Rosie Webb

𝗔𝘃𝗲𝗿𝗮𝗴𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗲𝗮𝗺𝘀: "I think we have higher number of leavers in autumn" "Our external workforce costs are increasing" "We are slightly over budget" 𝗚𝗿𝗲𝗮𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗲𝗮𝗺𝘀: "We expect 5 leavers in September and we have only published 2 job postings yet" "Our external workforce will cost us €54k more in July than in June" "Due to a higher engineering compensation than budgeted, we are 2,3% over budget" 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰𝗶𝘁𝘆 + 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲! If you current workforce control looks like the one below - consider a change ✌️

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The one month countdown is on 🎄🎅🏼 ❄️ And what better place to be this time next month than sat at Christmas dinner with an offer from one of these 🔥 opportunities ready to start in Jan 🌟 1️⃣ 🦄AI powered platform helping businesses to write & win bids and proposals faster 💫Business Development Representative opportunity 🌏London based (Angel) 🤩3-4 days in the office weekly 💸£35,000 basic + £17,500 commission Y1 🚀Series A & B funded 🙌1:1 partnership with Account Executive 2️⃣ 🤩🤩Ambitious SDRs - no experience required🤩🤩 🏆LinkedIn Top UK start up 2024 🤝Customer engagement SaaS platform helping companies grow faster 🚀Series A funding & growing FAST 🌎Beautiful Liverpool Street office 💫Fun, collaborative team (free Deliveroo Fridays!) 🏝️Bi-Annual company trips 🎓Annual budget for YOUR training & development 🧘‍♂️Wellness budget 🔥Work with an impressive Founder & SDR leader invested in SDRs 🤑£35,000 + £15,000 OTE + stock options 3️⃣ 🚀 Financial news organisation focusing on international capital markets 💰£30,000 basic + £15,000 commission Y1 🏆Clients include: Blackrock, JP Morgan, Morgan Stanley & Natwest 👀 SDR's have moved into Head of New Business & SDR Team Leader roles 👂Training and development directly from the CEO 💪 30% year on year growth 4️⃣ 🙌 Senior Sales Development Representative 📍London, 3 days hybrid 💸 £40K base + £15K OTE ‼️You need 1 year SDR experience to apply 💪Company founded by previous tech entrepreneurs who sold their last company for £100 million, and yes! Stock options are on offer! 🤖Conversational AI platform - a very buzzy and buoyant market at the moment due to the pace of technological advancement 🏹 Help to spearhead the SDR function and grow with the business ( currently 30 people, series A funded ) Drop me a message to find out more or to apply 🌟

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Borrow high potential talent from awesome UK brands whilst going HALVES on salary 🙌 External rotations in non-competing sectors are the perfect way to engage and develop high performers when budget, promotions or internal moves are unavailable - plus they still reduce salary costs by 50% (meaning.. no L&D budget needed).. Let me put this into perspective.. ✅ Sign secondment agreement ✅ Pay half of salary (a fixed monthly invoice) ✅ No employment costs ✅ No extortionate fees ✅ One month notice By joining ditto you gain access to a new, high quality, temporary talent pool otherwise unavailable to you - high performers in perm jobs! #futureofwork #futureofhr #hr #humanresources

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Linkedin displays how many people have applied to a role… Good move or bad move? Sometimes you may see a very high number of applicants and it puts you off sending in your CV, why should you bother? To give you some additional context, I’ve advertised roles that have sometimes had over 500 applicants in some cases. 💡200+ lived outside of the UK, this organisation whilst remote needed UK based workers 💡250+ needed either sponsorship or weren’t eligible to pass a DBS clearance requirement for example 💡From the remaining 60ish CVs I reviewed, only around 10 had the right skill set 💡Of those 10 there was only 4 people that aligned with the role after further discussions (Seniority / experience etc) From 500+ to 4! Next time you see a large number on a role that might just be perfect for you, REMEMBER that your competition is not going quite as intense as you once thought To Quote Alexander the Great.. "There is nothing impossible to they who will try."

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There has been more news recently of potential layoffs (Intel Corporation, Dropbox and Volkswagen to name but a few). This is sad news but what strikes me even more are some of the comments I hear about hiring candidates who were laid off and the stigma surrounding it. As a friendly reminder, the role was eliminated, not them. - It doesn’t define the person. - It doesn’t mean they were a poor performer. - It doesn’t diminish their value. If you’re not shortlisting folks for having been laid off, you are likely missing out on great talent. Those laid off develop resilience, character and adaptability. A layoff is a chapter, not the story. Hiring should be based on skills and character, not circumstance. https://lnkd.in/ekaHTSyY #hiring #layoffs #jobsearch

