Fri, April 18, 2025

How Hiring the Right Marketing Person Doubled My Revenue in Two Years, with Justis Pederson

What if you could swap 100 cold calls a day for content that reaches thousands? In this episode, Justis shares how going digital didn’t just scale his reach, it nearly doubled his revenue. Justis Pederson is an award-winning recruiter and the CEO of the Pederson Group of Companies in Winnipeg, which he has grown from $500K to $1.8M in revenue. His group of companies includes recruitment, media, and real estate. On the recruitment side, they specialize in construction & engineering. I’m excited to learn that Justis complements his recruiting business with his media business. They have turned video production into a differentiator, specifically leveraging video and digital marketing as a key differentiator. Justis serves on two boards and is a member of the Pinnacle Society, a collective of the top-performing recruiters in North America. Episode Outline and Highlights [02:57] How Justis got into recruiting - from door-to-door salesman to becoming a top recruiter in construction. [11:33] Justis’ insights on critical attributes that differentiate a great recruiter. [13:19] The story of how they shifted from mainly cold calling to primarily digital marketing. [26:10] The ROI of hiring an effective marketing person. [31:22] The three pillars of content. [34:55] The hiring process of a good marketing person. [37:39] Strategies and systems to start posting content. [43:18] Discussion on the hows and whys of building a brand. [47:30] Shifting to a retained business model. [51:38] How to get business ‘without asking for business’. [53:02] Justis shares his personal story of resilience. Shifting from Cold Calling to Digital Marketing If your primary source of leads is through cold-calling, would you consider shifting to digital marketing? Justis realized the benefits of doing so, as cold-calling usually limits him to reaching 100 people a day, but with digital content, he can demonstrate their subject matter expertise to thousands. “So we started posting content online. And instead of going from one to one cold calling, it's one to many: one to 1,000, one to 10,000, one to 20,000 plus people. So what you're doing is you're actually just demonstrating what your subject matter expertise is. Instead of on the phone to people that already know you, you're doing it online to a larger population of people that do not know you.” How did they transition from pure cold calling to digital marketing? When Justis first started at Hayes and later running his own recruitment business, it was all about cold calling. But like a lot of recruiters, he hit that point of burnout.

Thu, April 10, 2025

How to Build a $5.5M Recruitment Business Almost Entirely Through Referrals

How do you build an endless stream of referrals to sustain your recruitment business during an economic downturn? Brandon Glyck relies on this strategy: relentless follow-ups. This doesn’t mean harassing a client or candidate to do follow-ups; in fact, it is the other way around. I am sure you will find Brandon’s insight on this topic interesting! Brandon is the CEO of Quantum Search Partners in Virginia, where he leads a passionate team of tech and executive recruiters. They’ve been recognized three consecutive years on the Inc.500 list of fastest-growing companies (2021-2023) and have twice been a Washington Business Journal Best Place to Work (2023 and 2024). Episode Outline and Highlights [03:15] How Brandon got into recruiting at the young age of 18 . [11:24] Doing things differently to adapt to the 2008 recession. [15:24] The strategy of leveraging relationships and constant referrals via relentless follow-ups. [33:12] “Those who appear hungry will starve.” - Know Brandon’s conversation approach. [37:46] Dealing with the 2023 Tech downturn by upping their outbound business development . [44:02] Discussion on Tech Stacks, AI, and automation - what are the key things to personalize? [53:48] Brandon’s plans and what the next 18 years will look like. [56:49] Building a culture aligned with a common vision and shared values. [1:01:30] Why lean towards retained and executive search? Age is Not a Differentiator  Brandon shared an astonishing story about making his first placement when he was 18, while attending school. Inspired by his father, being young was never a differentiating factor that hindered him from building a solid foundation as an effective recruiter and eventually a business owner.  He shared, “I saw my dad doing it. My dad would close deals like sitting on a lounge chair in the middle of our living room… I'm like, well, if he can do it, you know, why can't I do it? You do the research on the companies you're representing. You learn about the skill sets, and you just dive into it. And I don't think age is a differentiating factor. I think sometimes it's confidence or like. Yeah, I think that's a big part of it.” There are at least three factors that contributed to his success as a young recruiter: His humble learning attitude : by observing his father and other seniors “educate” him, he easily

Wed, April 02, 2025

How I Grew My Recruitment Agency from $5K to $300K Monthly Revenue, with Karolina Willis

Karolina Willis shares her remarkable journey building Intercare Recruitment from a struggling startup to ta hriving healthcare staffing firm. After relocating from Dubai to the US, she faced rebuilding her business in an unfamiliar market while raising two young children. Despite reaching a breaking point where she nearly abandoned her entrepreneurial dreams, Karolina implemented strategies that fueled explosive growth in just six months. She reveals how she created unique differentiators that justified retained contracts - employing former nurses as recruiters, offering comprehensive immigration services, and maintaining relentless face-to-face business development even when facing multiple rejections. This episode offers practical insights for recruitment agency owners looking to scale their businesses through genuine market differentiation and strategic team building across multiple countries. Karolina is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit. Episode Outline and Highlights [01:53] From Poland, the UK, Dubai, and the US - Carolina’s recruitment journey. [07:27] The mindset that helped Karolina be successful in a short space of time. [10:16] How to generate candidates by organizing events. [13:39] The initial challenges of going solo and starting a recruitment business.  [28:02] Relocating to Florida, relaunching their business, and overcoming a breaking point. [37:23] How Karolina approached the market differently in the US. [40:34] Key differentiators as a boutique company. [46:30] Strategies for growing her team. [51:59] Overcoming the recruiter paradox - how to identify potential members of your recruitment firm. [57:35] What would Karolina have done differently when looking back at her career? Overcoming a Breaking Point and the Challenges of Launching a Boutique Firm Karolina excelled quickly in her first recruitment role in the UK with the NHS, which became a solid foundation for her when she launched Intercare Recruitment in Dubai. Like many recruiters who aspire to build their business, she faced initial struggles and challenges along the way. Karolina faced significant challenges when launching her recruitment firm in Dubai. A

Fri, March 28, 2025

How Top Recruiters Stay Organized and Focused Even in a Tough Market, with Jenny Diaz, Ep #252

Focus is a superpower every recruiter needs, especially in a harsh market with tough competition. How do you keep yourself organized and focused despite multiple expectations that you have to deliver to your clients, candidates, and if you are a business owner, to your team? Jenny shares the Jenny Diaz Day Plan and how it helps her stay organized and focused every day. She also shares how basic daily tasks help her business navigate this tough market while navigating growth and expansion. Jenny Diaz entered recruiting in 2015. In late 2021, she, Ryan, and another former colleague, James, founded Apex Recruitment Group, a firm that specializes in construction management recruitment throughout DC, Virginia, and the Carolinas.  While Jenny has worked in various industries, she has focused on construction management for the last several years. Through her recruitment career, Jenny has had the opportunity to participate in relevant non-profits that make the tough days in recruitment easier. She is currently the Vice President of one such organization, Career Confidence. Episode Outline and Highlights [03:31] How Jenny got into recruiting from studying Hebrew, traveling, car washing, and working on a dude ranch. [12:29] Discussion on “Jenny Diaz Day Plan.” [17:25] Launching Apex Recruitment Group and overcoming initial hurdles. [23:19] The added value of meeting people in person. [27:39] What is it like being married to your business partner? [30:09] Keys to getting her first million. [33:10] Going through challenges and things they would have done differently. [43:34] Jenny shares their growth plans. [48:03] Zooming in on Apex’s business culture. [54:37] Business development and client acquisition in a tough market. Jenny’s Day Planning Process Focus is the super power that recruiters need for sure. Successful business owners and recruiters have a daily hack on how to organize their to do’s and make the most of their days. Jenny is no different, and she gladly shared the “Jenny Diaz Day Plan.”  “So I have this Microsoft Word doc… I print it out, I take a pencil because the day will change, and I write down whatever's on my Microsoft calendar. I have a list of follow-ups that I'm people I'm going to follow up with. That's usually like five to 30 people depending. I have my three main goals, I have my two jobs. I'm going to work that day if I get it. I have things I'm grateful for, that I'

Fri, March 21, 2025

How to Design Client Events That Feed Your Recruitment Pipeline, with Dandan Zhu and Grace Marlin

Dandan Zhu and Grace Marlin, co-founders of DG Recruitment, share tactical insights to help recruiters achieve top biller status in today's competitive landscape.  Their rec-to-rec agency has given them unique visibility into what separates elite performers from the rest. "To succeed in sales, you need to understand that everyone is extremely focused on their own needs," explains Dandan. "And hiring managers' primary need is that they suffer when it comes to hiring." This episode dives into three game-changing strategies: maintaining robust client pipelines beyond just a few accounts, making strategic relationship investments with measurable long-term ROI, and perfecting the MPC approach to immediately capture hiring managers' attention. With Dandan’s background as a top-performing recruiter who achieved financial independence by 28 and Grace's 6.5 years helping launch and elevate recruitment careers, they offer a powerful perspective on building sustainable success in agency recruitment. Episode Outline and Highlights [01:28] How Dandan and Grace started working together. [04:00] Insights on what is currently happening in the recruitment space. [06:40] What do top billers do consistently? [15:06] The ROI of thinking big and going the extra mile. [20:37] The concept of the “Golden Loop.” [27:26] What an MPC strategy blueprint should look like. [33:30] The value of adapting to rapid changes in market and technology. [37:22] How to learn more from Dandan and Grace’s online platforms. Top Billers Never Stop Building Client Pipelines While many recruiters became comfortable with just a few accounts during good times, Dandan Zhu observes these recruiters were "scrambling" when markets changed. To maintain a robust pipeline, top billers consistently build relationships through webinars, panels, and content creation. Dandan questions why more recruiters don't implement proven strategies: "Go out and set up a webinar for your network, for your niche. Go and set up a panel and invite your clients to be part of that as a BD tool." He notes that "all the playbook is there" but few recruiters convert theory into practice. Grace adds that success comes from "who is willing to go one to two steps deeper than everyone else" with investments that might take "six to eight months to really start getting there." These consistent efforts ensure you'll never be left claiming "nobody's paying fees" during do

Thu, March 13, 2025

Why Community-Building is the Ultimate Differentiator in Recruitment, with Leo Hewett, Ep #250

Imagine building a recruitment firm where every placement creates an actual positive impact. That’s exactly what Leo Hewett did with Core3 — and this is how he made it happen.   After over a decade of experience working for large corporates up to Director level, Leo decided to take the plunge and launch his own ethical recruitment business, Core3 -specialising in Finance & Accounting talent.    Alongside their B Corp certification, Core3 are proud to have won multiple awards since launching in 2022, including REC's 'Start up of the year' (2023), and Business Leader's 'Business of the Year' (2024).   Episode Outline and Highlights [03:23] The story on how Leo’s mom inspired him to give back to the community through recruitment. [08:43] What inspired Leo to launch Core3? [15:30] A purpose-driven recruitment firm: how Leo set up their organization differently. [28:33] How making a difference can easily attract talents. [30:39] Highlights and challenges in Core3’s growth journey. [34:59] Strategies on reactivating past clients. [37:15] ROI from building a personal brand on LinkedIn. [40:41] The practicality of following through with a voice note after a LinkedIn connection or engagement. [43:10] Developing an inner-circle community to add value. [51:50] Bringing in experienced hires in your team. [57:15] Overcoming two setbacks when scaling: Culture & Cashflow. [1:05:31] Most meaningful metrics Leo and his team focus on.   Building a Purpose-Driven Recruitment Firm   Leo reached director level at Robert Half and was detached from billing for years. During the COVID-19 pandemic, he led his team on hands-on recruitment and rediscovered that he still enjoys doing it. With an unexpected inheritance, he built a financial buffer which helped him establish Core3. He established his business in a way that is very much different from most recruiting firms: by being B-Corp Certified!   B-Corp certification acts as a "fair trad

Tue, March 04, 2025

How to Design Recruitment Training People Actually Enjoy, with David Bloxham, Ep #249

What if your next training session became the highlight of your recruiters' week rather than just another calendar obligation? We explore how innovative recruitment leaders transform traditional onboarding into engaging experiences that drive performance and retention. In this episode, a tenured recruiter and recruitment business owner shares his experience in training hundreds of recruiters in this career. For David, “training and developing people is fun!” David Bloxham is the CEO of GCS Recruitment. With over 30 years of experience, David is passionate about connecting innovative technology companies with the expert talent they need to drive their businesses forward.  In 2017, he led a successful management buyout (MBO) with nGAGE Talent, further solidifying his leadership in the industry. Under his guidance, GCS Recruitment has expanded globally with a team of 100 consultants and 7 offices including London, Reading, Amsterdam, Berlin, Dublin, Orlando and Philadelphia.   Episode Outline and Highlights [02:12] How did David get started in recruiting? [04:30] Has productivity in recruitment remaining relatively constant over time? [13:08] Effective and efficient team structure to increase productivity. [20:23] Hiring and developing hundreds of people over the years, what key training elements David wishes to share? [36:05] David and his team use tools and technology for reports and gamifying objectives. [40:27] Core focus of recruiters despite technological advances: telephone first and networking. [49:31] Discussion on David’s Management Buyout (MBO) experience and learnings. [56:53] Should your recruitment firm get an investment from a Private Equity?   Training and Developing People is Fun!   David started in the recruiting industry in 1996, and both of us agree that training back then was almost as simple as “here is a phonebook, and a phone, start calling.” We both understand the value of effective training as a key ingredient to successful recruiting results.    Having hired and developed hundreds of recruiters over the years, what is David’s approach to training, especially in this age where technology can overwhelm the human factor of a new recruiter? For David, it is about going back to

Fri, February 28, 2025

How to Delegate Effectively and Work ON Your Recruitment Business, Not IN It, with Melanie De Beer, Ep #248

The journey from top-performing recruiter to successful business leader requires a significant mindset shift. Melanie DeBeer, Director of Full Circle Selection shares how she built a thriving recruitment business that doesn't rely solely on her personal billings. With over 25 years in the industry, Melanie reveals the pivotal moment when she realized that to scale her business, she needed to step back from day-to-day operations and empower her team. "The challenge for me was letting go," Melanie admits. "I love every component of recruitment. But I had to make a decision. I can't juggle all of these balls and my business is not going to grow and upscale if I'm doing everything myself." This candid conversation explores how Melanie transitioned from being fully immersed in the business to working strategically on it, creating a recruitment firm that continues to thrive even when she's not directly involved in every aspect of operations.   Episode Outline and Highlights [02:16] How Mark and Melanie go way back in the coaching field, and how she got into the recruitment space. [09:49] Going back to basics and avoiding shortcuts: Highlight of Melanie’s career before starting her own business. [14:55] How leadership and structure contributed to Melanie’s success factors as a recruiter. [22:31] Discussion on the most impactful metrics to look at. [26:53] Why you should not be afraid to increase your average fee percentage. [31:34] Melanie’s journey of starting her recruitment business. [39:25] The milestones of growing the team and how Melanie overcame the biggest challenges. [47:32] Transitioning to a mindset of working on the business instead of ‘in the business.’ [57:54] Approach and best practices to onboard the right people.   The Importance of Going Back to Basics Before launching her recruitment business, Melanie was an achieving recruiter. Her 25 years of recruitment experience is a colourful collage of peak performance and highlights, and she is very much willing to share her early influences and success factors.    One mindset that resonates with me is how she values the importance of returning to basics. Going back to basics is crucial for Melanie becau

Fri, February 21, 2025

How I Incorporated a Digital Recruiter in Our Hiring Process, with Betsy Robinson, Ep #247

Would you be apprehensive about adding a recruitment bot in your hiring process at the risk of losing the ‘human’ factor? Our special guest, Betsy Robinson, explains how they utilize AI trends and other tech stacks to enhance their client and candidate experience.   Betsy Robinson is the Founder & CEO of Tier4 Group, a woman-owned, diversity-certified talent acquisition firm headquartered in Atlanta.    The company specializes in connecting exceptional talent with top-tier employers for technology and executive roles, combining advanced recruitment automation with a personalized approach.    Under her leadership, Tier4 Group has achieved remarkable recognition, including six consecutive years on the Inc. 5000 list of fastest-growing companies (2019-2024) and five appearances on the Atlanta Pacesetters list.   Episode Outline and Highlights   [03:03] Recruiting out of college - beginning of Betsy’s 20-year recruitment journey. [07:05] How she ventured out alone - discussing high points and challenges. [18:31] Fostering a culture of feedback and how it elevates the quality of output. [24:19] Incorporating recruitment automation, technology, and AI. [33:35] Would you include a digital recruiter in hiring your process? [41:15] Betsy reveals their tech stack and AI trends. [47:28] The value of using note-taking AI tools. [51:52] Creating a culture of strong team collaboration.   Incorporating a Digital Recruiter in the Hiring Process   Would you consider incorporating a recruitment ‘bot’ in your hiring process? A lot of recruitment business owners might be apprehensive about doing so, as it poses the risk of diminishing the ‘human touch’ in the process.    On the other hand, Betsy's team is leveraging a "digital employee," specifically a digital recruiter, to enhance their hiring process. This AI-powered recruiter can call and chat with candidates, helping to screen large volumes of applicants more efficiently while maintaining a personalized experience. Unlike traditional chatbots or automated emails, this digital recruiter has a live voice and engages in real conversations, making it feel more human-like.   Some of the outlined advantages of this investment

Fri, February 14, 2025

Recruitment Business Growth: How to Transition from Junior to Executive Search, with Jeff Cox, Ep #246

A 25-year recruiting veteran! Our special guest, Jeff Cox, shares his journey and insights on how he made two transitions to up his recruitment game: From placing junior to senior roles and switching from contingent to retainer model.   These shifts can be challenging, and so it takes the right mindset and preparation for your to have the power to transition. Jeff shared how he did it!   Jeff specializes in assisting biotech and pharmaceutical companies in building transformative leadership teams.    As a member of the prestigious Pinnacle Society, Jeff is one of the top-producing recruiters in the country. But he believes success in this industry is less about the money and more about the people we impact and the life-changing projects we advance.   Episode Outline and Highlights   [02:50] How did Jeff end up in the recruiting industry after aspiring to become an actor? [06:52] Acting as Jeff’s cornerstone in his recruitment approach. [10:42] Success factors contributing to consistent improvement when starting your desk. [18:34] Why being nervous all the time is not necessarily a bad thing. [20:11] Jeff shares his experience working with his father and siblings in the business. [24:48] Transition to placing senior directors, VPs, and C-level executives. [42:36] Insights on the current market and team dynamics and how it can be challenging for [retained searches. [48:34] Switching from contingent to retained search - the power of walking away. [54:35] Going back to the basics amid a big reset in 2025.   What Success Looked Like   What would Jeff consider a success factor in his success as a recruitment business owner? For him, it is no magic ingredient.   “It's just showing up every day and being, you know, you know, like my dad says. We used to say, “Dad, I don't know what to do.” You know, pick up the phone. That's what you do. “Dad, I don't have enough job orders.” Pick up the phone. If you work every day, it works out.”   Jeff emphasized the value of being consistent and showing up every day as a key factor in his longevity and success in the recruiting field. He also shared how

Fri, February 07, 2025

How to Strategically Create C-Level Talent Pipelines for Your Clients, with Lee Ann Howard, Ep #245

Imagine this: being so meticulous in your candidate screening process invites an unexpected face-to-face investigation from Federal Agents. That is what our special guest, Lee Ann Howard, had to go through when starting as a recruiter in her early 20s. The secret to her 'suspicious' expertise? Simply asking the right questions and listening carefully to candidates.   Lee Ann is the visionary Founder of Howard & O'Brien Executive Search. With a keen eye for identifying top talent in senior management roles and a specialization in HR, finance, and sales and marketing functions, Lee Ann stands as a beacon of excellence in the realm of executive search.   You will surely enjoy Lee Ann’s insights on how to build a continuous pipeline of senior management roles for your clients and what it takes to have long-lasting strategic client relationships.   Episode Outline and Highlights 01:18 How Lee Ann left broadcasting to get into recruitment.  05:05 What made Lee Ann stand out in her early years; Her astonishing story of why she had to be investigated by the government because of her recruitment activities. 12:05 Emphasizing learning and development. 20:04 From corporate to executive search - Lee Ann shares her transition.  27:15 Discussion on the board recruiting business model of Howard & O’Brien. 45:48 Lee Ann explains their Conversation with the Board program. 48:38 Discussion on their Reverse Placement program. 51:17 How to cultivate long-term strategic client relationships. 57:30 Making it a family business - how Lee Ann’s children eventually joined her in the business.   Unexpected Government Investigation for Doing a Thorough Job Lee Ann shared an astonishing story about being investigated by federal agents because of their extensive knowledge of security-cleared roles and positions.    “I ended up getting investigated by the government because they thought I was a spy because I knew too much … I literally got visited. I was visited by the government. It was unbelievable because I was sitting in my office and the receptionist came back and they said, there's somebody here from the government to see you. And I'm like, I've paid my taxes because that's the only thing I thought I could possibly do wrong. And I got taken into a conference room and they said, we believe you know too much about what's happening. And I'm like, no, I'm not a spy. I don't work for Russia.”   This made her realize that she was probably doing something right if she was getting information that other people were not getting in their industry. Indeed she was! Asking the right questions, and being meticulous in her job

Fri, January 31, 2025

Zero to $5M: A Nordic Recruitment Agency's Organic Growth Blueprint, with Rickard Fritjofsson, Ep #244

In this episode, we are joined by Rickard Fritjofsson. He’s the founder and CEO of a successful multi-brand recruitment company, Worldwiders, that has placed over 5,000 people in 40 countries.   Rickard discussed key elements of their company culture, influenced by sports principles, including clear career paths and collaborative goal-setting. As a recruitment business owner, it will also resonate with you how he addressed challenges such as downsizing due to market fluctuations which is a great business case of how being resilient will allow you to turn around unfavorable situations into learnings and advantages.   Episode Outline and Highlights   [03:48] How Rickard got into recruitment and how his role as the coach of Norway’s national Bandy team influences his leadership. [08:11] Why Rickard focuses on international jobs as his niche. [13:34] Growing from 0 to $5m in six years - discussion of Nordic Jobs Worldwide’s early days. [21:56] Trigger to decide on when to make the next hire in your recruitment firm. [23:35] Discussion about the business model and the management of portfolios. [26:46] Key success factors when rapidly growing their team. [36:42] Prioritizing career development of team members via progression and support projects. [45:30] Learnings that forced them to downsize and restructure.   Targeting International Jobs as a Niche   A unique selling proposition of Rickard and his team is their focus on international jobs as a niche. “So I did some research and figured out that no company in the world, even if the recruitment industry is big, is doing the niche of language recruitment of Nordics… So we were the first to step into that niche in 2016. So Norwegian, Swedish Danish, and Finnish were the specialization, and the business developed there. And we decided also to build it organically, like stone by stone.”    Being observant of industry needs, Rickard came up with an impactful solution and built their business from there. He shared their three main objectives when launching their recruitment business: build a company organically, scale the business, and be the best in what they do. So far, Rickard and his team are on track to achieving these three main goals since starting their business in 2016.  

Wed, January 22, 2025

The Human Connection: Why Top Recruiters Lead with Phone Calls, with Rachel Filby, Ep # 243

Not everyone is born to become a recruiter, but this may be the case for our special guest, Rachel Filby. When her father convinced her to pursue a career in recruitment, she never hesitated and firmly believed that it was one of the best decisions of her life. In her first year with Michael Page, she became a top biller, and she now runs her own recruitment agency, RF Recruitment. In this episode, you will hear about the very specific success factors that led to her becoming a top performer and how she successfully transitioned to becoming a consistently successful solopreneur. Rachel has 20 years of recruitment experience, initially working for one of the largest recruitment agencies in the world.  In the Financial Times Survey 2024, Rachel Filby was recognized as one of the top 150 recruiters in the UK.  Episode Outline and Highlights [01:09] How Rachel got into recruiting and how she became the number one biller at Michael Page. [11:21] Five success factors in becoming a top billing perm recruiter in the UK in her first year. [19:33] Thought process that motivates Rachel’s sense of urgency. [25:22] Discussion on rapid career trajectory and development as a leader. [32:00] Launching RF Recruitment agency during COVID and while integrating family life. [40:55] Rachel reveals her typical day-to-day process (past-present-future approach). [48:13] Best practices on lead generation and business development. [1:00:55] Rapid fire questions - business model, tech stack, etc.   Five Success Factors of Becoming the Top Biller in Her First Year as a Recruiter Rachel initially wanted a career in media, but her father recommended that she take recruitment as a career path. At 21, she started her career with Michael Page and became a top biller in her first year!  Although she primarily attributes her success to the great training she received from Michael Page, I found five success factors that could resonate well with many aspiring recruiters who also plan to become future recruitment business owners:   Commitment to Training and Preparation: Rachel took her training seriously, treating it with the level of commitment often reserved for seasoned professionals.  <li

Fri, January 10, 2025

The Science of Strategic Trust: Building Long-Term Recruitment Success, with Mary Morton, Ep #242

Mary Morton reveals how converting scientific research into strategic relationships revolutionized her recruitment approach. A biology major turned pharmaceutical recruiter, she leverages investor presentations and company pipelines to identify opportunities before her competitors.  This research-driven strategy and building deep client trust helped her agency thrive from its 2008 recession launch through today's market challenges. Episode Outline and Highlights [04:50] How Mary accidentally got into recruitment. [08:30] Critical foundations contributing to recruitment career longevity. [17:26] Building relationships and walking the talk: Mary’s ingredients to success. [29:37] Mary is a science nerd and how she uses this quality to connect with clients. [39:43] How preparation and research in advance make it easy for May to connect with decision-makers for potential clients. [42:21] Adding value in your niche as a recruitment organization. [45:20] Quick fire questions. [49:27] Why Mary launched her podcast, MSLead Chronicles. [53:27] Mary shared one of the biggest roadblocks she had to overcome.   Critical Foundations in Billing $10M  Mary's 30+ years of experience demonstrates how becoming an industry expert enables proactive rather than reactive recruiting. Her biology degree and pharmaceutical specialization became powerful advantages in building a $10M+ billing desk. Her longevity in the industry and accomplishments in the pharmaceutical niche can be attributed to several foundational elements: Curiosity and Science-Driven Approach: She emphasized the importance of being a "nerd" about the industry you work in, highlighting her drive to learn everything about the pharmaceutical space. People-Centric Focus: While being a people person is essential, Mary combined this quality with deep industry expertise and strategic focus to excel in recruitment, a role that requires more than interpersonal skills. Relentless Drive and Discipline: Mary's strong work ethic and determination were

Fri, January 10, 2025

Why Values and Connection Built Our Remote Recruitment Success, with Hugh Pocock, EP #241

Hugh has zero background in recruiting but extensive experience in agriculture. How did he leverage his industry knowledge and establish a recruitment firm that rapidly grew in five years?   You will most certainly enjoy learning about his mindset, strategies, and how he overcame several roadblocks when he founded Cultura Connect, a company specializing in recruitment within the agriculture, food, and forestry sectors.   Since its inception, the business has experienced rapid growth. They’re now a team of 13 with extensive knowledge and experience in agriculture and related fields.   Hugh is passionate about nurturing and developing talent in the agricultural, food, and forestry industries, leveraging his experience and unique insight into the challenges of building effective teams.   Episode Outline and Highlights   [02:11] Hugh’s background in the agricultural industry and recruitment. [11:30] Key stages in building Cultura Connect. [20:15] Overcoming the challenges of building your internal team. [26:58] Roadblocks and solutions that Hugh and his team have encountered in a remote setup. [38:42] Taking time to overcome other challenges in a new recruitment business. [44:41] Discussion on Cashflow Metrics and KPIs. [48:31] Hugh’s absolute keys to success. [51:48] Minimum standards that Hugh looks for members of his team. [54:28] Branding and marketing strategies.   Industry Knowledge is a Key Differentiator in Niche Recruitment   Hugh's story shows how deep industry expertise can become a recruitment agency's strongest differentiator. His agricultural background became a powerful business advantage, enabling Cultura Connect's rapid growth. His background in agriculture and tech became a critical differentiator in successfully bridging the gap between agricultural expertise and talent acquisition.    Focusing on his strengths and leveraging his background gave him the following advantages:   Niche credibility due to his agriculture experience. Accurate candi

Fri, January 03, 2025

From BD to Brand Development: How to Build a Sustainable Recruitment Business, with Jessica Hamilton, Ep #240

Few people have established the credibility and connections that Jessica Hamilton has when it comes to recruiting in the financial crime space. Jess is the go-to recruiter in London for financial crime roles, with over a decade of experience partnering with clients to build out their teams. In our conversation, Jess shares the fascinating story of how a discussion in a pub first got her interested in specializing in financial crime recruitment. She went on to launch and build highly successful teams, first at Robert Walters, then Investigo where she led the top-performing financial services recruitment team globally. Recently, Jess took her career to the next level by launching her own firm, FincSelect, with business partner Ian Christie. Jess reveals the keys to her success, including focusing on being a trusted advisor, not just a transactional recruiter. Her "soft sell" marketing approach, sharing valuable insights and building real relationships, has made her the recruiter of choice in her market.   Episode Outline and Highlights   [02:24] How Jess got into recruiting marketing roles to Financial Crime. [07:16] Key factors in building the biggest billing desk in Investigo. [12:58] Discussion of Jess’s power phrases: “The placement is the prize, not the program” & “The art of the soft sell” [16:15] Becoming a credible thought leader through LinkedIn. [24:36] How panels and other platforms can help establish your expertise in your niche community. [32:09] Video phone calls and LinkedIn messaging to get a “larger surface of luck.” [40:28] Doing BD daily - Jess shares their best practice. [43:45] How to drive and use referrals from clients and candidates as a primary metric. [53:25] Navigating work-life integration by prioritizing and being task-focused.   Nuggets of Wisdom from Jess   Jess shared insightful perspectives on her recruitment cadence and approach in our conversation. Below are the power phrases she shared that I am sure will resonate well to recruiters and business owners, both new and tenured:     "The placement is the prize, not the program"   Jess

Fri, December 20, 2024

Why Video Content is No Longer Optional in Building a Successful Recruitment Brand, with Sunjay Vyas

If there is one thing more certain in marketing and branding, it is this: Making videos is no longer optional for building a successful recruitment business brand. How do you overcome the common barriers, misconceptions, and complexities of creating effective video content? What are the proven ROI and benefits of doing so? In this episode, we are joined by Sunjay Vyas, an accomplished videographer, video podcast producer, and content creator based in the UK. He prides himself on producing compelling video content. Episode Outline and Highlights: [01:50] Sunjay’s story of starting in recruitment at age 16 and becoming a sourcer at 18. [09:27] Realizing his passion: What made Sunjay shift to a different role from recruitment?  [15:21] Three biggest misconceptions of recruitment business owners on video and audio content creation. [20:09] Overcoming the fear of creating videos for branding: building an audience. [28:22] Becoming an authority in your space by putting yourself out there. [31:51] Outsourcing, keeping it simple, and the importance of starting small and being consistent. [38:48] Generating inbound leads by constantly creating content. [40:08] Advanced content strategies and repurposing for those who already host their podcast. [44:25] Information about "Behind the Mic" community resource The Three Common Misconceptions or Barriers to Creating Video Content   Some recruitment business owners find creating videos or audio content difficult when building their brand. Sunjay and I agreed on the three most common misconceptions, and if you can relate to any of these, then you will enjoy this episode as we explain why the benefits and return on investment outweigh the barriers.   It’s Too Complicated or Overwhelming   Why It’s a Misconception:   Recruitment business owners often see video production as a technical, complex, and time-consuming process. Many start as solopreneurs already juggling multiple roles, making video creation feel like an enormous task.   Why It Shouldn’t Be:   Modern tools and platforms have simplified video production. With minimal equipment a

Mon, December 16, 2024

How I Achieved Financial Freedom By Maximizing Recruitment's Best Times, with Brock Boyd, Ep #238

"Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. When Brock Boyd started his recruitment firm in 1998, he ran his business from his bedroom in a shared house, where suited colleagues would show up to work daily - sometimes while he was still sleeping from late-night prospecting.  Today, 25 years later, he's a member of the prestigious Pinnacle Society leading an international tech sales recruitment practice. Through multiple market cycles - from the dot-com crash to 2008's recession to today's tech slowdown - Brock has built Career Management Inc. (CMI) into a sustainable business while developing wealth-building principles that have given him true financial freedom. Episode Outline and Highlights: [01:49] How a friend needing a ride to a job fair led to recruitment. [04:27] Taking the entrepreneurial leap after just 11 months! [10:47] Recalling the early days: Cold calling from his bedroom while colleagues showed up in suits. [15:26] Discussion of peak performance periods: 1999-2000 and 2021-2022. [18:17] Focus on resilience: Surviving 2002 and the $63,000 bankruptcy challenge [24:22] "I work by far the hardest in the best of times" - Brock's contrarian business philosophy [27:47] Smart financial moves most recruiters miss: The "two boulders" theory [38:51] How to retire early as recruiters: The three key factors [54:56] Tech stack deep dive: What works in modern recruitment [1:03:19] Understanding market cycles: "It's like winter and spring will come" Building a Recession-Proof Tech Sales Recruitment Practice After being hired by a staffing firm, Brock launched his own business after only 11 months! He had a fascinating story of finding his way into permanent staffing without really having much of a background before starting his recruitment firm. From solo operator to leading an international team, Brock has built Career Management Inc. (CMI) into a sustainable practice over 25 years. Starting with just three clients in 1998, he strategically evolved from general sales to

Mon, December 09, 2024

How to Win New Clients Using a Monthly Partnership Model, with Julia Arpag, Ep #237

From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that transformed client relationships and created predictable revenue while building a remote team that serves clients internationally. Julia founded Aligned Recruitment, specializing in tech recruitment for small and medium-sized businesses. Join us as she shares her journey from unexpected layoffs to building a thriving recruitment practice.   Episode Outline and Highlights [01:28] Journey into recruitment through college admissions. [03:17] The layoff that sparked entrepreneurship - 5 weeks postpartum. [08:11] Starting the business part-time during maternity leave. [16:49] Developing a unique monthly retainer model. [21:02] Creating trust through a generous partnership approach. [25:10] Building and structuring a remote team. [30:34] International recruitment strategy and market focus. [39:41] Handholding new clients. [49:26] Detailed breakdown of successful sales campaigns.  [54:14] Running multiple lead generation campaigns. [57:15] Faith, family, and building with purpose.   Reimagining the Recruitment Business Model Julia developed a distinctive monthly retainer model that transformed how she partners with clients: "A lot of recruiters only charge fee-based. So they're like, wait, you want me to pay you before you've given me a hire? Like, that's psychotic... I want to be your go-to recruitment partner for the entirety of the existence of your business." Julia's retainer model in recruitment operates on a monthly subscription-like approach, charging clients based on the number of roles they need to fill rather than per placement. Here's how it works and its unique benefits: How the Retainer Model Works: Flat Monthly Fee: Clients pay a monthly retainer based on the estimated time and effort req

Wed, November 27, 2024

How I Won Retained Clients by Starting with Two-Week Trial Periods, with Maddie Loomis, Ep #236

From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours. Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today.   Episode Outline and Highlights [01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting [03:39] Why leave tech? Maddie’s decision to start Advanced Scope [03:52] Choosing healthcare and orthopedics specialization despite tech background [15:01] The game-changer: Moving from contingent to retained search [16:37] Innovative "dating period" approach to client relationships [27:39] Building the right team: Finding people who share your values [30:34] Unique co-working approach to testing team fit [35:56] Creating sustainability: Journey from 90 to 50-hour weeks [43:24] Leveraging the Healthy Careers podcast for business growth [45:23] Converting podcast guests into business relationships [47:21] Future vision: Creating a self-sufficient team How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model   When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances.   "If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other pr

Thu, November 14, 2024

Systems That Scale: How To Grow From Solo Practice to Successful Team, with Amanda Brandenburg, Ep #235

How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?   We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.   Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.   Episode Outline and Highlights   [02:27] What is new for Amanda and her team in the last three years? [08:10] How OpusLex enhanced its business model to align with EOS. [16:30] What processes have been working well with Amanda’s team? [21:47] The practical applications of E-Myth. [27:54] Discussion on things that Amanda and her team are most proud of. [34:40] Learning to grow the team and hire the right people. [42:22] Effective collaboration tools and tech stack. [50:47] Why should working from home be balanced with working together physically? [53:07] Amanda shares what could be the biggest challenge when upscaling your team.   Systems and Process for Upscaling Your Recruitment Firm   Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:   Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a cl

Wed, November 06, 2024

How Niching Down Turned a Recruitment Business from Zero to 6-Figure Success, with Tyler Rossi, Ep # 234

Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.   Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.   Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.   Episode Outline and Highlights   [01:55] How Tyler got into recruitment and why he chose metals as a niche. [08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant. [12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer. [17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack. [20:17] Turning it around from zero to $250k - discussion on business development. [23:53] How to establish yourself as the go-to authority in your niche. [30:57] Podcasting is an effective engagement tool to go above and beyond. [38:39] A creative way of using videos to promote your client and strengthen relationships. [43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter? [46:01] What is next for Tyler and American Dream Search?   Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry   When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler!    His conclusion is “The riches are in the niches!” He highlighte

Wed, October 30, 2024

How to Find Hidden Talent: The Radical Truth About Second Chances, with Emma Freivogel, Ep # 233

As a recruitment business owner, have you considered how to tap into overlooked talent pools while meeting corporate diversity demands? Our special guest, Emma Freivogel, shares how she built two successful organizations - a charity (Radical Recruit) and a profit-for-good consultancy (B Radical) - focused on placing candidates from non-traditional backgrounds into corporate roles.    If you're interested in combining social impact with business success, Emma's insights on structuring support services and creating sustainable revenue through corporate sponsorship could transform your approach to recruitment.   Emma is the Founder and CEO of Radical Recruit, a pioneering charity that supports companies in recruiting talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, victims of domestic violence, and those facing barriers to work. She is also the co-founder of B Radical, a profit-for-good consultancy that supports businesses in implementing inclusive recruitment practices and developing diversity strategies.   Episode Outline and Highlights   [02:06] The history of how and why Emma founded Radical Recruit and B Radical. [05:01] Insights on candidates' backgrounds being advocated for hiring by B Radical. [16:33] Emma expounded on her philosophy of giving people second chances - knowing about Chan’s story. [22:23] Interesting story of how Emma got into her field. [24:39] B Radical’s business model. [30:11] How receptive are companies to partnering with Radical Recruit? [32:43] Malcolm’s powerful and inspiring story. [36:44] What is next for B Radical and Radical Recruit? [39:00] Emma’s learnings as a business leader can applied to all business owners and leaders.   The Philosophy Behind Radical Recruit’s Advocacy   Recruitment is challenging in general, but for Radical Recruit, it presents additional difficulties. They focus on supporting marginalized individuals often excluded from the traditional labor market. Emma and Radical Recruit advocate for people from underrepresented communities—those who face barriers related to ethnicity, gender, disability, and past adversities such as homelessness, crimin

Wed, October 16, 2024

How to Leverage Video Content to Boost Your Recruiting Business, with Sarah Englade, Ep #232

As a new recruitment business owner, how much do you invest in marketing and personal branding? Is the ROI worth it?   Our special guest, Sarah Englade, explained how she scaled to $1.5m in revenue in 18 months with the help of LinkedIn personal branding. She shared her strategies and how she overcame struggles when creating content, which can be helpful if you also find value in content creation.   Sarah Englade is the Owner & Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior roles in accounting, finance, and human resources throughout Houston, TX.    Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. Between 2012-2020, she successfully placing over 2,800 candidates and generating millions in revenue.    Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values.    Episode Outline and Highlights   [02:42] How Sarah got into recruiting by accident and how she excelled before launching her firm. [08:15] Understanding contributing factors to burnout in staffing and how to mitigate it early. [11:11] Keys to Sarah becoming a top producer. [13:15] The remarkable story of Monarch's launch during the pandemic. [20:17] Three action items kept Sarah going during the first 6 months of Monarch. [24:27] Sarah’s book recommendations. [26:24] Journey and strategies in building a personal brand through LinkedIn. [36:33] Are you intimidated to do video content? Sarah shares her process. [41:48] What is the ROI in content and personal brand marketing? [48:21] Other elements that contribute to Monarch’s successes on top of personal branding. [54:30] “You always have to be a student of learning” [56:16] Quick fire questions: Tech Stack and Metrics that matter for Sarah, and keys to resilience.   Three Steps That Keep Monarch On-Track in the First Six Months</

