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​From Curiosity to Career: Championing Horticulture with Sarah from MorePeopleWelcome back to TheMorePeople Podcast where we explore the people, ideas, and innovation shaping careers across food, agriculture, horticulture, and beyond. In this edition, we sit down with Sarah, a long-time team member at MorePeople, who’s gone from zero industry experience to leading recruitment for one of the UK’s most technical and overlooked sectors: horticulture. The Unlikely Path to PassionSarah joined MorePeople five years ago with no background in recruitment or horticulture. Today, she manages a team focused on recruiting roles that range from entry-level to executive in sectors like farming, agronomy, crop science, and commercial growing.“I had no experience in horticulture,” Sarah admits, “and now I couldn’t be more passionate about it. It’s an incredibly technical, scientific, and underappreciated industry.”She’s now a vocal advocate for the sector, pushing back against outdated stereotypes that paint horticulture as a fallback for the academically disengaged. “I’ve got a decent education,” she says, “and I couldn’t do half of these jobs. People don’t see the science, logistics, and complexity behind what it takes to get food or plants from the field to the shelf.” Shifting Perceptions: Why Horticulture Gets OverlookedPart of horticulture’s image problem stems from its legacy. “Historically, it was suggested as a route for people who failed their exams,” says Sarah. “That idea stuck.”Today, the public rarely stops to think about how their strawberries arrived in pristine condition in a supermarket or what went into producing a healthy bedding plant. That disconnect is what Sarah and others are working hard to change. Building a New Generation: The Role of the YPHASarah doesn’t stop with recruitment; she’s also part of a broader movement. As a committee member of the Young People in Horticulture Association (YPHA), she’s helping foster a community and platform for professionals under 35 in the industry.Formed in 2020, the YPHA has already grown to over 900 members. “We do monthly seminars, in-person events, and partner with experts to provide support from financial advice to personal development,” Sarah explains. “It’s about giving young people a network and a voice.”Their advocacy efforts have even reached the House of Lords, where they lobbied for horticulture to be better represented in the UK school curriculum. “We want kids to know this is a career option before they’re making life decisions. Right now, they’re told A-levels, university, and that’s it.” Rethinking Recruitment: Degrees vs. ExperienceAs recruiters, Sarah and the MorePeople team have a front-row seat to how people enter (and stay in) the industry.“The reality is, I very rarely see candidates with horticulture degrees,” she says. “Most come through apprenticeships, industry qualifications, or sideways from science degrees. And thankfully, more businesses are recognising experience and passion over traditional qualifications.”In an industry facing an ageing workforce and a skills gap, this shift couldn’t come at a better time. Advice for the Next GenerationAsked what advice she’d give to her 24-year-old self, or anyone stepping into the industry, Sarah doesn't hesitate:“Keep being curious. Ask questions. Admit what you don’t know and be eager to learn. That’s how I’ve built a career in something I didn’t even know existed five years ago.” Final ThoughtsHorticulture may still battle outdated reputations, but with advocates like Sarah, the industry is evolving fast. Whether through recruiting new talent, championing young professionals, or educating the next generation, Sarah is helping ensure the future of horticulture is bright and better understood.​​

​MorePeople competed as 'Oar People' in the annual Peterborough Dragon Boat Festival at Peterborough Rowing Club last weekend. Organised by New Wave Events and sponsored by Hotpoint, the festival raises funds for Sue Ryder Thorpe Hall Hospice in Peterborough. 47 teams were competing from a range of different local businesses. The day was set out so that each team would compete in three heats, there would then be semi-finals and a final. During our first heat, we narrowly missed out on first place. Followed by a victorious second race (we'd figured out how to sync our rowing!) after lots of food and sunbathing we competed in our final race, which saw us come 4th. We came 15th overall, narrowly missing out on a place in the top 12 who went on to compete in the semi-finals. There was also a leaderboard for mixed crews, we were the second-fastest mixed crew in the competition. Despite not finding ourselves in the top rankings, everybody had a great day and we're looking forward to entering again next year and (hopefully) getting a better result. We would like to thank the organisers and sponsors for putting on such a great day, Sue Ryder Thorpe Hall Hospice for all of the amazing work they do and the other teams for putting up a good fight but also coming together and raising an amazing £30,000!​

