Our Founder and Managing Director Sam Spoors has launched a new podcast focussed on supporting new business owners to achieve success whilst avoiding the pitfalls many new entrepreneurs face.
With around 1 in 5 new businesses in the North East expected to close within the first year, the new podcast aims to empower and support businesses across the region.
Sam comments - “It's tough, and there are ups and downs – that is the reality. The highs are fantastic, and the lows feel tougher than you had imagined before establishing a business. You, therefore, need more resilience than ever. It feels personal, but it's not. It's just business.”
Sam started Talentheads from her kitchen table in 2020. In just over four years, Talentheads has won multiple awards and has expanded across the region. Coupled with the opening of a second office and the onboarding of a diverse array of growing clients across the North East, the UK, and indeed across the globe – Sam is keen to share her journey of growing a businesses with other entrepreneurs looking to do the same.
Reflecting on her significant learnings Sam says, 'you can't be everyone's cup of tea.’ “As a previous people pleaser and someone who wanted to help everyone – it's important to find your tribe, do the best you possibly can, and let those things you can't control… go. Overthinking or assigning too much emotion to one thing – that is out of your circle of influence – slows you down.”
The new fortnightly podcast, The Journey of a North East Entrepreneur, will be an honest account of a week in the life of Sam. It will provide a dose of reality for those looking to establish a business and comfort to those currently growing a business.
Sam continued, "If I were establishing a business again - for the first time - I would find this podcast super useful as it shows - warts and all - how a week pans out when you are growing something you love, have the ultimate dedication to and have made sacrifices for. I am also hopeful the authenticity shows others they can be vulnerable and real about the journey. We can then help and learn from each other.”
Subscribe to our YouTube channel ‘The Journey of a North East Entrepreneur’ to never miss an episode! You can also sign up to our newsletters so you can keep up to date with relevant Talentheads news by completing the contact form on our website with the message ‘Subscribe to newsletters’.
Happy listening!
Looking to make 2025 a year of growth and success? ✨
Sam Spoors, founder & MD at Talentheads, shares her expert insights into recruitment strategies and how employers and job seekers alike can embrace the opportunities 2025 will bring. From building diverse teams to standing out in a competitive market, Sam’s reflections offer plenty of food for thought as we kick off the New Year.
Author - Erika Armanino
Date published:
A New Year always brings with it the thought of new beginnings, new opportunities and fresh starts.
With changes within the economy and the arrive of 2025, employers and job seekers alike are looking at what the New Year will bring.
As employers we are considering when our teams will be engaging in learning and development and growth activities, and when those all-important new team members will join us to ensure 2025 is a year of success.
Furthermore, those looking for new job opportunities are also wondering how to make that super brave leap onto new horizons in 2025.
If you are an employer looking to recruit, here are a few tips you may want to consider:
“Approach the New Year with resolve to find the opportunities hidden in each new day” – Michael Josephson
With the start of a new year, the opportunities for employers and job seekers alike are boundless. By embracing diversity, conducting thorough research, streamlining recruitment processes, and showcasing your unique value, employers can ensure their teams are set up for success in the New Year.
Let’s make 2025 a year of opportunity for our North East business community!
The workplace has evolved at breathtaking pace since the pandemic, and hybrid working has been one of the best steps in that evolution.
Flexibility has been a benefit to employees, who enjoy a far richer work/life balance – and it can also benefit employers.
Giving staff more wiggle room shouldn’t be feared. Embracing flexible working enhances your workplace culture, which can help with recruiting and retaining the very best individuals.
Research backs this up, with team members statistically more likely to refer family and friends to a business with a good culture.
And it isn’t like flexible working is a rare offering.
Most British businesses now offer it in some form, shape or size.
So even before these Government proposals, it was here to stay – and so it should be.
It expands a business’ talent pool, opening it to candidates living further away or seeking a hybrid model, and to those that might not have been able to apply due to commitments in their personal lives.
At Talentheads, we’ve always embraced flexible working.
I’ve witnessed first-hand the enormous benefits it brings to my team’s culture, in terms of productivity, energy, engagement and happiness.
Gone are the days of missing big family moments because of non-urgent work commitments.
Staff no longer spend hours stuck in traffic, or spend Sunday night with that sinking feeling in their stomachs, arriving for work tired from the rush-hour commute.
