Attracting Talent Flexible Working Mutable Outcome Shared-Workforce Talent Acquisition

Growing Through Outcomes: Services, Working Models & People

Business priorities are constantly shifting; whether it’s to grow, reach diversity and inclusion goals, provide a more flexible working model etc. The future of work is fast approaching and the future is based on Outcomes.

Therefore when it comes to a business’s workforce, working model and required internal services, the approach, strategy and solution to each should be outcome-based. 

But what are the outcome-based avenues available? The Find Your Flex group are proud to provide outcome-based services and solutions that help businesses grow while keeping people at the heart of every solution.   

Outcome-Based Working

Outcome-Based working is at the heart of what we do, as our research has shown that it is the only way both businesses can grow in a cost efficient way while enabling staff to not only work flexibly but potentially earn more than current ways of working.

When looking at outcome-based working we look at two primary avenues: outcome-based working models and outcome-based managed services.

An outcome-based working model is the shift from traditional fixed hourly rate of pay working. To a model where employees are paid based on the outcomes of their work. This way of working enables full flexibility while maximizing productivity. It will also organically result in a fully diverse and inclusive workforce. 

An outcome-based service is where your business outsources an internal service to a company like Find Your Flex. This is an alternative to having an in-house team provide the service as this will put a drain on your businesses resources and finances. 

Outsourcing services means you will be tapping into expertease, experience and resources that would have otherwise been unavailable to your business. Best of all it is more cost efficient and once the outcome has been delivered you no longer pay for the service until it is needed again. 

Both an outcome-based working model and outcome based services help remove fixed costs and working to outcomes enables staff to be fully flexible, working where,when and how they want.

A literal win-win, but to learn more about outcome-based working and what the benefits are click here.


Share-Workforce is a managed service we provide to companies who are in serious need of fixed cost removal. A shared-workforce is a great alternative to redundancies; instead of laying off part of your workforce, your business shares them with us!

We manage the services of your team (and the cost) and sell the service they provide back to you on an outcome basis. The fixed cost is removed, your organisation’s attrition rate remains unchanged and your employer reputation is intact.

There is also a potential for ROI; if we outsource your team’s services to other companies. Returning said team from a fixed cost liability to a revenue generating asset. Either way it is a much better alternative to laying off staff.

If you want to know more about Shared-Workforce and why it is the smart business choice take a look here.

Talent Acquisition

Talent Acquisition is a managed service we specialise in. In-house recruitment is one of the internal services that drains an organisation’s resources and finances. We provide an outcome-based managed service as the solution to this problem

It is a long and tedious process that HR departments dread. As recruitment campaigns can divert and distract from their day-to-day tasks. Which in and of itself can cause a domino effect with other departments. This results in a severe lack of productivity and even a potential loss of revenue.

Businesses do not often need in-house recruiters. Vacancies pop up and need filling and once they are the service will not be needed again until more vacancies need filling. Why incur such a fixed cost.

Outsourcing Talent Acquisition is the most cost effective way a business can recruit. They are tapping into expertease that knows exactly who to look for and more importantly where to find it. Shortening the lengthy filtering process and filling roles quickly and efficiently.

If you are interested in utilizing our TA managed service, find out more here!


Mutable is a philosophy and business framework that Find Your Flex and the Globalution group have developed as the ultimate future of working. One that encompasses all the previous elements discussed above.

At its core, Mutability puts the people of an organisation first. As it is the people that make an organisation what it is. To be Mutable means to be in a constant state of reinvention; this is the only way companies can keep up with the fast paced change and evolution of present day society.

It abolishes the use of costly, obsolete transformation programmes. Embraces and adapts to any and all changes presented whether they be technical, cultural, economical etc. Business will work in a more adaptive, flexible and cost effective way.

There are many different components to the Mutable journey and it is a journey that never ends, which is vital. To be in a constant state of evolution means there is no end of the road. And this mindset is what will prevent businesses from getting bogged down by external forces.

Becoming Mutable is the only answer to all the issues and pressures that businesses face. Which is why businesses need to start down this new path of Mutability and Find Your Flex are here to be your guide.

To delve deeper into the meaning of Mutable and why businesses need to be on board, click here to start your Mutable journey. 

What are the Outcomes?

