Webinar Recap: Navigating Recruitment in the AI Age with PPMA
19/07/2025 by ben.jones_admin_user2123423
Starfish Search recently partnered with the Public Services People Managers Association (PPMA) to deliver a timely and thought-provoking webinar: “Navigating Recruitment in the AI Age.” Our own Sunita Patel was joined by Jason Makepeace from GovCats to explore how artificial intelligence is already reshaping recruitment, leadership, and workforce planning across the public sector. If you missed the session, the full webinar is available to watch here.
Top Insights & Key Takeaways
1. AI’s Practical Impact vs. Overhyped Myths
AI is beginning to bring practical value to recruitment—but not without caveats. The panel highlighted how many AI tools in use today can help streamline recruitment processes, yet the broader narrative is often clouded by hype. It’s crucial to separate inflated promises from the actual, grounded use cases where AI is delivering results. As the discussion made clear, success with AI relies not only on the tools themselves but also on the quality of the underlying data, the ethical framework they operate within, and the culture of the organisations adopting them.
2. Targeted Use Cases for AI
There are several specific areas where AI is showing clear benefits in recruitment. Tools that automate CV screening are proving effective in high-volume situations, allowing teams to identify relevant candidates more quickly. Similarly, talent-matching algorithms are improving sourcing by better aligning candidate skills with role requirements. Looking ahead, the panel discussed the potential of AI to drive blind screening processes that reduce unconscious bias and to support candidate engagement through early-stage chatbot interactions, though these applications still require careful development and oversight.
3. Risks Around Bias and Fairness
One of the central concerns surrounding AI in recruitment is the risk of embedding or amplifying existing biases. While these technologies offer efficiency, they can also replicate systemic inequities if not properly managed. The panel stressed the importance of maintaining human oversight throughout the recruitment process. AI should assist, not replace, the judgement of skilled recruiters who are able to sense-check outcomes, interrogate recommendations, and ensure fairness remains a constant priority.
4. AI Transparency and Trust
Trust in AI begins with transparency. Candidates and hiring managers alike need to understand how AI is being used in decision-making and be assured that it is operating within ethical boundaries. The speakers emphasised the importance of communicating clearly about AI’s role in recruitment processes. Organisations must be able to demonstrate how decisions are made and maintain auditable trails to support accountability and build confidence among stakeholders.
5. Upskilling Recruitment Teams
Adopting AI tools successfully requires recruitment teams to build new skills and knowledge. Data literacy is becoming a core competency, allowing recruiters to critically assess AI outputs and understand their limitations. The panel discussed how legal and ethical awareness must also be part of ongoing team development. Training and practical frameworks are essential to support responsible use and to embed AI in a way that enhances rather than undermines the quality of recruitment.
6. Strategic and Incremental Adoption
Rather than implementing AI at scale all at once, the speakers recommended a phased approach. Organisations should begin with small-scale pilots, test real use cases, and scale up gradually based on what works. AI is most valuable when integrated into broader improvements in recruitment strategy and process design. It should not be viewed as a plug-and-play solution, but as one part of a more thoughtful and sustainable transformation effort.
7. Leadership and Cultural Readiness
AI adoption is not simply a technical challenge—it’s a leadership and cultural one. Without buy-in from senior leaders, AI strategies will lack clarity and impact. The panel underlined that leadership must set the tone, provide clear governance, and ensure AI use aligns with organisational values. Only when there is shared understanding and confidence in the technology can AI be used in ways that are ethical, effective, and empowering.
Why This Matters for Starfish Clients & Candidates
At Starfish Search, we are committed to embracing innovation that supports better outcomes for our clients and candidates. This webinar reinforces our belief that the future of recruitment is both digital and human. AI has the power to increase efficiency and improve decision-making, but only when applied thoughtfully and transparently. We will continue to integrate smart tools into our practice where they add value—always with the oversight of experienced consultants who understand the importance of trust, fairness, and human judgement.
