ZYMIX held its first brand event at Henley Royal Regatta, using the gathering to present its social app to Generation Z users.

The event also hosted a small survey of 20 Gen Z attendees and UK content creators on social media use, digital wellbeing and creator economics.

ZYMIX describes itself as the UK’s first social SuperApp and is building a platform that combines messaging, short video, communities and payments in one app. It is targeting university students and younger social media users ahead of a wider UK rollout.

The survey findings pointed to a gap between time spent on social platforms and users’ sense of real-world connection. According to ZYMIX, 90% of Gen Z respondents spend more than two hours a day on social media, while 20% said it helps them feel connected in real life to a great extent. Another 70% described that impact as limited.

Among content creators surveyed at the event, every respondent said they wanted a platform that better links online audiences with real-world experiences. The findings also suggested concern over how creators earn money online. According to ZYMIX, 80% of Gen Z content creators preferred traditional brand partnerships over algorithm-driven pay-per-view models, while 60% said better monetisation would be the main reason to move to another platform. Half said a stronger sense of authentic community would also encourage them to switch.

Survey focus

The sample was small, and the results were described as indicative rather than nationally representative. Even so, the findings reflect a wider debate in the social media sector over whether heavy use of digital platforms is strengthening or weakening social ties among younger users.

That debate has widened to include online safety, age restrictions and digital wellbeing. Platforms aimed at younger audiences are under pressure to show not only how users engage with content, but also whether those services help or harm broader social behaviour.

ZYMIX is positioning itself within that discussion, arguing that social media should do more to connect digital activity with offline relationships and events. It says its app is being designed to help users discover events, meet people with shared interests, support creators and build communities away from the screen.

“ZYMIX was created to be one place for your life online and beyond,” said Nikita McKnight, Marketing Director at ZYMIX.

“Young people don’t need another platform that simply encourages more scrolling. They want an environment that helps them discover opportunities, build communities and turn online connections into real-life experiences. That’s exactly what we’re building – a platform designed around life beyond the screen, not just screen time,” McKnight said.

Creator economy

The creator-focused findings are likely to be watched closely by platforms competing for younger influencers and their audiences. Social media companies have spent heavily on revenue-sharing models, subscriptions and creator funds, yet many creators remain dependent on direct brand deals for predictable income.

ZYMIX’s survey suggests those traditional commercial arrangements still matter more to many younger creators than models tied directly to platform algorithms or per-view payments. That points to an unresolved issue for emerging platforms: attracting creators may require not only audience growth, but also a clear path to stable earnings and stronger communities.

ZYMIX also used the Henley gathering to announce support for London Youth Rowing, including a donation to the organisation. The funding, it said, would support the charity’s work with young people through sport, including confidence-building, resilience and life skills.

For ZYMIX, the link with a youth sports initiative fits its broader attempt to tie its brand to offline community activity rather than online engagement alone. It framed the move as part of a wider commitment to initiatives that create opportunities for young people beyond the digital sphere.

The company also set out broader context at the event.

“Our ZYMIX at Henley event celebrates everything social platforms should ultimately encourage – friendship, community and shared experiences,” said McKnight.

“Technology should help create those moments, not replace them. Our mission is to build a platform that inspires young people to turn digital connections into real-world relationships and lasting communities,” McKnight said.

Employment Hero says AI skills are now among the top five attributes UK employers look for in job candidates, ahead of prior experience.

The study points to a shift in hiring expectations, with employers placing more weight on digital competence in entry-level and early-career recruitment.

Nearly two-thirds of UK employers surveyed said AI has changed what they look for when hiring. Work ethic and attitude ranked first at 55%, followed by communication and interpersonal skills at 47%, the ability to learn quickly at 42%, digital literacy at 39% and AI skills at 36%. Prior experience ranked lower at 31%.

The research also suggested AI knowledge is becoming more visible in job specifications. Some 37% of UK workers said entry-level roles now specify AI knowledge, while 23% said they do not feel their own skills are strong enough to compete in a job market shaped by AI.

At the same time, many younger workers remain uneasy about using the technology in their daily work. Half of Gen Z workers said they feel guilty using AI at work, 52% said using AI to do parts of their job feels like cheating, and 42% said they use AI without their employer’s knowledge.

This mix of demand and discomfort is creating what the study described as a generational gap at work. Younger staff appear keen to build AI literacy, but many are doing so without clear guidance from employers on when and how the tools should be used.

According to the survey, 81% of Gen Z workers have taught themselves AI skills through social media. More than half, 58%, said they feel positive about AI becoming a bigger part of their working life, compared with 25% who said they are worried.

Hidden use

The results suggest so-called shadow AI use is already taking hold in workplaces. Four in 10 Gen Z workers said they use AI without their employer’s knowledge, and the same proportion said they often present AI-generated work as their own.

For employers, that raises questions about governance, transparency and training. If staff are using AI tools informally, companies may struggle to understand how widely the technology is being used, what risks it creates and whether employees are receiving enough support to use it responsibly.

Ria Kaur, a university student and jobseeker, described the tension younger workers feel as they enter workplaces where AI is increasingly present but still contested.

