My mission is to empower job seekers, to rediscover their value, take control of their careers, and find a great job.I guide individuals through their career journeys, providing expert coaching, mentorship, and support to help them unlock potential and secure fulfilling roles. My approach is rooted in over 30 years of experience, offering a deep understanding of the job market and its challenges. With a multi-tiered membership platform designed to cater to all job seekers at all stages of their careers, with a special focus on mid-to-late career professionals.Emotional Support & Confidence Building: Understanding the emotional toll, I offer support beyond technical skills helping individuals build confidence, overcome imposter syndrome, & maintain a positive mindset.Career Coaching & Mentorship: Coaching to help members navigate the complexities of the job search process. CV development, LinkedIn optimisation, interview preparation, networking, and personal branding.Membership Programs: I design and lead structured membership programs with a coaching component at every level. From foundational job search skills to high-touch, elite personalised coaching, ensuring each member receives tailored support.Group & 1:1 Coaching: I host weekly group coaching sessions for members to foster community & shared learning. Additionally, I provide 1:1 coaching for more intensive, personalised career advice.Content Creation: I develop & deliver impactful career development content, video tutorials, webinars, & articles. This content focuses on practical strategies for career progression, leveraging AI tools, and building resilience.Market Insight & Strategy: I support members in harnessing tools like AI to enhance their job search efficiency.Networking & Relationships: I leverage my 10,000+ LinkedIn connections and relationships with recruitment companies to provide members with networking opportunities, referrals, & job market intelligence.

As recruitment moves closer to marketing the skills you need to be a great recruiter are becoming more about storytelling and authenticity.As the world becomes powered by technology you need to embrace the latest thinking and systems.As information and knowledge become instantaneous you ned to be able to not only respond but help to drive the agenda.I have a commercial mindset that looks at all of this and more with relation to your talent acquisition journey, ensuring that you are saying the right things, in the right way to the right people. My approach is tailored to each client with a program built specifically to address the challenges of your industry and deliver the solution that your business needs. Including:• Strategic Review• Operational Delivery• Technology Solutions• Employer Branding• Sourcing Strategies• Assessment Design• Onboarding & WelcomingWith a consultative yet commercial approach I have lead and managed both projects & departments at a Global, Regional and Local level always looking to leave behind significant results and a highly engaged and motivated team.

I am working with the Vienna team to bring Firstbird to the UK.Companies like Deutsche Telekom, arvato Bertelsmann, Takeaway, Deloitte, McDonald’s, TGW and TRUMPF trust Firstbird for their referral recruiting. Learn more about how Firstbird works: http://www.firstbird.com

Science & Engineering for Humanity. The Ellison Institute of Technology’s mission is to develop and deploy technology in pursuit of solving some of humanity’s most challenging and enduring problems. Guided by world leaders, scientists and entrepreneurs, EIT seeks to accelerate innovation in health and medical science, food security and sustainable agriculture, climate change and clean energy, and government innovation and era of artificial intelligence.Project to set up the recruitment processes and systems across the organisation while personally recruiting the senior team in preparation for the move to the new campus in 2025.Recruited senior individuals across AI, Strategic Projects, ML, Biotech, HR, Finance and Business Development.Created end to end process for all recruitment going forward including tech stack, talent models, interview frameworks and onboarding

Confidential Project to create a recruitment & workforce plan to 2040 ensuring the business is best placed to take advantage of the forecast changes in global energy markets, infrastructure, corporate & domestic use and changes in funding from governments & investors.⦁ Used predictive data models to forecast and scenario plan the most likely changes in the industry and client demand to plan workforce needs.⦁ Extensive mapping of the UK renewables market covering Windpower, Solar PV, Hydrogen, Marine and Grid Transformation at the core.⦁ Development of relationships with key government departments, schools, universities, local authorities and training providers.⦁ Analysis of existing workforce to create conversion courses & training to move consultants & engineers into renewable areas.⦁ Overall plan created to reflect diversity of geographic areas and customer base. Key to this was using educational interventions & investment.⦁ Created inclusive hiring practices: Promoting diverse candidate pools through proactive outreach, unconscious bias training, utilising inclusive job descriptions, advertisements and candidate information.⦁ Engaged with RPO to build out recruitment & workforce plan.

