Helen Sanders

TalentJet Group Ltd trading as HFBAC

Founded HFBAC (pron: half-back) to solve the #1 reason startups fail: getting the founding team wrong. 

It stands for:

Hiring For and Building Awesome Companies

As the world's first Chemistry First solutions provider, we've systematically transformed how entrepreneurs build their founding teams.

What I Built:

Created the proprietary ‘Chemistry First’ methodology - a 4-phase systematic approach that takes the guesswork out of founding team building:
• Foundation: Understanding what you actually need (not what you think you want)
• Search: Finding people beyond your immediate network
• Chemistry: Testing compatibility before you commit
• Integration: Ensuring teams gel for long-term success

Key Achievements:

• Built scalable business model serving everyone from bootstrapped solo founders (£47) to enterprise clients (£50K+)
• Currently developing global technology platform to deliver methodology 24/7 worldwide
• Authoring ‘The Founding Team Playbook’ to document proven frameworks (publishing soon)

The Insight That Started It All:

During my years as a BBC commentator, I observed that winning teams weren't always the most individually talented. 

They were made up of people with incredible chemistry who made each other better. 

This insight became the foundation of everything we do at HFBAC.

Our Impact:

We've transformed founding team building from ‘networking and hoping’ into systematic success. 

Our clients don't just find co-founders - they find partners who complement their strengths, challenge their thinking, and stick with them when things get tough.

The Bottom Line:

We don't just help you hire. 

We help you build founding teams that go the distance. 

Because great companies are built by people with awesome chemistry, not just impressive CVs.

Ready to stop gambling on your founding team decisions? Let's build something awesome together.

Founder & CEO at HFBAC | Author: "Hiring on a Shoestring" and "The Founding Team Playbook"

Curated Partners Ltd

- Advising and headhunting for hyper-growth companies: Partnering to secure top tech, marketing, and sales talent across the UK.

- Strategic talent acquisition: Focusing on finding the right fit for fast-paced, scaling businesses.

- Leveraging expertise: Providing advisory insights and direct headhunting for mission-critical roles.

Embedded Talent Manager

Virgin StartUp

Empower100 is a new programme of support from Virgin StartUp designed to level the playing field for founders growing the businesses they're passionate about.

I have been selected to support the Founder-led Empower100 cohorts from August 2023.

Virgin StartUp, the not-for-profit incubator for UK business founders, opened a new fully-funded accelerator programme for under-represented business owners based in Greater London. 

Thanks to funding from Greater London Authority via the UK’s Shared Prosperity Fund, Empower 100 will support 100 female, ethnic minority and disabled founders from the capital, maximising their chances of scaling and financing their businesses successfully.

Recruitment & People Ops - Delivery Partner

Entrepreneurs Circle

From start-ups to multi-million-pound businesses, at the Entrepreneurs Circle Local Meeting, you'll meet, mingle and network with like-minded, ambitious entrepreneurs and business owners from your local area.

We're a super friendly bunch, and we pride ourselves on making sure everyone, especially new members, feel immediately at home!

Entrepreneurs Circle's Local Meeting Agenda
This is so much more than just 'networking'...

'Who's Who in 22!'
No endless introductions here... you've got 22 seconds to tell everyone who you are and what you do! So keep it short and snappy!

Your Successes
It's your time to shine! Tell us what's working right now in your business and share your success stories so others can learn from what you've done.

The Shiny New Thing
At every meeting we share one super cool tactic, tool or strategy that you can take a way and use in your business to get more customers. You'll love it!

Content Session
Each meeting has a content session (complete with workbook!) focused on a specific aspect of business growth. You'll go away with new ideas and ways you can grow your business.

Your One Commitment
To make sure you see results in your business, at each meeting you can make a commitment to the group of one thing that you're going to go away and implement. It's that accountability that makes sure things get done and you see results!

Entrepreneur of the Month
Every month we crown our Entrepreneur of the Month (complete with certificate!) to a member who's seen great results - could it be you next month?

Networking
It wouldn't be a Local Meeting without the networking! You can stay for as much (or as little!) as you'd like but this is where you can really get to know your fellow members, exchange cards, do deals, get referrals and enjoy the social aspect of the meeting!

Phew!
As you can see, it's a busy meeting!

But we get it all done in just over 90 minutes each and every month.

Move your business to where you want it to be.

Co-Lead - Entrepreneurs Circle Local Meeting (Bristol)

Business &  IP Centre

Selected official Delivery Partner to the British Library’s Business & IP Centre, London. 

Facilitating and leading hands-on, practical workshops for founders, start-ups and scale-ups across diverse industry sectors on all things recruitment-related. These workshops include:

Hiring Your First Employee 
How to Hire Your Next Superstar
The Building Blocks for a Thriving Team Culture

Delivery Partner

Kinectid

Kinectid is revolutionising the response to climate change by empowering businesses and homes to become climate crisis solutions through decarbonisation.

Replacing outdated equipment with low carbon technologies like heat pumps, electric vehicle charge points, solar panels, and energy storage, Kinectid is decarbonising homes and businesses with the power of renewable energy.

The Kinectid community knows that we can’t solve the climate crisis without smart energy solutions. So, we’re redefining the future of energy. By replacing outdated fossil-fuel dependent technologies with forward thinking, clean solutions for modern, comfortable homes, we’re helping to create a liveable, thriving planet.

Hiring and HR Director

Your People Partners 

Running a tech, SaaS, robotics company is exciting, but let's face it – hiring can be a major distraction.  

That's where we come in.  

Your People Partners helps you build high-performing teams so you can focus on what matters most: innovating and growing your business.

We've got a proven track record of success with companies like yours. 

