I have worked with James over a number of years now, both in a personal and professional capacity. James has successfully placed me in two superb roles over the years and assisted me in recruiting top talent for the firms where I worked. Candidates were well vetted and were specific to the roles I had to fill as advertised. Too often I have used recruitment agencies, having given detailed information about the role to be filled, only to get candidates who did not have the appropriate experience and were unsuitable for the role. This could never be said of James and that is why we have had such a good working relationship over the years. I have recommended James to my contacts in other firms and they too have been impressed with his dedication and focus.Thank you, James for you hard work and excellent service over the years.

I am grateful to Pip Raffael and Cheryl Thomas for their assistance and time in ensuring that I obtain a role at my current firm. Pip has been consistent with communication by telephone and email and has been supportive throughout the process.

Pip is a diamond. She goes the extra mile and then further to secure the best position. She’s busy but always has plenty of time to listen, give wise meaningful feedback and is an expert in her field. She knew what role would suit me and she helped me to ensure the best outcome.

By creating a hiring process that welcomes and accommodates neurodivergent individuals, such as those with autism, ADHD, or dyslexia, companies can tap into a wealth of untapped talent and foster a more innovative and resilient workforce.

Successful leadership in today's rapidly evolving business landscape requires adapting to emerging global shifts influencing strategic priorities. As technological capabilities accelerate and societal views on corporate ethics transform, executives must lead with vision, empathy and adaptability more than ever. Staying competitive demands proactively upskilling management capabilities around the top leadership trends set to shape organisational success in the years ahead.

A lot of people understand the importance of onboarding, but many forget about offboarding.

By recognising and rewarding employees for their achievements and hard work you can boost morale and motivation among employees, in return retaining the best talent within your organisation.

The demands of legal work can often lead to stress and burnout, impacting mental well-being.

Across the UK, there has been a drop in the number of job vacancies. This means that there is currently a higher demand for job roles than there are job roles available. Data suggests that hiring has dropped by over 20% in the last year in the UK. Meanwhile, there is a huge surge in job search activity, suggesting that many workers are unhappy in their current roles and looking for something new.

A lot of employees are facing uncertainty at the moment, and this can lead to anxiety in the workplace. COVID-19, the rising cost of living and struggling businesses are all impacting the mental health of employees, regardless of the industry.

Many businesses operate with a vastly mixed generation workforce, meaning that the challenges faced on a daily basis, when it comes to technology, are many and varied. Inevitably, this had led to so-called ‘tech-shaming’.

Stress actually has a purpose, and sometimes we need some of it in our lives.

The current energy crisis continues to wreak havoc here in the UK, with both consumers and businesses citing the rise in fuel costs as the reason why they’re struggling to make ends meet.

Burnout is caused by chronic and long term stress, which leads you feeling short of energy mentally, emotionally and physically. It can leave you feeling hopeless, isolated and without anywhere to turn for help.

Quiet quitting involves leaving the job without causing a scene or drawing attention to oneself. Typically, a quite quitter has already mentally quit many months before handing in their notice and has been doing just enough to get by and keep their manager satisfied.