The outcomes of everything we do is for businesses achieve growth through means that increase their employer reputation. And people have the ability to work completely flexibly and gain the potential to earn more.

Growth and flexibility are enabled for both businesses and people. This is why we do what we do. For more information, visit the HR evolution campaign hub here.

Attracting Talent Talent Acquisition

Talent Acquisition: Why is it the best way to grow your workforce?

The Find Your Flex group are proud providers of a Talent Acquisition Managed Service. But what is Talent Acquisition, how is it different from “recruitment” and why should businesses choose to outsource to a TA service provider like us over conducting in-house recruitment?

By reading this article we hope you will see why Talent Acquisition is the way forward to growing a skilled talented workforce through cost efficient means. And the Find Your Flex Group are happy to be the facilitators of that!

What is Talent Acquisition?

Talent Acquisition is a managed service that companies use to build and grow their workforce with new, skilled talent.

A Talent Acquisition Service Provider is not the same as a Recruiter; while both provide a service that adds to a company’s workforce the means and outcomes of these methods are entirely different.

Recruiters focus on filling vacancies, TA Service Providers focus on adding value to your company through providing the most skilled and talented people.

The company informs the TA service provider of the services they need a person to provide. The TA service provider will then use expertease and access to a built-up network of unique talent to source the right person for the job; who will add the most value to your organisation.

Talent Acquisition versus In-House Recruitment and Recruitment Companies

We briefly touched upon the difference between Talent Acquisition and Recruitment. However, it is important for businesses to know the key differences when choosing how to grow their workforce.

So why should your company outsource to a TA Managed Service Provider over recruiting in-house? Simple; it’s more cost effective, it’s quicker; you skip the costly, time wasting recruitment process and your HR department isn’t wasting 85-95% productivity time.

Why Talent Acquisition, why not just go with any Recruitment Company? Again, it is more cost effective; there is no commercial price for recruitment, their rates vary and appear to be baseless.

Furthermore, they seek only to fill vacancies; by casting the net wide and filtering until they find the best of the bunch… (again a long and costly process).

Talent Acquisition means actively going out and finding the right talent that will bring the most value. Not waiting for them to possibly find us by process of elimination; that’s not the right process to find talent.

Acquire Talent and Grow your Business

Having valuable talent is what makes a business. And the only way to truly grow your business is to acquire the best talent out there. The only way to do this is through utilizing a TA service like ours.

You gain access to the best people, you get them quickly and efficiently. By the most cost effective means. You acquire a valuable asset to your company, you don’t just fill a vacancy.

If you want to start growing your team by acquiring valuable talent, get in touch with Find Your Flex. We will use our expertise and vast network to source the best Talent for you!  


Shared-Workforce: Why Sharing is actually Caring!

European exits, pandemics, now a cost of living crisis! Businesses are being hammered by these as much as anyone.

In these times businesses have had to make tough decisions, no only to keep growing but to survive! And this sometimes means making sacrifices, sacrifices that start with a capital R…

Redundancy… it’s a word dreaded by both employers and employees alike. For staff, it means their lives are turned upside down, for employees it causes irreparable damage to their employer and business reputation.

But in a world where fixed-cost removal means survival; businesses feel like they have no choice. And perhaps they didn’t, but that was before they knew of an alternative. That alternative is Shared-Workforce.

What is Shared-Workforce?

Shared-Workforce is a managed service provided by an external business. The service involves taking a team of employees off the hands of their current employer to remove the fixed cost of employment.

Their contracts don’t change and they will still be employed by their original employer but the cost of their employment will be covered by the Managed Service Provider. The MSP will then sell the service the team provides back to the employer but on an Outcome basis.

Which means the employer only pays for the service for as long as it is needed rather than constantly paying for an in-house team, even when the service is not always required.

When the original employer isn’t in need of that service, the MSP will provide work in the meantime until their service is required again. And so the workforce is being shared!

Why Shared-Workforce is the Best Alternative to Redundancy

The best way for a business to grow and survive in periods of economic uncertainty is to shift their fixed-costs to variables. Unfortunately, one of the most obvious ways to reduce costs in a business is to lay off workers.

But this should always be an absolute last resort for any company. Not only morally and ethically, but there’s no getting round the fact that making people redundant is also extremely bad for business.