But we're not your typical recruitment agency. We understand that finding the right people is crucial, and that your needs are unique. That's why we offer:

A 12-month replacement guarantee: If your new hire doesn't work out for any reason within the first year, we'll find a replacement at no extra charge.

Flexible fees: We work with your budget, offering transparent pricing and a micro-company discount for smaller teams.

Ongoing support: We provide a full onboarding plan, "Ask Me Anything" calls, and even an employee support hotline to ensure a smooth transition for everyone.

We're more than just recruiters – we're your partners in building a thriving team. Let's work together to find the talent that will fuel your success."

Major Successes:

📣 Shadow Robot Company, London: Internal Hiring and HR Partner for 7 years, successfully hiring over 25 people across Robotics Software Engineers, DevOps, Mechatronics as well as Marketing and Ops.
📣 Tickitto, UK and EMEA: Led retained Talent Acquisition team for software engineers, marketing, channel sales, business development and DevOps.
📣 Grantify: led the Talent Acquisition team, taking the company from 19 staff to over 100, including Client Success teams, Sales and Account Manager teams, AI/Machine Learning Engineers, Bid Writers and Marketing.

We also help founder-led companies in the UK and USA who want to develop a proven and enjoyable hiring strategy for new headcount.

Start-Ups, Scale-Ups, Tech, SaaS + Robotics Recruitment Growth Specialist | CEO

Shadow Robot

At The Shadow Robot Company, we're building next-generation robot hands and systems with advanced dexterity.  

My role?  Ensuring we have the top talent to bring these incredible robotics technologies to life.

As their Internal Hiring and HR Partner for 7 years, I successfully built a high-performing team of over 50 staff in the UK and Spain, including:

Robotics Software Engineers
DevOps Professionals
Mechatronics Engineers
Marketing and Digital Marketing
Office Support and Ops

I'm passionate about connecting talented individuals with innovative companies in the robotics space.  My expertise lies in:

☑️ Full-cycle recruitment: I managed the entire hiring process from sourcing and screening robotics engineers to interviewing, skills assessments and onboarding.
☑️ Employer branding: developed and implemented strategies to attract top robotics talent in a competitive market.
☑️ HR partnership: providing guidance and support on various HR-related matters, ensuring a positive and productive work environment.

Hiring and HR Partner

WingroveTailored Ltd - Recruitment Training for SMEs

Supporting SMEs, business owners and hring managers to hire really well through recruitment training workshops and 1-2-1 coaching.

Recruitment Trainer for Business Owners, Entrepreneurs & Franchise Owners

Helen Sanders | The CV Writer

The CV Writer | Director

So, what does HFBAC actually mean? 

It stands for 

Hiring For and Building Awesome Companies

Pronounced 'half-back' (think rugby!)

But it's more than just a name. 

It's the culmination of everything I've learned about what makes teams truly successful, from my time as a BBC commentator observing high-stakes team dynamics to my years helping entrepreneurs build their own businesses.

What I discovered is that the most successful teams aren't always the ones with the most impressive individual CVs. 

They're the ones with the right chemistry.

They're made up of people who complement each other, challenge each other, and make each other better.

That's why I created the Chemistry First methodology. 

It's a systematic approach to founding team building that takes the guesswork out of finding the right partners. 

We help you understand what you really need in a co-founder, find people beyond your immediate network, test your chemistry before you commit, and integrate your new team for long-term success.

Most entrepreneurs treat finding a co-founder like a game of chance. 

We've turned it into a science.

And now, we're taking it to the next level. 

We're building a technology platform that will deliver our Chemistry First methodology to entrepreneurs all over the world. 

And I'm putting everything I've learned into my upcoming book, ‘The Founding Team Playbook’, which will be published soon.

We're not a recruitment firm. 

We're a solutions provider for the most critical challenge in any startup journey: building a founding team that can go the distance.

My Personal Mission…

This work means everything to me, but there's something even more important driving what I do.

My son overcame cancer at the age of 3 with incredible support from Young Lives vs Cancer. 

Watching him fight taught me something profound about what really matters when the pressure's on: it's not about having the most talented individuals. 

It's about having people who show up for each other.

People who make each other stronger.

And people who refuse to give up on the team.

That experience shaped everything about how I think about people. 

My mission is to raise £1 million for Young Lives vs Cancer. 

If you're an entrepreneur who's tired of networking and hoping, and you're ready for a systematic approach to building your dream team, let's connect. Together, we can build something awesome while making a difference for families who need it most.

Recruitment Strategic Partner | SME Recruitment Growth Specialist | CEO

There is an easier way to recruit and nurture new staff. Your People Partners can do it for you.

As a business owner responsible for every aspect of your company, knowing how to save time and money hiring your next member of staff is rather useful!

Would you love an easy, cost effective and efficient service to help you spend more time on the business and not just in it as you go about recruiting your next member of staff?

Good news.

You don't need to use a recruiter in the traditional sense.

I am Helen Sanders. And I head up a talented team of talent acquisition specialists who are Your People Partners.

You can use my 22 years (!) recruitment expertise in helping business owners like you to save time, save money, cut the risk of poor hires and remove the stress of the recruitment process.

Did I mention we are not an 'agency'?

If we work together, we're partners. We work together to make sure you hire well and your team can grow to meet your vision and better support your clients/customers.

Done-With-You:
We stand by you, jump in when you need, we guide and do the bits you cannot do, and you learn how to be really awesome at hiring. No, we're not trying to make you into a recruiter. Being a business owner who hires well can make or break your business. 

Done-As-You:
We are your in-house team. We ensure all people in touch with your company have an awesome experience of you, the business owner as well as your company. Given our partners (companies like yours) are between 3 and 50 staff, we know that you're competing for the talent you need.

All this for the same cost, or sometimes less, than a 'normal' recruitment agency.

