We will update this statement on a twice-yearly basis to share our progress. If you would like to discuss DEI at Futureheads please contact team@wearefutureheads.co.uk. (Updated Jan 2024)

<div style="text-align: center;"><strong>We aim to be brave. We won&rsquo;t get it right all the time, but we believe it&apos;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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About the Role:<br><br>Are you whip-smart, bold in your ideas, and interested/ have background in cutting-edge science, biotech, Pharma or highly regulated technology products? Futureheads are exclusively partnered with a well funded and highly exciting start-up looking for a talented Product Manager to join at a critical stage of growth.<br><br>You’ll collaborate closely with design, technology, and marketing teams to help build and own the product roadmap in a true 0-to-1 environment. If you thrive in a fast-paced, highly regulated setting and want your voice to be heard across all aspects of product development, this role offers a unique opportunity to make a real impact.<br><br>What You’ll Do<br><ul><li><strong>Drive Product Direction:</strong> Help take ownership of the product roadmap, guiding it from discovery through to delivery and iteration.</li><li><strong>Experiment and Analyse:</strong> Design and run experiments using data-driven tools like Mixpanel to uncover insights that inform product decisions.</li><li><strong>Solve Real Problems:</strong> Identify and address key user pain points, market gaps, and pricing strategies to maximise impact.</li><li><strong>Collaborate Across Teams:</strong> Work closely with analysts, clients, and cross-functional teams to ensure the product delivers genuine value.</li><li><strong>Empower and Inspire:</strong> Foster a culture of innovation, ownership, and continuous improvement within the team.</li></ul><br>What We’re Looking For<br><ul><li><strong>Stakeholder Management:</strong> Comfortable working directly with design, technology teams, and senior leadership including co-founders and the CEO.</li><li><strong>Relevant Experience:</strong> 4–5 years in start-up environments, ideally within highly regulated or science-driven sectors.</li><li><strong>Business Analyst Background:</strong> Preferred, especially if you understand the needs and buying behaviours of sophisticated B2B customers.</li><li><strong>Mindset and Skills:</strong> Creative, data-driven, and experienced in fast-moving, innovative settings.</li><li><strong>0-to-1 Expertise:</strong> Proven experience running experiments, defining success metrics, conducting user research, and shaping product roadmaps from scratch.</li></ul><br>Why Join Us?<br><ul><li><strong>Empowered Culture:</strong> Work alongside leaders who value your input and involve you in key decisions.</li><li><strong>Meaningful Impact:</strong> Your work will directly influence products that matter in cutting-edge scientific and technological fields.</li><li><strong>Career Growth:</strong> Join a flat, agile team with plenty of opportunity to grow and take on more responsibility as the company scales.</li><li><strong>Competitive Package:</strong> £70,000–£80,000 salary with flexibility for the right candidate.</li></ul><br /><br /><em><em>We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us. Futureheads is a B Corp™ accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.</em></em>