They are fresh, engaged – and crucially – more willing to be flexible with their employer in return.
We have recently expanded and now have two offices – in Morpeth and County Durham – which have proven to be fantastic for meetings, brainstorming and team building.
Our workplace culture has undoubtedly benefited from ending the expectation of presenteeism that was once ingrained within business.
The proof is in the pudding; we’ve grown year on-year and, in 2023, our flexible workforce helped us deliver record turnover.
Remote work, flexible hours and the ability to impact schedules are major factors when considering job satisfaction, increased productivity, lower staff turnover and team happiness.
And Britain’s rapidly-evolving business landscape insists on cultivating an inclusive culture and a flexible and engaged workforce.
These new measures will benefit everyone and, like flexible working, should be embraced rather than feared.
Article featured https://netimesmagazine.co.uk/magazine/talking-point-finding-the-right-balance/
It has been quite the 2024 here at Talentheads!
We’ve grown in size and stature, expanding into County Durham with a wonderful second office.
Additionally, our pioneering approach to talent acquisition and development resulted in our founder Sam Spoors, being recognised as an ‘innovative disruptor’ at the Global 100 Women in Leadership awards.
Both innovation and disruption have always been at the very core of Talentheads.
Our model is unlike any other business in the sector.
As talent acquisition, learning, and development specialists we take care of everything – from recruiting to coaching and training – embedding ourselves within your business to understand your values, helping us to find the talent that is a perfect fit both on paper and in personality.
That award-winning approach has resulted in the creation of our Talent Success Cycle, a model that has lit a fuse under the businesses that have embraced it since it was launched earlier this year.
In fact, our innovative approach to recruitment and talent development has to date not only assisted almost 600 local people find their perfect job, but has also helped to develop 4,700 staff at around 80 businesses across the North East and beyond.
So with 2025 just around the corner, ask yourself this – is your team firing on all cylinders and could it be strengthened?
With upcoming changes in the economy, you may be right in thinking that the new year is the perfect time to look at growing your business and recruiting some fresh faces.
If so, take our advice to give yourself the best chance of finding the perfect candidates:
• Widen your talent pool as much as possible. Think outside the box to include as many individuals as possible removing any unnecessary barriers, qualifications or experience. Diversity is key for any thriving team and business.
• Do your research before placing the advert and establish if your ideal candidate exists. Make sure you know who your audience is and how they like to be engaged with. Check everything you need about the relevant job market before going live with your vacancy so it hits the job boards and social media with impact.
• Map out each stage of your recruitment process from the advert closing to the interview dates. Make sure the job advert contains all this information as it can really help with commitment and sets clear expectations for candidates.
• Ensure your shop window accurately represents your business. Sought-after candidates need to be able to visualise how your company differs from your competitors. What is your offer and what does it truly feel like to be one of your team members?
However, if you really want to find that perfect candidate then why not connect with the experts?
At Talentheads, we know how to build high-performing teams. We do it every day and we’re constantly recognised for the outstanding results we deliver.
Those results are driving our own business forward, and we are heading into 2025 with a talent development team that has grown at an exciting pace throughout the past year to help keep up with the unprecedented demand for our services.
Our learning and development service is already almost at full capacity, and we are proud to say that we recently upskilled our 1,500th (and counting) hiring manager, who is now armed with the confidence and skills needed to recruit and grow their team.
Yet for all the awards and growth milestones here at Talentheads, the key reason people trust us with their teams is the fact that we do it differently.
We recruit to retain and don’t just put bums on seats. We believe local jobs matter – to employers and team members – and we genuinely believe staff are more than just a number.
So if your 2025 resolution is to grow your team, grow it with Talentheads
There’s a bitter irony to it.
Diversity, equity and inclusion, brings people together – yet within business, it continues to divide.
Many love it, others loathe it.
When it comes to your recruitment though, employers should embrace it with open arms – and not just to remain legally compliant or because it is a ‘buzz’ word.
Inclusive recruitment leads to high performing teams.
Since launching Talentheads four years ago, we’ve helped hundreds of growing North East businesses build high performing teams, whilst assisting them with their recruitment and talent development needs using a unique approach that has not only disrupted the sector but saved clients over £1m in recruitment agency fees.