Call me now on 0117 290 0208 for a chat about how we can take the stress out of your next hire, as well as support your growing team with all things 'people' and talent-related.

I'm a Brit who's also American.

Today is Thanksgiving. And I've been thinking about the humans who've shaped my journey.

Not the 'network' or 'connections'.

The actual people.

The ones who showed up when things got hard. Who believed in me before I believed in myself. Who told me the truth when I needed to hear it.

Here's my gratitude list (and yes, I'm naming names):

🌳 Mike - my coach at Entrepreneurs Circle. The one who keeps pulling excellence out of me when I'm tempted to settle for "good enough."

👍 Jason - my co-lead for EC Bristol. Partnership in its purest form. 2026 is going to be the year of EC Bristol!

❤️  Bex - my Yang to her Meredith. Every founder needs someone who gets it. She gets it.

😃  Tracy - the one who keeps me sane(ish). You know those people who somehow absorb your chaos and hand you back calm? That's Tracy.

💥  Chris - who showed me what's possible. Watching her being pivotal to two businesses while being brilliant at both? Eyes. Opened.

🚰  Samantha - the entrepreneur behind Halcyan Water Conditioners, a brilliant water conditioning business and constantly reminds me what focused determination looks like in action.

🐶  Victoria - who's led the breaking through of barriers for hundreds (perhaps even thousands?) of deaf students, customers and staff across some of the UK's biggest companies. Proof that one person's mission can change an entire landscape.

🌊  Faye - my fearlessness igniter. Every pep talk from her leaves me ready to charge at something I was afraid of five minutes earlier.

🎇  Jasbir - helped restore my confidence in telling others how I can help. She doesn't even know she was part of my rebuilding.

🧡  🙂 Inge - who taught me about being direct and true to ourselves. She knows exactly who she is. And that clarity is fantastic.

🏔️ Darren - we've enjoyed some interesting and fun times together. 2026? We're reconnecting for more awesomeness.

🌅 Chloe - fellow recruitment business owner and a beautiful human. She checked in on me throughout my surgery recovery. That kindness? I don't forget it. 

🎢  Jen - a bright spark who was formative to my early years in business. I've missed her. We've reconnected and I'm wondering what 2026 shenanigans we'll get into together...

😀 ★ Rowena - the ultimate warrior. She inspires me greatly and has been part of my business journey in ways I'm deeply grateful for.

🤖 Monika - my constant at one of my favourite companies. Proof that clients can become friends with real human connection. (Les Mis and dinner next week - can't wait!)

Grateful is an understatement.

Here's what I've learned:
Building a business is hard. Building a business alone is nearly impossible.

The founders who make it? They surround themselves with people who make them better.

Who do you need to thank today?

Drop their name in the comments. Let them know.

--
Happy Thanksgiving to my American friends and family. And to everyone else - gratitude doesn't need a holiday. 🧡

Fractional Talent Partner 🇬🇧 🇺🇸 UK + US Hiring for Growing Companies up to 100 people 🇬🇧 🇺🇸 25+ Years Transatlantic Recruitment 🌟 Human-First, AI-Optimised

Bootstrapped founders always ask:
'How do I compete with companies offering £80K salaries when I can only pay £35K?'

You can't out-pay them.

But you can out-care them.

Here's what I mean:
- Corporate job at £80K:
- Annual performance reviews
- Generic professional development budget
- Standard benefits package
- One-size-fits-all management

Startup job at £35K (done right):
- Monthly 1-on-1s focused on their goals
- Personal development investments in what THEY want to learn
- Flexibility when life happens (family, health, personal projects)
- Real ownership and meaningful decision-making

Notice the difference?

One is transactional. 

One is personal.

When you can't compete on salary, you compete on chemistry.

What this looks like in practice:
→ Remembering personal details (birthdays, family situations, interests) 
→ Checking in about professional goals, not just project updates 
→ Celebrating wins (both personal and professional) 
→ Being flexible when life happens 
→ Investing in their learning (even £50-100/month makes a difference)

Real example:
A bootstrapped founder I know paid for their VA's online marketing course (£200).

The VA was so appreciative, she turned down a higher-paying offer 6 months later.

Why?

Because she felt valued as a person, not just a resource.

That's the power of chemistry over credentials.

You can't buy that loyalty.

You build it.

When you're bootstrapped, your advantage isn't money.

It's that you can genuinely care about the people you work with in a way big 
companies simply can't scale.

Use it.

How do you build chemistry when budgets are tight?

🌟 Hiring For and Building Awesome Companies 🌟 Chemistry First and AI-Enhanced Hiring Methodology 🌟 Solo Founders → Co-Founders 🌟 Bootstrapped + Growing Teams → Building Teams up to 50 People

I spent over 10 years in broadcasting and 5+ years as a BBC sports reporter and commentator.

You know what separated winning teams from losing teams?

It wasn't always talent.

I watched teams with ridiculous individual talent fall apart:
⚽ World-class strikers who wouldn't pass
⚽ Brilliant defenders who couldn't communicate
⚽ Star players whose egos destroyed team chemistry

And I watched 'good enough' teams, like Wimbledon with average talent win as the underdogs (who remembers the Crazy Gang?)

They'd win:
⚽ Because they trusted each other
⚽ Because they communicated instinctively
⚽ Because they genuinely wanted their teammates to succeed

The pattern was so clear, I couldn't unsee it.

Chemistry mattered more than credentials.

Fast forward to last Tuesday afternoon...

I interview a candidate who spent 10 years in football academies.

Three different clubs. Premiership level. Years of dedication.

Then he walked away.

Not because he wasn't good enough.

Because it didn't fit who he was becoming.

And I thought: this is exactly what founders, entrepreneurs and business owners need to understand about hiring.

