*Best HR and Employment Law Consultancy in London 2024*

An executive award winning Human Resources & Employment Law consulting firm.

We work with employers on preventative measures to avoid employment claims being brought against them, also with employers who value their employees and are committed to bringing the best out of them to drive innovation and success for their business. 

Complying only with employment laws never kept employers out of tribunal courts, right? However, being ETHICAL does. Our approach to HR is strategic and puts the human back into Human Resources via evidence-based HR practices, and that’s what sets us apart from others.

Our unique pricing structure ensures you pay for the value and impact of our HR approach as opposed to an off-the-shelf solution. Our Tier 3 'in-house out sourced HR' costs just under the cost of a national minimum wage salary, for top level expertise. 

HR Habitat is a leading consultancy and a thought leader in the space with features in BBC publications and BBC radio, Telegraph, Startups.co.uk, People Management, HR Grapevine and more. 

www.hrhabitat.co.uk
Info@hrhabitat.co.uk 
0330 133 5088


​

Tina S. Rahman

Manager: It's the 4th time he's made this mistake! Can we sack him?

HR: No, we need to go through a fair process to address this. 

Manager: He's taken too much time off work and doesn't seem connected.

HR: So, is it a performance issue or attendance issue?

Manager: Can we just get rid?

HR: Have you informally raised concerns about his performance?

Manager: No, I assumed you're there to dismiss should this happen?

HR: Absolutely, if you want a first class ticket to Tribunal.

__

HR exists to resolve matters, retain good talent and prevent issues. Not to sack people the very moment you perceive there's an issue.

And your policies are only as good as leadership perception and application.

Sure, you may not always know when to report issues to HR.

But if your HR isn't keeping communication channels open and allowing for feedback loops with you, you're going to get an answer you don't want.

So, here's a step by step process you can follow now to avoid issues becoming detrimental;

→ Have a clear disciplinary and capability policy: ensure wording removes any unconscious gender biases associated with performance and attendance, for example

→ Publicise your policy: it's no good sitting on the intranet. In some cases, you may have to prove you have distributed them to all

→ Address issues early: follow our LEAF framework to deliver instruction in a way that will be heard and followed. We have a free module available as part of our wider leadership program - sign up here to get it for free https://lnkd.in/eEPWbNJx

→ Get your HR involved: Don't wait for a fire, nor the smoke. HR is your sounding board, your voice of reason. Utilise them.

→ Document everything: Don't make accusations you can't back up.

And from there, we can take care of the rest.

We might just hand you back a fully engaged and motivated employee.

It's not magic. 

It's HR. 

Want to chat - book a call straight into my diary here: https://lnkd.in/eatJrPBu

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

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Amanda O'Hare | LinkedIn

Founder, CEO. Uncovering the hidden Gender Perception Gap affecting both men & women- in everyday HR + leadership decisions *All Inclusive HR Dept for Less Than Minimum Wage*

Manager: You're not ready for the promotion, yet.
Employee: What am I missing?
Manager: Errmmmm...

Employee: What is the criteria being measured for the position?

Manager: Drive. Ambition. Leadership.

Employee: How are you measuring this?

Manager: I've been doing this a long time, I know when someone is ready for a promotion - you're just not quite there.

___

You're thinking - this is a very common leader-subordinate conversation.

You see it all the time.

Perhaps you've said these words to someone on your team before.

You go ahead and offer someone else the role.

But what you don't see is the damage your decision just made.

As HR, we won't make promotion decisions for you.

But what I will tell you is this - your decision is biased.

You have a perception of the perfect candidate for the promotion. And sure, maybe the other person is a good choice.

But here's where you created risk:

You don't have a clear process for measuring promotion readiness→ you're probably just looking at financial data

You don't have a clear reason for rejection → it just reeks of favouritism of another employee

You failed to objectively describe what you're looking for in a suitable employee → you've just diluted your authority by showing obscurity 

Yet, most people in leadership face difficulty having these conversations-

And in many of these case when we apply our proprietary Gender Equity Diagnostic...

we find hidden, unconscious connections to gender biases in your decision making. 

A gap you never knew existed.

It's no wonder sex discrimination claims are on rise - because nobody knows their doing it!