Next Steps & Resources
To watch the full webinar, click here. Stay informed about future webinars and insights by visiting the News & Events section of starfishsearch.com and following us on LinkedIn.
If you’re exploring how AI might support your recruitment strategy, our team would be happy to advise. Contact us to start the conversation about future-ready talent solutions.
Lorraine Payne Named Among Top 10 Interim Consultants in the 2025 IIM Awards
by ben.jones_admin_user2123423
We are incredibly proud to share that Lorraine Payne, Partner at Starfish Search, has once again been recognised by the Institute of Interim Management (IIM) as one of the UK’s top interim consultants, securing a place in the Top 10 for 2025.
This honour, based entirely on feedback from interim managers themselves, celebrates the individual consultants who go beyond the brief — those who listen carefully, understand deeply, and deliver consistently for the interims and organisations they support.
Recognition for Excellence — and Empathy
Each year, the IIM highlights not only the top interim service providers, but also the standout individuals within them. These professionals are recognised not just for their market expertise, but for the human qualities they bring to their work: trust, understanding, and an unwavering commitment to doing the right thing.
Lorraine’s inclusion in this year’s Top 10 is no surprise to those who have worked with her. Whether supporting a senior interim through a complex assignment or guiding a client through a period of strategic change, Lorraine combines sector knowledge with a sharp eye for leadership potential and a sincere commitment to people.
A Trusted Partner to Interims and Clients Alike
Those who voted for Lorraine cited her insight, empathy, and tireless support as key reasons for their nomination — a reflection of the consistent quality she brings to every conversation and placement. In a sector built on trust and pace, Lorraine stands out as someone who brings both clarity and calm.
As one interim shared in the survey, consultants like Lorraine “don’t just place people — they build partnerships that last.”
A Team Achievement
While this is an individual recognition, Lorraine would be the first to credit the wider Starfish Search team. Collaboration and shared values are core to how we work, and her success reflects the environment we strive to build every day — one where relationships come first, and where long-term impact always matters more than short-term wins.
We also extend our congratulations to all those recognised in this year’s Top 10, and to the IIM for continuing to champion quality and care in the interim profession.
Thank You to the Interim Community
We’re especially grateful to every interim professional who took the time to vote in this year’s survey. Your feedback does more than honour individuals — it helps raise standards and reaffirm the values that define good practice in our field.
To learn more about Lorraine and the work we do across interim leadership, visit our Interim Talent page or get in touch with our team.
Mastering the Chair and Chief Executive Partnership: Insights from Our Latest Webinar
30/06/2025 by ben.jones_admin_user2123423
We recently hosted the second session in our Aspiring Chief Executives webinar series, focusing on a crucial theme for any leader entering the charity sector: Mastering the Chair and Chief Partnership. The session, led by our own Louise Beales, Prinicpal Consultant, and special guest Ciara Eastell, an experienced charity CEO, Chair, and coach, both provided a wealth of practical advice for those stepping into executive roles, especially within non-profit and charitable organisations.
Why the Chair-CEO Relationship Really Matters
Ciara began by highlighting the pivotal nature of the relationship between the Chair and CEO, noting that it sets the tone not only for the organisation’s culture, but also for its strategic direction, governance, and accountability. A well-functioning partnership benefits the entire charity, fostering a positive environment, good governance, and healthy leadership. Conversely, she reminded us, a dysfunctional relationship at this level has the potential to create widespread confusion, risk, and negative impacts throughout the organisation.
Understanding Roles, Responsibilities, and Boundaries
A core part of the discussion centred on clarifying boundaries. The Chair’s primary focus is governance, leading the board, facilitating good decision-making, ensuring that the board dynamic is healthy, and providing support and constructive challenge to the CEO. The CEO, in turn, leads the organisation on a day-to-day basis, implements the strategy, and manages operations. Ciara emphasised that certain responsibilities, such as strategic vision and organisational culture are best approached as shared endeavours.