⚽ In football: You can have the most talented striker in the league, but if they don't fit your team's playing style, you'll lose.

In startups: You can hire the most impressive VP of Sales, but if they don't fit your culture, your team will struggle.

The question isn't "is this person talented?"

The question is "does this person make the team better?"

Sometimes that means hiring someone with less impressive credentials who complements your existing team's strengths.

Sometimes that means passing on someone brilliant who would throw off your team dynamics.

It's not about lowering your standards.

It's about expanding what "qualified" means.

Qualified = competent + chemistry

Not just one or the other.

The candidate I interviewed last week is technically solid.

But what makes me excited to present him to my client?

He understands what it means to be part of something bigger than himself.

He learned that from 8 years in team sports. And from watching his mum put family first.

You can't teach that in onboarding.

You can only hire for it.

Have you ever hired someone less impressive on paper who turned out to be your best hire?

Sharing this with my founder community - a brilliant opportunity for someone early in their career who wants real insight into startup life.

Automated Architecture (AUAR) (Automated Architecture) is looking for a Founders Associate to work directly with CEO and Co-founder Mollie Claypool. They're building robotic micro-factories for sustainable and affordable housing - genuinely exciting stuff.

The role blends GTM strategy, ops, and commercial support. You'd be helping drive expansion into the US, EU, and Canada. High-trust, high-context, and a lot of learning.

Based in East London (E17), hybrid, full-time.

If you're ambitious, a quick learner, and energised by variety - or you know someone who is - details in the original posts below. 👇

Looking for a Founders Associate to join AUAR. You'll be working with Mollie, our CEO & Co-founder - supporting on GTM strategy, ops (👋) and gaining a real insight into life as a founder of a rapidly growing start-up.

AUAR's been an incredible place to work the past 1.5 years with learning opportunities left, right & centre. If you're interested or know a superstar who might be - apply below!!

The candidate who talked about his mum in our interview?

He said something else that stuck with me.

"I spent 8 years in football academies. I know what it's like when someone only cares about your performance, not about you."

That hit hard.

Because that's exactly what traditional recruiting does.

Traditional recruitment reduce people to:
- Years of experience
- Technical skills
- Previous company names
- Education credentials

We interview for competence and hope chemistry works out.

Then we're surprised when:
👉 The brilliant developer who doesn't communicate leaves the team in the dark 👉 The impressive VP of Sales who dominates every meeting crushes team morale 
👉 The "perfect on paper" hire feels like a cultural mismatch within 3 months

Here's what I've learned after 20+ years:

🚀 Competent people who don't fit will slow you down more than good-enough people who gel will speed you up.

That's not motivational speaker fluff.

That's math.

A team of 6 people with great chemistry ships faster than a team of 8 people with brilliant individuals who don't communicate well.

So how do you hire for the whole human?

Start by asking different questions:
👎 "What are your strengths?" 
👍 "What kind of work makes you lose track of time?"

👎 "Where do you see yourself in 5 years?" 
👍 "What matters most to you in a job right now?"

👎 "Tell me about overcoming a challenge." 
👍 "Tell me about a project you're proud of and why."

The goal isn't to be their therapist.

The goal is to see them as a person with:
- Values that were shaped by real experiences
- Working styles influenced by their background
- Motivations beyond just payday

When you hire the whole human, you get someone who shows up fully.

Not just their hands and brain.

❤️  Their heart too.

And that's when teams actually work.

What question helps you see candidates as whole humans?

I interviewed someone yesterday who made me stop taking notes.

Not because he said something wrong.

Because he said something so honest, I didn't want to miss it.

We were 20 minutes into the conversation.

I'd asked my usual questions about technical skills, previous roles, what he's looking for.

Then I prodded a little on something he'd said but glossed over: 

"What was that you said about playing football - you said you played but then quickly moved on... tell me more!"

He paused.

Then he started talking about his mum. 

Well, it started with football but really, it showed me loads about the respect he had for his mum.

How she put him first his entire childhood. 

How she supported him through three different football academies (including Premiership level). 

How she never pressured him when he decided to stop pursuing professional football after years of dedication. 

How she just wanted him to be happy and find something he genuinely cared about.

His voice changed when he talked about her.

Not rehearsed. Not polished. Just... real.

And I realised - this is what most interviews miss.

We're so focused on: 

👉 "Tell me about a time you overcame a challenge" 
👉 "Where do you see yourself in 5 years?" (I don't ever ask this, FYI)
👉 "What are your strengths and weaknesses?" (again, I ask this in a different way too!)

That we never ask the questions that reveal who someone actually is.

The candidate I spoke with yesterday?

He's technically competent. His CV shows that.

But what his CV doesn't show:

👉 He understands loyalty (he watched his mum model it) 
👉 He knows how to make difficult decisions (walking away from football after years of investment) 
👉 He values being seen as a whole person, not just his output 
👉 He'll show up differently for a business owner who treats him like family

You can't find that information in a skills test.

You find it by creating space for people to show up as themselves.

That's the difference between hiring a competent person and hiring the right person.

I don't know yet if this candidate is the perfect fit for my client.

But I do know he felt safe enough to share something personal in an interview.

And that tells me everything about the kind of culture he'll thrive in.

When was the last time a candidate surprised you by sharing something real?

"They could leave at any minute."

That's what a founder told me on a strategy call yesterday.

He'd built a team of freelancers. They'd been working together for about a year. 
But he didn't see them as a "real team."

❓ Why?

Because they weren't employees. No contracts. No notice periods. No security.

Here's what I asked him:
"If you hired permanent employees tomorrow, could they also leave?"

Of course they could.

Notice periods are usually a month for most roles. Employees resign all the time. 

Having someone on payroll doesn't guarantee loyalty.

