Hiring for Potential

• Darren Lancaster, CEO, Amberjack
• Kema Davies, Global Programme Lead – Careers, Hiscox

Introductions

Darren Lancaster:
Welcome everybody to the Talent Download podcast. I’m Darren Lancaster, CEO of Amberjack, and I’m delighted to be joined today by our guest, Kema Davies, who is one of the Global Programme Leads for Careers at Hiscox.

We’re going to have a great conversation today—getting to know more about Kema, her background, and her experiences working across multiple industries, particularly in early careers. To start with, tell us a bit about yourself and your career journey.

Kema’s Career Background

Kema Davies:
Thank you very much for having me—it’s a pleasure.

I’ve been working in early careers for around 12 years now and have been fortunate to work across a number of industries. I started in banking, moved into tech consulting, then back into banking, spent time in tech, and eventually moved into insurance.

People often ask how I got into early careers, and I’d say it was accidental. I studied Accounting and Finance at university, then joined a retail bank. I later completed my CIPD, and towards the end of that qualification a role came up in head office that was advertised as an HR Advisor position. When I arrived, it turned out to be graduate recruitment—and the rest is history. I’ve been in early careers ever since.

Role at Hiscox

Darren Lancaster:
What does your role at Hiscox involve?

Kema Davies:
I look after our graduate and intern programmes globally. We currently run a global programme, and I also oversee the recruitment piece alongside programme management.

Sector Differences in Early Careers

Darren Lancaster:
You’ve worked across several sectors. From your experience, do you see differences in early careers across industries?

Kema Davies:
Sometimes the differences are sector-specific, but often they’re programme-specific. Banking and financial services typically have more governance, structure, and higher volumes. Many programmes are rotational, but within specific business areas.

At Hiscox, for example, graduates might rotate within underwriting—such as tech underwriting—but they’re still hired into a real role. They’re full-time employees, supported by a strong programme framework and part of a graduate community.

FMCG was quite different. That was more of a leadership programme—you weren’t recruited into a specific role but rotated across the business to build agility, resilience, and future leadership capability.

Rotational Programmes

Darren Lancaster:
Do you think rotational programmes provide the best graduate experience?

Kema Davies:
There’s merit in both models. Organisations are moving faster than ever, with changing priorities and long-term strategies like “sprint to 2030.” Because of that, the skills graduates need now are different.

Resilience and agility are critical. Rotational programmes help graduates learn different parts of the business quickly, get up to speed fast, and make an impact. It’s no longer just about mastering one role—it’s about whether you can adapt and succeed in different environments.

Hiscox’s Approach to Early Careers

Darren Lancaster:
What’s Hiscox’s current approach?

Kema Davies:
We primarily run rotational programmes, historically focused on underwriting and actuarial roles. What’s exciting is that in 2025 we welcomed our first cohort of tech graduates. Many organisations are trying to build data and AI capability internally because experienced talent is expensive, so growing that capability early makes sense. I expect that programme to grow year on year.

Recruitment Partners and Programme Delivery

Darren Lancaster:
Do you run everything in-house or work with partners?

Kema Davies:
For graduate recruitment, we work with Sanctuary Graduates, who manage most of the upfront recruitment. Final stages are run in-house so candidates can meet hiring managers and experience our culture.

Intern recruitment is run fully in-house by myself and a colleague—which means handling thousands of applications. Programme management is largely in-house as well, supported by external partners for specific learning and development initiatives.

Culture Across Sectors

Darren Lancaster:
You’ve worked in tech, FMCG, and financial services. How different are the cultures?

Kema Davies:
There’s a real mix. In tech, especially with companies like Microsoft and Meta, the brand attraction is huge. In FMCG, I worked in tobacco—which can be more challenging from a perception perspective—but we still received strong applications because of the strength of the programme.

Ultimately, culture is tied to the organisation more than the sector. Graduates are savvy—they choose programmes based on what suits them. Some want a full-time role with extra support; others want a structured, rotational experience. Our job is to clearly explain the differences so they can make informed choices.