Your employer reputation is permanently affected which may make it difficult to gain valuable talent from that point on even when it is needed. But as we have seen recently there can be huge media backlash for making people redundant.

However, Shared-Workforce provides all the business needs of an employer without the pitfalls that come with making people redundant! Another company covers the cost of the team, yet you still have access to the service if/when it is needed.

A fixed cost is shifted to a variable, growth is enabled, business reputation remains intact; workforce is shared.

The potential for ROI

Shared Workforce doesn’t just offer an opportunity to cut fixed-costs without making redundancies. There is also potential for return on investment by the MSP outsourcing your team to other businesses.

Which means not only would your business be turning a fixed-cost into a variable. It turns your team into an asset which could generate further revenue for the business.

Furthermore, your employees will have the opportunity to earn more and increase their individual portfolios by working for multiple businesses. Making it a literal win-win!

If you are interested in sharing your workforce, get in touch with the Find Your Flex group now!

Diversity Flexible Working Mutable Outcome

Outcome-Based Working: Flexible, Productive, Cost Effective

All of our services, goals and narratives are based on our certainty that Outcome-Based working is the future of working. That isn’t just a statement we are confident in, the evidence is there. The business case is there. But now that future has become the present.

We are now in a post-pandemic world, one where flexible working is not a benefit but an expectation. A world where technology is advancing so fast that it is threatening careers.

In the same world; businesses are expected to meet the evolutionary demands of society at an extremely fast pace. Finally, a world of financial uncertainty where businesses need to become more cost effective to grow and survive. 

Working to an Outcome-Based Model is the only way of working that addresses all of these.

What is Outcome-Based Working?

Outcome-Based Working is a way of working in which an employer focuses solely on the outcomes of their employee’s work. The where, when, why and how these outcomes are met are of no concern.

So long as the tasks, services etc. are being completed in the desired time, just how individual members of staff get there is up to them. Meaning staff gain full flexibility and businesses maintain the same level of service.

The most Valuable and Productive Work Style

Despite the evidence that flexible working does work, employers are reluctant to make a full shift; which would be to an Outcome-Based Model.

Instead they try to cling on to the old ways of working by conforming to Hybrid and 4-Day week models. But there is no business case for these and why would they want to stick to the old ways when it costs them more?

Find Your Flex has done the research and businesses are throwing away thousands, potentially millions on outdated or unfounded work styles. Why? Because they are not productive. The amount of work being wasted in productivity is what is costing the business.

Outcome-Based Working on the other hand is 100% productive, staff work more days in the year (without compromising time off), it costs businesses less and staff can potentially earn more. Where is the downside?

How Outcome-Based working achieves perfect D&I

Businesses are under societal pressures to achieve perfect D&I with their workforce and they want it done quickly. Gender pay-gaps need to be closed and the workforce needs to be diverse, with an inclusive work culture.

Many transformation programmes have tried and failed to accomplish this swiftly. A shift to Outcome-Based working automatically solves this issue. People are hired and promoted based on nothing but their outcomes. 

Any potential bias is removed, meaning perfect inclusivity is achieved and the workforce will become organically diverse as a result. Everyone is automatically on an even playing field. There is no fairer way of working in that it creates a working culture where equality can thrive.

What is the first step?

We have been saying for a long time that the future of work is Outcome-Based. But the future is now. Businesses need to get on board or risk being left behind.

This does not mean the first step has to be a great big working model shift. It first means a shift to an Outcome-Based mindset. This means looking at utilizing an outcome-based managed service over in-house, see the benefits of that on what it looks like.

The Find Your Flex group provides such services and would be happy to show you exactly how working to Outcomes can benefit a business.

Interested in shifting to Outcome-Based Working? Then feel free to reach out to us anytime if you want us to help implement an Outcome-Based Working model. 


Becoming Mutable: A Permanent State of Transformation

Without meaning to sound dramatic; the world has changed. As such the world of work has changed too. Economic and societal evolution used to happen at a certain pace. That pace has increased now to the point where businesses can no longer keep up. Which is why businesses need to look to the future and the future is Mutable.

What is Mutable?  

Mutable is both a business philosophy and a business operating model. To be Mutable means to be in a permanent state of transformation; to be in constant competition with your own business practices.

