Head of Talent. Talent Engineer.

Built the ingestion pipeline and data model on the UK Standard Skills Classification and ONS open data. Forty-five source files reduced to a validated bundle, with every figure on screen carrying its source file, version and publisher.

Shipped a live public tool covering 1,184 occupations in four days. Next.js and TypeScript, deployed, works offline, source citations throughout.

Applied AI for role normalisation, skill matching and exposure scoring, with every derived figure labelled as calculated rather than published. The distinction matters when the underlying data is a government standard.

Designed a dual-entity structure with an arm’s-length licence, conflict management and independent trustee approval. Founders recuse from the licence decision.

Assembled a trustee board spanning education, hiring standards and technology, plus a non-executive appointment on the commercial side.

Designed the end-to-end talent function across all group entities simultaneously: operating model, tooling stack, sourcing strategy and hiring governance, built from the ground up with no baseline to work from.

Ran full discovery, procurement and implementation for the group’s primary entity within four months, creating the operational infrastructure every downstream hiring activity depended on.

Built a BI-led model covering supply and demand by location, forecasting expected movement in and out, attrition across both pipeline and existing hires, and P&L scenario planning.

Sourced and hired the majority of the leadership team across every department personally, rather than briefing it out.

Agency dependency cut 80% in six months, saving £300k. Time to hire down 90 days, time to offer down 50.

Twenty countries, each with its own employment law, tax and data protection regime. Tight work with the legal team.

Ran the greenfield implementation end to end, from selection through configuration to global rollout across eight countries.

Helped deliver the accreditation programme with the people team, designing the compliance infrastructure needed to support international expansion while maintaining operational continuity for the talent portion.

Planned and executed a full workforce restructure, merging two large brands under a single operating entity with uninterrupted hiring continuity across the transition.

Owned office setup across North America, EMEA and APAC: legal entity establishment, physical infrastructure, local compliance frameworks and in-market hiring capability.

Designed and deployed a global capability programme, building structured interview practice and behavioural consistency across every market. Sustained 140% of target on hiring manager satisfaction over two years.

Designed and embedded the hiring strategy, from Women in Tech pipeline development through to global hiring ratio frameworks.

Designed a first-principles framework letting employees work from anywhere across the EU: location strategy, multi-jurisdiction legal alignment, formal risk analysis with the security team, and end-to-end programme deployment.

Worked across five countries’ employment law, tax and data protection regimes at once, with the legal liaison run directly rather than through intermediaries.

Designed a global job specification standardisation programme, adopted business-wide, improving both candidate quality and hiring consistency across markets.

Built and structured the UK, French and Swedish talent teams, including development frameworks and the internal training infrastructure to sustain hiring quality at scale.

SaaS division talent function built and launched across five countries in under twelve months, with policy design, hiring strategy, team structure and pipeline built concurrently.

Directly hired the CIO, CTO, Head of Engineering, Head of Architecture, Head of Project Management and Director of Engineering, providing the executive infrastructure for the NASDAQ listing.

Introduced the Spotify framework as the structural foundation for an organisation that had outgrown informal coordination.

Led the HR Business Partner workstream for the global implementation, covering HR, Reporting and Recruitment modules across the full organisation.

Scaled DevOps from 1 to 14, project management from 2 to 9, and engineering from 11 to 35, building functional depth at the rate the business needed for post-IPO operations.

70+ direct hires in eight months with a combined salary value exceeding £2.8m, and over £500k in agency fees avoided through structured direct sourcing.

Specialist delivery across enterprise SAP environments, at senior and architect level.

Working knowledge of Hadoop, Cassandra, AWS and Azure, developed to hold credible technical conversations with specialist candidates and their hiring managers rather than relying on translation.

Domain fluency in the analytics tooling the roles were built around.

Designed the ATAP hiring framework, a values-first selection model built on the principle that skills can be developed but character cannot. Adopted company-wide as the standard hiring methodology.

Built a channel selection matrix that reduced time and spend on underperforming channels while measurably improving candidate quality at intake.

Built and maintained all policy and compliance infrastructure, including GDPR alignment, employment law adherence and performance management frameworks.

Directly hired the senior technical and executive talent underpinning the company’s growth plan.

MacNamara / FCE, Apprentice Support Technician, 2011–2012. Technical support on a financial exchange trade floor. High pressure, zero tolerance for downtime, and formative in the precision the rest of the work depends on.

Wavex, Tier 2 Support Technician, 2013–2014. Hands-on infrastructure and systems support in a managed services environment, supporting global clients.

Alain-Charles Publishing, 2012–2013. Enterprise software monitoring and support across publishing and media-sector infrastructure.

RED SAP Solutions, Delivery Consultant, 2014–2016. Specialist technical recruitment for SAP environments, and the first talent role.

Essentials and Practical Application, completed as part of a professional IT apprenticeship.