But these freelancers? They'd chosen to stick around for 12 months. Without being locked in. Without being obligated.

That's not instability. That's commitment.

The real question isn't "How do I convert freelancers to employees?"

It's "What's making them stay - and how do I protect it?"

Here's what we explored:
- What would actually change if they became employees (sometimes less than you think)
- What's keeping them engaged right now ( 👉 hint: it's probably chemistry, not money)
- Where the genuine gaps are (and where you're solving a problem that doesn't exist)

Sometimes the "stable team" you're looking for is already in front of you.

You just haven't recognised it yet.

Happy Hiring!

P.S. If you're planning hires for Q1 2026 and want to think through what you actually need, I'm offering free 30-minute strategy calls through December. Link in comments.

Looking for a qualified accountant in Bristol who wants MORE than just another practice job?

I'm working with Focus Accountancy (lovely small practice in Stapleton, team of 9) who need a Client Manager - someone who can manage their own portfolio AND grow into practice management.

This isn't your typical accountancy job. 

It's for someone who: 
- Actually enjoys client relationships (mostly remote - Zoom/phone/email) 
- Is confident with technology and cloud systems (FreeAgent) 
- Wants autonomy and genuine progression, not corporate BS 
- Can see themselves helping shape how a practice operates

£40-50k + performance element, hybrid 3:2, within 10 miles of Bristol.

The interesting bit? 

Barry Adams (the founder) is specifically looking for someone who can eventually help run day-to-day operations while he focuses on growth. So if you're tired of being a cog in a big firm and want real impact, this might be it.

Know someone brilliant? Tag them below or send them my way 👇

#AccountingJobs #BristolJobs #ClientManager #PracticeAccountant

Stapleton, England, United Kingdom (Hybrid)

January is coming and I'm already seeing solo founders make THE biggest co-founder mistake of 2025...

They're planning to "find a technical co-founder in Q1" without doing ANY of the groundwork that prevents business divorces 18 months later.

Here's what I've learned after helping 400+ bootstrapped founders (and cleaning up the mess when they got it wrong):

1. Stop choosing co-founders like you're hiring employees

- Most founders pick co-founders based on impressive CVs or because "we need a developer."
- Skills can be learned or outsourced. Values and decision-making styles? Those are hardwired.
- Ask yourself: "Would I trust this person to make million-pound decisions when I'm not in the room?"

If the answer isn't an immediate YES, keep looking.

2. Test for chemistry BEFORE you commit equity

- 70% of startups fail because they got the founding team wrong.
- Run a trial project together for 4-8 weeks. Not coffee chats - actual work under pressure.
- Watch how they handle disagreements, missed deadlines, and pivots.
- If you wouldn't survive a 12-hour road trip together, you won't survive building a company together.

3. Have the uncomfortable conversations NOW
- Equity splits. Work-life boundaries. Exit vision. Conflict resolution.
- If you can't have these conversations during courtship, you definitely can't have them during crisis.

4. Don't confuse friendship with business compatibility

- Your best mate might be brilliant. They also might be the worst possible co-founder for you.
- Friendship is built on shared history. Co-founder partnerships are built on shared vision and complementary strengths.

5. Stop rushing because you're lonely or desperate

- A bad co-founder will slow you down more than having no co-founder at all.
- Take the time to find the RIGHT person, not just ANY person.

For bootstrapped founders, getting your co-founder choice right isn't just important - it's EVERYTHING.

That's why I built the Co-Founder Compatibility Toolkit - a systematic framework to test for fit BEFORE you commit equity.

Inside: chemistry assessment questions, trial project templates, red flag checklist, and the exact conversations you need to have.

Want it? Comment "FOUNDER" below (and connect with me so I can send it over).

Here's what we're covering in the January workshop (Find Your Technical Co-Founder in 30 Days):

Session 1 (Jan 8): Foundation
- Why most co-founder searches fail
- How to define what you actually need
- The Chemistry First framework

Session 2 (Jan 15): Search
- Where to find great technical co-founders
- The 5 unconventional places to meet developers
- Outreach templates that actually work

Session 3 (Jan 22): Evaluate
- The 20-point vetting checklist
- How to test chemistry before committing
- Red flags to watch for

Session 4 (Jan 29): Partnership
- How to structure co-founder agreements
- Equity splits and vesting schedules
- First 90 days onboarding plan

All live. 
All practical. 
All based on helping 400+ founders over 20 years.
2 for 12 special until Sunday midnight at £48.50 per ticket.
Then Super Early bird: £97 (until Dec 1)

Check out the info and book your ticket here:

Open article: Find Your Technical Co-Founder in 30 Days: Live 4-Week Workshop by eventbrite.co.uk

Find Your Technical Co-Founder in 30 Days: Live 4-Week Workshop

Using LinkedIn for outreach came up at our Entrepreneurs Circle Bristol Local Event last week. 

I highly recommend pretty much everything jessie van breugel 🟣 has to say so best do what he says if you want to win at the game of LinkedIn and outreach.

“inbound is dead.” yeah… right | check my featured section to see how we’re still making it work ↓

After 5+ years on LinkedIn, I’m happy to announce:

Cold DMs are finally dying – steal this new strategy ↓

This strategy works exceptionally well if you’re tired of: 

𐄂 Endless LinkedIn pitch DMs
𐄂 Spray and pray cold outreach
𐄂 Cringy “just following up :)” messages

These strategies aren’t just annoying.
It also burns trust with your prospects.
Long before a real conversation even starts.

I just released a 15-page guide on LinkedIn Inbound Sales – a proven system that attracts inbound leads on LinkedIn, and how to convert these leads into revenue.

Here’s what’s inside:

☑ The 7-Step DM Flow to go from cold → close
☑ How to use AI & Lead Magnets for 1,000s of inbound leads
☑ The Cold → Warm → Hot nurture model for closing deals without pitching.

