Work is being rebuilt. The systems behind it
are not.
GOE is building the infrastructure for what comes next — a work
system that embeds ownership and compliance into the architecture
of the labour market itself.
Building in London. Opening to first venues and professionals
ahead of launch.
Entrepreneurship with infinite possibilities to unfold
The moment
A structural shift in work is already under way.
Flexible work is becoming the norm, outsourcing keeps expanding, and
engagement is collapsing — all at once. The old labour system cannot
absorb the next workforce transition, and no single player inside it
can fix it alone. The system itself has to be redesigned.
39%of the US workforce now earns through freelance or independent
work — and only one in ten independents wants to go back to
traditional employment.
Upwork Future Workforce Index, 2026
$7.1Tprojected global outsourcing market by 2030 — nearly doubling
from $3.8T in 2024.
Grand View Research, 2025
$10Tlost to the world economy in a single year through workforce
disengagement — around 9% of global GDP.
Gallup · State of the Global Workplace, 2026
The engagement collapse, drawn
Global employee engagement, % engaged, over the last seven years.
Two straight years of decline — the first time Gallup has ever
recorded it — back to the lowest level since 2020.
Data: Gallup · State of the Global Workplace, 2026
For companies
Staffing that doesn't reset every shift.
Flexible labour today means a revolving door: new faces every week,
quality that resets to zero each time, and a fill rate that depends on
who happens to be free. GOE is built so that the people who work your
floor have a reason to come back to it.
That matters more than it used to. Among organisations that outsource,
42% now do it to reach better talent, against 34% who do it to cut
costs — the reason has inverted. And the infrastructure to act on that
barely exists: 57% of HR leaders have no internal talent marketplace,
32% have no system for tracking skills at all, and only two in ten say
their skills mapping is accurate.UKG Megatrends 2026, citing Deloitte and Mercer
Verified before they arrive
Identity, right to work, and role competence are checked inside
the system — not re-checked by your manager at the door.
The same people, again
Professionals build standing by returning to venues they know.
Familiarity is rewarded by the system, so your floor stops
starting from scratch.
Compliance as infrastructure
Hours, pay, and status are recorded as a matter of architecture,
not paperwork — auditable by default rather than assembled after
the fact.
One rate, no surprises
A single transparent hourly rate covering the professional's pay
and the system that stands behind it. No placement fees for hiring
someone you like.
Currently opening to first venues in London hospitality.
For professionals
The hours are yours. So is what they build.
Flexible work traded security for freedom and gave back neither: no
progression, no recognition that follows you, nothing that
accumulates. And the people doing it are already voting with their
feet — faster in the UK than almost anywhere.
UK workers are the least settled in the market Fewer feel
secure, and far more are already looking, than the global average.
Chart by GOE. Data: Morgan McKinley, Global Workplace Trends Report
2026.
Nearly 70% of employees worldwide had no pay rise in the previous six
months, and 56% say their employer is not investing enough in their
development. The response is not resignation — it is preparation: 85%
say they would start applying if they sensed their role was at risk,
and 64% would go and learn something new. People are not waiting to be
looked after.
47%
of frontline workers believe their organisation runs two different
cultures — one for them, and one for everyone else.
UKG Megatrends 2026 · frontline workforce study
That is not a morale problem. It is an accurate reading of how the
work is structured. Nearly half the people holding up an industry can
see that the rules bend differently depending on which side of the
floor you stand on — and no amount of engagement programming argues
with something you can observe every shift.
What people actually want from work
The expectation has moved a long way past a rate per hour — and it has
moved faster than the systems that organise work.
A salary, some job security and a few benefits used to be enough.
Today people look for fulfilment, opportunity, autonomy, growth and
learning — and they expect to see it from the very first interaction.
Joey Coleman, Never Lose an Employee Again, 2023
Read that list against flexible work as it exists today and the
mismatch is total. Autonomy is the one thing it does deliver.
Fulfilment, opportunity, growth and learning are all things that
require something to build on — and in a market where every shift
starts from zero, there is nothing to build on. Which is why the
leading reason people give for leaving is not pay. It is career: no
visible growth, no future they can see from where they are standing.
Choose your work
Which venues, which shifts, which weeks. Autonomy is the starting
condition, not a perk you earn.
A record that travels
Your hours, your reliability, your skills — verified and yours,
across every venue you work, instead of resetting with each new
agency.
Learning that pays
70% of workers name skills as their top priority and most say
nobody is investing in it. Here, learning is tied to real work and
real outcomes, so what you learn changes what you can earn.
A stake in what you build
The people doing the work hold a share of the system they build.
That is the whole premise of GOE, not a bonus scheme bolted on
top.
Growth in the GOE network is funded by billed hours — never by
recruitment. No one pays to join, and no one earns from signing anyone
up.
First professionals are being invited ahead of launch.
The concept
A work system — not another staffing platform.
GOE is not trying to fix the broken system. It is building the
alternative workers have always wanted and never had — and that
clients have always needed.
This is no longer a fringe position. The workforce software
industry itself now describes the traditional employer–employee
model as a poor fit for how work actually happens, and talent as
an ecosystem rather than a pipeline. The diagnosis is broadly
agreed. What is missing is infrastructure built on it.
UKG Megatrends 2026
Talent acquisition, rebuilt
Work moves through trusted networks instead of job boards,
with verification and vetting built into the flow of work
itself.
Retention, engineered
Staying is rewarded structurally, not with perks. The longer
someone builds inside the system, the more of the system
belongs to them. It matters because most leaving is a system
failure: 76% of departures are preventable, 40% of all
turnover happens inside the first year — and among hourly
workers, half are gone from a new job within 120 days.
Work Institute, 2025 · Krauss/SIOP, cited in Coleman,
2023
Skills, continuously aligned
Learning is tied to real work and real outcomes, so capability
grows with the market instead of behind it.
Ownership and compliance are not features added on top — they are
structural layers of the system. Compliance-related departures
have risen 52% in four years; treating compliance as a cost of
doing business is exactly what is failing.
Work Institute · Retention Report, 2025
Where the strain shows first: hospitality
The UK's third-largest employment sector runs on flexible labour —
and it is where the old system's failures are sharpest. The backdrop
is a labour market under strain: payrolled employment has fallen in
8 of the last 12 months, unemployment is at its highest since early
2021, and real pay is growing at just 0.6% a year. It is where GOE
begins.
3.5Mpeople employed in UK hospitality
52%annual staff turnover — the highest of any UK sector, against a
34% national average
1 in 3hospitality workers have been in their role for less than a
year
~200Kworkers lost by the sector since 2019, with vacancies still
above pre-pandemic levels
UKHospitality · ONS Labour Market Overview, Jan 2026 · Moore
Kingston Smith · Tribepad
Built in London by
Róberson Franzé
— after five years working inside the market it is designed for.
Insights
Writing from inside the problem.
Notes on the labour market, the economics of flexible work, and what
the evidence actually says — written from five years on the floor of
it, not from a distance.
Longer pieces are published here as they're written.
For decades, value was created by workers and captured by platforms.
GOE reverses that.
The work system
The platform opens in 2027.
GOE is being built now, in London, with its first venues and its first
professionals. There is no account to sign into yet — when the work
system opens, the people who helped shape it go in first.
Companies
Join the first venues shaping how the system works on a real
floor.