Fri, October 04, 2024

How Clear Expectations and Delegation Built a £3 Million Recruitment Team, with Mike Stirton, Ep #231

As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting.   In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation.   Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial & Professional Services sectors.    Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+.    He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.   Episode Outline and Highlights   [02:06] How Mike got into recruiting and why he could adapt quickly. [06:21] Building high-performing teams: leading a £3M team of 5 consultants. [15:40] Overcoming the lows - why Mike at one point hated recruitment. [20:10] Specific best practices on how to format a great CV. [27:05] Effective approach to developing other top billers. [31:02] Mike shares his business model and placement niche. [37:46] What is a recruitment leader’s greatest achievement? [41:01] Why sometimes under-projecting works. [44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers. [48:40] Redesigning back office operations to provide innovative solutions. [53:59] The five steps in mapping out your recruitment process.   Key Ingredients to Build High-Performing Teams A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors:  

Fri, September 27, 2024

How to Achieve Rapid Success in a New Recruitment Market, with Alec Borlin, Ep #230

How does a recruiter go from new to market to Champions Club in just two years? For Alec Borlin, the answer lies in the power of disciplined planning and relentless consistency.   Alec is a CPA turned recruiter. He started with one of the world’s largest recruiting & staffing companies, where he did extremely well before starting his own firm BGC Search in 2022.    He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area.    Alec recently launched The Recruiter’s CPA which provides bookkeeping and tax services for recruiting and staffing companies.   In this episode, you will hear how Alec structures his day with daily habits and strategies that result in consistent billings. He also shared the concept of having an ideas bank, how to utilize AI when enhancing content, and why LinkedIn is still his trusted platform for lead generation.   Episode Outline and Highlights [01:00] How Alec got into recruiting. [05:36] Early successes in agency recruiting. [09:58] Discipline and daily actions for success. [16:42] Launching BGC search - Alex walked us through what motivated him to launch. [21:19] How Alec achieved $100k revenue in Q1 from inbound leads alone via LinkedIn. [27:49] Trusting LinkedIn as a relevant platform to get results. [34:05] Consistent posting by having an ideas bank and how to enhance your content with AI. [39:11] Alec discusses Recruiter CPA  and how it helps staffing and recruiting firms in accounting. [44:10] The challenges of being a solo recruitment business owner in terms of tasks and time management. [48:38] What is next for Alec and his team?   Planning and Strategies That Set Alec Apart In his second full year as a recruiter, Alec became part of the “Champions Club” for two consecutive years despite being new to the market. What sets him apart is his work ethic which includes consistency in planning. Alec sets himself apart by maintaining a consistent and disciplined approach to daily activities. His early career success was rooted in structured habits, such as waki

Mon, September 16, 2024

How to Stay Ahead in Recruiting: Insights from NAPS Leadership, with Trinette Cunningham and Teresa Delibert, Ep #229

As the recruitment industry rapidly evolves, it is crucial to stay on top of the trends shaping its future. In this episode, we talk with Trinette Cunningham and Teresa Delibert about shifts in candidate engagement, social media strategies, and the growing importance of wellness in hiring.   Trinette is the President of NAPS, the National Association of Personnel Services. She has held that office for 9 years and has been with NAPS for 23 years.    Teresa is on the board of NAPS, and she’s here to add her perspective as a recruitment business owner with over 20 years of experience in the industry.    I’m keen to get Trinette and Teresa’s perspective on the recruitment industry from her vantage point as the president of the oldest recruiting association in the United States.  Working with their membership of thousands of recruiters, want to explore the trends, challenges, and opportunities they’re seeing in the market.   Episode Outline and Highlights   [01:39] Trinette shared an overview of NAPS. [07:23] Teresa’s role within NAPS and how she started in the recruiting industry. [14:41] Discussion on the current economic and recruitment climate and how NAPS supports its members. [21:01] Enabling diversity, equity, and inclusion.  [25:26] The size of NAPS membership and the value of their certification process. [29:06] Emerging trends of opportunities and challenges in the recruitment industry. [42:53] Shifting from a candidate-driven to a client-driven market. [45:20] Know about the upcoming NAPS conference.   Emerging Trends - Opportunities and Challenges in the Recruitment Industry   Being with NAPS for 23 years, Trinette’s insight into emerging trends in the recruitment industry is invaluable. As a recruitment leader or business owner, do you want to focus on capturing upcoming opportunities or mitigating future challenges? Below are some takeaways on the emerging trends that Trinette and Teresa shared:   AI Integration: AI significantly improves recruitment by automating tasks like job description writing, reducing unconscious bias, and aiding in candidate screening and interviews. AI helps recruiters become more efficient

Fri, August 30, 2024

The 4 Talent Magnets that Drive Recruiter Retention and Success, with Charlie Saffro, Ep #228

“We spend 50% of our lives working… What is crazy is that 8 out of 10 people in today’s workforce say they don’t even feel a connection to their jobs or their employer. Which means that most of us are probably half of our lives feeling disengaged and maybe feeling unfulfilled.”   This is how Charlie Saffro opened her TEDx talk on prioritizing people in your business. As the CEO of a recruiting firm, she gives insightful takes on how a people-first culture can positively impact you and your client’s retention and long-term revenue.   Charlie is the CEO of CS Recruiting, which specializes in the Supply Chain, Logistics, and Transportation industries. The company is based in Chicago and recruits nationally. Charlie founded CS Recruiting over a decade ago and has built it from the ground up into a multi-million dollar organization.   She leads a team of 28 talented recruiters, emphasizing a people-first culture.    Episode Outline and Highlights   [02:55] How Charlie fell into recruiting and eventually put up her recruitment firm. [10:46] Winning and completing a project involving hiring 50 people in the first year of business. [14:32] Milestones within the 10-year journey as a founder and CEO. [21:41] Fostering a People-First Culture and its long-term benefits to retention and revenue. [33:58] The four magnets in building a people-first culture. [36:25] Transitioning to and embracing the full CEO role by learning to delegate. [43:47] Keys to developing a strong brand. [53:33] Charlie’s perspective on the current market environment and how she responds as a leader.   The Four Magnets in Building a People-First Culture   From a business point of view, a people-focused culture benefits employees and contributes to the organization's long-term success and resilience. Charlie gave very specific and pragmatic initiatives that they implement to engage with their employees. What strategies can you implement to foster a people-first culture in your recruitment firm?    Charlie explains that culture acts like a magnet in attracting the right talent while repelling those who don't align with the company's values. She breaks down this concept into four key "talent magnets":   <

Thu, August 22, 2024

Why Relentless Work Ethic is Key to Executive Search Success, with Vince Dunne, Ep #227

When he started his search firm, Vince was told that you would make 100 grand in year one if you're lucky. In his first year, he did more than $600k in revenue! Was that just a lucky year? Definitely not. He would not even consider his 12 years in business his best year. What are Vince’s key strategies in achieving this phenomenal result? In this episode, he shares two things: his belief system and his hard work.   Vince Dunne is the President of Dunne Search Group, an executive search firm based in South Carolina. For the last 12 years, he’s specialized in recruiting salespeople for the biotech industry and has helped build some of the most important companies in cancer testing.   Episode Outline and Highlights [01:56] How Vince got into recruiting and how he was able to shorten his learning curve. [10:26] Transitioning from a top recruiter to a recruitment business owner. [14:27] Overcoming the scarcity mindset: would you be friends with a close competitor? [16:34] Pulling off $600k in his first year of business.  [25:51] How Vince set up 210 interviews to land 70 monthly placements. [35:10] Discussion on Retain vs Contingent? [36:53] Vince reveals his team size and structure. [42:10] How to pitch an exclusive search arrangement with your client. [45:25] Topic on tech stack and approach to reaching out to clients and candidates. [56:03] How to “make a name for yourself.” [59:12] The biggest adversity Vince faced in his career.   Pulling off $600k Revenue in His First Year Vince and I talked about his motivation to transition from being a top recruiter to launching his search group. “But I noticed I was getting my clients. Nothing was handed to me, and I thought it was because ‘Vince will figure it out. You know, he's. He's doing well. He's rookie of the year.’ I'm hitting all my numbers every quarter… So I was getting my clients anyway. So why am I splitting my business? And so I felt like I was ready. I've got enough clients out there of people that want to do business with me.” Knowing that he was ready, he took on the challenge of becoming a r

Mon, August 12, 2024

How to Leverage Global Talent to Scale Your Local Recruitment Agency, with Troy Ashby, Ep #226

How did a Certified Public Accountant launch and scale his recruitment business from the ground up? In this episode, you will hear about Troy’s journey in starting and growing his search business! Troy shares the hurdles he faced and his strategies to overcome them and thrive.   Troy is the President of Benchmark Search Group in Dallas. He founded the company in 2018 after working at one of the Big Four accounting firms and more than a decade with one of the largest national recruiting firms.    Troy has built Benchmark’s reputation as a trusted advisor for sourcing and recommending the right accounting talent, specializing in direct hire placement, executive search, and temporary staffing for accounting and finance professionals.    Episode Outline and Highlights [02:02] How Troy got into recruiting and was almost fired in his first 90 days. [08:00] Winning Best Place to Work for Working Parents. [11:57] Key challenges in Troy’s journey of building his own business. [21:44] Time tracking exercise to improve efficiency while focusing on value-adding activities. [24:00] Hiring a VA and fostering an environment where your team members are proactive. [33:09] Doing things differently to improve the training component. [42:40] Troy shares insights on what he had learned while running his search firm. [50:01] Troy’s three most important metrics in running a search firm.   Overcoming Showstoppers When Launching a Search Firm   How a successful search firm owner started his journey is always interesting. Most often, launching your recruitment business can be extremely challenging! Even if you are an excellent recruiter, running your own business is a different ball game; nothing can fully prepare you for it. Troy shared his journey from being a solo entrepreneur to building his own team. Below are the takeaways from the challenges he had, and I am sure you will be able to relate if you are already running your own recruitment business:   Starting as a solo entrepreneur: Troy knew he needed to hire, but it took him nine months to hire his first employee. Slow initial growth: His hiring proces

Fri, August 09, 2024

How to Build a Recruitment Dream Team of 27 Top Performers, with Trey Hugley, Ep #225

“You can't manage people and lead them at the same time… You're managing a task. You're leading people”   Do you apply the same principles when running your recruitment firm? How do you develop leaders and managers to establish a succession plan when you are scaling it?   My special guest, Trey Hugley, shares his insights on fostering an environment in his recruitment business that not only grew his team in numbers but professionally as well. Trey is the President of Genesis Resources based in Dallas Forth Worth. Trey is a leader in executive search for the insurance industry, with over 28 years of experience.   Having launched and sold a recruiting firm, Trey founded Genesis Resources in 2004 with a commitment to bringing a consultative approach to recruitment. Trey also founded a sister business, Genesis Industries, in 2014, expanding consultancy practices into the Manufacturing, Engineering, Accounting & Finance, and Healthcare sectors.    Episode Outline and Highlights   [02:21] Trey’s story from being a recruiter to starting his firm. [06:45] Sharing perspectives on how commitment and exclusivity work with client relationships. [19:54] Milestones in building an organization - how Trey built his team to 27 people. [33:09] How do you decide when you have to part ways with a team member? [46:56] Planning your brakes rather than it creeping up on you. [51:13] Developing business leaders and managers.   Scaling His Recruitment Firm Successfully A key achievement of Trey that I wanted to pick his brains on is how he progressed in building his business from just him to having 27 team members. “I could have made a lot more money over the last 15 years if I was just doing it on my own. Mine is an end game. If I build it, I think my mentality is a little different. I enjoy the concept of building. I like the idea of growing something.”   Trey shared his practices when looking for someone to join his team. He mentioned hiring competitive individuals, often with a background in team sports, who can thrive in a competitive environment. He stressed the importance of training and creating an environment where his staff can support and learn from each other. We covered two focus areas when scaling: taking responsibility and ownership for hiring decisions and training to ensure that the right people are in the right roles.    <p

Fri, July 26, 2024

How Can AI Drive Sustainable Growth in Your Recruitment Business, with Julie McGrath, Ep #224

Already exploring AI but unsure how to maximize its potential to elevate your recruitment business?   In this episode, our coach and Client Services Director, Julie McGrath, shares how you can further embrace AI when creating content specific to your niche market. Julie shares insights on how you can use AI to drive sustainable growth for your recruitment business.    Julie is a highly experienced coach with 15 years of experience in the recruitment industry, including 8 years as a solo recruiter specializing in Tech and Executive recruitment. Before her career in recruitment, Julie worked in large-scale operations and managed 200 people.    You will also get a preview of an AI Program she designed explicitly for Recruiters and recruitment business owners, including a Training program for recruiters to help with Business Development, account management, and candidate sourcing.   Episode Outline and Highlights   [02:31] From a graphic designer to a recruitment business owner - how Julie got into recruitment. [09:57] Retrospect: things Julie would have done differently when starting her business. [16:02] Developing programs to assist young job seekers. [26:30] Running a successful RPO model. [31:03] Common qualities of successful recruitment business owners. [41:09] Leveraging AI to improve your recruitment business. [51:31] Creating content specific to your client and candidates’ needs through AI. [1:01:30] Testing ChatGPT 4.0.   Common Success Qualities of Recruiters and Recruitment Business Owners   Julie’s experience as a recruiter, business owner, and recruitment coach puts her in a position to work with some top-performing recruiters and business owners. She shared great insights and observations on the most common challenges and critical success factors.    “I'm very fortunate to be in this position where I get a peek behind the curtain of the top-performing recruiters. And then also those that are maybe new to the industry that are just starting and trying to define their feet, like we all did it at one point or another in our career.”   Here are the critical success factors that she shared:   <p dir="lt

Mon, July 22, 2024

How to Manage $25 Million in Annual Billings for a Single Client, with Gina Matteson, Ep #223

In this episode, we dive into the challenges and rewards of managing enterprise clients. Drawing from over two decades of experience in the Recruitment & Executive Search Industry, Gina Matteson shares her learnings from handling large-scale clients effectively.  Gina and I discussed strategies for effective stakeholder management, navigating complex challenges, and delivering exceptional value.   Gina is the Founder & CEO of GemTek Recruiting. They strategically partner with clients in  Connective Intelligence is our groundbreaking recruitment solution that combines the power of advanced AI with a reliable commitment to genuine human interaction.   With over two decades of hands-on sales & recruiting experience in Canada & the US, Gina's passionate approach to work is underscored by an unwavering commitment to prioritizing relationships above all else.    Episode Outline and Highlights   [01:35] How Gina found her way into the recruiting world. [03:38] What led Gina to start her own business? [05:18] Enterprise Insights: Valuable lessons Gina learned from working with big clients. [16:14] How Gina tackled a major challenge—a 15% pay rate cut. [23:06] GemTek's Rollercoaster Ride: The highs and lows of launching Gemtek. [26:36] Gina’s unique recruitment strategy, blends AI with a personal touch. [34:26] A dive into Gina's book and the toughest battles she faced.   $25 Million Annual Billings for a Single Enterprise Client    Gina’s diverse experience working with enterprises like American Express, Honeywell, and Google puts her in a great position to offer perspectives and strategies when working with large clients. She highlighted her experience working for a $2B organization, American Express. She shared what led to her success, which includes annually bringing in $25m in revenue for the client.    One key component is bringing people together, communicating, and bridging the gap between large organizations within the organization. Gina said, “Bringing those groups together and kind of bridging that gap, regular meetings, I would often bring different stakeholders together and actually host a meeting within the organization because one group could be asking for something and then another group, it doesn't work with them.”    You will also hear about

Fri, July 05, 2024

Proven Strategies for Building a Successful Lifestyle Recruitment Business

Working 100+ hours a week nearly burned Gregg out. If running your recruitment business is stressing you out, Gregg’s story may be able to help you. I am pleased to be joined by Gregg Salkovitch. Gregg is intentionally growing his recruitment firm to become a lifestyle business. Along the way, he learned a lot of things to achieve his goal while gaining more lifestyle freedom. You will hear insightful strategies on how Gregg is building his team and delegating tasks. We also discussed why it is critical to hire a COO to help you in scaling your business. After a career as a top sales performer for 3 consecutive companies, Gregg co-founded a sales recruitment agency to combine the 2 things he loves most in business: sales and helping people. In 6 years, Gregg grew his company organically with no outside funding to 60 employees, reaching the Inc. 5000 for fastest growing companies 3 consecutive times.  He then started a separate recruiting company, Right Choice Resources, which specifically focuses on the placement of salespeople, executives, marketing, account management, and customer success. Episode Outline and Highlights [01:38] Gregg’s journey of how he got into recruiting. [04:30] When being laid off is a blessing in disguise. [10:18] Transitioning from individual contributor to a recruitment business owner: Gregg shares the challenges that they overcame. [14:51] Scaling team to 60 people in six years. [17:07] Gregg reveals his key success factors. [20:06] Character over resume: hiring strategies to get the right people. [35:11] Discussion on growth strategies for a lifestyle business. [37:02] When to hire a COO role to scale your business. [42:49] Make less money in the short term to get long-term benefits. [48:04] Transferrable skills from sales to recruiting. [52:57] What is next for Gregg and his business?

Fri, July 05, 2024

How Can Recruiters Transition from Top Biller to Firm Owner, with Katharine Wilcox, Ep #222

Have you ever wondered how a top-performing recruiter becomes a firm owner? Katharine Wilcox, President of Resource Mosaic, shares her journey. After joining the firm in 2011, Katharine took over the business in 2022. In this episode, she discusses her transition from director to owner, her challenges and the strategies that drove her success in executive search. Whether you’re a recruiter considering firm ownership or looking to boost your performance, Katharine’s insights on building trust, hustling, and executing in the competitive world of accounting and finance recruitment are not to be missed.  With a background in entertainment and accounting, Katharine boasts a proven track record of connecting top talent with growth opportunities. Katharine is a member of the Pinnacle Society, a fantastic group of recruiters who are among the top producers in the United States. Episode Outline and Highlights   [01:58] Katharine’s background in a talent agency and how she went into recruiting. [06:47] Discussion on how Katharine transitioned from being a director to becoming a business owner. [19:43] Building teams that drive company growth. [25:36] What is the secret to building trust with your clients and candidates? [32:25] Why Katharine loves MPC marketing and her process. [39:54] Initiating conversations with hard-to-reach roles. [47:04] What a support team looks like for big billers. [50:11] Quick Q&A on Katharine’s operational structure and business model. [52:55] Katharine reveals the biggest challenges she had to face as a recruiter.   Three Key Elements When Building Effective Teams to Drive Company Growth   One key highlight in my conversation with Katharine is how she builds trust with clients and candidates when building teams in key projects. She fondly recalls how her first hires eventually became CEO and CFO, which makes her extremely proud. “So if I get a certain number, hey, we're looking for these, I just have to go find that soft skills, that personality, that desire, that career drive, whatever it is that they're looking for that will help drive the company's growth and change and hopefully last for a really long time.”   Katharine shared three critical elements when b

Fri, June 28, 2024

How to Win Multi-Hire Team Build Projects in Executive Search, with Paul Press, Ep # 221

Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights!    Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position.   In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects.   Episode Outline and Highlights   03:25 Paul’s recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul’s MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition.   Leveraging Experience as an In-House Recruiter   Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like.   Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer:    “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's

Fri, June 28, 2024

How to Win Multi-Hire Team Build Projects in Executive Search, with Paul Press, Ep # 221

Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights!    Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position.   In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects.   Episode Outline and Highlights   03:25 Paul’s recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul’s MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition.   Leveraging Experience as an In-House Recruiter   Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like.   Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer:    “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's

Thu, June 20, 2024

How Purpose-Driven Business Models Help a Female Founder Achieve Acquisition Success, with Helen McGuire, Ep #220

Helen joined us three years ago to share how to attract 70% more diverse talent by leveraging DEI - diversity, equity and inclusion. This time, she returns as a special guest to share an amazing feat - the platform she co-founded, Diversely.io, has just been recently acquired. This means more sourcing and recruitment firms can now access the platform, meaning more recruiters and sourcing firms can embed DEI in their hiring process. What fascinates me more is Helen’s strategies and lessons learned from exiting Diversely.io. She shared strategies and things she would have done differently, which I am sure many of us will also learn from. Overall, Helen believes that the key to success is following a purpose-driven business model. Helen McGuire is an exited founder, author, advisor, mother, podcast host and DEI changemaker.  Helen is a leading figure in DEI and business strategy and is renowned for her impactful initiatives. She founded Hopscotch. work, the first women's careers platform in the Middle East and Asia, and her journey led to the creation of Diversely.io, a groundbreaking AI platform acquired by The Access Group in 2023.   As the host of The D&Igest podcast and author of the upcoming book  'The Female Scale', Helen's expertise extends to coaching female founders and advocating for purposeful businesses globally.    Episode Outline and Highlights   [02:50] Helen shares updates on Diversely.io’s acquisition by the Access Group. [08:54] What barriers do entrepreneurs with diverse backgrounds face when starting a business? [13:00] Encouraging more women to take the entrepreneurial leap. [17:33] Walkthrough on Diversely.io’s exit process and how a purpose-driven business model made it happen. [30:00] Things that Helen would have done differently when undergoing acquisition. [38:31] Teaser on Helen’s new book, The Female Scale.   Embedding DEI Into the Business Strategy   Diversity, equity, and inclusion are critical in the hiring process. This is essential because it is the right thing to do and a strategic business decision that can lead to more innovative and successful organizations.   I had Helen as a guest three years ago, and I am fascinated by her current position on championing DEI in the recruitment industry. She is a great example of an astounding business leader who advocates equity and opportunity for

Thu, June 13, 2024

How a $20M Biller Drives Business Development While Leading a Team, with Jennifer Meyer, Ep #219

Measuring your company's economic influence drives self-motivation and is a powerful tool for marketing and business development. Jennifer Meyer of Govig Executive Search joins us in this episode to give insight on using specific metrics to measure your economic impact and how you can communicate it with potential clients.   Jen has a lifetime cash-in of $20M over her 26 years in the industry. She’s the SVP of Strategic Partnerships at Govig & Associates, where she’s at the helm of business development. She leads the overall team of 27 recruiters, actively front-facing with clients and playing a significant role in surpassing $14M in results.   Jen’s recruitment efforts have been vital in assisting small to mid-size firms, particularly those under private equity, to double in size. Jen’s placements have contributed to an economic impact exceeding $1B.   Episode Outline and Highlights   [01:51] Jen’s start in the recruitment industry as a college intern. [10:09] Differentiating techniques in communication and business development. [19:06] “Speak to them in their language” [28:02] Training your team to apply the TSI (Targeted Sales Information) approach. [40:00] How to quantify your economic impact. [50:41] A boutique recruitment firm’s differentiators against the bigger organizations. [54:53] Discussion on team development strategies. [59:18] Jen’s take on work and life harmony.   Quantifying the Economic Impact of Your Recruitment Business   Measuring your company’s economic impact can be significantly beneficial for at least two reasons. The first one is self-motivation; knowing how you contribute to the broader economy can positively impact and fulfill. The second one is on the marketing and business development side. It can help potential clients understand the bigger value you will bring to their organization.    Jen shared how she is able to track her placement’s economic contribution using specific metrics. Her placements overall have contributed to more than $1B in economic impact. She shared their formula: “We always talk about the size of our billings or our business in relation to what were invoicing or what our split was in relation to cash in. But we really should be talking about the salar

Wed, May 29, 2024

How Grit and Determination Fueled a $2M Recruitment Firm's Success, with Brent Orsuga, Ep #218

Starting a recruitment business from scratch demands dedication, planning, and an aggressive approach to networking and client acquisition. You will also need a massive differentiator - and our special guest in this episode shared his approach to how he grew his search firm to more than $2M from scratch!    We are joined by Brent Orsuga. In this episode, Brent highlighted the importance of deep client relationships, strategic matchmaking, and staying motivated by setting high goals and continuously driving growth.   Brent Orsuga is the Founder of Pinnacle Growth Advisors, a headhunting and talent advisory firm solely dedicated to the Supply Chain and Logistics industry.  Brent comes from 22 years of recruiting and 15 solely in Logistics. Brent helps companies, from startups to Billion-dollar companies, find the best people possible. Pinnacle Growth Advisors has won numerous awards over the past 10 years, including the INC 5000 fastest-growing companies.    Episode Outline and Highlights   [02:09] How Brent got into recruiting 22 years ago. [04:48] Why does Brent consider himself a Talent Advisor rather than a Recruiter? [08:43] How to “know the best seat in the house” - understanding your client via face-to-face visits. [16:04] Brent’s story of building networks of relationships when he was only starting in the business. [24:57] Mindset and Motivation: How having a chip on your shoulder pushes Brent forward. [30:48] Daily routine discussion - Why Brent wakes up at 3:30 am to start his day [37:00] Brent shares insights on the outputs and inputs that matter. [40:33] How Brent used visualization techniques to lead his company to the Inc. 5000. [46:30] The reason behind Brent’s passion for Supply Chain and Logistics. [51:49] Brent shares excellent advice on not spreading yourself too thin and other success factors. How Brent Started from Zero and Won the Confidence of Clients   Brent shared a fascinating story of how he got into the recruitment business and started his firm with no plan B or option of failing. He was initially a candidate who transitioned to becoming a recru

Thu, May 23, 2024

How to Elevate Your Recruitment Firm to $12M with Effective Lead Generation, with Jeremy Jenson, Ep #217

Top-of-the-funnel lead-generation activities are a critical ingredient for a successful recruitment business. How do you strategize your lead generation to stand out in this age where all your competitors are probably doing the same thing you are doing?  We are really lucky to be joined in this episode by Jeremy Jenson, the founder and CEO of Encore Search Partners, the largest privately owned executive search firm based in Houston, Texas. Before starting his recruitment firm, Jeremy used to run a lead generation company for different businesses such as recruitment and search firms. You will hear Jeremy’s insights and strategy on lead generation activities and how he transitioned into becoming the recruitment business owner of a $12M search firm.  Episode Outline and Highlights [01:50] How Jeremy got into recruiting. [05:36] Business milestones - Overcoming adversity, rebranding, and hiring someone with more technical expertise. [13:02] Why recruitment business owners should hire and do things with others. [25:49] How EOS (Entrepreneur Operating System) can impact your business. [35:25] Jeremy’s insights on Lead Generation as a core strength. [45:10] Encore Search’s seven core values. [53:38] What made Encore Search win Best Place to Work in the Houston Business Journal?   From a Lead Generation Firm to a Recruitment Business - Jeremy’s Story   Jeremy’s story on what led him to the recruitment industry is fascinating. He started a lead generation company in 2010 - and upon realizing that more than half of his client base was sourcing and staffing businesses, he transitioned into putting up his recruitment business. His claim to fame was in lead generation, where he was the main lead generator, regularly feeding senior recruiters with leads.    His business grew and was billing a million in the third year when market and economic difficulty struck. He had to make a pivotal decision whether to shut his business and be a full-time employee or to keep on going. You will hear how his decision to stay in business paid off, and how implementing strategies to go national and hiring other senior leaders contributed to their growth.    I think many of our listeners can relate to what Jeremy went through. Starting your own recruitment business is not easy - you can get to the point where

Fri, May 10, 2024

How this Veteran Recruiter Averaged $750K Annually for 29 Years Straight, with David Bradley, Ep #216

Being a high biller requires a combination of hard work, skills, and strategies. But what does it really take? My special guest, David Bradley, is a 29-year veteran who averaged $750k in annual billings his entire career! In this episode, David shares the strategies and mindset that make him a very effective recruiter! On top of that, David also manages high-volume accounts with a team of 60 headhunters. If you are a recruitment leader like David, you will find insightful takes on how he manages KPIs and how they drive a culture that is geared towards performance. In 2009, David helped start Movement. He is a partner with Movement and has been an instrumental part in helping the firm grow from 3 to 65 plus headhunters over the past 14 years. Movement has 5 brick and mortar offices across the United States. Episode Outline and Highlights [02:29] How David got into the recruiting business. [07:14] Top recruiter secrets & grinding on a 10-5-2 formula. [10:32] Structuring daily activities & time management best practices. [17:52] You need to get three critical pieces of information when speaking with a candidate. [24:26] The foundation of what makes David a successful recruiter. [26:50] Movement’s culture and mission. [34:30] Striking the balance when managing your team’s KPI. [37:40] Retaining the momentum in 2024 - key to continuous growth and eight-figure billings. [45:20] How Movement’s owners play different roles? [52:29] David’s future growth plans.   What it Takes to Be a Top Recruiter What does it take to become a top recruiter? It certainly involves grind and hard work. David’s 29-year experience provides him with a credible perspective on what it takes to be successful. This also gives him an advantage as a recruitment leader - his capabilities are a testament to how his team has been performing. Below are the critical topics that David and I discussed:   10-5-2 Formula Being cognizant of your time Planning ahead of your phone time Mindset   If you are listening, as a recruiter or recruitment leader, David's insights are inspiring!   The Foundation of Being a Successful Recruiter   Being consistently successful in a long time requires more than hard work. There is something else and David generously shared his secret sauce:   “So I think having that gratitude, understanding that we get to talk to people for a living and hav

Fri, May 03, 2024

Why Modern Recruiters Must Embrace Cold Calling to Stay Competitive, with Danny Cahill, Ep # 215

In the evolving recruitment landscape where LinkedIn and ChatGPT dominate the conversation, one tool stands resilient: the humble phone call.  Is cold calling still a critical part of your recruitment and selling process? Can you be a successful modern recruiter while making zero cold calls? I am thrilled to be joined by a veteran and successful recruiter, Danny Cahill. You will enjoy his insights based on his decades-long expertise in recruitment approach with a spotlight on the importance of using the phone for cold calls.  Danny started his recruiting career right out of college at Hobson Associates. He became its rookie of the year and went on to become a top producer and the general manager by the age of 26. At 27, he bought the company and built it into one of the country's largest search firms. Danny was the educational chairperson of the Pinnacle Society, 75 of the highest achievers in the industry. Episode Outline and Highlights [02:12] “Phone: Friend or Foe?” – insights on Danny’s talk at the last Pinnacle Society Summit. [09:50] Recalling the good old cold calling days. [13:08] Approaching the current landscape of a 5% call response rate. [22:09] Why must modern recruiters understand and maximize the phone's power? [32:33] “The phone call is a birthday card.” - Danny explains why effort toward candidates and clients can be a strong differentiator. [39:35] Can you be a successful recruiter nowadays without making phone calls? [45:39] Flipping the order – why the phone should come before email. [52:40] Thoughts and insights on AI.   How Veteran Recruiters Should Approach the Current Industry Landscape   I have known Danny for decades - he is a legendary recruiter and you can just imagine my delight when I had the chance to meet him in person at a Pinnacle Society conference last year. We discussed the talk he gave about using old-school cold-calling. Danny believes that using the phone is a critical skill for recruiters, especially before the advent of the internet. We recalled how exciting it was to not know in detail who you would be talking to, how skillful you should be when carrying conversations, and of course, going through gatekeepers before reaching your actual target.   But the landscape now ch

Fri, April 19, 2024

How To Build Your Dream Team and Replace Yourself as a Biller, with Balraj Guraya, Ep #214

Building a scalable recruitment business that operates seamlessly even without recruiters' direct involvement should not be just a dream—but a tangible goal. Balraj's achievement with Envision Education serves as a testament to what can be accomplished through strategic planning and execution. Today’s episode explores how recruiters can build high-performing teams and a scalable business with a special guest, Balraj Guraya. As the founder and director of Envision Education, Balraj has not only grown the company into a high-performing team of 23 individuals but also strategically positioned himself to focus solely on scaling the business by replacing himself in the hands-on role in 2022 Tune in to gain valuable insights from Balraj's unique approach and what's working and not in building a scalable business that can thrive even when the founder isn't in the driver's seat. Episode Outline And Highlights [01:46] Why Balraj got into recruitment and started Envision Education  [05:20] How Balraj began his business and how things worked in the first year [08:07] The biggest challenges Balraj encountered before building a team [12:04] The key milestones of growing a team from 2 to 23 people  [15:06] How to structure the interview process and get the right people onboard [22:37] Ways to structure your team and create an excellent candidate journey  [20:45] Steps to building a recruitment business that runs without you  [33:20] What contributes to creating a high-energy environment   [44:23] How to hire right and create a smooth transition into your culture [48:28] The key to building successful business partnerships with Rec2Rec  [55:42] What candidate's journey is all about, and how it works  [59:11] How to design, roll out, and improve processes for scale  [01:02:04] Tip to conquer staff turnover and self-doubt as a business owner How to Become a Manager and a Leader and Build Confidence in Your Effectiveness During our discussion, Balraj and I dis

Thu, April 11, 2024

How Recruiters Can Master the Grind and Unlock Success, with Matt Ballema, Ep #213

Every successful recruiter will tell you success is born out of the grind, not the glory. Mastering the grind is the key to unlocking growth. Whether building a robust network, honing communication, or leveraging technology, recruiters must navigate the ups and downs with resilience and determination.   Today’s episode explores how recruiters can embrace the grind and build successful businesses with a special guest, Matt Ballema. Matt is the founder of Pioneer Search Group. With a track record of consistently surpassing the million-dollar revenue mark for the past three years, Matt brings over two decades of executive search experience. He specializes in material handling automation space and has placed professionals at all levels, from general manager, president, and COO to sales reps and engineers all over North America. Tune in to gain insights on elevating your firm to unprecedented success. Matt's insights will inspire and enlighten you whether you're a seasoned recruiter seeking to optimize your operations or an aspiring entrepreneur looking to carve a niche in the industry. Episode Outline And Highlights [02:19] How Matt got into the executive search business space  [04:13] When Matt started the Pioneer Search Group [10:40] The difference between burning out and embracing the grid  [18:34] What it means to work hard and be consistent as a recruiter  [20:03] Three important metrics to track in a recruitment business  [25:24] Key tools to adapt to stay with the times and leverage technology [35:07] How to stay relevant as an executive recruiter in the digital environment  [39:10] How to create an in-house team structure for building your database  [42:58] The rainmaker model and how it works in a recruitment firm  [48:23] Leveling up your team and scaling back direct workload Vs retiring  [50:58] How recruiters make people multimillionaires, changed lives and family trees  [54:47] How recruiters can harness fear as motivation rather than a detour [

Fri, March 29, 2024

How to Scale Your Recruitment Firm to 10x Growth in a Challenging Market, with Thomas Dove, Ep #212

Scaling a recruitment firm to 10x growth in a challenging market demands a strategic approach focused on innovation, adaptability, and talent development. All of which Tom has mastered and has been able to 10x his firm's growth over the past decade. Tom scaled Fraser Dove International from 5 employees to a workforce of 50 employees spread across two offices in the UK, one in Switzerland, and another in the US.    In this episode, we discuss strategies for success and capitalizing on new opportunities in the recruitment industry with a special guest, Thomas Dove. As the co-founder and CEO of Fraser Dove International, a leading global search firm and talent consultancy specializing in Life Sciences, Tom brings a wealth of experience to the table. He started his recruitment career in the early 2000s in a large, corporate, multinational environment and transitioned into the global executive search world before starting his own recruitment firm.   Tune in to gain invaluable insights from Tom on achieving exponential growth and staying ahead of the curve in an ever-changing market.  Whether leveraging innovation, promoting adaptability, or investing in talent development, Tom provides valuable perspectives to help recruitment firms thrive amidst evolving challenges and emerging opportunities.   Episode Outline And Highlights [02:38] How Tom got into the recruiting space [04:52] What it takes to start and 10x a recruitment firm  [09:42] How to refine your roles in a partnership for scale  [11:50] How to unpack your job and hire people with the potential to grow [20:33] Ways recruiters can stop being the bottleneck in their businesses  [24:38] Tips on how to drive high-performance standards hands-off  [26:42] How recruiters can create processes and pathways for excellence  [34:15] How to play to people's strength in a challenging market  [37:10] Practical steps to becoming a great recruiter in a tough market  [41:27] How to generate your production at a high level while developing others  [49:11] The 360 business development for turning candidates into client  <li dir="

Fri, March 22, 2024

How to Scale Multiple Staffing Companies to Consistent 8-Figure Revenues, with Aaron Opalewski, EP #211

Growing a recruitment business to 7 or 8-figure portfolio companies might be much simpler than you think. Few firm owners achieve this, but Aaron Opalewski stands as an example of this entrepreneurial success. He co-founded his first staffing company at just 24 and has nurtured his second venture into a portfolio of seven staffing companies across various industries. Remarkably, three companies consistently make 8-figure revenues, while one of them, Spark Packaging, hit 7-figures within its first year.   In this episode, we discuss invaluable insights on how recruiters can fortify their businesses for growth with a special guest, Aaron Opalewski.  Aaron is the CEO and founder of Spark Talent Acquisition, a company he launched in 2013 at the age of 29. He is also a partner in two other companies outside of staffing and holds investments in the food and beverage industry.    Join us as we explore strategies for structuring businesses, optimizing operations, boosting gross profit, delegating tasks, nurturing client relationships, and building successful partnerships. Tune in for a wealth of wisdom and actionable advice from Aaron's journey of entrepreneurial triumph. Episode Outline And Highlights [02:38] How Aaron got into the recruiting space [03:59] What it takes to start and launch a staffing company  [08:00] The keys to a successful business partnership  [09:54] How delegation and promotion have helped Spark Talent excel  [15:18] How to structure a recruiting company for lifetime customer value  [24:33] Tips on how to nurture clients and maintain good relationships [30:10] How the contract and direct side of a recruiting business works  [32:35] Why GP is the most important metric for growth  [38:06] How to identify target companies for merger and acquisition  [41:27] How to get alignments and nurture clients on social media  [44:57] How mergers work in improving GP to over the million dollars range [48:25] Growth loops and profit strategy to level up business operations <li dir="ltr" aria-level="1

Fri, March 15, 2024

3 Key Steps to Boost Your Recruitment Team's Performance, with Manan Shah, Ep #210

Do you need help building lasting relationships with candidates after placement? Scaling a recruitment business and manually nurturing relationships can be overwhelming, leaving little room for other essential tasks. But what if there is a way to automate this process?   To answer this question, we discuss how recruiters can automate their recruiting process, workflow, and campaigns with a special guest, Manan Shah. Manan is a Co-founder at Recruiterflow. He has scaled Recruiterflow to a 50-person team working remotely while staying profitable from day one. Manan has a long history of building software businesses and a wealth of knowledge on recruitment technology, artificial intelligence (AI), and automation.   Tune in and get invaluable recruiting and sales tactics, philosophies, and tools for building teams and relationships for scale. This is an opportunity to revolutionize your recruiting process, build relationships with a large pool of top candidates, and create a funnel of repeat customers.  Episode Outline And Highlights [02:27] How Manan transitioned from engineering to running software companies [09:59] 3 strategies for building teams for scale and lasting growth [12:21] Five values and attitudes to interview for when hiring   [18:40] How to scale a recruitment agency with non-sales people [21:45] 3 steps to help your sales team develop the skills to be successful [27:03] How to optimize your workflow and process with automation [28:33] Two critical tools for recruiters to drive sales and relationships [32:30] How to automate your candidate nurture campaign sequence  [41:57] Two tactics every recruiting business should leverage to deliver value upfront [45:58] How to build a consistent MPC process for your recruitment business   [52:11] How recruiter can make it easier to build market maps  [55:34] Three key metrics recruiters need to track to increase their revenue 5 Essential Strategies for Building High-Performing Recruitment Teams   Manan and I discussed his secrets to success a

Fri, March 08, 2024

How Solo Recruiters Can Earn $1.5 Million with Focused Daily Conversations, with Craig Picken, Ep #209