​Why Succession Planning Matters More Than EverIn the most recent episode of The MorePeople Podcast, our CEO, Andrew Fitzmaurice, sat down with Guy Moreton, Chairman and Founder of MorePeople, for a candid conversation about one of the most pressing yet often overlooked issues in business today: succession planning.Whether you’re leading a growing team or planning for the next decade of your company’s journey, this episode is a must-listen and this blog brings you the key highlights. So... What Is Succession Planning?Guy Moreton breaks it down simply:“Succession planning is the strategic identification of key people in your business and the roles they could fulfill in the future to ensure continuity and growth.”It’s about making sure your business is future-ready. Not just for expected changes like retirements and promotions, but also for sudden shifts, resignations, illnesses, or unforeseen absences.And yet, as Guy points out, “Most businesses are so focused on delivering today that they forget to plan for tomorrow.” Why It’s Non-NegotiableWe’ve seen it time and again: when key individuals leave suddenly, businesses scramble to fill the gap. That scramble costs time, money, and sometimes even reputation.In candidate-short industries like fresh produce, agriculture, food, and horticulture, those challenges are amplified. According to Guy:“If you’ve got a proper succession plan, you can promote from within, which saves money, time, and disruption. Done right, the process is seamless. That’s the word we keep coming back to.”And when it's seamless, customers, suppliers, and your internal teams remain confident. Your business keeps running smoothly and that matters. Not Just for the C-SuiteMany companies make the mistake of thinking succession planning is only for senior leadership roles.Wrong.True succession planning looks at every level of the business. From your MD down to shop-floor trainees.“What happens if that person isn’t there tomorrow?” That’s the litmus test for whether a role should be part of your plan.And yes, this can feel overwhelming. But there is a place to start. Where to Begin?Start at the top.Map out the key strategic roles, board level and senior management and then work down.From there, consider:Which roles are business-critical?What internal talent could step into those roles?Where are the gaps?Who might be developed into future leaders?“You can’t do it all at once,” says Guy. “But starting somewhere is better than not starting at all.” Should You Get Outside Help?In short: yes.External support like non-executive directors, HR consultants, or leadership coaches can make a massive difference. They bring an outside perspective, real-world experience, and the headspace to focus on long-term planning.Non-execs, in particular, are uniquely placed to champion succession planning without being tied up in daily operations. Practising What We PreachAt MorePeople, succession planning isn’t just something we talk about. It’s something we live.Andrew is a perfect example of our internal succession strategy. Joining the business over a decade ago, he grew through the ranks into the CEO role as part of a planned, deliberate transition.When Peter retired, we brought in Rich Hanwell as MD, another strategic hire, aligned with our long-term plan.And we didn’t stop there.“We’ve also mapped out our management capability across the team and identified people with the potential to step up,” says Guy.From internal training programs to expansion into new sectors, we’re building a business that’s ready for the future and helping our clients do the same. Succession Is Never ‘One and Done’The point of a succession plan is not to write it once and lock it away.“It’s a living, breathing process,” Andrew explains. “The moment you tick it off as done, you risk falling behind.”We regularly review, update, and adjust our plan based on:Growth ambitionsEmerging talentShifting business needs Your Next StepWe’re about to release our Succession Planning White Paper, packed with insights, case studies, and practical tools to help you get started.But if you're ready to talk sooner, whether about continuity of leadership, team development, or simply future-proofing your business, reach out.Our team at MorePeople is here to help.​​

​What have you enjoyed the most? I have enjoyed working with the team and the collaboration that comes with it. The sense of teamwork and shared goals makes every day and every deal incredibly rewarding. What I enjoy most about recruitment is the dynamic nature of the job and the opportunity to match the right candidate with the right position. Building relationships with clients and candidates, understanding their needs, and contributing to their success is gratifying. The fast-paced environment keeps me engaged and motivated. What were your first impressions vs reality? Initially, I underestimated the importance of networking in recruitment. I thought success would primarily depend on individual skills and knowledge. Building a strong network has proven to be important for success and growth. Listening to colleagues in the business and learning from their extensive knowledge of their respective markets through networking is incredibly powerful. This deeper level of engagement has shown me how essential connections and relationships are in achieving success in recruitment. Networking opens doors to new opportunities and provides invaluable insights and support, making it a fundamental aspect of thriving in the recruitment industry. What have you found most challenging?The most challenging aspect has been maintaining consistent communication with everyone involved. Coordinating effectively with clients, candidates, and colleagues requires constant effort and attention. Keeping everyone on the same page can be difficult but essential for smooth operations. Ensuring that updates are timely, expectations are managed, and information flows seamlessly is a demanding task. Despite these challenges, mastering effective communication is crucial for building trust, preventing misunderstandings, and achieving successful outcomes in recruitment. What skills have you used from past experience in recruitment and what new skills are you learning? Social skills from my