Senior Product Manager - BioTech/AI

<strong>Digital Manager – Non-Profit Org</strong><br> <br><strong>--</strong> Permanent Role<br><strong>-- </strong>4 Days Per Week (0.8 FTE)<br><strong>--</strong> London / Hybrid or Remote<br><strong>-- </strong>£40,000 - 45,000 FTE (pro rata £32,000 - £36,000)<br> <br><em>Please note: Our client is based in London and prefer to have people onsite once or twice a fortnight. However, they're open to flexible working arrangements and for the right candidate, they will consider making this a UK-based fully remote role.</em><br> <br>..................<br> <br>Futureheads is partnered with a high-impact non-profit organization focused on disability inclusion. Their goal is to create a more inclusive world and they’re working towards this by helping global businesses and the UK government to remove the barriers that impact the lives of disabled people, both as employees and consumers.<br> <br>Our client has invested heavily in digital over the last few years; shaping an ambitious strategy, overhauling their core products and placing a greater emphasis on digital accessibility. But with plenty of work still to be delivered, as well as new products in the pipeline, they’re now looking to add an experienced Digital Manager to the team.<br> <br>As a Digital Manager, you will be one of the core senior digital figures within the org and take the lead on bringing their digital strategy and roadmap to life. You’ll need to be delivery focused, technical, have experience overseeing the launch of new products, and have excellent knowledge of digital accessibility and Web Content Accessibility Guidelines (WCAG).<br> <br>This is a role where you’ll line manage one other individual and you’ll require the communication and stakeholder engagement skills to build internal relationships and manage third party suppliers, including digital agencies.<br> <br>Required skills / experience:<br> <br><ul><li>Previously worked as a Digital Manager.</li><li>Experience maintaining a WordPress CMS..</li><li>Great knowledge of digital accessibility and Web Content Accessibility Guidelines (WCAG).</li><li>Line management experience.</li><li>Experience of monitoring SysOps and acting quickly on critical issues.</li><li>Worked with third-party supplier to develop new products end-to-end.</li><li>Understanding of CSS and how to impact elements.</li><li>Solutions focused mindset.</li><li>Excellent project management skills.</li><li>The ability to build and maintain effective relationships.</li><li>Good knowledge of technical SEO and SEO tools.</li><li>CPACC qualification (Desirable).</li><li>Computer science qualification (Desirable).</li></ul> <br>If you’re an impact-driven Digital Manager that cares deeply about digital accessibility, then please do apply.<br> <br /><br /><em><em>We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us. Futureheads is a B Corp™ accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.</em></em>

Digital Manager

<p>The business landscape is changing fast.</p>
<p>As more businesses transition to remote working to keep their staff safe and slow the spread of the Covid-19 virus, hiring tactics are shifting to accommodate for self-isolation, with smart businesses increasingly turning to digital recruitment. While the circumstances are unfortunate, the outcome of these tactics is proving beneficial to both businesses and candidates.</p>

<p>Having spent decades creating a hyper-connected online environment for people to communicate irrespective of location, we now have no option but to take full advantage.&nbsp;<strong>Could this be the defining moment that sees organisations move to digital recruitment as the norm?</strong></p>
<p>As a means of promoting accessibility and speeding up time to hire, many of our clients have already explored remote interviews for the first or second stages. As a result, our team is well-versed with the concept of interviewing from home and the benefits it can bring.</p>
<p>To help get you started, we&rsquo;ve put together a step by step guide to adapting your process for the current climate.</p>
<h2>Shift your mindset</h2>
<p>Interviewing remotely may seem like the second-best option when face-to-face meetings aren&rsquo;t possible due to busy schedules or, in this case, a public health crisis. As fitting as this attitude may have been in a time before video calls, we now have a range of tools to make remote screening a simple and seamless process.</p>