Are you a solo recruiter curious about achieving extraordinary billing figures with just a handful of daily conversations? Meet Craig, a solo recruiter who's been smashing records. For the last 3 consecutive years, he’s billed over $1.25m as a solo recruiter, reaching a career milestone of $1.5m in 2023, which was a down year for many recruiters. In today’s episode, we explore how solo recruiters can level up their recruitment game with conversations even when times are tough with a returning guest, Craig Picken. Craig is the co-founder and Managing Partner for Northstar Group, a boutique executive search firm based in Wilmington, NC.     Tune in and get invaluable insights from Craig's unique approach that challenges the norms and redefines what's possible for solo recruiters in today's competitive landscape. His ability to navigate the complexities of talent acquisition is truly remarkable. Whether you're a seasoned recruiter or just starting out in the industry, this episode offers actionable tips to enhance your recruitment conversations and propel your career to new heights.    Episode Outline And Highlights [03:47] The conversations that contributed to Mike’s 1.5m billing record  [06:37] What qualifies the right conversations and people [10:03] Two tools for tracking recruitment conversation  [14:42] How to ring the phone and create “spontaneous conversations.” [20:11] How to position yourself for the long game and value “not transactions.” [27:53] Non-negotiables for success when partnering with a client  [34:50] How to avoid burnout: Solo recruiters' physical and mental self-care tips  [42:14] What solo recruiters can do to level up to $3-400k recruiters [48:35] Craig’s philosophy of content creation and tactics for writing [54:54] How podcasting can drive conversations and position you as an expert [57:26] Strategies to building a 10K people email list for your podcast [58:44] How to do outbound calls and the volume of calls to puts out there <p dir="ltr" role="presentat

Fri, March 01, 2024

How to Turn Your Recruitment Podcast into a Profit Machine, with Mike Richards, Ep #208

 Are you looking for innovative ways to elevate your recruitment firm's brand and solidify its presence in the industry? Podcasting might be the game-changer you haven’t tapped into yet.   In today's episode, we explore the powerful impact podcasting can have as a branding tool in the competitive recruitment industry. Our guest, Mike Richards, CEO & Founder of The Treasury Recruitment Company and host of the successful Treasury Career Corner podcast, shares his journey and provides a blueprint for podcasting to strengthen your brand's reach, authority, and engagement.    Tune in for actionable tips, inspiring success stories, and strategic insights on effectively utilizing podcasting to highlight your recruitment brand and deepen your connection with your audience. Whether you’re new to podcasting or looking to refine your approach, this episode is packed with valuable takeaways to help your recruitment firm stand out.   Episode Outline And Highlights   [01:51] Mike’s background and what he does in the finance recruiting  [02:56] How Mike got into the recruitment space [04:31] Mike's highs and lows as a founder in the treasury recruiting space since 2002 [07:20] 3 Lessons Mike has learned from over 20 years of building a resilient business  [09:40] Measures Mike has in place to ensure he doesn’t put his business at risk by overspending when he is doing well.  [11:26] Mike’s settlement period and how he makes sure he gets paid without ruffling too many feathers  [15:03] Policies to encourage prompt payment within the guaranteed period  [17:55] How much Mike has implemented from Profits First book [20:28] When Mike started the Global Salary Survey, they systemized it and how it works [24:45] How Mike uses Global Salary Survey for marketing purposes [28:48] How data empowers the provision of market insights and intelligence to your clients [29:43] What inspired Mike to launch his podcast and the keys to his success [34:29] Mike's podcast strategy and how h

Mon, February 26, 2024

How Small Executive Search Firms Can Triumph Over their Bigger Competitors, with Bob Kondal, Ep #207

Are you a small executive search firm striving to stand out among large competitors in the industry? Fear not, for opportunities abound for those who dare to innovate and differentiate. While larger firms may wield extensive resources and brand recognition, small firms possess agility, adaptability, and personalized services that can be leveraged as competitive advantages in the ever-evolving recruitment landscape.   I am excited to share this episode with special guest, Bob Kondal, a top-performing headhunter in Private Equity and Private Credit. This episode is packed with behind-the-scenes stories from twenty years of experience in recruitment that you don’t want to miss!   Bob and I touched upon relevant topics such as winning clients as a small firm, storytelling in business, prepping for client meetings, MPC marketing, diversity, and how we achieves a 100% offer to job accepted ratio - that’s right, zero turn-downs.  Episode Outline And Highlights [02:36] Rocky start – Bob’s first recruiting job at Huxley Associates; how he progressed from being on the verge of quitting to becoming the top biller [08:42] Bob’s journey from recruiting to equity trading to starting his own search firm  [10:50] Challenges and successes: Bob’s milestones as a solo search firm owner [14:27] How to shift client’s misconception that working with the bigger search firms will yield better results   [19:30] How to use superior performance metrics as a selling point [23:07] Storytelling in business: How to pitch against larger firms and win [30:01] Prepping for a client meeting [33:18] Memorizing teams: Bob shares why and how he memorized teams  [40:06] Execution: Bob's process that allows him to achieve zero job turn-downs [44:55] Opportunistic introduction: How often Bob uses MPC marketing to spark conversation with potential clients  [50:29] The trend toward Diversity in private equity and private capital recruitment [51:32] Discussion on “Thinking Fast and Slow”  [1:00:09] I

Bonus · Mon, February 19, 2024

TRR Bitesize #001 Mike Williams LinkedIn Strategy To Win Business

Mike is a firm believer that you can win clients through LinkedIn. You will hear an amazing story about how Mike received an inbound enquiry from a VP of HR at a billion-dollar company because of a story he posted on LinkedIn. That senior executive became a client, and gave Mike a lot of repeat business, which might never have happened without that LinkedIn post.  Mike also shared how consistent posting helps build a “continued relationship” with potential leads that you may have a cold called before. Here are things that you will find insightful in this section of the episode: Why consistent posting can win your clients in the long run. Overcoming fear and imposter syndrome when posting LinkedIn content. How to generate ideas for your LinkedIn content.  ----------------------- Follow Mike Williams on LinkedIn :  Carnegie Partners website  link ------------------------- Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   If you have been enjoying the podcast, please take a moment to leave a review. Your feedback is much appreciated as it helps us reach a wider audience and assist more recruiters. Here is the link to leave a review: https://lovethepodcast.com/theresilientrecruiter  

Fri, February 02, 2024

How to Lead the Hiring Revolution: Strategies for Hiring 4.0 Industry Leaders

.Are you familiar with the term “ 4.0 Leaders”? If you are, then you understand the value of hiring such leaders in whichever niche you serve, especially in this age of the industrial revolution through artificial intelligence. I am excited to share this episode as we have a returning guest, the Rogue Recruiter, David Perry. We recorded this episode on his birthday. And you know that it will be an episode packed with exceptional expertise and behind-the-scenes stories from 35 years in executive recruitment. David and I touched upon relevant topics such as building strategic, long-term client relationships and the art of placing the right candidates within a company’s culture. We also covered how their project, workinsight.io, can change the current hiring landscape. Lastly, David shared his insight on what recruitment will look like and why hiring 4.0 leaders is a critical role of recruiters. Episode Outline And Highlights [02:09] Pool Table Analogy – David reveals the strategy in his 35-year career in executive recruitment. [08:02] Pointers on pre-closing deals and establishing long-term client relationships. [19:22] “Executive Recruiting for Dummies” – Why David writes the questions and runs the candidate interview with their clients. [26:06] Educating your clients on the cost of a bad hire while quantifying your added value to their organization. [29:00] Be inspired and don’t give up: David shares his story about his early struggles in his recruitment career. [32:24] What is Workinsight.io and how can it be a game changer as a matching platform for candidates and employers? [52:18] Teaser on David’s new book – “Revolutions Need Leaders” [1:00:05] David shares why they send a 27-page proposal to their clients. [1:07:00] Book recommendations from David and why he never stops learning from others.

Fri, February 02, 2024

How Recruiters Can Help Clients Achieve Employer Branding Success, with Bryan Adams, Ep #206

Effective employer branding is not just about attracting candidates but also about retaining existing employees. A positive work environment and reputation increase employee satisfaction and reduced turnover. As a recruiter, how can you partner with your client companies to achieve employer branding objectives?   To answer this question, I am delighted to have a very special guest, Bryan Adams, CEO and founder of Ph.Creative, an award-winning employer branding agency with offices in Liverpool, London, San Diego, and Auckland. Bryan shares insights and strategies on creating an effective storytelling framework to apply this branding philosophy: repel the many and compel the few.   Bryan helps his clients define their essence as a company, both in its uniqueness and what it stands for, and then crafts and aligns those aspirations with the people his clients are looking to attract. They’ve worked with famous brands such as Apple and Nike.  He is also a two-time best-selling author. His latest book is Give & Get:Repel the Many and Compel the Few with Impact, Purpose, and Belonging. He has written for the Harvard Business Review, Inc.com, the Entrepreneur magazine, and has been featured in Forbes.    Episode Outline and Highlights   [02:22] How Bryan launched his branding agency. [05:45] DIscussion on employer branding and the philosophy of attracting the right people. [13:01] Roadmap in helping your client attract the right people. [18:02] What are the components of a good employer brand? [27:41] Bryan gives us key stories from his book, Give & Get Employer Branding. [30:36] What mistakes do companies make concerning employer branding? [37:31] How can recruiters partner with their client companies in achieving the objectives of employer branding?  [43:00] Book recommendations and references on storytelling. [48:10] Employer branding case studies on small to medium-sized businesses.   Repel the Many and Compel the Few - A Guide on Employer Branding   Recruiters are ambassadors of their clients. Understanding the employer brand of the company they represent is crucial to attracting the right candidates. Effective employer branding is critical for attracting, e

Fri, January 26, 2024

How to Lead the Hiring Revolution: Strategies for Hiring 4.0 Industry Leaders, with David Perry, Ep #205

Are you familiar with the term “ 4.0 Leaders”? If you are, then you understand the value of hiring such leaders in whichever niche you serve, especially in this age of the industrial revolution through artificial intelligence.    I am excited to share this episode as we have a returning guest, the Rogue Recruiter, David Perry. We recorded this episode on his birthday. And you know that it will be an episode packed with exceptional expertise and behind-the-scenes stories from 35 years in executive recruitment.   David and I touched upon relevant topics such as building strategic, long-term client relationships and the art of placing the right candidates within a company's culture. We also covered how their project, workinsight.io, can change the current hiring landscape. Lastly, David shared his insight on what recruitment will look like and why hiring 4.0 leaders is a critical role of recruiters.   Episode Outline and Highlights [02:09] Pool Table Analogy - David reveals the strategy in his 35-year career in executive recruitment. [08:02] Pointers on pre-closing deals and establishing long-term client relationships. [19:22] “Executive Recruiting for Dummies” - Why David writes the questions and runs the candidate interview with their clients. [26:06] Educating your clients on the cost of a bad hire while quantifying your added value to their organization. [29:00] Be inspired and don’t give up: David shares his story about his early struggles in his recruitment career. [32:24] What is Workinsight.io and how can it be a game changer as a matching platform for candidates and employers? [52:18] Teaser on David’s new book - “Revolutions Need Leaders” [1:00:05] David shares why they send a 27-page proposal to their clients. [1:07:00] Book recommendations from David and why he never stops learning from others.   Strategize Your Recruitment Like a Pool Master Before we recorded this episode, he had recently closed around 750K in fees. I wanted to get his insights on how he can consistently deliver in the industry for 35 years.    If you are familiar with the game of pool or billiards, you will relate to David’s analogy about his strategies that keep hi

Fri, January 12, 2024

Why Prioritizing Health and Well-Being is Essential for Recruitment Success, with Scott Eastin, Ep #204

In the fast-paced world of recruitment, you’re under constant pressure to deliver results for your clients and achieve sales targets. So what’s the secret to maintaining peak performance without burning out?  In this episode of The Resilient Recruiter, our special guest, Scott Eastin, provides a fresh perspective on achieving sustainable, long-lasting success in recruitment. Drawing from his own successful career, having navigating many ups and downs, Scott emphasizes the pivotal relationship between prioritizing health and recruitment success.  Scott is the Director of Eastin IT Security. Over the last 13 years established himself as a leading Microsoft Security consultant. He’s worked with major organizations such as Coca-Cola, American Express as well as state and local governments. For the last 5 years, he’s built an IT consulting and staffing firm winning high-value, long-term projects that generate recurring revenue. In this episode, Scott unpacks his remarkable transition from being a software developer to becoming a successful recruiter. He divulges his four cornerstone strategies for business development. Most importantly, emphasizes why prioritizing physical health is a non-negotiable component in maintaining his overall productivity.    Episode Outline and Highlights   [02:25] Scott’s journey from being a software developer to a successful recruiter. [10:14] Insights on challenges when transitioning to a career in recruiting. [14:47] Sharing a story of how embracing an idea that was not done became a game-changer. [24:00] Scott’s Top 4 Business Development strategies [30:35] Hosting networking events - an effective way to engage with your community. [36:15] Comparison of consulting practice versus permanent direct hire models in the tech space. [44:36] Managing cash flow challenges in a consulting and IT staffing business. [54:40] Mindfulness, health and well-being.   The Advantages of a Consulting Business in the IT Space   Is it easier to manage an IT consulting business model versus a permanent direct hire practice? For Scott, having a consulting business model works well for him for the following reasons:   Trusted Independent Con

Fri, December 29, 2023

How to Increase Billings 400% by Integrating Automation with a Personal Touch, with Christina Stroud, Ep #203

The recruitment process is inherently human-centric, involving evaluating soft skills, cultural fit, and personal interactions. While AI can streamline specific tasks, it may struggle to assess these qualitative aspects effectively. As a recruitment business owner, how do you marry automation and artificial intelligence with a personal human touch?   My special guest, Christina Stroud, shares her insights and perspective about this subject. She has a unique approach to engaging with her clients and candidates while leveraging automation with a personalized human touch.   Christina is the founder and CEO of Group928. She’s a seasoned Human Resources professional with over 30 years of experience specializing in start-ups, acquisitions, and exits in private equity environments. The company has grown by 400% in just three short years from $125,000 in the first year to over $500,000 in 2023. This showcases her ability to build a client base from scratch, and design and implement sales and marketing strategies while continuing to exceed her client’s expectations.   Episode Outline and Highlights   [01:57] Chrstina’s Transition from an HR professional to a recruitment business owner. Insights on how her HR experience played a role in her current success. [07:49] Nobody said it was easy - overcoming a challenging first year of entrepreneurial leap. [12:41] Growing the company to 400% - discussing two critical success factors.  [18:18] The importance of stepping out of your comfort zone [28:13] Leveraging AI & automation while applying a personal touch. [40:33] Launching her podcast and engaging with thought leaders. [48:01] The most significant challenges that Christina had to navigate [58:49] What is next for Christina and Group 928?    An Entrepreneurial Leap is No Walk in the Park, But Undeniably Achievable   For many reasons, shifting from a recruiter to a business owner can be difficult. The risk and uncertainty, working long hours, and lack of security and benefits can deter many from the entrepreneurship journey. Overcoming these roadblocks is achievable - and Christina proved it is. This is how she described the first year of her entrepreneurial journey:   “It was hard. I, you know, that first year, it

Fri, December 22, 2023

Top Private Equity Recruiter Reveals How He Built a $1,000,000 Practice, with Nate Zimmerman, Ep #202

With over a million dollars billed consecutively for the last two years, and career billings surpassing $6.6 million, Nate Zimmerman is a Senior Partner and Executive Recruiter at High Country Private Equity Search, based in Denver.   In this episode, Nate shares his journey from breaking into recruitment by cold-calling the firm owner to becoming the youngest Partner in the firm’s history. He breaks down the key milestones along the way from hitting $400K, to breaking 7-figures, to building a team.   Nate has distinguished himself in the competitive world of recruiting with his relentless focus on putting the relationship before the transaction. You’ll discover the work ethic, strategy, and mindset required to reach $1M in annual billings. Episode Outline and Highlights   [01:44] How Nate’s recruitment career began with a cold call. [09:15] Why Nate chose to specialize in Private Equity Executive Search. [10:33] Putting in the work early and laying the groundwork for future success. [15:06] Nate’s journey to becoming the youngest partner at High Country Private Equity Search. [22:20] Discussion on Nate’s approach to MPC Marketing. [26:33] Billing a million dollars for the first time. [35:54] Nate’s recruitment philosophy: “relationship before transaction.” [41:33] How Nate developed market mastery in his chosen niche [49:51] Juggling multiple priorities as a billing manager [55:24] Overcoming setbacks - what Nate learned from missing his billing goal in 2023.   Laying the Groundwork for Future Success   Nate’s success can be attributed to his work ethic and belief in investing time and effort to develop his skills. “Knowing the underlying fundamentals, that is what I focused on initially,” explained Nate. “How to recruit people, how to interview people, how to take a job order, how to get a job order. Those things you got to put in the time and effort.”   A major differentiator that Nate shared is how he makes the most of his time - “On the weekends, spend two to three hours, Saturday and Sunday, every weekend during the first couple of years into this ind

Thu, December 14, 2023

Pinnacle Panel: Success Secrets of Three Different Million-Dollar Billers, with Annie Colabella, Joe Rice, and Matt Walsh, Ep #201

This episode is not only special but also exceptional! We will not only be hearing from one or two guests, but you will also hear a panel interview featuring three special guests. Join me in this conversation with Joe Rice, Annie Colabella, and Matt Walsh. If these names ring a bell, it's because all three have graced our podcast as guests before and are esteemed members of the Pinnacle Society.   You will hear our discussions that will reveal the DNA of a million-dollar biller and key strategies that have contributed to their success, emphasizing the significance of delegation, consistency, and surrounding oneself with high-performing individuals.   Episode Outline and Highlights   [03:10] Panelists introduction. [09:15] The DNA of a Million-Dollar Biller. [23:13] Practices and activities that will level up your team’s performance. [35:00] Investing in marketing while growing your business.  [43:10] Andrea’s advice on how to increase your billings over time. [49:06] Why do you do what you do? - the WHYs of top billers. [55:30] Best practices on business development.   The DNA of a Million-Dollar Biller   Our panelists are Pinnacle Society members because they are industry leaders. Each of them was invited to this podcast and they did not fail to share their thought processes that made them million-dollar billers. In the webinar, they discussed crucial success factors that many aspiring recruiters and owners of recruitment businesses can glean valuable insights from. I asked them this question: What are two or three specific things you would attribute your success to that enable you to consistently produce at that level?   Matt shared key elements: the power of delegation and strategies in growing his team. He invested in his marketing and hired marketing persons early on in the growth of his boutique firm. The other thing is he was able to set up his business so that the billers are only focused on the things that are revenue generating while a lot of the administration - the sourcing, and the scheduling of interviews is done for them.   Joe also revealed what makes him and his team great: accountability, resilience, the right mindset, and always looking for ways to improve. He told the story of how they were humbled in 2020 and why it is important to keep on going. Joe be

Fri, December 08, 2023

200th Episode Special: Unveiling 22 Years of Wisdom as a Recruitment Coach, with Mark Whitby, Ep #200

This episode celebrates the 200th episode of the Resilient Recruits Podcast with special guest, founder of Recruitment Coach, Mark Whitby.    Mark is the founder of Recruitment Coach and one of the world's leading coaches for the global recruitment industry. Since 2001, he has trained over 10,000 recruiters in 34 countries. He's helped countless recruiters double or triple their billings in just 6-12 months, and business owners grow their companies 10x.   Mark shares his journey into recruitment, starting with a failed business venture that led him to discover his passion for sales. He then talks about his first job in recruitment and the hunger and drive that propelled him to success. Mark also reflects on the past four years of the podcast and the valuable insights he has gained from interviewing over 100 successful recruitment professionals.   Having worked closely with hundreds of recruiting, staffing, and search firms, Mark has unique insight into how the top-producing recruiters and fastest-growing companies operate.    Episode Outline and Highlights   [02:20] What led Mark to pursue a career in recruitment? [06:20] How hiring a professional coach impacted Mark’s performance. [14:01] The value of training when scaling your recruitment business - hear training solutions for growing teams. [17:44] Mark transitioned from a recruiter to a recruitment coach. [19:41] What has changed in the recruitment industry in the 22 years Mark has been coaching? [25:24] Key challenges and lessons that Mark experienced over the years. [38:17] Celebrating 200 episodes - What motivated Mark to start the Resilient Recruiter podcast? [44:47] What is Mark most proud of in his entrepreneurial career?   Hiring a Professional Coach Became a Game Changer   Mark told the story of how he started his own business at the young age of 19. Without any prior experience, it ended up failing but it also led him to discover his love for sales which eventually directed him to become a recruiter.    His experience in his first recruitment job made him realize a critical challenge in the recruitment industry at that time: “So the first company I joined there was no training. It was like, or very little.

Wed, November 29, 2023

How to Foster Collaboration in a 100% Remote Recruitment Agency, with Sam Brenner, Ep #199

In this episode, we delve into the intricacies of managing a remote team, a topic significantly relevant in today’s era where flexibility and adaptability are critical to success. We are joined by Sam Brenner, owner of CRB Workforce, which is 100% remote. Sam and I discussed his strategies and actionable insights on how they build their high-performing culture in a remote setup. From leadership styles and collaborative check-ins to leveraging tech stack, you will hear Sam’s action points to thriving in the world of remote team management. Guided by his motto, "The harder you work, the luckier you get," Sam is living proof of how determination and ambition lead to incredible outcomes.  Sam launched his recruitment agency in 2018 from his apartment. Since then the business has grown rapidly to a team of 16 recruiting technology and marketing people across multiple sectors.  Episode Outline and Highlights [01:03] From Commercial Real Estate to Recruiting. [07:49] Sam shares his fears and challenges of launching his recruitment firm in 2018. [16:22] How to create strong relationships with long-term contractors and consultants. [22:51] Staying resilient in dealing with multiple setbacks. [27:13] Building a sustainable culture in a remote working environment. [38:46] Investing in systems and processes to enhance collaboration in a remote setup. [42:30] Sam reveals their daily practices and activities to keep everyone engaged remotely. [51:25] Discussion on core values and how they translate to performance and culture. [57:40] Navigating the 2023 recruitment market.   Building Team Culture Remotely Through Collaboration Systems and Practices    A common ground between me and Sam is that our businesses are operating 100% remotely. Managing a remote team can be challenging for some recruitment business owners, especially on the collaboration part. So Sam and I discussed their best practices on how they keep their team together, the systems they use, and the practices they do, in order to work collaboratively in a 100% remote setup.   Leadership - Sam shared his leadership style that contributes t

Wed, November 22, 2023

Will A.I. Replace Recruiters and Automate Talent Acquisition?, with Jon Krohn, Ep #198

The past couple of years have shown an astonishing development in generative AI. Artificial Intelligence emerges as a transformative force, reshaping the landscape of recruiting by introducing unprecedented efficiencies, data-driven insights, and innovative solutions that promise to revolutionize the way organizations discover, engage, and hire top talent.   In this episode, we are in for a treat as one of the leading voices in AI and Data Science joins us to share unique perspectives and insights into the transformative effects of artificial intelligence on talent acquisition. Jon Krohn is a leading figure in the realm of artificial intelligence and machine learning. He’s the Co-Founder and Chief Data Scientist at Nebula.io, an intelligent Talent Acquisition platform.   He authored the book Deep Learning Illustrated, an instant #1 bestseller that was translated into seven languages.    He is also the host of SuperDataScience, the data science industry’s most listened-to podcast.    Jon is renowned for his compelling lectures, which he offers at leading universities and conferences, as well as via his award-winning YouTube channel. He holds a PhD from Oxford and has been publishing on machine learning in prominent academic journals since 2010. Episode Outline and Highlights   [03:11] Jon’s fascinating career milestones - from high-frequency trading and yoga to data science. [08:37] What led Jon into the world of talent acquisition? [17:10] Effectively applying generative AI into talent acquisition. [24:58] Generative AI’s other potential applications in automating the recruitment industry. [35:04] How close are we to getting generative AI to do excellent writing? [44:00] What makes Nebula’s methodology stand out from other AI platforms? [52:16] What will the next 3 - 5 years look like in terms of Generative AI applications to recruitment? [1:02:04] How AI platforms can elevate the human experience?   Artificial Intelligence in Talent Acquisition    Jon shared his journey transitioning from high-frequency trader to yoga instructor to data scientist and co-founder of AI-driven talent acquisition platform Nebula.io.   He shared how this amazing platform leverages

Fri, November 17, 2023

How To Generate 100% Inbound Leads and Retained Revenue by Building a Community, with Kyle Winterbottom, Ep #197

Building a thriving recruitment business in the middle of a global pandemic may be unimaginable to most people, but not for Kyle Winterbottom.   Kyle’s strategy is clear and straightforward: give value, give value, give value! In this episode, Kyle uncovers the story of his journey into the recruitment industry and how the global crisis turned into a pathway of opportunity.    Kyle is the Founder & CEO of Orbition Group, an award-winning talent solutions business. Based in Manchester, they focus exclusively on scaling Data, Analytics, and artificial intelligence teams across the UK, Europe, and the USA.    Kyle is also the Founder/Host of the Driven by Data Community which is comprised of three components; The Roundtable, The Podcast, and The Mentorship. Kyle elaborated on his three proven long-term strategies for boosting engagement and building relationships   Episode Outline and Highlights   [02:02] Launching a recruitment business during the height of the pandemic. [06:11] Community building and visibility to build brand awareness.  [10:23] Giving value through podcasting - should you start your own podcast? [17:02] Establishing commercial relationships. [24:26] How hosting live events can scale your business by demand. [34:43] Kyle talks about their Mentorship Programme and why it is the best long-term strategy. [41:57] Growing by demand vs. growing by design. [46:10] Revisiting business development strategies.   Give Value, Give Value, Give Value.   The pandemic can be perceived by many as not the best time to launch a business, but Kyle looked at it as the best time to kick off Orbition. His strategy is clear and straightforward: leverage content marketing and community building to build brand awareness. Give value first, and build relationships after.   “I guess that the whole premise was very simple. Just create a community of people who will ultimately be potential target customers and buying clients. Let's add a load of value to them and from there that'll create relationships. That then I guess the whole premise really is give value, give value, give value.”   Kyle elaborated on his strategies and you will find that there are three main takeaw

Fri, November 03, 2023

How to Generate Inbound Leads with Effective Content Marketing, with Mark Whitby and i-intro, Ep #196

Ever find yourself hitting a brick wall when it comes to developing engaging content? Don't despair!    Recently, I was invited as a guest speaker on the Retained Recruiter Show, which is a weekly LinkedIn live hosted by our good friends at i-Intro. The topic was How to Get More Clients with Content Marketing. i-Intro told me that this was one of the most popular live streams that they'd ever produced, and they've given me permission to share the recording with you on this podcast.   You will hear me discuss with James O’Brien and Jo Gregory strategies to effectively and consistently post original content and how it will attract your target audience. You will know how content marketing can position you as a trusted authority instead of being just a vendor.   Episode Outline and Highlights   [03:52] How content marketing transformed many recruitment businesses. [06:05] Mark shares the easiest way to get started with content marketing. [10:00] Authenticity is the key - leveraging AI platforms while keeping it original. [15:11] How much time do you need to put aside for content marketing? [18:30] How long would you give it to see engagement results? [23:26] The powerful returns of consistently posting content and sharing to your community. [30:27] How to measure and track your ROI from content marketing?   What is Content Marketing?   As a recruiter, content marketing is critical to continuously engage with your audience and remain relevant to clients and candidates. So what is content marketing? Content marketing is a marketing strategy that involves creating and distributing valuable, relevant content to your target audience on a consistent basis. It might be education-based marketing. In essence, you're providing market insight and thought leadership that will benefit your clients and your candidates.    An example is the consistent posting of original content on LinkedIn. This is the easiest way for people to get started with content marketing. There are three reasons:   This is a tool available for everybody, whether you are a small boutique search firm or an individual recruiter.  There is guaranteed measurable ROI. <

Thu, October 19, 2023

Recruitment Rhythms: How Human Connection Elevates You Above the Competition, with Alex Cooke, Ep #195

What are the three success factors that would help a musician become a million-dollar biller recruitment business owner? Our special guest, Alex Cooke, shares the journey of his recruitment career from a musician background. You'll get to hear the fascinating parallels he draws between music and recruitment, emphasizing the significance of three success factors:   How Human Connection Elevates You Above the Competition How Your Ability to Write Changes Everything How Your Market Insight Can Be Used to Build Trust   Alex is a former professional musician who entered the world of recruitment at age 29.    After 18 months with an agency in the UK, he transitioned to NYC and started on a journey that in 3.5 years would see him become a million-dollar/year biller as a biotech recruitment specialist.   Alex is now the CEO of Phase 3 Search, a biotech search firm he founded in 2018. In the last 5 years, he’s retained 95% of his clients and generated $6.5m in sales.   Episode Outline and Highlights   01:14 How Alex got into recruiting from a musician background. 06:10 Alex’s intentional approach to building connections with people. 12:15 How Alex progressed into the Bio-Tech niche. 21:55 Discussion on the effective sales approach. 34:52 Getting an in-depth understanding of your market - discussion on best practices. 39:45 Why writing is important for recruitment business owners and how Alex enhanced his writing and storytelling. 50:44 Understanding your clients to build relationships. 55:30 Difference between the different levels of searches.   How Human Connection Elevates You Above the Competition   As a musician, Alex believes that creating music is about connecting with the listeners. He sees this as a parallel to recruitment, where human connection can elevate you above the competition.  We discussed the importance of networking with people in order to be successful in any career, and how to build connections with people intentionally.    <p dir

Fri, October 13, 2023

How to Consistently Thrive in Strong and Weak Hiring Markets, with Nick Cabral, Ep #194

“Everything is cyclical.” Recruiters and recruitment business owners who have been in the industry for many years understand that no matter how bad the hiring market is, things will get better. This is exactly the approach and mindset of Nick Cabral, our special guest, that enabled them to navigate the 2008-09 recession successfully.   Nick is the Principal of Boston Investment Staffing Group. He specializes in permanent and contract placements within the investment and financial services industry. They focus on working with boutique investment managers and becoming an integral partner in their hiring process.   He has carved out a successful entrepreneurial path, starting his business amidst the challenges of 2009, and weathering the storm of the 2008 recession. Nick’s tales of waiting for the first deal and his survival strategies are packed with priceless insights and advice that a lot of recruitment business owners will find valuable today.    Episode Outline and Highlights   [02:03] How Nick got into the recruiting industry. [07:27] Nick’s significant learnings when working with Boston Networking Group. [11:39] What prompted Nick to launch Boston Investment Staffing Group in 2009? [14:31] Navigating the uncertainties of the 2008-09 recession. [19:11] Nick shares his candidate-centric approach to recruiting and how it led to relationship building. [25:43] Discussion on the respect component in a recruitment process. [29:17] The art of building professional relationships in a post-pandemic environment.  [37:36] Understanding and applying the rule of ten. [42:58] The significance of asking the right questions to candidates.   Navigating the Uncertainties of the 2008-09 Recession   Being in the industry for more than two decades, Nick has built an outstanding career as a recruiter and a recruitment business owner. In our conversation, he was more than generous and shared the significant learnings he had when he worked with his previous employer. He also gave context on what prompted him to launch his own recruitment firm, during the 2008-09 recession.    His experience resonates well with me as Nick and I had the

Thu, October 05, 2023

How To Recruit With Confidence by Overcoming Imposter Syndrome, with Enric Miquel, Ep #193

When a life-changing event like the birth of a child happens, it often forces us to re-evaluate our careers and lives. That's exactly what happened to my special guest, Enric Miquel, the founder of Pharma New Talent, a life sciences recruitment firm.    After becoming a father, Enric embarked on a new journey from pharmaceuticals to recruitment, and in this episode, he shares the highs and lows of starting his own recruitment firm. We also delve deep into the world of international recruitment as Enric shares his experiences with hiring a virtual assistant. He discusses the pros and cons of such a move and offers insightful advice for recruiters considering the same path.    Finally, we explore the hard-earned wisdom Enric has gained from his journey. From building confidence as an established leader in the recruitment industry to dealing with the challenges of raising his fees, Enric's story will show you the value of resilience and dedication.     Prior to launching his recruitment company, he was an International Brand Manager in charge of the Middle East and Asia Regions, having launched medical products in 8 different countries. Growing with the company from 500K € in 2014 to 10 million in 2021 I’ve worked with Enric, as a member of our coaching program and he is a massive action taker who has implemented many of the strategies we teach.    Episode Outline and Highlights   [01:52] Inspiration to start a recruitment firm. [10:40] How Enric propelled business growth through investment in training and self-improvement. [13:49] Forgoing consultancy safety net and transitioning to 100% recruiting. [16:45] Recruiting internationally and embracing new markets. [26:16] Hiring a VA for sourcing and recruitment. [30:34] Challenges and rewards of pivoting from contingent to retained recruiting. [36:00] Why Enric started a podcast and how it contributes to his business. [42:02] Overcoming impostor syndrome is the biggest challenge. [48:25] Discussion on tracking metrics and KPIs.   Inspiration to Starting and Growing a Recruitment Firm   Enric had no recruitment background when he decided to transition into recruitment. What prompted him

Wed, September 27, 2023

How to Successfully Pivot Your Recruitment Agency into a Thriving Management Consultancy, with Colin Kleine, Ep #192

Adding management consultancy as a service offering of your recruitment agency can potentially increase your revenue. But the question is, is it easier said than done?   In this episode, you will hear insights from Colin Kleine, co-founder of Scalerr. They’re a growth advisory firm that helps Tech companies reach their revenue goals through Strategy, Execution, and People.   Colin discusses why he made the pivot from Recruiter into Management Consultant, and why recruitment was so fundamental in helping him successfully do it. He shared the challenges, key learnings, and how this transition benefits their business.    I have known Colin since 2014, he’s a former client and I’ve tracked his remarkable rise, especially since he launched Scalerr.    Episode Outline and Highlights   [02:07] Colin shared how he came across Mark and the learnings he took that transformed his billings. [05:34] The highs and lows that led Colin to start Scalerr. [11:45] Thriving during the longest COVID lockdown. [16:21] From recruitment to management consulting: Colin explains how their advisory services help clients expand internationally to increase their valuation. [28:49] Mark emphasizes how understanding the client's objectives rather than just filling roles can add more value. [38:14] How having a co-founder who is aligned with Collin’s passion became a game-changer. [48:30] Colin shares the biggest challenges that he had to face when building Scalerr. [56:13] Key success factors and milestones that led Colin and Scalerr to where they are now. [1:00:46] Colin thanks Mark for being a mentor and inspiration throughout his career. Recruitment Skills and Experience Leading to Management Consulting   How Colin pivoted from being just a recruiter to a management consultant is a story that I find fascinating. Aside from talent acquisition, Scalerr helps startup companies scale up and expand globally and increase their valuation. What propelled this shift? Colin shared three takeaways:   Understanding their client’s objectives and challenges. Colin and his team are focused on

Wed, September 20, 2023

Proven Strategies for Building a Successful Lifestyle Recruitment Business, with Gregg Salkovitch, Ep #191

Working 100+ hours a week nearly burned Gregg out. If running your recruitment business is stressing you out, Gregg’s story may be able to help you.   I am pleased to be joined by Gregg Salkovitch. Gregg is intentionally growing his recruitment firm to become a lifestyle business. Along the way, he learned a lot of things to achieve his goal while gaining more lifestyle freedom. You will hear insightful strategies on how Gregg is building his team and delegating tasks. We also discussed why it is critical to hire a COO to help you in scaling your business.   After a career as a top sales performer for 3 consecutive companies, Gregg co-founded a sales recruitment agency to combine the 2 things he loves most in business: sales and helping people. In 6 years, Gregg grew his company organically with no outside funding to 60 employees, reaching the Inc. 5000 for fastest growing companies 3 consecutive times.  He then started a separate recruiting company, Right Choice Resources, which specifically focuses on the placement of salespeople, executives, marketing, account management, and customer success.   Episode Outline and Highlights   [01:38] Gregg’s journey of how he got into recruiting. [04:30] When being laid off is a blessing in disguise. [10:18] Transitioning from individual contributor to a recruitment business owner: Gregg shares the challenges that they overcame. [14:51] Scaling team to 60 people in six years. [17:07] Gregg reveals his key success factors. [20:06] Character over resume: hiring strategies to get the right people. [35:11] Discussion on growth strategies for a lifestyle business. [37:02] When to hire a COO role to scale your business. [42:49] Make less money in the short term to get long-term benefits. [48:04] Transferrable skills from sales to recruiting. [52:57] What is next for Gregg and his business?   Getting Laid Off Pushed Gregg Into a Recruiting Career   Gregg shared an amazing story of resilience on how he got into the recruiting industry. Getting laid off unexpectedly pushed Gregg in

Wed, September 13, 2023

3 Keys to Transition and Thrive From a Corporate Recruiter to Agency Owner, with Pat Corrigan, Ep #190

Transitioning from a comfortable corporate recruitment career to building an agency is not an obvious choice for many. The risks it entails may even stop some recruiters from considering this transition. Although it may be a significant leap, with the right skills, mindset, and support, it can lead to a rewarding and profitable career change.   My special guest, Pat Corrigan, shares his story of how he successfully transitioned and thrived as a recruitment agency owner from being a corporate recruiter for more than a decade. Pat shares the three key factors to his success, as well as the strategies he continues to implement in building his team and driving revenue.    Pat is the founder of Palladium Point, a leading executive search firm based in St. Louis, serving the commercial insurance industry nationally.   His recruitment career spans fifteen years, and for the past six years has been focused on building high-performing sales teams for leading commercial insurance brokers.    After spending years leading the sales recruitment function for a global insurance broker, Pat pursued his entrepreneurial dreams and started his own firm. Since launching in 2022 they’ve taken off like a rocket.   I’m also honored to have Pat as a member of our Inner Circle coaching program.    Episode Outline and Highlights   [03:03] Pat's Journey into Recruiting - From Corporate Recruitment to Agency Ownership. [12:40] The Bold Leap - Leaving the Comfort of Corporate Life to Establish His Firm - Discover the 3 Key Success Factors. [19:06] Accelerating Revenue Growth and Building a High-Performing Team. [24:17] How Bringing in Operations Personnel and Offshore Sourcers Became a Long-Term Solution for Pat's Business. [32:32] Pat Shares His Proven Client Development Approach. [39:07] Building Sustainable Growth - Implementing Systems and Processes. [49:30] Crafting an Inspiring Vision and Culture.   Successful Transition From Corporate Recruitment to Becoming an Agency Owner   For 15 years, Pat established himself as a recruitment leader for several corporate staffing firms. He had a colorful career but what resonated with me is his story of how being let go from a previous job was a pivotal moment that led him to where he is today. Pat emphasizes t

Fri, September 08, 2023

Recruiting the Savage Way: Navigating AI, Metrics, and Mindset for Recruitment Success, with Greg Savage, Ep #189

Is implementing KPIs and measuring metrics the same as micromanagement?  Measuring activities is fundamental to evaluating how effective your strategies are in running your recruitment business. However, there are some recruiters and business owners who are apprehensive about implementing metrics measurements and KPIs. Is that the same for your recruitment business?  What are the metrics and KPIs that we should measure? How do we implement a KPI and data-driven environment without giving the vibe that team members are being micromanaged? How do you communicate the intent and purpose of your KPIs to your team members?  In this episode, Greg Savage explained why it is not about micromanaging and discusses metrics that empower talents. On top of this, you will also hear insightful takes on critical trends in AI and technology, and why your mindset is the key in your recruitment career success.   I am delighted to welcome the legendary Greg Savage to give us a reality check and revisit the pillars leading to recruitment success. Greg has four decades of experience owning, managing, and growing staffing businesses across the world. He’s the founder of four highly successful businesses; Recruitment Solutions (took to IPO). Firebrand Talent Search (trade sale), Eloquent Staffing (trade sale), and People2People.   Greg still takes an active interest in founding and growing recruitment businesses, investing in recruitment start-ups in Australia and the UK. He’s a LinkedIn Top Voices and has been inducted into the Recruiter International Hall of Fame. He’s founder of The Savage Recruitment Academy, and author of the best-selling book, The Savage Truth, and has recently published a new book called Recruit The Savage Way.   Episode Outline and Highlights [03:06] Greg and I delved into the essence of authentic leadership. [05:44] Exploring the four key factors for achieving success in the recruitment field. [11:01] Strategies for overcoming complacency and avoiding contentment with the status quo. [15:00] Greg shared his insights on the importance of continuous learning and how he benefits from nano degrees. [18:40] Greg’s valuable insights into the impact of AI on the recruitment industry. [29:41] Technological innovations that enhance the efficiency and effectiveness of recruitment. [32:08] Conversation abo

Fri, September 01, 2023

How to Conquer Burnout and Overwhelm for Recruitment Entrepreneurs, with Tina Hazlett, Ep #188

