The opportunity
AI is displacing workers faster than employers can move them.
In clerical, customer operations, and finance back-office roles, automation is no longer a planning question. It is a current operational reality. UK boards are asking the workforce question now, not next year.
Today, no single partner owns the full journey from risk to retained placement. The big four sell £2M+ projects mid-market enterprises cannot afford. Recruitment firms place without retraining. Training providers retrain without placement. Government has funding but lacks delivery capacity.
Each solves a fragment. The fragment is not the answer.
Why now
- AI capabilityThe IMF projects ~60% of advanced-economy jobs are exposed in some form. The displacement wave is measurable now.
- RegulationEU AI Act binding August 2026. UK GDPR. ICO automated decision-making rules. The compliance bar eliminates most competitors.
- Public fundingSkills England, Welsh Government workforce transition funds, EU ESF+. All opening 2026–27. First-mover delivery partners capture this.
What Forta does
Five stages.
One accountability structure.
Ingest the workforce, score AI exposure per role, produce a board-ready risk map. Methodology drawn from IMF, Felten et al. AIOE, and ONS labour-market data.
Low delivery risk. The first sellable product. No outcome promise.
Test pathways against real employer demand, geography, wage levels, and hiring appetite. The recruitment partner's commercial judgement is the gate.
No pathway moves forward without it.
AI-native learning delivery, validated curricula, human coaching, employer-led project assessment. Cost-per-trainee 70–80% below traditional providers.
Only validated pathways. Controlled cohorts first. Scale follows evidence.
Move the worker internally where possible, externally where necessary. Outcome-based fees paid on retention at 90, 180, 365 days — not speed-to-fill.
No blanket placement guarantees. Ever.
Track retention, wage progression, manager satisfaction, and adverse-impact indicators at defined milestones. The data closes the loop and becomes the competitive moat.
No public claims until evidence supports them.
The numbers that matter
The CFO conversation writes itself.
A typical UK enterprise spends £15–25K per redundancy when severance, legal, replacement hiring, and productivity drag are aggregated. Forta delivers an integrated transition at a fraction of that cost — with retention, productivity, and reputational benefits on top.
The founders
Two halves of the same problem.
Together, the only UK team with the diagnostic, the platform, and the placement layer under one accountability structure.
Founding Partner
Julian Jenkins
Platform · Architecture · Audit
Founder of Awen Intelligence. Built the AI clarity methodology for UK SMEs. Pattern-recognition track record across CRM in sport and AI in animation. Brings the systems architecture, the regulatory instinct, the diagnostic engine, and the investor narrative.
Founding Partner
Dale Williams
Market · Demand · Placement
Two decades of UK enterprise relationships across the destination sectors Forta routes workers into — financial services, cyber, GRC, advanced manufacturing, care. Brings the demand graph, the employer trust, and the market-reality gate that protects every Forta engagement.
Join the waitlist
Be there
at Day One.
Forta opens its first cohort to a small number of regulated mid-market enterprises in 2026. Building societies, mutuals, regulated financial services, public sector workforce bodies.
If your organisation is preparing for the workforce transition and you want to see what the platform does before it scales — join the waitlist.
Confidential. Your details are never shared. Founder-level conversations only. We respond personally within two working days.