past experiences have been incredibly important in my recruitment career, especially in building relationships and establishing trust and rapport with clients and candidates. These skills have enabled me to communicate effectively, understand the needs and motivations of others, and foster strong professional connections. Additionally, I am continuously learning a lot about the recruitment industry by speaking to numerous experts and spending time out in the field. This hands-on experience allows me to gain valuable insights into market trends, industry demands, and best practices. How are you tackling learning about the technical side of agriculture and horticulture?I am tackling the technical side of agriculture and horticulture by actively seeking out conversations with knowledgeable professionals in the field. Engaging with experts allows me to gain insights and understanding that are not easily found in books or online resources. I also spend as much time as possible outside the office, learning hands-on by visiting clients and observing their practices firsthand. This practical experience is invaluable in deepening my technical knowledge. Additionally, I make a point to regularly read industry-relevant information such as Farmers Weekly, which keeps me updated on the latest trends and developments. Attending trade shows like Cereals also helps me stay informed about new technologies and innovations. Advice to others?My advice to others looking to start a career in recruitment is to remember that you get out of it what you put into it. Hard work and dedication will always generate the best results. Stay committed, be proactive and continually seek opportunities to learn and grow. Networking and building strong relationships can also make a significant difference, as they open doors to new opportunities and provide valuable support. Embrace challenges as learning experiences, and never underestimate the importance of perseverance and a positive attitude in achieving your goals. If you're curious about what a career in recruitment can offer you, call 01780 480 530 or email info@morepeople.co.uk.

​How to Scale, Evolve, and Navigate Modern Careers – Lessons from Sean Sankey on The MorePeople PodcastWelcome back to The MorePeople Podcast, your go-to source for the latest strategies, insights, and real-world advice in the recruitment space and beyond. Whether you're navigating your career journey or looking to build high-performing teams, our conversations aim to unlock the secrets to long-term success.In this episode, Managing Director Richard Hanwell sits down with Sean Sankey, founder of Much Clearer, a company that supports top teams through executive coaching and commercial strategy. Since 2011, Sean has been helping individuals and organisations scale their impact, navigate conflict, and lead with clarity. The Skills That Matter Most at the TopAs Sean points out, technical ability is just the entry ticket. To truly progress in your career, you need to layer on two key areas:Commercial Acumen – Understanding how the business works and how your role drives value.Personal Leadership Skills – Influencing, motivating, and leading others, especially in challenging environments.Career growth demands personal growth. It's not just about getting better at your current job. It's about becoming the kind of person who can handle bigger budgets, lead larger teams, and navigate complex decisions with confidence. Multiplying Your ImpactA common challenge for professionals stepping into leadership roles is letting go of being the “doer” and becoming the “enabler.” Sean recounts advice shared with one of his clients: “You don’t want to be a genius with a thousand followers.” Scaling your value means transferring your knowledge to others so that your organisation doesn’t depend on your individual output alone.That shift requires humility—giving credit to others, sharing expertise, and creating space for others to thrive. Navigating Workplace Conflict with ClaritySean draws from his early training in conflict resolution to unpack a critical skill for any leader: managing tension constructively. Conflict, he says, is inevitable in high-performing environments and comes in three forms:RationalPoliticalEmotionalWhile most people try to resolve issues rationally, real resistance often lives in the emotional or political space. Learning to understand where others are coming from, what fears, stakes, or pressures they may be facing is a game-changing skill for navigating tension without leaving damage in your wake. Why Talent Chooses to Work With YouAs the conversation shifts to employer branding and attracting top talent, Sean makes a compelling point: you’re not just competing with businesses that look like yours. You're competing for attention. For time. For energy.People have choices. They can freelance, consult, start side businesses, or create content. So how do employers stand out? Be bold. Be different. One restaurant chain, for instance, advertised for chefs in tattoo parlours instead of the usual platforms and got a strong response. The lesson: break the mould to cut through the noise. Rethinking Strategy for Real GrowthSean also challenges the traditional idea of long-range strategy. Instead, he advocates for agile, market-facing experiments inspired by tech startups. In fast-changing markets, the ability to test, learn, and adapt beats slow-moving plans every time. Small experiments offer faster feedback and can often outperform traditional strategy cycles in both insight and impact. Advice to Your 24-Year-Old SelfAs MorePeople celebrates 24 years in business, Richard asks every guest what advice they would give their 24-year-old self. Sean’s answer? Build a strong peer group. People you respect and can grow with. Not just friends, but challengers. Mentors. Allies. “Who you spend time with is who you become,” Sean reminds us. Final ThoughtsThis episode underscores one central theme: evolving in your career is less about mastering tasks and more about mastering yourself. From conflict resolution to personal reinvention and from team leadership to employer branding, the modern workplace rewards those who can think clearly, act intentionally, and grow continuously.​​