<p>The moment you start taking advantage of these tools, the moment you start to reap the rewards. Without the need for a face-to-face meeting, you can allow for flexibility in your schedule to screen the best candidates quickly and not miss out on talent due to a diary clash &ndash; and that&rsquo;s not all.</p>
<p>As remote working becomes the norm, we expect candidate location to be far less of an influential factor in hiring decisions. Shifting your mindset in line with this standard is key to securing top talent in a new era of remote-first operations.</p>
<h2>Evaluate your current process</h2>
<p>Before you make the leap, it&rsquo;s wise to take stock and evaluate your current hiring strategy. Can each step be completed without face to face contact? Do certain stages in the current process 100% require a candidate to be present in person?</p>
<p>Upon evaluation, you may find that these stages can be adapted to accommodate &ndash; this might also be a chance to remove or simplify stages that have historically caused early dropout and find new ways to engage your candidates throughout the process.</p>
<h2>Ensure clarity for everyone</h2>
<p>Taking your hiring process online calls for formal comms that provide clarity for everyone involved. If you don&rsquo;t have a remote working policy in place, now is the time to create, formalise and share both internally and externally. The more information you can give your candidates ahead of time, the better &ndash; that way, they know what to expect and can prepare adequately for their interview.</p>
<p>We have always flown the flag for accessibility in the hiring process, and believe that clarity and flexibility are both critical in giving all candidates &ndash; no matter their age, race, background or cognitive style &ndash; the best chance in landing the job.</p>
<h2>Get the right set up in place</h2>
<p>Adapting your hiring strategy to account for the current circumstances and, in all likelihood, a new era, requires businesses to have the right technology in place. The ability to share screens and present can make a huge difference, so choosing software that allows for these is essential for keeping the process smooth and hassle-free for both parties.</p>
<p>With the right software and communication tools in place, you can ensure an engaging experience that keeps your candidates in the loop with the latest decisions.</p>
<h2>Integrate the new team member digitally</h2>
<p>Once you&rsquo;ve decided to take someone on board, it&rsquo;s as important as ever to integrate them into the team. This can seem difficult in the absence of an office, but there are plenty of digital tools that can help. For example, make sure they join all team meetings as you check in with each other at the beginning and end of the day, as well as add them to any informal team channels on Slack or an equivalent.</p>
<p>Equally, it&rsquo;s worth engaging them on your company&rsquo;s social channels by announcing their joining on LinkedIn or twitter, and asking the wider team to follow their personal accounts. With a process like this in place, your new hire should soon feel like part of the team and wider culture of your business!</p>
<h2>Seek feedback on the process</h2>
<p>Even with preparation, there will naturally be a bedding-in period in which key stakeholders adjust to the new process. During this time, collecting feedback will be imperative to making the tweaks that enhance the interview process and improve efficiency.</p>
<p>As well as asking candidates for their thoughts, give line managers and recruiters a chance to provide honest feedback on the recruitment process from their perspective. They will undoubtedly have suggestions from initial pain points that arise in the early stages of deployment &ndash; the best way to iron this out is to encourage contribution in improving the process for everyone.</p>
<p>At Futureheads, we&rsquo;re firm believers that digital technology coupled with the right attitude can help make the hiring process more accessible for everyone. While the impact of the coronavirus has been unprecedented, businesses are now in a position to ensure candidates can still put themselves forward for exciting new roles.</p>
<p>&nbsp;</p>
<p>Should you need further advice or assistance in planning for remote interviews, we&rsquo;ll be more than happy to help.</p>

