Why AI Can Speed Up Hiring but Still Miss the Right Leader

Episode 143 | 19.1.2026

Why AI Can Speed Up Hiring but Still Miss the Right Leader

An executive search founder reflects on AI, food systems, and why human judgment still matters when leadership decisions shape the future of food.

Listen to the full podcast episode on YouTube, Spotify, and Apple Podcasts.

​Scene and Context

Executive search is under pressure.

Clients want speed, certainty, and scale. Artificial intelligence promises all three.

In leadership hiring, the stakes are higher than efficiency. Decisions shape culture, strategy, and long-term outcomes. In sectors like food and agriculture, they also shape health and environmental impact.

As AI tools move quickly into recruitment, the question is no longer whether they will be used. The question is where judgment should still sit with people.

 

Formation and Origins

Simon Heal did not begin his career in sustainability or food systems. He trained as a computer scientist and spent more than two decades in mainstream executive search, building leadership teams for IT, e-commerce, and fintech businesses. He describes himself as a technologist who moved into people work because he was drawn to detail, pattern, and character rather than sales.

The shift came later. About six years ago, his young son came home from school after watching a documentary on climate change. Simon recalls being asked directly what he was doing to help. The question stayed with him. He began to examine where his skills could have real effect.

“What am I really good at?” he remembers asking himself.

The answer was clear. Building teams. Finding leaders. Understanding potential.

 

A Turning Point Toward Food Systems

Food and agriculture stood out. Simon grew up in Cheshire, surrounded by farming. His grandfather was a farmer. The industry felt familiar and increasingly urgent. He saw a sector under strain, doing significant harm, but also entering a period of rapid innovation.

Rather than work broadly across the industry, he narrowed his focus. Simon chose to work only with companies aiming to shift outcomes, not simply improve optics. That decision led to the founding of Myco Search, a specialist executive search firm serving food tech, agri-food tech, and food health innovators.

The positioning is deliberate. Candidates know the companies are serious. Founders know the candidates are motivated by impact as well as role.

 

The Work He Is Doing Now

Myco Search focuses on leadership and specialist hires in emerging food technologies. Many clients are early-stage or scaling businesses. The work involves risk. Technologies are new. Track records are limited. Commercialisation is uncertain.

Heal is explicit about those realities. His approach is open book. Candidates are told early where the risks sit and what could go wrong.

Founders are asked directly about weaknesses, gaps, and pressure points.

The goal is not to remove uncertainty, but to avoid surprises.

 

AI, Recruitment, and the Risk of Repeating the Past

Simon is a long-time user of technology and an advocate for AI used carefully. He sees clear value in using tools to expand research capacity, reduce administrative load, and surface wider pools of candidates.

Where he draws a firm line is judgment.

AI systems learn from historical data. In leadership hiring, that means past profiles, past success, and past patterns. Simon warns that this can quietly reinforce narrow definitions of leadership and filter out potential that does not yet have a record.

“AI is very good at spotting patterns,” he says. “It cannot spot potential.”

In emerging sectors like food tech, that limitation matters. Innovation often comes from people who do not fit existing templates. Over-reliance on automated screening risks narrowing thinking at the moment it needs to widen.

Simon deliberately includes what he calls a wildcard candidate in many shortlists. Someone who does not look right on paper, but shows conviction, learning capacity, and alignment with the mission. Sometimes they are hired. Sometimes they are not. They almost always sharpen decision-making.

 

The Tension That Remains

Food businesses remain driven primarily by profit. Simon sees this as the central structural tension. Cheap, damaging food is rewarded. Healthier, lower-impact models struggle for scale.

If he could change one thing, he would reverse the order. Human and planetary health first. Profit second.

He is realistic about constraints. Companies must survive. Investors expect returns. But he believes leadership choices can move systems, especially when capital and talent begin to align with long-term outcomes.

 

Closing Reflection

AI will continue to reshape executive search. Simon does not resist that shift.

He argues instead for clarity about where tools end and responsibility begins.

In leadership hiring, judgment remains the work. The cost of getting it wrong is not just commercial. In food systems, it reaches into health, land, and trust.

Speed matters. Empathy matters more.