Being Mutable is the only way businesses can keep pace with external developments; economic, societal, technological etc. It is the evolutionary step towards business sustainability, in which all other methods used for this in the past century have now become thoroughly obsolete.  

It’s an operating model that puts the people at the core of all strategic decisions. Recognising that it’s the people who make a business what it is.

The Mutable model provides flexibility for people and adaptability for businesses. Businesses can adapt to all external changes with minimum interruption. Allowing all organizations to flourish and grow.  

Why Mutable is the answer to the Transformation Problem

This point is key and all businesses need to take notice; Transformation Programmes don’t work. And haven’t for some time, they are obsolete, a thing of the past and the sooner businesses realise this the sooner they can start overcoming the issue this presents.

Transformation programmes get a business from A to B in a certain area, usually due to societal and cultural change. The problem is by the time the business reaches B through a transformation programme; society has gone from B to G.

The point is; we now live in a society that demands transformation at a far quicker pace than a business can hope to match through transformation programmes. Which is why for a business being Mutable is the only solution.

Being in a never-ending state of transformation means businesses can adapt to all external changes in step with the rest of the world. And organisations can focus on what it is they do best.

The initial steps towards Mutability

The most important step towards becoming Mutable is to shift to an Outcome-Based work model. This is the most adaptable and productive work style out there and focusing on outcomes is what enables businesses to react quickly. 

Another important step is to start viewing your workforce as talent that you need to acquire rather than cogs in a machine. As stated in the beginning; people are at the core of Mutability, so how you view your people is key. 

This starts by tossing out the idea of recruitment; this is a system that is designed to fill vacancies just to keep the wheels turning. Talent Acquisition is designed to bring the most value to your business by actively sourcing talented people. 

Finally; embrace change. This is vital to becoming mutable. CEO’s, Directors and Executives may not be comfortable with big change, but it’s better to get ahead and embrace it. To fight it is futile as society will force the changes anyway.

To be Mutable is to embrace change as it happens. So never again will businesses be hampered by the need to make changes.

Start your Mutable Journey 

Mutable is such a revolutionary concept and the journey is an infinitely rewarding one. It will enable businesses to grow in ways never considered. Remove barriers that may have once seemed impossible to overcome. Furthemore,they will be the trail blazers towards a future in which all other businesses will one day follow out of necessity

Every big journey needs the right guide who will provide all the right tools. The Find Your Flex group is proud to be that guide for every business that is eager to take those initial steps into a high-growth, flexible future. If you’re interested in the Mutable journey and want to learn more, please visit us here.

Diversity Flexible Working

Awareness Of Autism In The Workplace: Working On Inclusivity

Awareness of autism the workplace: Employer Inclusivity

Only 22% of autistic adults are employed in the UK as of 2020. In a modern society claiming to be forward-thinking, diversified and inclusive, these statistics are unacceptable. Autism awareness in the workplace is key to inclusivity.

With a recently reported lack of talent and labour shortage we ask businesses to think again. Just think about the opportunities you would be open to if you just adopted true flexible working practices. The doors would be open up to a previously untapped talent pool. Including many groups of people but for the purpose of this post we are talking about autism.

What Autistic People bring to the table

Autistic people, just like anyone have a wide range of strengths and talent. Some display above average skills in some or all of the following areas:  

  • high levels of concentration 
  • reliability, conscientiousness and persistence 
  • accuracy, close attention to detail and the ability to identify errors 
  • technical ability, such as in IT 
  • detailed factual knowledge and an excellent memory 

Most importantly being neurodiverse shouldn’t be a negative factor in finding employment. Autistic people may need to work in a different way than what employers are used to. All it requires is an understanding employer and an open conversation about how they work best.

The National Autistic Society, interviewed Jamie Knight; Senior Research Engineer at the BBC. Jamie has a number of important roles. These include developing software, conduct tech maintenance and ensuring their apps and services are running properly. This is just one example of how much neurodiverse people can bring to the table at a senior level. This is an example set by a large organisation and one for more organisations to follow.

Autism in the workplace: Perceiving the world around us

The first aspect of autism awareness employers need to recognise is that they need to rid themselves of existing mindsets. Neurodiverse people perceive the world differently than people who are not neurodiverse.