Ciara also pointed out that role confusion can quickly lead to difficulty, particularly when Chairs overstep into operational matters or, conversely, when CEOs dominate, eclipsing proper board oversight. Regular, open conversations about these boundaries are essential, especially in periods of challenge or change.
Common Pitfalls (and How to Avoid Them)
Through thoughtful examples and personal reflection, there were several common challenges faced in the Chair-CEO relationship raised:
Blurring of boundaries: Chairs becoming over-involved, especially during crises or financial instability, or CEOs overshadowing the board’s strategic role.
Lack of regular communication: Distant or disengaged Chairs can leave CEOs feeling isolated and unsupported; similarly, unaddressed conflict can breed mistrust.
Strategic misalignment: Disagreement on future direction or approach to risk can undermine effectiveness if not addressed quickly.
Underperformance and lack of appraisal: Both Chair and CEO benefit from regular performance reviews, but these are often neglected—especially for Chairs.
Strategies for Success: Building Trust, Alignment, and Accountability
There are a host of practical strategies, which generated strong engagement from attendees:
Regular check-ins: At minimum, a weekly phone or virtual catch-up, complemented by a monthly face-to-face meeting. This helps maintain trust and ensures the Chair is kept in the loop.
Clearly defined roles: Regularly reviewing and updating role descriptions and responsibilities prevents misunderstandings.
Joint strategic planning: Both Chair and CEO (with trustees and senior leadership) should co-own the strategy and future direction of the charity.
Annual appraisals: Both executives and board members should review each other’s performance. External facilitation can be invaluable here.
Open communication about challenges: No surprises should exist between Chair and CEO, especially when times are tough.
Championing a feedback culture: Constructive, frequent feedback fosters a high-performing, transparent leadership environment.
Preparing for the CEO Role and Your First 100 Days
For those moving into or interviewing for CEO roles, Ciara stressed the importance of assessing the likely Chair-CEO dynamic, are values and vision aligned, is the Chair engaged and accessible, and what are their expectations around communication? Once in post, setting early habits, transparent goal-setting, agreeing on communication protocols, and taking time to build trust forms the bedrock of a successful partnership.
Modelling Culture from the Top
A vital insight is that the tone between Chair and CEO filters down to the entire organisation. Whether in a small charity or a large, complex non-profit, their collaboration, mutual respect, and transparency are visible and felt, impacting everyone from trustees to frontline staff.
Final Reflections
Throughout the session, one takeaway resonated: mastering the Chair-CEO relationship is not simply a matter of protocol; it is an ongoing investment in the health, direction, and impact of the organisation. If you’re interested in developing your leadership journey further or would like to discuss your next steps, please don’t hesitate to get in touch with us at Starfish Search or, connect with Ciara on LinkedIn for coaching and support. Thank you to everyone who joined us for this insightful session. Stay tuned for more events in our series, as we continue supporting emerging and established leaders across civil society. You can watch the full recording here, and for more information, or to access the full slides, please contact aspiringceo@starfishsearch.com.
Valuable Resources Recommended
Endorsed key sector resources and training for those seeking further development, including:
Charity Commission guidance on good governance
The Association of Chief Executives of Voluntary Organisations (ACEVO) and their “Dynamic Duo” workshop for Chair-CEO partnerships
The Association of Chairs’ guide, A Question of Balance: Chair and Chief Executive Relationships
Mastering the Chair/CEO Partnership: Your First 100 Days and Beyond – A Starfish Search Webinar
10/06/2025 by ben.jones_admin_user2123423
Starfish is dedicated to supporting leaders at every stage of their journey and we know that one of the hardest steps is how to go about finding the right opportunity, and what to expect when you get your first chief executive role. We are pleased to be running the second webinarin our new Aspiring Chief Executives programme.