Recruitment entrepreneurship can be immensely rewarding, but also brings the risk of burnout and overwhelm. New entrepreneurs can be vulnerable to workaholism, which can lead to negative consequences on physical and mental health, as well as personal relationships. We need to recognize the signs of workaholism and take steps to maintain a healthy work-life balance   My special guest, Tina Hazlett, founder of Spectrum Recruiting Solutions, shares her tips for success while maintaining a work-life balance. She gave at least four intentional steps that she took to overcome burnout, and I am sure you will find value in exploring the same steps.   Tina also shared the journey of how she transitioned from being a recruiter to a business owner, and how she navigated unpredictable market conditions. She also walked me through her advocacy of addressing the gender gap in her industry, and the steps they took to be successful in taking small steps forwards.   Tina has 22 years of experience in recruitment and started her own firm, Spectrum Recruiting Solutions, in 2018. They’ve since grown to a team of 14, based in the Salt Lake City area, Spectrum supports engineering and manufacturing companies in Utah through a combination of Direct-hire recruitment, RPO, and Consulting. Episode Outline and Highlights   [01:30] Tina Shares the Beginnings of Her Career in Recruitment. [03:57] Tina's One-Year Sabbatical Journey Before Launching Her Recruitment Firm. [10:33] Envisioning a Business Founded on Inclusivity and Remote Work Opportunities. [15:59] Addressing the Challenge of Hiring and Training Individuals Without Recruiting Experience [17:54] Tina's Four Steps to Overcoming Burnout as a New Entrepreneur. [24:34] The Evolution of Team Growth Throughout Tina's Entrepreneurial Journey. [28:30] Cultivating Camaraderie in a Remote Work Environment. [29:42] Discussing Gender Balance and Diversity in Utah's Engineering Industry. [37:00] Navigating Challenges in an Unconventional Market. [40:56] Insights into Tina's Business Development Strategies. [48:20] Establishi

Wed, August 23, 2023

How to Propel a Cybersecurity Recruitment Venture to $1,500,000 in Year One, with Stuart Mitchell, Ep # 187

Starting a cybersecurity recruitment business during a tech market downturn can be exceptionally challenging for several reasons: reduced demand, intense competition, financial constraints, and talent availability. Despite these challenges, it's not impossible to succeed in launching a cybersecurity recruitment business during a downturn, as proven by my special guest, Stuart Mitchell. Stu founded Hampton North in 2022 with the goal of building the most trusted cybersecurity search firm in the united states. Despite the downturn in the tech market, they’re on pace to bill $1.5-2M in their first year. In this episode, Stu shared his insights into key topics that help him succeed: finding the right people to surround you, attracting and retaining the best people, and how to build a personal brand, and becoming a recognized industry leader. With over a decade of experience, Stu has been a successful billing manager, having personally billed over a million dollars while building a multi-million dollar team who achieved an EBITA of $1m. He’s placed some of the most well-known cyber security executives into Financial Services Companies, Retail Brands, and Tech Giants alike. He has built cyber security programs from 0-20+ on multiple occasions, including one of these scale-ups in less than 8 weeks.   Episode Outline and Highlights [03:30] How Stu got into recruiting leading to him starting his recruitment firm. [11:30] From good to great - finding the right people to surround you. [16:18] How Stu began to build his brand by sharing a case study on LinkedIn. [20:48] Stu shared how he launched Hampton North and what makes them thrive despite the downturn in the tech industry.  [29:52] Attracting, hiring, and retaining the best people as a startup.  [39:21] Breakdown of how Stu became a recognized industry leader.  [50:00] The importance of consistency in creating value-adding content - hear Stuart’s content strategies. [1:03:30] Stu shares what is next for Hampton North.   Overcoming a Tech Market Downturn - Launching Hampton North and Billing 7 Digits on Their First Year   A remarkable achievement that I wanted to discuss with Stu is how he launched his cybersecurity recruitment business, Hampt

Wed, August 16, 2023

How to Leverage the 5 Pillars of Emotional Intelligence for Effective Recruiting, with James Elliot, Ep #186

Recruiting is not only sales and data-driven. It encompasses a broader range of skills, qualities, and considerations which is mainly focused on building relationships and human connection. Effective recruiting involves understanding people's motivations, aspirations, and personalities.    That is why it is important for recruiters and business owners to understand the value of Emotional Intelligence. Emotional intelligence empowers recruiters to navigate the intricacies of human interaction, fostering trust, rapport, and success within the recruitment industry.   In this episode, my special guest, James Elliot, shares the 5 pillars of emotional intelligence which are critical components in becoming effective recruiters. James is very different from my usual guests in that he does not come from a recruiting background.   James joined the British Army in 2006, deploying around the world including to Afghanistan.   After his own issues with mental health, James became a strength and conditioning coach at a national league rugby team, where he learned the power of mentoring. He was then asked to help establish the first-ever British Army Parachute Jumping Instructors Platoon.   At RAF Brize Norton, James also attended several courses in mental health, becoming an instructor, and also broke 2 Guinness world records in feats of endurance in rugby.    In 2018, James became a Mental Resilience Coach for the British Army, where he helped develop and deliver mental resilience training, including to special forces. In 2020, James left the army to take his mental resilience training to a wider audience including high-performing individuals and teams, such as the Paralympic Rowing team.  Episode Outline and Highlights   [1:39] Why understanding human behavior is practical in the recruiting industry. [04:36] James’ journey as a mental resilience coach and what made him pursue mental health qualifications. [15:04] James shares the resilience principles that he was teaching in the British Army. [17:40] Our discussion on the key concepts of resilience. [31:14] Practical applications of resilience in the field of recruiting. [39:09] Why emotional influence and biases play a huge role in your decision-making. [42:29] What should you do when a candidate ghosts you? <li

Fri, August 11, 2023

How to Scale Your Recruitment Business While Becoming the Employer of Choice, with Joe Curtis, Ep #185

Fostering a workplace where everyone wants to work can translate to positive employer branding. This is a critical factor if you wish to build your recruitment business to scale.   Joe Curtis, my special guest, will tell us how they can launch and scale recruitment companies while building those as businesses that people want to work for. The first recruitment business Joe and his cofounders built, 3Search, launched in 2014, and currently employs 40 people. With the successful scaling of 3Search, Joe turned his attention to building the 11 Investments Group, now at 100 heads, with 6 recruitment companies within the group.   In this episode, Joe shared his insights on they are able to have 900+ 5-star Google Reviews across their group, which is phenomenal for a recruitment company. We also discussed the value of diversity and inclusivity, as well as his take on the work-from-home and hybrid setup which is a recently hot topic.   Episode Outline and Highlights [02:27] Joe’s recruiter and investor journey: How he left Michael Page and started his boutique firm. [06:41] Strategies for investing in startups instead of growing capital for the original business.  [13:27] Turning mistakes into learning opportunities - Joe revealed their biggest learnings and how they use them to help new startups invest in their holding. [22:35] Having a shared vision and working well with co-founders. [31:00] What it takes to be recognized as a Great Place to Work. [38:49] Zooming in on inclusivity and behavior-based hiring. [47:45] Discussion on the hybrid and work-from-home setting.   Critical Components When Launching and Scaling Recruitment Businesses   Joe co-founded his first recruitment business, 3Search, in 2014 which currently employs 40 people. With the successful scaling of 3Search, Joe turned his attention to building the 11 Investments Group, now at 100 heads. I wanted to pick his brains on the core components needed to build and scale a recruitment business.    From a strategic point of view, Joe tells the story of why they invested in startups.  “Because we didn't want a multi-discipline business. We wanted a group of specialists,” he continued, “we champion small business, we champion entrepreneurship. and growth of small companies. And we have a platform that enables significant ownershi

Fri, August 04, 2023

Differentiating Through Inclusivity: How to Achieve an Impressive 75% Diversity Placements, with Alexis Alvarez

“Diversity, Equity, and Inclusion (DEI) is a priority to the next generation of employees. Their expectation is to see leaders who look like them and to know organizations are committed to DEI long-term — not only during times of social crisis.” The Future of Recruiting 2023 LinkedIn Report Embracing diversity in the recruitment industry is a progressive move that not only brings commercial benefits. It is a long-term commitment that aligns with the values of the current and future employees. I am delighted to share this episode with a very special guest, Alexis Alvarez.  Alexis is a diversity advocate and the founder of Career Rockstars, a boutique talent and diversity search firm that partners with lower and middle-market PE firms in the United States and Europe. In this episode, she shared how they became diversity recruitment specialists for lower and middle-market private equity firms, with diversity hires of 60-75%.  Alexis has over 10 years of recruiting experience and is also a podcast host. Her show is called Take the Stage - Ladies Who Rock, conversations with rockstar women from the world of private equity. Episode Outline and Highlights [01:46] From the US to the Middle East and Europe -  hear Alexis’ recruitment career journey. [12:30] How Alexis started her Private Equity (PE) recruitment firm. [21:39] Why truly embracing diversity can be a key differentiator to a recruitment company. [26:00] A retrospect to Alexis’ biggest achievements as a recruitment business owner including key learnings. [29:07] Do you consider yourself the biggest challenge in your recruitment career? Listen as Alexis shares how she can relate.  [32:02] Discussion on how to dislodge self-limiting beliefs. [36:18] Career Rockstar’s critical success factor: Patience, Purpose, and Intention framework. [40:20] Launching “Take the Stage Ladies Who Rock” - adding value to the recruitment industry through podcasting.  [51:12] David vs Goliath - the story of how Alexis won a huge deal over Heidrick & Struggles. [56:40] Navigating the unseen challenges of working full-time as a mom and recruitment business owner.   Truly E

Fri, July 28, 2023

Mentoring Mavericks: How to Build a Winning Team of Top Billers, with Mike Silverstein, Ep #183

"Selling without selling" refers to an approach or technique that focuses on building authentic relationships with potential customers and meeting their needs without resorting to pushy sales tactics. The goal is to create a positive and genuine interaction with prospects, building long-lasting relationships.   This can be easier said than done, that is why our special guest, Mike Silverstein of Direct Recruiters, Inc shares how he applies this to his practice and he has helped developed multi-million dollar billers.    Mike is the Managing Partner of DRI's healthcare IT and life sciences practice. In 2014, Mike was inducted into the Pinnacle Society, which is the nation's premier consortium of top recruiters within the direct placement and search industry. In 2016, Mike was named one of the most influential millennials by Staffing Industry Analysts.   Episode Outline and Highlights   [04:28] How getting fired from his first job led … Mike got into recruitment. [08:16] Building a practice from scratch in the middle of a recession [17:15] Figuratively depositing in the emotional bank account - hear young Mike’s strategy for building relationships with senior executives in transition. [22:30] Mike reveals why you should “Never sell on the first call!” [31:20] Practices on leads tracking and follow-up. [33:19] Why you must hire team members to complement what you’re good at. [38:24] Lessons learned in trying to grow a team. [39:56] The one thing you cannot teach your team members. [43:41] Hiring, mentoring, and developing million dollar billers.   “Never Sell on the First Call!”   Mike revealed the best advice he got when he was just starting as a recruiter.    He shared, “I learned that if you can resist the urge to sell on the first call … you're going to land in the friend or, you know, consultant bucket versus the person that five minutes into a call is asking for something. And if you can resist the urge to sell on the first call, you'll have carte blanche to ask for stuff for the rest of your relationship because you've established yourself in the right part of somebody's brain.”   I believe that this ap

Thu, July 20, 2023

Growth Mindset: How to Conquer Self Doubt and Become a Top Biller, with Fernando Espinosa, Ep #182

The most successful recruiters and recruitment business owners are constantly learning and evolving. While average performers often think they know it all, the top 10% are never satisfied in their quest for continuous improvement. Someone who has reinvented himself multiple times over his 30-year recruitment career is my special guest, Fernando Espinosa.  I hope you enjoy this interview as much as I did. Fernando is an incredible recruiter who’s filled as many as 500 roles in one year - that’s more than a placement per day!  But the reason I most admire and respect Fernando is his humility.  Fernando has navigated several economic recessions and business setbacks. In the process, he has overcome self-doubt and limiting beliefs numerous times throughout his career. His passion for personal growth and development stems from his sincere desire to become the best version of himself on a daily basis. Fernando is the President and CEO of Top Notch Finders, Inc., a member of Sanford Rose Associates (SRA) Network. With over 3 decades of excellence in the field, Fernando’s firm recruits top-tier executives for manufacturing sites in Mexico, LATAM, and the United States. He also has expertise in executive roles across Europe, Asia, and the Americas. Fernando’s been a member of The Pinnacle Society since 2007, a collective of the top 80 headhunters in North America.    Episode Outline and Highlights [01:54] How Fernando got into the recruiting industry. [04:52] Placing 30 to 40 people per month and launching Top Notch Finders. [10:47] Making more than one placement a day - how Fernando did it before the internet! [15:43] Practice makes progress - Fernando shares how he became fluent in English. [18:21] Transitioning from a successful recruiter to becoming a recruitment business owner and returning as a solo recruiter. [22:00] Reflection on overcoming limiting beliefs. [34:00] Why and how you should avoid the “Lion Syndrome.” [35:45] Shifting from contingent to retained and engaged. [46:04] What makes Fernando one of the top recruiters in the US? Hear his incredible story of how he filled 500 positions in a year. [53:18] Th

Wed, July 12, 2023

The 4 Core Sales Processes that Drive an Effective Client Acquisition Strategy, with Alex Elliott, Ep #181

Sales is the lifeblood of every business. It’s almost impossible to scale your recruitment company without a consistent flow of new business. Yet many recruitment agencies are lacking an effective and repeatable sales process.   My next guest, Alex Elliott, has designed an effective client acquisition system that yields consistent, predictable results. It enables him and his team to focus their efforts on the right things, optimize the customer experience, and make data-driven decisions to drive revenue growth and business success.   However, designing and executing an effective business development system is easier said than done! In this episode, Alex reveals how they designed their client acquisition funnel around four core sales processes.   Alex also shared best practices and tips on how to consistently share value-adding LinkedIn posts, and how to structure your business for scale.   This is Alex’s second time on the show. The last time was way back in December 2019, before the pandemic. He shared the story of co-founding Liquid Personnel with Jonathan Coxon and how they scaled to a 100M revenue business and became the number one market leader in their space before exiting via a sale to Private Equity.    Alex is now an investor and Strategic Advisor with Strive, headquartered in Manchester. Strive provides Go To Market professionals for disruptive VC-backed tech startups and scaleups across EMEA and the US.   Episode Outline and Highlights   [03:46] The three steps to consistently post good LinkedIn content.  [10:30] How to structure an effective LinkedIn post using the AIDA formula. [14:18] Mark and Alex share perspectives on LinkedIn posts’ return on effort. [19:15] Why Alex invested in Strive Recruitment. [23:30] Alex discusses how they structure their business for scale.  [36:15] The four core sales processes to design an effective client acquisition system. [44:53] How to use Sales KPIs the right way to get better results. [55:18] Core marketing channels that Alex’s team focuses on.   Consistently Sharing Value-Adding Linked Content with a Strong Opening Hook   Posting on LinkedIn consistently can build your professional brand, expand your net

Mon, July 03, 2023

How to Build an Executive Search Firm that Can Be Sold to a Successor, with Stephan Aschenbrenner, Ep #180

Is it possible to exit a small, boutique search practice where the owner is one of the primary billers? My special guest, Stephan Aschenbrenner, has found a way of making it possible.    Stephan is the CEO of EO Executives, a franchise network with offices throughout Europe. In 2011, he joined EO executives to build out their German territory. And after four years, they became one of Germany's top 50 executive search and selection firms. Stefan became the managing director of EO International Group in 2016 and became the owner in 2019.   Stephan’s goal is to help executive search professionals to build and scale a partner-led executive search firm and achieve annual billings of 2-4 million. The idea is to build a sustainable business that could be sold to a successor with a significant equity value.   Episode Outline and Highlights   [03:52] Stephan discusses the challenges and solutions to sustainably scale small boutique executive search firms. [10:40] How Stephan’s retail background relates to growing recruitment businesses through partnership and franchising. [14:05] Helping franchise partners to grow - Stephan shares the tools they provide. [18:50] Leverage Level - enabling partners to maximize their time and productivity by providing assistants. [21:45] Team Level - spreading business relationships within the partner’s team. [26:30] Developing others - billing while building teams. [33:50] Fostering a culture of training and coaching. [43:33] Finding and retaining the right partners in a franchise setup. [49:50] Building the equity value of a search firm. [54:43] Why 12 is the magic number? [57:32] Leveraging technology platforms.   Enhancing Small Boutique Firms' Growth through the Power of Franchising   Scaling an executive search firm is very challenging. Stephan described from his own experience how it can be disappointing to invest time and an immense amount of funding to train and onboard new consultants who will end up leaving your business.   As Stephan shared, “You're alwa

Wed, June 21, 2023

How to Build a $6M+ Practice by Hiring and Training Top Performers, with Norman Volsky, Ep #179

Billing $6M+ in 2022 is no small feat, and my special guest, Norman Volsky revealed how his team of 10 was able to achieve a phenomenal per-desk average. Norman shared valuable insights on building your team and attracting high-potential recruiters, using an internship program to establish a talent pipeline, and how to approach the challenging role of a billing manager.   Norman is a managing partner at DRI. Since 2011, he's led the digital health practice at DRI and has built a 10-person team billing $6M+ in revenue in 2022. The Pinnacle Society welcomed Norm as a member in 2021. And interestingly, in 2022, DRI managing partners merged with Kay Bassman and Sanford Rose Associates to form Starfish Partners.    Episode Outline and Highlights [01:30] Norman shares why he started his podcast. [03:35] How Norman got into recruiting through an internship. [07:40] Factors leading to becoming a successful billing manager. [16:54] How DRi way of working is different from most recruitment firms. [23:15] Why finding top clients matters as much as finding top candidates. [30:59] Avoid the “something better than nothing” mentality. [32:20] How an internship setup fits a recruiting business. [38:14] Topic on internal recruitment: how to attract recruiters with the highest potential. [44:40] Sharing the success of their internship program. [46:49] Becoming the best example for your team and focusing on the other party’s best interest. [54:26] Networking into companies - calling a level up to get referred down. [58:04] How Norman juggles his billings while supporting his team - 3 focus areas.  [01:04:30] Norman shares their flat team structure.   How to Adopt the Internship Model to Build Recruitment Teams It may be a rare practice in the recruitment industry, but it’s worth exploring how an internship program could benefit your business. Norman shared the story of how he got into recruitment - from starting as an inter

Fri, June 16, 2023

Top Producing Recruiter Reveals How to Win and Develop Key Accounts, with Katherine Jerald, Ep #178

Top billers typically have one or more “cornerstone clients.”    These key accounts are ones you can build your business on because they use you exclusively and give you lots of repeat business. My special guest, Katherine Jerald, is someone who’s mastered the art of client development.    Katherine is the founder of Elray Search, a firm that is committed to solving the biggest talent needs of middle-market clients in the aerospace, satellite, and defense firm. She’s also a member of the Pinnacle Society.    What’s fascinating about Katherine’s story is that she’s a second-generation recruiter. She remembers the first day her father opened a recruiting firm. She actually got to skip school at the age of 12 to help set up the office computers.    Katherine later rejoined her father's search firm, FPC Portland in 2015 as an executive recruiter, and opened an FPC office in Lake Oswego, Washington. During her tenure within the FPC franchise network, Katherine was the five-time winner of FPC's “Top Recruiter” Award.   In this episode, Katherine shares the skillset and mindset that enabled her to become a top producer and successful business owner. She reveals some killer strategies for winning and developing clients, plus how she transitioned from contingency to 100% engaged search.   Episode Outline and Highlights   [02:06] How Katherine’s father influenced her career path as a recruiter and owner. [06:13] Was it easier or harder working in a family recruitment business? [11:30] Success factors to becoming a five-time top recruiter in the FPC network. (client-side development, grind, and hustle) [16:48] Strategies for identifying, breaking into, and caring for the correct accounts. [21:14] Pitching a relationship instead of a transaction in a recruitment call. [25:16] Katherine shares her process for developing client relationships. [32:12] How commitment plays a big part in Katherine’s success. [33:24] Transitioning from being a top recruiter to launching her own firm - Katherine shares her story. [37:29] Discussion and thought process on engaged versus contingent search. <li dir="ltr"

Fri, June 09, 2023

Recruitment Startup Success: How to Bill $1,200,000 in 15 Months, with Mike Williams, Ep #177

Starting a recruitment agency is hard. Being a great recruiter is no guarantee you’ll be a successful business owner. There are thousands of competent, hard working recruiters who struggle when they go out on their own.   That’s why my next guest, Mike Williams, is so remarkable. In his first 12 months, he billed $900,000. He’s now up to $1,200,000 since he started the business 15 months ago.    Mike is the founder and President of Carnegie Partners, based in Charlotte, North Carolina. He’s a manufacturing and engineering recruitment specialist. I’m honored to count Mike among our clients here at Recruitment Coach.   You’ll enjoy hearing Mike’s journey because he reveals some of the secrets to his success while being honest about the moments of self-doubt that we can all relate to.   One of the things Mike has mastered is creating original content on LinkedIn as a key part of his business development strategy. In this interview, Mike shares how to generate content ideas and posts consistently on LinkedIn. Plus we discuss the importance of posting videos to engage with your target audience.    Mike has an impressive track record as a top producer. In his first 5 years in agency recruitment, he won "Perm Rookie of the Year" plus President’s Club 5 years in a row. He then founded Carnegie Search in February 2022.    Episode Outline and Highlights   [01:15] How Mike got into recruiting and started his own business. [06:30] Why recruitment leaders must create a defined career path for their team members. [08:35] Mike’s thoughts on how to retain your top recruiters. [11:37] From top recruiter to successful recruitment entrepreneur: two key success factors in hitting the ground running.  [16:06] Building relationships by meeting clients in person and visiting manufacturing companies. [25:22] How digital marketing, social media, and LinkedIn played a critical role in Mike’s success. [28:33] Mike shares his LinkedIn strategy - how it helped him win business and the barriers he had to overcome. [35:35] How to overcome fear when posting content online. [41:24] How to generate ideas and create content consistently.

Tue, June 06, 2023

The 3 Ingredients Every Recruitment Agency Needs for Long Term Success, with Kevin Burch, Ep #174

What are the factors that drive short-term results while ensuring the long term success of your recruitment business?   If you have ambitions to grow your recruitment agency, you’ll enjoy my conversation with Kevin Burch the CEO and co-founder of Questpro Consultants. Since they opened in 1996, Questpro has grown to a team of 35 people providing four service offerings: temp, retained/contingency, executive search, and college graduate placement.    In this episode, Kevin shares three of the secrets that have contributed to sustainable growth for the long run:   Fostering a culture of achievement and empathy Diversifying revenue streams The mindset of embracing technology and staying relevant   QuestPro, a staffing and recruiting firm based in Dallas, Texas specializing in the insurance and risk management industry nationwide.   Episode Outline and Highlights   [03:02] Kevin shares his perspective on collaborating, sharing ideas, and being in a community with competitors. [08:20] How Kevin got into recruiting. [12:42] Staff retention - How QuestPro’s staff tenure is way above average. [21:28] Getting rid of toxic people to protect your business culture. [27:09] The role that caring and empathy play in your business. [34:37] How Questpro diversifies its revenue streams.  [42:16] Giving back to the insurance industry with their QGrad Division [50:56] Embracing technology to evolve and stay at the forefront.   Protecting Your Business Culture From Toxic People   Over the last 25 years, Kevin has built a team of 35 people which is already an achievement on its own. But the thing that stood out to me is how he is able to retain these talents. He has 3 or 4 people with a tenure of 20 years, several more in the 10-15 range, and some between 5-10 years. Out of his 35 team members, only 11 are under the 2-year tenure. If there is a key factor contributing to this phenomenal achievement, it is Questpro’s working culture. Kevin shared how they celebrate li

Tue, June 06, 2023

How to Unlock Extraordinary Growth Through Technology and Empowering Your Team, with Gerard Koolen, Ep #176

Imagine growing your revenue by €100,000,000 in less than 3 years! How is this possible? In this interview, my special guest Gerard Koolen explains how he and his business partners at Lugera were able to increase revenue from €130M in 2020 to €234M by 2022. You’ll discover the critical success factors, which include: leveraging technology - and even developing their own software, constant improvement through training and development, and empowering employees to make decisions. What’s even more remarkable is that Lugara’s office in Ukraine had their best performance ever in the midst of a war and they’re currently hiring 26 more recruiters.  Gerard is the Group Managing Partner of Lugera, a multinational recruiting and staffing agency. Gerard started Lugera in Slovakia in 1996 and is now operating in 11 countries in 30 offices with 700 internal staff and 15,000 temps. In fact they’re the biggest independent staffing country in Central and Eastern Europe. In 2022, Herard partnered with James Caan to create Recruitment Entrepreneur CEE.   Episode Outline and Highlights [02:30] Lugera has grown by €100,000,000 in the last three years. [07:30] True resilience - how the Ukraine office has continued growing despite the war. [18:57] Increasing revenue through training and coaching. [25:45] The benefits and challenges of training and coaching remotely. [27:36] Gerard shares how they adapt and leverage technology.  [34:30] New Talent Base (NTB) - how their custom ATS builds networks automatically. [40:51] How technology is a key factor in Lugera’s success. [44:32] With 700 employees, Gerard must empower people to make decisions. [46:49] Why Gerard opted to invest and build their own recruitment platform. [54:23] NTB’s lead generation feature. [58:48] Partnering with James Caan and Recruitment Entrepreneur. True Resilience: How Lugera’s Ukraine Office Achieved Record Breaking Performance   The most remarkable part of the interview was when Gerard shared the story of his office in Ukraine an

Fri, May 26, 2023

How to Build Trust and Relationships at Scale by Hosting Meet-up Events, with Steven Li, Ep #175

Meaningful relationships are foundational to success in recruitment. The challenge is that building a network and earning trust takes time. For many recruiters, it can take years to become established in their market niche.    What if there was a way to speed up this process and achieve faster results?    My special guest, Steven Li, has discovered a way to build relationships at scale by organizing meet-ups in his sector. Steven’s strategy has enabled him to progress from a rookie recruiter at Robert Half to the Top Biller in APAC within three years.    Hosting events isn’t a new concept, but Steven has really taken this strategy to the next level. In fact, Steven is renowned for his cybersecurity events in Tokyo and they’ve become so popular that he holds a lottery to determine who gets to attend.   In this episode, Steven shares his learnings and best practices on how to organize events that add value to his sector. He revealed his process for running successful meet-ups, the mistakes he’s made and insights gleaned along the way.    Steven is a Senior Division Director at Robert Half Japan and specializes in Cyber Security recruiting. In 2022, Steven was recognized as the top biller across APAC, as well as managing the number one perm team.     Episode Outline and Highlights   [02:30] From financial services to recruiting - Steven shares his story. [09:00] Why “simple does not always mean easy” and how Steven turned things around after his initial struggles as a recruiter. [12:21] Fast-tracking his career to becoming a top biller in just three years.   [21:06] Adding value - how Steven organizes events for the cybersecurity community. [32:14] Leveraging LinkedIn to make your meet-up a success. [40:13] Things to do (and not do) when hosting events. [47:01] Steven talks about leadership and innovation. [51:00] Making the transition from top producer to billing manager. [58:38] Having a mission that goes beyond you as an individual.   Building Relationships at Scale by Organizing Meet-Up Events   Steven is a Gen Y recruiter who believes in the value of working smart. In 2019, he quit

Thu, May 18, 2023

Are You Ready for the 3 Big Meta Trends That Are Revolutionizing Recruitment?, with Rob Green, Ep #173

What are the biggest trends that affect the future of agency recruitment? Are you positioned for success in the rapidly evolving world of work?    With advances in Open AI and the growing popularity of remote work and the gig economy, the recruitment industry is set for a major transformation in the next 5-10 years. This shift might cause fear and uncertainty among recruiters, however if you’re aware of the trends, remain agile and are willing to adapt, you can capitalize on the tremendous new opportunities that will be created.   Join us in this episode with special guest, Rob Green, as we explore the future of agency recruitment amidst the rapidly changing technological landscape. Rob reveals his insights based on extensive research and shares the specific steps his company is taking to stay relevant.  Rob Green is the CEO and Founder of The GRM Group, a holding company that combines leading recruitment, research, recruitment tech, and management consulting brands, all servicing the global legal industry. With 20 years of experience in the recruitment industry and having placed lawyers in 40 countries, Rob brings a wealth of knowledge and experience to the discussion. Episode Outline and Highlights [03:05] Why and how Rob’s business model has evolved since we last spoke. [08:00] How skill matching platforms will change the recruitment industry. [14:57] Why Rob created a research company, GRM Intelligence. [26:45] The future of the recruitment industry.  [29:40] Core trends that are changing the way that we work.  [40:30] How should you adapt your recruitment business to stay relevant? [47:33] Preparing for the future; why Rob is investing in Umbiie.   The Three Meta Trends That Are Changing the Recruitment Industry   Recruiters and recruitment business owners are always interested to know how technology such as Opan AI will affect the industry. You’ll enjoy hearing Rob’s fascinating insights about the future of work, based on the research report that he commissioned.  His research team identified three trends that will transform the way people work and how companies recruit:    The Sharing Economy / Gig Economy Global Talent Pools / Distributed Teams The Skillset Revolution   Rob urged the listeners to zoom out from the world of recruitment for a minute and realize how the world is changing based on the above three meta trends. We also discussed the growing “gig economy,” and how talents prefer to work from

Thu, May 04, 2023

How to Attract Your Ideal Clients with Content Marketing, with Mark Whitby, Ep #172

Do you want to attract new clients and grow your recruitment practice, regardless of market conditions?    In this episode, you’ll hear me being interviewed by Tom Burkinshaw, the Group Marketing Director at Recruitment Entrepreneur, the world’s leading investor in recruitment start-ups and scale-ups. James Caan’s team invited me to London to record an in-person interview for The Recruitment Entrepreneur Podcast.    You’ll learn how to leverage content marketing to build your brand, attract more of your ideal clients, and be treated as a trusted advisor.  In particular, Tom grills me about the secrets of starting and growing a successful podcast. I also share our Expert Interview Strategy, which enables you to become a thought leader in your industry, produce high-quality content consistently and develop new business at the same time.   Episode Outline and Highlights   [01:56] Why I started The Resilient Recruiter podcast. [03:16] Overcoming imposter syndrome to become a thought leader in your industry. [04:10] How I got started in recruitment. [07:27] Starting my coaching business was a “combination of fear and excitement.” [10:42] The differences between being self-employed and being a true entrepreneur. [12:53] Launching The Resilient Recruiter podcast. [15:37] How I stay at the forefront of digital marketing strategies and automation tools. [17:22] The number one key to having a successful podcast. [18:58] How recruitment companies can stand out from the competition. [24:34] The benefits of learning and development for business owners and their teams; including people who are already top billers. [27:50] What’s next for Recruitment Coach and The Resilient Recruiter in 2023?   [30:47] The value of being consistent in marketing.   Why I Transitioned From Recruiting to Coaching Recruiters   Tom asked me a question I often get asked, “why did you become a coach instead of continuing as a recruitment consultant?”   

Thu, April 27, 2023

4 Essential Skills that All Recruitment Business Owners Need to Be Successful, with Chris Dinaso, Ep #171

When you run your own business, you wear many hats and need to be competent across a number of areas. But which skills make the biggest difference to your success?   In this episode, my special guest Chris Dinaso and I discuss the top 4 skills that are absolutely fundamental to building a profitable recruitment business. We also delve into Chris’s philosophy of “always doing the right thing” which is key to sustainable, long-term success.   It will come as no surprise that selling skills are crucial for recruitment businesses to grow and succeed in a competitive market. A critical component of this is establishing relationships with potential candidates and clients, which starts with an effective elevator pitch.   Chris will be sharing his best practices for selling and business development in running his own recruitment practice. You will hear how he structures his ‘Million-Dollar Paragraph’ and how he effectively reaches out to potential candidates by calling them at their work number.   Chris has been in the recruiting industry for almost three decades and has founded Plumbline Staffing Solutions, a boutique recruitment firm focusing on insurance and general staffing solutions, with offices in Chicago, Illinois, and Austin, Texas.   Episode Outline and Highlights [01:45] Sink or Swim - Chris started his staffing career by being thrown into the deep end [07:30] Why Chris took a career change and how it influenced his way of working as a recruitment business owner. [12:00] “Doing the right thing” is a recruitment business differentiator. [22:38] Chris talks about the challenges of getting his company off the ground.  [33:00] Discussion about Chris’ approach to business development.  [43:49] The Million-Dollar Paragraph. [46:30] Why you should consider calling potential candidates at work.   Doing the Right Thing is a Differentiator   Chris shared an interesting principle as a success contributor: his mindset of always doing the right thing. Influenced by his faith and his experience in his ministry, his aim is to always provide a transcendent experience to his candidates and clients. As he explained, “I want every interaction I have with clients and candidates, I want that to extend beyond just the limits of ordinary experience.”  

Wed, April 19, 2023

How to Increase Your Executive Search Firm’s Billings by 600% in 2.5 Years, with Callum Collins, Ep #170

In this episode, we uncover the keys to G&E Partners' rapid growth from $1 million to $6 million in just 2.5 years. Discover the business development strategies, hiring processes, tools, and technology that fueled this spectacular success.   My guest, Callum Collins, joined G&E Partners straight after university as a graduate trainee and within 3 years he had progressed to Managing Director. During the following 2.5 years,  G&E Partners grew from 8 people to a team of 30 and increased billings by 600%.   G&E Partners is a boutique organization with a number of specialist practices including Pharmaceuticals/Biotech, Medical Devices, Logistics & Supply Chain, Commercial Construction, Civil Engineering, and Energy & Renewables.    Episode Outline and Highlights   [02:09] Callum’s journey from graduate trainee to Managing Director and then Partner in less than 7 years. [06:29] The leap from an average recruiter to a great recruiter.  [11:12] Transitioning from a biller to a billing manager. [14:19] G&E team structure and turning trainees into 360 degree recruiters.  [17:20] How do you identify high-potential performers when hiring fresh grads? [28:13] Career progression within recruitment. [33:13] How the next generation of recruiters can thrive in the recruitment industry. [39:14] Discussion of business development strategy. [49:17] Turning candidates into clients. [59:40] Callum’s thoughts on how to thrive in the current market. [01:02:49] How recruiting has positively impacted Callum’s life massively.   How to Hire Fresh Grads and Make Them Successful 360 Billers   When scaling your recruitment business, it can be challenging to find good people for your own team. Most owners assume that the easiest way to grow is by hiring experienced recruiters from your competitors. G&E prefers to hire Graduates with no prior recruitment experience. They are then trained up to G&E’s way of working.    How do they assess candidates to find the high-performers? Callum talked about their hiring process wh

Wed, April 05, 2023

Productivity Queen: How to Achieve a New Personal Best, Billing $1.4M, with Kimberly Laipple, Ep #169

We all have the same number of hours in a day. How do top recruiters, like Kimberley Laipple, bill five times more than average performers in the same amount of time?   For Kim’s entire career, she’s sought out ways to increase her income without working longer hours. Her focus on productivity has paid off. Last year, Kim personally billed over $1,400,000 while managing a team of 28 recruiters.    What is the secret behind this astonishing achievement? In this interview, you’ll learn the 4 keys to Kim’s productivity including effective delegation, team empowerment, consistent client development and automation technology.   Kimberly is the SVP and Managing Director of Scientific Search. In addition to her operational function, she still runs a full desk along with managing a team of 28 recruiters. Kim is a member of Pinnacle Society which is a consortium of the top 80 recruiters in the country. Kim’s consultative approach and client development skills have allowed her to continue to grow with the organization and increase her client base year after year.   Episode Outline and Highlights   [02:03] How becoming a single mom at 18 influenced Kim’s career choices.  [07:30] How Kim forged her own career path in a male dominated industry. [14:00] Enabling flexibility within the team during tough times. [18:20] The 4 key factors leading to billing $1.4m last year.  [26:41] Delegating tasks to improve productivity. [30:53] How Kim’s team members do the job they’re best at. [34:59] Kim’s tech stack - which technology platforms does she find beneficial.  [46:53] Discussion on drip email campaigns and relevant platforms. [51:30] Copywriting skills and creating messages that generate a positive response. [55:40] Kim shares other success factors that can be modeled.   How to Forge Your Own Career Path   Kim is an inspiring example of how resilience and hard work pay off. She shared her experience of becoming a single mom at 18 and having to find a way to make a life for herself and her kids. “When you’re in that situation you really don’t know what you’re gonna do. But I k

Wed, March 29, 2023

How to Become More Valuable and Influential as a Recruiter, with Michael Goldman, Ep # 168

Do you wish you had more influence with your clients and candidates?    The last time Michael Goldman joined our podcast, he shared the secrets of enjoying a long-term career in recruiting. In this interview, he reveals how we as recruiters and business owners can create more value and enjoy greater influence with our clients and candidates.   Michael started his recruiting career in 1980 and founded his own firm, Strategic Associates, in 1988. Michael has built an excellent reputation as an executive recruiter in manufacturing and supply chains nationwide on both a contingency and retained basis.   Michael is a Founding Member and former president of the Pinnacle Society. Having run a successful desk for 42 years, and been a consistent top producer, Michael also speaks on and teaches recruiting tactics and strategies to recruiters globally.   Episode Outline and Highlights   [07:30] “Pulling your career sword from the stone”- Michael shares his career-building insights. [14:08] Focus on influencing rather than selling.  [18:28] Positioning your opportunity in the marketplace through a branding strategy. [23:47] Michael shares the ‘vampire approach.’ [29:42] Integrating the branding philosophy when talking with candidates and clients.  [39:06] Bringing value to candidates by giving clarity to their career path. [43:08] “The Death of Expertise” - Michael and I exchange book recommendations. [47:30] Fostering connections and mentorship. [51:40] No plans to retire; Michael’s 42-year career and still going strong!  [56:00] Sowing the seeds of value.   Focus on Influencing Rather Than Selling   A key insight that Michael discussed is why he advocates recruiters to influence, rather than sell. According to Michael, “A lot of people in our industry, especially newbies in the first 5 years or so are trained to throw up as much as against the wall as possible… What I do in the beginning is ask questions to determine the quality of the thought process that a prospect would have. I will understand what it takes to influence them as opposed to selling them…Because that i

Wed, March 22, 2023

3 Simple Steps to Increase Your Billings from 6 to 7-Figures, with Andrea Colabella, Ep # 167

What does it take to level up your billings from six figures per year to seven figures?    To answer this question, I asked my friend Andrea Colabella of the Cardea Group, to share her journey and the key changes she made to increase her billings from $550-750k per year to over $1.2m.   Andrea shared relatable insights and learnings from running a successful search firm including both her wins and losses. She presented golden nuggets about exclusivity, how to prepare for critical conversations, as well as the value of learning to say no to some searches.    Andrea has been recruiting since 2005 and has placed over 800 individuals throughout her career. She started her own agency, Cardea Group, in 2009 and is a member of the Pinnacle Society, the premier consortium of Industry-Leading recruiters in North America.   Episode Outline and Highlights   [01:57] How Andrea got into recruiting and how she started the Cardea Group. [06:01] Highlights and lessons learned as a recruitment firm owner. [12:14] The biggest challenges Andrea had to overcome as a business owner. [16:50] Qualifying criteria what makes a good search. [22:20] Discussion on exclusivity, commitment, and boundaries. [30:20] Andrea reveals the 3 important changes she made to level up her billings [38:00] Dealing with stress and pressure. [42:20] Cutting off the noise and focusing on the clients and candidates that make the most sense. [47:10] Rehearsing and preparing for key conversations. [50:44] How to respond to a client who asks you to reduce your fee percentage. [53:45] Learning from mentors and getting golden nuggets of wisdom to further your recruitment career. [57:40] What does Andrea’s typical day look like?   Key Learnings as a Recruitment Firm Owner   Andrea’s journey as a recruitment business owner is a colourful one, full of learnings and challenges that a lot of recruitment firm owners can relate to. She shared how they won major accounts as

Thu, March 16, 2023

How to Bill $1,000,000 For Ten Years Straight and Grow a Successful Team, with Allan Fisher, Ep #166