So, here's a process I want you to follow to avoid biases in your promotion decisions;

→ Introduce a promotions and development policy: ensure you refer the company's endeavours to prevent gender biases in decision making 

→ Consider what criteria will be scored: avoid any metric that would immediately pose a detriment to all men, or all women

→ Remove gender tags and employee names: judge on meeting notes/CVs only

In doing this - you're not just 'being compliant'-

You're shaping that magic C word (culture) that everyone seems to know everything about but never how to create a positive one.

If you want to be heard, be influential and be seen as a confident decision maker - 

go a step further and spend just a few minutes watching my FREE video course available here https://lnkd.in/e_kr4HFz on how to do just that.

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

Founder, HR Habitat: Uncovering Hidden Perceptive Biases (affecting both men + women) in Everyday People Management Decisions. *All Inclusive HR Dept for Less Than Minimum Wage*

"Can we postpone your performance review, something came up?"
Congratulations. You just diluted your authority.

Sound familiar?

This is your work-life biography of all the 'innocent' things you've said to your team-

and they've cost you

without you realising.

→ "Can we postpone your performance review, something came up?"

Congratulations. You just diluted your credibility. 

→ "I've been made aware of some issues about your performance" 

You're accusing, not asking. You sound insecure and unsure.

→ "The client was so happy with the report!"

Ok, great, but were YOU, the manager happy?

And if so, why not express it? It's borderline a toxic trait.

→ "How can I help you with your mental health?"

Wrong question. You're expecting them to do YOUR job. 

Ask what barriers are they are facing, and then do the work to remove them.

→ "Sure, work from home if you want"

Really this means they haven't the slightest chance of being put forward for the next promotion due to the implicit biases you have about remote workers...

...(often gender biases since more women work from home).

See, small actions are a mirror to your management abilities. It's the window to your subconscious perceptions about people at work.

Even if you can't see it. 

It's why so many employers argue "I'm not gender biased" when they have been accused of sex discrimination.

Because bias, particularly gender bias, is easy to perpetuate, hard to spot, and lives in all parts of people matters - 

Even that performance review you've had to postpone. 

So, to prevent 'small actions' from being seen as biased, here's what I want you to do;

↳ Check the policies first: most managers have no idea they exist. Ask HR what they mean and what your obligations are. 

↳ Assess before you address: Would it really impact anything detrimentally if you attended the performance review? 

If so, address it, tell your team member. If not, don't postpone.

↳ Put people strategies and business decisions through our proprietary bias diagnostic: 
this should be normal practice to find hidden biases in your everyday leadership actions (register interest here https://lnkd.in/eY25nS4g) 

If you want to be heard,

be an influence,

and be seen as a confident decision maker - 

go a step further and spend just a few minutes watching my FREE video course available here 𝗵𝘁𝘁𝗽𝘀://𝗹𝗻𝗸𝗱.𝗶𝗻/𝗲_𝗸𝗿𝟰𝗛𝗙𝘇 on how to do just that.

The power of consciously leading cannot be underestimated.

It's the key to being seen, heard and influential with the rise of discrimination claims we see today.

_____

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.

𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.
𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

"You had a miscarriage? That's no reason to take time off".
That's what my boss told me, ten years ago.

Not in those exact words. But in worse ways. 

He said it through his actions, behaviour and decisions. 

Ten missed calls, seven WhatsApp messages and eight emails. 

All dismissing my experience, my medical condition, and worst of all - 

threatening to force me back into work before I was ready. 

Fast forward a few years, in another job, I was told I would be promoted to HR Director.

I shared my pregnancy with the Board - the best bosses I ever had, I might add.

Do you think they celebrated? 

Not a chance. 

They shut me down, refused to speak to me, and hired someone else-

Even though the role was promised, even though I had the respect of my team and manager. 

My manager there was the best I’d ever worked for. 

So, what went wrong? 

I asked myself the same question over and over. 

I had difficult conversations, pushing for fairness for everyone else;

For women with bad periods, men doing school runs. 

And then I saw the pattern. 

The ‘best boss ever’ had biases lurking in the background. 

Biases rooted in gender. 

The man passed up for promotion because he had family responsibilities - because ‘men don’t do school runs’. 

The woman dismissed because she should ‘just work harder’ despite suffering a real female health condition. 

This isn’t just about individual cases. 

It’s about recognising the unconscious biases embedded in leadership perceptions. In all our perceptions. 

It’s about fighting for fairness, not just for women, but for men, too. 

Ask yourself- 

Are we really doing enough? 

Or are we just pretending? 