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How important is diversity & inclusion to you in the workplace? A lot of start ups talk about diversity & inclusion, and I do believe they have best intentions to diversify when hiring. But, we've partnered with a start up in London who aren't just looking to tick a box But proactively targeting themselves on building a diverse engineering team. So we encourage anyone to apply regardless of your protected characteristics. They believe that every problem their clients have can be traced back to data. So you'll contribute to a scalable SaaS platform that's designed to fuel and encourage secure data sharing between companies who share a high level of compliance and governance. Whilst this position is fully remote, they aim to have an office within 12 months, so the closer to London the better. To thrive here, you'll need to be a full stack developer using Python/Typescript/AWS - and have an interest in AI & Data. The majority of their clients are public sector, so you will need to be a UK citizen for checks (and maybe clearance). Meaning if you're not a UK citizen, or require any sponsorship, sadly we won't be able to consider you for this role. Check out the full advert below. Happy to share a job description with anyone that hits the criteria 👇 https://lnkd.in/eweemKKJ

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One of our first clients in the UK hired a part-time virtual assistant (va) through motively.io. Recently, they moved this va to a full-time role, and even promoted them, after seeing the impact they were making. This is what happens when you find the right people. They don’t just fill a role; they grow with the company, even if they’re thousands of miles away. Hiring remote talent from underexplored talent markets isn’t about just getting tasks done. It’s about finding talent that can adapt, contribute, and stick around for the long haul. If you’re looking to build a remote team that grows with you, let’s chat!

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"What Elizabeth has created here is SO needed in the world of recruitment and beyond, and I would advise any companies looking to move to a flexible/remote/part-time model to use Elizabeth and the team at Investing in Women!" Feedback like this makes my day! If you want to try Investing in Women's revolutionary recruitment services for your own flexible, part-time and remote jobs - and save on average 90% vs recruitment agency fees, get in touch! Flexible jobs are our speciality and we have 1000s of candidates in our network looking for an inclusive and forward-thinking employer. And even better news - I found out today that one of the candidates shortlisted for the role has just been offered the job! 🥰 #testimonial #recommendation #jobboard #recruitment #parttimejobs #flexiblejobs #remotejobs #workfromhomejobs

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✨ Obligatory EOY Wrap Post ✨ We can't believe it’s been nine months since Talent Included came to life in April 2024? What started as a dream has grown into a mission-driven consultancy—and what an incredible journey it’s been! This year, we’ve had the privilege of partnering with amazing clients, refining our services, and delivering real impact as a trusted end-to-end EDI advisor. Whether building strategies, embedding inclusive practices, or helping organisations grow their DEI teams, every project has reaffirmed why this work matters and why we love it so much! Some highlights from the year: 🌟 Helping organisations kick off their EDI journey with strategies that hold up to scrutiny. 🌟 Supporting clients to maximise shrinking EDI budgets and secure executive buy-in. 🌟 Designing inclusive recruitment frameworks that embed equity. 🌟 Growing DEI teams by hiring inaugural leads and expanding existing ones. Along the way, we’ve connected with over 250 of you in 1:1 conversations (gulp) and delivered workshops and webinars on: 💡 Enhancing competitive advantage through EDI 🤝 Unlocking team performance through EDI 🌟 The business case for Inclusive Recruitment And 2025? It’s going to be even bigger! We’re gearing up to: ✅ Exhibit at the D&I Leaders Conference in April (come say hi!). ✅ Launch EDI Mastermind sessions to share knowledge and spark action. ✅ Deliver recruitment and culture change programmes across multiple sectors. ✅ Complete new diagnostics and strategy projects. ✅ Expand our recruitment pipeline to better support clients’ needs. To everyone who has supported us—thank you! Your trust and encouragement you have kept us going when the self doubt kicked in! We’re taking two weeks off to rest and recharge, but we can’t wait to return, ready to continue building workplaces that are accessible, equitable, and inclusive for all. Wishing you all a joyful and restful end-of-year break! 🎄 Peace out ✌ #DiversityEquityInclusion #EDI #InclusiveWorkplaces #TalentIncluded

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CEO appreciation post! ⭐   Throughout the year, Gavin Speirs has shared many posts spotlighting the incredible team we have here at Solutions Driven   Well, I thought it was time to turn the spotlight back onto him for a change! 😊   At Solutions Driven, we use Donut—a brilliant Slack app that randomly pairs team members for 15-minute virtual catch-ups. It’s a fantastic way to stay connected and truly get to know each other, especially when working remotely. 🍩   Last week, we received our annual summary of Donut usage, highlighting some amazing stats on how the app has brought our team even closer together.   What I found truly inspiring was that Gavin topped the leaderboard, completing the most Donut sessions across the team! 🙌 🎉   It’s not just about the numbers—it’s about his commitment to fostering connections. These 15 minutes may seem small, but they build and strengthen relationships and remind us that we’re more than just colleagues—we’re a team. 🤝   We’re so lucky to have a CEO who leads by example, taking the time to engage with every member of the team. His genuine interest and involvement inspire us all to prioritise building connections, no matter where we’re working from. 🤗   Here’s to more chats, laughs, and connections over a cuppa! ☕ 💬   #TeamSolutionsDriven #RemoteWork #Leadership #EmployeeExperience #MoreThanAHiringPartner

