About our Team
Behind every project delivered, process improved, or transformation made possible - is our people.
Behind every project delivered, process improved, or transformation made possible - is our people.
At Circle, our team is made up of industry specialists, problem solvers, and bold thinkers who know what it takes to get results. From consultants with deep market knowledge to delivery experts who’ve worked on the ground in CapEx and digital transformation projects, every member of our team brings something unique.
We don’t just talk about impact - we live it. That’s why we invest heavily in continuous development, technical training, and leadership growth. Whether it's launching major capital programmes or enabling ERP transformation at pace, our people power every outcome.
Delivery at the Edge
How Talent Strategy is Redefining CapEx and Digital Transformation Success in the UK & Europe
The Transformation Crisis: A Talent Problem
Large-scale projects are faltering, not due to a lack of capital or technology, but a critical deficit in skilled talent. The data reveals a systemic failure to place the human element at the heart of transformation strategy, leading to significant delays and financial loss.
Project Delays & Failures
A significant percentage of UK firms report major failures in their ERP implementations, a key pillar of digital transformation.
The Staggering Cost of Neglect (UK & Europe)
The talent bottleneck translates into tangible economic and operational setbacks, from projected financial losses to a widening gap between talent supply and demand.
Anatomy of the Talent Bottleneck
The skills gap is not uniform. Demand is critically high for specific roles that bridge the gap between technology and business strategy, spanning technical, project management, and uniquely human-centric skills.
Critical Roles in Short Supply
While technical expertise is crucial, the most impactful gaps are often in project leadership and human-centric skills like change management and communication.
62%
of UK Organisations
report difficulties in finding workers with the right skills.
8M
Person Tech Gap
The EU aims for 20M tech workers by 2030 but is projected to reach only 12M.
A New Way of Working: From Consultancy to Capability
Buyer behavior is shifting. Organizations are moving away from traditional, input-based consulting towards agile, outcome-focused partnerships that build internal capability and share delivery risk.
The Evolution of Resourcing Models
TRADITIONAL MODEL
Focus on Inputs (Time & Materials)
Client bears risk of delays and cost overruns. Inflexible and less transparent.
OUTCOME-BASED MODEL
Focus on Outputs (Value & Results)
Provider shares risk. Payment is tied to delivering measurable business value.
The Power of Agility and Integration
Embedded and flexible talent models are proving highly effective, accelerating project delivery and providing access to critical skills on demand without the overhead of permanent hires.
Performance Boost with Embedded Teams
By deeply integrating with internal departments, embedded teams deliver measurable improvements in speed and efficiency.
Redefining the Workforce
Statements of Work (SOWs)
Provide a clear, outcome-focused framework, transferring risk to the supplier and ensuring compliance, especially with UK regulations like IR35.
Flexible Talent
A blend of freelancers and contractors (nearly 20% of the UK workforce) delivers skills on demand, enabling rapid response to market shifts.
Talent Redeployment
A powerful internal mechanism that retains institutional knowledge and enhances workforce agility, with UK focus on internal mobility up 52%.
Sector Deep Dive: A Comparative Analysis
While the talent challenge is universal, its manifestation varies across key UK & European industries. Each sector faces unique pressures, skill demands, and workforce expectations.
Talent Dynamics by Industry
This chart compares sectors on key talent metrics, revealing distinct patterns in skill shortages, AI impact, and the adoption of modern work models.
Pharma
83%
of leaders struggle to find the right skills, with shortages expected to worsen.
MedTech
80%
of top talent is lost if full-time office presence is required.
FMCG
High
Talent Inflation
Especially for digital and commercially strategic roles, driving a significant skill gap.
Supply Chain
68%
Unfilled Positions
Reported by UK logistics firms due to a lack of qualified drivers and operatives.
The Future: Building Resilience for 2026
The future of project delivery demands a radical shift towards dynamic, AI-orchestrated talent ecosystems where skills, not job titles, are the currency of value.
Pillars of the 2026 Talent Operating Model
💡
Skills-as-a-Currency
Value is defined by dynamic skill sets, enabling precise talent allocation and targeted upskilling.
🤖
AI-Orchestrated Supply Chains
Talent is forecasted and deployed like inventory, matching supply to demand in real-time.
🔄
Fluid Role Architectures
Rigid job descriptions give way to project-based assignments, breaking down organizational silos.
📈
Mobility as a Metric
Internal movement becomes a key indicator of organizational health and resilience, retaining knowledge.
39%
of current UK skills
are expected to be outdated by 2030, making continuous upskilling a strategic imperative.