The State of Engagement:
Elly Nettleton, Co-Founder, Boost
Welcome to the second in a series of interviews with Founders / CEO’s / People and Talent leads of businesses who put people first.
This time I spoke with Elly Nettleton, Co-Founder of BOOST, the ethical technology talent solutions provider based in Leeds (although covering the breadth of the UK, Europe, and Asia).
BOOST are proud to be a diversely owned business, passionate about uplifting people towards greatness, and creating genuine opportunities for all. That means:
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Collaborating with employers to craft exciting, career-advancing vacancies that attract diverse talent.
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Coaching candidates to stretch beyond their current trajectory and supporting them throughout the process.
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Investing 5% of profit back into the community to help young people from lower socio-economic and diverse backgrounds access technology and positive mentorship.
With expertise across Tech Leadership, Product, Design, Engineering, and Data, BOOST work with organisations from startup to enterprise, helping them scale talent in a way that feels sustainable and impactful.
What engages your employees most?
Elly is clear: engagement starts with empowerment and trust.
“We lead with a culture of empowerment and trust. Our people know they’re supported in their ambitions, both professional and personal. We encourage healthy habits, open conversations about goals, and give people the freedom to grow.”
That balance creates a workplace where employees feel genuinely invested in what they do, because they know the business is invested in them. I know this to be true, as I did a workshop with their team around ‘the candidate experience’, and they were one of the most clued up teams I’d work with. Testimony to the work Boost put in with their team.
What gives Boost the edge in attracting talent?
While BOOST offer a strong career pathway and exciting client projects, Elly believes their biggest differentiator is their community impact.
“Like-minded professionals want to collaborate with us because they see what we’re trying to build. Our investment in the community, our focus on diversity and opportunity. That’s what really draws people to BOOST.”
It’s a reminder that talent attraction isn’t just about the job on offer – the same applies to both her clients and her people. Talent attraction is about the story and values behind it.
In your experience, what are employees looking for now?
According to Elly, the answer is simple: fun, empowerment, and reward.
“People want an environment that feels positive and supportive, where they can push themselves, but also enjoy the journey. Of course, financial reward matters, and so does the chance to keep moving forward in their career. But without that empowering environment, it doesn’t stick.”
Which part of EVP matters most to you personally?
EVP, or Employee Value Proposition, is the balance of what people give and what they get back. I like to break it down into seven pillars:
Brand & Purpose, Culture, Environment, Monetary, Prospects, Relationships, and Wellbeing.
So what is the most important to Elly?
This answer was simple for Elly, and it’s evidenced with the time and energy her and her co-founder JB spend on getting this right. It’s Culture.
“The right company culture underpins all of the above”, says Elly. “If you build a culture of trust, inclusivity, and empowerment, the other pillars, brand, wellbeing, relationships etc, they naturally follow. Culture is the foundation.”
What are your biggest people challenges right now
As BOOST continue to grow (they’ve just taken on a few new staff members at a pivotal time for the brand), the main challenge is scaling without losing their identity.
“Training and upskilling new employees is our biggest focus. We want to make sure every new team member understands what BOOST stands for and feels equipped to succeed. Scaling is exciting, but it also means making sure culture, trust, and empowerment carry through as the team expands.”
Final thoughts
Elly recognises that her people represent their brand, and also are a reflection of their candidates. Clients aren’t working with them because of a logo, they work with them because of the experience they provide. So this extends to their people. From reinvesting profits into the community, to creating a culture rooted in empowerment and trust, they’re showing how an ethical approach to talent can be both commercially successful and socially impactful.
As Elly points out, culture really does underpin everything. It shapes engagement, attracts talent, and creates the foundation for growth. For BOOST, their culture is able to help them uplift people, break down barriers, and help the next generation reach their full potential.
Follow Boost on Linkedin
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