If you would like to discuss DEI at Futureheads please contact <a href="mailto:team@wearefutureheads.co.uk">team@wearefutureheads.co.uk</a>

<div style="text-align: center;"><strong>We aim to be brave. We won’t get it right all the time, but we believe it's better to say and do something rather than nothing, and to learn from our mistakes.</strong></div>

 <p>                     <strong>                       But we’re now striving to be better and to drive positive                       change. We firmly believe that everyone is welcome at                       Futureheads, and we aim to demonstrate that in everything                       we do.                     </strong>                   </p>                   We’re committed to creating a culture that reflects the                   make-up of society, we believe diversity promotes innovation,                   growth and equality. We are committed to being intentionally                   inclusive by understanding who we have in our culture and how                   we can best add equity to each individual, and contribute                   towards their professional development. We are actively                   helping our clients do the same. We celebrate the difference                   and rich experience that diversity brings, and we commit to                   ensuring that everyone we interact with, both within and                   outside our business, is valued, respected, and treated                   equally, regardless of their background, identity or                   circumstances. We aim to understand every individual’s                   capabilities, and to give them what they need to succeed to                   their fullest potential.

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Futureheads in Numbers

<p>Matt has 20 years experience starting and scaling business through digital media.</p>
<p>As the founder of marketing technology business&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.driftrock.com/" target="_blank" rel="noopener noreferrer">Driftrock</a>, Matt helps brands like BMW, Honda and The University of Birmingham deliver marketing that people actually want to see, whilst protecting privacy.</p>
<p>Previously, as 3rd employee Matt helped Forward Internet Group scale to over &pound;100 million+ revenue and 500 staff. He also founded top mobile phone comparison site Omio, which merged with uSwitch in 2010 as well as co-founding Forward Labs helping test and grow startups.</p>

<h2>1. In what shape has your business emerged from Covid-19?</h2>
<p>With the new Covid-19 restrictions, we&rsquo;re very much still in the thick of things. We took a hit in April, but thankfully, changes we made have had an overall positive effect on the business and our clients. We&rsquo;ve recovered revenues and now enjoying some growth this quarter.</p>
<p>We feel very privileged with the global situation to be able to resume hiring again to expand our team.</p>
<p>&nbsp;</p>
<h2>2. What are the most important and emerging skills to work in the new normal?</h2>
<p>With the ever changing global landscape we&rsquo;ve taken time and researched how we build resilience and agility into our organisation (more on some of those changes below). One of our core principles has always been continuous improvement, but now more than ever, we need to constantly evaluate and adapt to changing circumstances.</p>
<p>Like lots of tech companies we made a decision to close our office, and migrate to becoming a fully remote organisation. This has had a huge knock-on effect on the way we work and the skills we need to thrive in the new normal.</p>
<p>After lots of research, the core skills we&rsquo;ve focused on are a results-driven culture and asynchronous working. As well as being critical skills for distributed teams, these changes have had a big impact on our productivity and focus &ndash; regardless of where we are working.</p>
<p>&nbsp;</p>
<h2>3. What changes have you made in operations and hiring that are here to stay, and what will you lose?</h2>
<p>Like many companies in 2020, we&rsquo;ve made more changes to the organisation than in any of our previous 7 years. For the results-driven focus we leveraged the&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.eosworldwide.com/eos-model" target="_blank" rel="noopener noreferrer">EOS</a>&nbsp;framework and&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.cio.com/article/3302036/okr-objectives-and-key-results-defined.html" target="_blank" rel="noopener noreferrer">OKRs.</a>&nbsp;This has influenced processes across everything we do from the product roadmap to HR processes. We&rsquo;ve made strides to work asynchronously using new collaboration tools and over-communicating where we can in everything we do.</p>
<p>We&rsquo;ve completely overhauled our hiring, onboarding and ongoing HR processes too in order to do things remotely. This mainly involved more deliberate, planned meetings and connections to integrate and improve relationships across the teams. Whereas previously things happened serendipitously, we&rsquo;ve found it important to work hard on these.</p>
<h2>4. What has been your biggest key learning and how will this prepare you for the future?</h2>
<p>Our biggest learning has been the benefits of focus and a shared vision across the business. Whilst it was important before, we&rsquo;ve seen first hand how being ruthlessly focused has improved our ability to deliver more value for our clients and the company.</p>
<p>It&rsquo;s resulted in some features being deprecated, huge improvements to our products and services, and new processes across the board that have been very positive.</p>
<p>&nbsp;</p>
<h2>5. What has been the biggest surprise to you?</h2>
<p>During the height of lockdown we onboarded two new teammates remotely, which was a daunting experience.</p>
<p>Thanks to some heroic work by Maryline, our Operations Manager and teammates who are always happy to jump in and help each other out, it&rsquo;s been a good experience overall.</p>
<p>One of our new teammates is having to shield, so we&rsquo;ve never met in person, yet we&rsquo;ve still managed to build bonds together. That said, we can&rsquo;t wait to meet up again as a team in person and celebrate!</p>
<p>To find out more about how Driftrock are helping clients generate more leads and grow their business through social advertising, visit their&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.driftrock.com/" target="_blank" rel="noopener noreferrer">site</a>&nbsp;or follow them on&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/company/driftrock/" target="_blank" rel="noopener noreferrer">LinkedIn.</a></p>