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When Emissions Targets Close Factories

Episode 142 | 12.1.2026

When Emissions Targets Close Factories

Sarah Le Gresley explains how UK climate accounting is reducing domestic manufacturing while consumption stays unchanged.

Listen to the full podcast episode on YouTube, Spotify, and Apple Podcasts.

​Scene and Context

The UK presents itself as a climate leader. Territorial emissions are falling. Targets are being met. Progress appears measurable and controlled.

Sarah does not dispute the reductions. What she questions is what those numbers omit.

Current UK climate targets focus on emissions produced within national borders. They do not account for emissions embedded in imported goods. As manufacturing moves overseas, emissions fall at home while consumption remains constant.

“It’s not just an impact to our emissions,” Sarah says. “It’s an impact to our jobs.”

Behind the national figures sit factory closures, shrinking workforces, and growing reliance on imports produced under weaker environmental standards.

 

Formation and Origins

Sarah trained as an architect at the Architectural Association in London. She grew up in a farming family, where land, work, and income were tightly connected.

At thirteen, she lost her father to suicide after a farming contract collapsed.

“That understanding that life is fragile,” she says, “also that the work we do really should matter.”

In her early twenties, Sarah and her husband left London for the Sierra Nevada mountains in Spain. They lived off grid, homeschooled their children, and worked with natural materials including clay and lime.

“It was unconventional,” she says. “But it taught me resilience, creativity and the importance of thinking outside of the box.”

The experience reshaped how she understood systems, limits, and responsibility.

 

A Turning Point

Returning to the UK, Sarah moved into roles that connected architecture, manufacturing, and industry advocacy. She worked at the Brick Development Association, representing clay manufacturers across the UK and Ireland, before joining Michelmersh Brick Holdings.

Today, Sarah is Group Innovation and Sustainability Director, with responsibility extending across innovation, sustainability, marketing, technical strategy, product development, and procurement.

“I’m very busy,” she says.

Michelmersh is the fourth largest brickmaker in the UK, producing clay bricks, pavers, architectural terracotta, and prefabricated masonry products. Its work appears on Battersea Power Station, the British Library, the V&A, and Harrods.

But size does not protect an industry from structural pressure.

 

The Work Being Done Now

Since 2016, Michelmersh has reduced its emissions intensity by just over ten percent per tonne of product. Across the UK ceramics sector, absolute scope 1 and 2 emissions have fallen by more than fifty percent since the early 2000s.

Sarah is precise about what that reduction represents.

“Twenty-four percent reduction is the intensity reduction per tonne of product,” she says. “The remainder is totally attributable to closures of factories.”

Decarbonisation has occurred. But so has de-industrialisation.

The sector now employs around 17,500 people. Around forty percent of manufacturing sites have closed since the turn of the century. Imports from non-EU countries continue to rise.

During the energy crisis following the war in Ukraine, some manufacturers experienced energy price increases of “seven to eight hundred percent”.

“That is just going to break most businesses,” Sarah says.

 

The Tension Inside Climate Policy

Sarah’s concern is not climate ambition. It is how progress is measured.

The UK reports territorial emissions under the Paris Agreement. Consumption-based emissions remain largely invisible in public reporting.

“We are effectively offshoring manufacturing products to other countries,” she says. “But we’re still consuming those products.”

The result, in her view, is misleading.

“We’re kind of greenwashing all of the people of the UK into believing that we’ve reduced our emissions,” Sarah says. “Which is not the case.”

The effects reach beyond carbon.

“We’re losing skills in this country,” she says. “And we’re also beholden to other countries.”

 

Closing Reflection

Sarah does not argue for retreat. She argues for clarity and pace.

“We are decarbonising all of these industries,” she says. “But we’re not doing it at a pace that can keep these industries alive.”

Her focus remains practical. Reduce energy use first. Improve data. Optimise processes. Build circularity incrementally.

Asked what she would change if she could alter one thing, her answer is not technical.

“I would change the culture of greed,” Sarah says.

It is not framed as ideology. It is an observation formed inside factories, supply chains, and balance sheets.

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Why Hard Experience Is Becoming a Hiring Asset

Episode 141 | 6.1.2026

Why Hard Experience Is Becoming a Hiring Asset

In frontline roles under pressure, some employers are finding that lived hardship translates into better judgment, stronger retention, and calmer service.

