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).

The #1 mistake non-technical founders make when looking for a technical co-founder:
They optimise for impressive credentials over chemistry.

I've seen it happen dozens of times:

Founder meets someone who worked at Google. Built products at {insert brand here} - let's call them Facebook. 

Has the perfect CV.

They partner up. 6 months later, they realise they have completely different working styles.

One wants to move fast and break things. 

The other wants to plan everything meticulously.

One makes decisions by gut feeling. 

The other needs data for everything.

The partnership falls apart. The company stalls.

What should you do instead?
- Test chemistry BEFORE committing.
- Work on a small project together for 20-40 hours. 
- See how you communicate. 
- See how you handle disagreements. 
- See if you can actually work together.

Chemistry is what makes winning teams. 

Not CVs.

(This is what we'll cover in depth in the January workshop. Link in comments.)

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

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.

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!

NexusPoint Project Management L.L.C.

We help service-driven organisations strengthen leadership pipelines and improve operational consistency through Strategy Days, leadership development and practical coaching.

We partner with HR and L&D leaders across MENA and Asia, with deep experience in hospitality.

Focus areas:
✅ Leadership presence under pressure
✅ Delegation without losing control
✅ Accountability and feedback in multicultural teams
✅  Communication that builds trust and clarity

Learning is designed to fit busy operations: practical, applied and sustainable. We also facilitate Executive Team Strategy Days to agree must-win priorities, align leaders across functions and set a 90-day execution plan.

Co-Founder & Principal

Jeff Ross GmbH

Workshops and coaching for service-driven SMEs across Switzerland and Europe.

Our focus:
✅ ‘Starting up successfully’ workshops for aspiring wellness, beauty, spa and hospitality founders: clarify your offer, build a business plan and map your first 90 days.

✅ Leadership workshops and coaching for owners and founders
Designed for the scale-up stage: hiring first employees, onboarding a team and learning to lead.
Practical modules include:
• From founder to people leader
• Onboarding playbooks and first-90-days plans
• Delegation without losing control
• Feedback, accountability and simple performance rhythms
• Communication across levels and cultures

✅ Succession planning and mid-level development
Identify successors, prepare supervisors for promotion and stabilise day-to-day performance.

Our approach:
Short, practical sessions with follow-on coaching so progress sticks.
Our primary market is Switzerland and Europe. For MENA & Asia programmes, see NexusPoint (Dubai).

Owner

Tetr College of Business

Sharing leadership and team development insights with business students and early-career professionals preparing for entrepreneurship & management roles.

Ambassador & visiting Expert

Batgroup

Led the integration of a well-established service brand into a new group structure while maintaining client trust and team culture.

Key outcomes:
✅ Aligned legacy operations with new systems and metrics
✅ Guided branch leaders through structural and role changes
✅ Strengthened sales performance through clearer accountability

This experience deepened my ability to balance people, systems, and results during transition.

General Manager PFA (Putzfrauenagentur)

Finnish Chamber for Impact Partnerships (FC4IP)

Advised leadership teams in mission-driven organisations on leading growth without losing cultural alignment.

Facilitated strategic planning, leadership identity work, and cross-border collaboration.

Primary Consultant

InnoPark Suisse SA

Selected for a leadership development program focused on entrepreneurship and project execution in evolving markets.

Completed certifications and applied learning in:
✅ Project Management (IPMA Level D)
✅ Communication, agile leadership, and digital business models
✅ Clean tech market expansion strategy for EU entry

This experience broadened my strategic toolkit and strengthened my ability to coach across industries and roles.

Leadership & Career Development Program Participant

Apple

Led large, diverse teams in a high-performance, customer-focused environment.
Coached new managers through their leadership transitions and built teams grounded in trust and accountability.

Key achievements:
✅ Developed internal talent into senior leadership roles
✅ Maintained operational consistency through major transitions
✅ Built engaged, reliable teams under high pressure

Apple taught me how to build leadership capacity while delivering results — a lesson I now share with my clients.

Retail Leader

Swissôtel Hotels & Resorts

Directed resort and city operations with multinational teams, balancing owner expectations with service excellence.