Futureheads Five Stories – Matt Wheeler

<p>Matthew Bagwell is a fully qualified and practicing Advanced Oxygen Advantage&reg; Breathwork instructor, coaching across elite sports to people in need of specific support addressing physical and psychological conditions including depression and anxiety. He is also an endurance athlete, currently focused on ultra-distance running events.</p>
<p>Matt teaches people all over the world how to use their breath to improve physical and mental resilience, induce deep relaxation, overcome challenges including pandemic anxiety and unlock creative energy. His work is grounded in pragmatic scientific research and personal experience. As he says himself, &ldquo;It&rsquo;s not woo woo, it&rsquo;s all science.&rdquo;</p>
<p>&nbsp;</p>

<p>1. What trends have you seen in peoples mental health over 2020?</p>
<p>The headline is increased anxiety. My classes have grown and grown as well as requests for one-to-one tuition &ndash; very often, it&rsquo;s relieving stress that is foremost in their minds. Sadly, I have also had more conversations with people developing early signs of both depression and fatalistic thinking. While this should come as no surprise &ndash; we are all under extraordinary circumstances &ndash; we need to pay attention to long-term wellbeing in LD2.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>2. What are the most important and emerging skills to work in the new normal?</p>
<p>From my perspective, it&rsquo;s about maintaining a balance and not developing new, less positive habits. We don&rsquo;t need to move to work or around the office. We can sit for hours and oftentimes, will be on our computers for hours longer than we would have been pre-pandemic. So we have to develop new healthy habits; take a regular screen break, don&rsquo;t eat and work, see the horizon every day, start work on time (not earlier) and end on time (not later) and spend time on exercise. The new skill here? Obsess about your wellbeing.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>3.&nbsp;If you could change one thing in peoples behaviour, in the new normal, to benefit their health and keep them on track professionally &ndash; what would it be?</p>
<p>To breathe consciously, inhaling and exhaling through the nose only, for ten minutes a day. People can join my free classes on @lovetolearnto to learn how to do this to optimise how they breathe. Changing breathing can help manage anxiety, improve sleep and positively affect how we think.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>4. What has been your biggest key learning and how will this prepare you for the future?</p>
<p>That I had taken personal contact with loved ones and travel for granted. As soon as I can do either (in a way that&rsquo;s sustainable for the planet), I&rsquo;m hugging everyone, everywhere!</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p>5. What has been the biggest surprise to you?</p>
<p>Great question. For me, just how resilient nature is. With Lockdown One, I was able to closely observe it and celebrate it &lsquo;bouncing back&rsquo;. I think so many people said the same thing, bird song, insects, boundless blackberries, clear skies. There&rsquo;s something to remember and take forward in this. I really hope we do.</p>

