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Our Commitment to Factual, Current, and Accurate Content
HFBAC publishes content about recruitment, hiring processes, team building, salary ranges, and people strategy. These are topics where inaccurate or exaggerated claims cause real, measurable harm to the founders and business owners who act on them.
This page explains exactly how we ensure everything published on hfbac.com and in HFBAC newsletters and resources is factual, current, and proportionate. These are not vague commitments to ‘high standards.’ They are specific, named practices with concrete triggers and review dates.
HFBAC’s content commitments in plain language:
- Every factual claim is either drawn from Helen’s direct professional experience or attributed to a named, verifiable external source.
- Pricing figures on this site reflect real fees charged to real clients. They are reviewed twice per year.
- Statistics about recruitment, hiring failure rates, or salary benchmarks are sourced from named organisations (CIPD, ONS, LinkedIn Talent Solutions) and linked to the original publication.
- No claim on this site is inflated, rounded up for effect, or used without context.
- This site carries no sponsored content, no affiliate links to recruitment tools, and no paid placement.
- If a factual error is found, it is corrected within five working days of being flagged. The correction is noted on the page.
Who Reviews Content Before Publishing
All content published on hfbac.com, in the HFBAC newsletters, and in HFBAC downloadable resources is written and reviewed by Helen Wingrove-Sanders. There is no content team, no junior writers producing copy reviewed by someone they have never met, and no AI-generated content published without expert review and editing.
When content references external data, legal considerations, or technical processes outside Helen’s direct expertise, that content is reviewed against named authoritative sources before publication. Those sources are cited in the content itself.
Helen Wingrove-Sanders
Founder, HFBAC (Hiring For and Building Awesome Companies) | TalentJet Group Ltd
27 years of UK and US recruitment experience (active since 1998)
Specialist in founder-led company hiring, Chemistry First methodology, and team compatibility assessment
Former BBC sports presenter and the BBC’s first female football commentator (1997-2004)
Delivered 6+ hiring workshops for Virgin StartUp and British Library BIPC programmes
Supported 400+ founders through direct recruitment services and group programmes
Author: ‘Hiring on a Shoestring’ (published 2026)
British-American dual citizen with active UK and US recruitment markets experience
Former founder and principal of Your People Partners (trading as Wingrove Tailored and later TalentJet Group), sold January 2025
Accredited DISC profiling practitioner
Based in Bristol, England. Works with clients across the UK and US.
Contact: helen@hfbac.com
Helen is the sole reviewer of all content published under the HFBAC brand. This includes blog posts, newsletter editions, downloadable guides, service page copy, pricing information, FAQ content, and any statistics or claims attributed to HFBAC.
Content that references employment law, visa and immigration rules, or regulated financial advice is not published on this site. If a topic approaches those areas, we link to the appropriate regulated professional body rather than offering guidance ourselves.
Our Review and Update Process for Existing Content
Content published on hfbac.com does not stay static. Recruitment market conditions, salary benchmarks, legislation, and HFBAC’s own service pricing all change over time. A page that was accurate in 2024 may be misleading by 2026 if it has not been updated.
The following review schedule applies to all content on this site:
Scheduled Reviews
Pricing pages | Reviewed and updated every six months. Next review: September 2026. Every price range on the site reflects fees currently charged to clients. |
Blog posts and articles | Reviewed annually if the topic involves data, statistics, market rates, or legislation. Posts that have not been reviewed in 12 months display a ‘last reviewed’ date near the byline. |
FAQ pages | Reviewed every six months or whenever a service changes materially. |
Service pages | Reviewed quarterly – these are the pages most likely to contain pricing, process, or availability information that may change. |
Newsletters | HFBAC newsletters (Kit ‘Building Awesome’ and LinkedIn ‘Hiring Humans’) are sent as-of-date publications. Archived editions carry the original send date. If a past newsletter contains a materially incorrect claim, a correction note is added when the error is identified. |
Downloadable resources | Reviewed at the same frequency as the topic they cover. Resources containing salary ranges or pricing data are reviewed every six months. |
Triggered Reviews
- A UK salary benchmark changes materially – triggered by the annual CIPD UK Working Lives Survey or ONS earnings data release
- A UK employment law change affects the hiring process described in any content on this site
- HFBAC’s own service pricing or process changes
- A reader or client flags a potential inaccuracy via the contact process described in Section 7 of this page
- A source cited in HFBAC content is updated, retracted, or superseded by the publishing organisation
- LinkedIn Talent Solutions, CIPD, or ONS publish new data that contradicts figures used on this site
How Updates Are Documented
- When a page is updated for accuracy rather than redesign, a ‘Last reviewed’ date is updated at the top or bottom of the page.
- When a material factual correction is made (not just a style edit), a short note is added to the page: ‘Correction [date]: [brief description of what changed and why].’
- Corrections to pricing pages are noted in the page footer with the update date.
How We Handle Pricing and Estimate Claims
Pricing content on hfbac.com is the area where inaccurate or vague information causes the most direct harm. A founder who misunderstands what recruitment support costs may either fail to budget for it or be misled by inflated figures that make a cheaper but lower-quality option seem more reasonable than it is.
HFBAC’s approach to pricing content is governed by the following principles:
- All price ranges published on hfbac.com reflect fees currently charged to real clients. These are not aspirational figures, not industry comparisons, and not estimates derived from third parties.
- Where a range is given (for example, £5,500 to £15,000 for project-based hiring), the page explains specifically what drives a fee toward the higher or lower end of that range. We do not publish ranges without explaining the variables.
