Like the sound of the programme, but not sure if it's right for you?  It's ok, we get it. You might be thinking: ​

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“We’re probably too small for this.”

You might be thinking this sounds right in principle — but perhaps more suited to larger institutions. In reality, smaller organisations often feel the impact of each hire more deeply. When your team is eight, ten or fifteen people, one recruitment decision shapes culture, decision-making and representation in a significant way. And because you recruit less frequently, it’s easier for each process to default to habit. A clear system ensures that even infrequent hiring reflects your mission consistently — without having to reinvent the wheel each time.

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“We don’t have an HR team.”

Many arts organisations don’t. Recruitment often sits with an Operations Manager, a Producer, a Director — or whoever has capacity at the time. This programme isn’t HR-heavy or policy-driven. It’s practical. It gives you clear structures, templates and shared language so that recruitment doesn’t rely on whoever happens to be leading it that week. In fact, organisations without dedicated HR often benefit most from having a simple, repeatable framework.

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“We don’t recruit often enough to justify this.”

It’s a fair question. But recruitment isn’t just about frequency — it’s about impact. Each hire influences your organisation’s culture, creativity and credibility for years. The pilot price of £750 is less than half a typical agency fee for placing a single candidate. And the system you build applies to every future role — across departments and seniority levels. It’s not a per-hire expense. It’s infrastructure.

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“We’re already doing quite well on diversity.” / we've already done EDI training

That may well be true. This isn’t about telling you you’re failing. It’s about asking a deeper question: can you reproduce your positive outcomes intentionally? Or were they partly dependent on circumstance, individuals or luck? A structured recruitment system ensures that progress isn’t accidental — it’s repeatable. It protects the good work you’re already doing and strengthens it.

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“We don’t have time for an 12-week programme.”

Arts teams are stretched — that’s the reality. But you’re already spending time on recruitment. The difference is whether that time feels pressured, reactive and inconsistent, or calm and structured. Investing time once to build a clear framework reduces the scramble every time a vacancy arises. It shifts you from short-term effort to long-term efficiency.

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“What if this highlights gaps we’re not ready to address?”

It might. And that’s not a sign of failure — it’s a sign of growth. Identifying structural gaps in a supported environment is far safer than discovering them through staff dissatisfaction, candidate complaints or funding scrutiny. Clarity reduces risk. Rigour builds confidence. And a transparent process strengthens trust — internally and externally.

"We really don’t have time for this right now."

When you're already busy spinning lots of plates, a 16-week programme might feel like a stretch too far. But here's the thing: investing time in your business strategy isn't an optional luxury - it's an absolute necessity. Whether you do the programme or not, you're still going to spend the same 16 weeks working (unless you decide to gallavant off somewhere on sabbatical!)  - the difference will be how much of that time you spend firefighting and reacting, versus planning ahead. Focus is power, and 16 weeks of focused work now could save you 16 months of scrambling later. The whole point of the programme is to make sure that once you're done, you're ready to run - that's why we call it an accelerator. This isn’t extra work — it’s the work that makes everything else easier.

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"We can’t afford it."

We get it. Budgets are tighter than ever. But if you're spending months on applications with a 2% success rate, and you don't already have alternative sources of income in place, it might be time to ask: can you afford not to invest in a better plan? 

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"What if we just end up being told stuff we already know?"

Honestly? It's likely that not everything you hear on the programme will be brand new information to you. But the value isn’t in hearing it — it’s in doing it. This programme is about putting strategy into motion with accountability, support and fresh thinking. If a lack of knowledge isn't your issue, then it might just mean that you're a serial CPD-er who goes on loads of training but doesn't implement the learning, (sorry, not sorry) in which case having a space which focuses on actions and results might be exactly what you need.

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"We’ve tried things like this before and nothing changed."

Yep — we’ve heard this one too. Here’s how this is different: this isn’t a toolkit download or a few webinars in disguise. You get live, interactive training, coaching tailored to your organisation, and the space to actually apply what you’re learning — with someone in your corner.

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"We’re too small / too niche / too chaotic for this to work."

You’re exactly who this is for. We’ve built this with the real creative sector in mind — shoestring teams, too many hats, chaotic spreadsheets and all. No polished perfection required. Just readiness to try something different.