Running a desk while growing and managing a team can be extremely challenging. Someone who has managed to pull it off is Allan Fisher, founder of Premier Financial Search.    Allan’s got an amazing track record of personally billing over a million dollars for ten years straight. Then during Covid, Allan decided to turn a threat into an opportunity and grow his practice from a small, office-based team of 4 people to a remote team of 15 people based across the country.   According to Allan, the secret to his success involves excellent an operational support team, robust systems and processes, leveraging automation technology and commit to ongoing staff training & development.    In his long recruiting career, Allan has faced his share of adversity. As a recruiter and recruitment business owner, he went through the 9/11, the dot com bubble, the 2008/9 great recession, COVID and now the economic uncertainty and slowdown of 2023.  However, Allan believes that after every recession, prosperity follows.    Some of the key highlights that you will hear in this episode are:   The importance of consistent Quality output regardless of market condition The value of hiring an integrator in your team to focus on the operational aspect of your business How to build your business by putting up a remote team  How to create a great training and team culture in a remote setup   Episode Outline and Highlights   [01:30] How Allan became a recruiter; the value of his Pinnacle Society peer group. [06:43] Allan candidly reveals his career lowlights that many recruiters can relate to. [12:30] Three learnings from coming out of economic recessions. [20:40] How to prep your team to face challenging periods. [24:08] Allan shares his career highlights and accomplishments. [30:10] As a recruitment business owner, how critical is it to find someone to help you who is operationally focused? [38:04] How Allan scaled his business from 4 to 15 team members remotely. <p dir="ltr" role

Wed, March 08, 2023

Recruiter Mistakes #8: Not Tracking Your Metrics So You Can Work Smarter Not Harder, with Mark Whitby and Leanne Jones Hunt, Ep #165

Is recruitment a numbers game? To say so would be an oversimplification, but there’s no denying that data-driven insights can lead to improved performance and profits.    Recruitment is a numerically predictable business. If you want to maximize your billings, it’s important to measure both your activity (quantity of effort) and ratios (quality of effort).  We also recommend setting yourself KPIs (Key Performance Indicators) to stay on track and increase the likelihood of achieving your billings goal.   If you’re not already tracking your metrics, or if you do not know what numbers and ratios to measure, I am sure you will find value in this episode. By analyzing metrics such as “job order to placement ratio” and “average placement value,” recruiters can identify areas for improvement. The exciting part about knowing your numbers is that small improvements can lead to a big increase in billings with the same or less effort.     Episode Outline and Highlights   [00:32] Why some recruitment business owners are reluctant to measure their metrics. [03:30] Why are KPIs critical for you to achieve your goals? [04:40] What is the Recruitment Business Health Check? Discussion on reasons why you need to do it. [10:30] What are the specific numbers and ratios that you should be tracking? [16:13] Tangible steps to track your metrics and KPIs. [21:06] The benefit of getting an accountability partner.   Perform a Recruitment Business Health Check   When clients join our Recruitment Coach community, one of the first things we do is a Recruitment Business Health Check. Business owners analyze their desks by looking at their billings, average invoice value, how many interviews to make a placement, how many candidates it takes to get an interview and other significant metrics. The purpose of this is to give you a benchmark of your current performance and allow you to pinpoint the obvious area for improvement.  Whatever your goal is, you can reverse engineer and work backward. Whether your goal is an annual revenue of 500k or 1m, you can figure it out by working on your weekly, monthly, or quarterly milestones. Hence, aside from leading you to your goals, the value of tracking your metrics is to give you the maximum chance of hitting your business goals.   What Should You be Tracking?   You may be wondering, what specific

Wed, March 01, 2023

Is the 120° Recruitment Model More Effective Than the Old 360° Model?, with Pree Sarkar, Ep #164

If you’re building a recruitment business, you might want to consider replacing the 360 degree “full desk” model with a 120-120-120 model.   In this fascinating interview, Pree Sarkar shares why he believes it’s easier to scale a recruitment business with a 120 degree model. You’ll hear how it gives his firm a competitive advantage in the market. Plus, Pree reveals their entire end-to-end recruitment process including the KPIs and metrics of a successful search firm leveraging the 120 business model.    You’ll be inspired by Pree’s story of resilience, from losing his job during the Great Financial Crisis to starting a successful recruitment company and making a positive impact locally and globally.    Pree Sarkar is the Founder and Director of Switch Recruitment, specializing in recruiting for start-ups and SaaS companies in the APAC region. LinkedIn rated him as a Top 1% Recruiter, Amazon rated his book Switch, a #1 bestseller in Careers and Job Hunting and he is a member of The Pinnacle Society, a select group of industry-leading recruiters globally.   Episode Outline and Highlights   [02:05] From losing his job to launching a recruitment business. [05:02] Key inflection points in the road to recruitment business success.  [10:47] Building trust from scratch when nobody has heard of you or your company. [15:14] Transitioning from being a generalist to a niche specialist.  [18:30] Why it is essential to focus on your strengths and hire others to complement your weaknesses. [22:02] Pree describes Switch’s building phase and how it has evolved.  [25:08] What is the 120-120-120 team model? [29:30] Discussion on incentives, metrics, and KPIs in the 120-degree model. [32:00] Pree shares their end-to-end recruitment process in detail. [38:30] Giving back to the community - sponsoring a child with every placement.  [46:34] How Pree became a thought leader and trusted advisor in New South Wales. [54:50] Pree shares the backstory of his best-selling book, Switch. <p

Wed, March 01, 2023

Why Stepping Out of Your Comfort Zone is Key to Success in Recruitment, with Mike O'Riordan, Ep #163

Is fear and self-doubt preventing you from building your personal brand and growing your recruitment business?   In this episode, you’ll discover how my guest Mike O’Riordan overcomes his tendency to be a perfectionist, pushes outside his comfort zone and gets things done.  Mike is the founder of Blackwater Search & Advisory, a global executive search and advisory firm focused on the ETF and Digital Assets market. I’ve known Mike for almost 3 years and have witnessed his rapid growth from a one-man band with no recruitment industry experience to running a hugely successful boutique.   Get ready to be inspired by Mike's story and learn how to overcome the pitfalls of perfectionism in your recruitment business.   Episode Outline and Highlights [01:49] Mike’s catchphrase, “I’m executing the shit out of this stuff.” [03:33] What is an ETF? [05:20] Why Mike shifted from a decades-long career in banking to recruiting. [11:04] Is the negative perception of recruiters justified? [19:50] The company’s current size and structure after four years. [23:12] The impact of hiring an effective marketing person. [28:24] Why perfectionism can cost you millions of dollars. [33:10] How digital marketing has been a game changer for Mike’s business. [42:47] Why an email newsletter is a good way to start marketing. [45:17] Discussion about creating video content - Mike’s journey. [48:40] Get comfortable in being uncomfortable - why getting out of your comfort zone is critical to success. [54:00] What’s next for the Blackwater search?   Perfectionism Can Cost You Millions of Dollars   Mike and I first spoke back in March 2020, and he was one of the first people who enrolled in my Billings Accelerator program, which has evolved into our Inner Circle community of recruitment business owners.    Despite having less recruitment experience, Mike made faster progress than many others in his cohort. The reason? Mike is someone who imple

Wed, February 15, 2023

Recruiter Mistakes #7: Being a Generalist, Not a Niche-Market Specialist, with Mark Whitby and Leanne Jones Hunt, Ep #162

In the 7th installment of our Recruiter Mistakes series, we delve into the benefits of specializing in a niche market and how it can lead to shorter recruitment cycles, clearer messaging, and increased profits.     By focusing on a specific niche, you can tailor your message, build a strong candidate pool, and become the go-to expert in your field. However, choosing a niche can be challenging. Some recruiters may feel hesitant due to the fear of missing out on opportunities or letting go of legacy clients.    We know that specialists usually bill more than generalists and in this session Leanne and I hope to address any fear or hesitation you may have in committing to a niche market.   Episode Outline and Highlights [00:47] Clearer messaging to attract the right target audience. [02:30] Having a targeted and well-defined niche leads to a shorter recruitment cycle. [07:06] What could stop recruiters from focusing on a specific niche? [08:45] Dealing with legacy clients when transitioning to niche-focused recruitment. [15:30] Steps you can take to define your niche. [16:26] Next topic to cover in this series: not tracking your metrics.   The Benefits of Specializing   Specializing, in the long run, can help you shorten your recruitment cycle, leading to more placements which ultimately translates to maximized profits. Consider this: how long does it take for you to fill a job on average? If you’re not focusing on a specific niche, you are starting from scratch every time you take on a new search.    Here is how specializing makes things easier:   The clearer you can be about your niche the clearer your message and branding can be  You can recycle your candidate pool. Much shorter recruitment cycle - presenting candidates within 24-48 hours instead of weeks or months.   Specializing is a proven approach. We would estimate that more than 90% of the million-dollar recruitment business owners we’ve had as guests on this podcast are specialists.   What Could Stop You from Committing to a Niche?   Some can feel hesitant to commit to a niche for two reasons:

Wed, February 08, 2023

How to Replace Self-Doubt with Courage and Stay Motivated During a Slump, with Michael Pietrack, Ep #161

No one is immune from challenging economic downturns and it is certainly the case for my special guest, Michael Pietrack. Making his second appearance on the show, Michael humbly shares his experience of dealing with a severe slump in his market.   Michael’s shares his strategy for surviving tough times and emerging as a market leader. In this inspiring interview, Michael explains how he navigated past recessions and his approach during the current climate. There are lessons for leaders and recruiters alike, including how Michael keeps a healthy mental space for himself and his team, remains relevant and brings value to his customers in a downturn.   You’ll discover the proactive steps to overcome a slump, including best practices and strategies for MPC marketing and cold-calling. You will also hear about Michael’s new book, Legacy, which is about values that guide the choices we make in life and in business.   Episode Outline and Highlights   [01:41] Michael gives a realistic picture of the current climate of the market he serves, which is medical affairs in the pharmaceutical industry. [03:18] What to do when companies are downsizing. [08:07] Having an agile mindset - changing the roles of your team members to address the needs of the business. [10:21] Discussion on MPC strategy. [17:30] How to position yourself during downturns to take advantage of the upswing that always follows. [21:00] Michael shares his cold calling and voicemail strategy. [23:36] Michael explains how to keep a safe mental space for his team. [28:35] The power of telling stories to communicate and engage with your team and clients. [32:43] Michael discusses his newly published book: Legacy. [38:28] Insights on being noble in the recruiting business. [40:38] The challenges Michael had to overcome to publish his new book [49:00] How choices play a significant role in shaping one's life and success.   Focusing on Doing the Right Things During a Downturn

Wed, February 01, 2023

Why Balance is the Key to Unlocking Personal and Business Growth, with Jeremy Sisemore, Ep #160

Recruiters might need to work a little harder to achieve the same revenue as last year.   “It is not gloom and doom but it is also bringing a little dose of reality that we may need to get our business development hats on, and we may have to ramp up our energy and activity levels a little bit more to generate the same revenues or more.”   These are the words of my special guest, Jeremy Sisemore, who joins us for the second time to share his insight on how to grow your recruitment business in the current market. In this episode, Jeremy talks about the science of having a success mindset, incorporating balance into your personal and recruitment growth, as well as how to set your team up for success.   Jeremy is one of the leading IT executive recruiters in North America and he’s been at the top of his field for the past 20 years. Jeremy has billed over $14 Million in his career and specializes in placing IT executives in SAP, ERP, and Cyber Security at all levels up to and including CIO, CTO, CISO.    Episode Outline and Highlights [01:33] What’s changed since Jeremy’s first appearance on the show? [04:34] Sharing insights on the current market - comparison with the 2008-09 recession. [07:00] Discussion of mindset and the self-fulfilling prophecy.  [14:00] Competitive diving and the concept of balance [25:00] Incorporating balance into your recruitment activities. [36:23] What is Jeremy doing to create growth and balance?  [45:36] Onboarding new team members and setting them up for success.  [54:22] KPI Roadmap and metrics to help team members to be successful.   The Science of Cultivating a Success Mindset    The last time I interviewed Jeremy, he emphasized the importance of inner grit which allows you to turn challenging experiences into stepping stones for success. This time, he shared insights on the importance of having the right mindset in the recruitment industry as the current market and economic climate may present some challenges.    “I think that people might be able to do the same revenue and numbers, but only if their mind is right and they work a little harder. It may not feel as easy to make the same numbers, I don’t think, in 2023 as it might have felt in 2022…    “It is not gloom and doom but it is also bringing a little dose of reality that we may need to get our business development hats on, we may have to ramp up our energy and activity levels a little bit more to generate the same revenues.”   Our

Wed, January 25, 2023

Recruiter Mistakes #6: Not Posting Original Content on LinkedIn, with Mark Whitby and Leanne Jones Hunt, Ep #159

Posting original LinkedIn content is an effective way to build your brand, create top-of-mind awareness and become the go-to recruiter in your niche.   Yet according to LinkedIn, only 1% of active users create content on the platform. Why aren’t more recruitment firm owners seizing this opportunity? Perhaps they’re suffering from “imposter syndrome” or maybe they just don’t know where to start.    In the 6th installment of our Recruiter Mistakes series, we explain the benefits of posting original content on Linkedin consistently. We want to get you motivated to become a content creator! You’ll also hear some ideas on what to post and how to get started.   Episode Outline and Highlights   [02:10] Why we advocate posting original content on LinkedIn.  [04:49] What do we mean by original content? [07:04] Top three reasons that people may hold back from posting, and why you should still create original posts. [15:02] Original versus curated content. [16:00] What should be the content of your posts? [21:00] How often should you post LinkedIn content? [22:46] Tips and tricks on how to create posts. [27:38] Preview of our next episode in this series.   Three Reasons Why You Should Post Original Content   What do we mean by original content? Well a lot of the stuff you see in your news feed is curated content (sharing or reposting) instead of original content. We want you to be a content creator, not a content distributor!   Why should it matter if the content is original or curated? Aside from the fact that LinkedIn’s algorithm will enable you to get more organic engagement via original content, here are three reasons:   You will position yourself as an authority in your own niche. You become visible to your network’s newsfeed. People will understand your market knowledge and personality which will build trust. What Might Hold You Back and Why You Should Post Anyway   Here are some of the reasons that might hold you back from starting or keeping up posting original content regularly, and why the reason can be superficial and must be overcome:   A post won't do well and it might be a flop - There is no such thing! Even if your posts average 500-1000 views that’s fantastic. That means 1000 people have been exposed to your brand and yo

Mon, January 16, 2023

Beyond the Transaction: How to Achieve Growth in an Uncertain Economy, with Greg Hollis, Ep #158

Beyond the Transaction: How to Achieve Growth in an Uncertain Economy The key factor that ensures successful recruitment business growth while navigating an uncertain economic climate is having sticky client relationships.  My special guest, Greg Hollis, newly appointed Group CEO of Recruitment Entrepreneur, shares how focusing on the 3 Cs (customer, candidate, consultants)  and developing a strong client relationship can bring about significant opportunities for growth to your recruitment firm. He shared their practices on how they add value to their clients and establish a relationship beyond the transaction. Greg has 27 years in the recruitment industry, working across multiple sectors and delivery models, he’s launched and managed several businesses, brought an entrepreneurial spirit into a global PLC’s senior leadership team, and successfully lead many high-performance organizations.    Episode Outline and Highlights [02:41] What Greg learned from spending 17 years at Manpower [06:30] Greg shares his insights on Vision and creating a high-performance culture.   [13:24] The 3 Cs of scaling a recruitment business. [16:29] The philosophy and strategies for developing client relationships. [22:15] What are the specific action steps to create more strategic relationships? [30:00] Discussion on developing solution-selling skills. [34:30] Greg shares how Project RPO works and how it differs from a retained assignment with multiple hires. [41:23] Adding value via Post-Deployment Training. [43:30] Delivering added value to client relationships. [47:58] Facing the current economic situation - what message is Greg giving his stakeholders in navigating this interesting chapter? [51:48] With the current condition of the global markets, is there a significant opportunity to scale? [53:38] How do you know when is the best time to make your next hire? [57:36] What does 2023 hold for Recruitment Entrepreneur?   Creating a High-Performance Culture and Focusing on the 3 Cs. Greg has a wealth of experience in the recruitment industry and invaluable insight when it comes to managing and scaling your recruitment business. You will hear his thoughts on the importance of having the core focus on the 3 Cs, which stands for Clients, Candidates, and Consultants.

Fri, December 23, 2022

The 3 Keys to Growing a Startup Recruitment Agency to $950,000 in the First Year, with Ben Cross, Ep #157

Imagine starting your own recruitment agency with no recruiting experience and growing it to almost a million dollars in the first year. Sounds unbelievable, right?  Yet that’s exactly what my special guest, Ben Cross, has accomplished in his first year in recruitment. In this interview, we break down exactly how he achieved those remarkable results. Ben is the founder and CEO of GLOMO based in Dallas. GLOMO specializes in the global mobility industry providing talent search as well as consulting services in sales and marketing plus mergers and acquisitions.    So what’s the secret to Ben’s success? It comes down to an intangible asset that doesn’t appear on a balance sheet – his personal brand. Ben was already extremely well-known in his industry prior to launching his own business.  In this episode, you’ll learn how Ben became a micro-celebrity within his niche using the 3R formula: Reach, Relevance and Relationship .   Episode Outline and Highlights [02:55] Ben’s background and his journey as a startup recruitment agency owner. [06:28] Ben explains the 3 R’s of personal branding - reach, relevance, relationship [08:01] The LOVE + RELO podcast - Spreading love and community building during the pandemic. [11:28] What is Global Mobility? [18:26] How setting up virtual conferences led to ‘unintended good stuff’. [24:58] What motivated Ben to start his own recruitment business? [28:35] A critical ingredient for recruitment business owners when starting or scaling. [33:52] What GLOMO has achieved this year and what key success factors? [42:07] Why should you consider raising your rates? [50:00] The value of meeting people in person to build personal relationships. [51:28] Failing daily! Ben’s biggest challenges in growing a business. [56:27] Things Ben would have done differently. [01:04:14] New offices in Dallas and challenging the work-from-home (WFH) setup. [01:08:21] What is next for GLOMO?   LOVE + RELO - Hosting Daily LinkedIn Live Streams During the Pandemic Ben is a genius when it comes to personal branding - a skill that has translated well to his recruitment firm’s success. Ben has been creating content on LinkedIn since 2006. When the platform rolled out

Thu, December 15, 2022

How a Recruitment Firm Owner Attained Billings of $1.2M While Growing a Team, with Darwin Shurig, Ep #156

If you’ve ever tried to grow a recruitment firm, you understand the crazy balancing act of being an effective billing manager. It’s extremely challenging to hire, train and manage a team while at the same time maintaining your personal production.   That’s why I’m especially excited to share this interview with Darwin Shurig.    In addition to building a team of 11 people, Darwin is personally responsible for over $1.2M million in 2022. Darwin founded Shurig Solutions Inc. in 2015; based in Plainfield, Indiana, specializing in recruiting regulatory affairs, quality and engineering talent for the medical device and pharma industries.     Darwin was listed as an MRI Top 10 Managing Partner for 2020 and is the number 2 cash biller for revenue as a franchise owner within the MRI Network in 2022. Prior to joining the recruitment industry, Darwin has a clinical background of over 20 years of sales, operations and management within medical devices, diagnostics, medical distribution, and sleep therapy.   Episode Outline and Highlights [04:48] Joining the recruiting game - what motivated Darwin to join the industry after 20 years of medical device distribution experience? [12:06] What is your WHY? Darwin explains the purpose that drives him. [15:11] Enormous success in a short period of time - critical success factors. [25:20] Darwin describes a typical day when he first started his business. [26:55] The value of content marketing when scaling a recruitment business. [31:00] Focusing on your DIG - discipline, industry, and geography. [34:14] The benefit of hosting webinars for your industry. [44:06] What is the expert interview strategy? [49:10] Darwin shares the most significant challenges he faced when growing his business.   How Darwin Achieved Consistent Growth in 7 Years Never in a million years did Darwin imagine he would eventually become a recruiter. He joined the industry relatively late in his career - after 20 years experience in sales, management and operations roles in the medical device industry.    Darwin’s success in recruitment is astonishing given that he only joined the recruitment industry 7 years ago. Since 2015, he has incrementally increased his firm’s billings to $2.2m, with Darwin personally contributing $1.2M in 2022. At the same time, he has grown a team of 11 people.   I asked Darwin what he considers his success factors. Below is the recap of what he shared:</

Fri, December 09, 2022

How to Grow a Recruitment Agency from Start-Up to $3M Profit in Two Years, with Emily Rushton, Ep #155

In this episode, you will hear how Emily Rushton grew her recruitment agency from start-up to $1M in profit in its first year and is on track to reach $3M profit in its second year! What’s her secret? There’s a clue in her company’s name - the keyword here is “integrated.” Emily is the Founder and CEO of Hire Integrated, a fast-growing recruiting agency based in Utah. They launched in January 2021 and in less than two years have scaled to a team of 20 employees. In this fun and informative conversation, Emily shared how specialized recruiting at scale and client integration were key to their success. She also shared how their proactive approach and continuous evolution give them a positive outlook despite challenging market conditions. Emily started her career in staffing at Robert Half where she ranked among the top 20 recruiters out of 11,000 employees. Since then she has built two other boutique firms and also recruited for Netflix, where she helped them write their now industry-leading playbook with best-in-class practices to help them find and hire new talent. Episode Outline and Highlights [04:33] “I didn’t even know what a recruiter was” … How a willingness to cold call helped Emily land her first job at a recruitment agency. [09:20] How to excel during an economic downturn; the key mindset shift that enabled Emily becoming a top-producer during a recession. [12:53] Client Integration – what it means and why it’s important. [16:50] Helping companies hire better: specialized hiring at scale. [20:14 Staring a recruitment business - how Emily won her first 3-4 clients. [23:30] Key milestones: hitting $1m in revenue by Q3, $1m in profit in 12 months and on track for $3m profit in year two.  [30:22] What industries does Hire Integrated specialize in?  [35:51] Service lines offered by Hire Integrated. [45:51] Emily’s playbook for strategically developing client relationships. [52:52] How to build an account from a single point of contact to gaining access to multiple senior stakeholders. [55:27] The Hire Integrated approach - how to integrate successfully with client companies. [1:01:30] Emily’s growth plans for 2023. Consistent Tenacity in Early Days Emily shared a fascinating story of how she got into recruiting - she had no idea what she wanted to be when she was about to graduate. Following

Wed, November 30, 2022

How to Improve Equity, Diversity and Inclusion in Your Recruitment Process, with Jo Major, Ep #154

Most recruiters say that Equity, Diversity and Inclusion is important but haven’t actually updated their recruitment process accordingly.  There’s a big difference between talking about ED&I and making a real commitment to implement it. This is why a lot of the discussion around this topic is performative while in reality the candidate shortlists recruiters are presenting to clients are largely made up of the “usual suspects.” In this challenging episode, it was my pleasure to interview a prominent champion of ED&I, Jo Major. Jo brings 22 years of recruitment industry experience and founded Diversity in Recruitment because of her drive to get ED&I on the agenda of recruitment teams. She believes recruiters can influence and lead the change needed to tackle underrepresentation in UK employment.  Through training and advice, she helps recruiters get to grips with ED&I and gives them the insight, tools, and confidence to attract diverse talent, make their processes equitable and accessible, and recruit inclusively and confidently partner with their clients and hiring managers. Jo believes that a candidate's identity, background, and circumstances should never be the reason they don't make it into the recruitment process. If you are on the quest of helping your candidates, clients, and your own team, to align with ED&I principles, Jo’s insights and practical advice will be of help to you. Episode Outline and Highlights [04:37] ED&I - Jo’s insights on its importance to the recruitment industry. [08:17] What motivated Jo to focus on training instead of recruiting? [13:1]1 How impostor syndrome affected Jo when starting her business. [18:18] How Diversity in Recruitment supports recruitment businesses. [23:05] Jo discusses the “Performative Tickbox Exercise.” [27:58] How can recruiters support their clients in inclusive, accessible, and equitable hiring? [34:57] How can recruiters make a difference in the area of ED&I?  [38:37] Why ED&I complements a retained solution for clients. [46:04] The critical role of equity in making the recruitment process more inclusive. [49:01] How job descriptions can include points of ‘de-selection’. [53:10] The most essential steps on ED&I from a recruitment standpoint. [59:25] Can ED&I only be afforded by big recruitment companies?   How Diversity in Recruitment Supports

Fri, November 25, 2022

Meet The Recruiter Who Survived And Thrived Through Four Recessions, with Gail Audibert, Ep #153

Many recruiters are feeling anxious about the economy. Are you concerned about how a slowdown might affect your billings in 2023?     My special guest, Gail Audibert, has been a recruiter since 1984 and has survived four recessions. In this episode, Gail shares the steps she took in previous downturns to protect her business and achieve consistent, predictable billings.    Gail is a member of the Pinnacle Society and remains one of the top recruiters in the country while only working 20 hours per week. In this interview, she reveals how she designed her business around her family and her secrets to working less and making more.    Gail launched Gail Audibert Associates in 1988, specializing in Commercial Insurance.  She’s the VP of the Pinnacle Society and President-elect for 2023. She’s a former president of the National Insurance Recruiting Association and its current education chair. She also served on the Board of the Connecticut Association of Personnel Services for close to 20 years.   Episode Outline and Highlights   [02:37] Why getting fired from her first sales job was a blessing in disguise. [07:05] How Gail built a successful business while putting her family first. [13:34] Key differentiators and success factors. [19:52] Doing well during a recession. [27:06] Gail’s strategy for winning RPO business that pays a monthly retainer. [31:23] Mindset and strategies to thrive in tough times.  [34:42] The value of joining industry associations and attending events. [40:21] Identifying opportunities to offer an RPO model. [50:16] Insights on dealing with talent acquisition. [53:23] Gail’s non-negotiables when working with clients.   Designing Her Business Around Her Family   Given Gail’s career longevity and success in recruitment, it would be easy to assume that she had been working really hard with long hours, making sacrifices for her business and profession. On the contrary, Gail considers it her success that she is able to build her business around her family. She leveraged the flexibility of our industry to raise her family and be there for every sick day, snow day, and other activity of her children. She never let her work to-do list get in the way.    Gail works 20 to 25 hours a week and still manages to be really productive. “I don’t think I waste a lot of time on things that are unnecessary.”  That includes positions that she

Thu, November 17, 2022

Recruiter Mistakes #5: Doing Everything Manually Instead of Leveraging Automation, with Mark Whitby and Leanne Jones Hunt, Ep #152

When Leanne ran her own recruitment business, she managed to claw back 25 hours of her time PER WEEK by implementing automation strategies and hiring 4 offshore virtual assistants.    When was the last time you reviewed your full recruiting process and identified the recurring tasks? Are you still manually using spreadsheets and doing everything manually?    Doing everything manually instead of leveraging automation is costing you precious time and constraining your growth. In this episode, we will share the top three benefits of leveraging automation, parts of your business you can automate, and the do’s and don’ts when running automated campaigns.   Episodes Outline and Highlights   [01:16] The downside of doing everything manually instead of leveraging automation. [02:40] Three benefits of automation based on our own experience. [09:17] Automation should not replace the human touch or personalized approach. [13:25] What parts of your business can you automate? [15:04] Do you have a consistent nurturing process for your clients and candidate leads? [18:20] Steps you can take now. [21:21] The Dont’s - automation mistakes that cost you sales and reputation.  [28:33] Tips on creating a personalized feel when writing messages for automation. [30:00] Preview of our next episode.   The 3 Big Reasons Why You Need to Leverage Automation   In our experience, these are the three reasons why you need to leverage automation ASAP:    Save time - Leanne personally implemented automation in her business and saved 25 hours per week! Although it did not happen overnight, it was absolutely worth it. Better client and candidate experience - This is counter-intuitive but the time you save by automating certain tasks allows you to provide a more personalized customer. A smooth end-to-end experience for the clients and candidates also increases the probability of repeat business. Automation is key in getting off the feast and famine roller coaster - Automation helps with keeping your sales pipeline full even when you’re busy delivering on current assignments. It enables you to have both your candidate sourcing and business development machines running on autopilot in the background.   We are not saying that automation replaces the more personalized approa

Sat, November 12, 2022

Personalized Service as a Success Factor in Recruitment Business Growth, with Frido Diepeveen, Ep #151

If you believe in providing personalized customer service, you’ll love my interview with Frido Diepeveen. In this episode, Frido shared his wealth of experience from 17 years in recruitment and how his Dutch-Hungarian upbringing influenced his service-oriented approach toward his clients and candidates.   Born in the Netherlands, Frido trained as a lawyer before discovering his true passion in recruitment and executive search in 2005. That’s when he joined a recruitment firm and helped the founder grow to 55 employees before selling it to Randstad in 2010. After the transaction, he remained on the board as Commercial Director and helped the new owner achieve 20-30% year-on-year growth. He stayed with Randstad until 2018 when he decided to start a new recruitment firm from scratch. Frido is now the MD of Diepeveen & Partners, a boutique search firm with a team of 15 based in Budapest, Hungary, and serving clients in North America and Europe. Episode Outline and Highlights [04:49] What inspired Frido to change careers from banking to recruitment? [14:30] Key lessons that Frido gained from his first recruitment job. [17:25] How Frido defines “personalized service.”  [24:13] How to handle candidates you can’t help and those you can’t place right away. [28:49] Frido’s insights on cultural sensitivity when dealing with key stakeholders. [31:32] Success factors in rapidly growing a recruitment business. [39:50] Can you position your firm to recruit at all levels, from junior positions right up to senior leadership roles? [43:05] How Frido has grown a boutique search firm from scratch to a team of 15 [52:16] Outsourcing to Hungary - how Frido provides candidate sourcing and recruiting services to other recruitment companies around the world Loving the Recruitment Profession Before becoming a recruiter, Frido worked in banking - first as an in-house counsel and then in a commercial role as an account manager. It was in 2005 that he found his true calling as a recruitment professional. In 2005 he was asked to join a recruitment firm in a start-up phase, called ProfiPower. Founded by Dutch-Hungarian entrepreneur Ilonka Jankovich, he later became an equity partner and they were able to build the business into a market-leading recruitment firm in Hungary. Prior to selling it to Randstad in 2010, they had a team of 55 employees! What were the factors that led to such rapid growth? Frido shared two factors:   <li style="font-weight: 400;" ari

Thu, November 03, 2022

How to Self-Destruct a $4M Search Firm and Re-Build on Stronger Foundations, with Mark Phillips, Ep #150

Imagine building a search firm from scratch to $4M in billings. An incredible achievement, right? Now imagine that same business suddenly imploding from 14 team members down to just one. How would you bounce back from such a devastating loss? Would you have the heart and will to rebuild?   This is the story of my special guest, Mark Phillips. Mark is the founder and CEO of HireEducation and in this interview, he shares his journey with unflinching honesty and self-reflection. He takes ownership of the behaviours and decisions that led to the decline of the business. Based on the lessons he learned from both his successes and failures, Mark is rebuilding his business and himself - this time on stronger foundations.   Mark got into recruiting in the late 90s and has specialized in the Education Technology industry since 2006.  He launched his firm HireEducation in 2010 and by 2019 he built it into a $4M per year business. That same year, he faced his biggest challenge.  You will now hear what he’s doing differently to build an even more successful business that he enjoys a whole lot more. Episode Outline and Highlights [02:34] How Mark knows our mutual friend, Jordan Rayboy. [04:38] Thoughts on recruiters as non-conformists . [12:47] How to build trust with people quickly.  [25:26] Growing a firm from nothing to a $4m annual run rate.  [40:41] The value of hiring someone to do the things you’re not good at. [44:23] Overcoming a massive upheaval in 2019. [52:40] Learning from hindsight - Mark’s retrospect on his most significant challenges led to him rebuilding his firm.  [1:06:15] Mark’s core value in rebuilding his team. [1:09:40] What is now being done differently in Mark’s second version of his business? Building From Scratch to a $4M Annual Run Rate Mark shared the key success factors that contributed to growing a $4m search firm in 9 years. There were a number of challenges they needed to overcome which anyone growing a recruitment businesses will relate to. The two biggest success factors were:   Market mastery - having an organized approach to his market. Hiring in 3’s - as it takes the same amount to train 3 people as it does to train 1 person.  Hire Someone to Manage You Another significant success factor that Mark mentioned is the value of hiring an assistant. Mark’s longest serving employee, Katie

Fri, October 21, 2022

Values-Driven Leadership: How to Grow a Search Firm to 7-Figures in One Year, With David Fleming, Ep #149

It always fascinates me to hear stories of recruitment business owners who succeed despite the most challenging circumstances. My special guest, David Fleming, shares an astounding story of both personal resilience and recruitment success.    David is the Managing Partner of Acuity Partners, the search brand from Stanton House. David established the business this year and is already on track for a 7 figure Net Fee Income in their first full year. Acuity Partners delivers leadership searches for C-Suite and Director level mandates within technology-led businesses and investors. David has 25 years of experience in recruitment and has run multi-million-pound P&L managing teams of over 100 consultants.   In this episode, David shares how having a set of clear values embedded in each team member plays a vital role in their success. Also, you will hear David’s story of resilience and how it influenced the way he leads his team and how it moved him to prioritize taking care of their mental health.   Episode Outline and Highlights [02:04] How David got started in recruitment. [08:21] From 3 to 8 people in 8 months: FOUR key factors for rapid growth. [17:23] The role of curiosity in delivering insight and market intelligence to customers. [27:30] Can a young person without extensive commercial experience be successful in executive search? [36:06] David talks about Acuity’s values and their impact on performance. [42:22] One of David’s greatest achievements as a fee earner. [47:06] Excellent customer experience: bringing value to your clients and helping people without expecting anything in return. [54:27] Discussion on mental health in the recruitment industry. David shares his journey. [1:00:03] Acuity’s “Empathy Series”. [1:02:50] What is next for Acuity? Four Key Factors for Rapid Growth When David started Acuity Partners in February this year, their vision is crystal clear: To enable individuals and businesses to outperform by relentlessly connecting brilliant people. Starting with 3 staff, they now have 8 people in their team and are on track to reach 7 figures in net fee income. What is the secret sauce leading up to this success? He gave four factors:   Building a business out of a successful business. His 25 years of recruiting experience with two recruitment businesses enabled him to have a network and client base. As the execu

Thu, October 13, 2022

International Expansion: How to Grow a Successful Recruitment Business in MENA and APAC, with Justin McGuire, Ep #148

Building a recruitment business in the Middle East and Asia presents opportunities as well as challenges. My special guest, Justin McGuire has successfully expanded his firm into MENA and APAC, becoming very knowledgeable about these markets in the process. This is Justin’s second time on the show and I am excited to have him again. In addition to providing fantastic insight into doing business in the MENA and APAC regions, Justin shares his experience growing his team from 12 to 30 people.  But there have been plenty of challenges and detours along the way. For example, Justin discusses his failed attempt to open a London office and everything he learned from that experience. Justin is the CEO and co-founder of MCG Talent - a talent consulting firm specializing in creative, communications and marketing people across the Middle East and Asia. Justin spent 8 years working for well-known creative agencies before jumping into recruitment for the last 15 years. MCG Talent have ambitious plans for continued growth and have set their sights on opening offices in new countries and scaling the team to 50 people. Episode Outline and Highlights [02:11] Dramatic changes since Justin’s previous appearance on the show. [05:33] Justin shares what recruiting market looks like in the Middle East and Asia. [13:15] What’s the biggest shock in building a successful business in the Middle East? [20:50] Dealing with cultural differences - how did Justin make it work? [30:00] Managing across multiple countries and time zones - why finding the right business partner was critical. [35:20] Learning from mistakes - Why the London office did not work out? [40:53] Deciding factors on when to open a new office in a different region vs scaling in the current location. [48:25] Business management - key practices to scale your recruitment firm. [58:54] Justin’s take on 2023 recession predictions. Catching Up with Justin - Updates Since His Last Episode Appearance Justin’s last appearance was a couple of years, more than a hundred episodes ago in which he shared radical ideas on their global recruitment offices and how they get to scale. This time, he brings me up to speed on what has changed since then.  The last time we spoke, Justin was in Singapore. He has since relocated his family back to Dubai and refocused on the markets they excel in - the Middle East and Asia for roles in the marketing, communications, and technology.  He explains, “During COVID we really und

Fri, October 07, 2022

How to Make 40 Placements per Month by Setting High Standards, Speed and Having Fun, with Elaine Tyler, Ep #147

Want to know how a fast-growing recruitment firm generates 40 placements per month with a small team of only 11 people? Then you’re going to love my interview with Elaine Tyler. She’s the CEO of Venatrix, a London based agency that specializes in recruiting and training SDRs for SaaS companies. In 2015, Elaine partnered with James Caan and his recruitment venture capital firm, Recruitment Entrepreneur, to launch Venatrix. Since then, her company has consistently been one of the top performing businesses in the RE portfolio and she expects to double her headcount and turnover in the next 18 months. What are the secrets to her success? Elaine shared so many golden nuggets, from branding and marketing strategies to creating a unique selling proposition that benefits both clients and candidates. Elaine explained her sales and delivery model in detail and revealed the secret sauce that enables Venatrix to get such high performance and productivity from a relatively small team while achieving a Glassdoor score of 4.8. Episode Outline and Highlights [1:29] Elaine’s first recruitment job. [05:17] Starting a recruiting career during the credit crunch in 2008. [08:31] Selection criteria when recruiting for Sales Development Reps (SDRs). [11:59] Why Elaine chose to collaborate with Recruitment Entrepreneur. [17:02] Venatrix’s growth for the past seven years. [20:07] The power of hosting events and building a community. [25:01] Strategies for building a brand on LinkedIn. [31:50] Contributing factors to getting a 4.8 Rating on Glassdoor. [36:47] Representing the right clients - how to ensure you select the right partners. [39:24] Venatrix’s business model and team structure. [45:00] Speed and high standards - two critical success factors. [48:00] Elaine shares their operational and quality standards. [51:20] How to foster a fun work environment where people feel appreciated. [53:00] What is next for Venatrix? Starting Off with the Right Partners Elaine started her career in recruitment 14 years ago, during the Great Recession of 2008. She shared her learnings and challenges - which a lot of us can relate to. What I liked about our discussion is her mindset of focusing on things that we can control - it worked

Wed, October 05, 2022

Recruiter Mistakes #4: Doing Everything Yourself Instead of Delegating and Outsourcing, with Mark Whitby and Leanne Jones Hunt, Ep #: 146

Does your recruitment business feel like you’re running on a hamster wheel?  That everything depends on your efforts and you can’t ever slow down or stop because your delivery to customers (and your revenue) would also come grinding to a halt? No matter how talented and hard-working you are, trying to do everything yourself is unsustainable. It leads to inconsistent results, frustration and burnout. But what if you could get a lot of tasks off your plate and free up your time to focus on high-value, revenue-generating activities? The good news is that you can! In this episode, we discuss WHY you shouldn’t be the one spinning all of the plates even if you are a solo recruiter. We will also cover HOW to get started with delegating and outsourcing parts of your recruitment process. Our goal is to increase your time spent on high-value, revenue-generating activities, and the parts of the job you do best. This is the fourth of a series of episodes where Leanne and I will share insights that we have gained from working with hundreds of successful recruitment business owners. Episode Outline and Highlights [01:58] Two questions you should ask yourself to assess the value of outsourcing recurring tasks. [03:30] Three downsides of doing everything by yourself. [06:14] Where to start - do an analytical review of your processes. [08:52] Hear the simple actions you can take today to start on this journey. [10:26] Teaser for our next episode on leveraging automation. Should You Hire a Virtual Assistant (VA)? Two Questions to Consider Here are the two questions you need to answer: When was the last time you reviewed your full recruiting possess and identified those recurring tasks? When was the last time you analyzed and calculated the cost of your time per hour? This is a great exercise - calculating your hourly rate will give you the insight to see what tasks are indeed worth delegating. You may simply choose your billings per annum and divide by 1800 which is the average hours of someone who works full time during the course of the year.  Your job is to figure out how you can spend more time and focus on high-value activities and how to delegate or outsource those activities where you will not be earning your dollar per hour. The Three Downsides of Trying to Do Everything by Yourself Why you should not be doing everything by yourself? Here are three reasons why. Overwhelm. Wearing different hats and pulling from all directions is not sustainable.  <li sty

Tue, September 27, 2022

How to Become the Leading Recruiter in Your Market Niche, with Brooke Ziolo, Ep #145