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From start up to scale up to exit! Did you know FIFTEEN WEST support businesses from set up to exit? 🇺🇸 This week alone we have sent our FREE guide on setting up in the US to 4 new clients embarking on their journey Feel free to tag someone below who you think might need this! 💲We are also advising 2 businesses in tech and energy recruitment on their investment strategy 📆 We are also advising 1 founder on his exit plan! 🎯 We are working with senior leaders in our industry matching them with private equity backed opportunities to scale and grow. Helping the recruitment industry grow and realise value is complex, fascinating and rewarding! Watch this space - exciting announcements coming! #businessadvice #investmentstrategy #exitplan

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☁ As the dust settles from Agentforce World Tour in London earlier this week, I've taken to time to reflect and think about what it might mean for the Trailblazers in the Ecosystem both here in the UK and further afield. From the conversations I had with Partners, Endusers, Technical and Functional, it was clear that everyone is genuinely excited about Agentforce and it's potential. 👏 What was also clear was that there was uncertainty. ♥ People seemed to love the "end product" but the pathway to get there isn't so clear. There is work to do. And a lot of it. ⚒ Who, how, where and what exactly this looks like, was a question that garnered several different responses. 🏎 Some wanted to implement right away, believing their current platform was ready. Others saw Agentforce in the distant horizon, understanding that lots of changes, technical and operational, would be needed before even considering AI as part of the everyday business process. What was clear from all, was that everyone will benefit from more information. This will come in many forms. 💻📩💿 Live trials, real world experience, test cases, Customer and Agency feedback and so much more. ☁ Here at Cloud4Solutions we going to be talking to our extensive network and collating information with a view to helping Agentforce and AI move into the mainstream. So, give us a follow and stay tuned for regular news, articles and real-life experiences from the Humans moving Agentforce forward. ⏩ Follow us here Cloud4Solutions !!!! #salesforceai #agentforce #salesforce #cloud4solutions #salesforceexperts 

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Today I'm continuing the conversation on the common myths and misconceptions I hear all too often about working with virtual assistants. I shared my top five in E30 of VPTV (I'll add the link to the comments if you missed that one), so here are the next five I tackle and de-bunk in this week's video: ✋ Myth 1: Virtual Assistants only have basic skills and are suitable for low-level tasks ✋ Myth 2: VAs aren’t as reliable as in-house staff ✋ Myth 3: Communication with VAs is difficult ✋ Myth 4: VAs won’t integrate with my in-house team ✋ Myth 5: Hiring a VA is too expensive Spoiler alert: none of these is true! If you're curious about what it's really like to work with a VA, check out our latest episode of VPTV where you'll learn about the true ROI a VA can bring to your business. ⬇

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Is staff churn a good thing? Across the last couple of weeks I've met up with some of the leading founders/MD's and #Techleaders across the UK. Surprisingly, a lot have agreed that staff churn is a positive thing for their business. One owner viewed it as a rocket to space, people are essential on parts of the journey, but as you go faster and further, parts leave and a new area takes on the responsibility. Over the last 18 months businesses have had a lot more stability in their teams because of the #ukeconomy and salaries finally cooling. This meant people are not leaving for those big pay rises during the covid boom and businesses have more stability in their staff attrition than they have done over the last few years. A lot believe this will change in 2025 but this is a positive thing for their business as highlights included; * Unlocking opportunities for people to step up and take on new responsibilities. New growth comes from the loss, just like an established tree falling in the amazon. * Remove staleness and creates innovation. We've always done it that way, moves to lets try this. * With churn, a focus becomes on performance in those departments, increasing outputs, productivity and removing "dementors." * The above improves #talentdensity which is the ratio of high-performing employees to the total workforce in an organization. A focus on doing #morewithless becomes surprisingly achievable. * This in turn creates an environment of excellence and everyone chipping in. Which can create an environment where talented performers are motivated to achieve more as they're alongside other high performers. Productivity is raised and no-one wants to be in the bottom so the new average increases 10x fold. Whats your thoughts? Have you seen this too? Is 2025 the time to thrive?