For the next 24 hours, I’m giving it away.

Want a free copy?

1. Like this post so it can reach (and help) more people
2. Comment “LINKEDIN” & I send it to you

♻️ repost this for priority access – or wait a few days before the resource arrives (my inbox is very full at the moment)

Free Q2 2026 Hiring Strategy Sessions: Plan Your Growth Hires Before January

If you're a founder or business owner planning to hire in Q1/Q2 2026, let's talk before the chaos starts.

I'm offering 10 FREE 30-minute strategy sessions in November/December to help bootstrapped and growing companies get their hiring strategy right BEFORE they start interviewing.

👉  These sessions are for you if:
- You're planning to make your first sales hire, first marketing hire, or first technical hire in Q1 2026
- You know you need to hire but aren't sure exactly WHAT role or WHEN
- You've hired before and it didn't work out (wrong person, wrong timing, wrong process)
- You want to avoid wasting 3-6 months on the wrong hire

What we'll cover in 30 minutes:
- Your specific hiring challenge for Q2 2026
- Whether you need a full-time hire, fractional hire, or contractor (most founders get this wrong)
- The #1 mistake companies at your stage make when hiring
- A clear hiring roadmap for Q1/Q2 with realistic timelines

❓ Why I'm doing this:
I've spent 20+ years helping 400+ founders build founding teams and their growing company's teams using my Chemistry First methodology. 

I've seen the same hiring mistakes cost companies 6-12 months and £50K+ in wasted time and money.

If I can help you avoid those mistakes in a 30-minute call, that's worth my time.

The reality:
- This is NOT a sales pitch (though if Chemistry First hiring is right for you, I'll mention it)
- Only 10 slots available (Nov 20 - Dec 13)
- First come, first served
- Zero pressure to work together afterward

If you're planning Q2 hires and want an experienced sounding board, book your slot:

📅  https://lnkd.in/eapSq7wj

Or tag a founder who's about to hire their first sales/marketing/technical team member.

P.S. I focus on chemistry over CVs/credentials because I learned from many years as a BBC sports commentator that winning teams aren't built on impressive CVs - they're built on people who work brilliantly together. 

Let's make sure you hire someone who fits your team, not just your job description.

🌟 Hiring For and Building Awesome Companies 🌟 Chemistry First Methodology 🌟 Solo Founders → Co-Founders 🌟 Bootstrapped & Growing Teams → Team Building

Open article: Helen Sanders - hfbac (Hiring For and Building Awesome Companies) - Q2 2026 Strategy Call | TidyCal by tidycal.com

Helen Sanders - hfbac (Hiring For and Building Awesome Companies) - Q2 2026 Strategy Call | TidyCal

I worked with a founder who interviewed 47 developers for a co-founder role.

47 coffee meetings.

She couldn't decide.

Everyone seemed qualified. 

But how do you tell who will actually be a good partner?

Here's what was missing:
- A systematic process for evaluating chemistry and compatibility.
- She was asking the wrong questions. Looking for the wrong signals.

Once we built her evaluation framework:
- She could compare candidates objectively
- She knew what questions to ask to reveal true working styles
- She found her technical co-founder in 3 weeks
- They shipped their MVP in 8 weeks.
- They're now at £1.2M ARR.

The Chemistry First framework works. 

I'm teaching it in January.

Details below (and we have a 2 for 1 offer on tickets this week!)

Getting ahead with next year's events...

Can't quite believe it's Nov 18th. November!

❓ How?

And who's with me in knowing that 2026 is going to be an awesome year?

Want to know what will make it awesome?

Doing 2026 differently than you did 2025.

- Not alone. 
- Not hoping things will magically improve. 
- Not just learning without implementing.

That's why our first Entrepreneurs Circle Bristol Local Event of 2026 kicks off on Tuesday, January 13th.

Every month, Bristol & Bath business owners gather to:
- Share real strategies that are working NOW
- Learn tactics to implement immediately
- Commit publicly to ONE thing they'll do
- Report back next month (accountability that works)

Your first month is completely free.

Come see if this is the community that helps you make 2026 genuinely different.

Tuesday, January 13th, 2026... 6.30-9pm
Ruby Jeans, Shirehampton, Bristol (fellow EC Member). 

Link below for more info.

Here's to making 2026 actually awesome (yes, even when we still have 44 days worth of 2025 to go!)

View event: EC Bristol: Business Growth + Accountability (Not Just Networking)

EC Bristol: Business Growth + Accountability (Not Just Networking)

I watched a man ski down Mount Everest last Sunday. 

No, seriously.

Andrzej Bargiel, a 37-year-old Polish ski mountaineer, did something no one else on Earth has ever done: climbed Everest without oxygen, then skied all the way back down.

But here’s the bit that stopped me in my tracks:

His brother was flying a drone above him the entire descent.
Not to film it (though that was a bonus).

To guide him.

‘Crevasse on your left. Rock face ahead. Adjust your line.’

Andrzej had the skill. 

He’d trained for years. 

But having that aerial view - someone who could see what he couldn’t - made the difference between success and disaster.

And that’s exactly what hiring your first employee feels like. Or adding to your team of 8. 

You’re navigating terrain you’ve never seen before.

The stakes can feel terrifying.

One wrong move could cost you months of progress, tens of thousands of pounds, and the momentum you’ve worked so hard to build.

And you’re doing it blind.

Most founders I talk to say the same thing:

“It feels like I’m gambling with money I can’t afford to lose.”

“I’m terrified of getting it wrong.”

“What if they look great in interviews but turn out to be a disaster three months in?”

You’re not wrong to feel scared.

Hiring is one of the highest-stakes decisions you’ll make as a business owner or a founder.