In NAS’s interview with Jamie Knight, he sums up perfectly how employers and society in general should view neurodiverse people:

“Look, its not that I’m defective, it’s that the environment is disabling me. So if I start modifying the environment, it will stop disabling me. I’ll still remain impaired … But I can stop it from having a negative impact on my life.”

And this is key when employing neurodiverse people. Make changes, accommodate and you will see an invaluable asset develop. Practices such as flexible working options, general acceptance and adapting to people is an easy part of creating a more inclusive environment.

Inclusivity of autistic people in the recruitment process

Accommodating neurodiverse people needs to start at the beginning of the recruitment process.

The job description

Firstly, job descriptions can sometimes ask for too much. Listing a number unnecessary requirements as “essential” to the job, when in practice they are not. This isn’t just an issue that concerns neurodiverse people, but it does present as a barrier.

Employers casually include “essential requirements” in job descriptions without thinking much of it. Such as: ‘excellent communication skills’ or ‘must work well in a team’. These skills can often be included in job descriptions where the employee would be mostly working independently or would not need to interact much with others to do the job well. If this is the case, why are these skills part of the essential criteria?

An autistic person may see this and automatically move on as they may not have these skills. Yet, they could have been exceptional in the role. However, sometimes their exceptional abilities can get falsely interpreted. This is where the myth surrounding splinter skills autism should be noted. Splinter skill is a term used for people on the spectrum who do well in certain domains or areas. That is, they could be good at art or playing piano, which might seem amazing. However, it is very rare and they still face challenges in their social life. So, recruiters should keep in mind that instead of looking for the “perfect” candidate, they should be searching for the right candidate. Consider what really is essential and what is not.

The interview process for people with autism

Secondly, let’s consider the interview process. A traditional interview heavily relies on social interaction and communication. A scenario in which an autistic person can find difficult to ‘sell’ themselves. Simple measures such as

  • Providing questions to the candidate prior to the interview,
  • Supplying clear instructions on how to find the location and room
  • Providing a quiet space for the candidate for before and after the interview.
  • Avoid general questions and try to ask more specific questions.

Why Flexible Working for Neurodiverse People is Key

Flexible working is the benchmark for inclusivity. It’s a key element of working life for neurodiverse people. For an autistic person, aspects in and out of the workplace can derail them for the rest of the day. Facilitating flexible working allows the individual to navigate a work style that allows them to thrive. If an employee thrives, they are productive and innovative. This will consequently benefit the company they work for.

Now it is true that some neurodiverse people require structure and benefit from having fixed shifts. That is fine, flexible working does not effect that. It simply means the company can work around neurodiverse employees if their environment has left them incapable of operating under their normal hours for whatever reason. This is why flexible working is an essential requirement for neurodiverse people which all organisations should adopt. They outcome can only be positive.

Awareness of Autism in the workplace improves lives

Like anyone else, it’s fair to say that neurodiverse people want a certain level of financial independence, sense of purpose and the opportunity for career development. For most adults, these aspects of life are defined by their careers. We achieve independence through the money we make from our job to become self reliant. We often strive for achievements within our job and measure our success with these. Sometimes our careers and jobs are the thing that gets us out of bed in the morning, giving our lives structure and purpose. Neurodiverse people deserve to have the opportunity for these basic fundamental parts of life that everyone is entitled to.

We are reaching out to you as employers to enable this. This can be done simply by creating a more inclusive and diverse environment. A fantastic starting point is to offer true flexibility. It can not be understated the impact this can have on the life of a neurodiverse person.

For more information and support on flexible working and the opportunities you stand to gain then contact us at The Find Your Flex Group. For more information about autism in the workplace then go to

Job Descriptions

Job Description: The Future is Output-Based

The first step in recruitment is creating a job description. Yet while evolution has effected other aspects of recruitment, it has past right by job descriptions. We have had the same outdated format and content for decades, and it is massively understated the negative effect this has on candidates and employers alike. From ridiculous experience requirements to asking for redundant skills, businesses have gone unchallenged on this topic for long enough. The future is now and the future is output-based job descriptions.

The “Ideal” Candidate does not Exist

Businesses need to manage their expectations when it comes to recruitment. All too often job descriptions contain a phrase that is counter productive to say the least. Many job descriptions contain the phrase “the ideal candidate will have:”. If you are a recruiter writing a job description, let me stop you right there, because this phrase tends to be followed by a long list of unrealistic expectations and you are setting up everyone involved (yourselves included) to fail. The majority of candidates will not apply based off of the fact they do not meet every single one of these needs. A small minority will lie and apply anyway just to take their chances.