25th June 13.00 – 14.00
Mastering the Chair/CEO Partnership: Your First 100 Days and Beyond
Aspiring to be a new CEO? One of your most critical relationships will be with your Chair. Explore how to get it right from day one.
What you’ll learn:
Clear role boundaries and responsibilities between Chair and CEO
Common pitfalls and how to avoid them
Practical strategies for building trust and collaboration from your first day
Real scenarios and solutions based on extensive leadership experience
Ciara draws on her dual perspective as both Chair and CEO, plus current research from the third sector, to give you actionable insights for this pivotal relationship.
Our speaker
Ciara Eastell OBE is an experienced coach and consultant working with CEOs and senior leaders from across the charity, cultural and HE sectors. She was previously CEO of Libraries Unlimited, a local authority spinout established in 2016 as an independent charity. She has also held a number of non-executive and trustee roles, including as the founding Chair of People United.
If you have any questions or issues, please email aspiringCEO@starfishsearch.com to get in touch with someone from the Starfish Search team.
Upcoming Webinar – Navigating Recruitment in the AI Age – In Partnership with the PPMA
27/05/2025 by ben.jones_admin_user2123423
We’re pleased to be partnering with thePPMA (Public Services People Managers Association) for a live webinar exploring one of the most important challenges facing today’s public service employers: how to recruit effectively in an AI-driven world.
Navigating Recruitment in the AI Age Date: Friday 6th June Time: 12:00–1:00pm
This insightful session builds on the themes and insights from our recent thought leadership report, CTRL + ALT + LEAD, which explores the shifting expectations on leadership in the digital era. With AI technologies transforming how we work and make decisions, this webinar will examine the practical implications for public sector recruitment — from evolving leadership skillsets to new ethical considerations around bias, transparency, and trust.
The Starfish team will discuss:
The impact of AI on leadership behaviours and recruitment processes
The risks and rewards of automation in public appointments
How hiring organisations can future-proof their approach
We look forward to joining the PPMA and public service colleagues for what promises to be a lively and thought-provoking discussion. Whether you’re in HR, organisational development, or a senior public leadership role, this is an opportunity to engage with emerging thinking and gain practical insight into what comes next.
Starfish Search Awarded Platinum Provider Status in the 2025 Institute of Interim Management Survey
23/05/2025 by ben.jones_admin_user2123423
We are delighted to share that Starfish Search has been recognised as a Platinum Provider in the 2025 Institute of Interim Management (IIM) Survey. This prestigious award places us in the top tier of the UK’s interim service providers and is based entirely on votes from interim managers themselves, the very professionals at the heart of our work.
A Recognition That Matters
The IIM Survey is widely regarded as the definitive benchmark for quality and trust in the interim sector. Now in its 14th year, the survey draws on thousands of responses from interim leaders and professionals across the UK. It offers valuable insights into what interims need from their service partners and highlights those firms who consistently deliver high-quality experiences and outcomes.
To be named one of only 15 firms in the Platinum category is a recognition we are incredibly proud of. It reflects the deep partnerships we have built with our interim community — relationships grounded in respect, transparency and a shared sense of purpose.
Why It Matters to Us
At Starfish Search, we work with organisations undergoing significant change,whether that’s growth, transition or transformation. Our role is to help them find exceptional leadership at critical moments, and our interim offering is a core part of that. We know that finding the right interim leader isn’t just about filling a gap. It’s about insight, pace, judgement and chemistry. Our approach has always been highly personalised, combining a nuanced understanding of our clients’ challenges with a deep appreciation of our candidates’ strengths, values and aspirations.
This Platinum award is a welcome affirmation that our approach is working — that we are trusted to deliver, and that we are seen as a true partner by those who matter most.
Thank You to Our Community
We would like to extend a heartfelt thank you to all the interim managers who took the time to participate in the IIM’s survey and share their feedback. Your voices not only shape the rankings, but also help drive higher standards across our sector. We are grateful for your trust and support, and we remain committed to continuing to earn it.
