What’s your proudest moment running Career Moves?

One of my proudest moments was achieving our B Corp certification and launching impactful programmes as a result. These include initiatives focused on social mobility, celebrating female C-suite leaders through our Women In Power programme, and committing to carbon net zero—all while supporting other B Corps and driving profit for purpose. It’s rewarding to see our business creating positive change beyond profit, with people front and centre in everything we do. The long-term relationships we’ve built and the careers we’ve helped develop are a huge source of pride.

What’s one lesson you’ve learned the hard way as a founder?

The first company I founded was focused on scaling at all costs, with people not at the forefront—and that business ceased trading in 2009.

How did that shape the business you run today?

When I re-started Career Moves Group, I was determined to make it a great place to work—where we value the people who work for us and those we work with. We now have an amazing team, strong candidate relationships built on listening and partnership, and brilliant clients we strive to add real value to. Our B Corp certification recognises those strands coming together.

You’ve been placing HR talent for over a decade—what’s one big trend you think companies aren’t taking seriously enough?

Many organisations are restructuring, reducing headcount, and stretching employees with additional responsibilities—while simultaneously scaling back well-being programmes and employee engagement initiatives.

Mandating 3–4 days a week in the office also risks limiting diversity in hiring, by excluding those who need more flexible working arrangements.

Another major trend is the pressure HR leaders are under. They’re expected to retain talent, maintain morale, and drive productivity—often without the resources to do so effectively.

What do you think recruitment leaders should be talking about—but aren’t?

The risks of relying too heavily on shortlisting candidates who’ve done the exact same job before. While that might work in a candidate-rich market, it overlooks people with transferable skills and fresh perspectives. And when the market picks up, those “safe choice” candidates are often the first to move on—leaving businesses back at square one.

Finally, if someone’s reading this thinking about switching roles—what’s your one piece of advice?

Make sure your LinkedIn profile is up to date with clearly outlined key achievements — this helps you get noticed by recruiters using Boolean searches. Also, actively build and engage with your external networks; connections can open doors to opportunities you might not find through traditional job searching.