Fiona Bradley

Content master, business owner, comedian, and really slow runner 😎

Straight-talking no-fluff marketing. 🤟

I run a Leeds-city centre-based boutique Content Marketing Agency with a sense of humour. Our mission is to create killer content with service that slaps. Not in the way that hurts. 

More than anything, we value fun: marketing can be boring. We want clients to enjoy working with us and to enjoy the work we do! Learning: continual training and development means we’re on top of trends. Creativity: coming up with new ways of doing things and not being afraid to express those ideas.

I’ve run campaigns for clients including the NHS, Rolex, Morrisons, Coca-Cola, Unilever, Mars, Nestle, Welcome to Yorkshire, County Golf, PepsiCo, Rimmel and many more.

🏆 Young Digital Marketer of the Year 2021 - Northern Digital Awards
🏆 Freelancer of the year 2021 and 2022 - Uk Dev Awards
🏆 All Round Hero - UK Dev Awards
🏆 Rising Star 2022 - EU Content Awards
🏆 Social Media Businesswoman of the Year 
🏆 Advertising Businesswoman of the Year 
🏆 Digital Agency Owner of The Year 2023
🏆 Startup of The Year 2024 - EU Content Awards

Qualified coach for the Horse Riding for the Disabled Association, running marathons to raise funds to hang onto our ponies.

Book in a 1-2-1 training session or introduction call to kickstart your marketing at: fbcomms.co.uk/contact-page/

Founder & Director

My mission is to help business' and brands realise their goals through marketing, acting as an extension of your team.
I'm passionate about digital marketing and comms, using insight-led marketing strategy to create relevant content that reaches the right customer at the right time with the right message!
Working with a team of the best freelancers in their field we cover the breadth of digital marketing from auditing to web management, branding, strategy, graphic design, email marketing and content creation.

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

When someone tells me "we've got a culture issue" I don't really believe them.

Because 9 times out of 10, what they're calling a culture problem is actually an accountability problem.

Here's what it looks like:

→ A leader who doesn't give feedback but is well-liked, so everyone works around it
→ Standards on paper that no one enforces because enforcing feels uncomfortable
→ People getting away with things because the conversation feels too hard

Over time, the people who do hold the line start wondering why they work so hard when others get to slide.

Instead, you've created a two-tier system:

1. People you're protecting
2. Everyone else picking up the slack

That breeds resentment. Then your best people leave.

Accountability is actionable. And it's on you as a leader.

The lack of it is exhausting your team.

What's one accountability gap you've seen disguised as a culture problem?

Georgia  Dixon

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

I just hired my latest team member. Here's what I did before they started:

✨ Capacity tracker → mapped where time was actually going
✨ Skills & Performance matrix → identified real gaps, not just gut feel
✨ Role and Impact framework → defined what this role exists to deliver
✨ Task audit → matched responsibilities to skills required
✨ Role snapshot → clear success markers at 30, 60, 90 days
✨ First 2 weeks roadmapped → no guessing what comes next
✨ Employee-owned onboarding → accountability sits with them, not just me

Is it a lot? Yes. That's intentional. 
Unclear hiring is expensive.

Expensive in:
→ Starting all over again
→ Your reputation
→ Your team's morale and hope

What's one thing you'd do differently before your next hire?

♻️ Repost this for someone who's hiring right now.
📌 Save it for when you're ready to make your next hire.

#Founder #Leadership

No alternative text description for this image

A client lost their top candidate last month. Not to salary. To speed 

They'd found the perfect hire. Ticked every box.

But between scattered emails, delayed feedback, and three people asking "who's replying to this?" the candidate accepted another offer.

Here's what was actually happening:
→ Emails buried in inboxes, replies taking 48+ hours 
→ Hiring manager and founder both thought the other was responding 
→ Being ghosted at interview after hours of work

The real cost:
Time to hire reset to zero
Team still stretched, goals slipping
Founder back on job boards instead of running the business
Morale dip from "we almost had someone"

💥 Total cost of slow hiring = missed growth targets and months of delay
So we fixed the system, not the effort.

Three changes: 
→ SMS for candidate comms (reduced no-shows by 60–70%) 
→ One centralized workspace (pulling every candidate conversation) 
→ A shared conversation view (everyone sees who replied, what they said, and when)

Saving hundreds of hours with zero wait time and without chasing down candidate answers

Candidates don't slow down your hiring.
Your process does.

What's the one thing slowing down your hiring right now?