Highlights:

✅ Built leadership depth within operational teams
✅ Improved team engagement and guest satisfaction
✅ Led organizational change with clarity and care

Hotel Manager & General Manager

Starwood Hotels & Resorts Worldwide, Inc.

Held multiple management roles leading to opening Hotel Manager at a flagship St. Regis property.
Learned to lead through complexity, scale, and cultural diversity — the foundation of my current coaching approach.

Highlights:
✅ Opened a luxury resort in Bali and led full post-launch operations.
✅ Led the operational integration of a Le Royal Méridien property in the UAE after the brand's aquisition.
✅ Drove Six Sigma initiatives to improve service flow and guest satisfaction at 2 luxury properties in Spain.

Progressive Leadership Roles

Various Hospitality companies

Built hands-on leadership experience in luxury hospitality across, Europe, the US, the Middle East and Asia.
Learned how service excellence and people development connect — a principle that drives all my coaching today.

Earlier roles

Change Leadership, General Manager PFA @ Batgroup & Member of the Board @ Putzfrauenagentur

Leadership isn’t about volume.
It’s about clarity, confidence and direction when the pressure is on.

I partner with HR leaders, GMs and Executive Teams across MENA & Asia to strengthen leadership capability from the ground up. My work sits where strategy, people and day-to-day execution meet in service-driven organisations.

Most performance issues in hospitality, retail and education aren’t about effort.
They come from three gaps:

❌ Leaders promoted before they’re ready to lead
❌ Executive Teams pulling in different directions
❌ No clear pipeline or succession to stabilise performance

So my work covers both sides of the leadership equation:

Strategy & alignment for senior teams
Facilitated Strategy Days that help GMs and Executive Teams:
✅ Agree a small set of must-win priorities
✅ Translate those into a 90-day execution plan
✅ Build the clarity and focus teams need to perform
✅ Name the leadership behaviours that sustain results

Leadership development for emerging & mid-level managers
Practical, human-centred programmes that build the skills to lead through others, communicate with clarity and coach across cultures.

Coaching & capability building
1:1 and group coaching, Train-the-Trainer, and tailored L&D that strengthen the pipeline and reduce turnover.

Across 25+ years with Apple Retail, Swissôtel, St. Regis and service organisations in Europe, the Middle East and Asia, one truth holds: engagement and commercial performance rise when leaders at every level know where they’re going and how to bring their people with them.

If you’re building your leadership pipeline or want stronger alignment at the top, I’m happy to explore how we can work together.

📞 Book a call: https://jeffross.as.me/

Jeff Ross

If complaints spike, you’re too late.
Preload micro-leadership with this plan.

❌ Wait for complaints to spike, then book workshops.
✅ Build micro-leadership before the badge.

❌ Abstract competencies no one can see.
✅ Observable thresholds: run a 10-minute huddle, deliver SBI+ feedback.

❌ Annual talent reviews with thin evidence.
✅ Decision logs, peer feedback, capstone stories you can trust.

Fallout → Firefighting culture.
Fix → 70% on-the-job stretch with manager-as-coach prompts.

Because psychological safety predicts team effectiveness, we teach “Thank, Ask, Normalise” on live shifts.
Result: steadier service, earlier escalations, fewer near-misses.

If you’d like our L&D framework that powers this, send a note and we’ll walk you through it.

(8) Feed | LinkedIn

JSESSIONID

li_at

Sales Navigator

Stop training managers after the damage shows up

Helping hospitality and service brands align strategy, strengthen pipelines and deliver consistent performance | Strategy Days, L&D and coaching | MENA and Asia

Middle managers stuck between messages.
Give them crisp, consistent signals.

Executive teams in hotels and service businesses work hard.
The problem is not the effort you put in.
It is direction.

When the senior team is misaligned, you see it everywhere:
 ❌ Leaders pulling in different directions
 ❌ Conflicting signals about this quarter’s priorities
 ❌ Departments optimising for their own metrics
 ❌ Middle managers stuck between messages
 ❌ Frontline teams guessing where to put their energy

Engagement drops not because people don’t care, but because they stop trusting the signals.
 Then the financial impact lands fast:
 ❌ Turnover in key roles
 ❌ Slower response to market moves
 ❌ Lost revenue through inconsistency
 ❌ More firefighting, less improvement

Across hotels, retail, and services, one thing has been consistent:
 When the top team aligns on a handful of must-win priorities, everything beneath has a chance to stabilise.
 
