I see a bright future for the way we work, one where people leaders, founders, and HR teams all have the support they need to focus on what really matters: people.

As Co-Founder and CEO of Humaneer, I’m proud to be leading the team reimagining how businesses manage their people operations through AI. Our platform, Mak, helps anyone doing HR handle the heavy lifting of compliance, admin, and process so they can focus on culture, strategy, and impact.

With over 20 years in the people space, building and leading global teams, I know the daily juggle of managing people and running a business. That’s why we built Humaneer: to make people operations faster, smarter, and more human.

I also sit on the UNSW HR Advisory Board, helping shape the future of HR and the next generation of leaders driving change in how we work.

Careen Redman-Matthews

Hey Melbourne friends 👋

I'm just a little bit excited about coming to see you this week and its the perfect trip of meetings, catch ups and fun... 

Speaking of fun... one of my most favourite events in the calendar - House Of Talent (HoT) where humaneer Viren Thakrar from In The Game and Andrea Kirby from Talent Table is happening Thursday. 

I am SO EXCITED to catch up on the dance floor Bridget Thakrar GAICD Adam Axon Tammie McDonald Sharna Peters Ilona Charles Matt Vido Jodi Rosenthal Nick Sayer-Gearen (MBA, MAHRI) Nick Sayer-Gearen🕺🪩💃

And we still have a few tickets left... Tamara Di Veroli Deepak Singh Lisa Lie 😜

Hurry up Thursday, its going to be an awesome event all about connection, not content 🙌

👉 If you want to grab one of the last tickets - https://lnkd.in/g7WCVHJj

Careen Matthews

CEO & Co-Founder | The platform for the HR work most systems ignore

Melbourne... You delivered! 

House of Talent last night was EPIC. I mean where else would you find a room full of People people, DJs, Play-dough, sax player, dancing and moments of connection and conversations. 

Massive thanks to Viren Thakrar from In The Game and Andrea Kirby Talent Table who  humaneer co-labed alongside - you are legends. 

The music was SPOT ON (as always Viren who was joined by WLSN (a.k.a Luke Wilson), Peanut Butter Melly and Rad Bee)

Massive shout out to our fellow hosts Jody Smith Bridget Thakrar GAICD and Adam Axon - you ROCK!

It was great to see you Tamara Di Veroli Ellen Hooper Eva Pool Ryan Ng Michael Thompson Sharna Peters Kasia Gourley Ilona Charles Nikki Tugano, MAPPCP Victoria Hill Jodi Rosenthal Matt Vido, Pakinam Elashram (those figures me made 😂)

We have an industry full of incredible humans, and there is something truly special in all being in the room together. 

Thanks everyone for creating such a safe space to make connections and have meaningful conversations. 🫶

If HR feels expensive, wait until you see the cost of getting it wrong.

We’re in a different risk environment now.
Legislation has been changing faster than most internal capability can comfortably keep up with. Employee claims are rising.
Expectations around fairness, transparency and due process are higher than ever.

And yet most HR systems still do one thing well. They record what happened. They store documents. They log approvals. They track outcomes.

But they don’t support the thinking that happens before, during  and after a decision.

And that’s where the real risk sits.

In the judgement. In the interpretation of context. In the drafting of documentation that may be scrutinised years later and in the nuance that never quite makes it into the system.

When complexity increases and support doesn’t evolve with it, HR absorbs it.
Until they burn out. Or leave.
And when they leave, so does the context behind thousands of decisions that were never fully captured.

That’s not a people problem. That’s a governance risk.

Modern people risk requires modern decision support. Because risk doesn’t disappear. It compounds.

And this is one of the reasons we built Mak by humaneer - give me a shout if you want to see it in action 😀

As HR, are we conditioned to have all the answers?

I lived in that trap for years.

Someone walks in with a problem. The "fixer" in me kicks in immediately.
Must. Have. The. Answer. Now.

But this is what happened: No boundaries. A team that stops thinking for itself. And I was carrying everything. Always.

Here`s how I personally shifted from fixer to asker.... 
because I realised that asking the right questions is more powerful than knowing all the answers. 

( I still use this super simple framework daily....)

👉 Start with WHY
Why does this problem actually exist? Why hasn't it been solved already? Why does it matter right now?
This stops you treating symptoms. It gets you to the real issue fast.