​Over the summer, students across the UK put on their mortarboards and gowns to officially graduate after years of hard work. There’s no denying that your graduation day is a big one. An achievement that you’ve worked towards your whole life and a day of parents and loved ones looking at you with teary eyes and a fiercely proud look. Now that’s all over, the reality of finding a job should be starting to sink in. While there’s no harm in enjoying some relaxation time, now’s the time to step up the search to find work. A simple Google search of the sector you’re looking to work in will pull up numerous jobs ads, it’s important that you don’t just apply for anything and everything as it’s likely that this will be reflected in your lack of enthusiasm during the recruitment process. While you can’t be expected to be appointed chief executive of a national company straight away - or even any time in the near future - landing a job you love as a graduate is possible. You just need to know where to look and how to apply yourself. Here we suggest five ways to help you land your dream job. Craft a Strong CVContact Information: Clearly display your name, phone number, email, and LinkedIn profile at the top. Professional Summary: A brief statement highlighting your career goals and key skills, tailored to the job you’re applying for. Education: List your degrees, institutions, and graduation dates. Include relevant coursework, honours, and awards. Experience: Detail your work experience, including internships and volunteer work. Use bullet points to highlight achievements and responsibilities. Skills: Include both hard and soft skills relevant to the job. This could be technical skills, language proficiency, or soft skills like teamwork and communication. Certifications and Training: Mention any additional qualifications that are relevant to the job. References: You can note that references are available upon request or include contact details of references. Customise your CV for each job application to reflect the skills and experiences relevant to the specific role. Keep your CV to two pages maximum. Use bullet points and concise language additionally, if you have any achievements you can quantify, use these figures to showcase your impact in a previous role and finally make sure there are no spelling or grammatical errors.Attend Networking EventsFinding Events can be difficult, we suggest taking a look at the following to find an event suitable for you. Eventbrite: A platform for finding local and industry-specific events. Industry Associations: Join associations related to your field to access exclusive events and meetups. University Alumni Networks: Many universities host networking events for recent graduates. Professional Conferences: Attend conferences to meet key players in your industry. Networking effectively is important, make sure you research attendees and speakers beforehand. Have a clear idea of who you want to connect with and what you want to achieve. Prepare a brief introduction about yourself and what you’re looking for and don't forget to ask insightful questions and show genuine interest in others’ work. Exchange contact information and follow up with an email or LinkedIn request, referencing your conversation to reinforce the connection. Utilise Social MediaLinkedIn is used by the majority of business professionals, make sure you follow the steps below to ensure potential employers notice your LinkedIn: Ensure your profile includes a professional photo, headline, summary, and detailed experience. Send personalised connection requests. Mention how you know the person or why you want to connect. Share articles, comment on posts, and participate in discussions to increase your visibility. Stay updated on job openings and company news. Seek Advice and InformationUse LinkedIn or university alumni networks to find professionals in your target industry. Send a polite message requesting a brief meeting to learn more about their career path and insights into the industry, ask about their career journey, essential skills, industry trends, and any advice they have for newcomers. Be Respectful of time, keep the meeting short and make sure you thank them for their time and insights. You can also use industry blogs, publications, webinars and online courses to stay updated with the latest trends and news. Post-InterviewAfter an interview, politely ask the recruiter or interviewer for feedback on your performance., ask about specific aspects of the interview, such as your responses, demeanor, and any areas for improvement. Use the feedback to refine your interview techniques and job applications. If you wish to practice your interview skills so that the real thing seems less daunting use family, friends or career services if they would hold a mock interview. If you're aiming for a career in specialised sectors like Food, Fresh Produce, Horticulture, Agriculture, or Garden & Leisure, MorePeople can provide tailored advice and support for these industries. You can email info@morepeople.co.uk or call 01780 480530 to discuss your CV and career path with a specialist.