And if you’ve never done it before - or if you’ve been burned in the past - you’re essentially skiing down Everest with no visibility on what’s ahead.

Here’s the thing:

You don’t need someone to make the decision for you.

You need someone to be your drone operator.

Someone who can see:
	•	Red flags that show up in conversation three but not conversation one
	•	Misalignments between what they say and how they actually behave
	•	Chemistry indicators you’d miss if you were just screening CVs
	•	Stage-fit issues (brilliant person, wrong company size)

You still make the climb.

You still make the call.

But you’re not doing it blind.

The truth?

Companies fail because they get their team wrong.

Not because of bad products.

Not because of lack of funding.

Because they partnered with the wrong people.

And most of those failures happen because founders are making hiring decisions without a drone operator.

❓Question for you:

When you made your last hire (or when you’re about to make your next one), what scares you most?

Drop a comment. I’d genuinely love to know.

P.S. If you’re staring down a hiring decision right now and it feels scary as hell, I offer free 15-minute strategy calls where we can map out the terrain ahead.

No pitch. No pressure. Just clarity.

DM me or 📞 drop ‘CALL’ 
in the comments and I’ll send you the link.

Spotted this and wanted to help spread the word.

Anna Zaphiriou-Zarifi and her co-founder Sophia are building SELARA - a health and wellness AI platform - and they're looking for a practitioner to collaborate on content.

If you're in the health and wellness space and love the idea of shaping how AI communicates about wellbeing, this could be a lovely fit.

Details in Anna's original post below. 👇

HIRING!!!! 

My Co-founder Sophia Zaphiriou- Zarifi and I are looking for a health and wellness practitioner to collaborate with on writing content for our AI Website. 

Please see job description. 

Any enquiries about the role please email- info@selara.uk.

Greater London, England, United Kingdom (Hybrid)

Yesterday morning I reconnected with someone I hadn't seen in years.

Adele Bryant ACC and I met through Entrepreneurs Circle back in 2017-ish.

Life happened. Kids. Health stuff. Caring. Surviving.

We lost touch.

But yesterday we jumped on a call.

And something magical happened.

We both talked about feeling like we'd been asleep for years.

Motherhood. Medical trauma. Just... surviving.

And now? 

We're both waking up.

Adele said: 'I'm entering my Wonder Woman era.'

I smiled. 😄  This hit big!

Then she grabbed her Wonder Woman POP figure from her desk.

I grabbed my Lego Wonder Woman figures - two of them - Mother's Day gifts!

So then Adele one-up's me and grabs her Lego Wonder Woman too.

We both have two Wonder Woman figures!!!

Ha ha! Neither of us knew.

Here's what I've learned about women like us:

We spend years putting everyone else first.

Our kids. Our partners. Our clients. And many others.

We push our own needs down so far we forget they exist.

And then one day - through illness, through loss, through our children finally 
becoming adults - we wake up.

And we think: 

'Who am I now? Who do I want to be?'

The answer?

Wonder Woman.

Not because we're superhuman.

But because we've survived things that would break most people.

And we're still here.

Still building.

Still showing up.

Women who lift women are the best women.

So here's to 2026.

The Wonder Woman Era.

Who's joining us?

Sarah Cook, I have a feeling you've been in your Wonder Woman ear for a while!

Bex Midgley, you are Wonder Woman to me so thinking you can formalise that by being part of our WW era too!

Ooooh, Adele, perhaps it's the WWE but not with all the leotards and fake punches?

Yesterday I walked into a client's office for the first time in 6 years.

I've been their embedded talent partner for a decade.

Hired many people for them this year alone.

But I hadn't physically been there since before lockdown.

What I saw at lunchtime stopped me in my tracks.

And made me smile. 😊

The kitchen was buzzing.

Not with people heating up sad desk lunches.

Not with people grabbing a sandwich to eat alone at their screens.

People were making salads.

Rummaging through the fridge to see what they could throw together.

Chatting. Laughing.

The tea drawer (yes an entire deep drawer of tea options) alone told a story - a vast collection including some a few team members had brought back from their last trip to China.

And then - this is the bit that got me - they sat down and played cards.

Together.

Engineers. Taking a proper lunch break. Doing something that had nothing to do with work.

Playing cards like it was 1985.

Later, I watched their new IT infrastructure chap - who's also become the office's unofficial coffee aficionado - carefully prep the machine with fresh beans.

Taking genuine pride in making sure it was ready for his colleagues.

I stood there thinking: "This is it. This is what I've been helping build for 10 years." 

Yes, I have a small part to play. These individuals have become an incredible team. The environment and culture is their environment and culture.

My role is not filling roles.

It's building teams that actually like each other.

Teams where chemistry isn't a nice-to-have.

It's the foundation.

Here's what I know after two decades in recruitment:

You can hire the most qualified person in the world.

But if they don't gel with your team?

They'll eat lunch alone at their desk.

They'll leave within 18 months.

And your culture will slowly erode.

The companies that get hiring right?

They end up with kitchens full of speciality tea from China and someone who 
genuinely cares about the coffee.

That's not luck.

That's intentional hiring.

That's Chemistry First.

Starting the week with a reminder that showing up matters.

Last Friday I had a strategy call that made my whole week.

A company I helped 6 years ago reached out.

Pre-Covid. 
Different challenges. 
Different stage.

They'd used other recruiters since then.

But they said something that made me smile:

"We knew we'd come back to you. We know we needed more than transactional recruiters."

❤️  That hit different.

6 years of staying visible.

That's the real game here.
- Not every post will go viral 
- Not every week will feel productive
- But the right people are paying attention

If you're wondering whether it's worth showing up this week - it is.

The clients who need you in 2031 might be watching right now.

Happy Monday. 