👉 Move to WHAT
What do we actually know vs what are we assuming? What does a good outcome look like? What would make this decision defensible?
This separates facts from noise. And keeps you honest.

👉 Then WHO
Who has dealt with this before? Who carries the most risk here? Who needs to be part of the solution?
This one is underrated. The right people in the room changes everything.

👉 The HOW
How will we know if it's working? How do we move forward without all the information? How do we protect the people involved?
This is where thinking turns into action.

Sounds simple? It is. 

WHY- WHAT-WHO-HOW

And it cuts through almost every situation I've faced in HR and leadership. And it stops you becoming the answer machine everyone depends on.

Hands up if you've ever lived in fixer land 🙋‍♀️ I'd love any tips you have....

One thing I’ve learned building humaneer and speaking to hundreds of our HR peers is....

The hardest part of the job isn’t legislation. It’s the judgement.

Legislation is written down. (albeit a total nightmare to navigate)
But judgement? That sits in our heads.

The experience, context, and the instinct we as HR develop over time.

The problem is… Most HR systems were built for process - Tracking approvals, storing documents, recording outcomes, providing intelligent workforce analytics. (which is awesome BTW).

But they don’t support the moment when we have to stop and ask:
Is this the right decision? And WHY is this the right decision?

Thats when we balance legislation with context. Thats when we are asking ourselves; What happens if we do this? What happens if we don’t?

So (arguably) the most important part of our roles …
Still happens outside the systems, that were created for us. 

Usually in our head. Most of the time under pressure. And always with real consequences.

Which means we have been carrying judgement… without any support.

Until now.

Maybe that’s why nearly 100 companies have already trusted us enough to use what we’ve built.

Because we know what’s at stake. And we don’t take that lightly 🚀

Hey HR friends 👋🏼 

I don't want to be dramatic.... but, since so many folks are saying AI will take over the role of HR...let me have a little moment... 

You need to start future proofing yourself! 

And this webinar is exactly the place to start 

It's not a tool demo, it's not showing you how to build AI into your workflows (love all that too) 

This webinar is about understanding exactly what skills we need to enhance NOW to maintain relevance. (dramatic moment over) 

Kimberly Burns and Helena Turpin have brought together this incredible session. 

A deep dive into HR skills, based on evidence and data. 

And a real conversation about what we need to be building and enhancing now as AI continues to shape our roles. 

We thought this was going to be a small group, 

We now have nearly 200 HR professionals joining us to understand exactly how we ensure relevance in our function. 

I'm so stoked to be moderating the chatroom and after having a sneaky peak at the slides this weekend I am PUMPED about the value this brings. 

If there is one webinar you attend this week... this should be it. 

Spaces are now limited... 

⏰Wednesday 1pm AEDT 
💻 - https://lnkd.in/gqzJvPiu

humaneer

Open article: The HR Skills That Survive AI · Zoom · Luma by linkedin.com

The HR Skills That Survive AI · Zoom · Luma

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!

Sam Eaton

2021: I was sending automated LinkedIn DMs.
2022: Still sending them. People started blocking me.
2023: Started sending real, human DMs.
2024: Generated $200K from LinkedIn alone.
2025: We exceeded that within the first half.
2026: We’ve doubled down on it by adding smart automation with genuine DMs.

I changed my mindset around outreach and started seeing DMs as real conversations with people.

If I couldn't say something authentic, I moved on.

Now I:
- Build relationships in DMs, not pitch lists.
- Create real connections that turn into revenue.
- Send messages that actually get replies.
- Use automation for the heavy lifting, not the human part.

The difference? A system. One that blends smart automation with genuine conversation, so you book more calls without spamming people or living in your inbox.

I'm breaking down exactly how it works in a free 60-minute Masterclass.
Thursday 2nd April | 5pm UK / 12pm EDT | Zoom

You'll learn a repeatable outreach system you can start using the same week.
Comment "OUTREACH" and I'll send you the registration link.

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

You went to the event. You had great chats. You came home tired.

But did you actually get a return on your time?

Most HR consultants never ask that question.

They measure leads. They count business cards. They celebrate the "great energy in the room."

But energy does not pay the bills. And great chats do not always become great clients.

Every networking event has two costs. The obvious one (ticket, travel, that coffee that somehow turns into lunch). And the one nobody talks about.

The opportunity cost.

The follow-ups you missed. The proposals you delayed. The conversations you did not have because you were in the wrong room again.

