You don’t often hear about people going from greenkeeping and go-kart tracks to kitchens and then into recruitment – but for Stewart Fotheringham, it’s been a journey driven by one core passion: people.
Originally dreaming of being a musician, Stewart admits he fell into hospitality after an unfulfilling time at college. “There’s so much pressure on young people to pick the ‘right’ path,” he says. “But I just knew I liked working. That hands-on experience taught me how to work quickly, how to collaborate, and how to bring energy to every shift.”
After years in professional kitchens – a world he describes as both high-pressure and deeply rewarding – Stewart eventually found himself ready for change. “I was getting married and wanted a bit more balance. I went into a recruitment agency for advice, and they ended up offering me a job.” Right place, right time.
It turns out the skill set was a natural fit. “Hospitality is about looking after people and creating great experiences. Recruitment is the same – you’re guiding people through big moments in their lives. Even if the outcome isn’t what they hoped, they should leave that process feeling heard and supported.”
Fast forward to today, and Stewart is the Operations Manager at Creegan Talent, a business he helped shape from its earliest days. Founded in 2020 by Brian Creegan, the company was built on the idea that recruitment could be more human – and more helpful. “Brian actually gave me my first job in recruitment, so it’s a full-circle moment,” Stewart shares.
At Creegan Talent, they do things differently. Their embedded model means they work within client teams, becoming fully immersed in their culture and direction. “We don’t just look at a job description and start flinging out CVs. We ask: where’s this business headed? What kind of people will help them get there? That’s how you find people who stay, and thrive.”
Their mission is bold: say goodbye to the CV, remove bias, and inspire businesses to value people – not just paper. And that’s not just a nice tagline. “It’s about seeing the human behind the application,” says Stewart. “And having the courage to challenge outdated hiring norms.”
When it comes to advice for employers, Stewart doesn’t mince his words: get your job collateral right, communicate consistently, and keep the process tight. “No one needs seven rounds of interviews for a junior role. If someone’s not right after two conversations, let them go. They deserve clarity.”
And for candidates? A timely caution about AI. “It’s really tempting to turn to a large language model to write your CV – and there’s definitely a place for it. Use it to brainstorm, to help structure your thoughts. But don’t let it speak for you. AI doesn’t know you. We’re seeing a lot of AI-written CVs being found out and instantly regretted. Don’t let AI write your CV – AI doesn’t know you. Tell your own story don’t let AI do it for you.”
From the kitchen pass to people strategy, Stewart’s story is a reminder that career paths aren’t always linear – but when you bring passion and purpose to the work, the results speak for themselves.