😃 Keep going!

On a coach to London right now.

Meeting one of my favourite clients - a robotics company whose team I helped build.

Then we're seeing Les Mis tonight.

Here's the thing about that show:
Jean Valjean doesn't transform his life alone. He needs the Bishop. Fantine. Cosette. People who believe in him when he can't believe in himself.

Startups, SMEs, SMBs, scale-ups and growing small teams all work the same way.

The founders, entrepreneurs and business owners who win aren't the ones with the best solo skills.

They're the ones who find the right people to build alongside.

Your co-founder. Your first hire. Your senior leadership.

The teams that create momentum are a group of people all on the same boat, heading in a known direction, everyone with clarity as to what they're expected to do and achieve. 

Chemistry first. Always.

Right - coach WiFi is about to give up on me. Back at my desk Wednesday.
Happy Hiring!

Myrtos Consultancy

Myrtos Consultancy’s mission is to give organisations and businesses the understanding and confidence needed to hire people who have a criminal record. We do this through a personalised and tailored approach offering 1-1 advice and support, as well as face to face training to you and your team or managers.  At Myrtos Consultancy we believe that everyone should be given a fair chance to work, grow, and thrive, regardless of their past. So many individuals who leave prison or who have a conviction feel ashamed and without a sense of purpose. Prison, or a life of crime, can often feel like the only place where they are understood. Through education and breaking down misconceptions around hiring someone with a conviction, our goal is to work towards a society where everyone has an equal opportunity to earn a living through sustainable employment.

Founder

Sixty-One

Partnering with local churches to provide a welcoming, safe, and engaging space for people with a conviction to help them feel accepted and loved. Arranging external training for the Sixty-One team, as well as the volunteers who support the individuals who have a conviction.

Hub and External Training Lead

Offering support to individual's through mentoring who have criminal convictions, but who want to make positive changes to their lives. Visiting two prisons to engage with male offenders who are keen for the support to assess their suitability and motivation. Managing a case load of up to 15 individual's, supervising two members of staff, and training and managing our volunteer mentors, offering them support and guidance on a regular basis.

Senior Project Liaison Officer

Project Manager (Maternity cover)

Engaging with offenders on release from custody offering them support through mentoring. Training mentors and matching them with an individual on release from custody who is motivated to make positive changes to their lives. Overseeing the mentoring relationships through supervision and regular contact. Signposting ex- offenders to other organisations who offer provision on a range of factors that help to reduce re-offending.

Project Liaison Officer (MentorMe)

Ebenezer Church

Volunteer Church Leader

The National Probation Service

Working in a hostile environment, supporting recently released offenders make positive changes to their lives. Challenging anti-social behaviour, but praising positive, pro- social behaviour, supporting individuals with tasks to enable them to move forward, and assisting with day to day activities.

Seetec

Employment Consultant

Latin Link Britain & Ireland

Based in Bogota, Colombia, I worked with a Christian Student organisation providing English classes to students and colleagues at pre-intermediate and conversation level. 

I was available to perform office duties, help out with other projects, such as an HIV and Aids project, and involve myself in the weekly Bible studies both at the National University and in our office. 

I implemented a new group for non- Christians to come and ask questions about faith, and encourage my colleagues to share their faith at the University through offering prayer to strangers.

I had the opportunity to work in the coast of Colombia for 3 weeks within a displaced community with a mixed group of English and Colombian volunteers. Whilst there we implemented a church youth group and made ourselves available to support the community with their needs.

Volunteer Work

UK Government

Meeting with newly sentenced prisoners who received a sentence of 12 months or more; identifying any immediate needs of the individual, and making referrals accordingly to address these needs.

Using motivational interviewing techniques and reflective listening to discuss the offence(s) and motivations for committing it.

Writing risk assessment reports (OASys -offender assessment system-, parole reports) making informed decisions to highlight factors that have an impact on risk of re-offending and risk of harm, and working with the individual, devising a sentence plan aimed at reducing that risk. 

Working 1:1 with the individual to address the highlighted factors, such as thinking and behaviour skills, demonstrating pro-social modelling and using effective communication skills.

Liaising with external agencies such as, other probation services, the police, and social services, as well as internal agencies such as, the mental health team, the transfer department and prison staff to promote inter-agency working and ensure that the individual’s needs were addressed correctly.

I completed my Level 3 Diploma in Probation Practice in February 2013 within the allocated year allowance whilst continuing with full time work.
I was the first employee to write a perfect OASys report without the need for modifications.

Probation Service Officer

Based within HMP Bristol and using a risk assessment tool, I assessed the individual's risk and need level to determine whether they met the criteria for the Thinking Skills Programme. This is a program designed to assist the individual to make changes to the way he/she thinks and behaves. 

Involved in sentence planning and writing parole reports, making essential decisions about an individual's future.

Assistant Psychologist

Filton College

Assisting with teaching literacy and numeracy to construction students aged between 14- 18 years. Some literacy and numeracy levels were at Entry level 3, and some had no literacy or numeracy ability.

Teaching assistant

University of the West of England

As a Student Ambassador I worked with children and adolescents from a lot of different backgrounds and cultures. Many children visited the university, but on occasion I would visit their schools, which were situated in and around Bristol. As a result, I worked with children from varied cultures who experienced very different upbringings.

Student Ambassador

Experienced employment trainer Esther Champion brings fifteen years’ criminal justice knowledge to educate and empower businesses and organisations to confidently recruit and retain individuals who have a criminal record. As the founder of Myrtos Consultancy, Esther is purpose-led to see people who have been, or who are, in the criminal justice system receive an equal opportunity to gain, and sustain, meaningful employment. A confident and engaging public speaker who can confidently communicate to a wide range of audiences, Esther helps businesses to become more inclusive.

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