Aztec FS are one of the leading Asset Management firms in Europe with c2000 staff. The transformation will ultimately take that to 2500.⦁ Created the Organisation Design for the new business focused on delivering new services & products to customers across Europe.⦁ Worked across the C-Suite to ensure all change was to plan and within budget.⦁ Managed all internal moves and external recruitment for the new organisation⦁ Instigated MSP for all contractors in all areas of the business⦁ Personal responsibility for all senior hires recruiting 200 across Europe

Ramsay are an Australian owned private healthcare provider with 35 hospitals and c6000 (c2000 contingent workers) staff in the UK. My role was to bring resourcing into a centralized model.⦁ Introduced workforce planning (using Anaplan) across all hospitals to ensure continuity of service delivery at group level.⦁ Managed over 1000 rolling vacancies. Contract and Bank Staff through RPO⦁ Created new framework for contingent workers to ensure IR35 compliance & effective VAT strategy⦁ Wrote new framework, guidance and operational procedures for all contingent worker recruitment, onboarding and continuous management⦁ Created & delivered a series of workshops to ensure best practice & compliance for hiring managers⦁ Managed a team of 18 (8 onboarding, 8 business partners & 2 data analysts)

Arup is a global multidisciplinary engineering and design consulting firm headquartered in London with c16,000 employees⦁ Delivered a long-term plan for the energy part of the business to grow over the next 25 years.⦁ Mapped key markets including Nuclear, Wind, Hydrogen, Solar, Storage & Urban Energy.⦁ Recruited numerous C-suite level individuals into renewables, energy & infrastructure roles.⦁ Developed apprenticeship schemes at Masters level to retrain existing engineers⦁ Created school support pilots in key locations to support long term workforce planning.⦁ Assessed, Procured and Deployed RPO to manage long term recruitment

Blippar are the leading Augmented Reality firm in the World, providing studio and SaaS services to global brands and agencies. In its second incarnation the firm had downsized to 30 people. Following the Candy Ventures investment my role was to get them back to 200 people and leave behind a new Resourcing & Talent function.⦁ Created processes for sourcing, assessing, and onboarding new hires, integrating these into the long-term talent development program⦁ Personally responsible for all hires. Sales in USA, Tech in India, HQ in London⦁ Created a “new” EVP to be used in all recruitment marketing and processes⦁ Created an executive search PSL for Blippar and other companies in the Candy portfolio⦁ Created & delivered a contingent workforce solution across the Candy portfolio to ensue IR35 compliance and best practice

Oxera are the largest and most successful Management Consulting firm specialising in Economics across Europe⦁ Design & delivery of new resourcing model to reflect position & ambition in the market⦁ Output - A model centred around the relationships current employees and alumni have, leveraging universities for early careers and wider business networks for lateral hires. Creating a talent pool of contingent “specialists” across Europe to support projects.⦁ The model integrates with the marketing & communications activity to ensure singularity of message and maximum impact⦁ Managed initial roll out in Berlin & Amsterdam followed by other European offices⦁ As the only recruiter in the organisation I delivered 45 hires across all departments and countrys.

Kambi provide a “white label” technology platform and consulting operation to organisations wanting to market a betting product under their own brand. With HQ in London, Tech Hubs in Stockholm, Talin, Bucharest and Manilla, Sports Book in London, Bucharest and Malta and a sales operation in Philadelphia they are a leading player in the online gaming world⦁ Assignment - Investigate, analyse, recommend & deliver best Talent Acquisition Strategy for business long term: Output - A hybrid model with Talent Acquisition centred in Stockholm, Technology recruitment relocated to US, London and Bucharest and all other recruitment based locally⦁ Personally recruited new technology, analytics and gaming team in New Jersey⦁ Worked with CIO to redesign team and department structures to “future proof” the tech functions⦁ Personally delivered over 30 new hires within the tech teams including Architects, Developers, PMO's and Scrum Masters⦁ Worked directly with HRD to deliver data driven decision making around TA and recruitment process⦁ Produced global and local EVP to reflect both the brand and local culture

⦁ Assignment - Review, Recommend and Deliver Talent Acquisition Operations⦁ Deployment of full MSP for all contractors across the group with “elite” process & contracts to support Technology change programs⦁ Created RPO plan for all permanent hires⦁ Launched first ever Gamefied and Digitalised Employee Referral Program