Or worse, are you waiting for an employee to take you to court claiming sex discrimination before tackling the very issues you have?

You'll never see it coming.

Because, how can we factor in gender perception biases if we don't know we have them?

How can we make genuine change of all we do is react to these issues instead of choose to be better leaders?

It’s time to challenge the status quo. 

The leadership program I created does something no other program does.

While I teach you all things traditional leadership, we tackle it through the lens of perception bias.

Because only then will we see a change. 

Register your interest here https://lnkd.in/eEWWybdG (cohort from Jan 2026). 

For some immediate insight on your current biases you don't know you have , take my 2 min scorecard now https://lnkd.in/eSsM-XeH.

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

He said, "need to leave work at 2pm for school runs"
A week later he's called in a 'performance chat'

The thing is-

I believe you. You have concerns about his performance.

But the Tribunal won't.

Here's what happened;

You asked him to complete a report - it wasn't done.

You gave him extra time - you received a half hearted effort.

Then - you get that email about leaving early for school pickup. 

But here what I see, that you don't;

You asked him to complete a report → but you didn't specify deadline/purpose

You gave him extra time → without understanding what a reasonable extension was

He emailed asking to leave early → you used that as an excuse to address performance

Because when you don't address issues timely, you're being biased. Plain and simple.

How? 

You're creating a systemic difference between what the policies state about managing performance and how you react to those concerns.

You're magnifying that people are treated inconsistently, therefore unfairly.

And what's worse - your actions prove a hidden gender perception bias against men who do school pick ups.

I mean, why else did you wait until that point to address the unfinished report?

And let's be honest-

The unconscious (or perhaps conscious) perception is that mums do school rounds. Not dads.

And therefore, your actions will consciously allow women reasonable adjustments to allow for childcare responsibilities...

And unconsciously treat men differently in the same circumstances. 

So, when a client approaches me and says "we have a performance concern"

I'll believe you.

And I'll run the matter through our IP'd GED tool (Gender Equity Diagnostic) too, to find those hidden, invisible gender biases that are treated as sex discrimination claims in Tribunal....

As I always say-

You may not intentionally treat a man or a woman unfairly - 

but your subconscious gender perceptions about people will result in unfair treatment. 

Do better in 2026.

Start now- take my 30 second scorecard for a free report on all areas we can help you find those hidden biases https://lnkd.in/eSsM-XeH

Two identical sickness texts. Two completely different judgments.

One text is from a man. 

The other, a woman. 

The immediate thoughts are that you expect it from her, because you know….”women’s issues”. 

But coming from him- 

He’s a man. He’s got to “suck it up”. “He’s not committed to work”. 

See, we all have gender biases. 

And often, we don’t know we have them. 

Because they live deeply imbedded into our subconscious minds-

The part of the mind that contains your thoughts, ideas, and perceptions that you’re not consciously aware of……

but still influences your behaviours and decisions. 

Gender biases are amongst those hardest to spot because it’s also deeply ingrained in social norms. 

It’s often systemic.

As leaders and managers, you can’t account for what you don’t see. 

Yet, those bias judgments shape your reactions. 

And you’re busy following sickness protocol to ensure you’re acting lawfully. 

You call HR to make sure you sent the correct text response. 

You note the absence dates in the time management system. 

You think you’ve done it all correctly.

Until someone accused you of gender bias.

See, managers rarely consider biases they can’t see, because they think it just doesn’t exist. 

A great leader can scrutinise their own ideas, perceptions and decisions. 

It takes you from good to great. 

From just scraping lawful compliance to imbedding it in practice. 

We all have a choice. 

Ready to consider how your gender biases impact the next people decision you make? 

Start by taking my free 60 second scorecard with a short series of yes/no questions. https://lnkd.in/eSsM-XeH

You get an immediate free report of findings and my team and I will send you a free e-book filled with leadership frameworks and strategies you can follow today that will help you eliminate hidden perception biases in your decisions.

tribunalsafehr.scoreapp.com

Would Your Current HR & Leadership Practices Survive a Tribunal?

She texted "I'm too sick to come to work today". She LIED to you.

You receive this text at 7am...

you know it's a sickness text before you even open it.

She has endometriosis, she's poorly today, won't be in, it says.

You immediately roll your eyes thinking "we have a important project on"

but then proceed to texting back "no, worries, sorry to hear it, get well soon!".

You know you responded appropriately.

But, when she returns to work you...

