If you’re running HR in a scale-up (especially as a standalone HR Manager), upcoming UK employment law changes should be treated as an urgent implementation challenge, and not something to revisit once the deadline arrives. If you haven’t realised already, one of the most important changes to note is that everyone who joined since July 2026 will now be covered by a shorter unfair dismissal qualifying period, which makes probation and performance management more high-stakes t

There's a lot to love about working in a growing business. Things move quickly, and people get stuck in, figuring things out as they go. Decisions don’t need to pass through five layers of approval. If something isn’t working, you change it and move on. But somewhere along the way, the things that once made everything work start making everything harder. The Founder who used to make every decision now has 40 people waiting for an answer. Everyone's busy, and everyone's trying

There’s a particular kind of job that looks great on paper. You’re the FIRST Talent hire. You’ve got a seat at the table, a mandate to build something from scratch and the opportunity to shape how a business hires as it grows. It’s exciting. It’s strategic. It’s exactly the kind of challenge plenty of experienced recruiters want. Until, of course, you realise you’re also the recruitment team, the hiring strategy, the ATS administrator, the employer brand specialist, the workf

There’s a version of growth that looks great from the outside. Headcount is up and so is your revenue. You've earned new customers, you’re hiring into new teams, entering new markets and generally making things happen. But then, somewhere along the way, you notice something else. People are stretched and decisions are taking longer. Managers are spending more time solving problems that shouldn’t really need solving and good people are asking the same questions over and over b

Ask most founders when they should have hired their first People or Talent lead, and you'll hear the same sheepish answer: "Probably a year ago." Almost nobody gets there early, and it isn't because they're careless. It's because of how founders think. The mindset that gets a company off the ground often keeps People foundations at the bottom of the list. Why Founders Wait Product and Revenue Feel Urgent In the early days, every week is about proving the product works and fin

Hiring is one of the most important decisions a growing business makes. But before you write a job description, post an advert or start interviewing, there is a foundational question to answer: what should great people believe about working here? That is the role of employer branding. It is not a polished careers page or a collection of slogans. It is the clear, credible story of your organisation as an employer, shaped by your purpose, culture, leadership, employee experienc

A business name can be just a name or it can tell you something about what sits underneath it. For us, it had to be the latter. We wanted something that captured what we’ve experienced throughout our careers: growth, change, uncertainty, transformation and the inevitable chaos that comes with all of it. That’s how we landed on Morrigan. So, who or what is Morrigan? Morrigan is a figure from Celtic mythology, often associated with transformation, change, power and fate. She’s

Growing a business is exciting until suddenly... it isn’t. You’ve gone from a handful of people to 30, 50, 100+. The business is moving quickly, everyone’s wearing three hats, and the cracks are starting to show. Your hiring becomes reactive and roles are created faster than they can be defined. Your managers aren’t sure how to interview and onboarding is inconsistent or nonexistent. Nobody quite knows who owns what and the People stuff that felt like something you’d “sort la