I’ve seen first-hand the enormous benefits embracing inclusive recruitment can bring to your business.
A diverse workforce fuels innovation, creativity and growth.
If you hire an army of clones, expect none of that.
What you’ll likely get is a company that’s an echo chamber, where opinions – and life experiences – rarely differ.
A diverse workforce means diverse thinking.
Yes, it means you may be challenged. Yes, there’s a greater risk of friction if there are two wildly contrasting viewpoints.
But as business leaders surely you want to hear every side of the debate to make the best-informed decision. Surely you want sets of eyes that are from all generations and groups, from various genders, ethnicities and backgrounds, with shared values and purpose
That diverse pool of opinions should really be every CEO’s dream. Yet the stats still suggest that there’s substantial work to be done.
Polling as recently as 2022 by Druthers found that the modern workplace is still painfully un-diverse – from the top down.
Less than a fifth of board positions are filled by women, who are also less likely to be promoted.
Under five per cent of the most powerful jobs are held by minorities, while over half of LGBTQ+ staff aren’t open about their sexuality to their supervisors – with more than two-thirds having experienced workplace slurs.
These stats go on and on and all tell the same story that, while the law should give everyone the same platform to succeed, the reality on the ground is that society is still well off where it needs to be.
One stat that jumped off the page to me was that hiring managers are still far more likely to recruit someone based on their own cultural fit, such as their social class.
At Talentheads, one of our core strengths is that we recruit based on how well the applicant will fit within the workplace culture. That has nothing to do with where they were schooled, their net worth or their parents’ jobs.
Instead, it looks at the individual, based on values and purpose which includes those from different backgrounds and life experiences.
Our approach helps ensure that the people you recruit stick around, as they gel perfectly within your team. And that’s another reason why inclusion shouldn’t just be an afterthought.
Creating an inclusive atmosphere doesn’t have to mean asking staff to put preferred pronouns in their email signature.
An inclusive culture ultimately means creating a business where people are not scared of speaking up and voicing opinions, a workplace where they are fairly remunerated for the hard work they do – and where promotion is never out of reach for those who earn it.
Inclusivity can simply be about creating aspiration at work. And when that exists, why would good staff ever want to look elsewhere?
Inclusivity and diversity are about more than just retention, however. These things help businesses to grow.
A recent YouGov poll revealed that two-thirds of Brits said workplace diversity and inclusion was important to them.
Analysis of that data also suggests that the younger you are, the more important it is. Among adults aged 18-24, an eye-grabbing 78 per cent of those polled said it mattered.
If you think differently, then consider your firm’s future.
These people are the next generation of talented workers your company will need to attract if it is to have a future.
Every business wants the best staff. To attract them, you need to give them a reason to come.
In a competitive market, big wages aren’t always enough of a magnet. Increasingly, younger graduates want to work with employers aligned with their values around equality and fairness.
By prioritising inclusive recruitment, you can stand-out to socially conscious candidates. But if that isn’t enough to open your eyes to the power of inclusivity and diversity, there are two other reasons that should make every entrepreneur, CEO and MD stand-up.
YouGov also found that companies that embrace diversity are not only far more productive – they also enjoy a higher cashflow.
In fact, per employee, cash flow is on average 2.5 times higher, while firms with above-average diversity had innovation revenues that were on average 19 per cent higher.
So, far from being a buzzword, there’s cold, hard, objective data which shows that embracing diversity and inclusion fuels growth.
Yes, it is great for your brand. Yes, it can keep you on the right side of employment law.
But to many employees and also – quite crucially - customers, this really matters.
It is driving decision-making, be it where they spend their money or where they choose to work.
Having recently expanded into a second office with a branch in County Durham, at Talentheads, we are dealing with an increasing number of clients who realise that this needs to be a priority and that having a more level playing field – where candidates are successful due to their talent and qualifications – is what will ultimately grow their businesses.
Not a room of nodding clones.
Your Why: The Importance of your purpose!
Having authentic purpose in business is increasingly recognised as the key driver of long-term success. Its key is not only to the company’s identity, but also to its relationship with stakeholders, customers, employees and future talent.
