Project Brains

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🚨 BREAKING: Project Brains is pivoting. 🚨 After years of connecting growth businesses with exceptional human talent… we’ve decided it is time to remove people from Future of Work entirely. From today, Project Brains will exclusively match companies with robots. Context? Overrated. Judgment? What's that? Passion? Distinctly harmful. Just perfectly optimised CVs, endless availability, and zero pushback. Need leadership? We’ve got an algorithm for that. Need strategy? Spreadsheet says yes. Need someone who actually understands your business? …that feature is coming in v2. Even before ChatGPT, and certainly since then, the world is heading to this: Generic hiring. Keyword-matched candidates. People reduced to bullet points. Processes optimised for efficiency, not outcomes. “I promised I’d be back… I am now.” — RogerBot-9000, Head of Human Optimisation, in New Project Brains 🤖 ----- We’re kidding. Obviously. 😅 Project Brains is staying exactly where it belongs: Connecting growth businesses with real specialists — operators who’ve actually been there, done that. Solved your problems, and deliver from day one. Faster than a hire. Sharper than an AI-made CV. And more human than your Copilot. If your hiring process is starting to feel a bit… too automated… That’s probably worth a conversation. Happy April Fools’ 🎉 #FractionalHiring

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Hire in haste, repent at leisure. But hire too slowly, and watch your best candidates disappear. The tension between speed and quality in hiring is one of the most frustrating balancing acts for any growing business. Move too fast and you risk a costly misalignment. Move too slowly and the candidate you spent three months evaluating accepts an offer somewhere else on a Tuesday morning and you're back to square one. The answer isn't to choose one over the other. It's to build a process sharp enough to do both. That means being crystal clear on what you need before the search starts. It means fewer, better-structured conversations rather than endless interview rounds. It means making decisions with confidence because the criteria were defined upfront; not reverse-engineered to justify a gut feeling after the fact. Fast and right aren't opposites. They're the result of preparation. What's the longest your hiring process has taken — and do you think the outcome was worth the wait? 👇 #HiringStrategy #RecruitmentTips #TalentAcquisition #Hiring2026

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$30M in pipeline. Built from a standing start. In 100 days. A client came to us with an ambitious brief: stand up a new commercial function. Fast. They needed senior expertise across marketing, go-to-market, technology, and data. Not juniors being stretched. People who'd genuinely been at that level before. The problem? A traditional recruitment process would have taken months to even produce a shortlist. So we built a different model. A blended team: some inside IR35, some on fixed-price outcome-aligned engagements. Structured to move at the speed the business actually needed. The result: → Full team onboarded and aligned within weeks → 3 high-impact launch events delivered → 10+ accounts activated → $30M pipeline built where there was none before What made it work wasn't just speed. It was precision, knowing exactly what was needed, finding people who'd done it, and structuring engagements that aligned incentives on both sides. Fractional hiring done well isn't a workaround. It's a structural advantage. Have you ever brought in fractional talent to accelerate something? What was the experience like? #FutureOfWork

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