- Traditional agency percentage fees cited for comparison (typically 20-25% of first-year salary) are sourced from publicly documented industry practice and the REC (Recruitment and Employment Confederation) market data. These comparisons are clearly labelled as comparisons, not HFBAC fees.
- The CIPD figure cited for the cost of a bad hire (£12,000 to £20,000 at junior to mid level) refers to the CIPD’s published research on recruitment and turnover costs. A link to the source is included where the figure is used.
- Salary ranges cited in content (for example, ‘typical salary for a mid-level marketing hire in the UK’) are drawn from LinkedIn Salary Insights, Glassdoor salary data, or ONS earnings surveys, and the source is identified.
- HFBAC’s own client volume figures (for example, ‘400+ founders supported’) are based on direct records and are not rounded up. The ’27 years’ experience figure is calculated from Helen’s active recruitment work beginning in 1998.
A note on the ‘70% of startups fail due to team issues’ statistic:
This figure is widely cited in the startup and HR community and referenced on HFBAC content. It originates from multiple sources including CB Insights post-mortem research, Harvard Business Review analysis of startup failure causes, and Noam Wasserman’s research published in ‘The Founder’s Dilemmas’ (Princeton University Press, 2012). It is used to represent a body of consistent research findings, not a single definitive study. Where used on this site, it is framed as a representative estimate from multiple sources, not a single cited statistic.
Our Policy on External Sources and Citations
When HFBAC content references data, research, or claims that originate outside Helen’s direct professional experience, the source must meet the following criteria before being cited:
What Qualifies as an Authoritative Source for HFBAC Content
Employment and HR data | CIPD (Chartered Institute of Personnel and Development), ONS (Office for National Statistics), ACAS, REC (Recruitment and Employment Confederation) |
Salary benchmarking | LinkedIn Salary Insights, Glassdoor Salary Tool, ONS Annual Survey of Hours and Earnings (ASHE), Robert Half Salary Guide, Totaljobs Salary Checker |
Startup and founder statistics | CB Insights research, Harvard Business Review, MIT Sloan Management Review, Noam Wasserman’s research (Princeton), UK government (BEIS) business statistics |
People and team psychology | Academic publications (with DOI), British Psychological Society publications, Harvard Business Review |
UK employment law | GOV.UK (official), ACAS guidance, Equality and Human Rights Commission (EHRC) – HFBAC does not provide legal advice and always refers readers to qualified employment lawyers for legal decisions |
Recruitment industry data | LinkedIn Talent Solutions annual Global Talent Trends reports, REC annual JobsOutlook, CIPD Resourcing and Talent Planning surveys |
What Does Not Qualify
- Anonymous blog posts or articles without an identified author or publication date
- Statistics shared widely on social media without traceable primary source attribution
- Vendor-produced content (for example, an ATS company publishing data about ATS adoption rates – this is treated as marketing material, not research)
- AI-generated summaries presented as primary sources
- Articles that cite ‘studies show’ without naming the study
How Sources Are Referenced in Content
- Where a specific figure or finding is cited, the name of the organisation or publication is included in the text.
- Blog posts and resource pages link directly to the source document where a public URL is available.
- Where a source is behind a paywall or requires membership, the organisation name and publication title are cited so readers can verify independently.
- When a source is updated by the originating organisation, HFBAC content referencing that source is updated at the next scheduled review or immediately if the update materially changes the claim.
Disclosure Policy for Sponsored, Affiliate, and Partner Content
This section is brief because HFBAC’s position is straightforward.
Sponsored Content
Affiliate Links
Partner and Referral Relationships
Treasury Matters (Bex) | Credit control and accounts support. Referred to clients when HFBAC becomes aware of a need. No ongoing commission arrangement. |
GrowthLane (Patryk) | Cold email and LinkedIn outreach services. Used by HFBAC directly. Referred to clients occasionally. No client referral fee structure in place. |
Discus Online | DISC profiling platform used in HFBAC’s assessment process. Clients purchase their own profiles via Discus. HFBAC does not receive referral fees. |
Book and Course Mentions
How to Flag Inaccuracies or Request Corrections
If you find a factual error, an outdated figure, a broken source link, or a claim that seems exaggerated or unverifiable anywhere on hfbac.com or in HFBAC content, we want to know.
Helen reviews all correction requests personally. This is not a process managed by a virtual assistant or a content team.
Contact Pathway
To flag an inaccuracy or request a correction:
Email: helen@hfbac.com
Subject line: Content Accuracy – [page name or topic]
Please include:
– The URL of the page containing the potential error
– The specific claim or figure you believe is inaccurate
– The source or reasoning that suggests the claim is incorrect
– Your name (optional – anonymous flags are accepted)
We will acknowledge your message within two working days.
If the claim is confirmed as inaccurate, the content will be corrected within five working days.
You will receive a follow-up confirming what was changed, if you provided contact details.
What Happens After a Flag Is Received
- Helen reviews the flagged content against the claimed source or reasoning within two working days.
- If the claim is confirmed as inaccurate, the page is corrected and a correction note added (see Section 3 for format).
- If the claim is confirmed as accurate, Helen will respond with the source basis for the claim.
- If the claim is in a grey area (for example, a range where sources disagree), the content is updated to reflect the range of views and the sources consulted.
- If the flag concerns a pricing figure, pricing is verified against current HFBAC service agreements before any correction is made.
