Case study: EOT for HR consultants

What does the business do?

Wellington HR is a people-first HR consultancy that partners exclusively with independent HR consultants. Whether someone’s taking leave, managing a peak in workload, or simply needs extra hands, Wellington HR steps in as a seamless extension of their service - working under the consultant’s brand and delivering to their standards.

How did the business begin?

Wellington HR was founded in 2019 by Dr Shelley Poole. After working as a HR consultant herself, Shelley saw a gap in the market: HR consultants had no one to turn to when they needed cover, felt stretched, or faced conflicts of interest. The idea was to create a trustworthy, skilled partner to support HR consultants, not compete with them. Shelley started the business from her kitchen table, driven by the belief that people deserve meaningful work, even in a support role.

How has the business evolved?

The company has grown steadily since 2022, when Shelley recruited her first team member. Now a team of five, the business turns over a quarter of a million pounds and works with a network of consultants across the UK. Their team model is collaborative and flexible, with each person bringing their strengths to the table. The business celebrated its sixth anniversary in 2024 by transitioning into employee ownership.

Why was change needed? (in the words of Dr Shelley Poole)

Employee ownership matches everything we believe in: fairness, trust, opportunity.

“I’ve never seen this as my business alone. It’s something we’ve all built together. I’ve always known I didn’t want to grow this company just to sell it off or cash out. Employee ownership matches everything we believe in: fairness, trust, opportunity. It also aligns with the research I’ve done in my doctorate around employee voice and ownership. It’s about legacy, and creating something that lasts beyond me and belongs to the people doing the work every day.”

What are Wellington HR's future plans?

The future of Wellington HR will be shaped by the team. They now work together not just as colleagues, but as co-owners. The business is exploring ways to support other employee-owned businesses, particularly in the HR space. With lived experience of the EO transition, they hope to share their insight with other HR professionals considering the same step.

Above all, they plan to continue being a go-to support system for HR consultants, doing great work, underpinned by values they all believe in.

Why did you choose Go EO?

I always knew I wanted to give this business to the team in a way that was meaningful and fair. Go EO made that possible.

“I looked into EO a few years ago, but the costs quoted were astronomical - £75k plus - and it didn’t feel right to saddle the team with debt.

I always knew I wanted to give this business to the team in a way that was meaningful and fair. Go EO made that possible. Chris Maslin and his team handled the legal and worked seamlessly with our accountants. The process took six months and was totally aligned with our values - calm, clear, people-first. They even built in a six-week sabbatical for me, which I’ve never had since starting the business!”

How has it been in these early days of being an EOT?

“It already feels right. We’ve always had a flat, collaborative culture, but now, that’s formalised. Everyone’s still doing what they’re great at, but there’s a real sense of pride and momentum. It’s not like the motivation wasn’t there before, but this has definitely given us a boost. And the party we threw to celebrate with our clients and EO friends was a brilliant way to mark the moment. It’s a new chapter, and we’re all in it together.”