Imagine if you were a dominant recruiter in your industry with a portfolio of clients who come to you for all their hiring needs.  That doesn’t happen overnight and requires persistence. As you’ll hear in my interview with Brooke Ziolo, it’s certainly achievable with the right mindset and methodology. Brooke is the President of Egret Consulting, and has been an Executive Recruiter for 14 years. She and her team have become the Go-To recruiters for the lighting industry covering positions in sales, marketing, engineering, and operations from mid-level to C-Suite.   In this episode, she shares how they became the market leading recruiters within the lighting industry.  She describes in detail how they reach out to clients and candidates with a blend of manual and automated processes plus an attitude of polite and professional persistence.  Brooke’s history of how and when she started her recruiting career is a resounding story of resilience, leading to her becoming a Partner of Egret in 2013, the Managing Director in 2016, and purchasing the firm in 2019. She was inducted into the Pinnacle Society, the premier consortium of industry-leading recruiters in North America, in 2016. Episode Outline and Highlights [01:56] Brooke’s challenging first year in recruiting. [06:05] Brooke’s mindset and method for building her desk during a recession.  [11:11] What has changed in Egret’s approach to marketing over the past 14 years?  [20:20] Would you consider reaching out via cold text? Discussion on combining videos and text when reaching out. [25:04] Brooke’s recipe for success - from being a recruiter, a partner, and the decision of becoming a recruitment firm owner.  [39:38] Brooke’s vision on taking the Egret company forward. [41:42] Retaining employee engagement while shifting to a fully remote setup. Starting Her Recruitment Career During the 2008 Recession Brooke started her recruitment career in 2008, during the Great Recession. As you can imagine, it was extremely challenging. She only made 2 placements that whole year! But Brooke’s mindset and strategy during that turbulent time lead to her being successful when people started hiring again.  Reminiscing her early days, Brook explained, “The only thing I control is how many calls I make. So if I keep making more calls than everybody in the office… that is all I can do right now. I kept just pounding the phones until somebody told me no or I am sick of you.” For Brooke, it is all about her polite persistence. She understood the balance of not harassing anyone but staying within prof

Wed, September 21, 2022

How to Grow Your Recruitment Agency from Start-up to $2M in 3 Years, with Joel Slenning, Ep #144

I’m a firm believer that success leaves clues.  If someone was able to scale their staffing business not just once or twice but multiple times, that can’t be based on luck. To produce those results over and over, they must have a winning formula. That being the case, you’d want to know their formula, wouldn’t you?  Well the good news is that’s exactly what you’ll learn from my podcast interview with Joel Slenning. This is Joel’s second appearance on the show. Last time, he shared the story of how he scaled his previous recruitment firm, ICON Medical, to $16M before selling it in 2019. I found that story fascinating - especially the part where he started his own business in the middle of a global recession and how he strategically scaled it during the most difficult first year. This time, Joel is back to reveal the strategies he’s using to grow his new staffing firm, INNOVA People from a start-up to almost $2M in revenue in less than 3 years! Joel talks about his business model, leveraging offshore sourcers, and inbound marketing, and much more.  Joel is the President of Innova People, a healthcare and IT staffing agency based in Oregon. Joel and I run a coaching program together called APEX which is a mastermind group for owners of 7-figure recruiting firms who want to scale to 8-figures and build a business that runs without them that they could potentially sell one day. Episode Outline and Highlights [02:00] Joel talks about his current company, INNOVA People, and what he is doing differently this time.  [05:15] Building a sustainable model where business development is side by side with the delivery team. [14:48] The blend of contract and permanent direct hire. [22:26] Leveraging offshore resources and automation. [32:31] The 9 Pillars of a Scalable Recruitment Business [34:33] Joel’s approach to marketing and generating inbound leads. [48:32] The ToMA (Top of Mind Awareness) Model and how to create it in today’s environment. [52:58] Joel’s mindset on the economic slowdown and how we should prepare. Structuring a Very Sustainable Business Model  After successfully scaling and selling ICON Medical Network, Joel is now the owner of a successful IT Staffing Agency, INNOVA People. What he has been doing differently with this new agency is the approach to a sustainable business model, where business development works side by side with the delivery team. He segregated business development from the delivery team by creating a talent acquisition leader for delivery and sales development rep

Tue, September 13, 2022

How a Competitive Bike Racer Turned Recruiter Built a 7-Figure Staffing Firm in 3 Years, With Paul Warner, Ep #143

From professional athlete to 7-figure recruitment business owner, Paul Warner’s journey is quite unique. In this interview, you’ll learn how Paul has gone from a part-time solo recruiter billing $90K per year to building a team that bills over $1M per annum in just three years. Paul shared his incredible story and breaks down the key factors that he believes contribute to increasing billings by 10x in 3 years including: His business model and business development strategies How to create a psychologically safe workplace environment to empower your staff His passion for hiring the next generation of recruiters - the Gen Z’s. Paul founded Tamarack Recruiting in 2018 as a lifestyle business that could support his other career as a professional cyclist. He leveraged AI and other technology to allow him to connect companies and candidates quickly in the few hours he had to work between races and traveling. In 2020, the pandemic brought the cycling circuit to a halt, and Paul shifted his focus to scaling his staffing agency. Episode Outline and Highlights [01:49] How Paul started recruiting while being involved in competitive sports. [09:12] What moved Paul to start his own business? [13:35] Transitioning from a lifestyle business to a high-growth recruitment business. [27:45] Tamarack recruiting’s secret sauce to repeat businesses - two key pointers. [32:31] From 90k to 1m+ annual billing in 3 years - Paul’s insight on what contributed to this success. [34:11] Paul shares their business model and development strategies.   [39:16] Why Paul is passionate about hiring Gen-Z recruiters and his standards for hiring people.  [53:33] What it means to empower your people to be successful. [1:01:10] After growing to seven people, what is next for Tamarack? Tamarack’s Key Game Changers Tamarack recruiting’s growth is so rapid, I really wanted to hear from Paul about the ‘secret sauce’ to their success. From billing 90k to 1m+ in just three years within the pandemic is surely an accomplishment and a feat that thousands of recruiting companies could have not easily achieved. What I observed is his successful sales engine and volumes of repeat businesses.  For this to happen, they had to keep on consistently delivering. What are the game changes that enable them to do so? Paul mentioned two things:</p

Tue, September 06, 2022

How a Former Music Teacher Created Her Dream Life as a Top-Producing Recruiter, with Cathy Stewart, Ep #142

One of the core competencies of successful recruiters is influence. When Cathy Stewart became a recruiter 15 years ago, recruiting seemed like a perfect fit based on her ability to build trust and influence others. In this episode, Cathy reveals her exact approach to influencing people which has enabled her to become a top biller.  Recruiting is actually Cathy’s third career. Prior to becoming a recruiter, she started out as a music teacher before going on to achieve great success in direct home selling, building a multi-million dollar organization.   Cathy Stewart is the Vice President of the Senior Living Division with Jeff Harris and Associates. Since she began her recruiting career in 2008, Cathy has been a consistent top biller and she became a Pinnacle Society Member in 2018. Episode Outline and Highlights [2:43] How Cathy went from music teacher to top-producing recruiter. [6:31] Exploring the Senior Living niche. [08:37] Cathy’s greatest accomplishment as a recruiter [11:38] The ‘doctor’ mindset in recruiting. [14:10] How to maintain a positive mindset. [24:06] How to master the art of becoming an influencer and trust builder. [38:17] Cathy’s comparison of contingent vs retained. [47:46] Client development and not putting all your eggs in one basket. [57:10] Work-life balance and creating your dream life. The Keys to Success in Recruitment Cathy is an achiever. Since she began her recruiting career in 2008 she has been the lead recruiter and top biller in the office her entire recruiting career and she became a Pinnacle Society Member in 2018. But what would she consider her proudest accomplishment as a recruiter?  “I don’t see myself as a super special awesome person. I just think that I am really good at the basics,” is how Cathy describes it. Here are the key things that she believes have contributed to her success: Mindset Influencing Skills Building Trust Work-life Balance and Creating Your Own Dream Life Creating and Maintaining a Positive Mindset A positive mindset is not something you will get from someone else. You must create and maintain it within yourself. Cathy shares this from a recruiter’s perspective: it is about being passionate about your selected niche. It is about having a solid foundat

Fri, September 02, 2022

Recruiter Mistakes #3: Relying on LinkedIn as Your Primary Source of Candidates with Mark Whitby and Leanne Sara Jones Hunt, Ep #141

Where do you find most of your candidates?  If LinkedIn is your primary platform for sourcing and engaging with candidates, this episode is for you. We are not telling you to stop using LinkedIn. But we believe that it’s a mistake to be over-reliant on LinkedIn as your main source of candidates. In this episode, you will hear the downsides of being dependent upon LinkedIn. You’ll also learn what specific steps you can take now to enhance your candidate engagement and increase response rates to your outreach.  Episode Outline and Highlights [00:57] The six pillars of a successful seven-figure recruitment business. [2:22] Clients versus candidates - which do you need more of? [3:31] Why it is essential to track the source of the candidates you place. [5:14] The downsides of being over-reliant on LinkedIn as your primary source of candidates. [6:47] Why using InMails may not be the most effective method of outreach. [8:05] Going further - how to leverage multi-channel communication strategies. [10:04] Isn’t a 12-step candidate recruitment campaign going overboard? [12:36] Benefits of developing a multi-step, multi-channel approach. [13:38] Two more reasons why it’s risky to rely too much on LinkedIn. [15:14] Strategies to increase candidate response. [17:02] Simple steps you can take to put this into action. The Downsides of Being Over-Reliant on LinkedIn LinkedIn is actually the number one source of candidates for the majority of recruiters out there. But there are downsides to being over-reliant on LinkedIn as your primary source of candidates. Some of them are: Your competitors and clients are searching on LinkedIn too.  Candidates are inundated with messages on LinkedIn.  Not every candidate is active on LinkedIn. Also, you have to remember that you do not own the data on LinkedIn. The data belongs to LinkedIn and they could at any time just cut you off. They can restrict your account and remove the facility. All the time you have invested in curating that network can be taken away. So we always recommend that you extract data from LinkedIn and build your own database. Then your ATS will become your number one source of candidates in the future. Going Further and Leveraging Multi-Channe

Wed, August 31, 2022

How Building Better Relationships Drives Growth for Irish Staffing Company, with Andy Mackin, Ep #140

What’s the secret to scaling a staffing company internationally? According to my special guest Andy Mackin, relationships are a key driver of business growth. In this episode, you will hear how Andy transitioned from serving with the Irish Navy for 21 years to becoming an EY Entrepreneur of the Year finalist. He shares his story of rapidly expanding his staffing company from six employees to 200 in less than 8 years.  At Mackin Talent, their number one value is “Relationships Matter.” Listen to Andy explain exactly how they invest time and resources to build stronger client relationships. He reveals how they’ve embedded this core value into their systems and procedures from the way they sell to the way they deliver their service. Andy is the CEO of Mackin Group, which encompasses Mackin EHS & Mackin Talent. They’re an award-winning business services company headquartered in Ireland and operating globally with 200 team members in 12 countries. Episode Outline and Highlights [3:47] Discussion on Andy’s process for posting original content on LinkedIn. [7:08] Andy’s reading challenge and book recommendations. [11:09] Why Andy started a health and safety consulting firm after leaving the navy and how that led to building a staffing agency. [23:04] Great life lessons that Andy shares from working as a server/waiter. [27:25] Breaking down the stages - growing from 6 people to 200. [33:38] The business value of building relationships and treating everyone the way you want to be treated.   [42:10] How to engage and build relationships with clients with a hybrid setup. [48:55] Andy’s strategies for building business roles and framework. [50:30] Biggest challenges when scaling a business rapidly. [53:56] Andy shares his biggest learning experience from 2014 up to now. Life Lessons From Working as a Waiter Andy’s story is interesting and colorful indeed - before setting up his own consultancy business, he served in the Irish Navy for 21 years. After retiring from the Navy, he set up his own health and safety business which led to him setting up a talent and staffing agency. What struck me is when Andy shared his stint as a server or waiter before joining the navy. He described it as his best 10 and a half months experience in life. For him, the life lessons he learned and the experience of dealing with people are invaluable. It became a foundational step in his journey that he attributes to his success in

Fri, August 26, 2022

How to Grow a Wildly Successful Executive Search Practice, with Somer Hackley, Ep #139

To build a thriving executive search practice, you need to be good at winning new business. However, my special guest Somer Hackley realized early in her recruiting career that traditional approaches to business development didn’t work for her. Instead, Somer developed her own way of landing retained searches. Her approach has proven to be highly effective, enabling her to become a top producer at two of the world’s biggest retained executive search firms.  Her strategy involves, as Somer puts it, “doing BD by not doing BD.” I was intrigued by the apparent contradiction. Somer explains that while she doesn’t perform pure business development activities, “everything I do is BD.” In this interview, Somer reveals her top three ways of winning work. Somer has been in recruiting for 20 years, the last 14 in executive search. In 2020 she launched her own firm called Distinguished Search. Having worked for some of the biggest executive search firms in the world, she wanted to work with fewer clients and offer more personalized service. Somer is the author of the new book, Search in Plain Sight - Demystifying Executive Search which was published in June. Episode Outline and Highlights [1:22] Becoming a published author and a mother in the same month!  [4:03] How Somer got started in recruiting 20 years ago - we discuss the constant pressure to achieve targets. [8:26] The challenge of launching her own firm in 2020 during a pandemic [14:00] Business development by not doing business development.  [19:19] Somer’s approach to recruiting / how she pitches roles. [24:34] Somer’s video series: Two Distinguished Minutes.  [33:30] How to establish trust with people quickly. [41:30] How Somer approaches the scenario of candidates getting multiple offers. [45:45] How to prep your clients prior to the interview. [51:10] Discussion on Somer’s new book, Search in Plain Sight: Demystifying Executive Search BD by Not Doing BD “I do BD, you can either say a hundred percent all the time or zero percent all the time, depending on how you are looking at it.” For Somer, business development traditionally was transactional - connecting to the higher-ups of potential clients and setting appointments. This formal approach did not work for Somer as she describes her communication style to be more casual.  When Somer went on her own, her mindset was “I work with people” – she doesn’t think of them in terms of clients vs candid

Mon, August 22, 2022

Recruiter Mistakes #2: Working with the Wrong Clients with Mark Whitby and Leanne Sara Jones Hunt, Ep #138

If you’re like many recruiters we speak to, you’re extremely busy right now with more job orders than you can handle. However, are you working with the right clients? Many recruiters delude themselves by thinking they’re “too busy” to do business development when in reality they’re working on low-probability searches. So they end up doing a lot of work you don’t get paid for.  Another common scenario is recruiters who rely on repeat business from the same legacy clients. Sure you’ve got a good relationship, but have you gotten into a comfort zone with them? When was the last time you reviewed your terms of business with your existing clients?  Or asked them for a retainer? Perhaps you’re reluctant to rock the boat because you get a lot of business from them. If you can identify with either of these scenarios, pay close attention. In this episode, Leanne and I will share tips on how to increase your billings by working with your ideal clients - the ones who are willing to work with you exclusively at higher fees, and who treat you as a trusted advisor and true partners.  This is the second of a series of episodes where Leanne and I will share insights that we have gained from working with hundreds of successful recruitment business owners.   Episode Outline and Highlights [3:00] Increase your billings by auditing your existing clients. [4:12] Indicators that you are working with the right clients. [5:27] The benefits of grading your jobs using a Job Order Scorecard. [8:11] Common limiting beliefs that stop recruiters from reviewing their terms of business with existing clients.  [10:52] Actual examples and success stories of recruiters who raised their standards in terms of how they work with new and existing clients. [12:07] Won’t you lose clients if you increase your rates?  [13:07] Three simple actions you can take to re-evaluate your client relationship. Audit Your Existing Client with the Job Order Scorecard   When was the last time you audited your clients and measured the quality of jobs you are working on to make sure you are investing your time wisely? One of the first exercises we do with our new clients is to get them to do an audit on their existing clients and actually grade their jobs. Failing to do so can mean that you end up working with the wrong clients in ways that are not effective or efficient.  A useful exercise is to look at your job-to-placement ratio. In this call, you will hear a scientific approach to using a diagnostic tool we call the Job Order Scorecard. This tool was designed

Thu, August 18, 2022

The Marathon of Recruitment Business Success and How to Double Revenue in One Year, with Helen Plumridge, Ep # 137

My next guest, Helen Plumridge, doubled her revenue last year and is on course to double again this year. But she didn’t achieve success overnight - it’s been more of a marathon than a sprint. Over a 20 year career, Helen’s experienced her share of setbacks and disappointments including the failure of her first recruitment business startup. Other areas of huge learning include choosing the right business model, hiring the right people and growing into leadership. Plus, the usual challenges of balancing business, fitness goals and family life. In this episode, you will hear Helen’s story of resilience and how she grew her recruitment business with the right combination of motivation, strategy, team, and partners. She discusses her partnership with Recruitment Entrepreneur and shares the key factors that contributed to doubling her revenue in the last year. Helen is the founder of King Recruit and King Executive, a partnership-led recruitment and search industry working with high-growth, small and medium sized companies in the South-West of England. Episode Outline and Highlights [1:10] Why Helen’s first recruitment business didn’t succeed and what she learned from that experience.  [5:08] Looking back at her career, what would Helen have done differently? [7:18] Why Helen launched King Recruit after taking a break to have kids. [12:50] How Helen won a large account which helped grow their business drastically. [16:40] How to articulate your candidate’s ROI to potential clients. [30:00] Helen’s insights on scaling her team. [34:37] King Recruit’s business model, why and how they partnered with Recruitment Entrepreneur. [41:37] How King Recruit doubled their turnover last year.   [47:07] Managing and motivating your team / the “build a business within the business” approach. [51:05] Helen reveals some hiring learning from the past and what their hiring process looks like today. [59:04] The pros and cons of hiring experienced recruiters. [1:02:00] Helen shares her adventure when she ran the Great Wall of China marathon. Articulating the ROI of Hiring Your Candidate One of Helen’s incredible success stories is how they won a large account when they were just starting as a small business. On her 40th birthday, they signed up a fast-growing client with whom they ultimately placed over 200 people. You will hear

Thu, August 11, 2022

Recruiter Mistakes #1: Relying on Repeat Business and Referrals with Mark Whitby and Leanne Sara Jones Hunt

“I don’t need more clients, I need more candidates.” “I don’t have time for business developments because I have several roles already and I don’t have the bandwidth or capacity for any more clients.”  Does this sound familiar? Are you relying too much on repeat business and referrals to the point that you may neglect your marketing and business development? In this episode, my co-host and colleague Leanne and I will tackle the trap of too much reliance on repeat business and referrals and forgetting we must never stop developing new business. We will share insights and strategies on how to avoid this trap and actual examples of our Inner Circle coaching group members who were able to adapt these strategies successfully. This is a first of a series of episodes where Leanne and I will share insights that we have gained from working with hundreds of successful recruitment business owners. We are going to start with a series about the biggest mistakes we see that recruitment business owners are making. Episode Outline and Highlights  [2:04] Red flags and alarm bells tell that you are relying too much on repeat business and referrals. [4:20] Why proactive is better than reactive. Lessons I learned from the 2008 Great Recession. [6:08] You can never have too many clients. Strategies to apply if you feel that you are too busy to get more clients. [8:26] How our member, Alexis, was able to successfully establish a business development machine. [10:08] Strategies on utilizing business development time via different channels. [12:34] Simple actions to kickstart your business development. [15:00] Final thoughts for this episode and what to look forward to on our next episode. Never Neglect Your Business Development This was an experience I had when I started my business in 2001. I was hustling, doing client visits, and working on my business development. That is when I got too busy and comfortable relying on a handful of clients. The Great Recession of 2008 came, and I lost 3 out of 4 key clients I had. I vowed that this is something I was never going to let happen again. If you realize you are also in this trap of complacence, keep in mind that being proactive is better than being reactive. Never forego your business development - if your recruitment business is a bicycle, the two wheels that should be continuously running at the same speed to gain traction are your candidate and client development. You Can Never Have Too Many Clients Do you feel that you already have too many clients and that you should only be focusing on getting cand

Tue, August 09, 2022

Recruitment Agency Growth: How to Scale From Startup to £10M in 10 Years, with Ed Steer, Ep #135

Imagine growing your recruitment business from zero to 10,000,000 in net fee income in just 10 years! That growth trajectory is highly unusual in recruitment. Yet Sphere Digital has achieved it. I was keen to uncover the key factors that enabled them to scale the business successfully so I interviewed Sphere co-founder, Ed Steer  What I learned is that they always had the mindset and intention to scale, so they set up the company for growth from the very start. Over the past decade, they’ve managed to build a high-performing team of 70 employees but it wasn’t a walk in the park! Ed generously shared the things that worked, such as a real focus on training and creating career pathways for their people to be promoted internally.  He also revealed the growing pains, mistakes and hard lessons they learned - especially as scaling rapidly can present a multitude of challenges.  Ed is the CEO of Sphere Digital Recruitment, a multi-award-winning agency specialising in recruiting marketing, sales, analytics, product & creative talent in the UK, Europe and North America. Winner of Best Small Company in the UK and London at Best Company Awards 2022, Sphere works with clients like Amazon, TikTok, Facebook and a whole host of house hold brands and innovative tech start-ups. Episode Outline and Highlights [2:35] How Sphere was conceptualized and started with growth in mind. [16:36] Transitioning from a billing manager to becoming a business manager - hear the enablers that made it happen for Ed. [25:34] Trust and enablement - practices and development plans for associates, consultants, directors, and beyond. [32:50] Challenges in managing a large team during rapid growth - Ed reveals some of the growing pains and learnings they had to go through. [37:30] Launching in North America - what made it successful for Sphere? [45:07] What are Ed’s biggest learnings for the past 10 years? [48:49] Discussion on the benefits of hosting events and building communities. Organically Growing the Leadership Team with Trust and Enablement Starting with two founders in 2012 in a small office in London, they now have more than 70 key employees covering not only the UK but also the US market. We discussed the milestones leading up to this growth as we all key success factors that enabled Ed to effectively transition from a billing manager to a business owner.   One outstanding takeaway I appreciate from this part of the interview is how they are growing leaders organically. To retain great talents and put clear developmental plans for their employees, internal

Mon, August 01, 2022

How to Triple Your Billings in 12 Months by Improving Systems and Processes, with Karen Lloyd, Ep #134

“Everybody struggles. Building a business is really hard.” “But I’m going to keep listening to these podcasts and I’m going to keep pushing with my business… There’s no silver bullet, there’s no magic recipe, there’s no pill. You just need to keep going and going and going and eventually you get there. ” These are the wise words of my next podcast guest, and valued client, Karen Lloyd. In October 2020, Karen set herself the goal of transforming her recruitment business and coming on The Resilient Recruiter podcast to tell her story.  Well, she has achieved her goal and more. In the last 12 months, she has increased her billings by 300% through her relentless commitment to making small improvements to every aspect of her business, making her systems and processes more efficient and most importantly by never giving up. In this episode, you will be inspired by Karen’s humility and resilience as she’s bounced back from multiple setbacks and regained her confidence.  Karen is the Managing Director of Armstrong Lloyd, a leading recruitment firm in the technology marketing space. Karen specializes in helping CMOs and marketing directors within technology companies to grow their teams and exceed their targets.  Episode Outline and Highlights [1:14] Karen’s story of resilience and how she was inspired by the Resilient Recruiter Podcast. [4:20] How Karen started her recruitment career at age 21 and initially felt like a failure. [10:54] The steps Karen took to triple her billings in 12 months, and doubled her best ever year from pre-covid times! [18:34] What Karen’s learned from co-founding her first recruitment business at the age of 24 and scaling to a team of 20 people.  [24:15] The huge setback that knocked Karen’s confidence, but ultimately led to Karen to launch her second recruitment business, Armstrong Lloyd, in 2014. [30:45] The turning point in her life and the parallels between running / personal fitness and running a recruitment business. [35:35] Karen reveals the biggest challenges she faced when growing her business. [35:20] Changes Karen made to her recruitment business to accelerate growth. [46:04] How Karen leverages content marketing and automated campaigns to get new clients. [50:55] Transitioning from contingency recruitment to a retained model. [54:55] Deciding whether to stay on your own or grow a firm. Starting a Recruitment

Tue, July 05, 2022

How this Top Producing Recruiter is Putting Health, Fitness and Family First, with Jordan Rayboy, Ep #133

Jordan Rayboy is famous within the recruitment industry for billing millions of dollars from his RV. In this interview he reveals that now at age 43 with 3 young kids, he’s no longer interested in accumulation, significance, ego, keeping score or trying to impress people.  Jordan says he’s rebalanced his life to prioritize health, fitness and family. He told me “I try to be the best husband and father I can be, try to be healthy and my work supports the rest of my life, rather than living to work… I’m in a much happier, positive mental place since the last time we talked.” In this episode, Jordan gives his inspiring take on prioritizing what matters. He reveals how he is able to balance his priorities while being laser-focused on managing his recruitment business. We also talked about the importance of having a peer group, and he shared his thoughts on valuing mental health as well as practical tips on planning and productivity. Episode Outline and Highlights [2:52] Jordan describes his daily routine while running a recruiting business from his RV. [13:20] How being intentional enables Jordan to balance his priorities while running a profitable recruitment business. [17:50] Jordan’s “Power Planning” process, how to eliminate distractions and execute your plans.  [25:43] Being laser-focused and why you need to have a scheduled planning time. [30:33] Jordan reveals what he is prioritizing at the moment and why he quit marijuana. [42:25] Insights on current events and his mindset towards recessions. [49:30] Why now is the time to keep learning and growing in your respective niche. The Importance of Being Intentional It has been around 15 months since we’ve heard Jordan in this podcast. He now shares his latest endeavours: having a new baby, focusing on his health, and prioritizing his family. “Being on the road and living the dream with three little kids and two dogs, still doing it 16 years into the adventure,” is how he describes it.  He detailed what his daily routine looks like, and it was interesting to hear how busy yet balanced it is in terms of quality of life. Jordan is able to rank a lot of things to improve personal well-being and family life while doing well in his recruitment business. What is the key to his success? For Jordan, it is all about being intentional.  He schedules his and his family’s health before scheduling phone calls. He knows his sleep is an important component of his health. He puts his sleep in his schedule. He schedules his time with his family first. Doing so, Jordan is in his best shape when it comes to “grou

Thu, June 30, 2022

How to Break Out of a Slump and Bill an Amazing $420k in 5 Months, with Wes Ashworth, Ep #132

“Turning around worst ever billing through the pandemic, to record-setting results currently.” In this episode, my special guest Wes Ashworth shares his story of the proactive steps he took to overcome a perfect storm of business during the height of the pandemic.  He also explains how he went from 100% contingency to 100% retained! Wes is the Vice President of Executive Search at Lee Group Search, and specializes in partnering with packaging companies nationwide to find the talent they need to grow and scale their business operations. He joined the company in 2014 as an Executive Search Consultant and was promoted to his current position in April 2020. I’m especially proud of this episode because Wes credits The Resilient Recruiter as being a “lifeline” during the toughest period of his career, and helping him access the motivation, strategies, role models and resources he needed to turn things around. Episode Outline and Highlights [2:27] How Wes finds the Resilient Recruiter podcast value-adding. [4:30] Wes shares his story on how he came into recruiting. [6:45] Why 2020-21 were the worst years for Wes and how he turned it around. [19:02] Key changes implemented to shift from the worst times to the best. [25:18]  “The world belongs to askers,” - how moving to the engaged model drastically changed Wes’ recruitment results.  [33:15] Great ways to pitch the engaged model to your existing contingent clients. [39:30] Turning around the worst ever billing through the pandemic, to currently record-setting results. [42:05] How having a peer group to pace yourself against can give better results. [46:00] How to develop your messaging approach to stand out in a world of noise. From Worst to Best Times - Key Success Factors Wes’ recruitment journey is indeed colourful in terms of successes and learnings. He joined the industry around 2014, and three years later he was stable and was billing $550k with his own book of clients. He had high hopes for 2020 and he even got promoted to VP.  Then suddenly in March 2020, Wes’ high hopes came crashing down. Due to the pandemic,  businesses and clients started to go away. His personal production plummeted and he was feeling the pressure. Being newly promoted, he had to carry his team’s performance which added more stress. Like with many others, the negativity brought about by the pandemic placed a great toll on Wes both personally and professionally.  Wes was never a quitter. With the support of his wife and th

Thu, June 23, 2022

How to Make Better Placements with Performance-Based Hiring, with Lou Adler, Ep #131

If you want to make more (and better) placements, you owe it to yourself to study “Performance-based Hiring.” The creator of Performance-based Hiring is Lou Adler, and I’m excited to have him on the podcast to learn from his four decades of recruitment experience. In our interview, you will hear Lou’s philosophy on figuring out the “performance objectives” for each role, instead of simply focusing on the skills that are needed. Lou’s models, examples and anecdotes are rich with insights for agency recruiters who want to gain the respect of hiring managers and get better results for their clients.  With over 40 years in the recruiting industry, Lou's company ‘The Adler Group’ has trained over 40,000 hiring managers and placed over 1500 executives for many of the fastest-growing companies with clients including Disney, General Dynamics and Paycom. Lou has over 1.4 Million followers on Linkedin and is one of the top bloggers on LinkedIn’s Influencer program writing about the latest trends in hiring, employment, and recruiting. His articles and research have also been featured in Inc. Magazine, Business Insider, Bloomberg, SHRM, and The Wall Street Journal. Lou is the author of ‘The Essential Guide for Hiring & Getting Hired’ and the Amazon top-10 best-seller, ‘Hire With Your Head - Performance-Based Hiring to Build Outstanding Diverse Teams.’  Episode Outline and Highlights [1:24] Lou’s fascinating story of how he became an executive recruiter. [6:46] The concept of “applicant control.” [9:30] How to become a thought leader in your recruitment niche. [12:46] What is the “One Question Interview?” [22:30] Get the respect and co-operation of hiring managers and other stakeholders with the Challenger Sales Model. [33:45] Lou shares his insights on Performance-Based and Evidence-Based Hiring. [37:00] Lou discusses the one-question interview with the analogy of peeling an onion. [43:01] How the performance-based approach can increase candidate engagement. [48:40] What is the most important piece of technology in recruitment? The Sherlock Holmes of Recruitment Lou has had a diverse experience in his career, from becoming a nuclear missiles engineer to running manufacturing companies as a financial analyst. It is in recruitment that he found his calling. Lou’s background gave him a unique perspective when he joined the industry. This led him to invent what’s now known as the ‘Performance-based Hiring' model. In this interview, you will hear out-of-the-box ideas

Wed, June 15, 2022

How to Build a Premium Recruitment Brand, Deliver Superior Service and Attract Higher Fees, with Rob Bowerman, Ep #130

There are significant advantages to being known as the premium brand in your market. For one, you can charge higher fees than your competitors.  Secondly, your job as a recruiter is more fulfilling because you’re focused on delivering exceptional client and candidate experiences.  Rob Bowerman is President and Executive Recruiter at The Bowerman Group, focused on recruiting for specialty and luxe brands. As you’ll hear from Rob, earning a reputation as the premium recruitment firm in their market has been a critical factor in their long-term success. Rob’s background in the retail sector gives him credible insights and perspectives on the topic of delivering outstanding customer service in the recruitment field.  Episode Outline and Highlights [2:21] How The Bowerman Group are winning more retained searches and increasing their average fee. [9:33] Customer experience - lessons from premium retail brands that Rob has applied to recruiting. [14:54] Powerful questions you can ask your clients to assess their specific needs. [16:26] How to partner with HR while having access to the hiring manager. [21:13] Rob reveals their processes for ensuring a positive customer experience for both the candidates and clients. [27:48] What defines a positive client experience? [39:11] What could stop a recruitment firm from delivering a positive client experience? [43:49] How to consistently deliver a great experience to candidates even if they are not moving forward in the hiring process. [47:00] Rob reveals the burning issues discussed at a recent Pinnacle Society meeting, including preventing and handling counteroffers. [56:20] Why it is a great time to be in our industry. How The Bowerman Group Increased their Average Fee by $6,200 The last time I collaborated with Rob in this show was two years ago. It was indeed an amazing conversation (link of the episode below) and as the head of the Pinnacle Society, Rob also introduced me to other members who became guests of this show. This kind of support brought tremendous value to our audience and I am truly grateful. What has happened in the last two years? As with all businesses, the last couple of years were truly unprecedented. Rob shared a lot of learnings and strategies.  You will hear how they intensionally focused on higher-level roles. The benefit of this has been twofold - winning more retained searches while also increasing their average fee from $21,800 to $28,000.</p

Wed, June 08, 2022

Boutique vs Behemoth: How the Little Guys Can Beat the Big Recruitment Firms, with Paul Taaffe, Ep # 129

Last time Paul Taaffe came on the podcast, we heard how this former CFO has enjoyed extraordinary success running a boutique search firm. He revealed how he managed to bill €4,000,000 in revenue with a small team.  Nearly two years later, Paul is back for his second appearance on the show. You’ll hear fascinating insights on how to gain an advantage over the competition and outperform even the biggest search firms in the world.   Paul’s philosophy is about providing “return on energy invested.” He and his team provide an efficient service without compromising quality by leveraging their relationships and market knowledge. You’ll learn how he achieves market mastery by carefully cultivating his network so he can deliver a shortlist in 30 days or less.  On multiple occassions, Paul has made a €100,000 placement fee in 7 days! Paul is the founder and CEO of FINANCE People Solutions (FPS) based in Frankfurt, Germany.  Prior to starting his business in 2014, he was either a CFO or CRO for US global corporations as well as high profile private equity funds and their portfolios where he mastered various change management challenges, from turnaround and restructuring to the implementation of new growth strategies. Episode Outline and Highlights [1:43] Paul shares the latest developments at his firm, Finance People Solutions. [6:15] FPS’ focus market, revenue stream, and marketing strategy. [10:35] How to choose the right client to work with - and when to walk away. [15:30] Coaching your clients on their recruitment process [16:53] Paul’s top tips on how to market a candidate. [20:36] FPS’ new Benchmarking Products as a differentiator [23:30] Why Paul launched his own podcast. [27:26] Why ‘head-hunting’ is an outdated term and Paul prefers ‘resource matching.’ [33:58] How to build your brand on LinkedIn. [43:01] Paul reveals what he learned from working for Phil Knight, Nike’s co-founder. [51:00] Why Paul likes to hire students when building his team Choosing the Right Clients Paul is a fan of positive energy which means he is selective of the clients he works with. He only works with committed clients, no contingency, only retained or exclusive. In our interview, Paul shared his criteria in client selection and when to ‘fire’ or let go of a client. “If we do not enjoy working together, if the process is not good, in this day and age if you get

Thu, June 02, 2022

How to Attract Inbound Client Leads and Win Engaged Search Assignments, with Skip Freeman, Ep #128

Want to attract inbound client leads and convert them into engaged search assignments, where the client pays part of the fee up front? Then you’ll love my interview with Skip Freeman, founder of Smart Buildings Talent. Skip shared that he’s currently working on 13 engaged searches simultaneously at 25% fees. Of those 13 searches, 12 of them were inbound leads meaning the client approached Skip instead of the other way around.   Skip reveals some of his most effective tactics and strategies, including a detailed masterclass on how to be “prominent and visible” in your chosen niche. You’ll also hear his fascinating story of resilience - from building a business, overcoming prostate cancer, and restarting from the ground up.   Skip is the Founder and President of Smart Buildings Talent, specializing in Buildings Automation and Smart Industry. Skip graduated from the United States Military Academy, West Point, in 1976, with a bachelor's degree in Mechanical Engineering and has almost 20 years of experience as a recruitment business owner.   Episode Outline and Highlights [2:22] Skip shares how he became a recruiter and the latest accomplishments of Smart Buildings Talent [9:24] How to become a specialist and find a super-focused niche. [15:06] Global Acquisition: Key factors that made Skip’s firm attractive to a global brand.  [22:09] Steps to becoming prominent and visible in your chosen niche.  [36:38] Skip’s tips for consistently creating and posting content on LinkedIn. [44:49] The importance of systems - Skip reveals his “sequence of recruitment operations.” [55:00] Skip’s process for closing engaged searches including the ingredients of a winning proposal.   Finding a Super-Focused Niche A recent achievement that Skip shared is when a global IT consulting and contract staffing firm, Emerge360, reached out to acquire his brand, Smart Building Talent. This is an outstanding accomplishment for a business of its size - and what made it possible are three things:    Finding a critical niche Having a systematic approach  Building a brand   On the topic of finding a critical niche, Skip’s background in mechanical engineering served as a foundation to look at focusing on automation and discovering the talent behind this industry. He then focused on his mastery in this specialty which was a critical game-changer in his business. Skip also revealed w

Wed, May 25, 2022

How to Future-Proof Your Recruitment Business During the Great Realignment, with Bert Miller, Ep # 127

“For those out there that are starting a firm or for those recruiters out there thinking about starting a firm… when people really will look at the mirror and understand what their capabilities are, and where there are gaps and they work on that, they will then become a better leader.”  I am very much looking forward to sharing this episode with you. My very special guest, Bert Miller, with more than 25 years of leadership experience in the world of work, has been very generous in sharing golden nuggets of wisdom. Hear his fascinating insights on the “Great Realignment” and how it impacts our recruitment business today. You will also hear major trends in the recruitment industry as well as effective techniques you can use to warm up your leads. Bert currently serves as President of Protis Global, plus President and CEO of MRINetwork, a network-centric recruitment organization that offers consulting, training, contract staffing, and community building to over 325 search firms worldwide Episode Outline and Highlights [2:05] How Bert started as a recruiter leading up to him becoming President and CEO of MRI. [8:06] How recruitment firm owners can future-proof their business. [10:30] The 10-4-2 strategy to engage people on LinkedIn. [16:32] How to effectively use LinkedIn to warm up your leads using the headline approach. [26:25] What is the “Great Realignment?”  [31:50] Bert’s principle on ‘storytelling your North Star.” [37:35] The importance of empowering your recruiters to have their own personal brand. [42:29] Circling back to the Great Realignment, how do recruitment business owners ensure that they are in the forefront? [45:13] Bert shares the biggest mistakes he sees recruiters making: from rookies to long-term veterans. [48:39] Success factors for owning and growing a recruitment firm. LinkedIn Strategies to Warm Up Your Leads How are you using LinkedIn as a tool to find potential candidates or clients? You will be delighted to hear strategies shared by Bert on how to warm up your leads using this platform. How do you connect with an executive? How do you make your presence felt with insightful engagement? Bert shared two techniques: The 10-4-2 Strategy and  The Headline Approach The Great Realignment A fascinating insight shared by Bert is about the “Great Realignment”. In his wo

Wed, May 18, 2022

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Wed, May 18, 2022

How to Stop Working with the Wrong Clients and Embrace Your Inner Badass, with Jackie Rothschild, Ep # 126

Are you putting up with companies who aren’t your ideal clients? Does the thought of asking for a retainer or increasing your rates scare the hell out of you? Do you have a mind block to being more specialized or refocusing on a niche that’s truly aligned with the direction you want to take your recruitment business? In this interview, my special guest Jackie Rothschild shares how after years of struggle, a change in approach and mindset enabled her to attract the right clients – clients who were willing to work with her as a true partner. You’ll also hear Jackie’s inspiring story of resilience, and how a health crisis was the catalyst for renewed determination to succeed and no longer being willing to settle. Jackie is a Human capital advisor and retained search executive for PBMs (pharmacy benefit managers) and Physician practice owners who want to grow their business and hire the most qualified PBM, healthcare executives and clinicians. Episode Outline and Highlights [1:46] Jackie’s journey from being a licensed pharmacist to becoming a recruiter. [10:09] Jackie reveals her struggles and lessons when starting her recruitment firm from the ground up. [16:26] How you should define your niche if working in a broad industry. [21:30] How to identify the best client you should be working with. [26:23] Training a Virtual Assistant from administrative tasks to making placement - how Jackie developed her VA [32:46] Jackie’s recent biggest challenge and how it defines resilience. [49:58] Getting off the hamster wheel through retained business.   From a Successful Pharmaceutical Career to a Starting a Recruitment Business Jackie shared her successful career as a licensed pharmacist when she worked in the Pharmacy Benefit Industry (PBM) for 15 years. Being a friendly person, she built an extensive network of connections. Her friends made her a point of contact if ever they needed to hire a specialist in the industry. This made Jackie realise that recruitment is something she should try. Even with no prior background, she took a massive salary cut, took a risk,  and started her recruitment career.  She was then assigned to build a branch for her staffing firm which became a huge success. This is when her husband encouraged her to start her recruitment firm. It was a strange idea in the beginning since she had no business background. She took a risk and started Acclaimed Staffing. At the onset, things were okay but were not clicking.  This is where her story becomes interesting. She shared her struggles and learnings. You will hear instances of failure

