Accelerate success through people

NILO's scalable technology converts problematic waste plastic into a reusable, low-energy binding agents which are used to make safer and environmentally friendly products.

Problem

Following a recent capital injection and an urgent need to recruit hard-to-find talent, NILO turned to Sprout. What began as a partnership to secure ambitious problem solvers for their bold goals has since evolved into an embedded Head of People function.

We had a burning bridge and we needed to get talent on board really quickly. We weren’t making necessary progress.

Michael Maunsell, CEO, NILO

Solution

This was never about a single hire. It was about designing a long-term talent strategy to support NILO’s bold ambitions. Together, we developed a comprehensive recruitment approach that defined how NILO attracts, engages, and evaluates top-tier talent. This included crafting ideal candidate profiles, setting salary benchmarks, simplifying the application process, and building a strong talent pipeline for future growth. It also involved defining NILO’s vision, values, organisational structure and continually working with the team to ensure a bold and innovative culture. 

Impact

Through this partnership, we’ve set the people foundations for scale and established NILO’s R&D function - securing high-impact team leaders and deeply specialised expertise that are now propelling the business toward scalable innovation.

“NILO is on a pathway to substantial growth, and Sprout is a crucial partner to achieve that growth.

Michael Maunsell, CEO, NILO

Captivate Technology is a deep tech start up that’s developed a novel materials technology designed to capture carbon from industrial emissions. 

Problem

The technology had progressed from laboratory development to a demonstration model, and as the company prepared for its next stage of growth, the Founder and board decided to appoint a CEO. At the same time, the founder transitioned into the role of CTO, creating the need to build a strong leadership team around a CEO, CTO, CCO (Commercial).

The CEO needed the experience to scale the company from demonstration to commercial deployment. Equally important was capability in capital raising, investor relations, and the commercialisation of technology. The role required an entrepreneurial, resilient leader with strong financial and business development capability, a collaborative leadership style, and a genuine motivation to drive growth - fast. The fit between the founder and CEO was critical. 

Solution

We conducted a global search, intentionally remaining open to candidates from a range of industries rather than requiring identical experience. Using a structured evaluation matrix and collaborative interview process we refined the key capabilities required for success and assessed candidates against these criteria.

Impact

The process ultimately resulted in the appointment of a CEO who brings a strong commercial perspective to complement the scientific foundation of the business, positioning the company to successfully scale its technology and deliver impact in the global decarbonisation effort.

I had the opportunity to work with Fleur during my recruitment into the CEO role at Captivate Technology, and the experience stood out from the very beginning.

Fleur has a genuine ability to connect with people. She takes the time to understand who you are, not just what’s written on a CV, and brings a level of insight into the process that makes the conversations meaningful and grounded.

What impressed me most was the way she ran the process. It was structured, transparent, and thoughtful throughout. I was never left second-guessing where things stood. The experience was professional, honest, and refreshingly straightforward.

Fleur also brings a strong understanding of the businesses she represents. She clearly invests time in understanding the strategy, leadership dynamics, and what success in the role actually looks like. That allows her to provide practical advice and guidance rather than simply acting as an intermediary.

Even after the placement, the relationship hasn’t ended. Fleur continues to be someone I value for perspective and support, which says a lot about the way she approaches her work and the relationships she builds.

I would highly recommend Fleur to boards and executives considering their next move.

Lauren Salisbury, Chief Executive Officer, Captivate Technology

Dodson Group is a leading supplier of high-performance transmission components for motorsport and high-end vehicles, trusted by workshops and racers worldwide. As a fast-growing, family-founded business operating at the cutting edge of automotive engineering, they know what it takes to deliver precision under pressure on and off the track.

Problem

The Dodson Group had experienced impressive, organic growth over several years. But with greater scale came complexity and the need to move from reactive to strategic. As they prepared for the next phase, the leadership team wanted to operate with more alignment, clarity, and intent.

Solution

We started by listening. Discovery interviews across the business helped surface what was working and what was getting in the way. Leadership insights gave us the clarity to shape a tailored plan focused on unlocking performance and preparing for what’s next. Through a structured and collaborative process, we worked alongside The Dodson Group's leadership team to define what they stood for, how they wanted to lead, and what the business would need to thrive at the next level.

Impact

The result was a step-change in leadership clarity and business readiness. The leadership team aligned around a shared charter and ways of working, supported by an organisation design that matched their future goals. Strategic hiring plans were developed to address capability gaps, succession planning was tackled with practical development pathways, and individual coaching ensured leaders had the confidence and tools to lead through growth. What was once informal became intentional, laying the groundwork for a more scalable and resilient organisation.

"What you did really well was listen. Even on my bad days, you understood what I was trying to say, made sense of it, and delivered exactly what I needed even when I wasn’t sure I’d explained it clearly."

Dave Sweas, CEO, The Dodson Group

Clarksons is a leading New Zealand provider of nationwide property maintenance, electrical, and fuel services. With a strong reputation for reliable, hands-on solutions, Clarksons supports a wide range of commercial and industrial clients. As their business expanded rapidly, developing the leadership capabilities of their middle managers became a vital strategic focus.

Problem

As Clarksons grew nationwide they saw the need to support their middle managers in stepping up as future senior leaders. Building internal capability became a strategic priority.

Solution

We partnered with Clarksons to design a bespoke two-day Growing Leaders programme, delivered across three months with structured check-ins to embed learning. Every element was tailored to reflect their business realities using their language, addressing the specific challenges their leaders face, and grounded in a deep understanding of their operational context. The programme focused on 15 of their most promising middle managers, blending practical tools, leadership frameworks, and peer learning to accelerate development.

Impact

The result: stronger leadership confidence, clearer communication, and better team management. Participants left the programme better equipped to lead people, navigate difficult situations, and contribute at a higher strategic level. Participants rated the programme 4.5 stars on average, with feedback highlighting its relevance and impact.

“Highly informative and well-structured,” said one. “I’d recommend it for all managers and supervisors,” said another.

For Clarksons, this was more than a course, it was a tangible investment in their people and the future of their leadership bench.