Clarity at the top creates confidence in the middle.
 Confidence in the middle unlocks energy on the front line.
 That’s where guests, customers, students, and patients feel the difference.

Engagement is about seeing the direction clearly, and leaders walking it together.

If your top team’s priorities aren’t aligned, let’s pressure-test them together. Book a complimentary 30-minute call and I’ll outline a focused alignment sprint you can run immediately.

Top sellers stall when asked to lead.
Coach ICs now with lean prompts.

❌ Over-index on product expertise.
✅ Balance with coaching, listening, inclusive leadership.

❌ Feedback as annual event.
✅ Weekly 10–15 minute coaching conversations using SBI+.

❌ “Be more proactive.”
✅ Decision logs that capture judgment under pressure.

Fallout → Brilliant sellers, poor team leaders.
Fix → Clear thresholds: delegate during a peak, lead a small recovery.

Because inclusion drives voice, we hard-wire “invite the quieter voice” into stand-ups and handovers.
Outcome: candidates who already lift others.

To see the manager-as-coach prompts we use, message me and I’ll send the guide.

Top sellers stall when asked to lead

On paper, many service organisations look stable: good brand, decent demand, solid product.

Underneath, everything depends on a tiny group of managers holding the whole thing together.

When one leaves, the cost is bigger than a vacancy:
❌ Productivity dips while others “cover”
❌ Standards slip just enough for guests to feel it
❌ Confidence drops and people start looking elsewhere
❌ Recruitment turns reactive and costly
❌ Revenue opportunities are missed as priorities keep changing hands

That isn’t just a people risk. It’s a financial risk.
Gallup’s lesson is consistent: people don’t leave in the abstract. They leave environments where managers are overwhelmed and under-supported.

If you have no pipeline, then:
❌ Every promotion is a gamble
❌ Every resignation is a small crisis
❌ Every strategy is more fragile than it looks

Succession planning isn’t a corporate luxury.

It’s basic risk management for any hotel, school, clinic, or service business that runs on human performance.

Prepare people before you desperately need them.

Those weekly updates feel busy, not better.
Swap noise for direction in one day.

Hospitality, retail, service teams: you’ll recognise this pattern.

❌ Operational updates, staffing gaps, guest feedback, budget variances, firefighting.
Important. Necessary.
But not the work that aligns a leadership team.

✅ The work that does:
What are the 3–5 priorities for the next 90 days?
Where are we misaligned without noticing?
What do our people need us to clarify?
Which capabilities are missing to execute consistently?

When leaders make room for this, everything steadies:
Engagement holds. Turnover eases.
Middle managers stop guessing.
The frontline gets a clearer signal.
Customer experience becomes consistent.
Financial performance gets less erratic.

Boundary → Because: alignment doesn’t happen between agenda items, it happens when leaders pause, sit together, and focus on direction, not just today’s noise.

The most underrated tool isn’t coaching or training.
It’s one uninterrupted day to think, decide, and commit together.

Give your team that day. Twice a year. Then hold the line.

Most leaders don't set out to create a toxic environment.
Toxicity is what leaks out when pressure has nowhere to go.

Flattened structures mean more people, more emotional load, fewer buffers.

Under sustained pressure, even good leaders default to survival:
❌ Abrupt communication. Defensive decisions. Micromanagement dressed as "checking in."
✅ Clear expectations. Space to recalibrate. Behavioural consistency even when things get hard.

Pressure doesn't change leaders. It reveals them.
And it reveals the gaps in the support system around them.

If your culture is eroding quietly, look at what you're asking your managers to carry.

🇦🇪 On UAE National Day, we celebrate vision.
But it is our leaders who will decide whether we reach it.

The UAE Vision 2030 and the Fifty Economic Plan are bold:
a highly productive, talent-rich, service-driven economy that can compete with the best in the world.

