The two founders of a new purpose-driven Bristol consultancy wanted to build a flat, egalitarian culture where everybody felt heard and valued. But their backgrounds – in rigid, hierarchical organisations – had mostly taught them what to avoid, and they worried their Gen Z team was suffering their blind spots in silence.

The founder of a 30-year-old sustainability-focused R&D business wanted to retire. The problem was succession: who was going to take over?

The REWIRE team had a long list of things they could be doing to support their goals, but they weren’t sure how to tailor their offer to appeal to their potential partners, or what language they should use in their marketing and comms.