Digital recruitment – how to adapt your hiring process during a public health scare

<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

<p>When you are starting out it can be hard to navigate the office landscape, so here are a few tips that have served me well over the years.</p>

<p>Having worked in the recruitment industry for over 20 years, I have seen some examples of good behaviour, and some examples of not so good behaviour that has impacted someone's career. When you are starting out it can be hard to navigate the office landscape, so here are a few tips that have served me well over the years:&nbsp;</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<ul>
<li><strong>Do dress appropriately</strong>. It's important to make a good first impression, this may mean a suit but also may mean smart casual depending on your industry and company. If you are unsure, always err on the side of caution and go smarter!&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Do be on time</strong>. Employers want people that are well prepped and ready to go from your start time, not just falling in the door. This also applies for meetings, both internal and external &ndash; create the right impression from the start.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Do be respectful of others</strong>. You need to be polite, courteous and don&rsquo;t fall into the trap of engaging in gossip or negative talk in the office.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Do communicate effectively</strong>. Make sure you are clear and concise in your written and verbal communications, and actively listening when others are speaking.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Do work collaboratively</strong>. Office work often involves teamwork, and it's important to be able to work well with others.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Don&rsquo;t be needlessly noisy</strong>. This includes speaking loudly on the phone, playing music without headphones, and generally making excessive noise that might distract others.</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Don't be a clock-watcher</strong>. Constantly checking the time or counting down the minutes until the end of the workday will not give the impression that you're fully committed to your job.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Don't be negative</strong>. Complaining or being negative can bring down the morale of the office, and it's important to maintain a positive attitude.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Don&rsquo;t neglect your company kit</strong>. This includes office equipment, supplies, and facilities. For example, if you are going out after work then you need to leave your laptop in a locker in the office.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<ul>
<li><strong>Don&rsquo;t maintain a messy desk policy</strong> &ndash; think of the environment and don&rsquo;t print unless you need to. Also, a clear and organised desk is a good insight into your personal mind. Too much clutter can get in the way and even be a distraction.&nbsp;</li>
</ul>
<p>&nbsp;</p>
<p>It's important to remember that office culture can vary from company to company, so always be mindful of the specific norms and expectations of the office you're working in.&nbsp;</p>
<p>It's also worth mentioning that office culture includes some unspoken rules and values, for instance 'response time' for email, meeting culture, and who is allowed to access certain information. It's important to learn and understand these things within your first week or so, so don't be afraid of asking questions or clarify.&nbsp;</p>
<p>&nbsp;</p>