⇾ take her out of email chains (incase she's off sick again)
⇾ give her portion of the client deck to someone else so no deadlines are missed
⇾ forget to log her sickness dates into the HR system, because it's so busy

A week later she asks why you treated her 'differently'.... 'unfairly'.

You're shocked. You did everything by the book.

You CONSCIOUSLY text a reasonable response.

And another week later she's sick again - this time, the flu.

But really -

she feels undervalued.

Dismissed.

She's disengaged.

Not because of the flu, but because you created invisible barriers where she can't be who she is - a woman with endometriosis. 

Because here's what you don't see.

You are biased. Specifically, gender biased. 

Because-

taking her out of email chains
isn't contingency planning → it's ignoring her female health issues

giving her deck task to another team member
isn't filling the absence gaps → it's telling a woman she's not capable

forgetting to log her sickness
wasn't by accident → it's inconsistent record keeping resulting in barriers connected to her condition

You didn't deliberately discriminate. 

but it happened - systemically.

You unconsciously allowed a system to play out differently for her than you would for a male employee.

And it stems from your unconscious perceptions of how men and women are managed in absences, performance etc.

The bias is hidden. Unintentional. Invisible. 

And this proves my philosophy-

that everyday people management matters are subconsciously perceived/approached differently depending on gender.

These unconscious perceptions shape our decisions.

Therefore, those decisions are, gender biased.

And it doesn't just affect women. It affects men, too.

So, unless you're assessing impact to both men and women on ALL your people decisions-

You will find that that's biases in your actions. 

If you have anything to do with managing people, you'll want my free video module on giving bias-free feedback/instruction to both men and women in the workplace.

Let's start there. Get it here https://lnkd.in/etHrWiuN 

____

𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗜’𝗺 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗱.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.


s

Cr8core labs

Accomplishments include:
• Led the end to end UI/UX design of Cre8core labs, a platform that connects talents, built during a Web3 hackathon on Base L2
• Designed interactive prototype in figma that reduced on parsing time by 30% for new users.
• Applied Web3 design best practices including wallet integration UX and token-gated content.
• Delivered a fully responsive website.

Tools: Figma, Base L2.

Focus areas:

Web3 UI/UX design, cross-functional team collaboration

Product Designer - Cre8core labs

Demland properties

Accomplishments include:
• Designed and developed a custom figma landing page for a Nigerian real estate agency
• Focused on clean layout structure, and strong call to action flows
• Implemented responsive design to ensure seamless performance across desktop and mobile 
• Collaborated directly with the founder to align visual design with the company’s  brand.

Tools: Figma, Adobe illustrator, Notion

Focus Areas: User flow, Interaction testing, User research

UI/ux Designer - Real Estate Design

Passion Garden

Accomplishments:
• Designed an end to end web experience for a creator first subscription platform inspired by only fans 
• created adaptive wireframes and high fidelity mockups for the dashboard, profile and payment pages.
• prioritized privacy, intuitive navigation, and mobile responsiveness to enhance creator trust.
• Conducted user research with early adopters to validate design assumption and iterate on feedback.

Tools: Figma, Adobe illustrator, Freepik, AI 🤖 


Focus areas: 
Responsive layout, Web Ui, UX Research , User flow

UI/UX Designer - Passion Garden

Dedicated result-driven UI/UX Designer with  3 years of experience and a strong foundation in designing accessible products across Fintech, E-commerce, Crypto, Real estate, Agrotech and a lot more. I have worked with multiple brands & startups to design products that tell there stories thereby increasing their conversion rate.

My core competence: 

UX Research, Usability testing, Wireframing, Prototyping, Interaction & Motion Design, Style guides, Consistent Ui patterns.

Tools: Figma, Adobe Illustrator, Rive, Wordpress, Shopify, Framer

I excel in creating intuitive, easy to navigate and engaging designs, leveraging my skills to enhance user satisfaction.

Animasahun Ayomide

𝗜 𝗪𝗲𝗻𝘁 𝗤𝘂𝗶𝗲𝘁. 𝗛𝗲𝗿𝗲'𝘀 𝗪𝗵𝘆.

If you noticed I disappeared from here, you're right.

And I'm not going to make up some professional excuse about "being busy with client work."

The truth? Life was happening.

I was house hunting in Lagos. And if you know, you know the agents alone will show you shege.

Running around, dealing with inspection after inspection, following up on leads that went nowhere, getting ghosted after paying registration fee to agents.

