inploi

Massive thank you to our teams at Tribepad & inploi for working with us across our brands to introduce our new accessibility widget, powered by accessiBe! - And of course our incredible Disability Inclusion Council for your none stop guidance and support when it comes to making such positive changes! Really proud of the work that continues to take shape around Inclusion at the DFS Group, and we won't be stopping anytime soon! Take a look.. DFS- https://lnkd.in/eNHjM8Vw Sofology- https://lnkd.in/eYH_pfh The Sofa Delivery Company - https://lnkd.in/eRjRe2e3 Huge thanks to Hannah Crawford Lauren Czepiec Goncalo Sousa Tom Martin Eamonn Toland MA MCGI (Leadership and Management) Morag Davidson & so many more!

This is the third post on the Values and Operating Principles work we've been undertaking at inploi. Following the definition of our values and their translation into operating principles, we focused on embedding these concepts into our daily work. To make them more actionable, we've introduced "check phrases" - concise reminders designed to ensure we consistently align our behaviour with our stated values. These phrases serve as practical tools to navigate challenging conversations, foster accountability, and maintain alignment across the team. They're intended to facilitate candour, recognising that open and honest communication is essential for a healthy and productive culture. Here are some examples of how we are utilising these "check phrases": ⚽ "Who’s got the ball?" (From "We're Owners") → This phrase promotes ownership and accountability by clarifying responsibilities and ensuring that tasks are being actively driven forward. It provides a more direct and efficient alternative to ambiguous inquiries about task progress. 🐘 "What might be the elephant in the room?" (From "We're Open") → This encourages openness and directness by providing a non-confrontational way to address unspoken issues or concerns. It facilitates the identification and resolution of underlying tensions that may be hindering progress. 💬 "What did they say when you asked them directly?" (From "We're Open") → This reinforces the importance of clear and honest communication by prompting individuals to seek information from the source and avoid relying on assumptions or hearsay, or talking about people rather than to them. It encourages direct dialogue and discourages indirect communication. 🎯 "What is the ‘Why?’" (From “We’re Impactful”) → This question drives high performance by ensuring that we are focused on the purpose behind our tasks and projects. It encourages us to prioritise effectively and avoid activities that do not contribute to our overall goals. ❤️ "Is this how I would like to be treated?" (From "We're People First") → This phrase emphasises empathy and respect by encouraging individuals to consider the impact of their actions on others. It promotes a culture of kindness, consideration, and integrity. We are actively integrating these "check phrases" into our interactions, including meetings, feedback sessions, and daily conversations. The goal is to create a shared language and set of prompts that support the consistent application of our values. This is an ongoing process, and we are committed to continually refining our approach. We believe these phrases are a valuable tool for operationalising our values, fostering a culture of candour, and promoting accountability within the team. Do you have any ideas or perspectives on strategies for effectively embedding values within an organisation? Would love to hear them. Next up, how we’re ourselves accountable with values and culture check-ins.

Counting down to this week’s RL100 Whitstable Summit, and I am super excited to join so many brilliant TA leaders for two days of collaboration, conversation, and a bit of seaside air! From faster, smarter hiring to creating seamless, people-first candidate experiences, I’m looking forward to hearing how TA leaders are tackling 2025’s challenges. Dean Webb and I will be sharing how inploi is helping some of the UK’s leading brands use tech to stay ahead of the curve. If you want to explore how you can better use recruitment technology to drive better business outcomes then let's chat!

Pumped to be heading to Whitstable with Felix Dealtry next week for the RL100 Summit - always a highlight on the calendar! As talent acquisition leaders gather to share ideas, challenges, and bold thinking for the year ahead, I'm looking forward to connecting, learning, and exploring how we can improve the future of Talent Acquisition. Whether it's discussing how to hire faster, improve candidate engagement, ensure more inclusive hiring journeys, or improve quality of applications, I'm always up for a conversation (Preferably with a coffee in hand / glass of wine post 5pm). If you will be there, let's connect - I would love to meet up! #RL100UK #TalentAcquisition #CandidateExperience #HiringBetter #inploi #WhitstableSummit

If you're in London on Monday evening, we're hosting an event with The Jobs Foundation, answering the question: How do we get Britain excited about business again? Britain has an incredible entrepreneurial track record, but it also has a tendency to do itself down. This evening will set the record straight about the state of the UK economy, before injecting some optimism about its future and what that means for our entrepreneurs. There will be lots of time for questions from our audience, paired with cocktails. We believe passionately that business is an incredible force for good, and we hope you can join us for an evening to celebrate that and look ahead to a future full of promise. Georgiana Bristol, Chief Executive at The Jobs Foundation will be chairing. You'll hear from Emma Jones, Founder of Enterprise Nation; Matthew de la Hey, Co-Founder and CEO at inploi, and Pip Jamieson, Founder and CEO at The Dots. You'll have plenty of time to ask questions, network & drink Margaritas!

Values post #2: From Values to Action – How We’re Embedding inploi’s Culture 🏗️ Defining our company values was a huge milestone (link to previous post in comments). But values mean nothing (and the work of co-creating them would’ve fizzled away) if they don’t play out in our day-to-day. So, having agreed on our Company Values: ✅We’re Owners – We hold ourselves to the highest standards, taking responsibility for our actions and bringing energy to everything we do. Ownership is key to unlocking our potential.  📖We’re Open – We prioritise transparency, collaboration, and inclusivity, creating an environment where everyone thrives and diverse perspectives are embraced. We don’t shy away from having the hard conversations.  👥 We’re People First – We care deeply about how we do things. Building something is hard but it should never come at the expense of our integrity.  🎯 We’re Impactful – We make intentional choices about how we spend our time and the time we ask of others. Resourcefulness is essential to creating meaningful impact.  ⚡ We’re Biased to Action – We recognise the importance of making quick decisions to maintain momentum and gain new information, focussed on scalability. We fail forwards. We then went a level deeper, defining the OPERATING PRINCIPLES that translate those values into our working lives — how we actually embody  them in meetings, professional interactions, and decision-making. If our five Values are the headlines, then the operating principles are the playbook. Using WE'RE OPEN as an example, here are a few of the related Operating Principles we arrived at: ✅ We encourage healthy debate – Speak up, challenge ideas, and welcome constructive disagreement. ✅ We address issues head-on – talk directly with the person involved instead of avoiding difficult conversations. ✅ We empower each other with context – transparency builds trust and better decision-making. ✅ We don’t subscribe to hierarchy and check our egos at the door – collaboration wins, always. Agreeing these allowed us to think through how the values translate to a more tangible level. What does the value actually mean for my performance and behaviour in the workplace? How should I approach my job, collaborating with team mates, interacting with clients, etc etc etc? The Operating Principles are the key. With the Operating pPrinciples defined, we then went one step deeper and spent some time thinking about how we check ourselves and our team mates, and hold each other accountable. I’ll write about that next. Thanks again to James Isaacs for his input.