other leading fintech hubs. It sets out a series of proposals for how the UK can build on its existing strengths, create the right framework for continued innovation, and support UK firms to scale.As part of the review process there were five chapters considering:●Skills and Talent ●Investment ●National Connectivity ●Policy and Regulation ●International Attractiveness and Competitiveness This programme of work was fully endorsed by the Treasury and supported by the City of London Corporation and Innovate Finance.

Deverell Smith is one of the UK’s leading Real Estate Recruitment and Executive Search businesses. We partner with, often on an exclusive basis, many of the world’s leading Property related businesses. Since our inception, we have grown our business year on year. We believe we have done so by working harder on behalf of our clients and candidates in order to exceed their expectations. We listen, and we care. Our mission is “to add a competitive advantage to everybody with whom we work”

HR consultancy specialising in supporting organisations to improve performance through good people practices. Three main service offerings; strategic advice to boards on people strategy, talent-based initiatives and projects, and leadership development programmes. Worked with a wide range of clients from FTSE 250 firms in the recruitment and pharmaceutical industries to scale ups. Significant projects included:• Advising boards on People strategy. • Designed and delivered management and leadership programmes across a number of organisations, including learning needs analysis, design, delivery and evaluation, alongside coaching senior leaders.• Organisational design project across a complex, matrixed multinational organisation including job analysis and grading, organisational structures, and reward linked to defined client segments.• Assessment and development of in-house People teams, including projects focused on improving Talent Acquisition, Learning and Development and Employee Experience functions.

International group of recruitment brands with c.1000 employees across EMEA, APAC and USA. Designed and delivered the People strategy during a period of high growth prior to gaining private investment.• Responsible for three of seven key strategic criteria design to maximise the multiple achieved when selling the business to private investors, including retaining key talent, leadership succession planning and effective onboarding of new talent for sustainable growth.• Grew headcount by 49% within 12 months, whilst increasing sales revenue per head by 4% and halving the time it took to generate revenue, managing to grow rapidly whilst improving quality of performance.• Transformed the Talent Acquisition team through better candidate assessment and selection to improve productivity and retention.• Built an L&D team to design and deliver training globally across all levels of the business.• Implemented organisational design and remuneration changes to drive profitable performance, including a new leadership structure and a matrix management structure for operational teams.• Introduced facilitative Executive Board meetings to elicit better decision-making and strategic outputs.

HR consultancy specialising in supporting organisations to improve performance through good people practices. Three main service offerings; strategic advice to boards on people strategy, talent-based initiatives and projects, and leadership development programmes. This period of independent consulting only lasted 6 months as my first client offered me an HRD role (at Phaidon International detailed above).

International recruitment firm with c.400 employees in EMEA and APAC regions. Designed and delivered the Talent strategy in line with the business vision and goals.• Built Talent Acquisition and Learning & Development teams from scratch, shifting from the previous model of outsourcing these functions to bringing them in-house.• Redesigned global talent acquisition and onboarding processes end-to-end, including assessment and selection, candidate attraction and induction training. Implemented a directly sourced graduate recruitment approach saving £800k p.a. in agency fees and improving the performance and retention of graduate hires.• Focus on management and leadership development and succession planning as a key lever for growth. Redesigned job roles and competency frameworks across all levels of the organisations to ensure consistency across the different business units and geographies. Supported role changes with impactful management and leadership development programmes to successfully embed new management behaviours.

Global house of specialist recruitment firms specialising in placing STEM professionals with c.3,000 employees across EMEA, APAC and USA. Worked across a number of their brands over a 10-year period, including Real Staffing and Progressive. Initially joined as an IT Recruitment Consultant before progressing into internal HR roles focused on talent acquisition and employee engagement.• Responsible for Talent Acquisition across two of the SThree brands, focusing mainly on early career and graduate level hiring across the global offices. Introduced data analysis that identified candidate profiles that were more likely to perform well and stay longer. Significantly reduced the graduate cost per hire.• Successfully reduced high levels of employee attrition across the sales teams. Used attrition data, employee feedback forums and exit interview data to identify key areas to target and then implemented relevant solutions including well-timed training, clearer career pathways and promotions, an improved appraisal process, and an enhanced reward and incentive programme.• Responsible for employee engagement and experience. Introduced a range of relevant initiatives resulting in inclusion on a number of top employer lists including the Sunday Times Best Companies to Work For, UK’s Best Workplaces and Britain’s Top Employers across a number of years.• Member of the Functional Design team responsible for implementing a new global CRM using an Agile/XP approach, resulting in very limited disruption and successful adoption across all offices.• Employee Relations duties included grievances, disciplinary processes, mediation and redundancy processes.

Sold advertising space in Good Food magazine to advertising/media agencies and direct clients

Sold advertising space in educational magazines to universities