That future runs through our workplaces - especially hospitality, retail, tourism and service businesses.

But the latest Gallup data for MENA tells a different story:
• Only 14% of employees are engaged
• 24% are actively disengaged
• 46% are looking for another job
• Daily stress is at 48% - among the highest globally

No country can deliver its full economic vision with a workforce that is exhausted and unstable.

And yet, this is not a vision problem.
It is a leadership problem - particularly in the middle management layer:

The managers who open and close the stores.
Who run the shifts.
Who approve the holidays.
Who coach (or do not coach) their people.
Who turn strategy slides into daily reality.

If that layer is overwhelmed, untrained or purely task-focused, we will not get the engagement, service quality and retention that Vision 2030 assumes.

The good news?
This is fixable - and the ROI is significant.

When we:

✅ Help strong individual contributors transition into people-centred leaders
✅ Build psychologically safe, engaged teams
✅ Create a feedback and learning culture instead of fear and firefighting

…everything else starts to move:
guest experience, team stability, internal promotion, and ultimately financial performance.

That is the Leadership Value Chain™ - and it is where I am focusing my work here in the UAE.

On this National Day, instead of more slogans, I invite you to a simple reflection:

👉 If you lead people in the UAE, what is one small behaviour you could strengthen in 2026 to make your team a place where talent wants to stay, grow and contribute?

Because every time a manager chooses to listen, coach, give fair feedback, or protect their people from unnecessary chaos, we take a small but real step towards the future this country is aiming for.

Here is to a vision that lives not just in strategy documents, but in the daily leadership our teams experience.

Happy UAE National Day 🇦🇪


Photo by Milan Kiro on pexels.

AI solves tasks. Leadership solves behaviour.
The two only work when the human is steady.

If a manager is already overwhelmed, reactive, or emotionally stretched, AI amplifies that. It doesn't fix it.

❌ Faster decisions made poorly. Clearer communication of confusion. Efficiency without judgment.
✅ Using AI to reflect before responding. Rehearsing difficult conversations. Creating clarity for teams.

AI won't replace managers.
But it will expose gaps in leadership behaviour faster than ever.

The organisations that win next year aren't the ones with the most AI tools.

They're the ones with stable, supported managers who know how to use them.

Promotions without support drain teams.
Start support before numbers slip.

We all know the pattern:
Strong individual contributor gets promoted.
Same expectations, bigger scope, little support.
They try to carry the team by working harder.
Communication wobbles.
The team quietly disengages.
Performance and guest experience follow.

On a spreadsheet, it looks like:
❌ Rising turnover and sick days
❌ Inconsistent guest/client feedback
❌ Lumpy sales and service metrics

In real life, it’s a human who was never taught how to:
✅ Have difficult conversations
✅ Give clear, fair feedback
✅ Delegate without guilt
✅ Set boundaries and protect their energy

Invest early, before they burn out or burn bridges.
The results are predictable:
✅ Teams stabilise
✅ Engagement stops swinging
✅ Financials get less lumpy and more reliable

Emerging leaders aren’t a “nice” group to develop.
They’re the infrastructure of future performance.

If this pattern is biting in your teams, book a complimentary 25-minute advisory call and we’ll map the first three fixes for your emerging leaders.

Manager engagement just dropped to 27%.
Individual contributors stayed flat.

The people responsible for engaging others don't feel engaged themselves.

Add Korn Ferry's insight: drastically larger teams, fewer resources.

❌ Squeezed between executives and frontline. Drowning in operational noise. Expected to absorb pressure and still show up strong. ✅ Aligned priorities. Protected time to think. A system that treats managers as the critical layer they are.

70% of team engagement traces back to the manager.
Yet managers often receive the least structured support.

When your pressure layer cracks, the cracks spread everywhere.

Your best future leads aren’t practicing.
Weekly pressure reps surface them fast.

❌ Talent spotting in annual reviews only.
✅ Weekly reps where ICs run moments that matter.

❌ “Shadow when it’s quiet.”
✅ Shadow at pressure points, harvest three copy-worthy behaviours.