Looking Ahead
As we look to the future, we will continue to build on this recognition — investing in our networks, championing diverse and values-led leadership, and ensuring that every client and candidate experience reflects the high standards this award represents. To learn more about our interim services, or to speak with one of our team, get in touch here.
National Children’s Bureau Q&A Webinar
12/05/2025 by ben.jones_admin_user2123423
We are delighted to be partnering with the National Children’s Bureau to recruit their next Chief Operating Officer.
To help prospective candidates better understand the organisation’s ambitions, Anna Feuchtwang and the team, will be hosting a webinar on Tuesday 13th May at 12:00pm. This will be a great opportunity to ask questions anonymously and explore whether this role is the right next step in your leadership journey. Our Speakers will include –
Celebrating Talent and Dedication: The Alexander Paul & Dar Award Ceremony with 10,000 Black Interns
14/04/2025 by ben.jones_admin_user2123423
At Starfish Search, we believe that building a better future starts with opening doors for talented individuals from all backgrounds. That’s why we’re proud to be a partner of the 10,000 Black Interns initiative, an extraordinary programme committed to transforming the career prospects of young Black talent in the UK by offering meaningful paid internships across a vast range of industries.
The initiative is rooted in a simple yet powerful mission: to create equal opportunities for Black students and graduates by addressing the systemic underrepresentation across sectors. It connects ambition with opportunity, providing a platform where brilliant individuals can thrive and, in many cases, secure long-term roles within organisations committed to change.
We’ve seen first-hand the impact this initiative can have. Earlier this year, our very own Nnenna Ugwuodo, who joined Starfish Search through the 10,000 Black Interns programme, was nominated for an award at The Alexander Paul & Dar Award Ceremony, held by the 10,000 Interns Foundation in London. It was a proud moment not just for Nnenna, but for all of us at Starfish.
The event celebrated the success stories, hard work, and bright futures being shaped through the foundation’s efforts. Our Head of People, Harpreet O’Brien, attended the ceremony alongside Nnenna, and shared in the celebrations of her nomination. Nnenna’s dedication, professionalism, and passion didn’t just earn her recognition at the ceremony, it also secured her a full-time role with us at Starfish Search, following the completion of her internship.
Our partnership with 10,000 Black Interns continues to be a source of inspiration and growth. It’s a two-way exchange of value, we gain access to fresh perspectives and driven individuals like Nnenna, and they gain insight, experience, and the support they need to kick-start their careers. We’re honoured to support this movement, and even more honoured to witness its impact through the achievements of people like Nnenna. A huge congratulations and thank you from the Starfish team, we have more on our partnership with 10,000 Black Interns to share soon for 2025.
If you want to learn more about Starfish Search and how we can help, drop us a line at info@starfishsearch.com.
CTRL+ALT+LEAD – The Report
01/04/2025 by ben.jones_admin_user2123423
We’re delighted to launch our new thought leadership report, Ctrl + Alt + Lead: Navigating the Future of Leadership in the Digital Age, this new report explores what the future will hold for the fast-evolving world we are leading in, and what this means for shifting leadership qualities.
In an era where artificial intelligence and digital transformation redefine the way we work, lead, and grow, Starfish is at the forefront of these changes. Our newest research deep dives into how AI is reshaping the expectations and qualities of effective leadership. We explore how leaders can leverage technology to foster innovation, inclusivity, and adaptability, while maintaining the human touch that makes leadership meaningful.
We thrilled to have the support of an additional cohort of leading influential organisations active in the Invention, Innovation and Tech & AI space, each adding their unique perspective on the opportunities and complexities that lie ahead for all of us. Take a look at the report below and don’t hesitate to get in touch with the team if you want to learn more – thefutureholds@starfishsearch.com.