Futureheads Five Stories – Matthew Bagwell

<p>There are a huge number of reasons anyone could consider a career change at any given time, but particularly in a downturn this idea could prove more tempting. Here are the things to consider:</p>

<p><span style="color: rgb(255, 0, 25);">Get prepared &ndash;</span>&nbsp;many jobs sound interesting in theory, but when you understand what they actually involve day-to-day you may be less convinced. Likewise you might start exploring something in more detail and find yourself drawn in, which suggests it could be a good avenue for the longer term. You can&rsquo;t guarantee a career change will instantly be right, but you can be proactive in your research and converse with people in the space to ensure you are making an informed decision that suits you.&nbsp;<span style="color: rgb(255, 0, 25);">Understand your experience &ndash;</span>&nbsp;once you have found a new career you are interested in pursuing, you need to know what skills you have that are transferable, or you can upskill in to make you relevant. Competing in a new field means you start at a disadvantage, but it does not mean your previous experience counts for nothing. Understand what can be substituted and if there is experience you lack, what can you do to close the gap.&nbsp;<span style="color: rgb(255, 0, 25);">Think about skills for the long-term &ndash;</span>&nbsp;Coaching is key, regardless of whether you want to line manage or not. It will help engage colleagues, stakeholders, clients positively in tricky situations and help build personal resilience &ndash; more important than ever to think about at the moment.&nbsp;<span style="color: rgb(255, 0, 25);">Who can help &ndash;</span>&nbsp;some career changes are easier than others, but with any change you make, having a few shortcuts to help you on your way is always useful. Whether it is friends, former colleagues or recruiters, companies will more likely take a chance on someone they know well, even if it was in a different capacity.&nbsp;</p>
<h2>What key skills will be most valued by employers over the next 12 months?</h2>
<p>Comfort with ambiguity&nbsp;Software &amp; data engineering&nbsp;Analytics &amp; data science&nbsp;Qualitative research to understanding rapidly changing consumer behaviours&nbsp;</p>
<h2>How do you assess if a company is the right cultural fit for you?</h2>
<p>There is no point making a career change to end up back where you started. So here are the things to look out for when assessing if a company is right for you:</p>
<p><span style="color: rgb(255, 0, 25);">Do they share your values?</span>&nbsp;Each company has its own identity and set of values which govern how they operate. A good fit is often based on these being reflected in the individuals they hire themselves so use the interview process as a chance to assess this. Think about things like the communication style used, how they support employee growth, the work environment provided and how they handle conflict. These will give you a steer on whether you would be happy there.&nbsp;<span style="color: rgb(255, 0, 25);">Read up.</span>&nbsp;Check for any relevant news or information you can find on the business and what it is like to work there. Whilst all good and bad reviews need to be taken with some discretion, they are normally a good indicator of the truth and could help you validate any pros or cons.&nbsp;<span style="color: rgb(255, 0, 25);">Evaluate the full picture.</span>&nbsp;Everyone has their own tick list to work through. This may include things like the mission, progression, salary, location and much more. For most people there are a few things which cannot be compromised on and others which you are flexible on. If you find you are in a position where you are compromising too much then take some time to evaluate whether the company and fit is right for you.</p>

Futureheads Top Tips series: Considering a career change

<p>Sam Cohen is the COO and co-founder of Lifted, a Care-Tech company that aims to transform later life using tech to revolutionise the care experience for families and Carers.</p>

