Big Interview | CPO, Envisage Dental - 'Our Job Is to Make Sure They Have the Right Qualifications, but Also the Right People Skills'

Why It Matters

Franklin’s expertise in scaling talent operations positions Envisage Dental to meet industry‑wide workforce shortages while maintaining a strong culture, a critical advantage as dental services become more digital and competitive.

Key Takeaways

• Started in hospitality at 13, learning guest service fundamentals
• Shifted from law to political science, then talent consulting
• Helped grow La Fosse Associates from ~70 to 500 staff
• Scaled Ovo Energy HR from 2,000 to larger workforce
• Emphasizes scaling businesses, building culture, and cross‑industry innovation

Pulse Analysis

Emily Franklin’s journey began at age 13 cleaning hotel rooms, a hands‑on apprenticeship that taught her the fundamentals of guest service and people‑skills. Those early lessons in empathy, communication, and attention to detail later became the cornerstone of her talent‑focused career. By the time she entered university, she had already mastered the art of reading customer needs—a capability that translates directly into identifying and nurturing high‑performing employees. This service‑first mindset is now a strategic asset as she leads people operations at Envisage Dental.

After stints in law and political science, Franklin entered talent consulting with La Fosse Associates, expanding the firm from roughly 70 to 500 consultants while placing senior technology leaders. She then moved in‑house, first preparing Heywood Pension Technologies for sale and later joining Ovo Energy as an HR Business Partner during a rapid scaling phase that grew the workforce beyond 2,000. Franklin describes businesses in three buckets—build, scale, mature—and she thrives in the “scale‑up” stage, where culture, operating models, and talent pipelines must evolve in lockstep with market expansion.

At Envisage Dental, Franklin applies her cross‑industry playbook to a sector facing acute talent shortages and heightened regulatory scrutiny. By leveraging data‑driven hiring, continuous learning pathways, and a focus on soft skills, she aims to build a resilient workforce that can adapt to both technological disruption and patient‑centric demands. Her experience navigating pandemic‑induced furloughs at UCAS underscores the importance of agility and employee well‑being during crises. As dental practices increasingly adopt digital platforms, Franklin’s emphasis on scaling culture alongside technology positions Envisage Dental to attract and retain the next generation of dental professionals.