Listen to the full podcast episode on YouTube, Spotify, and Apple Podcasts.

​Scene and Context

Frontline recruitment has become one of the hardest problems for large employers. Customer-facing roles demand patience, emotional control, and reliability, yet turnover is high and training pipelines are fragile.

Managers report the same pattern. Candidates start, struggle, and leave. The cost is not just financial. Service quality drops, pressure shifts to remaining staff, and trust erodes.

At the same time, thousands of people who want to work remain excluded from hiring processes because they lack stable housing. The two problems are rarely discussed together.

Standing Tall exists precisely at that intersection.

 

Formation: Seeing What Others Missed

Christy Acton did not arrive at this work through policy or theory. Before founding Standing Tall, he ran a night shelter in Birmingham.

What struck him was not disengagement, but readiness.

“Half the people there wanted to work,” he said. “But no one would give them a chance.”

The barrier was structural rather than personal. Without an address, applications stalled. Without income, housing remained out of reach. Christy described it bluntly: “No job, no home. No home, no job.”

What changed his thinking was what happened when that loop was broken. When someone secured work, the effect was immediate. “They’d come in at the end of that day transformed,” he said. “You could see the physical difference of this person feeling valued again.”

 

Where Employers Started Paying Attention

Standing Tall places people into specific roles where pressure is unavoidable. One of the clearest examples Christy returned to was customer service work at major railway stations.

These are not forgiving environments. Delays, complaints, and public frustration are routine. According to Christy, station managers noticed something unexpected about recruits who had come through homelessness.

“When someone comes into the station angry or not in a great state of mind,” he said, “our candidate is able to relate to them and help.”

The explanation was not technical skill. It was judgment. “They’ve been through some difficult times,” he said. “They have that emotional intelligence.”

For employers, this mattered. “If they’re trying to find staff who are going to stay with them for the long term,” Christy said, “they’re getting it from Standing Tall.”

 

Not Charity, Performance

Christy is careful about motivation. He does not present inclusive recruitment as an act of goodwill.

“The primary decider for them is that they need good staff,” he said. “And we’re finding them.”

Standing Tall’s model is deliberately narrow. Employers start with one role, one hire. Each person enters work alongside secure housing and twelve months of ongoing support. That stability reduces early drop-out, one of the most expensive failures in frontline recruitment.

Christy described what often follows. “They go, wow, this is really working,” he said. “And then our partnership grows from there.”

The social impact is real, but it follows operational success rather than leading it.

 

The Limits of the Argument

Christy avoids sweeping claims. Hardship does not automatically produce good employees. Standing Tall only works with people who are ready and motivated.

Nor does he argue that hiring alone can address homelessness. Housing supply and living costs remain structural pressures well beyond any employer’s reach.

What he does argue is specific. When recruitment relies too heavily on conventional signals, employers exclude people who are well suited to the hardest parts of the job.

“Hiring changes who is inside the organisation,” he said. “That’s harder than volunteering. But it’s where the real impact is.”

 

Closing Reflection

Standing Tall’s work reframes inclusion as a question of judgment rather than virtue.

In frontline roles, where emotional control and resilience matter more than polish, experience can outperform credentials. For employers facing chronic shortages, the most reliable staff may be those who fought hardest to re-enter work.

This is not a story about charity. It is about what happens when businesses widen their definition of capability and judge success by who stays, not who looks right on paper.

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The Long Costs of Cheap Cities

Episode 140 | 29.12.2025

The Long Costs of Cheap Cities

Architect and urban designer Alec Tzannes on why sprawl persists, and what density must become if it is to endure.

Listen to the full podcast episode on YouTube, Spotify, and Apple Podcasts.

​Scene and Context

Urban sprawl rarely announces itself as a failure. It arrives as a solution. Land is cheaper on the edges. Construction is simpler. Political risk appears lower. New suburbs promise affordability and space, even as they quietly lock in car dependence, long commutes, and costly infrastructure that must be maintained for decades.

What remains largely absent from these decisions is a full accounting of consequence. Pollution. Health outcomes. Social isolation. The erosion of community life. These costs sit beyond election cycles and balance sheets, yet they define how cities perform over time.