<p>Sam is a graduate of the London School of Economics with 10+ years&rsquo; experience building scale-up businesses. His career began in Equity Research but he soon followed his passion for tech by joining Wonga and RateSetter to launch new markets &amp; products. His next role was at Yopa, joining the founding team as Operations Director, where he played a central role in supporting the business scale from 40-450 after raising &pound;75m in Series A-D funding.</p>
<p>Sam spoke to Futureheads as part of our FFS series, a regular interview series where business and industry leaders share their insights and personal experience. Other articles in the series can be found&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/ffs/" target="_blank" rel="noopener noreferrer">here.</a></p>
<h2><strong>1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</strong></h2>
<p>The logistical challenges overall have been manifold, moving our management of the business and the field online simultaneously. However, everyone has been incredible and more than met the challenge. Family members of clients on Furlough have seen a slight reduction in demand for Hourly care however Live-in inquiries have increased.</p>
<h2><strong>2. How have you adapted your operational and hiring practices?</strong></h2>
<p>Given our carers go into clients homes we have had to be incredibly diligent in ensuring they have the correct PPE at all times. To ensure this, I have set up a mini-distribution centre at home, posting out PPE parcels daily. Sourcing PPE has become a critical project managed by the Operations team.</p>
<p>In terms of hiring new carers, we have ramped up phone and zoom screening and held 2 training sessions in lockdown, onboarding a dozen carers digitally. We can also conduct risk assessments remotely for certain clients.</p>
<p>We have also had 4 new starters in &lsquo;Remote HQ&rsquo;. For them to understand our culture / lore quicker, we have put together a &lsquo;Lifted Potted History&rsquo; doc with salient moments (pictures, screenshots of archaic s/sheets etc) that captures some of the journey to date.</p>
<h2><strong>3. What are your top tips for successfully managing a remote recruitment process?</strong></h2>
<p>Don&rsquo;t rush and where possible, ask a subject matter expert outside of the organisation to objectively assess the candidates against their protocols. That helps remove any unconscious biases hiring managers have toward their preferred candidates.</p>
<h2><strong>4. Has this crisis made you look at your business differently or consider changes moving forwards?</strong></h2>
<p>Yes. It has accelerated the need to digitise certain face to face interactions that were previously thought essential. Whilst the act of giving care must remain physical, lots of the upfront work to onboard a client can be done more efficiently remotely.</p>
<p>The process of building rapport and empathy is slightly trickier online, especially when meeting older clients not used to talking to screens. However, through active listening and patience all parties can come away feeling understood and comfortable with aligned expectations.</p>
<p>We are also on the lookout for volunteers with care experience who are minded to make a difference in these turbulent times. Being able to onboard volunteers, therefore, is another tweak to how we will recruit going forward.</p>
<h2><strong>5. What advice would you give to anyone in a similar position to you at the moment?</strong></h2>
<p>Where possible, continue to add top tier talent into the organisation to elevate overall standards. We need to all continue moving forwards as preserving cash is not a strategic goal for early-stage growth companies in itself. Be sensible, hire only when necessary, but really get behind moving things forward in new and creative ways. The time is now!</p>
<p>&nbsp;</p>

Futureheads Five Stories: Sam Cohen

<p>Robert is the Group Human Resources Director at Reward Gateway, an employee engagement platform. The business has over 1,800 clients using products to attract, engage and retain the best employees.</p>