Once you start tracking your return on time, the patterns show up fast.

You stop showing up everywhere. You start showing up where it counts.

This week's newsletter breaks down the one simple metric I want every HR consultant to steal, and exactly how to use it to make your pipeline feel predictable again.

No one tells you this at the start. Client delivery is a small part of running an HR or fractional HR consultancy. The bigger job is everything that h

Open article: The Hidden Job of Running an HR Consultancy (and the metric I want you to steal) by Sam Eaton • 3 min read

The Hidden Job of Running an HR Consultancy (and the metric I want you to steal)

I haven’t sold a piece of work in over 15 years.

Because I don’t sell proposals, I sell outcomes.

A proposal often turns into talking at someone, buy this, buy from me, take my word for it.

So I do it differently.

First call, we get clear on the outcome, the constraints, what success actually looks like.

Second call, I walk them through my recommendation, live. We shape it together in real time, scope, priorities, even the investment.

Yes, pricing can feel a bit edgy when you do it in the room.

And that is the point.

I would rather hear the pushback while we’re together than be ghosted for weeks.

Sell a recommendation, and the decision gets made in the conversation.

How to build a $1M HR/Talent consultancy before 2027

without burning out and losing your freedom.

Most HR/Talent consultants don’t fail because they lack experience.
They fail because they stay in the same rooms.

1. They stay where it feels comfortable instead of where they grow.
2. They surround themselves with peers, not people who challenge them.
3. They optimise for familiarity instead of exposure.

That’s how stagnancy creeps in and that’s what we are changing. 

23rd April, 1 PM to 4:30 PM (Atlanta time), we’re hosting Pitch Club Atlanta, an in-person experience for HR consultants and Talent business owners who are ready to get out of their bubble, sharpen their thinking, and build a business that gives them more freedom.

➙ Step into better rooms and sharper conversations
➙ Learn how to market and sell with clarity and confidence
➙ Understand where AI and automation actually make your business lighter

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

Textbook coaches love to shout, “Pick a niche”, especially at HR and talent founders.

Honestly, it’s rubbish.

Your clients already tell you what they want to buy, listen closely.
They are buying an outcome, not your job title, not your label, not your niche.

So sell the outcome.

Build a repeatable promise, then deliver it through the 6 or 7 services you already know how to do well.

Your client gets results, you get a model that scales, and your revenue stops relying on one single offer.

Stop forcing a niche, start owning an outcome.

Stop marketing your CV.

I see so many brilliant People consultants making themselves harder to buy from, purely because they lead with everything.

Every service. Every skill. Every way they could help.

And the buyer feels overwhelmed.

Most people are not looking for “broad capability”. They are looking for relief from something that feels messy, urgent, risky, expensive, or quietly frustrating.

They buy a problem solved.

So instead of opening with, “I offer end-to-end support across multiple areas”, start here:

What is the one problem I want to be known for solving first?

That one decision gives people a clear reason to start a conversation with you, and a simple way to refer you.

If someone can’t describe you in one sentence, your message is still too wide.

--

FYI: I'm hosting a huge Masterclass on 2nd April on the topic "Build a $1M outreach system for your HR business without you doing cold outreach”

If you want to get ahead in 2026 and build a consistent pipeline using automation plus human replies.

Register here: https://lnkd.in/eyNU6eFs
(Sell-out risk: High)

Most HR & recruiters under $300k are lacking leverage.

The business runs manually. No hiring. No systems. Minimal automation. Because control feels safer than change.
The cost shows up in your calendar.

Half your day? Chasing updates. Formatting CVs. Scheduling. Follow-ups. Reporting.
It's exhausting. And it caps your revenue.

The fix is simple: stop letting the day decide your priorities.
Time block into clear lanes → Marketing. Systems. Client comms. Delivery.
Everything else gets systemised, automated, or handed off.
Your pipeline gets steadier. Your delivery gets cleaner. Your hours return to you.
That's how growth stops feeling like more effort, and starts feeling like a better machine.

__

Enjoy this? ♻️ Repost it to your network and follow Sam Eaton for more.

Also, we’re hosting Pitch Club ATLANTA on 23rd April 2026

An in-person experience for HR consultants and Talent business owners ready to get out of their bubble, sharpen their thinking, and build a business that gives them more freedom.

DM me “Atlanta” to get the details and save your spot.
(Sell-out risk: High)

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The Battle

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