Thu, May 12, 2022

What’s the Secret to Sustainable and Profitable Recruitment Business Growth, with Mark Skinner, Ep #125

An ironic fact about the recruitment industry is that we have a very high attrition rate and so much churn, which can often translate into a massive drain on profit and can be an impediment to growth. My special guest, Mark Skinner, shares how they set up a work culture which has led to their recruitment team having an average tenure of more than eight years.    Mark is the Co-Founder & Managing Director of CSC Recruitment, a construction recruitment firm founded in 2005. CSC has 25 employees with 3 offices and specialist teams dealing with freelance, permanent, and executive search with a thriving international division. Mark began his recruiting career in 1998.  Episode Outline and Highlights [1:56] Why Mark started his own recruitment business. [5:52] With an average tenure of 8 years, Mark discussed how they take care of their people.  [15:29] How to set up an achievement culture for your recruitment team. [27:13] How to track and create an inventory of your team’s achievements. [32:18] Best practices for taking care of your team’s mental health -  how to make them feel okay to share if they are not okay. [42:05] Mark shares their greatest accomplishments [50:50] CSC Recruitment’s approach to partnering with clients. [55:29] Key factor in CSC’s success in winning businesses: consultative and solutions sales approach. The Key to Having An Average Tenure of Eight Years If there is a secret to having a sustainable and profitable business that grows over time, holding on to your team members - especially the ones performing well - is important. Mark and I discussed how they take care of their people leading to their average tenure of eight years. Some of the key highlights of our discussion on this topic are as follows: Having a management mindset where people come first Covering healthcare and prioritizing mental health Recognize your team’s efforts with celebration and praise even on small wins The last item is a very interesting topic we covered which is about building a culture of achievement.  Building a Culture of Achievement via Company Conferences On top of hosting sales meetings six times a year to recognize top billers, Mark’s company also do what they call ‘company conferences’. Over 17 years, they have done around 40 overseas trips where they take everyone. These conferences are a testament to how they value the con

Wed, May 04, 2022

How to Recession-Proof Your Recruitment Business While Accelerating Growth, with Abid Hamid, Ep #124

Are you concerned about what is going to happen when the current growth in the recruitment industry starts to slow down? While the recruitment industry is still enjoying the momentum from 2021, propelling it forward through Q1 and most likely Q2 too, it remains a cyclical industry. Sooner or later, economic growth and hiring will decelerate. In this episode, Abid Hamid reveals the biggest concerns and hot topics on the minds of recruitment business founders and CEOs. The information that he shares in this interview can make a valuable contribution to any size recruitment business.  His advice is to prepare right now for when the next slow cycle comes around. This could be in 6 or 18 months from now and nobody can predict the exact date for the change in direction. The only certainty is that there will be one again and this should urge recruitment business owners to take the necessary steps to protect their businesses while still scaling and growing.  One of the ways to do this is by creating and sustaining sticky relationships with your clients. He explains all you need to know about how to do this in the next hour of conversation.  Episode Outline and Highlights [01:38] Abid explains the importance of sharing ideas with like-minded experts in your field [04:00] What are the hot topics in the minds of recruitment CEOs? [06:17] What’s the definition of a client? What does a sticky client relationship look like? [09:50] What is the cost of the business you have and is it something you want? [13:00] Abid expands on payment terms and how to collect your accounts receivables faster [17:45] Abid’s thoughts about the next 12 months in the recruitment industry [21:46] How to protect yourself while continuing to grow your business [24:00] These are the characteristics that Abid looks for when hiring recruiters? [27:00] What is a Risk Matrix and how does it come to play in your business? [31:50] Abid’s plans for the US recruitment market [33:15] Why are there so many small recruitment businesses that don’t scale? [38:50] Understanding the process of scaling-up with Abid’s help [43:20] Why your business isn’t attractive to buyers – even if your billings are good [47:07] Abid shares some of Recruitment Entrepreneur’s success stori

Wed, April 27, 2022

How a Recruitment Business Launched, Scaled and Sold for $12,000,000 in 5 Years, with James Caan, Ep # 123

Have you ever dreamed of starting and scaling up a recruitment business to the point that you could achieve a successful exit? If so, you’re going to love my interview with James Caan, who joins us for his second time on the show.  In this episode, James walks us through how to successfully launch, scale, and exit your business.  His insights are backed up by his track record as the founder of Recruitment Entrepreneur, the world’s leading private equity firm specializing in recruitment start-ups and scale-ups. RE has been successfully operating in 60+ countries and has currently invested in 45 recruitment businesses.  You will hear a case study of how one of Recruitment Entrepreneur’s partners was able to launched, scale, and sell their business for $12m in just five years! James is an investor, a serial entrepreneur, and a former panellist on the hit TV series Dragon’s Den. He founded two recruitment companies with combined revenue of £1B. Episode Outline and Highlights [1:41] James shares his perspective on the recruitment market of 2022 compared to 2021. [5:08] How Recruitment Entrepreneur helps recruiters build scalable businesses. [10:05] From $220k to $2M USD in billings in five years - James shared a Recruitment Entrepreneur case study. [22:08] Why is James now expanding Recruitment Entrepreneur to the US? [27:36] What is meant by smart capital and how it impacts the recruitment industry. [29:16] Expanding beyond the US - why Recruitment Entrepreneur is going global and why it makes sense. [35:35] James’ mindset on creating value for their clients. Also, hear James reveal their ‘secret sauce’ for their success.  [40:55] How James’ team consistently helps enhance the value of businesses prior to exit events.  [42:46] What buyers are looking for in a recruitment business that they may want to acquire. [47:45] How Recruitment Entrepreneur supports businesses in their portfolio to attract good talent. [54:44] How training and development can easily assimilate new joiners to your business’ work culture. Launching, Scaling and Selling a Recruitment Business for $12M in Only Five Years Since its founding in 2014, Recruitment Entrepreneur’s goal is to help founders and owners of recruitment businesses to globally, launch, scale, and exit their recruitment businesses. James shared a superb case study on how they worked side by side with James Absalom,

Fri, April 22, 2022

The Four Pillars of Success in Growing Your Recruitment Business, with Doug Baird, Ep #122

I am always fascinated by hearing how recruitment business owners navigate their journeys through difficulties to grow their practices. That’s why I am very much delighted to share this episode with you on how my special guest, Doug Baird focused on four strategic pillars to successfully grow his small contract recruitment firm into a leading consultancy group today. Doug is the CEO at New Street Consulting Group (NSCG), a people advisory firm that helps their clients find, assess, build and accelerate teams and leaders who are as good in practice as they are on paper. NSC has been ranked as one of the best small companies in the UK, previously ranked in the Sunday Times’ Fast Track 100, and Doug himself has been a finalist in the Ernst & Young Entrepreneur Award. Episode Outline and Highlights [2:40] How Doug started his recruitment firm leading up to the foundation of New Street Consultancy Group. [9:30]  NSC’s approach to offering client solutions via meaningful strategic conversations. [13:50] Growing through acquisitions - Doug shares his thoughts. [18:54] Doug’s Four Strategic Pillars for growing his recruitment business. [24:10] How to use the sense of dissatisfaction to achieve more in your career. [29:54] Discussion on some of the biggest challenges that Doug had to navigate through. [32:26] Sharing best practices to find the right people for your recruitment business. [34:35] What is governance and what does it mean for your organization? [37:11] How to balance your team’s structure when bringing in talent. [44:12] Utilizing technology as you scale your business. [49:43] Looking back at his journey, what are the things that Doug would have done differently? The Four Pillars of Success in Growing Your Recruitment Business Doug shared his story beginning in 2003 when he started Interim Partners. They started off as an interim management provider and contracting recruitment business. In this interview, you will hear how he was able to lead his company to growth which ultimately led him to establish a professional services consulting firm, the NSC Group. I asked for his critical success factors and you will certainly enjoy how he laid the foundation of his business growth on four pillars: talent, structure, governance, and technology. You will also hear us discuss each of these and I am confident that you will be able to pick up several golden nuggets o

Thu, April 14, 2022

How to Increase Employee Engagement and Double Productivity, with Saira Demmer, Ep #121

“Leaving people in the situation where all their major needs are met. For us, that is what a truly employee-centric model is. It is putting our people’s needs first so that they are at their best, and in turn they will make sure that the service they are providing to our clients and candidates is also at its best.” This is how my special guest, Saira Demmer, explains their approach to creating a culture of high performance. If you are looking for strategies to increase your employee engagement and individual performance, I am sure you will enjoy this episode! Saira is the CEO of SF Recruitment Group, a specialist recruitment firm located in the Midlands. Since 1998, SF Group has placed over 40,000 people and they’ve been recognized as one of the Top 20 companies to work for in the UK. Saira is passionate about employee engagement and since joining SF has introduced a new people-centric business model which has delivered an increase of over 60% in individual employee performance and reward.  Episode Outline and Highlights [1:45] From corporate to a big investment firm to recruiting - Saira shared how she fell in love with the recruitment industry. [10:54] How employee engagement is promoted at SF Group. [19:02] “Work where and when you want” - learn what this means in SF’s way of working. [26:10] Is it possible to enable people to measure and track performance without imposing KPIs? [30:23] The SF Experience and how it creates an environment where people can be successful. [34:08] Promoting intellectual freedom with a culture of coaching and guidance. [37:37] SF’s efforts in developing seniority and compensation to enhance performance. [40:42] How SF celebrates and shares success stories within the business. [46:53] Saira shares their plans for SF's expansion. How to Create an Environment of High Performance Recruiters SF Recruitment was listed 18th in the UK's 'Top 100 Small Companies to Work For', securing a place in the Top 20 for the second year. Their commitment to employee engagement has not only garnered them local and national recognition, but it is reflected in their performance as well. After joining SF, Saira introduced a people-centric business model that doubled productivity. Saira’s insightful take on KPIs may nudge you to re-think your strategy in terms of performance management and employee engagement. Here are some key pointers that Saira shared which I encourage you to focus on in this episode: <li style="font-weight: 400;" aria-

Tue, April 05, 2022

How to Make Your Recruitment Company the Best Place to Work, with David Cathey, Ep #120

Best results come from the best talents, and the best talents can be found in the best places to work. How do you make your recruitment company a top place to work? My guest, David Cathey, reveals their standards and practices that made his firm, Unity Search Group, amongst the Dallas Business Journal’s Best Places to Work for three years running. David is a Partner at Unity Search. He oversees Unity's finance, accounting and tax consulting/contract, Unity's IT division and Unity's practice development, including training and development of our core team members, along with client development, relationship management and candidate recruiting. Episode Outline and Highlights [01:24] How David and I got acquainted via podcast. [03:45] Discussion on training and why it is important to approach different learning modalities. [08:50] David reveals Unity Search’s ‘train-the-trainer’ approach and how it builds a supportive environment for newly hired recruiters. [14:30] The advantages of growing your own talent versus hiring someone with years of experience. [19:30] Hear best practices when hiring rookie recruiters. [24:22] Know more about Unity KPIs, standards, and how they build a culture of accountability. [29:33] Great ideas on gamifying your KPIs to drive a self-managing culture. [35:06] Distinction between micromanagement and helping your team to be successful. [41:30] Are client visits still ‘fashionable’ for recruiters? [50:05] The problem with Vendor Management Systems (VMS) - and how to avoid them. [53:55] David shares his battle with the ‘impostor syndrome.’ [1:02:00] What is next with Unity Search? Continuous Learning and Establishing a Culture of Accountability In our conversation, you will hear David shared Unity Search’s approach on team development focusing in the following areas: The importance of continuous learning and approaching different learning modalities Best practices in hiring inexperienced recruiters  Train-the-trainer approach  How to get consistent results by establishing a self-managing culture and accountability Why It’s Time to Start Doing Client Visits Again Because of t

Thu, March 31, 2022

How to Achieve an Amazing Customer Experience for Both Clients and Candidates, with Nick Eaves, Ep #119

Many recruiters claim to provide excellent customer service. Certainly, nobody sets out with the goal of delivering bad service. But is customer satisfaction built into your recruitment process, and most importantly do you actually measure it?  My podcast guest, Nick Eaves, is the Chief Customer Officer of Stanton House.  As his job title suggests, customer experience is something they take very seriously indeed. They’ve made customer satisfaction central to the way they engage with clients and candidates.   Nick believes it’s a key differentiator and one of the secrets to their success. The results speak for themselves - Stanton House is one of the UK’s fastest-growing recruitment companies. Since launching in 2010, they have scaled to £35m and a team of 80 people with offices in the UK, Singapore, Hong Kong and the US. Episode Outline and Highlights: [06:48] Candidates and clients are both customers  [09:47] Nick explains their systems and processes to enhance customer experience [12:30] Being a hero at Stanton House requires more than being a great biller [15:34] Nick shares examples of how they differentiate their brand [18:20] What does their customer experience look like? [21:20] How to create a narrative with your customers in a customer-centric environment [26:50] What training do they provide to ensure that their team delivers excellent value [31:50] What motivated Nick to co-found Stanton House in 2010? [36:00] The switch from recruiting to starting a recruitment business [38:50] What are the success factors driving Stanton House forward? [41:40] How and why Stanton House has evolved away from the 360 model [46:50] Employing experienced recruiters vs developing professionals with no recruitment experience, which is best? [52:10] What characteristics do they seek in their team members? [53:50] The Pathway Program - how it promotes diversity internally and for their customers [57:55] Stanton House’s international expansion Candidates and Clients Both Deserve Outstanding Customer Service “When we started the company, right from the start, the one thing that we were adamant was going to be different about Stanton House was that we are passionate abou

Thu, March 31, 2022

Radically Rethinking Our Client Relationships, with Steven Street

If you’re tired of being treated as a “vendor” and want to forge true partnerships with your clients, this is an episode you won’t want to miss. Many recruiters would like to shift from a transactional business model to a more consultative, value added one. The challenge is that both the recruiter and the client are constrained by old patterns — outdated ways of thinking and doing things. They recognize their recruitment process is incredibly inefficient but they don’t know how else to do it. Listen in to my fascinating interview with Steven Street about how he’s disrupting the ways recruitment services are traditionally sold and delivered and creating joint-ventures with client companies to solve their talent acquisition challenges. Since 2015, Steven has been the CEO of Cubed Talent Management – incorporating Cubed Recruitment, Indigo Healthcare Recruitment, and Cubed Academy. Cubed Talent Management brings a new approach to strategic talent management for the engineering, FMCG, electronics, manufacturing and supply chain sectors. Steven started his recruiting career over 25 years ago. Episode Outline and Highlights [3:00] Steven shared his humble beginnings [10:18] What is Steven’s “person-to-person” principle? [20:30] How to establish a true partnership with your clients [29:05] An interesting discussion about repositioning in the recruitment sector [32:10] How to make ‘in-house’ an opportunity instead of a threat [42:30] Learn more about the joint-venture and gain-share business models [55:21] “Be an individual” - how this advice relevant to help your recruitment business

Thu, March 31, 2022

Dare to Be Different - How to Create Your Unique Value Proposition

Why should clients do business with you instead of your competition? What do you offer that is genuinely unique? Couldn’t your competitors make exactly the same claim? Are your prospects able to discern the difference between what you offer vs your closest competitors? It’s not easy to explain how your service is better in a way that is tangible and believable. Yet it’s critical that you create a “unique value proposition” if you’re going to thrive in a saturated recruitment market – especially during tough times. In this episode of the Resilient Recruiter, my special guests, Kevin Redman and Matt Halfpenny share their journey – the highs and lows – and discuss how they have differentiated their service from their competitors. Kevin and Matt are owners of the Property Recruitment Company, founded in 2012 with offices in London and Manchester. Episode Outline and Highlights [1:34] The how and why - Kevin tells the story of how he started the business in 2012. [6:57] Matt and Kevin unveil their “highs and lows” that they had to navigate through as leaders and entrepreneurs. [12:52] A vision of trying to be different and having a unique value proposition. [16:10] Kevin and Matt talk about differentiating themselves from the competition and what you can learn as a recruiter. [29:46] What it means to lead the change in recruitment instead of just catching up. [33:05] How the retained model can provide more options, flexibility, and a better sense of protection to your clients. [41:10] “The CV is dying” - this is a bold statement you should hear more about! [50:00] What the future holds for the property recruitment company

Fri, March 25, 2022

How to Increase Your Profits by Offering Solutions that the Market Needs with Lauren Stiebing, Ep #118

How resilient is your recruitment business? What will you do the next time there’s a financial crisis, like we experienced in 2020? In this interview, my guest Lauren Stiebing describes the experience of her pipeline evaporating in March 2020. She goes on to reveal how she used that setback as an opportunity to create new service offerings that complimented her core business. Best of all, the new Mentoring program she developed aligned with her passion for and commitment to championing gender diversity. Could you recession-proof your recruitment business by creating multiple revenue streams? Listen-in to Lauren describing her process for researching the market, creating a “minimum viable product” and sales strategy leading to a very successful launch.  She also shares how she uses “video sales letters” as part of her fresh and innovative approach towards marketing. Episode Outline and Highlights [02:50] Behind the scenes of a podcast and overcoming nerves. [03:50] What happened at LS International in the last two years? [06:45] Don’t panic! Lauren’s key lessons learned during this period. [11:03] Had no searches to work on, so she used the downtime to develop a new service offering [12:22] How the need for female talent in leadership roles led to a new venture [16:04] Find out how creating an MVP (Minimum Viable Product) can prevent paralysis by analysis to stop you from proceeding on a new venture [20:03] Lauren shares why they are not planning to grow the mentoring business too quickly [22:50] There is value in taking a step back from your network and seeing with whom you can partner for future ventures [24:30] What did the marketing process look like and how did Lauren include selling through teaching? [25:57] What is a “video sales letter” and why should you create one?  [31:33] What is the value of a landing page? [36:50] Change required that Lauren steps out of her comfort zone, what did she learn from this? [40:00] How to use podcasts to your advantage to build trust with your audience [42:45] Can you hire less experienced recruiters and develop them successfully? Female Mentorship - Answering a Need In the Market When the pandemic hit in March 2020, Lauren suddenly had no searches to work on. She was coming off a record year and had money in the bank, so at first she didn’t panic. But as the months went by without any signs of improvement, she realized she had to try something new. “Always analyzing the market, analyzing what is happening and when you see a gap or a need, to really create a minimal viable product and see how the client reacts,” is how Lauren describes her process for developing a new service offering. What Lauren realized is that there was a need for mentorships for female executives.  Her clients often struggled to recruit female talen

Fri, March 18, 2022

How to Leverage Remote Teams and Pioneering Technology to Unlock Rapid Growth, with Natasha Makhijani, Ep #117

Recruiters everywhere are experiencing a surge in demand for quality candidates combined with an increasing quest for diversity and inclusion. Traditional approaches and outdated processes are proving inadequate to meet these challenges. Consequently, many recruitment firms are failing to capitalize on the huge potential for growth. My next guest, Natasha Makhijani, has managed to transform these challenges into an opportunity to revolutionize the recruitment industry. In this episode, Natasha shares how her team has developed their own mobile apps to increase candidate attraction, engagement and diversity.  She also reveals how they ensure much greater diversity and how they’re pioneering the use of Amazon’s Alexa to stay at the cutting edge of executive search. Episode Outline and Highlights [0:30] Why I invited Natasha back for the second time on the show [03:38] Inclusion in the Queen’s Platinum Jubilee - how did Oliver Sanderson earn this prestigious recognition? [09:28] How technology helped the brand to grow despite the pandemic [16:55] How Natasha creates employee engagement and provides practical and emotional support while working remotely [22:49] The benefit of having a dedicated research / market mapping team [25:46] What are the three types of recruiters the brand employs? [30:00} Natasha’s role as Co-Chair of the HR Section Group at APSCo [31:20] A revolutionary approach to diversity and inclusion  [35:00] The charity focused on helping to uplift emerging talent and overcome the challenges faced by marginalized professionals [39:46] How the Snapp CV app brings technology and search together to increase talent engagement in a candidate-driven market [49:40] Using effective video content to grab the attention of high-level professionals and get them into your recruitment process  [51:30] New ventures - Natasha’s success in finding investors for a radical solution taking the recruitment industry into a new direction.  Being a Part of The Queen’s Platinum Jubilee Across the UK, plans are put into place to celebrate the Queen’s Platinum Jubilee. 2022 marks the 70th year since her ascension.   For the Oliver Sanderson team, this is an even more thrilling event as the recruitment business has been chosen as one of 70 companies across the UK that represents the values of the British Monarchy and what the

Thu, March 10, 2022

How Treating People Well Delivers 30% Annual Revenue Growth for 15 Years, with Simon La Fosse, Ep # 116

Would you like to generate an average revenue increase of 30% per year? In this interview, Simon La Fosse shares how La Fosse Associates has achieved this every year for the past 15 years.  When Simon founded La Fosse Associates, his focus was on creating a values-led company and treating people well – including team members and customers.  He firmly believes that the core values of Caring, Ambition and Humility have been a huge factor in company’s sustained success as they scaled to a team of 250 people.  Simon also expands on why La Fosse Associates give share options to everyone in the business and 40% of the company is owned by the employees. He explains how it has benefitted them not only with staff retention but has also created a culture where everyone is extremely motivated to contribute to the company’s consistent growth.  Their commitment to looking after the people on their team has earned the brand several awards. Another more recent but highly exciting addition to Simon’s portfolio is Futureproof. This venture is completely revolutionary and has the potential to set the recruitment industry off in a new direction. Through innovative thinking, Futureproof is a solution that overcomes the demand for more diversity and also addresses the severe talent shortage in technology. Episode Outline and Highlights [3:00] How does La Fosse retain their culture over multiple offices for so long? [8:35] Designing your company culture [10:50] Find out how care, ambition and humility are pillars in their brand [13:20} What does care look like in the recruitment industry? [18:56] How to use different ways to celebrate success  [25:02] Can you measure a culture fit during interviews? [31:50] Simon shares details about their share options and how it impacts their success [39:42] What are the secrets behind the commercial success La Fosse enjoys [46:50] Can you effectively measure the office vibe and what to do with the results? [49:29] What are the KPIs the management team focuses on? [53:30] Futureproof - a radical evolution in recruitment Why Do Values Play Such A Vital Role In La Fosse? “The better I treated people, the more successful I was,” this is the observation Simon made as he looked back on 15 years in the recruitment industry before he founded La Fosse Associates. Back then the recruitment industry was very competitive and income-driven, making hi

Wed, March 02, 2022

Retained Recruitment: How to Pitch and Win Retained Projects with Confidence, with James O'Brien, Ep #115

Are you ready to progress from contingency to retained recruitment services but aren’t sure how to pitch it? It is often a lack of confidence in what truly differentiates your brand – and the value you can deliver – that keeps recruitment business owners trapped in a position of earning less than they deserve.    As the COO of i-intro, James O’Brien has helped hundreds of recruiters transition to a retained recruitment model.  He’s also a champion and advocate for recruiters, a true thought leader who is committed to sharing knowledge and insight to benefit the recruitment industry. In this podcast, he shares many helpful tips and offers valuable guidance to make the shift from contingency to retained services easy. He provides ways to overcome a lack of confidence and how to distinguish yourself by effectively differentiating your service.    James has more than 30 years of experience in the recruitment industry and understands all the pain points of recruiters and he has the solutions to help them overcome this with outstanding success.   Episode Outline and Highlights [02:15] The obstacles to generating video content - and how to overcome them [07:02] Why and how to create authentic videos that build your personal brand [10:30] What equipment do you need to create valuable video content? The answer might surprise you!  [13:55] James’ career transition from running a large executive recruitment firm to jumping into the world of “rec tech” with i-intro [19:13] Why retained recruitment isn’t just for executive search assignments [21:00] How can you earn a better return on your efforts and triple your income? [24:10] How to present yourself with confidence as someone adding value to your clients [32:20] Teaming up with the right people to take your business to the next level [35:20] How to pitch the added value that your service delivers in the form of ROI [37:23] What are the “three promises” James makes to clients that enable him (and i-intro users) to get paid up-front payment? [40:00] How James uses a “bad hire calculator” to show clients the true cost of staff turnover [42:35] Clients only see recruiters when they have a problem - use it to your advantage [44:00] Exploring the different solutions that you can present to your clients <li style=

Thu, February 17, 2022

Growing a Recruitment Startup to £1.1 Million in Only Five Months, with Ben Broughton, Ep # 114

Want to grow your recruitment business more rapidly? In today’s podcast, you’ll hear the remarkable story of how Ben Broughton managed to grow his start-up, Primis, to 21 staff members and revenue of £1.1 million in just five months. Primis specialises in recruitment in the field of technology and serves the UK and US market with a vision to expand into Europe soon.  Ben started his career in recruitment in 2000 at SThree where he ran and set up offices across several locations before moving onto Premier Group in 2006. Here he spent 14 years as managing director, taking the company from 14 people to 110 and growing the revenue to £30 million and £10 million in Net Fee Income.  While the core focus of Primis is the field of technology, the company and its success are centred around diversity and inclusion, giving everyone access to shares and putting people first.  Episode Outline and Highlights [2:23] How to build a start-up to 21 staff in only five months earning £1.1 million NFI [3:50] Aiming for 50 heads and £3.5 million NFI by year-end [4:18] Touching on diversity and how it fits into Ben’s idea of success [6:41] Ben’s vision to become the fastest-growing tech recruitment company in the UK in three years [7:33] Access to shares - giving everyone a piece of the pie [8:43] What are the success factors resulting in this exponential growth? [10:25] Ben’s take on future-proofing the business [11:00] Taking diversity and inclusion to a new level [13:46] Offering clients multiple solutions depending on their needs [17:49] Looking at such rapid scalability from a practical perspective [22:00] Partnering with recruitment clients [23:20] Having a personal relationship with your leaders is vital [25:16] Sharing insights into breaking into the US market [28:16] Employee Management Incentive Scheme (EMI) provides staff with global ownership [32:55] The big lessons learned with scaling a business [36:10] Balancing work and life as a start-up owner? [39:50] Don’t micromanage - let people do what they do best [46:30] People do business with people

Fri, February 11, 2022

How Simple Yet Powerful Changes Unlocked Two Years of Record Growth, with Steven Street, Ep # 113

Looking back on the past two years, how would you summarize the impact that Covid-19 had on your business? For most companies, this was a devastating time and an even worse period for the individuals who worked in these firms. It was no different for the team at Cubed Talent Management, but they opted to turn the cards into their favour and can now look back on two records years. Added to this success, they are confident in predicting a 35% increase in the budget for 2022.  What Steven Street, CEO of Cubed Talent Management, brings to the table is much more than 25 years of experience and exceptional skills in the industry. The insights he is sharing is much more profound as it speaks of a deep understanding of how to take a calm approach amidst global chaos. Under his guidance Cubed Talent Management could revert back to basics, set certain vital systems in place and excel beyond expectations “Without sounding like I am fetishizing the pandemic which was terrible and truly a crisis for too many people. There was something strangely exhilarating about the whole thing where there was little we were completely in control of and I think it had a bit of a levelling effect,” is Steven’s take on the first couple of weeks after Covid-19 became a very relevant reality. In this podcast, he shares how his team managed to turn what could have been a disaster into profound success.  Episode Outline and Highlights: [0:28] Introducing Steven Street [3:24] How Covid-19 illuminated the need to live by your company values  [9:48] What is CIRCLE and how did it create a launchpad for new growth and success? [14:00] Freedom regarding working conditions ensured productivity  [15:25] 1st of June 2020 became recovery week 1 [18:00] Lesson #1 from the pandemic - keeping it simple [25:00] Redefining key markets to include sustainable sectors [26:30] What were the most prominent changes ensuring record-breaking years? [28:13] The benefits stemming from looking at the business from a different perspective [32:25] What is a pre-registration storyboard and how to use it to differentiate your brand [43:13] Hosting virtual events for clients helped to improve the team’s success in converting more candidates into placement [53:02] Effective implementation of “doing more and talking less” [58:50] Addressing increa

Fri, February 04, 2022

Secrets to Surviving Four Financial Crises and Growing Revenue to £56 Million, with Mark Brown, Ep #112

Imagine starting your own recruitment business with zero experience in recruitment and only 10 days later the world comes to a standstill with 9/11. This is how the story of Mark Brown, co-founder and director of Worldwide Recruitment Solutions (WRS) started. However, this wasn’t the last obstacle in his way. Their niche field was financial institutions with a specific focus on the mortgage market when the 2008 financial collapse took place. From there they transitioned their business into serving the oil and gas industry and 2014 came along, seeing the oil industry plummeting.  In this podcast, Mark expands on how they still managed to grow WRS to revenue of £56 million and EBITA of £1.7M with 4 international offices (UK, Singapore, Iraq & Uganda), becoming the 3rd fastest growing recruitment company in the UK.  Episode Outline and Highlights: [1:24] The journey from call centre manager to founding a recruitment business  [4:51] 10 days after launching 9/11 rocked the world [6:15] The urgently search for a new niche and stumbling into the world of finance [9:50] A career of surviving and thriving the worst of downtimes [13:55] Expanding internationally [15:22] Sep 2008 - started World Recruitment Solutions (WRS) [16:27] The motto of “Cash is King” helped them weather the storms  [20:42] The simple model that proved effective in following their vision [25:10] 2011 WRS entered the oil and gas industry, the cash cow they needed [27:50] How to grow your business from 5 - 30 people in 3 years [29:50] The secrets to enjoying a 90% staff retention [37:48] And then the oil industry plummeted - surviving another crisis [46:43] Solving infrastructure challenges with the right tech stack and automation [54:00] Winning the Sunday Times Award for Best Small Company to Work For [55:48] Why creating a respectful environment is so important at WRS [59:35] Where is WRS heading the future? Cash Is King “You talk about systems but there weren’t any systems. The reality was that this was a decision that I’d taken on the back of good advice. I think the advice I was given besides that cash is king is to make sure you’ve always got a

Mon, January 31, 2022

How to Scale and Sell a Recruitment Firm for €32 million, with Tom Hopkinson

Many founders dream of selling their business one day. In this interview, you’ll hear from someone who’s actually done it. Since launching his firm, Taylor Hopkinson, in April 2009, Tom Hopkinson has grown the business to almost 100 employees and revenue of £50,000,000 – a 60% increase over the previous year! However, the biggest news is that in December 2021, Taylor Hopkinson sold 72% of their shares to Brunel International N.V. for 32mm EUR. Tom is the founder and CEO of Taylor Hopkinson, based in Glasgow. The team is a valuable recruitment partner to the world’s leaders in renewable energy. The team at TH has several accolades to their name including, winning the Windy Industry Awards Best Recruiter of the Year in 2021 and 2019/20 and Recruiter Fast 50 named them one of the fastest-growing companies in the industry. They offer retained search and selection, permanent and contract recruitment services and business intelligence solutions to global market leaders with offices in London, Mexico, Valencia, Boston, Singapore and Taipei. In this episode, Tom shares his story that begins much like many other recruiters who stepped into this field by accident. For Tom, this was a very literal experience as he actually got lost en route to his first interview in recruitment and almost didn’t show up at all. Luckily for him, and for our industry, the hiring manager called and guided him on the phone right into their parking lot. Imagine if he’d never attended that fateful interview that set him on the path to success in recruitment! Episode Outline and Highlights [1:39] Tom’s hilarious story of his first recruitment interview [5:45] What are the factors that contributed to a successful career in recruitment? [9:10] Rubbing shoulders with and absorbing information from the right people is critical to your success in recruitment. [10:25] Find out what set Tom on course to becoming a millionaire [15:40] Pursuing the goals of building it, creating value and providing an exit [17:00] What factors contributed to Tom being able to add value and growth to his business? [20:18] A breakthrough 7-figure PE funding deal 2017 helped Tom to scale the business from 23 to 90 employees [21:00] This advice from the leaders at Long Acre International served him well [28:00] Tom shares the 3 top KPIs that drive the success of Taylor Hopkinson [31:45] How did Tom overcome the obstacle of serving a finite number of clients in a niche [33:30] Streamlining operations and closing down offices caused accelerated success [42:00] The pitfalls on the journey to international expansion [45:20] Patience is vital if you want to reach the top [46:41] What made Brunel International the right choice? [53:34] Tom’s best advice to recruitment entrepreneurs

Mon, January 31, 2022

Hard-Won Insights From Placing People Around the World for 25 Years, with Abigail Stevens

If you’ve ever wondered what’s involved in running an international recruiting firm and placing people all over the world, here’s your chance to find out. You’ll enjoy listening to my interview with Abigail Stevens, founder of Think Global Recruitment, who has 25 years of experience assisting accounting and finance professionals to not only change jobs, but to relocate from one country to another. I’ve known and admired Abigail for almost 20 years — she was one of my very first clients when I started my recruitment training business back in 2001. As you’ll hear, Abigail has been hugely successful, both as a top biller and as a business owner. But what was special about this interview is that Abigail talked not only about the high points, but the lows as well. Having survived four downturns / recessions, she’s had some heart breaking moments. You’ll benefit from knowing what she’s learned along the way, and how these experiences have shaped her current strategy for growth. Episode Outline and Highlights [2:02] How Abigail kicked off her recruitment career: her journey from starting her own business at a very young age. [11:01] Abigail reveals her turning points that led her to where she is today. [14:00] Pioneering an approach to attracting and placing top talent via international recruitment conferences. [21:18] Taking the company through four downturns/recessions. [24:42] Abigail revealed things she would have done differently to retain key people during the recession. [25:47] Pearls of wisdom on talent retention. [27:30] Weathering the storm during the pandemic. [30:00] Thought process in expanding during the pandemic. [32:48] Think Global Recruitment’s new business model. [40:43] Best practice in the internal hiring process. [47:00] What’s next for Think Global Recruitment?

Fri, January 28, 2022

Enjoy Exponential Growth: How to Scale and Sell a Recruitment Firm for €32 million, with Tom Hopkinson, Ep #111

Many founders dream of selling their business one day. In this interview, you’ll hear from someone who’s actually done it.  Since launching his firm, Taylor Hopkinson, in April 2009, Tom Hopkinson has grown the business to almost 100 employees and revenue of £50,000,000 – a 60% increase over the previous year!  However, the biggest news is that in December 2021, Taylor Hopkinson sold 72% of their shares to Brunel International N.V. for 32mm EUR.  Tom is the founder and CEO of Taylor Hopkinson, based in Glasgow. The team is a valuable recruitment partner to the world’s leaders in renewable energy. The team at TH has several accolades to their name including, winning the Windy Industry Awards Best Recruiter of the Year in 2021 and 2019/20 and Recruiter Fast 50 named them one of the fastest-growing companies in the industry. They offer retained search and selection, permanent and contract recruitment services and business intelligence solutions to global market leaders with offices in London, Mexico, Valencia, Boston, Singapore and Taipei.  In this episode, Tom shares his story that begins much like many other recruiters who stepped into this field by accident. For Tom, this was a very literal experience as he actually got lost en route to his first interview in recruitment and almost didn’t show up at all.  Luckily for him, and for our industry, the hiring manager called and guided him on the phone right into their parking lot. Imagine if he’d never attended that fateful interview that set him on the path to success in recruitment!  Episode Outline and Highlights [1:39] Tom’s hilarious story of his first recruitment interview [5:45] What are the factors that contributed to a successful career in recruitment? [9:10] Rubbing shoulders with and absorbing information from the right people is critical to your success in recruitment. [10:25] Find out what set Tom on course to becoming a millionaire [15:40] Pursuing the goals of building it, creating value and providing an exit [17:00] What factors contributed to Tom being able to add value and growth to his business? [20:18] A breakthrough 7-figure PE funding deal 2017 helped Tom to scale the business from 23 to 90 employees  [21:00] This advice from the leaders at Long Acre International served him well [28:00] Tom shares the 3 top KPIs that drive the success of Taylor Hopkinson [31:45] How did Tom overcome the obstacle of serving a finite number of clients in a niche  [33:30] Streamlining operations and closing down offices caused accelerated success  [42:00] The pitfalls on the journey to international expansion [45:20] Patience is vital if you want to reach the top [46:41] What made Brunel International the right choice?  [53:34] Tom’s best advice to recruitment entrepreneurs The African Proverb that Tom Lives by Now “I

Fri, January 21, 2022

Why Top Billers Don’t Want to Join Your Recruitment Agency, with Dandan Zhu, Ep #110

Whether you’re a recruitment agency owner who wants to scale, or a recruiter looking to progress their career, you will benefit from listening to my informative and entertaining discussion with Dandan Zhu.  Dandan is the Founder and CEO of DG Recruit, established in 2018 to connect top-billers within agency recruitment with top recruitment firms. As such, she has a valuable perspective on what characteristics make both parties attractive to one another. In this interview, Dandan shared her thought process and interviewing techniques. By the way, she does not pull her punches - if you have a fragile ego, don’t listen to this episode! Dandan started recruiting right out of college as a full-desk pharma headhunter with 3S Group, a top UK recruitment firm that was rapidly expanding in the US. She became a top rookie/top biller internationally and parlayed her success in technical and executive recruitment into aggressive savings strategies converted into largely real estate investments, retiring at age 28. After 2 years off, Dandan re-entered the recruitment scene by establishing DG Recruit in 2018, a recruitment firm that only services agency recruiters. Episode Outline and Highlights [3:08] Dandan’s recruitment story and the secret to her rapid success. [9:42] Investing and retiring at an early age. [12:26] Based on her experience, what advice would Dandan give to recruiters? [17:50] What led Dandan to launch a recruitment-to-recruitment agency. [22:20] What to look for in a great recruiter: Dandan shares their parameters and how they ‘read between the lines’. [26:44] How do you assess whether someone has internal drive and motivation as a recruiter? We discussed the clues and tell-tale signs. [38:47] What are the mistakes agencies make when attracting top recruiters?  [58:53] Why technology platforms are an absolute must to increase your chances in hiring the best people. [1:07:17] Dandan’s investment portfolio and the mindset shift required for recruiters who want to get rich. Characteristics Dandan Looks For When Interviewing Recruiters   “Our candidate speaks for us, if the candidate is not performing well, is not driven… we don’t want to do the deal.” That is how Dandan’s summarized their guiding principle when it comes to identifying candidates for their clients. She laid out the following non-negotiable characteristics when looking for great placeable recruiters: Track Record <li style="font-weight: 400;" ar

Fri, January 07, 2022

How Effective Automation Can Help Your Solo Practice Make 7-Figures, with Craig Paisley, Ep #109

In this interview, my special guest Craig Paisley shares his secrets to billing close to 7-figures as a solo recruiter.  He finished the year on $950,000 to be exact. How was he able to accomplish this amazing feat? There were several factors, of course, but Craig believes that the biggest key to his success was his tech stack. In this episode, Craig reveals his preferred automation tools and how he leverages recruitment technology to fill jobs faster than his competitors. Craig started his recruitment business, Industrial Resource Group, in 2009. He specializes in recruiting for companies from the food and beverage manufacturing and distribution industries across the United States and Canada. In 2021, IRG was awarded 56th Forbes Best Recruiters – Professional Search. Episode Outline and Highlights [2:57] Craig shares how he got into recruiting and what inspired him to set up IRG. [6:43] Bravely setting out to start a new venture in the most challenging economic climate [9:19] How scaling down became a key to Craig’s success  [15:42] Billing more while being solo with the help of an effective tech stack [17:18] Craig shares an overview of his tech stack (Bullhorn, Herefish, TextUs, Daxtra, 3DIQ) [21:10] Understanding Herefish and making the most of automation to save time and increase profits [26:25] How to choose an optimal tech platform [38:29] Craig breaks down his step-by-step sourcing process and typical turnaround time for vetting and submitting candidates. [41:20] Choose your clients wisely to enjoy success [47:31] The metrics simplified – Craig’s system for self-management [52:08] Quality vs quantity – Craig explains why less is more in his business [53:22] Emphasizing the importance of working in a niche market Starting a Recruitment Firm During the Great Recession Prior to becoming a business owner, Craig was a successful full-desk recruiter with the same firm for 10 years and worked his way up to VP of Sales. When he eventually launched his own staffing firm in 2009, the timing wasn’t ideal. When I asked how he survived the first 12 months as a new business during the great recession, Craig described it as “kind of fighting… you claw and you edge your way in any place that you can… it was tough, it was a grind, I just pounded the phones and I worked hard.  Any opportunity and position I got, I worked hard

Wed, December 15, 2021

The Winning Formula: How to Grow a Recruiting Firm to $2 Million in 3 Years, with Amanda Brandenburg, Ep #108

A highly successful career in a large recruitment agency does not always translate to becoming a successful business owner. As challenging as it can be running a desk, the challenges are multiplied when running a business.  As my special guest Amanda Brandenberg explains, you suddenly find yourself wearing “42 different hats.”  Yet in spite of those challenges, Amanda has grown from startup to revenues of $2,000,000 in just three years. That puts her firm in the top 1-2% out of 12.3 million women-owned businesses in the United States. Her journey to building a successful search and staffing firm has never been easy, and the insights Amanda shares are hard-won. Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms where she provided interim solutions and direct-hire placements to law firms and corporations within the continental U.S. Episode Outline and Highlights [1:30] “Long and winding road“ - how Amanda joined recruitment. [8:00] What are the qualities necessary to achieve a high-performance career?  [11:22] Hear the two keys that contribute to Amanda’s success. [14:20] Amanda talks about the services they deliver. [16:30] What separates a top performer from an average performer? [19:30] How self-awareness can help you build a solid team. [26:10] Opening a new office during the great recession - Amanda shares her story. [32:09] The journey of building Opus Lex. [41:54] From a top biller to starting her own business - a few ‘surprises’ Amanda experienced along the way [46:00] Looking back: what learnings can Amanda share from her career? [51:26] The mindset of a high achiever. From Being a Top Biller to Recruitment Firm Founder: Success Formulas Amanda is a consistent high achiever. From being a consistent top biller, overcoming recessions, she eventually quit a steady lucrative role to start her own gig. I wanted to get insight from Amanda on her key factors to success. What separates a top performer from an average performer? She laid out a few differentiating factors: Taking Ownership & Responsibility Integrity and Transparency <li style="f

Thu, December 09, 2021

Failure is Only Temporary: How to Build a Really Successful Search Firm, with Susie Farrell, Ep #107

In this episode, you will hear how Susie Farrell built a really successful executive search firm under challenging circumstances.  This podcast is called The Resilient Recruiter for a reason -- the path to success is often paved with adversity.  This was certainly the case for Susie.  You will hear her share the story of why her first attempt to launch a recruitment business in Ireland failed - and how she applied what she learned from that experience to make it work the second time around. While this setback took a huge toll on her confidence, it also made her more determined than ever to succeed.  In this interview, she reveals some of her most effective marketing strategies for building her brand and growing a thriving business.  Susie is the Founder and Director of Addison, an executive recruitment and search firm based in Dublin, Ireland. She has 17 years of experience working for global and specialist recruitment brands in Ireland, Australia and the Middle East.  Susie has extensively delivered in Banking, Utilities, Telecoms, Retail, Consumer and Government sectors in the areas of Corporate Affairs, Marketing and Business Transformation. In this episode, you will relate to her experience and learnings. Enjoy! Episode Outline and Highlights [2:11] From marketing to recruitment: Susie shares her career milestones. [10:44] How Susie built a 7-figure change management practice from scratch and the biggest challenge she overcame in doing so. [13:59] Susie’s brilliant strategy for building their brand and providing a platform for collaboration among her clients. [22:30] Returning to Ireland and setting up a new business. [28:40] Resilience and bouncing back from a devastating setback. [36:30] The secret to Addison’s continued success. [40:31] Transitioning to retained model and the thought process behind that decision. [46:15] Hear about Susie’s involvement with the CovidComms Awards. Great Ideas on Branding and Collaboration Susie shared her career milestones of being a recruitment specialist for 17 years. Her solid experience working with specialist and global brands equipped her well to succeed in setting up her own business. However, it was not a walk in the park as you will hear in our conversation. You will relate to the challenges and failures she experienced, and how those learnings ultimately helped her get where she is today. Susie credits the amazing team she worked with at her previous firm, Ampersand International as being pivotal to her successful career in recruitment.  One of

Fri, November 26, 2021

How to Bill $12,800,000 in 14 Years, with Michael Pietrack, Ep #106

What is the secret to billing $28,000,000 in 14 years, including $12,800,000 in personal production? If your goal is to become a top biller or billing manager, you’re going to love my interview with Michael Pietrack.  Michael was recommended to me on five separate occasions by previous podcast guests, so I made it my mission to get him on the show.  He’s the Vice President of TMAC Direct which is the executive recruiting arm of The Medical Affairs Company based in Atlanta. On top of being a consistent top producer, Michael’s achievements include becoming MRI's #1 Worldwide solo recruiter, being elected into the Pinnacle Society and becoming PharmaVoice’s Top 100 Most Inspiring People in Pharma. Michael generously shared his approach and best practices as well as his mindset that drives him to success. Enjoy listening! Episode Outline and Highlights [2:30] From being a baseball player/coach to becoming a recruiter.  [4:15] The value of failure and other key drivers for Michael’s success. [8:45] How to become a celebrity within your niche. [11:20] A very insightful discussion on branding. [14:10] Michael’s best practices when creating videos as a differentiating factor. [20:05] How to effectively reach out to candidates to engage. [24:00] What are your thoughts on cold outreach? Hear Michael’s winning mindset and approach. [32:00] Best practices on candidate outreach. [40:11] Candidate exclusivity - how to earn it instead of asking and other sourcing approaches. [47:07] What a typical busy desk looks like and how does Michael manage his time? [51:48] How to overcome phone fear and distraction. The Value of Failure Upon realizing that Michael had previous playing and coaching experience in baseball before transitioning to recruitment, I recalled what my friend Joel Slenning said about hiring athletes as recruiters. I have also interviewed successful recruiters and business owners who applied discipline from sports or even combat sports in their recruiting careers. I asked Michael’s perspective, what is it about the athletic background that can add chances for success in recruiting? He gave his insights, “I would say the biggest commonality between all athletes is this ego drive that despite failure, you are going to succeed next time.” Michael added, “That’s very important if you are going to be a resilient recruiter, you got to have that ingrained in you.”