<p>He is the lucky custodian of the People &amp; Experience teams at Reward Gateway. He is responsible for all of their people worldwide across these numerous teams and departments, including Employee Engagement, Learning &amp; Development, Reward &amp; Benefits, Diversity &amp; Inclusion, Office Experience, People Ops, Internal Communications and Recruitment. Basically anything and everything people related.</p>
<p>Robert spoke to Futureheads as part of our FFS series, a regular interview series where business and industry leaders share their insights and personal experience. Other articles in the series can be found&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/ffs/" target="_blank" rel="noopener noreferrer">here.</a></p>
<h2>Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</h2>
<p>COVID-19&rsquo;s impact on businesses is immense, but it has also put a spotlight on just how important employee engagement is, especially in unprecedented situations. Many businesses who have offices around the world are feeling more connected than ever before because of the encouraged use of video calls and conferences.</p>
<p>We&rsquo;ve also seen a rise in internal communications. According to a poll we conducted that looked at year-over-year increases for the months of March and April across our 1,800 clients and 5 million users, there was a 96% increase in internal communication blog post frequency and a 560% increase in internal communication blog post views.</p>
<p>It&rsquo;s also been a time where leaders needed to show compassion which is crucial when going through a crisis. We launched and delivered a work from home support package where employees received a budget to purchase items like desk chairs and laptop stands to make remote work easier. This was received very well and saw a huge take-up by our people.</p>
<h2>How have you adapted your operational and hiring practices?</h2>
<p>Operationally we have fine-tuned our processes to be more remote, and we&rsquo;re always reviewing this on a regular basis to ensure we&rsquo;re supporting our employees the best way we can. With that being said, we&rsquo;re taking real value into the feedback being given by our colleagues.</p>
<p>We have been putting out frequent pulse surveys specific to the current environment as we want to know how and what our people need to be most effective whilst working remotely. Taking full grasp and understanding of the needs of our employees is our main priority.</p>
<p>We&rsquo;ve also had to make some adaptations due to the current circumstances, and this meant that recruitment for some roles has been paused. However, this has given us an opportunity to look at the talent we currently have and focus more on the health and wellbeing of our team.</p>
<h2>What are your top tips for successfully managing a remote recruitment process?</h2>
<p>Setting expectations early is key, as well as providing transparency on our core values and processes. We want to ensure we&rsquo;re recruiting people who align with our core values, and it&rsquo;s equally important that we&rsquo;re the right fit for the person we&rsquo;re speaking to on the other end.</p>
<p>Organisation and communication is also important as you work out the timings and logistics of the interview process. As we&rsquo;ve shifted to a remote workforce, we&rsquo;ve made it clear on what our expectations are, so both parties can come prepared. It&rsquo;s also important to keep the interviewee engaged without overwhelming them.</p>
<p>Lastly, make sure you have approval for an offer as you move a candidate through each stage of the recruitment process to make sure you maximise your time efficiency. This step is important to ensure your capabilities are being used where needed.</p>
<h2>Has this crisis made you look at your business differently or consider changes moving forwards?</h2>
<p>I think we&rsquo;re seeing many discussions arise on flexible work, specifically around whether organizations should put a more formal work from home process in place as offices begin to reopen.</p>
<p>At Reward Gateway, the rise of internal communications has inspired us to keep this going whether in lockdown or not. For many businesses, that may mean the need for more communication and collaboration tools to be formally brought into the workplace.</p>
<h2>What advice would you give to anyone in a similar position to you at the moment?</h2>
<p>My advice would be to support your colleagues, be transparent, honest and most importantly, show compassion during this time. Don&rsquo;t keep anyone in the dark; include everyone in decision-making and give them the opportunity to share as much as they can.</p>
<p>We have also seen a significant increase in our peer-to-peer employee recognition solution across our company and our clients. It shows that employees are supporting each other and want to say thank you. It has made a big impact for us by connecting our people and I encourage organisations to make it easy for their people to do the same.</p>
<p>Lead from the front and be accessible, accountable and approachable. Your employees will need you now more than ever and it&rsquo;s important to show you are available should they have any questions.</p>

Futureheads Five Stories: Robert Hicks

<p>Jonathan is the Chief of Staff at Lightful, a technology company for social good, who support charities through consultancy, social media products and a unique online learning programme.</p>