Office Etiquette - 10 Dos and Don'ts

<p>Monica is a dynamic Fintech entrepreneur passionate about delivering solutions that create change in people&rsquo;s financial lives. Her expertise is product development, customer experience and bringing the best out of teams.</p>

<p>Monica joined BigPay with the vision to build the first South East Asian challenger bank. Prior to BigPay, she started her Fintech journey in Tandem Bank, one of the pioneer challenger banks in London. Her experience in retail and development banks, payment schemes, corporate and startup environments, as well as in Latin America, Europe and Asia has allowed her to develop a diverse and unique perspective and style.</p>
<p>She holds a Masters degree in Information Systems from the London School of Economics and has a background in Industrial Engineering. She is the host of Celebrate You! &ndash; the personal development podcast for the career and entrepreneurial woman.</p>
<h2>What&rsquo;s the story of your career so far?</h2>
<p>I was very lucky that since my very first job I started in Product, and I loved it. My career started in a Development Bank in Mexico, I then moved to London to study my masters in LSE and what was supposed to be a one year adventure turned into nine! The first half of my career was in traditional retail banking &ndash; both in Payment Schemes and Banks. That gave me strong foundations to understand how the banking system works. Years later I was blessed with a rare opportunity to join a founding team to start a new bank from scratch; a good bank! &ndash; Tandem Bank; my first Fintech love and the beginning of my career in Fintech and entrepreneurial journey. What seemed like a once in a lifetime opportunity became a life changing opportunity. Few years after starting in Tandem another blessing came up. I moved to Malaysia and joined BigPay as part of the founding team to start another challenger bank, this time a South East Asia one &ndash; where the Fintech market was almost non-existent, the timing was right, and the risk was very high! I called this move the #theasianadventure. For the past ten years I&rsquo;ve also had an alternative career in coaching and all things personal development; my latest project is Celebrate You! &ndash; The personal development podcast for the career and entrepreneurial woman. You can find me on Spotify here:</p>
<p><iframe class="ql-video" src="https://open.spotify.com/embed-podcast/show/5vERoVilxQCfF1Ec1Mg3M1" width="100%" height="232" frameborder="0" allowfullscreen="allowfullscreen"></iframe></p>
<p>&nbsp;</p>
<h2>What do you love most about what you do?</h2>
<p>I love starting things from scratch &ndash; I like building and connecting ecosystems in my brain and creating new mental models of the world &ndash; from the vision, to the detail, to the hands on, to seeing it live! I also love knowing that my work has direct impact in millions of people&rsquo;s financial lives &ndash; what I love the most is the fulfillment and fun of working on a big challenge with smart and driven people. Finally, I&rsquo;m a people&rsquo;s person, so I love bringing teams together, talking to customers, and understanding the psychology behind customers and products.</p>
<h2>What&rsquo;s the most important lesson you learned in 2020 amidst all the Covid-19 disruption?</h2>
<p>It is difficult to choose just one! 2020 was an interesting year for all of us &ndash; regardless of age, race, background or economic status. That was the biggest reminder: we are all humans and we are here to enjoy life and build beautiful relationships and experiences; not to build a career doing something we don&rsquo;t care about. On a personal level, I focused on seeing, acknowledging, and accepting the light and the dark in me, the &ldquo;good&rdquo; and the &ldquo;bad&rdquo; &ndash; I&rsquo;ve learnt that the more we accept ourselves fully, the more we accept others too; overall, self acceptance makes us kinder human beings.</p>
<h2>As far as you can predict, what&rsquo;s on the cards this year for you and your business?</h2>
<p>Oh fun, fun, fun &mdash; lots of projects to work on! As a startup the first few years are very exciting and there is always scope for growth. Whether that is launching new product features, growing our numbers, or engaging better with customers; there is always something interesting and challenging to work on that will have impact on both, customers and the business.</p>
<h2>If you could go back and do it all over again, would you choose a different career path and why?</h2>
<p>Absolutely not! I didn&rsquo;t really know where I was heading when I was working in retail banking. I took a risk joining Tandem and that gave me the opportunity to learn from amazing entrepreneurs and exposure on how to build a bank. I took a bigger risk with BigPay, and that led to a role building a new bank from scratch &ndash; in South East Asia! &ndash; and a ton of personal growth. So despite of the ups and downs and all the challenges, I would do it all over again; maybe this time smarter haha</p>
<p>&nbsp;</p>
<p>&nbsp;</p>

