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what we do
Make recruitment your superpower
Sensible solutions for People & Culture challenges
Sensible solutions for People & Culture challenges
Sensible solutions for People & Culture challenges
Sensible solutions for People & Culture challenges
Sensible solutions for People & Culture challenges
People & Culture Leadership - when you need it
Sensible solutions for People & Culture challenges
People & Culture Leadership - when you need it
Hello,
i'm ginni - nice to meet you.
After 15 years in People & Culture - with front-row seats at various leadership tables, I’ve learned what works. (And what really doesn’t!)
I founded Further to partner with companies and leaders taking proud ownership of their cultures; those building businesses without breaking their people.
An obsession with second-order metrics - cost per hire, time to hire - has driven a depressing race to the bottom in recruitment. Candidates are commoditised. Internal hiring capability is diluted. And along the way, vast sums are funnelled into recruitment agencies optimising for their own outcomes.
The north star = quality of hire. That’s what we care about at Further.
By intentionally holding recruitment accountable to the rest of the employee lifecycle, we help companies build and own awesome hiring engines they can be proud of.
We have the depth of relevant experience to partner with you as your Head of Talent, and turn hiring into a strategic advantage - not a transactional scramble.
OUR TALENT MODULES
- EVP Definition
- Employer Brand design
- Job Architecture (Job design, Levelling, Benchmarking) & Hire Planning
- Compensation Philosophies
- Interview Process design
- Recruitment Tech & AI
- Hiring Manager Capability (Training & Confidence building)
We see organisations invest heavily in audits, frameworks and tools - only to end up with a stack of theoretical outputs and very little real change... great thinking, but not much that sticks.
At Further, projects are about momentum, not theatre.
We design and deliver People & Culture work that is grounded in reality, shaped by context and built to be used, not admired. Our projects are anchored in a clear problem to solve and a practical path to action.
This means we will always work hard to help define the right scope of work - and we'll revisit that scope regularly. We don't want to deliver without moving the needle.
There is a simple, golden thread that runs through our project work; building your internal capability and creating clarity where it’s currently missing. No generic frameworks. No over-engineering. Just thoughtful work that leaves our clients stronger than we found them.
typical projects
- Management Development Training
- People & Culture Audits
- Organisational Design
- HRTech and AI
- Pay Transparency
- Internal Knowledge Bases, Handbooks & Culture Decks
- Internal Communications
There are moments in a company’s life where People leadership matters most;
Growth spurts.
Cultural strain.
Leadership changes.
Reductions done under pressure.
Or perhaps the realisation that “HR” isn’t equipped for what the business now needs.
That’s where Further Fractional comes in.
We step in as an interim or fractional VP People / Chief People Officer, providing senior, strategic People leadership exactly where - and when - it’s needed.
Further Fractional focuses on what matters now, and what comes next; working closely with founders and their teams to set strategy, stabilise delivery, level-up People functions and handle the difficult, human moments with care and confidence.
YOUR ON-DEMAND VP
Interim or fractional VP People / Chief People Officer positions - retained partnerships, typically in the following focus areas;
- People & Culture strategy for change or inflection points (eg: navigating growth without breaking your people / contraction with care - as it should be!)
- Conducting People & Culture Audits and/or designing and delivering an ongoing roadmap of People & Culture projects
- Managing People functions & teams and levelling up internal HR capability
- Employee Relations support / Mediation (helping companies have crucial, difficult conversations)