IBR Digital Search™

As counter intuitive as it may seem, even the most stringently designed in-house search and selection program will always have one relative component of non-effectiveness: whether its employee dissatisfaction or procedural irregularity. This has and always will be a very important aspect to the performance of great hiring programs, and as most recruiters will already know, the most efficient way to build an elite crop of talent is to centralise your search process, find the people who can facilitate the engineering of great teams, both virtually and physically and then review the procedural performance.

By decentralisation, I do not mean team responsibilities, what I am referring to is candidate sourcing. My view on people processes which are decentralised are two fold. How does one embed the value of internal review processes? In other words, how do you know you were doing the right thing if the process is decentralised? As a recruiter, using your extended network may have been compl…

As recently as last month, I published an article on our Medium page, discussing the topic of performance-based remuneration. The blog post, which recieved a huge number of views, called out workforce planners for their flagrant disregard for employee morale. But what about the importance of programs and schemes which may be applicable to the genre of engagement perks, performance bonuses, rewards and learning incentives - something which black founders should ideally be using to inspire their teams.



Some of us know about the mind boggling HR innovations which have been used to spur teams on in the corporate world. From having 30min afternoon power naps at lunch hours to having competitive Xbox Street Fighter tournaments first thing in the morning, this is generally true for a massive company, but for a new business, this can be a harrowing step to take and a big blow to productivity. That is not what we are suggesting. What we are recommending is a spirited drive towards better L&am…

Thanks for taking the time out to read this particular post, which most people will find does indeed add some rather intrinsic value to them or to their brand or business. As you may have guessed from the title, this blurb is not very bullish on sentimentality, and for good reason. It is, however, rather bullish on the notion of "dynamism", a word used by Buffet to describe the resiliance of markets to suffer the insufferable and still overcome the overarching obstacles of pessimism, when needed.


We begin with a very concise position on cronyism in Britain and its effect on social outcomes. We need to ask the sort of questions that keep things real, questions like: is there also a societal revolution? Do we need one? The product of other people's hard earned labour is, what permeates our society, but in a centralised world, those who are able to capture a previous accumulation of privilage have firmed their own catchment area of success, which the rest of us have little …

I recently received an e-mail inviting me to AI Congress, taking place in mid-September 2018. It is (and aims to be) a really unique private conference with over 100+ speakers confirmed as of today. So if you are interested in sharing ideas on artificial intelligence and the future of data science, then this might be an event which I would definitely wish for my readers to attend. But I hear tickets are very priced in. So watch out for that.

On to today's topic, this is just a quick shout out to inform those who are in the know, that the Integrated FPGA chip we have all been waiting for is on the verge of being released. It will be the very first Intel FGPA-CPU hybrid of its kind.


Here is a great article for those who want to catch up on this.

To give you some background as to how this might effect the average pursuit of dynamic stochasticism, the Economist ran with a fairly odd headline for this story not too long ago, about the importance of these eventualities for consumer tech…

It’s that time of year again folks. Performance reviews, (which will be the topic of conversation in many a breakout room) are taking place as we speak across the country. And as many of us will know, arguably the most difficult aspect of a performance review, aside from the bane involved in facilitating the conversation, is the intimate and often callous component of ‘summarisation’.


Summarisation as one mitigating factor for a manager, affords the notion that employee reviews take place only the once inside the space of 12 months, and as such are deemed to be an effective tool in managing engagement in the workplace, this unfortunately is a forlorn fallacy.


The traditional engagement and incentive model for pay reviewing, has admittedly not been very accurate in modeling or indeed, mirroring the value added to the organisation from all employees on all sides. That is also increasingly evident.
It is unfortunately also the case that, including board-level compensation, most of the remun…

If you have an interest in Culture and Mergers and Acquisitions (M&A) then you might like this post. It's focus will be the importance of finding the right person or company in a global market for M&A advice and the corresponding incentives which drive Strategists in this part of the global economy.

We have for the longest time wondered why London M&A activity has slowed for the bulge brackets but slowly picked up for the boutiques. It is seemingly a U.S. fad but could very well be a strange post-Brexit phenomena for investment banks in London.

One factor (for several reasons) could be the increasing importance of corporate culture between sell-side advisers and the client.

We wrote a post this week on Sainsbury's potential merger with Asda and its serial importance for food distribution and security in the UK. Not being a generalist myself, but being privy to a lot of transferable info as to the mindset of very senior executives, it is also understandable that cul…