Futureheads Five Stories – Monica Millares

<p>Rajeeb Dey MBE is the founder and CEO of Learnerbly, a professional development platform supporting employees to achieve their goals by connecting them to the best development experiences and enabling businesses to engage, develop and retain talent.</p>

<p>Rajeeb is a graduate of the University of Oxford and was appointed as the world&rsquo;s youngest Young Global Leader (at 26) by the World Economic Forum in 2012. Following university, he went on to found Enternships, a portal connecting students and graduates to roles in over 7,000 start-ups and fast-growing businesses for which he was named the &ldquo;02 X Young Entrepreneur of the Year&rdquo; and became the youngest recipient of the Queen&rsquo;s Award for Enterprise Promotion in 2013.</p>
<p>Rajeeb is also the Co-Founder of StartUp Britain, a national entrepreneurship campaign launched by Prime Minister David Cameron in 2011 and served as Trustee of UnLtd, the Foundation for Social Entrepreneurs for over 10 years.</p>
<p>He was appointed Member of the Most Excellent Order of the British Empire (MBE) in the Queen&rsquo;s 90th Birthday Honours List in June 2016 for services to Entrepreneurship and recognised as one of the 1,000 Most Influential People in London by The Evening Standard.</p>
<p>Rajeeb 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>1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</h2>
<p>Internally, we had to do what many others have had to do, and that was transitioning to full-remote. We&rsquo;re a tech company and already have team members who are remote 100% of the time. The structures were in place already; we just had to expand them to the whole team. Where COVID-19 has really had an impact is externally.</p>
<p>L&amp;D is the only work-related activity that furloughed employees are allowed to engage in, so we created a free version of the Learnerbly platform featuring our curated content. We want to help organisations support their furloughed employees, and this just felt like the right way and the best way we could do that.</p>
<h2>2. How have you adapted your operational and hiring practices?</h2>
<p>We&rsquo;re spending more time actively communicating with each other, and we try to be as transparent as possible in that communication. To deliver clarity through video calls and messaging, our new primary mediums of communication, we need to make conscientious efforts and have structures in place. One way we do that is by having conversations on public slack channels rather than private messages.</p>
<p>With hiring, our process has become virtual. Our in-house hiring practices were already clear and structured, making the switch relatively easy and streamlined for what questions we ask, why we ask them, and what makes a good answer.</p>
<h2>3. What are your top tips for successfully managing a remote onboarding and/or recruitment process?</h2>
<p>Offer clarity, provide structure, implement social time and make them feel welcome.</p>
<p>Before you do anything, say what you&rsquo;re going to do, whether it&rsquo;s in the form of a &lsquo;first-day agenda&rsquo; email or a stand-up call you should openly communicate as a first step. We also value our&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://linkscan.io/scan/ux/aHR0cHM6Ly93d3cubm90aW9uLnNvL2xlYXJuZXJibHkvTGVhcm5lcmJseS1zLUVtcGxveWVlLUd1aWRlLTNhMDk2NGVlNjNhYTQ5MGE4NjA2ZmI3YmViZTQyNzIy/570E29765F79BDB328441905F6A34E923AD8D1C00F89236C361BFB8EF16AD7E8?c=1&amp;i=1&amp;docs=1" target="_blank" rel="noopener noreferrer">Employee Handbook</a>&nbsp;which is visible to anyone and clearly communicates to prospective applicants and hires our culture and values whether we&rsquo;re onboarding them virtually or traditionally.</p>
<p>Provide structure. Written guides, agendas, and action points drive productivity and keep everyone in the know for what they&rsquo;re supposed to be doing and when they should be doing it.</p>
<p>Implement social time to compensate for what is missing in a virtual work environment. Organise virtual coffees for people and encourage non-work related conversations over video and messaging channels.</p>
<p>In general, with virtual onboardings, it means making an extra effort to ensure new joiners feel welcome. I schedule check-ups with them to get feedback, and we try to continue our onboarding rituals which include taking people out to lunch on their first day. Now we ask people to get food delivered and expense it, as well as the team signing and sending virtual welcome cards rather than giving a physical one.</p>
<p>We&rsquo;ve long had Empathy Guides that each new joiner fills out to help people get a better insight into their colleagues, how they work and what their interests are, but these guides have become even more important given that we haven&rsquo;t met many of the people who have joined the business over the last two months.</p>
<h2>4. Has this crisis made you look at your business differently or consider changes moving forwards?</h2>
<p>We&rsquo;re working surprisingly well given the circumstances. We know this is not a regular WFH situation because there are threats to physical and mental-health impacting all of us but that doesn&rsquo;t mean we aren&rsquo;t seeing sustained productivity and employee engagement. Our Officevibe employee engagement score is at an 8.9/10 &mdash; putting us in the top 10% of Officevibe companies. These results in a time of crisis do prompt us to think about our office of the future and reflect on how we will work going forward. We&rsquo;re listening to our team and surveying their attitudes towards returning to physical office space and whether a permanent office for all will even be the best way forward or not. We&rsquo;ll go ahead with what we think is best for everyone.</p>
<h2>5. What advice would you give to anyone in a similar position to you at the moment?</h2>
<p>This too, shall pass. If you&rsquo;re making decisions that are good for your people, then the stability of your business should follow. Make sure you over-communicate during these times as people can feel uncertain and anxious.</p>
<p>The more transparent and compassionate you can be during these difficult times, the more your colleagues will respect and appreciate you fostering a happy and engaging environment. If you can be anything, be kind to yourself and to others as the way you respond as a leader during this challenging period will be a defining moment for how your colleagues perceive you and your employer brand in future.</p>

