In celebration of International Women’s Day – this morning at Mansion House, I heard a panel of female founders talk honestly about the highs, lows, and everything in between of building a business. It was a reminder that the real story behind success is rarely polished.
Hearing Dame Susan Langley, the Lady Mayor of the City of London, open the event was inspiring. She reminded us of the importance of raising and inspiring the next generation of female leaders – a point that resonated throughout the morning.
The panel featured Alex Head (Social Pantry), Henrietta Rix (Rixo), Cath Kidston (C. Atherley) and Ann Elliott (Boardwalk), who shared candid insights from their journeys. A few things really stood out to me:
There’s rarely a perfect moment to start. Most of them began without a detailed plan – just an idea and the willingness to get on with it.
Resilience is the real superpower. Every founder spoke about setbacks, tough decisions, cost pressures, and wrong hires. Persistence is what carries you through.
Ask for help early. Mentors, networks, and sponsors who actively champion you make a huge difference. Sometimes, it’s not another mentor you need – it’s someone who will open doors.
Know your customer and trust your instincts. One speaker realised that what she thought was instinct was actually a deep understanding of her market.
Be yourself. Trying to fit someone else’s version of leadership rarely works – authenticity pays off.
After 24 years of running my own company, this conversation reminded me of one thing I’d add: building a business is a marathon, not a sprint. Early years are about hustle; later years are about endurance, judgement, and surrounding yourself with the right people.
Thanks to the organisers for putting together such a thoughtful event to mark International Women’s Day. I left energised and inspired by the energy, passion, and authenticity of these founders – and reminded why community and support are everything in entrepreneurship.
For years, hiring decisions were anchored in one primary document: the CV, detailing degrees, brand-name employers, ears of experience and painting a picture of linear progression.
But as we move through 2026, the market data tells a different story.
The Impact 2026 Market Report highlights a clear shift across creative, media, marketing and people-first industries: credential-based hiring is losing ground to capability-based hiring.
And for good reason.
Historically, “qualified” has meant:
But in a world shaped by AI, automation, rapid skill evolution and hybrid working models, those markers are becoming less predictive of future performance.
The report shows that organisations increasingly recognise that:
💪 Skills become obsolete faster than ever
♻️ Roles are blending across disciplines
🤖 AI is augmenting almost every function
🧠 Adaptability is more valuable than static expertise
What someone has done is no longer the best indicator of what they can do next.
Across the sectors covered in the report, we are seeing a move towards:
Hiring managers are prioritising people who can absorb new tools, technologies and frameworks quickly, particularly where AI is involved.
Freelancing, portfolio careers, cross-functional moves and self-led projects are increasingly recognised as evidence of agility and initiative.
Cultural contribution, leadership style, emotional intelligence and collaborative behaviours are being assessed more deliberately; not as “nice to have”, but as critical performance factors.
This shift is particularly visible in:
✨ The report makes it clear: personality and adaptability are now performance drivers.
Artificial intelligence is not replacing roles wholesale but it is reshaping them.
From content generation to data analysis to workflow automation, AI is changing how work gets done. The report highlights that the most resilient professionals are not those who resist AI, but those who can work alongside it.
This creates a new hiring lens:
AI can optimise tasks. It cannot replace character, collaboration or culture-building. In fact, the more tools evolve, the more human capabilities matter.
Another clear theme from the report is the rise of coaching-led leadership and people-first management. Candidates are increasingly selective. They are not just assessing the role but rather
Hiring for technical competence alone is no longer sufficient. Alignment with how a business operates under pressure, collaborates across functions, and develops people is becoming a competitive advantage.
Many organisations say they want:
Yet still filter applications using rigid criteria that reward sameness.
If hiring processes prioritise uniformity over potential, businesses will struggle to build the diverse, future-ready teams they claim to want.
👉 The competitive advantage in 2026 will not belong to companies with the loudest employer brand. It will belong to those with the most accurate ability to identify real capability early.
Based on the trends outlined in the Impact 2026 Market Report, hiring teams should be asking:
❓Are we screening for indicators of learning ability, not just experience?
❓Are we recognising AI-augmented or freelance work as legitimate skill development?
❓Are we testing alignment and judgement, not just technical delivery?
❓Are our job descriptions built for future capability, not past precedent?
The market is evolving, expectations are shifting and roles are blending, making it clearer than ever that hiring needs to evolve with them. In 2026, the strongest teams won’t be built from the most impressive CVs. They’ll be built from the most adaptable, aligned and capable people.
✨ Want to download the Impact 2026 Market Report? Click here to read the full insights
People remember how you make them feel, and how you show up throughout the hiring process.
We’re delighted to share these words from Michelle Joseph, Head of People & Culture at TBWA\London:
“I have had the pleasure of working with Jules and her colleagues at Impact for many years, whether searching for HR candidates or seeking new HR opportunities for myself. The service I have received has always been exceptional. I want to extend my thanks to Jules for her instrumental role in helping me secure my current position.
From our initial conversation about the role to receiving the final offer, Jules was consistently proactive and kept me informed throughout the entire process. Most of all, I valued her honesty, guidance and expertise, it made all the difference – it was a seamless experience.
I highly recommend Jules and the Impact team; their dedication and professionalism truly set them apart!”
At Impact, we believe exceptional recruitment means more than great outcomes — it’s about trust, honesty, and care at every step.