For more than forty years, Alec Tzannes has argued that the choice between sprawl and density is not only technical or economic. It is cultural. Cities spread, he suggests, when people no longer believe that dense urban life can be desirable, humane, or beautiful.

 

Formation: Seeing Systems, Not Objects

Alec’s thinking took shape early. As a student in the 1970s, he encountered the Club of Rome’s forecasts on planetary limits and found them unsettling. At the same time, architecture offered a way to combine his interests in engineering and art. Yet he quickly became uneasy with what he saw as the direction of the profession.

By the mid-1970s, modern architecture, once a social project, had hardened into style and commodity. “It had become self-referential,” he recalled, detached from the environmental and social systems it affected. He began looking elsewhere for intellectual grounding.

Landscape architect Ian McHarg’s Design with Nature and urbanist Ed Bacon’s work on cities mattered more to him than iconic buildings. So did thinkers like Buckminster Fuller. He became sceptical of what he called “anthropocentric thinking” and increasingly interested in systems that placed the planet, not the individual object, at the centre.

“I became interested in dealing with the planet as a subject,” he said, “not dealing with the person as the subject.”

 

A Practice Built on Endurance

In 1982, a competition win altered his plans to work overseas. He stayed in Sydney and founded what would become Tzannes Associates. The practice emerged from architecture but refused to stay within its limits.

Alec prefers the term “designers.” The studio works across buildings, urban design, public spaces, monuments, and furniture. It also designs frameworks that are never built. The aim is coherence across scales, and durability across time.

Today, the practice is heavily engaged in high-density housing, including affordable rental and social housing, alongside commercial and civic work. Longevity is central. Buildings are designed to last physically, but also emotionally. A structure that people value is less likely to be demolished. Its environmental cost is amortised across generations rather than repeated.

“We try to create enduring places and enduring artefacts,” Alec said, “that will last a very long time to ameliorate their costs to the environment.”

 

Beauty as a Sustainability Principle

One of Alec’s most consistent arguments is also one of the least quantified. Sustainability begins with attachment. If people love where they live, they protect it. If they feel nothing, replacement becomes easy.

“The first principle of sustainability,” he said, “is make it beautiful.”

This is not aesthetic indulgence. It is practical. Buildings that are admired are maintained. Neighbourhoods that people identify with resist erasure. Beauty, in this sense, becomes infrastructure. It supports continuity, memory, and care.

“It’s not in the science textbook,” he added, “but it’s in the beauty textbook.”

This idea reframes density. Poorly designed density produces resentment and flight. Thoughtful density, with light, ventilation, access to nature, and public life, produces loyalty. Without that loyalty, policy and planning struggle to hold.

 

Where Density Works

Examples exist, including in Sydney. Over roughly two decades, former industrial land near a major rail hub was redeveloped into a dense neighbourhood comparable in density to parts of Manhattan. It includes parks, schools, shopping, and strong public transport. Despite early scepticism, it has become highly desirable.

The lesson is not novelty, but execution. Density works when daily life works. When people can walk to parks, cross streets comfortably, access schools, and live without constant car use, resistance fades.

Older cities demonstrate the same principle. Paris, Rome, London, and parts of New York show that density can coexist with identity and civic life. These places are not free of inequality or displacement, but they demonstrate what sustained investment and design coherence can produce.

 

Why Sprawl Persists

If density can work, why does sprawl continue? Alec points to cost, governance, and culture. It is cheaper in the short term to build outward than to repair and densify existing urban fabric. Political cycles reward visible delivery, not long-term stewardship. Meanwhile, the detached house remains a symbol of success.

There is also failure in precedent. Too many dense developments of the past were hostile places. They taught generations to associate density with discomfort and neglect. Reversing that memory requires visible success, not theory.

“We have enormous amounts of urban land that are underperforming,” Alec said. “Why do we need to go out when we’ve got so much we can do with what we’ve got?”

 

Containment as Responsibility

Given a hypothetical “magic wand,” Alec’s answer is blunt. Stop expanding. Contain cities within their existing footprints. Improve what already exists. Make it livable, beautiful, and productive. Do not consume more land simply because it is easier.

The challenge is not technical. It is political and cultural. People must believe that dense urban life can offer safety, pleasure, and opportunity. Only then does governance follow.