<p>He&rsquo;s spent 15 years working in tech for good, first for over a decade at JustGiving where he managed their Crowdfunding product from an idea to raising &pound;100m in five years, and more recently as an independent consultant supporting a range of small and large tech-for-good startups and charities with strategy, growth, product management and business model validation.</p>
<p>&nbsp;</p>
<p>Jonathan spoke to Futureheads as part of our FFS series, a regular interview series where business and industry leaders share their insights and personal experience. Other articles in the series can be found here.</p>
<p>&nbsp;</p>
<p>1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</p>
<p>The most obvious impact, as with many others, is that we&rsquo;re now a fully remote company. We decided to move to working from home a week before the lockdown started, so we&rsquo;re now in week 7 and the team has adjusted really well &ndash; we have always encouraged flexible working, and so most people were used to working remote work some of the time already.</p>
<p>&nbsp;</p>
<p>We&rsquo;re also fortunate that our main clients have also managed the transition to remote work and we&rsquo;ve been able to continue delivering excellent work for them.</p>
<p>&nbsp;</p>
<p>The charity sector has been hit very hard &ndash; with huge declines in income and huge increases in demand for services &ndash; so we&rsquo;ve adapted to support it in multiple different ways. We&rsquo;ve had to cancel some in-person events, but we have always run regular webinars for charities and so we have increased the frequency of them, and covered more topics like top tips for getting better at online meetings and free digital tools for charities.</p>
<p>&nbsp;</p>
<p>2. How have you adapted your operational and hiring practices?</p>
<p>We have two &lsquo;all-hands&rsquo; meetings a week now. One was a regular operational meetup to share important information which has moved online. But we also added a new &lsquo;WFH update&rsquo; at the end of every week for a chance to share any more news, and where different team members share two things they&rsquo;re grateful for and one thing they&rsquo;d wish to see.</p>
<p>&nbsp;</p>
<p>It&rsquo;s a great way to foster a sense of connection when we&rsquo;re all apart, as is showcasing each team&rsquo;s work from the sprint. We are also sharing tips on a very active and engaged #work-from-home slack channel.</p>
<p>&nbsp;</p>
<p>As for hiring, we&rsquo;re having more video interviews with different team members to make sure everybody gets honest and good insights. We&rsquo;re also making COVID-19 topic we cover &ndash; both in terms of its impact on us and our partners, but also as a way to ask how people deal with stressful situations, how they are coping and how they respond to constraints by being creative or solving problems.</p>
<p>&nbsp;</p>
<p>3. What are your top tips for successfully managing a remote recruitment</p>
<p>process?</p>
<p>For recruitment, we&rsquo;ve tried to increase communication and transparency. Both internally and externally. In terms of onboarding, we&rsquo;ve made use of various online tools (zoom, slack, HR software) to make the process smoother, but are also erring on the side of over-communicating to help people start well.</p>
<p>&nbsp;</p>
<p>We&rsquo;re trying to set really clear expectations for the first few weeks, months and probation in general. As well as that, we&rsquo;re getting more of the team involved in onboarding and connecting with new joiners.</p>
<p>&nbsp;</p>
<p>4. Has this crisis made you look at your business differently or consider changes moving forwards?</p>
<p>Yes, in terms of how important it is for us to fulfil our vision: we believe those doing the greatest good deserve the best technology. For example, we run a 12-month programme to support charities in building resilience in digital engagement, and we&rsquo;re adapting that to include topics related to COVID-19 and the lockdown. We&rsquo;re committed more than ever to delivering support to our charity partners at a time when the need is even greater.</p>
<p>&nbsp;</p>
<p>5. What advice would you give to anyone in a similar position to you at</p>
<p>the moment?</p>
<p>To start, here are eight tips for managing remote teams from our wonderful HR team. We&rsquo;re also working hard on checking in on the team&rsquo;s wellbeing and mental health &ndash; everyone has a &lsquo;WFH buddy&rsquo; outside of their immediate team who they&rsquo;re encouraged to talk to, and we&rsquo;ve done regular surveys to see if anyone needs anything &ndash; be that equipment or a chat.</p>
<p>&nbsp;</p>
<p>In addition, we&rsquo;re making a lot of effort to build and maintain a virtual company culture through virtual coffees, WFH tips and regular Friday showcases of the work different teams across the company are doing. We&rsquo;ve had really good feedback about the variety of things we&rsquo;re doing, so it&rsquo;s also really important to listen and adapt &ndash; what was appropriate in weeks 1-2 of lockdown may not be relevant from weeks 6 or 7.</p>
<p>&nbsp;</p>
<p>All in all, it&rsquo;s a delicate balancing act between trying to deliver excellent value to customers as best you can in difficult circumstances, whilst listening and responding to the needs of your team. This needs regular attention and commitment to get right.</p>
<p>&nbsp;</p>

