Author: Ceres Jenkins

Women working in technology often navigate complex environments that require confidence, resilience and the ability to make decisions under pressure. One framework that can support personal and professional growth is Neuro-Linguistic Programming (NLP), which explores the connection between our thoughts, language and behaviours.

A useful NLP concept is understanding the three internal voices that influence our decisions: the Saboteur, the Coach and Intuition.

The Saboteur

The Saboteur is the critical voice that creates self-doubt. It questions our abilities, amplifies fear of failure and can stop us from pursuing opportunities. For women in tech, this voice can show up before a presentation, when applying for a promotion or when speaking up in meetings.

The Coach

The Coach is the supportive voice that encourages growth. It focuses on learning, progress and possibility. Rather than asking, “What if I fail?” the Coach asks, “What can I learn from this experience?” This mindset helps build confidence and resilience over time.

Intuition

Intuition is often the quietest voice, the unconscious mind, yet frequently the most powerful. It draws on experience, pattern recognition and instinct to guide decision-making. While data and logic remain essential in technology roles, intuition can provide valuable insights when navigating uncertainty or making leadership decisions.

“You have to keep the coach and the saboteur in balance – your unconscious mind, the intuition, taps into your life experiences and often provides you with the answers.” Carlene Jackson

In our recent Women In Tech Event, our guest speaker Carlene Jackson talked in great depth about the three voices and making sure these were balanced.

When the Saboteur becomes too loud, it can drown out both the Coach and Intuition. Equally, relying solely on intuition without reflection may create blind spots. The goal is not to silence any voice entirely, but to recognise each one and ensure they remain in balance.

One practical technique for achieving this balance is breathwork. Deep, intentional breathing activates the body’s relaxation response and helps bring us into the present moment. When we are present, we gain greater clarity, reduce emotional reactivity and improve our ability to make decisions.

Before a presentation,  important meeting or career decision, try taking three slow breaths, inhaling for four counts and exhaling for six. This simple exercise can help quiet the Saboteur, strengthen the Coach and create space for Intuition to be heard.

As Carlene Jackson says, by breathing in this easy way, to relieve stress hormones in the body. It’s easy to do and allows you to tap into the other voices, enabling you to have a much more balanced approach to decision-making.

For women in tech, success is not only about technical expertise. It is also about understanding how we think, managing our inner dialogue and trusting ourselves. By using NLP principles, practising breathwork and learning to recognise the voices within, women can lead with greater confidence, clarity and authenticity.

Useful information about NLP

We have provided some useful links on where to find out more about NLP.

Sue Knight

Sue Knight is one of the UK’s best-known female NLP experts and is highly respected for applying NLP in business, leadership, and communication.

Website: https://www.sueknight.co.uk/

Recommended Book: NLP at Work: The Difference That Makes the Difference

Best for: Confidence, leadership, communication, and workplace success.

Judith DeLozier

A pioneering figure in the development of NLP, Judith DeLozier worked alongside the founders and has contributed significantly to the field.

Website: https://nlpu.com/about-us/judith-delozier/

Recommended Book: Tools for Dreamers (co-authored with Robert Dilts)

Best for: Personal growth, creativity, and systemic NLP.

3. Shelle Rose Charvet

Internationally recognised for her work on language patterns and communication, making her a great choice for readers interested in relationships, coaching, or business.

Website: https://successstrategies.com/

Recommended Book: Words That Change Minds

Best for: Communication, influence, and understanding different thinking styles.

4. Lindsay Agness

A UK-based NLP trainer and executive coach who focuses on resilience, confidence, and leadership, particularly relevant to professional women.

Website: https://lindsayagness.com/

Best for: Confidence, resilience, executive coaching, and career development.

AI is reshaping recruitment, making processes faster and more efficient, which is great. But while technology is transforming the hiring landscape, it cannot replace the expertise, judgement, and relationship-driven approach that a specialised recruitment agency offers when hiring for specialist roles.

Here, we explore key considerations when recruiting for a specialised role and why specialist agencies still hold the advantage over AI tools. 

1. Human judgement. Technology cannot replicate this

AI can scan thousands of CVs in seconds. What it can’t do is understand:

• personality fit
• cultural alignment
• communication style
• ambition or career motivations
• the “something doesn’t feel right” instincts

Recruiters make decisions based on conversations, rapport, nuance and intuition. This is irreplaceable in making high-quality hires.

2. Access to passive talent AI can’t reach

AI relies on what already exists online. Recruiters rely on relationships developed over the years.

Specialised agencies have access to:

• passive candidates
• industry networks
• exclusive referrals
• talent not actively applying

These individuals often become the strongest hires, and they’re invisible to AI tools.

3. Deep Industry Expertise

Specialist recruiters live and breathe their market. They know:

• salary benchmarks
• role specifics
• required skill combinations
• hiring trends
• competitor activity

AI can provide data. Recruiters provide interpretation, experience and context.

4. Influencing, Negotiating & Managing Emotions

Hiring is human. It includes:

• nerves
• hesitations
• counteroffers
• doubts
• misunderstandings
• salary discomfort

Recruiters guide both clients and candidates through these sensitive moments, something AI cannot replicate.

5.  Protecting Your Employer Brand

The candidate experience makes or breaks brand reputation. A bad experience with your brand can put good candidates off for life.

A specialist recruiter ensures:

• timely communication
• respectful handling
• clear expectations
• a positive experience, even for rejected candidates
• Check in after placement 

AI can’t safeguard your brand. A great recruiter can.

6. Accurate Candidate Assessment

AI looks for keyword matches. Specialist recruiters take a deeper dive into the individual:

• communication skills
• consistency in career history
• culture fit
• transferable skills
• genuine motivations

Human assessments dramatically reduce the risk of making hiring mistakes that can be costly to the business in terms of time and money.

7. Strategic, Long-term strategic partnerships 

Agencies can add further value when working in partnership with other recruitment agencies. This can include help with:

• Workforce planning – making sure you have everything covered as your business grows.
• Succession pipelines – help with retaining great talent, saving you money in the long term.
• Diversity strategies – key to having a robust team that brings a wealth of experience from differing backgrounds and perspectives.
• Market intelligence – staying on top of the ever-evolving digital and technology landscape.

AI is transactional. Recruiters are strategic.

My Conclusion

Use AI, but please don’t replace the human element when making your next hire.

AI is a powerful tool that supports and enhances recruitment in the digital and technology sectors, but it cannot replace the empathy, experience, negotiation, or intuition of a specialist recruiter.

The strongest hiring outcomes come from combining the best of both:

Human Expertise + Smart AI = Better Hiring Decisions