Business leaders set up their businesses because of their “why”, it’s their differentiator, their sense of purpose, based on their belief on what their market/industry is needing or missing…
At Talentheads our why is about putting people front and centre, to impact individuals, communities, and local businesses by sourcing the right talent, with the right values and skills match to their roles, without the complication of placement fees; and retaining and developing those teams to ensure that they are truly high performing.
We routinely go back to our why – as a business of over four years its important to continue to “check back in” and ensure we are still on course with our purpose… is it still true and reflective, knowing why we are different and still disrupting our industry – yes it is! For us, it’s being a voice – an expert in our industry – it’s about our community thriving and our clients’ businesses growing!
We still believe in local jobs for local people, we believe our services and our expertise provide help and support to ensure communities grow and develop, and help businesses create legacies through getting the right people in through our recruitment team and holding on and retaining and developing them through our learning and development strategies, continually making impact, not just to our clients, but our community!
If we know our “why” is strong and it enables Talentheads to thrive, how can it help your business do the same and build high performing teams, we have shared our thoughts… and why that genuine purpose within a business is so powerful:
If you don’t have that authentic purpose in your business, how do you summon the motivation and determination to keep growing, to move those boundaries, continue to build on your business success! Knowing your why and your purpose supports building you high performing teams!
Work Culture: The path to success!
A winning company culture ensures your business is on the path to success, your people are key - to attract and retain your top talent make sure your workplace is top notch!
2024’s rapidly evolving business landscape insists on cultivating an inclusive culture and a flexible and engaged workforce.
What is work culture? well it’s your shared set of values, beliefs and attitudes that guide your business and is reflected in how you work with your clients and how you treat your employees. It also impacts upon the types of candidates your want to attract. Having a strong work culture boosts your productivity, decreases turnover and improves employee engagement
Did you know….
Creating and maintaining such an environment requires concerted efforts from both leaders ad employees. Consider, what is the Sunday night vibe for your team members? How do they feel the night before they come to work in your business? What does it feel like to be at work, every business has its personality, atmosphere and their “way”.
If you feel that your culture might need a little development, there are things that can be done. Start your culture health check by considering these factors:
Culture is not the sole responsibility of a business owner, it's the collective responsibility of the team. As a leader you should not dictate your culture, as much as you wish to steer it, but safeguard it fiercely, like you would any other key investment.
Watch your culture as it evolves and matures over time and be sure to keep your finger on the pulse to ensure that it is inclusive, open, flexible and developing effectively.
Building a positive workplace culture is a continuous journey that requires the commitment and participation of everyone in the organisation. Together, a conducive work environment that promotes growth, satisfaction, and success can be established, making your business not just a place to work but a place to thrive!
Inclusive Recruitment
Inclusive recruitment is not just a statutory obligation - it is strategically imperative when building high performing teams.
As organisations strive to remain competitive and innovative, the importance of inclusive recruitment is hard to overstate.
It is the practice of ensuring that hiring processes are fair, equitable and welcoming to candidates, regardless of their background, ethnicity, gender, age, disability or any other characteristic. Importantly, inclusive recruitment is not only about fostering a positive recruitment and onboarding process, it translates into an environment where everyone has an equal opportunity to succeed.
Inclusive recruitment allows you to reach diverse Talent and supports your business growth by -
Do you want an environment where everyone’s opinions are the same and their life experiences are broadly similar? Is it better for business owners to be surrounded by those that think in a similar way, or is it actually better for teams to made up of a diverse group of people that bring different experiences and viewpoints?
Yes, you will be challenged, and yes sometimes you will be faced with opinions that are not aligned with your own – but isn’t that a bit healthier? Might thinking outside of your own lived experience lead to enhanced innovation and creativity?
You would like your employees to stay for the long term right? People who feel valued and included are more likely to be committed and engaged in their work. Fair recognition in renumeration, advancement and promotion opportunities, are more likely to bring loyalty to their employer and stay for the long term. If an inclusive culture of aspiration is in place, why would your employees feel they need to look elsewhere?
Companies which prioritise inclusive recruitment often enjoy an enhanced reputation and a stronger brand image. In our modern post Covid world, corporate social responsibility and ethical business practices are increasingly important to consumers, being known as an inclusive employer can have a positive effect on job seekers and consumers alike.