Futureheads Five Stories: Jonathan Waddingham

We partner with organisations to identify and deliver security professionals who can safeguard environments, manage risk and build resilient security strategies.

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  <p>As cyber threats continue to evolve in scale and sophistication, organisations face increasing pressure to protect their systems, data and people. Securing the right cyber security talent across GRC, security operations, and cloud and application security is critical. We partner with organisations to identify and deliver security professionals who can safeguard environments, manage risk and build resilient security strategies.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in:</h5>
    <ul>
      <li>Cyber Security Analyst (Entry to Senior)</li>
      <li>SOC Analyst (Tier 1–3)</li>
      <li>GRC Analyst / Consultant</li>
      <li>Security Engineer (Cloud, Application, DevSecOps)</li>
      <li>Penetration Tester / Ethical Hacker</li>
      <li>Incident Response and Threat Intelligence Analyst</li>
      <li>Security Architect</li>
      <li>Cyber Security Manager</li>
      <li>Head of Information Security / CISO</li>
      </ul>
  </div>
</div>

Cybersecurity

With positions across agencies, brands, start-ups and tech companies, we work with Creatives delivering new brands, campaigns and integrated experiences. From hiring freelance Creative Teams to your first in-house Copywriter, we’ve got it covered. 

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    <p>With positions across agencies, brands, start-ups and tech companies, we work with Creatives delivering new brands, campaigns and integrated experiences. From hiring freelance Creative Teams to your first in-house Copywriter, we’ve got it covered.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in:</h5> 
    <ul>
      <li>Motion Graphics & Video Editing</li>
      <li>Branding</li>
      <li>Copywriting</li>
      <li>Art Direction</li>
      <li>Illustration</li>
      <li>Digital Design</li>
      <li>Marketing Design</li>
    </ul>
  </div>
</div>

Creative

Navigating the complexities of AI, machine learning, and data integrity presents a growing challenge for businesses, especially when it comes to hiring professionals with the right blend of compliance, system integration and advanced analytics expertise. That’s where we come in. 

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    <p>Navigating the complexities of AI, machine learning, and data integrity presents a growing challenge for businesses, especially when it comes to hiring professionals with the right blend of compliance, system integration and advanced analytics expertise. That’s where we come in.</p>
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    <h5>Our network of data professionals includes experts in:</h5>
    <ul>
      <li>Data Engineering</li>
      <li>Data Science</li>
      <li>​Data Analytics</li>
      <li>​Machine Learning</li>
      <li>AI Research and Development</li>
      <li>​ML Ops</li>
      <li>​Data Governance</li>
      <li>Head of Data</li>
      <li>CDO</li>
    </ul>
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Data & AI

Our niche is technical experts who specialise in IT and digital projects, across multiple platforms and technology stacks. Come and talk to us about all things Engineering, from entry to CTO-Level.

