Role 1327
The world built tools for “where” we talk. Unbiasly has solved the “how”.
“Like Grammarly, but for your thoughts.”
— Fortune 500 MVP Client & Beta Partner
Miscommunication and unconscious bias are quietly eroding billions in productivity, poisoning cultures, and - as a wave of landmark lawsuits now confirms - exposing companies to existential legal risk. The market has noticed. Regulation is arriving. The window for a category creator is open right now.
Unbiasly has built Nura – a suite of Augmented Intelligence tools that work alongside humans and their existing tools, not instead of them. It requires no transformation programme, no platform migration, no change management budget. It simply makes people better, and organisations safer, from day one.
THE OPPORTUNITY
A trillion-dollar problem. A largely unsolved market.
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£359bn Annual global productivity loss attributed to poor workplace communication |
£3,300+ Lost per employee, per year to miscommunication,friction and bias |
14.7% CAGR in the internal communications software market through 2029 |
Research from McKinsey identifies a 20–25% productivity improvement in organisations where employees are genuinely connected and communicating effectively. Gallup's 2025 State of the Global Workplace report puts the cost of disengaged employees at $438 billion annually. Meanwhile, Grammarly's 2025 Productivity Shift report found that 82% of workers say poor communication has directly increased their stress levels, and 81% report a measurable decline in their personal productivity as a result.
These numbers predate the rise of hybrid and distributed work, and a generational shift that compounds the problem further. Gallup - $438bn cost of disengaged employees
What the leading research houses all agree on
◆ Human oversight is non-negotiable.
Capgemini Research Institute's 2025 agentic AI report concludes that blended teams - where humans and AI collaborate - will become the operating norm, and that balancing AI autonomy with human oversight is the single most critical factor in building organisational trust in these systems. Capgemini · Rise of Agentic AI, 2025
◆ Gen Z is reshaping expectations around clarity and inclusion.
With over 25% of the global workforce now under 30, expectations around communication tone, psychological safety and inclusivity have fundamentally shifted. Companies that fail to adapt face accelerating attrition. Deloitte Global Millennial Survey · 2024
◆ Platform fatigue is a genuine barrier to adoption.
93% of organisations are exploring or deploying Gen AI capabilities - yet cost, integration complexity and workforce resistance remain the leading obstacles to scale. Tools that reduce this friction rather than add to it are in acute demand. Capgemini · Harnessing the Value of AI, 2025
◆ AI in HR is now a regulated high-risk category.
The EU AI Act and state-level legislation in California, Illinois and New York classify AI-driven hiring and people decisions as high-risk applications, triggering mandatory bias audits, transparency requirements and governance frameworks. EU AI Act - HR/hiring as high-risk category, EU AI Act · NYC Local Law 144 · California SB 53
RISK SIGNAL
The legal landscape is changing the calculation for every CHRO in the world
The Mobley v. Workday lawsuit - now certified as a nationwide collective action covering potentially millions of applicants since 2020 - has established a landmark precedent: AI hiring vendors can be held liable as "agents" of employers for discriminatory outcomes, even without discriminatory intent. Proxy variables such as educational background, employment gaps or unconventional résumé formats can constitute unlawful disparate impact.
In January 2026, AI hiring platform Eightfold faced a separate class action alleging that its tools assembled secret digital dossiers on over a billion workers - scoring and rejecting candidates before a human ever reviewed their materials, in potential violation of the Fair Credit Reporting Act. The suit covers clients including Microsoft and PayPal. The HR Executive's commentary was unambiguous: "This lawsuit is the tip of the iceberg."
Both cases share a common thread: fully automated, opaque AI making consequential people decisions, with no meaningful human in the loop. That is precisely what Unbiasly is not. Nura is designed from first principles as a human-machine collaboration layer - augmenting human judgement rather than replacing it, and creating an auditable, explainable record of fairer decisions.
THE SOLUTION
Nura from Unbiasly is a suite of Augmented Intelligence tools that work the way humans do
Nura is not another heavyweight HR platform. It is a lightweight, privacy-secure intelligence layer that bolts onto the systems and workflows organisations already use - in days, not months. No implementation project. No change management budget. No transformation fatigue. Just better outcomes from day one.
This is what we call human-machine collaboration in its truest form: Nura surfaces insight, flags risk, and nudges behaviour - but the human always decides. It is this design philosophy that insulates our clients from the legal exposure that Workday and Eightfold now face, and it is this philosophy that the Capgemini, McKinsey and Deloitte research consistently identifies as the correct architecture for responsible AI deployment at scale.
COMPETITIVE POSITIONING
What makes Unbiasly’s suite of Nura AI tools genuinely different
I Plug-and-play, platform-free
Nura integrates with any HR software or communication tool in days. No carbon-heavy on-premise installation. No platform lock-in. No platform fatigue. Where heavyweight competitors require multi-year transformation programmes, Unbiasly simply works.
II Human-machine collaboration by design
While Workday, Eightfold and their peers replace human judgement with opaque algorithms, Nura augments it. This is not only the ethically correct architecture - it is now the legally correct one. Nura creates an auditable, explainable trail of fairer human decisions.
III Both sides of the people problem
Most competitors focus on either hiring (Workday, Eightfold, Greenhouse) or internal communications (Slack, Teams, Viva). Unbiasly addresses both, with a unified AI layer. This creates compounding value for clients and a significantly wider total addressable market.
IV Privacy-secure and regulation-ready
No secret dossiers. No scraping. No FCRA exposure. Nura operates on data deliberately shared by candidates or provided by clients, within a governance framework built for the EU AI Act, NYC Local Law 144 and emerging global standards.
V Proven at Fortune 500 level
Nura Discover has completed a successful beta with a Fortune 500 client, delivering strong results and generating the kind of testimonial ("like Grammarly, but for your thoughts") that no marketing budget can buy.
SEEKING
We are looking for 6-8 Investing Non-Executive Directors
We are building a category, and we want six to eight individuals who bring knowledge, network and conviction alongside their investment of between £25,000 and 50,000.
The ideal Investing NED has walked the corridors of large enterprises as a CHRO, CTO, General Counsel, or Founder in an adjacent space. They understand the scale of the people-tech problem, they have the relationships to open doors, and they want to be part of the solution - not just a spectator.
In exchange, you receive: a meaningful equity stake, investment made under SEIS/EIS with its associated reliefs, Board-level involvement in a company positioned to define its category, and the satisfaction of backing a business built to make workplaces more human.
Backgrounds and networks of particular value:
- HR & People Technology
- Enterprise SaaS Sales
- Employment Law & Compliance
- EDI & Organisational Culture
- NLP / AI / Behavioural Science
- CFO / M&A / Exit Strategy
THE MOMENT IS NOW
Every company will want to fix this.
Most don't yet realise it.
We do.
The research is unanimous. The lawsuits are filed. The regulation is landing. The generation demanding better has arrived. Unbiasly is already in market, already validated, and already positioned as the category creator for responsible, human-centred workplace intelligence. The question is not whether this market emerges - it is who leads it.
How to apply: Please reach out to This email address is being protected from spambots. You need JavaScript enabled to view it. to express your interest.
Closing Date: 4 weeks from posting.