Navigating the Path to CEO Leadership in the Charity Sector
27/03/2025 by ben.jones_admin_user2123423
Navigating the Path to CEO Leadership in the Charity Sector: Insights from Ciara Eastall
Understanding Accidental and Adaptive Leadership
Transitioning to a CEO role in the charity sector can often be an unexpected journey. Ciara Eastell, an esteemed expert in leadership transitions, sheds light on this intricate process as discussed in a recent webinar hosted by Rebecca O’Connor. With a wealth of experience in navigating her path to becoming a CEO, Ciara offers valuable insights into what it means to be an “accidental CEO” and how to thrive as an “adaptive CEO.”
Embracing the Unexpected: Becoming an Accidental CEO
Ciara Eastall’s journey to becoming a CEO of Libraries Unlimited was not a traditional one. With a rich history of working in the public sector, it was austerity measures that led her to write a five-year business plan for a new organisation and subsequently take on the CEO role. This transition from a senior leader in local government to the head of a charity reveals the often unanticipated route many take in the sector.
For those finding themselves as accidental CEOs, Ciara emphasises the importance of understanding the transition’s magnitude. Drawing from her own experiences, she recognises the lack of preparation she had initially, particularly in areas like working with a board of trustees, managing profit and loss, and establishing a new organisational brand.
The Adaptive CEO Toolkit: Building a Foundation for Success
To guide new and aspiring CEOs, Ciara has developed the “Adaptive CEO Toolkit,” a set of resources and strategies crucial for leaders in challenging times.
Proactive Transition Support: Acknowledging and planning for the significant transition from a senior leadership role to a CEO is crucial. Boards must recognise this change and support new CEOs through the initial six-month phase, ensuring they have the tools needed to succeed.
Building Peer Networks: Establishing a network of trusted peers provides a safe space for sharing challenges and insights. This reduces the isolation often felt in leadership roles and reinforces support structures critical for a CEO’s success.
Having a Coach or Sounding Board: Engaging with a coach can be invaluable. It offers CEOs a platform to discuss strategies, refine leadership styles, and gain confidence in their roles. This support is essential, especially when navigating complex HR or strategic challenges.
Awareness of Potential Pitfalls: Recognising challenges like the “glass cliff” phenomenon and imposter syndrome can empower CEOs by understanding that these struggles are part of the broader leadership experience.
Exploring Different Leadership Models: The emerging model of co-leadership, where two or more individuals share CEO responsibilities, is an innovative approach gaining traction. It can provide opportunities for leadership that might not have been considered previously.
Prioritising Self-Care and Wellbeing: Sustainable leadership is not possible without self-care. CEOs must set boundaries and incorporate self-care strategies into their routines to foster resilience and maintain high performance.
Preparing for the Leadership Journey
Becoming a CEO, especially in the charity sector, requires more than just leadership skills; it demands adaptability, strategic planning, and a robust support network. As Ciara Eastall stresses, the leadership journey is both a challenge and a privilege, offering the chance to make a significant impact. For those aspiring to transition into the CEO role, it’s essential to prepare by understanding personal blind spots and continuously developing both hard and soft skills. Investing in self-reflection and seeking out knowledge resources improves the readiness to take on leadership challenges effectively.
In conclusion, while the path to becoming a CEO in the charity sector may be fraught with unexpected turns, embracing adaptability and leveraging supportive frameworks can pave the way for successful leadership. As Ciara Eastall illustrates, with the right tools and mindset, accidental leadership can transform into a rewarding and impactful journey. If you want to learn more about our Aspiring CEO Initiative, reach out to the team at aspiringCEO@starfishsearch.com.
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CTRL+Alt+Lead: Navigating the Future of Leadership in the Digital Age
Exploring what the future will hold for the fast-evolving world we are leading in, and what this means for shifting leadership qualities. In an era where artificial intelligence and digital transformation redefine the way we work, lead, and grow, our newest research deep dives into how leaders can leverage technology to foster innovation, inclusivity, and adaptability, while maintaining the human touch that makes leadership meaningful.