All while managing a project with a deadline so tight I barely had time to breathe.

I was burnt out. Exhausted. 

And somewhere in the middle of all that chaos, I realized something:

I couldn't keep forcing myself to "show up" online when I was barely showing up for myself.

So I stepped back.

Not because I wanted to. But because I had to protect my mental health.

Content could wait. My sanity couldn't.

But here's the good part, I finally found a place. 

Set up a workspace I'm actually excited about. And now I'm back.

Not perfect. Not fully rested. But better.

Sometimes the best thing you can do is give yourself permission to step away until you're ready to come back properly.

This is me coming back.

And I must confess 😁I am loving my new workspace setup🤭

Have you ever had to choose your peace over your productivity? How did it go?

#MentalHealthMatters #BurnoutRecovery #DesignerLife #WorkspaceSetup #LagosLife #Productivity #SelfCare #FreelanceLife #DesignCommunity #RealTalk #WorkLifeBalance #Comeback #UIUXDesigner #CreativeProcess #HonestyInBusiness

Expert Mobile App and Website Designer for Web2 & Web3 || Expert no code developer (Shopify & Wordpress) || I help founders & startups with designs that converts || Check out the link below to view some of my works.

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𝗪𝗲'𝗹𝗹 𝗕𝘂𝗶𝗹𝗱 𝘁𝗵𝗲 "𝗡𝗶𝗴𝗲𝗿𝗶𝗮𝗻 𝗩𝗲𝗿𝘀𝗶𝗼𝗻" 𝗕𝘂𝘁 𝗪𝗼𝗻'𝘁 𝗣𝗮𝘆 𝗡𝗶𝗴𝗲𝗿𝗶𝗮𝗻 𝗗𝗲𝘀𝗶𝗴𝗻𝗲𝗿𝘀

I need to say this because I'm tired of pretending it's not an issue.

Nigerian startups love to copy foreign products.

"We're building the Uber for X."
"We're the African Airbnb."
"Think Stripe, but for Nigeria."
Cool. I respect the hustle.

But here's what gets me:

These same founders who study every pixel of foreign products, who want their UI to look "just like" Silicon Valley apps, who benchmark against international standards...
Will look you dead in the eye and say your pricing  is too much for a full product design.

The same design they're comparing to Figma, Notion, or Revolut.

They'll study how Stripe designed their dashboard for months.

Then tell you your price for designing theirs is "too expensive."

I've sat in calls where founders show me foreign apps they want to copy.

"We want it to look like this. Feel premium. World-class."

Then the budget conversation starts and suddenly:

"But we're a startup. We don't have much. Can you do ₦200k?"

₦200k. For a "world-class" product.

Meanwhile, they'll happily pay foreign developers $3k-$5k for backend work.

But Nigerian designers? "You people are too expensive."

Here's the painful truth:

We don't value what we have locally until someone abroad validates it.

A founder will hesitate to pay a Nigerian designer ₦200k.

But will fly out for a conference and pay a foreign agency $2k just for a consultation call.

Same quality. Different passport.

I'm not saying every startup is like this.

Some founders genuinely value design and pay fairly.

But too many operate like this:

→ Copy foreign products pixel by pixel
→ Want "international quality"
→ But only want to pay "my brother price"
You can't have champagne taste on zobo budget and expect designers to just accept it.

If you're building the "Nigerian version" of something:

Pay Nigerian designers properly.

Don't study foreign products for free, then lowball local talent.

If the design is important enough to copy, it's important enough to pay for.

Am I wrong? Let's have this conversation.

#NigerianTech #StartupCulture #DesignIndustry #NaijaDesigners #TechInNigeria #DesignBusiness #FreelanceNigeria #RealTalk #AfricanTech #StartupReality

𝗦𝘁𝗮𝗿𝘁𝗲𝗱 𝟮𝟬𝟐𝟱 𝗪𝗶𝘁𝗵 𝗔𝗶𝗿𝘁𝗲𝗹 𝟱𝗚. 𝗘𝗻𝗱𝗶𝗻𝗴 𝗜𝘁 𝗪𝗶𝘁𝗵 𝗦𝘁𝗮𝗿𝗹𝗶𝗻𝗸.

I've been using Airtel 5G since the beginning of this year.

And honestly? It's been frustrating.
Some days it works fine. Other days, I'm sitting there refreshing like my life depends on it.

