I build businesses. And fix the things that stop them growing.

Easy Talent

The problem. Staffing the sectors that check credentials before they check price is mostly administrative friction: availability, compliance, right-to-work, bookings, last-minute replacement. Most of that work is manual, and most agencies treat the technology as an afterthought bolted onto a phone call.

What it is. A high-compliance specialist supplying catering, facilities, cleaning and hospitality staff into education and the public sector. Recruitment judgement, the workflow around it, and booking and workforce software built directly against the problems the business actually hits, rather than bought in and worked around.

Clarity Intelligence

The problem. An owner can work extremely hard for years and still have no clear view of how much of the business depends on them personally, where the commercial risk actually sits, or what would survive if they stepped back. The information exists. It is just never assembled into anything you can look at.

What it is. Fifteen straight questions, about four minutes, and a real score across the same four pillars used on Clarity Advisory Partners: Finance & Performance, Commercial, Operations and People. It is not a valuation, an audit or regulated advice, and it does not replace your accountant, solicitor or adviser. It tells you where the business is weak while you still have time to do something about it.

Recruitment Intelligence

Would your CV actually get shortlisted for this job?

The problem. Candidates are told to "tailor your CV" with no idea what that means against a specific job. Employers write a job description in ten minutes and then wonder why the applications are wrong. Both sides are guessing at the same document, and neither is ever shown the judgement that decides the outcome.

Why I built it. Running a recruitment business means reading CVs against real roles every day, and writing the roles those CVs are answering. The read that produces a shortlist is not complicated and it is not a secret. It is just never written down for the person it affects. A candidate finds out by silence; an employer finds out by a month of wrong applications. Both of those are avoidable before anything is sent.

What it is. Put in a CV and the exact role, and get an evidence-based read on where it genuinely matches, where it does not, the shortlist risks, and the changes worth making, with a tailored CV rebuilt only from evidence already in your own. It will not invent experience you do not have, because that is what gets found out at interview. Employers get the same judgement in reverse: a role analysis, a job description people understand, screening criteria and interview questions. Recruitment judgement applied to a specific job, not a generic AI rewrite.