Futureheads Five Stories – Rajeeb Dey

<p>Sally Brogan has over ten years&rsquo; experience, designing and building innovative, user-centric and data-led products as well as establishing and developing cross-functional teams. Her experience is predominantly in B2B SaaS products and she has a special interest in Data and Analytics.</p>

<p>Earlier this year she joined Wazoku to take on the role of Product Director. Wazoku&rsquo;s mission is to help businesses change the world one idea at a time. Their tech platform enables clients to gather, review, develop, analyse and manage innovative ideas pooled from internal and external specialists and communities to solve problems, feed into strategy or improve business operations.</p>
<p>Sally 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>1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</h2>
<p>Wazoku is all about ideas and innovation and we&rsquo;ve been fortunate to be able to help businesses adapt during this challenging time. Our clients have been harnessing our technology to reach out to both internal and external experts to solve current challenges &ndash; from how to work better at home to broader societal ideas to support the response to Covid-19.</p>
<p>As a business, we were already set up for remote working, with distributed teams and portable hardware and so have adapted well. We are also fortunate our Platform IdeaSpotlight is a versatile tool and has proved invaluable not only to our clients but in engaging our internal team during this pandemic.</p>
<p>What we&rsquo;re really missing most is catching up after the weekend, chatting in the kitchen whilst making a tea, Friday drinks and those meetings that are just better face to face.</p>
<h3>2. How have you adapted your operational and hiring practices?</h3>
<p>Each employee is grappling with their own unique set of circumstances and so we&rsquo;ve been conscious of providing support to match different needs, whether that&rsquo;s through flexible hours to support childcare, creating regular touchpoints or highlighting our mental health packages. Like many organisations, we aren&rsquo;t currently hiring but we&rsquo;re keeping in tune with changes in approach to recruitment to take advantage of any lessons we can learn for the future.</p>
<h3>3. What are your top tips for successfully managing a remote On-boarding process?</h3>
<p>Seven new starters have been onboarded during lockdown, including myself. Our Operations Team responded quickly to make sure equipment was shipped out to homes ready for start dates, the onboarding programme moved online, so that newcomers could get up to speed quickly and there was a lot of emphases placed on regular communication across the team both in terms of work and on a social level. I&rsquo;m still getting to know my team, most of which I haven&rsquo;t yet met in person and I&rsquo;ve had to adjust my approach to meet the demands of the current situation, but all things considered, it&rsquo;s been surprisingly smooth.</p>
<h2>4. Has this crisis made you look at your business differently or consider changes moving forwards?</h2>
<p>Our Product strategy meant we were already expanding into the world of Open Innovation and the crisis has really served to reinforce our vision by highlighting the value of using the wisdom and skills of crowds to solve problems. In terms of day-to-day operations, it&rsquo;s definitely demonstrated what can be achieved remotely and has shown how a truly distributed team could work &ndash; we&rsquo;d certainly be more open to hiring across different locations.</p>
<h2>5. What advice would you give to anyone in a similar position to you at the moment?</h2>
<p>Keep calm and carry on. There&rsquo;s no point second-guessing what may or may not happen, so I&rsquo;ve found the best thing to do is take things as they come and be prepared to be flexible to meet the changing situation. Make sure communication is clear, confident and consistent and that business leaders remain approachable. Luckily, my experience as a Product Director in start-ups and scale-ups means this is almost second nature.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>

Futureheads Five Stories – Sally Brogan

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

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  <div class="col-12 col-sm-12 col-md-6">
    <p>From recruiting your first Product Owner to hiring your next experienced Product Managers, our recruiters have developed a specialist network in the design and tech space. They are trusted experts in sourcing and delivering both permanent and contract professionals in the field.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes:</h5>
    <ul>
      <li>Chief Product Officers (CPO)</li>
      <li>VP's of Product Management​</li>
      <li>Directors of Product Management</li>
      <li>Product Managers​​</li>
      <li>Product Owners</li>
    </ul>
  </div>
</div>

Product

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. 

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <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 include professionals in:</h5> 
    <ul>
      <li>Motion Graphics & Video Editing</li>
      <li>Branding</li>
      <li>Copywriting</li>
      <li>Art Direction</li>
      <li>Illustration</li>
    </ul>
  </div>
</div>

Creative

The complexities of AI and Machine learning, as well as the focus on data integrity, means hiring professionals with compliance, system integration and advanced analytics skills can be challenging. Our team is on hand to help with your Data recruitment needs.

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>The complexities of AI and Machine learning, as well as the focus on data integrity, means hiring professionals with compliance, system integration and advanced analytics skills can be challenging. Our team is on hand to help with your Data recruitment needs.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in:</h5>
    <ul>
      <li>Data Engineering</li>
      <li>Data Science</li>
      <li>​Data Analytics</li>
      <li>Business Intelligence</li>
    </ul>
  </div>
</div>

Data

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 majors skill-sets we have consistently helped businesses hire world-class Design talent. 

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <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 majors skill-sets we have consistently helped businesses hire world-class Design talent.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <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>
      <li>Digital Design</li>
      <li>Marketing Design</li>
    </ul>
  </div>
</div>

Design

We know that the world of Digital Marketing moves at a quick pace. Digital Devices, Digital Platforms, Digital Media, Digital Data, And Digital Technology never stops. This is why our teams are on hand to support these changing landscapes and are always ahead of the curve.

