Why Kairos?
In Ancient Greek, Chronos is the measure of time. Kairos is about recognising the right moment.
It felt like the right name for a business built around helping companies and people make better decisions at the right time, and it reflects how I’ve always approached recruitment.
I’ve always believed recruitment should be about quality over quantity. Fewer, better-matched people. Fewer, more relevant opportunities. More thought behind every introduction.
Kairos is deliberately personal, domain-deep, and quality-driven.
My journey through AI
Two months into recruitment, I was asked a simple question: what actually interests you?
The answer then was Big Data.
That took me into Data Science, then Machine Learning and eventually AI. I’ve worked across those markets since 2015, learning from the people actually building the technology.
That matters because AI hiring is rarely about job titles or keywords. It is about understanding what someone actually built, what they owned, whether it reached production, the scale it operated at and how hard the problem really was.
That is what lets me look beyond the obvious CV and find people whose experience genuinely matches the problem a company is trying to solve.
Why I built Kairos
For most of my career, I’ve worked closely with startups and scaleups.
I’ve always admired founders who take an idea they believe in and build something from nothing. After years of helping them build teams, I wanted to build something of my own, and build it around the way I believe recruitment should work.
Personal. Direct. Simple.
I also kept hearing the same question from clients:
“Will you personally be working on the search?”
That stayed with me.
Specialist recruitment is ultimately about the person doing the work. Understanding what the client is building, representing it properly, knowing where to look, engaging the right people and making good judgement calls throughout the process.
Kairos is founder-led by design. Clients and candidates deal directly with me throughout, with fewer layers, less noise and a simpler way of working.
How I work
There are more ways than ever to find people.
The real challenge is knowing who is right, and getting them to engage.
Companies have more access to talent than ever before. The challenge is knowing who is genuinely right, reaching them, and giving them a reason to engage.
That takes judgement. Understanding what someone has actually done, what they are capable of, and whether they will thrive in the environment they are joining.
For startups and scaleups, technical ability is often only part of the picture. High agency, ownership, comfort with ambiguity and the ability to keep pushing until something works can matter just as much.
Clients should not have to sift through volume to find the right people. That judgement should happen before a CV reaches them.
The principle is simple:
Quality and speed over quantity.