The problem isn't that it's always terrible.
The problem is that it's unpredictable.
I'll be in the middle of work uploading files, on a call, downloading assets and it just cuts out.

Then I'm stuck waiting. Restarting my router. Switching to mobile data. Hoping it comes back.

And when you're working with deadlines? That uncertainty is exhausting.
I've had to reschedule calls because the connection dropped mid-conversation
.
I've watched upload progress bars freeze at 87% and fail.

It's not even about speed anymore. It's about reliability.

And Airtel just wasn't consistent enough for me to rely on.

So I finally did what I should've done months ago.

I got Starlink V3.

Not because I wanted to flex. Not because Airtel is completely unusable.

But because I'm tired of my internet being the reason I can't work properly.

I'm tired of explaining to clients why I'm late or why the call keeps dropping.

I'm tired of planning my day around "will my network cooperate today?"

Starlink isn't perfect either. Setup took some effort. It's not cheap.

But the difference?

I can actually work without wondering if my connection will hold up.

No more mid-call drops. No more upload failures. No more uncertainty.

Just stable internet that lets me focus on the work instead of fighting with my tools.

Swipe to see the before and after.

#Starlink #Nigeria #FreelanceLife #RemoteWork #ProductivityTools #DesignerLife #WorkFromHome #NigerianFreelancers #InternetInNigeria #ReliableInternet

POV: your client thought you are working this Saturday 

Spoiler: I am not😂

If you have ever done this 👇let’s know in the comments section 🤣

Happy Saturday frens

#Designer #designerlife #freelance #creativelife #designhumor #uiux #designcommunity

𝗪𝗵𝘆 𝗗𝗼 𝗠𝘆 𝗗𝗲𝘀𝗶𝗴𝗻𝘀 𝗔𝗹𝘄𝗮𝘆𝘀 𝗟𝗼𝗼𝗸 𝗪𝗼𝗿𝘀𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗠𝗼𝗿𝗻𝗶𝗻𝗴?

I've been designing for years and this still happens.

I'll be working late not because I want to, but because deadline pressure or I just got into flow state late at night.

I'm selecting colors, adjusting spacing, moving elements around.

And at some point, everything just looks okay.

Then i lean back, look at the screen, and think "Yes. This is it."

Save. Close laptop. Sleep.

Next morning, I open the file to export.
And immediately: "everything starts looking off.

The color I chose looks harsh. The layout feels unbalanced. That font size I was so sure about? Too big.

It's not that the design is trash. It's just... not what I thought it was.

And the frustrating part? This keeps happening.

I don't have a clean solution for this.
But I've learned to just not trust my late-night judgment anymore.

If I finish something at 1AM, I know I need to check it again in the morning before I send it.

Sometimes it's fine. Sometimes I catch things that would've been embarrassing to send.

Your brain at night is working differently. 
You're tired. Your eyes are strained. Your judgment is off.

That "this is perfect" feeling? It's usually exhaustion disguised as satisfaction.

So now I just accept it:
Late night work is equal to morning review. Always.

No exceptions.

Does this happen to you too or is it just me overthinking?

#DesignerLife #DesignStruggles #UIUXDesign #DesignProcess #LateNightDesign #DesignerProblems #RealTalk #CreativeProcess #DesignCommunity #RelatableContent

𝗪𝗲𝗹𝗰𝗼𝗺𝗲 𝘁𝗼 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿.

31 days left in 2025.

Time to finish what I started instead of planning what's next.

Let's make this month count.

How are you starting December?

#December #NewMonth #2025

Made a crazy decision a few months ago.

Had an IG with 2K followers but they weren't my audience. So I started from scratch.

I created a new account with zero followers. 

Posted design content consistently. Got zero engagement for weeks.

Recently posted something I almost skipped because i was unsure whether i should post it or not. Posted it anyway.

And guess what, that became my first viral post.

Engagement went crazy.

Still don't have many followers but learned this:

Stop waiting for validation. That thing you're hesitating on? Just try it.

You won't know until you do. 

PS: Is it your First time here? Welcome 👋🏾

I’m Ayomide, Product Designer & No-code developer.

I help bring your ideas to life with clean, user-first design.

taplio

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Tina S. Rahman

Animasahun Ayomide

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The Battle

Tina S. Rahman

Animasahun Ayomide

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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);}Tina S. Rahman's LinkedIn Performance

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