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    <p>Our niche is technical experts who specialise in IT and digital projects, across multiple platforms and technology stacks. Come and talk to us about all things Engineering, from entry to CTO-Level.</p>
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    <h5>Our network includes professionals across:</h5>
    <ul>
      <li>Front-end</li>
      <li>​Back-end​</li>
      <li>​Full-stack​</li>
      <li>Native Mobile​​</li>
      <li>Cross-platform​​</li>
      <li>Technical Architecture​​</li>
      <li>Solution Architecture​​</li>
       <li>DevOps / SRE / Platform Engineering</li>
      <li>Testing & QA</li>
      <li>Engineering Managers</li>
      <li>Head of Engineering</li>
      <li>CTO</li>
    </ul>
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Engineering

We know that the world of Digital Marketing moves at a fast pace. That’s why our teams are on hand to support, and always ahead of the curve.

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    <p>We know that the world of Digital Marketing moves at a fast pace. That’s why our teams are on hand to support, and always ahead of the curve.</p>
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    <h5>Our network includes professionals in:</h5>
    <ul>
      <li>Multidisciplinary Marketing Management</li>
      <li>Product Marketing</li>
      <li>Growth Marketing</li>
      <li>Performance Marketing</li>
      <li>CRM</li>
      <li>Social Media</li>
      <li>Marketing Ops</li>
      <li>Affiliate Marketing</li>
    </ul>
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Marketing & Sales

From recruiting your first Product Owner to hiring your next experienced Product Managers, our recruiters have developed a specialist Product network in the design and tech space. They are trusted experts in sourcing and delivering both permanent and contract professionals in the field.

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    <p>From recruiting your first Product Owner to hiring your next experienced Product Managers, our recruiters have developed a specialist Product network in the design and tech space. They are trusted experts in sourcing and delivering both permanent and contract professionals in the field.</p>
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    <h5>Our network includes:</h5>
    <ul>
      <li>Chief Product Officers (CPO)</li>
      <li>VPs of Product Management​</li>
      <li>Directors of Product Management</li>
      <li>Product Managers​​</li>
      <li>Product Owners</li>
    </ul>
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Product

Part of our founding offering; since 2009 we have been part of the growth and evolution of the Design market in the UK. With a comprehensive network across all major skills-sets we have consistently helped businesses hire world-class Design talent. 

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    <p>Part of our founding offering; since 2009 we have been part of the growth and evolution of the Design market in the UK. With a comprehensive network across all major skills-sets we have consistently helped businesses hire world-class Design talent.</p>
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    <h5> Our network includes Designers with skills in:</h5>
    <ul>
      <li>Digital Product (UX/UI) Design</li>
      <li>User Interface (UI) Design</li>
      <li>​Visual Design</li>
      
    </ul>
  </div>
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Product Design

With a deep understanding of what is required from Project Managers and Programme Managers in the digital and tech space, we can help you find the talent to deliver better budget controls, communication and reporting as well as ways to introduce new processes, tools and technology to optimise efficiency. 

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    <p>With a deep understanding of what is required from Project Managers and Programme Managers in the digital and tech space, we can help you find the talent to deliver better budget controls, communication and reporting as well as ways to introduce new processes, tools and technology to optimise efficiency.</p>
  </div>
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    <h5>Our network includes:</h5>
    <ul>
      <li>Digital & Technical Project Managers</li>
      <li>Programme Managers</li>
      <li>Delivery Managers</li>
      <li>Business Analysts</li>
      <li>Scrum Masters</li>
    </ul>
  </div>
</div>

Projects & Delivery

From helping shape the London UX market in its early days, to running and sponsoring some of the best-known UX networking events in the UK, we're highly regarded for our breadth and depth of expertise in this space and for our ability to match top-tier UX practitioners into brilliant opportunities. 

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    <p>From helping shape the London UX market in its early days, to running and sponsoring some of the most well-known UX networking events in the UK, we're highly regarded for our breadth and depth of expertise in this space and for our ability to match top-tier UX practitioners into brilliant opportunities.</p>
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    <h5>Our network includes practitioners with skills across:</h5>
    <ul>
      <li>User Research</li>
      <li>UX & Interaction Design​</li>
      <li>​Service Design​</li>
      <li>Content Design</li>
    </ul>
  </div>
</div>

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