USS is the universities pension scheme managing c£60 billion of assets inhouse and supporting 400,000 members⦁ Assignment - Review, Recommend and Deliver new Talent Acquisition model⦁ Output - Deployment of full RPO model across Investment, Operations & support functions⦁ Planned and executed chosen transformation programme⦁ Initially working with two potential partners to build new RPO model, testing & developing the proposition until the best partner and the best process was identified⦁ Programme included new sourcing methodologies, Talent Measurement models aligned to L&D, EVP, manger training, technology delivery and on boarding tools.

move from Bangalore to Colombo (Sri Lanka). ⦁ Delivered against very tight deadlines to ensure no disruption in 1st and 2nd line services during the transition⦁ Personally, recruited all Team Leaders for the new Technology Support Structure and recruited a number of scarce candidates for specialist software such as BladeLogic.

⦁ Working across the senior leadership team to develop a pro active resourcing and on boarding strategy for all senior hires specifically those within the Technology function⦁ Personally delivered on a number of senior technology roles for the recently integrated C&W business

⦁ Planned and executed the resourcing change program under the larger HR & functions reorganisation⦁ Advisory role consisting of work force planning, organisational design, process development and procurement of RPO

⦁ Assessed incumbent RPO & built model to measure them against full inhouse and hybrid approach⦁ Designed and executed a new resourcing plan to deliver a higher quality, more timely and more professional service to the business, including a direct sourcing team, new agency PSL's and a new EVP in line with a new brand launch⦁ Totally transformed the team and the service offering to ensure the best possible talent was joining AI during the merger with Friends Life⦁ Personally delivered C-suite hires through direct sourcing & search firms⦁ Worked with the CEO to reorganise his office structure and recruit new talent into these roles.

⦁ Reorganised the Work offering so that the communications and RPO businesses became a single integrated entity delivering real genuine innovation to the client base⦁ Worked with a variety of clients during this time to deploy RPO & MSP solutions

⦁ Organisational design for 3000 (1800 tech) staff,⦁ Reorganisation and restructure of resourcing function to reflect new business post merger⦁ Design and management of project to transform organisation into an Agile lead business⦁ Core to this was the movement of c.1000 technology roles from India to the UK RPO partner⦁ Personally delivering all the senior hires within the teams.

⦁ Leading One HR program within Barclaycard to deliver long term Hybrid model with senior/executive recruiting inhouse & all other recruitment outsourced following global RFI, RFP, Beauty parade, financial & legal process⦁ Built Resourcing centre of excellence to support operations across EMEA, US and Far East⦁ Supported a team of 28 including Onboarding, Exec, Business Partners and Analysts

Working on a variety of HR and resourcing projects within the XHRS Business

Managed the transition of all HR supplier contracts from RBSWorldpay to the new VC backed Worldpay organisation.

Freedom Recruitment is a leading retail recruitment consultancy in the UK established in early 1997. Our approach to matching client and candidate is meticulous and we remain the only specialist recruiter in the retail industry to hold the “REC Audited” status. Our goal is very clear; we find the best candidates for our clients and the best career move for our candidates. We are industry focused and aim to be first to market as much as retailers do. We proactively source candidates on a Temporary, Interim and Permanent basis throughout the retail sector in the UK and Internationally. Our specialist divisions with retail experienced and multilingual consultants have successfully supported over 2000 brands throughout Fashion, Home, Health & Cosmetics, Sports/Lifestyle, DIY, Entertainment, Electrical and FMCG at all levels of the market from Value to Luxury. We operate in Retail, Supply, Wholesale, Manufacture, Mail Order and Ecommerce and have a true understanding of 'multichannel'. Freedom forms an integral part of the Retail industry as our network is vast, our approach is efficient and quality runs throughout everything that we do.

Managing the implementation and rollout of full RPO service for O2 Telefonica.

Development of a new induction and onboarding program

Managed the implementation of this managed service contract across the UK and Channel Islands

Managed the sale, implementation and roll out of a full RPO model to manage all recruitment from call centre to board level.

Managed and delivered the talent modelling of the merged Thomson and Reuters marketing teams to deliver the "right people" into the "right jobs". Built and agreed the relevent talent models for all global marketing roles and completed the testing and assessment of all staff.