❌ Vague “step up more”.
✅ Mini-campaigns with a metric, stakeholder map, and short retro.

Fallout → Quiet high-potentials stay unseen.
Fix → Simple artefacts that show the work and de-risk first promotions.

Because consistency beats heroics, we build habits: Focus 3, check-clarify-close, micro-recoveries with guests.
You’ll see who is already leading, not just hoping.

If you’re building a middle-management pipeline for 2026, DM me and let’s scope it for your context.

Leadership potential isn’t invisible, it’s unpractised

Training often dies at the lunch rush.
Use on-shift cues that stick at peak.

❌ E-learning that dies at peak.
✅ Two-line prompts managers can use at 12:30.

❌ One-size modules.
✅ Sector examples: queue flow, top-10 stockouts, tour-bus arrivals.

❌ “Forever” changes.
✅ Bounded experiments: next 30 minutes, this service period.

Fallout → Skills don’t transfer to the floor.
Fix → On-shift practice with buddy circles and manager check-ins.

Because we measure behaviour, not attendance, leading indicators move first: briefings run, feedback given, conflicts de-escalated.

If you want a copy of the 90-day Emerging Leader Sprint, reply “90 days” and I’ll share it.

Training that survives the lunch rush

Every year, the same rush: deadlines, reviews, budgets, holidays.
This year is different. Managers aren't just stretched. They're structurally overloaded.

20–40% more direct reports. Increased pressure from above. Reduced support below.

❌ Leaders falling to their level of exhaustion.
✅ Leaders falling to their level of clarity, capability, and support.

When companies give managers structure instead of stress, performance becomes predictable again.

One clear message. One aligned set of priorities. One consistent rhythm.

The year-end crunch will come. The question is whether your managers finish it steady or strained.

The Gallup report has been stuck in my head for weeks.
We keep talking about engagement like it lives in HR.
It doesn’t.
It lives in the P&L.

In service businesses, low engagement shows up as:
❌ Turnover in the teams you can’t afford to lose
❌ Basics slipping, complaints rising
❌ Supervisors firefighting instead of coaching
❌ Sales and ops pulling against each other
❌ Mid-level leaders burning out quietly

None of that is “soft.”
All of it is expensive.

In hotels and other service organisations, you feel disengagement in:
❌ Overtime and replacement costs
❌ Guest scores and online reviews
❌ Missed up-/cross-sell and retention
❌ Managers checking out months before they resign

✅ Here’s the truth we skip: engagement is a leadership issue long before it’s an HR metric.

When leaders at every level know what matters, why it matters, and how to bring people along, engagement becomes a commercial advantage, not a slide in a report.

Treat it as a financial lever, not an annual survey.

Flattening your org chart didn't remove work.
It crushed your managers.

Korn Ferry's data: 20–40% more direct reports. Same resources. Two-thirds overwhelmed.

❌ Shorter communication. Reactive coaching. Micromanagement disguised as "follow-up."
✅ Clarity on priorities. Aligned expectations. Actual time to lead.

The middle layer holds your business together. When they break, everything downstream breaks with them.

If your managers are stretched past capacity, the problem isn't their resilience. It's the system around them.

Low engagement tracks messy first-line rhythm.
Lock a cadence with ready agendas and scripts.

❌ Inconsistent huddles, unclear roles, shifting priorities mid-shift.
✅ Standard stand-up agenda and visible task allocation.

❌ Silence around small errors.
✅ Normalise learning: one error shared, one fix each week.

❌ Escalate every friction.
✅ Peer scripts for simple performance and tone issues.

Fallout → Rumour, rework, repeat complaints.
Fix → Six sprints that turn “nice ICs” into dependable coordinators.

Because managers can’t design from scratch, we include templates, scripts, and a promotion-readiness rubric mapped to competencies.

If you want help to implement this across sites, let’s talk about your pipeline goals and constraints.

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The Battle

Helen Sanders

Jeff Ross

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taplio

The Battle

Helen Sanders

Jeff Ross

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);}Helen Sanders's LinkedIn Performance

Performance ScoreJeff Ross's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreHelen Sanders's LinkedIn Performance