If you want to see what we used, comment "TOOL" and I’ll send it over.

Brand partnership • HR For Growing Founders ✨ | People • Progression • Performance | Experience-First Approach | Award-Winning HR Consultant |

Human connection is the currency of work.

Not perks. Not pay rises. Not pizza Fridays.

🔌 Connection. Connection in the moments that matter:

→ Passing probation
→ Returning from family leave
→ Getting married
→ Hitting a work anniversary
→ Gaining a qualification

These aren't admin moments. They're human moments.
And most companies miss them completely.

The companies that retain their best people aren't the ones with the biggest budgets.

They're the ones that make people feel seen.

What moment at work made you feel truly seen?

#Leadership #Culture #EmployeeExperience

At 22 I was a first-time leader to a team of 180.

I was felt out of my depth.

Here are 10 things I WISH I knew:

1. People leave because of poor leaders.
2. Don't rush decisions. Sleep on it. 
3. Building trust is important. Prioritise it. 
4. Your way isn't the only way. Be a facilitator. 
5. Strike the balance between transparency and oversharing.
6. A leadership book isn't the answer. Exposure is. 
7. Ask questions. Refrain from opinions. 
8. Data is your best friend. It's boring, but use it.
9. Professional boundaries are real. Set the tone. 
10. Challenge unacceptable behaviours head-on. Don't leave them.

What have I missed? 

11. ..........................................


#agency #tech #Founder #leadership

False promises make the right people leave.

"You'll be promoted by Q2." Q2 came and went. Silence.
"We're building out the team, you'll lead it." The team grew. Someone else led it.
"Just give it six more months." Six months passed. New excuse.

Your best people remember everything you said.

They remember:
→ Turning down other offers because they believed you
→ Staying late because they thought it would count
→ Defending the company to friends who told them to leave
→ Waiting patiently while others got what they were promised

And they remember the moment they realised your words meant nothing.

That's when the job search starts. Quietly.

If you want to keep your best people:

→ Only promise what you can control
→ If things change, say so early
→ Don't let them find out by waiting

Because when someone resigns, it's not sudden.

It started the day your words stopped matching your actions.

What's a promise that changed how you saw a company?

When someone tells me “we have an appraisal process” but they’re not seeing any real impact… I’m usually not surprised.

Because most appraisals are copy + paste frameworks.

Built for corporate.
Not for a busy, growing business.

You see it all the time:
→ Tick-box exercises that mean nothing
→ Once-a-year conversations that come far too late
→ Forms that get filled in… then forgotten

The intention is good.
Leaders want to recognise people.
Develop people.
Improve performance.

But the structure around it kills the impact.
Instead of helping people grow, the process becomes something everyone just… gets through.

Which is why performance frameworks matter.

Not the corporate kind. The kind that actually supports how your business works:

→ Define what “great” looks like here
→ Regular, honest conversations instead of annual surprises
→ Managers trained to coach and enable, not just assess
→ Clear expectations without the corporate fluff

Because here’s the truth:
→ People don’t want to be rated. They want to be seen.
→ They don’t want feedback once a year. They want connection throughout the year.
→ They don’t want a form. They want a conversation.

Human connection is the new currency at work.

How are you making performance conversations more human in your business?

Your team isn't underperforming. You just never told them what "good" looks like.

It's natural in a small business to let things slide.

You're busy. They seem fine. You'll address it later.

Then later becomes months. And months become resentment.

By the time it pisses you off, they've been working to their own standards for ages.

That's not their fault. It's yours.

Here's what I see with founders all the time:

→ No clear definition of what high performance actually means
→ No accountability because expectations were never set
→ Wrong people in roles because no one assessed the fit
→ Ways of working that evolved by accident, not design

Then they wonder why the team "just doesn't get it."

They can't get it if you never told them.

What's actually needed:

→ Clear definition of what success looks like in each role
→ Realigned expectations across the team
→ Honest assessment of whether you have the right people in the right seats
→ A reset of performance standards and ways of working

This isn't about being harsh. It's about being clear.

Your team wants to know where the bar is.

Set it. Communicate it. Hold it.

What's one expectation you wish you'd set earlier?

taplio

The Battle

Fiona Bradley

Georgia Dixon 🍬 MCIPD

Followers

Posts

Engagements

Likes

Performance ScoreGeorgia Dixon 🍬 MCIPD's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Fiona Bradley

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);}Georgia Dixon 🍬 MCIPD's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreGeorgia Dixon 🍬 MCIPD's LinkedIn Performance