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>We know that the world of Digital Marketing moves at a quick pace. Digital Devices, Digital Platforms, Digital Media, Digital Data, And Digital Technology never stops. This is why our teams are on hand to support these changing landscapes and are always ahead of the curve.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in</h5>
    <ul>
      <li>Search Engine Optimisation (SEO)</li>
      <li>Pay-per-Click</li>
      <li>Social Media Marketing</li>
      <li>Content Marketing</li>
      <li>Email Marketing</li>
      <li>Mobile Marketing</li>
      <li>Marketing Analytics</li>
      <li>Affiliate Marketing</li>
    </ul>
  </div>
</div>

Digital Marketing

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.

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <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>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals across:</h5>
    <ul>
      <li>Front-end</li>
      <li>​Server-side​</li>
      <li>​Full-stack​</li>
      <li>Native Mobile​​</li>
      <li>Technical Architecture​​</li>
      <li>Solution Architecture​​</li>
      <li>Testing</li>
      <li>QA​​</li>
      <li>DevOps</li>
      <li>SRE</li>
    </ul>
  </div>
</div>

Engineering

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 help you deliver better budget controls, communication, and reporting, to help you find ways to introduce new processes tools and technology that can support more efficient work delivery.

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <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 help you deliver better budget controls, communication, and reporting, to help you find ways to introduce new processes tools and technology that can support more efficient work delivery. </p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes:</h5>
    <ul>
      <li>Digital Project Managers</li>
      <li>Programme Managers</li>
      <li>Engineering Project Managers</li>
      <li>Software/IT Project Managers</li>
    </ul>
  </div>
</div>

Project & Programme Management

From helping shape the London-UX market from the early days, to running and sponsoring some of the most well-known UX networking events – our reputation holds in our ability to match top-tier UX practitioners into opportunities. 

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  <div class="col-12 col-sm-12 col-md-6">
    <p>From helping shape the London-UX market from the early days, to running and sponsoring some of the most well-known UX networking events – our reputation holds in our ability to match top-tier UX practitioners into opportunities. </p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes practitioners with skills across:</h5>
    <ul>
      <li>User Research</li>
      <li>Interaction Design​</li>
      <li>​UX Design</li>
      <li>Information Architecture</li>
      <li>​Service Design​</li>
      <li>Content Design</li>
    </ul>
  </div>
</div>

UX & Service Design

Jamie Perlmutter

<p>Jamie has worked in the tech/digital sector for over a decade and since joining Futureheads in 2016, he&rsquo;s helped a number of leading businesses to scale and achieve their strategic and commercial goals.<br>&nbsp;<br>His recruitment mantra (inspired by a poster in one of our meeting rooms) is to work hard and be nice to people. In practice, this means Jamie strives to go the extra mile, providing clear channels of communication and leveraging his problem-solving skills to create positive experiences for candidates and clients alike.<br>&nbsp;<br>Jamie&rsquo;s a hands-on recruiter and people manager whose experience includes both embedded and 360 contingency recruitment, spanning all talent disciplines across the product development lifecycle. However, his sweet spot is Product Design, UX, Service Design and User Research.<br>&nbsp;<br>Outside of work, when Jamie&rsquo;s not busy being a dad to his young son, you&rsquo;ll either find him at gigs, eating fancy burgers or complaining from the North Bank at the Emirates Stadium.&nbsp;</p>

AJ Phipps

<p>Ashleigh-Jean, better known as AJ, spent 7 years in sales before finding her home in recruitment 4 years ago. Having honed her skills in the cybersecurity world, AJ is excited to bring her blend of tech and creative passions to lead our Product Management recruitment here at Futureheads.</p>
<p>Specialising in placing product leaders across complex technology ecosystems, she focuses on roles spanning product strategy, user experience design, technical roadmapping, and AI-driven innovation. Working with anyone from start-ups to recently IPO'd companies and candidates as a career matchmaker, AJ leverages her deep understanding of technical frameworks, agile methodologies, and emerging tech trends to connect brilliant people with employers they would love to work for.</p>
<p>Outside of work, if AJ is not recruiting, hosting events or advocating for DEI, you can find her wearing her pink suit and disco heels watching Broadway shows, finding the best eateries in London and geeking out on anything AI and Tech!</p>

Sectors we cover

Product

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