“As a Gen Z student experiencing the world of work through internships and placements, I see AI everywhere. But I also find that, in workplace situations, AI can feel like my dirty little secret.

“I think this comes from the stigma around younger generations using AI, which becomes stronger in the workplace because of the frustrating idea that Gen Z are lazy, or that we do not know what real work is. If a young person uses AI at work, it can feel like people assume they are offloading the task or taking the easy way out. In reality, a lot of us are using it responsibly to understand a task, prepare for a conversation or make sense of something new, but I still feel like it has to be kept hidden,” Kaur said.

Hiring shift

The data reflects a broader change in what employers consider evidence of readiness for work. While experience has long been treated as a core requirement, the survey suggests some employers now place more emphasis on a candidate’s ability to adapt to new tools and learn quickly.

That may be especially relevant for graduates and school-leavers entering the labour market as employers rewrite job descriptions to include AI literacy. It also suggests younger applicants may gain an advantage if they can show they know how to use AI tools in a practical and transparent way.

Kevin Fitzgerald, UK managing director at Employment Hero, said the findings show workplace norms are lagging behind behaviour.

“There is a real contradiction emerging for young workers. They are being told that AI skills will be critical to their careers, and many are clearly enthusiastic about building those skills, but they still feel guilty when they actually use the tools. When half of Gen Z feel guilty using AI at work, and more than four in 10 are doing so without their employer’s knowledge, it shows that workplace norms have not yet caught up with employee behaviour.

“AI shouldn’t feel like cheating. It should feel like using any other tool that helps people do their jobs better. But if workers don’t have clear guidance, they’ll continue to learn in the shadows, making it harder for businesses to understand AI’s true impact, manage risk and support skills development. The opportunity is to bring AI into the open, build trust, be transparent and help a generation use it confidently,” Fitzgerald said.

The study drew on responses from 3,290 business leaders and 5,454 workers across Australia, Canada, New Zealand and the UK, including 1,025 UK business leaders and 1,500 UK workers.

SOFIAH NICHOLE SALIVIO

News Editor

eCapital UK has appointed Mike Harrison as Regional Managing Director, South, expanding the lender’s leadership team in Southern England.

Harrison brings more than 20 years of experience in corporate banking, invoice finance and fintech. He has held senior roles at Bank of Scotland and Bank of Ireland, and spent six years at a technology company later sold to private equity investors.

In his new role, he will oversee growth across Southern England and manage relationships with clients and intermediaries. eCapital’s southern footprint includes offices in Reading and Bristol.

The appointment comes as smaller businesses continue to seek alternatives to mainstream bank lending. Invoice finance and asset-based lending providers have positioned themselves as options for companies looking for working capital support outside traditional bank products.

eCapital provides invoice finance, asset-based lending and working capital funding for small and medium-sized businesses. It operates from five regional offices across England, Scotland and Wales.

Its parent, eCapital Corp, also serves businesses in the United States and Canada. In the UK, the group works with companies in sectors including food and beverage, recruitment, human resources, transport and manufacturing.

Market shift

Demand for specialist funding has risen as some businesses struggle to secure lending that fits their needs, creating an opening for non-bank and specialist finance providers seeking a larger share of the SME market.

Mark Finn, UK Group Managing Director at eCapital UK, outlined the group’s view of the market as it announced the appointment.

“I am delighted to welcome Mike to eCapital UK. Having worked with him previously, I have seen first-hand his ability to combine strong commercial acumen with a genuine focus on building long-term relationships with small business owners. Mike brings a unique blend of experience across sales leadership, credit, corporate banking and client management, which makes him exceptionally well suited to this role.

“As traditional banks continue to retrench from SME lending, many ambitious businesses are defaulting to short-term borrowing or loan stacking because they haven’t been shown the alternatives. That’s where eCapital is different. Our regional teams take the time to understand each business, helping clients access funding structures that support growth rather than simply solving today’s cash flow challenge. Mike’s experience will further strengthen that approach across the South.”

Harrison’s background spans both lending and financial technology, a combination many specialist finance firms have sought as they build regional coverage and respond to changing borrower expectations. His experience in invoice finance is likely to be central to eCapital’s push in the South, where competition for SME customers remains strong among banks, independent funders and fintech lenders.

Regional focus

Regional leadership remains a significant part of the company’s UK structure. Its model is centred on relationship managers with local and sector knowledge, reflecting a broader trend among specialist lenders seeking to differentiate themselves through local decision-making and closer ties with introducers.

For intermediaries, appointments at regional managing director level are often closely watched because they can signal where a lender intends to focus origination efforts. Southern England contains a large share of the UK’s SME base, including businesses in logistics, services, professional sectors and manufacturing that regularly use working capital products tied to invoices and receivables.

Harrison described the move as part of a wider expansion phase for the company.

“I am thrilled to be joining eCapital UK at such an exciting stage in the company’s growth journey. eCapital has built a strong reputation for delivering flexible funding solutions and exceptional service. I look forward to working alongside the talented team to further strengthen our relationships with clients and introducers in the South, helping more businesses access the funding they need to seize opportunities and grow with confidence.”