Stability, Regulation, and Qualifications

Darren Lancaster:
Do regulation and professional requirements affect programme design?

Kema Davies:
Financial services is more regulated, but other sectors have strong governance too—data protection at Microsoft, for example, was critical.

What’s different in insurance is the emphasis on professional qualifications. Actuarial and underwriting roles often involve becoming chartered, which isn’t always the case in tech.

Challenges in Early Careers Hiring

Darren Lancaster:
What are the biggest challenges right now?

Kema Davies:
Application volumes are massive. It’s easier than ever to apply, but there’s a steep drop-off once more effort is required in the process. Teams aren’t growing, but volumes are—so technology becomes essential to manage that.

The job market in general is challenging. Roles attract hundreds of applicants at every level.

Skills, Data, and AI

Darren Lancaster:
How are skills like data and AI influencing early careers?

Kema Davies:
Every organisation now wants technically savvy people—not just tech companies. We recently assessed data skills across the business and rolled out learning programmes as a result. Graduates are included in that, alongside additional support because they’re new to the workforce.

Being able to tell a story with data is now essential in almost every role.

AI in Recruitment

Darren Lancaster:
What’s your view on AI in recruitment?

Kema Davies:
I see it as a necessary evil. Used ethically, with proper governance, it can support parts of the process—especially screening—but it should never replace human interaction entirely.

Recruitment teams represent the organisation. Candidates need to see and feel that human connection, particularly at later stages.

Candidate Expectations

Darren Lancaster:
Have candidate expectations changed?

Kema Davies:
Definitely. Graduates are more vocal and expect feedback. They ask about work-life balance, hybrid working, progression, and learning opportunities—questions my generation didn’t really ask.

It’s no longer just “thank you for the job.” They want to know what happens next and how they’ll be treated.

Early Careers as a Specialism

Darren Lancaster:
Is early careers specialist hiring undervalued?

Kema Davies:
Early careers professionals are jack-of-all-trades. We handle attraction, recruitment, onboarding, programme management, and offboarding, often across multiple business areas and regions.

It’s not that we’re less specialist—we just need a broader understanding of the entire organisation.

Diversity, Equity & Inclusion

Darren Lancaster:
You recently spoke on a DEI panel. What’s your perspective on where we are now?

Kema Davies:
The landscape has changed. Some organisations have reduced investment, while others—like Hiscox—still prioritise it. Students care deeply about DEI and ask about it directly.

For diverse candidates especially, inclusion matters. It should remain a priority, even in challenging economic times.

The Future of Early Careers

Darren Lancaster:
What do you hope the future looks like?

Kema Davies:
I hope organisations create more entry points for early careers. There are so many graduates on the market, and that’s concerning.

I expect programmes to become more tech-focused, with renewed investment in DEI. And I hope the job market stabilises—it feels chaotic right now.

Advice for Early Careers Professionals

Darren Lancaster:
What advice would you give someone entering early careers recruitment?

Kema Davies:
Soak up as much knowledge as possible. Go to events, listen to podcasts, build your network, and talk to students—they have great insights. Early careers is constantly changing, so continuous learning is essential.

What Keeps Kema Motivated

Darren Lancaster:
What excites you most about early careers?

Kema Davies:
The pride and impact. I still see people I hired years ago winning awards. Being part of that journey is incredibly rewarding.

I also love showing people that industries like insurance can be fascinating and full of opportunity—it’s about opening doors people didn’t realise were there.

Quickfire Questions

Darren Lancaster:
One word to describe the future of early careers recruitment?

Kema Davies:
Innovative.

Darren Lancaster:
Most important skill for tomorrow’s graduates?

Kema Davies:
Resilience.

Darren Lancaster:
One thing every candidate should know before applying?

Kema Davies:
Their “why”.

Darren Lancaster:
Your proudest moment in early careers?

Kema Davies:
Changing the demographic of Microsoft’s graduate intake.

Darren Lancaster:
Thank you so much for your time, Kema. It’s been a brilliant conversation, and I hope our listeners enjoyed it. Thanks everyone for listening.