Employer values are also increasingly recognised as the reason to, or not to, work for or engage in business with an organisation. People are inherently more inclined to join a business that are aligned with their own values regarding equality and fairness.
By implementing inclusive recruitment practices such as encouraging applications from underrepresented groups by proactive advertising, looking at flexible working patterns and ensuring that interviews are structured and conducted by a diverse panel, unconscious bias and discrimination in the recruitment process is reduced. A more level playing field is created where candidates are successful due to their talents, skills and qualifications – and that is what we love to see!
A minor but important point – by ensuring inclusive recruitment practices, as a happy by product an employer ensures that they remain on the right side of UK employment law.
In a snapshot, inclusive recruitment practices are a must for all employers. To build engaged, innovative and high performing teams it is essential!
I’m Lyndsey Pitt, I’m the HR Manager for a company called Looper Insights.
Looper Insights is a company which supports streaming platforms to be more competitive by providing visibility into content performance.
I actually came across Talentheads quite a while ago, before I was working with them and it was from the other side of the coin so I was actually looking for a job, and it was a few years back and I spoke to Sam, and I remember being incredibly impressed because I didn’t know that Sam didn’t work for the company who was hiring.
So push forward to a few years and we were looking for a recruitment team to support us and they were the first company that I thought of. We wanted somebody who could really be in a partnership with.
Talentheads have done so much for me. I am a standalone, part time HR manager for the company that I work for. I really struggle to get everything done in the time that I work. Also recruitment isn’t one of my strengths, so having a group of people who I can rely on to support me and really help us bring the right people into the team has been absolutely invaluable.
I really love working with Talentheads, they don’t only support the company but they support me directly. They’re a fantastic team to work with and I don’t only have one person to work with I’ve got a group of people who I can really rely on, and they’re all just a fantastic bunch of people.
One of the really great things about Talentheads is that they don’t just provide a typical recruitment support function, beyond that they also provide the whole Talent Success Cycle, so that includes coaching, that includes the recruitment strategy and that includes learning and development as well.
We hire people at Looper Insights not just because of how good they are at their job, but also because of the individuals they are. It’s really very important for us to hire the right people and they’re all so much more than a CV. They bring so much more to the table than just their strengths within the role, they bring their personalities, and their individuality and it’s fantastic to work with them all. So, working with Talentheads has been fantastic because they have helped us to create a really strong recruitment process, so that doesn’t only support me as an individual because it’s made my life a lot easier, it also means the individuals we’re hiring are going through a really great process as well.
‘I got the job and was able to gain stability and structure, and at just 3 weeks in I can already tell this is the most supportive and inclusive team I’ve worked in.’ – Jasyme, Customer Service Executive, Looper Insights
‘Since joining the company, this role has provided me with the means to support my family, pay my dogs’ veterinary expenses, and indulge in my passion for yoga.’ – Francisca, Account Executive, Looper Insights
I would absolutely recommend Talentheads not only because they’re local, not only because they’re very supportive as a company, but because they’re helped me through everything, not just recruitment.
Recruitment Experts of the Year 2024 - North East England
In its eighth year, SME News’ mighty UK Enterprise Awards programme has landed again to remind us of the outstanding excellence sweeping across the UK. Our winners stand tall with their strong values, which make up the very cornerstone of the region as a whole. Prioritising respect, innovation, excellence, and tireless hard work, our awardees have truly triumphed in their realms.
SMEs such as these act as a buttress for their wider industries while maintaining a personalised, client-focused approach. Our winner’s overall sizes vary and their tenacity is unwavering, making them a brilliant force in the corporate landscape not simply in the UK but across the globe.
Yet again this year, our UK Enterprise Awards 2024 is home to a plethora of award-winning businesses of note.
Our Awards Coordinator Laura O’Carroll took a moment to discuss the success of this year’s programme: “Hosting this year’s UK Enterprise Awards has been an excellent experience again, and I truly wish all of our winners all the best as they continue to elevate their spheres Congratulations on your success!”
SME News prides itself on the validity of its awards and winners. The awards are given solely on merit and are awarded to commend those most deserving for their ingenuity and hard work, distinguishing them from their competitors and proving them worthy of recognition.
Talentheads are overjoyed to be winners again in these prestigious awards, especially with the North East focus