“Stop the spread,” he said. “Contain the footprint.”

 

Closing Reflection

Urban sprawl persists because it feels affordable, familiar, and politically safe. Its real costs arrive later, dispersed across infrastructure budgets, health systems, and ecosystems. Density, by contrast, demands care. It demands design quality, patience, and trust.

The choice cities face is not between growth and restraint. It is between expansion without responsibility and improvement with intention. The latter is slower, but it is the only path that preserves land, community, and future choice.

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How Publishing Failure Became a Foundation for Trust

Episode 139 | 22.12.2025

How Publishing Failure Became a Foundation for Trust

What an early Salesforce decision reveals about transparency, leadership, and trust in AI-driven organisations.

Listen to the full podcast episode on YouTube, Spotify, and Apple Podcasts.

Scene and context

As artificial intelligence moves into the centre of organisational life, trust is becoming a design problem. Decisions once made quietly by managers are now mediated by systems that prioritise, score, and recommend at scale.

Much of the current debate focuses on adoption speed and productivity gains.

Less attention is paid to how trust is built when machines act on behalf of organisations.

That question sits at the heart of this episode of The Responsible Edge, where the discussion turns repeatedly to a counter-intuitive idea. That trust is not built by hiding failure, but by making it visible.

 

A career shaped by things going wrong

For Steve Garnett, the mythology of seamless growth has never rung true. His career spans senior leadership roles at Oracle and Salesforce, both organisations that experienced moments of severe stress behind the scenes.

At Oracle in the early 1990s, weak discipline and misaligned incentives pushed the company close to collapse.

Survival depended on confronting uncomfortable truths rather than protecting appearances.

Those experiences shaped Steve’s instinct that systems fail, people make mistakes, and organisations reveal their values not when things work, but when they break.

 

The Salesforce decision

The most telling example came from Salesforce’s early cloud years. As customers moved critical data off-premise, system outages carried real consequences. When the platform went down, entire businesses felt it.

Leadership debated how much to disclose. The safer option was concealment. Instead, they chose exposure.

“We published all of it,” Steve said.

Every outage, every performance issue, every failure was made public. Not as a crisis response, but as a standing practice. Customers could see exactly when systems failed and for how long.

The decision was not framed as bravery. It was framed as consistency. Trust was a stated value. Publishing failure was how that value was operationalised.

 

Why this matters for AI

The article discussed during the episode, published by Cerkl, argues that AI is increasingly shaping company culture by filtering information and determining relevance.

Steve’s experience adds a sharper edge. When systems decide what people see, what they are measured on, or how they are prioritised, transparency becomes non-negotiable.

AI agents do not feel embarrassment. They do not intuit when silence erodes trust. If their decisions are hidden, confidence drains quietly.

What Salesforce learned through public failure now applies to AI systems operating inside organisations. If employees and customers cannot see how decisions are made, trust is replaced by suspicion.

 

Trust must be engineered

Steve argues that AI cannot be trusted by intention alone. It must be governed through what he describes as trust layers. Clear rules, visibility, and constraints that mirror human judgement.

A human sales leader knows not to upsell a customer whose system has just failed. An AI agent does not. That restraint must be designed.

Publishing system performance was one way Salesforce encoded values into operations. With AI, leaders must decide what transparency looks like when decisions are automated.

Dashboards, explanations, audit trails, and visibility into failure are not optional extras. They are how trust survives scale.

 

The tension leaders avoid

Many organisations fear transparency because it exposes imperfection. Steve’s experience suggests the opposite. Concealment magnifies risk.

AI will make more decisions faster, with greater distance from human judgement.

Without deliberate openness, leaders lose the ability to explain outcomes they are still accountable for.

The temptation will be to smooth results, protect confidence, and manage perception. The harder choice is to let people see where systems fall short.

That choice, Steve suggests, is where values become real.

 

Closing reflection

Publishing failure did not weaken Salesforce’s credibility. It strengthened it. Customers stayed because honesty replaced uncertainty.

As AI systems increasingly act on behalf of organisations, the same logic applies.

Trust will not be earned by perfection, but by visibility.

The leaders who understand this will not ask whether AI works. They will ask whether people can see it fail, and still choose to trust it.

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