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🌟 Authenticity > People-Pleasing 🌟 One thing I’ve always believed in: Authenticity will take you places that people-pleasing can’t. In both my personal life and my work at TechCurators, a TC Group Company staying true to this has made all the difference. Real impact doesn’t come from telling people what they want to hear; it comes from delivering value that genuinely matters. At TechCurators, we’re proud to extend this belief to our clients. We don’t cut corners or rush timelines just to win favor. Instead, we deliver quality content, crafted by real experts, on timelines that work for you and your goals. 🔹 Up-to-the-mark content that meets your audience’s needs 🔹 Transparent timelines that show respect and reliability 🔹 Expert-driven solutions that add lasting value From content and course creation to assessment design, animation, curriculum development, skilling, and training – we’re here to be your authentic partner. To all the companies looking for a content vendor who’s committed to real results, let’s connect! 🚀 Or reach out to me at [email protected] Harjas Ifat Akash Ashmi Nandini Akshi Tanvi Pooja Harneet Ridhi Kshitij Rimika Gurkirat Pradyumn Smily #TechCurators #Authenticity #TrueToValues #ContentCreation #SkillDevelopment #TrainingSolutions

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🌱 Navigating Talent in the UK's Energy Sector 🌱 In the face of a skilled labour shortage, UK energy companies are at a crossroads. How do we attract and retain the crème de la crème of talent in such a competitive landscape? 🤔 🔍 At UPP, we've seen the industry's pulse, and here's the lowdown: 1️⃣ **Innovate to Invigorate**: The allure of innovation is undeniable. By investing in cutting-edge projects, firms can attract individuals eager to work on the forefront of the energy revolution. It's about creating a future, not just a job. 2️⃣ **Culture is King**: A supportive, inclusive, and dynamic company culture is non-negotiable. It's the glue that binds employees to your vision and values. We've seen it time and again - when the culture thrives, so do the people. 3️⃣ **Growth Opportunities**: Clear pathways for professional development are a magnet for ambitious talent. Energy companies must commit to nurturing their team's growth, both for the individual's and the organisation's benefit. 🌟 At UPP, our three decades in executive search have taught us that the right leader can transform an entire organisation. In these transformative times for the energy sector, we're not just filling positions; we're engineering futures. 🔄 **Stability Meets Agility**: The energy landscape is shifting beneath our feet. We need leaders who can provide stability yet dance with agility amidst change. Our mission? To find those rare individuals who can steer the ship through both calm and stormy seas. 🔗 **Connecting Talent with Vision**: It's not just about finding someone with the right skills; it's about igniting a passion for your company's vision. That's where we excel, marrying talent with opportunity to fuel the energy sector's growth. The talent shortage is real, but so are the solutions. It's about more than just filling a gap; it's about creating an environment where the best can shine. 🌟 #EnergySector #TalentAcquisition #LeadershipDevelopment

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I feel like my narrative has changed a bit over the last week. I actually feel like i've got more to say around the tech recruitment markets again. 👉 The market is improving. There are unmistakable signs that the market is improving again, certainly up in Scotland. Clients are hiring. Funding is releasing. Startups are gaining investment and theres still a significant skills gap. 👉 People are starting to look for new jobs. As backwards as it sounds, when the market is quiet, applications often drop as people keep their heads down during periods of uncertainty - meaning a lot of the best talent is harder to draw out. Now people are reaching back out about new challenges and that movement will create a chain reaction of hiring. 👉 Recruitment is getting busier. I know from speaking to other tech recruiters who are seeing similar signs. Contract is picking up. Fractional Hiring is resurfacing. Headcount growth is back on the table. I'm also glad its not just myself noticing this. It appears to be across most of my "competitors" as well. And if it follows the pattern of every other downturn - the uptick will be swift and the market will considerably heat up! Lets do this!!!

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As many of you know, I am deeply passionate about supporting all underrepresented groups. This commitment is a core reason behind the creation of #Climb24. Today, I am excited to use LinkedIn to share a special opportunity, thanks to our partners at Leeds City Council: We are offering 30 founders from #underrepresented groups a free ticket to ClimbUK. These founders will also be invited to a pre-event #webinar and an exclusive #investor speed networking session hosted by Investor Ladder (30 companies meet 15 active investors) as part of the event on the 5th and 6th of May in #Leeds Dock. To ensure clarity, here are the eligibility criteria: Your business must be based in #Leeds. Your business must be led by someone from an underrepresented group (#Gender, #Ethnicity, #Disability, #SexualOrientation, #SocioeconomicBackground). This is the absolute final call for this offer, and only 30 places are available. https://lnkd.in/eiyRRcSF Don’t miss this chance to be part of an empowering and transformative event. Applications close at the end of play today and successful applications will be informed tomorrow!!! Please tag anyone who you feel would benefit from this exclusive offer.

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How much support do you offer your #DEI teams? Are you setting them up for success? A snippet from our latest episode of Can Recruitment Crack Inequality with Jo Major (She/her)

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