The chances of you finding someone who ticks everyone of those 30 boxes are slim to none. The literal definition of the word “ideal” is satisfying one’s conception of what is perfect, existing only in their imagination and unlikely to become a reality. No human has achieved perfection since the beginning of our existence so how can it be expected from your applicants? The bottom line is your not going to get what your asking for and realistically a job description should not be about the candidate in the first place.

The Practice of Inclusivity Creates Exclusivity

Since society is making a genuine effort to be more diverse and inclusive across the board, business are trying to do the same with their workforce. When recruiting, employers now factor in; gender, BAME, LGBTQ+ and Neurodiversity as a plus. Within job descriptions, employers will even say they are committed to creating a diverse and inclusive working environment. However by actively including certain groups you are excluding others, there is something of a paradox there; you cannot be inclusive without being exclusive. This is called positive discrimination, which is a contradiction in terms in and of itself. It can be argued that by definition; discrimination in any form cannot be positive.

The whole point of diversity and inclusion is to create equality. If you are favouring someone because on their gender, sexuality or race then that is just a different brand of exclusivity. So a white, heterosexual male is automatically at a disadvantage regardless if they are just as capable of doing the job as other applicants who fall under the above categories? Is this not just more of the same issue in a different form? If every organisation does this then inclusivity is just an illusion that we are kidding ourselves with. The only way to be truly inclusive is to take inclusivity completely out of the equation and out of the job description.

Generic Job Descriptions don’t lead to Quality Candidates

Many business don’t put enough time and effort into the job descriptions. The format is so out-dated that businesses to tend to throw generic essential requirements in without thinking, or they overload it with paragraph after paragraph of information about the company. Yet they include very little about the roll itself. This is not appropriate, a full summary of the company comes later in the recruitment process not the beginning. And if the candidate really wants the job they will do their research on the company beforehand. A job description is a job description, not a company description and not a candidate description.

Another issue is the throwaway skills recruiters have in their job descriptions. What is a generic skill to an employer can be a deal breaker for an applicant. This issue particularly affects neurodiverse people. Neurodiverse people are some of the most talented people on the planet and yet so few are in employment today. They perceive things differently, so if they see a skill in a job description they do not have, they will take it no further. Though this does not just include neurodiverse people, many applicants move on when they see an essential skill that they do not have. Yet the role itself does not require the skills the job description asks for. A job where the person predominantly works alone does not require great interpersonal skills. But the at the end of the day, none of these should be included in a job description.

The Output-Based Job Description

So what is an output-based job description? Simple; you take the candidate: their skills, qualifications and experiences out of it. You also take the company out of it; no mission statements, passions, goals etc. A short two to three line introduction on what the company does is the most that should be in a job description. The rest of it is solely about the role itself and the output of the person within said role and what their day to day duties will be.

It should be based off of what an existing or past employee within that role does. Or with a new role, state the purpose of it and why it was created. There should be no abbreviations of what skills these duties will require, if the description of said duties is clear and precise the candidate will know if they are cable or not.

Take all labels out of the equation no; ‘diversity & inclusion’ or ‘flexible working’. These labels, regardless of intent, are creating an unconscious bias that contradicts their meaning. The most inclusive way to form a job description is to not include any labels whatsoever, this is the mark of true inclusion. This will ensure that the right candidates apply for the role as opposed to candidates trying to be perfect for the role.

This is the future of the job description. If we as a society hope to abolish all forms of discrimination and promote true equality within the workplace. It will give everyone the same chance, no one individual will have an advantage over another. This will of course have a domino effect on the entire recruitment process, but a positive one none the less. But one step at a time and its time to take that first step.


We at Find Your Flex challenge you and your business to take part in our #OUTPUTChallenge . [The challenge closing date has now passed]. Be the pioneer businesses in creating a better Future of Work for candidates and businesses alike! Businesses will create their 3 best Output Job Descriptions and the winner will receive 100 business credits with us for a whole year and will also be the core focus of our press release on the ‘Future of Work’. The future is now, cement your part in it by taking the challenge!