Thu, November 18, 2021

How to Achieve Excellent Staff Retention and Sustainable Recruitment Agency Growth, with Neil Dickins, Ep #105

One of the biggest problems in our industry is the high level of staff turnover and attrition. This can have negative implications on profits, branding, and continuity of service. How do you overcome this? Neil Dickins, the founder of Intellectual Capital Resources, shares how they have achieved excellent employee engagement and retention for the last 21 years. This correlates with them achieving 86 profitable quarters in a row! Founded in 1999, IC Resources now employs over 70 people with 7 offices across the UK, Germany, Austria, China and the USA. They’ve made over 12,000 placements and are the pre-eminent ‘deep tech’ recruiter in the UK and Europe.  In this episode, Neil shares their approach to hiring, organic growth, culture and KPI management, and how ‘letting go’ can be a challenge but beneficial in the long run. Enjoy! Episode Outline and Highlights [1:30] Neil reveals how he ended up in the UK and how he fell in love with recruiting. [5:22] Top key factors to IC Resources’ success.  [11:58] Being part of the business community: Neil reveals examples of how you can be part of the industry you find yourself in. [21:05] Building a strong business by having no unwanted staff turnover. [22:56] Creating a high level of staff retention [25:00] IC Resources’ approach on dynamic KPIs  [28:49] Give your team autonomy and let go. Neil discusses the challenge and benefit of ‘letting go.’ [32:12] Discussion on organic growth and promoting from within. [36:37] How to manage your team members who are working remotely. [43:37] Neil’s number one message to his teams: hear about the ten-second rule. [46:14] Don’t just do it for the money  Neil shares the ‘worst mistake’ they ever made. [52:00] Temp checking on your teams: when to support and when to let go. Critical Success Factors for Sustainable Growth and Profitability I reached out to Neil because IC Resources were listed in the Hot 100 List of the Recruiter Magazine. Out of 30-40,000 recruitment firms in the UK, they are 33rd in terms of billings per employee. This is on top of them having 86 straight profitable quarters! Such an incredible feat has a lot of contributing factors. But I asked Neil to boil it down to the key components. Neil mentioned two: Taking the long term view and commitment to both your cl

Wed, November 10, 2021

International Recruitment: Hard Won Insights From Placing People Around the World for 25 Years, Ep #104

If you’ve ever wondered what’s involved in running an international recruiting firm and placing people all over the world, here’s your chance to find out. You’ll enjoy listening to my interview with Abigail Stevens, founder of Think Global Recruitment, who has 25 years of experience assisting accounting and finance professionals to not only change jobs, but to relocate from one country to another. I’ve known and admired Abigail for almost 20 years -- she was one of my very first clients when I started my recruitment training business back in 2001. As you’ll hear, Abigail has been hugely successful, both as a top biller and as a business owner. But what was special about this interview is that Abigail talked not only about the high points, but the lows as well.  Having survived four downturns / recessions, she’s had some heart breaking moments. You’ll benefit from knowing what she’s learned along the way, and how these experiences have shaped her current strategy for growth. Episode Outline and Highlights [2:02] How Abigail kicked off her recruitment career: her journey from starting her own business at a very young age. [11:01] Abigail reveals her turning points that led her to where she is today. [14:00] Pioneering an approach to attracting and placing top talent via international recruitment conferences. [21:18] Taking the company through four downturns/recessions. [24:42] Abigail revealed things she would have done differently to retain key people during the recession. [25:47] Pearls of wisdom on talent retention. [27:30] Weathering the storm during the pandemic. [30:00] Thought process in expanding during the pandemic. [32:48] Think Global Recruitment’s new business model. [40:43] Best practice in the internal hiring process. [47:00] What’s next for Think Global Recruitment? Think Global’s Wildly Successful Candidate Generation Strategy  Abigail shared her fascinating journey including how she started her first business very young, then went travelling around the world, before falling into recruitment and eventually setting up Think Global Recruitment at the age of 28.  You will enjoy listening to her best learning moments - as well as some of the innovative recruitment strategies she pioneered.  An example is how they used international recruitment conferences in the UK, South Africa, and Australia to attract top talent for consulting firms such as PwC,

Thu, November 04, 2021

How to Smash Your Targets and Become a Top Biller in 6 Months, with Zach Mayner, Ep #103

This email instantly got my attention:  “Since listening to your podcast, I’ve had an exponential increase in my billings numbers. The past 64 days, I’ve billed $286,550. I just wanted you to know that your podcasts add value, and have been life changing from a commissions perspective for me.” Usually I interview recruitment business owners. But based on Zach’s incredible results, it was obvious that I had to invite him onto the show and hear his story.  Zach’s enthusiasm is infectious and I am sure you will find insight from both the perspective of a recruiter and a billing manager (Zach has recently hired two recruiters onto his team). If you are a business owner, you will be interested to hear how Zach’s current employer set him up for success.  Zach has only been in the recruitment industry for six years and this year he has absolutely taken off like a rocket. He even had a four-month stretch where he billed an average of $100k per month!  Zach is a Director at iRiS Recruiting Solutions out of Indiana and places travelling superintendents with Contractors across the United States. iRiS specializes in assisting companies hire top talent for Construction, Warehouse/Distribution, Power & Electronics, Retail, and Manufacturing. Episode Outline and Highlights [4:41] What motivated Zach to reach out to me and share his story. [8:11] How Zach implements his learnings from the Resilient Recruiter podcast [12:27] How confidence changes everything - Zach’s methods that lead to delivering better results. [13:49] Creating the demand - how to sell retainers. [20:49] What is the “resource dedication fee”? [23:16] How hardwork and a competitive mindset helped to exponentially increase Zach’s billings. [29:10] Stop wasting time! Zach’s shares his no-nonsense philosophy and the exact verbiage he uses to persuade clients and candidates to work his way.   [32:55] How iRiS Recruiting Solutions set Zach up for success. [37:40] How to manage recruiters and make placement at the same time. [43:09] Zach’s next steps and future goals. Confidence Changes Everything Zach shared how confidence helped him to put up big billing numbers. It helped him approach his day and business in a way where he can set his own table and choose clients he works with. “I am handling objections better on the phone, handling negotiations better, I don’t go below 25%,” Zach described.  His no-nonsense attitude of “This is ho

Fri, October 29, 2021

How Recruiters Can Promote Diversity, Equity and Inclusion, with Chikere Igbokwe, Ep #102

Diversity and Inclusion is a hot topic in recruitment right now, and for good reason. We’ve reached a “tipping point” (to borrow a term coined by Malcolm Gladwell) where most companies and organizations are embracing diversity and understand the benefits of a diverse workforce.  Which means that we recruiters have an opportunity to play a pivotal role in promoting DEI. I confess that I know very little about this topic.  Fortunately, I found the perfect person to guide me.  My special guest, Chikere Igbokwe, explains why self-education is key and why it’s important to go back to basics when strategizing your approach to diversity, equity, and inclusion in your business. Chikere is an Experienced Executive Recruiter, Facilitator and DEI Leader. She is passionate about Diversity, Equity and Inclusion and is on a mission to educate employees, make organisations more diverse and inclusive and to equip them with the know-how to be changemakers.   Episode Outline and Highlights [2:14] Chikere shares her story - what led her to pursue her advocacy on inclusiveness and diversity. [8:08] Information about the Allyship Community. [10:50] What is meant by a safe & brave space in terms of promoting diversity. [14:50] How Chikere started her business in line with her passion to make a difference. [19:05] What do recruiters need to know about diversity, equity and inclusion? [24:00] Why is race such a touchy subject? [29:53] Getting back to basics: starting with self-education. [34:49] The ‘whys’ on recruiters promoting equity and inclusion.  [40:15] The concept of privilege and bias on getting opportunities. [45:15] Best practices in introducing more diverse talents to your clients. [50:56] Why the “blind CV” may not be the best tool to remove unconscious bias. What is Meant by “Safe Space”?  When building a culture conducive to tolerance and respect, it is important to establish an environment that is psychologically safe. What is meant by “safe space” from this perspective? Chikere explained, “Obviously space is really important but it is a safe space to come together and have a discussion, a difficult discussion.” From here, Chikere shared actual experiences on discussions about race, white privilege, and other topics that may be considered touchy. Having people comfortable enough to have these conversations is beneficial and a crucial step towards making a difference.

Tue, October 26, 2021

How SourceBreaker Grew to 63 Employees in 3½ Years, with Steve Beckitt, Ep #101

If you’re an ambitious recruitment company director looking to scale your business, then you’ll definitely want to listen to my interview with entrepreneur Steve Beckitt. In this conversation, Steve revealed how he was able to grow his recruitment technology business to 63 employees in just three and a half years. At the same time, they have created a high performance culture and were recognized as one of the best places to work. In this episode, Steve did not hold back in sharing the learnings and key factors that contributed to his success. Steve is the founder of SourceBreaker, an award-winning recruitment technology company. Having spent six years at Sthree Group, Steve took the leap to launch SourceBreaker in 2014. They have absolutely taken the industry by storm, growing from three people at the beginning to 70 people today. In fact, SourceBreaker has been listed by the Financial Times as one of the top 100 Fastest Growing Companies in Europe.  Episode Outline and Highlights [1:30] Steve’s background and how SourceBreaker was born. [6:47] First invoice out the door - strategies for startup success. [13:30] Key milestones in growing to 63 employees in 3 ½ years. [16:30] Critical factors when hiring  [20:41] How to assess work ethic and other qualities when hiring new employees? [23:30] How would you define work ethic? [27:30] Factors contributing to SourceBreaker winning awards such as the best company to work for. [31:55] When starting a recruitment company, how do you attract top people? [37:17] SourceBreaker’s approach to training, development and mentoring. [43:00] Overcoming the challenges of virtual team / working from home. [45:30] What’s next for SourceBreaker? [47:00] How to uncover larger talent pools via LinkedIn? Two tips from Steve. Key Factor to Growth: Strategic Marketing + Hard Work If you are starting and scaling your business from scratch, what should be your priority? For Steve, getting invoices out the door should be your top priority. As a technology business, how did SourceBreaker strategize their marketing to reach as many clients? “Very much just getting on the phone and calling people up to sell the products to sell the services we offer,” Steve shared. He also emphasized that while others who are also starting might be spending too much time honing their website and messaging, th

Tue, October 19, 2021

The 7 Habits of Million-Dollar Billers

I am proud and excited to share with you the 100th episode of the Resilient Recruiter Podcast! I would like to thank you for listening and following my show, for all the fantastic reviews which I really appreciate. I am humbled by how much people seem to love this show and I don’t take your support for granted - it motivates me to provide really more meaningful content each week. This podcast has given me a platform to meet truly exceptional people which has been an absolute privilege. For the 100th episode, let me share the seven common habits of million-dollar billers who unselfishly shared their stories of humble beginnings, resilience, and success.  Episode Outline and Highlights [3:08] Three things that are not common factors from million-dollar billers I interviewed. [4:46] Habit #1: Niche market mastery. [6:00] Habit #2: Planning and productivity. [6:36] Habit #3: Metrics. [7:17] Habit #4: Repeat business or recurring revenue. [8:36] Habit #5: High volume and high value. [10:15] Habit #6: Partnership. [12:22] Habit #7: Growth mindset. Three Factors That Are Not in Common From Million-Dollar Billers I Interviewed Before I dive into the seven common habits of million-dollar billers I interviewed, allow me to share the factors that were not common among them. The first one is their market sector. The million-dollar billers who I have interviewed come from very different specializations and industries. The next one is personality: from extremely dynamic and extroverted people to some who are confidently quiet and introverted, and of course everything in between. Lastly, this one surprises me the most, some working like machines working 12-15 hours a day while some work way fewer hours than others.  7 Common Habits of Million-Dollar Billers At least 25 of the 96 people I interviewed in this show are solo million-dollar billers. So if it is not about the market sector, personality, or number of hours they work, what are the common factors? Here then are the seven common habits of million-dollar billers I interviewed: Niche mastery. Planning and productivity. They know their metrics. Repeat business or recurring revenue. High volume and high value. Partnership. <li style="font-weight: 400;" aria-

Tue, October 12, 2021

How to Turn Your Trainee Recruiters into Top Billers in 6 Months, with Simon Kouttis, Ep #99

If you want to accelerate your recruitment agency growth, there are two key challenges you absolutely must solve. First, how to attract and recruit the right people. Secondly, how to develop your people into great billers. Consistently achieving both of these objectives will translate into better talent retention and faster business growth. Of course, that’s easier said than done. How do you actually do it?  In this episode, my special guest, Simon Kouttis, gives a masterclass on how to hire, train and develop recruitment consultants. He reveals how they are able to take trainee recruiters and get them billing £500,000 in six months! Simon is an Executive Director and Partner in SOAP, a London-based executive search firm on a mission to revolutionize the cybersecurity recruitment industry. Simon also is a co-host of his own podcast, called Hunters and Unicorns. Episode Outline and Highlights [1:55] How SOAP is revolutionizing recruitment and what their differentiating factor looks like. [6:45] Allowing strategic conversations to take place with internal talent acquisition teams of your clients. [12:16] Simon talks about the SOAP Sales Playbook. [20:33] How to come up with culture and values that are not just lip service. [30:00] How SOAP empowers their employees: practical approach on rewards and compensation. [34:22] The value of training and development and how it works at SOAP. [38:49] Learn about SOAP’s call-listening activity and how it adds to their culture of learning. [42:17] SOAP’s approach to internal recruitment - hiring based on attributes instead of experience. [47:22] Simon shares about his podcast, Hunters + Unicorns The SOAP Sales Playbook One of the differentiating factors for Simon’s firm is their commitment to continuous learning and development. To help their staff to reach their full potential, they came up with the SOAP Sales Playbook. For Simon, it is one of the most transformational things that they have come up in the recruitment business. “We are seeing recruiters that could barely bill doing five hundred thousand in a half a year.”  Simon shared that there are four playbooks on which the foundation is focused on how to influence the most high performing passive candidates in the market. If this idea appeals to you or if you are in the process of creating a developmental methodology for your organization, you will enjoy Simon’s detailed explanation. Culture and Values - Not Just Lip Service Promoting culture an

Tue, October 05, 2021

How to Partner Successfully with Human Resources, Talent Acquisition and Hiring Managers, with Katrina Collier, Ep #98

As agency recruiters, we are often required to collaborate with multiple stakeholders including hiring managers, HR and Talent Acquisition. This can be incredibly challenging and frustrating - especially when there’s a lack of cooperation or a breakdown in communication. To facilitate an efficient and successful recruitment process, we must find a way to engage all the stakeholders. So how could you collaborate effectively with your client’s HR, Talent Acquisition and hiring managers? My special guest, Katrina Collier, will answer this question. Katrina Collier is on a mission to end the collaboration chaos existing between HR, recruiters & hiring managers, to better recruitment and the candidate experience. She is the author of The Robot-Proof Recruiter, a global keynote speaker, and host of The Hiring Partner Perspective (Unedited) podcast.   Episode Outline and Highlights [1:40] Quick snapshot of Katrina’s background. [5:20] Underlying challenges contributing to lack of collaboration between HR, Talent Acquisition & agency recruiters. [9:36] MIndset shift - how to get recruiters to think of themselves as Partners instead of just being ‘servants’.  [13:40] What to expect when establishing partnership with hiring managers. [17:20] The human factor in building trust and attracting talents. [21:00] How to be more empathetic. [27:10] Getting people to respond and improving your response rate.  [42:16] “Get off LinkedIn!” - other channels to utilize when looking for candidates. [49:30] What should be the structure of a good recruiting email? [53:44] Re-engineering your business plans because of the pandemic? Katrina shares her experience. [56:39] Hope for Justice - hear about Katrina’s advocacy in supporting this charity. Challenges When Collaborating for Recruiters and Hiring Managers From Katrina’s point of view, what are the underlying challenges that can affect collaboration among these stakeholders? Two points were shared: Recruiters need a mindset shift in terms of partnership. HR tends to be in competition with Talent Acquisition. How can the above challenges be neutralized? Hear Katrina’s pragmatic advice. Mindset Shift to Partnership and Collaboration Equal and mutually respectful collaboration is the ideal scenario for rec

Tue, September 28, 2021

Lift Outs: How to Successfully Recruit an Entire High-Performing Team, with Harlan Friedman, Ep #97

Imagine if instead of placing one person at a time, you were able to recruit a whole team and enjoy correspondingly bigger deal values. I always thought team moves were rare opportunities that you might come across once in a blue moon - if you’re lucky. That was until I met my special guest Harlan Friedman.  Harlan has developed a process for “lift outs” and has moved teams multiple times in his career.  Through experience, he understands the nuances of how to put these complex deals together.  Sometimes instead of recruiting an intact team, Harlan creates a “dream team” and places them together at a client company.  In this episode, you’ll hear Harlans’ tips and advice on how to strategically move teams. Plus, be inspired when you hear Harlan’s remarkable story of how he joined the search industry at age 55 with $300,000 in debt. Listen to how he turned his finances around within 18 months by becoming a consistent top producer before eventually building his own search firm.    Episode Outline and Highlights [1:40] It is never too late! Hear Harlan’s remarkable story and how he joined the recruitment industry at age 55. [8:39] Differentiating factor and secret to Harlan’s success. [11:10] Best practices: reaching hard to reach clients using targeted emails and opportunistic hiring. [19:07] The effectiveness of addressing your candidate or client’s biggest concerns. [23:50] The key to being a good recruiter: don’t try to sell anybody anything. [27:40] How Harlan works in a very disciplined way. [32:19] Why take calls from individuals that you may not be able to place? [35:00] Team moves versus individual hires - how to recruit teams or even create them. [46:56] Harlan’s proudest accomplishment in the last 10 years. Fascinating Story of How Harlan Started His Recruitment Career One fascinating story about Harlan is he actually started in the search business in 2011, he was in debt and 55 years old. Harlan had enjoyed a very successful career as a public finance banker.  However, when the real-estate market crashed, his high six-figure income turned zero overnight. Unfortunately, his wife lost her job around the same time and as the months went by with no job offers, they ended up $300,000 in debt.  Harlan’s fortunes changed when he responded to an ad in Craig’s list and persuaded the owner of a small search firm to give him a chance.  With no background in recruiting, Harlan became rookie of the year and the top biller in an office of about 8-10

Wed, September 22, 2021

The Benefits and Challenges of Expanding Your Recruitment Business Overseas, with Rob Green, Ep #96

Exploring new markets can be really exciting especially if you’re considering international expansion. But as much as opening offices in a new territory can present big potential for growth, it can also present an enormous amount of challenges. That is what my special guest, Rob Green, will be sharing in this episode. Rob has built recruitment teams across Europe, Asia, North America, Australia, and Africa.  Despite some significant successes, it was never a walk in the park. In this interview, Rob shared both the  mistakes and learnings he gained. Rob has almost two decades of experience in the recruitment industry, recruiting lawyers in 40 countries. He launched his career in London with Badenoch & Clark. Since then he has worked and lived in various locations around the globe. In 2014, he took over the Hong Kong branch of his company, rebranded it as GRM Search and won 15 industry awards over 8 years working with the most coveted legal firms, multinational companies and financial institutions in the world. Episode Outline and Highlights [1:49] How Rob and I were first introduced to each other. [4:29] Rob’s colorful recruiting journey in 18 years. [20:30] Challenges and resilience in recruitment during a recession. [27:11] Ego is the Enemy - what ego cost Rob and the valuable learning he had. [29:00] Rob reveals the story behind his biggest challenge by far. [35:49] In hindsight, what would Rob have done differently? [38:07] When growing your business, how fast is ‘too fast’?  [46:53] The value of getting help. [50:00] Rob’s venture in South Africa - achievements and main learnings. Overcoming His Biggest Challenge Rob humbly shared his biggest challenge which took place in 2016 when he started in Hong Kong. Growing to 25 people with expensive offices, high salaries, and high commissions, the business was not sustainable. When local market conditions worsened, he had to scale down the business or go bust.  Within six painful weeks, he had drastically cut his overheads which sent a shock through the HK legal recruitment market. Behind the scenes, he was going through a very tough time because of personal problems which magnified the issues he was having with his business. Rob recalled, “I had grown the business too fast. We had a number of offices that just weren’t profitable. I was trying in many cases to buy my way out of trouble by starting new desks, starting new offices… We just grew too rapidly with the wrong people and the wrong structure.” I certai

Thu, September 16, 2021

How to Scale Your Recruitment Business Through Innovation and Constant Improvement, with Edward Chamberlain, Ep #95

For a lot of recruitment business owners, going to the next level and scaling their business can present unexpected challenges. But no matter how difficult you’re finding it to grow your recruitment business, I hope today’s episode will inspire you to never give up! My special guest, Edward Chamberlain, shared that by far his biggest challenge was scaling the business. In this episode, he shared how he was able to overcome a lot of obstacles you may also be facing now and build a really successful recruitment business from scratch, with no external investment. Ed is a serial entrepreneur and founder of Altus Partners, a market leader in Private Equity search with a team of 30 people. Ed also co-founded C&C search with his sister Lucy, an HR and business support recruiting firm. Both of these firms generate multi-million pounds in revenue. Previously, Ed was a founding member of Investigo (a Virgin fast-track business), which grew from a team of 4 to over 250 people, before its sale. He recently launched Stryve, an ATS that can help SMEs grow their businesses faster. Episode Outline and Highlights [1:52] A serial entrepreneur: Ed reveals how he started Altus Partners. [3:41] What is the ‘hybrid search’ model? [7:57] What is the map and track approach? [10:08] Enhancing your selection process with the Hogan Psychometric Evaluation. [12:16] Ed’s biggest challenge and lessons learned.  [22:28] What a robust People Plan looks like. [24:28] Two keys to replicating your effectiveness as a recruiter to your whole team. [27:51] Why Ed believes that retained recruiting is the best approach in favor of the client. [33:17] Good business books recommended by Ed. [37:10] Ed’s advice to recruitment business owners who want to scale their business. [45:47] Recruiting and building a community of like-minded people . [51:49] Training as a key pillar of the business during the pandemic. [56:54] What motivated Ed to create their own ATS (Applicant Tracking System). Innovative Tools to Add Rigor to the Process As we talked about best practices, one thing I noticed is how Ed is constantly innovating and striving to add rigor to the recruiting process on behalf of the client. Ed breaks down his unique search methodology and highlights a few of the key elements:  <li style="f

Tue, September 07, 2021

How to Create a Unique Value Proposition and Sell Retained Executive Search, with Chris Schoettelkotte, Ep #94

If you want your clients to work with you on a retained basis, you need a strong value proposition and an effective sales process.   In this episode, my special guest, Chris Schoettelkotte, gives a masterclass on selling retained search, including how he developed his unique value proposition.  He shares how he transitioned his firm from contingent search to a retained business model. Chris and I discussed in detail why retained search is usually a better solution for the client and how to explain the benefits.  You’ll even hear us deliver an impromptu training session on how to pitch exclusivity. Chris is the President and Founder of Manhattan Resources, an executive search firm based in Houston. Chris has been incredibly successful in the search business and he’s consistently one of the top recruiters in the United States. In his best year, Chris collected $2.3M dollars in placement fees -- that’s personal production not including his team’s billings. In this interview, you’ll discover what it takes to perform at the highest level in our industry. Episode Outline and Highlights [2:40] From a career as a corporate executive to starting an executive search firm -- how and why Chris got into the business. [7:39] Developing a powerful Value Proposition -- how Manhattan Resources differentiates their service from other search firms. [13:30] The secret to converting 95% of Manhattan Resources’ clients into repeat customers.  [23:25] Why Chris isn’t concerned about the risk of flying to meet a potential client and then not getting the business. [26:10] Transitioning contingent clients to retained search, how did Chris do it? [31:41] Why the contingent model can actually work against the client due to compromised quality. [39:26] Best practices for pre-qualifying a client. [45:31] Chris’s recent example of dealing with a challenging client and why he had to be really transparent in giving feedback. [51:23] Two things that all recruiters need to understand. [55:06] What does it take to be truly excellent in the recruitment business? [1:00:41] At this stage in Chris’ career, what motivates him to keep doing what he does? How Manhattan Partners Convert 95% of Their Clients Into Repeat Customers On top of being ranked as one of Houston’s top search firms for 18 straight years, another outstanding feat of Manhattan Resources is having a minimum 95% of clients becoming r

Thu, September 02, 2021

The Top 10 Factors that Fast-Growing Recruitment Companies Share in Common, with Hishem Azzouz and Mark Whitby, Ep #93

If you enjoy listening to the Resilient Recruiter podcast, I have a special treat for you. In this episode, I am collaborating with fellow podcaster, Hishem Azzouz, host of the Recruitment Mentors podcast. Between us, Hishem and I have interviewed hundreds of recruitment business owners. We decided to compare notes and discuss the key factors that the most successful recruitment companies share in common. We both came up with five things, so you are about to hear the top ten success factors for growing your business.  Episode Outline and Highlights [4:06]  Willingness to seek help. [6:56] Niche market specialization. [12:33] Don’t romanticize what worked in the past. [18:33] The ability to attract and retain top recruiters. [22:35] Investing just as much into keeping people as hiring people. [26:22] Serious commitment to talent development and career progression within your organization. [30:17] Having a compelling vision for your company. [34:20] Developing your culture. [39:43] Humility. [43:18] Investing in marketing. The Top Ten Success Factors for Growing Your Recruitment Business Willingness to seek help. Hishem stated, “A common hindsight learning that I hear sometimes from recruitment business leaders that have gone on to do really well, when I ask them things like ‘What would you do differently’ or ‘If you could speak to your younger self, what would you say?’, a real common answer is they would have asked for help more quickly.”   Niche market specialization.  The vast majority of the firm owners I’ve interviewed or worked with who have been the most successful are specialists in a particular field. Hear the reasons why focusing on a particular niche is building your marketplace rather than limiting it. Don’t romanticize what worked in the past.   Being open-minded to trying new things, learning, and getting out of your comfort zone are qualities that make a successful recruitment leader. Successful leaders do not romanticize what worked for them 10 or 15 years ago. They are always thinking, learning, and trying to understand what more they could be doing. The ability to attract and retain top recruiters.  Internal recruitment strategy is critical. The companies that scale are really good at recruiting recruiters.

Tue, August 31, 2021

How to Enjoy a Rewarding, Long-term Career in Recruitment, with Michael Goldman, Ep #92

When you started in your recruitment career, how long did you visualize yourself doing this for? Many recruiters get into this profession because of the earning potential but don’t necessarily see recruiting as a long-term career.  There’s no question that recruitment is challenging. The failure rate among rookie recruiters is high and many experienced recruiters suffer from burnout. Is it possible to make recruitment a rewarding career for the long term? My special guest, Michael Goldman, is an example of someone who has enjoyed longevity and sustained success in recruitment.  Michael started his recruitment career in 1980 and founded his own firm, Strategic Associates, in 1988. Michael has built an excellent reputation as an executive recruiter in manufacturing and supply chain nationwide, in both contingency and retained basis. He is a Founding Member and former President of the Pinnacle Society. Having run a successful desk for over 40 years, and being consistently a top producer, he also speaks on, and enjoys teaching, recruiting tactics and strategies to recruiters globally. In this episode, Michael shares his passion, learning, and what makes his recruitment career a fulfilling and rewarding path. Episode Outline and Highlights [4:22] Michael’s story on how he got into recruiting in the 80’s. [7:54] The 3 keys to long term success and fulfilment as a recruiter [10:42] Understanding the value you bring to clients and candidates.  [17:48] How to become a "career conciliere" rather than just a "resume traffic cop" [26:22] The power question to ask your client to engage them. [29:01] Trying to convert a contingent client to a retainer: what are the best selling points? [40:00] In his 40 years in the industry, what is the biggest challenge that Michael has faced? [44:28] Michael reveals a quote he cut out of a newspaper years ago that drives him to this day. [48:13] Michael's recruitment solo practice. The 3 Keys to Long Term Success and Fulfilment as a Recruiter Successfully running his desk as a consistent top biller for 40 years, I wanted to ask Michael on what can young recruiters learn from a seasoned veteran like him. He responded, “understand what it means to bring value.” MIchael is passionate about helping recruiters develop themselves as "counseling" rather than "transactional" recruiters. He has helped a lot of recruiters, candidates, and clients as well as changed people’s lives with this clear mission of bringing value. He further expanded on what t

Tue, August 24, 2021

How to Start, Scale and Sell Your Recruitment Business in 7 Years, with Karla Reffold, Ep #91

Starting a recruitment business isn’t easy. Scaling a recruitment business is even harder, as evidenced by the fact that 73% of recruitment companies never grow beyond 10 employees.  Selling a recruitment business is rare indeed -- according to BDO there are only 20-40 M&A deals done per year in the UK recruitment sector.   Accomplishing all of this in 7 years while still in your 30’s is practically unheard of.  Yet that’s exactly what my special guest, Karla Reffold, has achieved. I had so much fun interviewing Karla about her entrepreneurial journey as a young, female founder.  She shared the challenges she faced and the crazy ups and downs she experienced.  You’ll hear what she learned from having founded, scaled and sold her recruitment business in the tech space -- traditionally a male-dominated sector. Karla founded the international recruitment business, BeecherMadden in 2010 before overseeing the acquisition by Nicoll Curtin. In 2020 she joined Orpheus Cyber as COO. Karla is also an experienced speaker on cyber security and was included in SC Magazine’s Top 50 Women in Security in 2019. Episode Outline and Highlights [1:57] Karla talks about how she launched, scaled, and sold her recruitment business at a young age. [6:01] When should you expand? Karla’s trigger for making your next hire. [11:10] How Karla established a foundation for growth during the first 12 months. [15:40] Hear how the “Green Flag System” helped Karla’s business to consistently grow. [19:00] Best practices to be successful in winning business. [26:08] Hiring based on values, developing your company values and assessing talent against them. [28:00] Resilience when things don’t go your way - Karla shared the key challenges she encountered while growing her startup recruitment business.  [32:40] Karla reveals why she decided to expand to the US and what she learned from opening an office in New York. [46:30] When is the right time to exit and sell your business? [54:22] Challenges of being a young female founder in the tech space. Increase Your Success in Winning Businesses A critical part of Karla’s success as a founder is how she consistently wins businesses which immensely contributed to her company’s growth. What are the keys to increasing your success in winning clients? Karla shared at least three. Invest in marketing and branding. BeecherMadden created a salary survey whic

Tue, August 17, 2021

How to Build a World-Class Talent Development Program, with Ann Swain, Ep #90

One of the common factors that fast-growing recruitment companies share is that they invest in their people. To attract great recruiters, maximize their performance and retain them as pillars upon which you can build your business, you need a solid career development program in place including excellent training and development. What does a world-class talent development program look like? I can’t think of anyone better qualified to answer that question than my special guest, Ann Swain. Ann is the Global CEO of APSCo, an international trade body representing the recruitment sector with operations in the UK, Germany, Singapore, and Australia. Ann has over 30 years’ recruitment experience, and co-authored the best-selling Professional Recruiter’s Handbook.  Episode Outline and Highlights [1:10] An easy and inexpensive way to way to begin training your new recruiters. [7:57] Brief introduction to APSCo (Association of Professional Staffing Companies). [11:45] Talent development and making recruitment a real profession. [18:34] What does a world-class talent development program look like? [26:45] What can we do in the recruitment sector to create pathways for more women to the top? [31:49] Culture by design - what should business owners consider when designing the culture of their workplace? [35:08] Trends, opportunities and challenges for recruiters post-COVID. [46:06] Planning to expand internationally? Factors to consider.  What Does A World-Class Talent Development Program Look Like? Ann is passionate about talent development and making the recruitment sector into the profession it deserves to be. The two are interrelated, and should be brought together in order to maximize your team’s performance and attract great people. With over 30 years’ career in recruitment and global talent development, what does a world-class career and talent development program look like for Ann? She laid out the following pointers: Training shouldn’t stop once someone completes their induction / onboarding. It should be a career long program. Utilize both internal and external resources when creating a development program. It should be organized and have flexibility, avoiding a cookie-cutter approach. Should be a mix of online training and face to face delivery. Be creative -

Wed, August 11, 2021

How to Bill Half a Million and Work Less Than 15 Hours a Week, with Michelle Parchman, Ep #89

Is it really possible to work less and make more? It seems counter-intuitive and the majority of big billers I know advocate the “hustle and grind” approach. But what if you could work smarter rather than harder?   My special guest, Michelle Parchman, has been doing this for years - billing half a million dollars per annum by working 2 to 3 hours a day. Like me, you will find her thought process revolutionary! Listening to our conversation may move you to revisit your way of working, your values and how you define success. Michelle is originally a CPA and began her public accounting career in auditing with Anderson in Dallas. After 17 years in Big Four public accounting plus seven years with the largest executive search firm in San Antonio, she founded Parchman and Parchman Executive Search in 2009, specializing in accounting, finance, tax, legal and C-level searches. Parchman and Parchman was named by Forbes as one of America’s best recruiting firms and Michelle has been described as one of San Antonio’s Most Inspiring and Influential Women. She is also a Board Director for the Pinnacle Society, the premier consortium of 80 leading recruiters in North America. Episode Outline and Highlights [2:37] Transition from accounting to executive search - Michelle shares her story. [9:50] Putting processes and systems in place to make things happen - what to learn from Indy Race’s refuelling methods.  [12:00] How to accomplish billing half a million and work in less than 15 hours a week - four solid takeaways. [16:54] Why is Michelle working only two to three hours a day? Hear her revolutionary insight. [22:01] Best practices on planning and prioritization - when to do it, how to do it, and thought process. [30:09] Network power and why your network can be your bank account. [34:22] Advice on becoming super efficient. [43:31] How to become a master in a balanced life. [51:00] Why Michelle works exclusively with clients. From Public Accounting to Executive Search Michelle revealed her journey and transition from being a public accountant for 17 years to becoming an owner of an executive search business. If you are just starting your career as a recruiter, you will definitely relate to her story. It was not all rainbows and butterflies, as she also relayed how it was challenging for her at the outset. The recruitment firm she initially worked for did not fully fit with her way of working, which led her to create systems and processes. “It was very challenging in the f

Fri, August 06, 2021

How to Achieve Phenomenal Recruitment Business Growth Through Strategic Acquisitions, with Ross Eades, Ep # 88

Business acquisitions can be a hassle and can present a lot of challenges - especially when it comes to the integration of management, culture, and way of working. My special guest, Ross Eades, believes that as challenging as it may be, strategic acquisitions can effectively lead your business to phenomenal growth! Hear his experience and approach on how he built recruitment powerhouse businesses and how he kept his current organization’s business growing despite the pandemic. Ross is the CEO of RED Commerce, a global leader in placing SAP professionals with 250 employees and six locations around the world. Prior to joining RED Commerce in 2018, Ross was the CEO of Horton Group International - a global executive search and leadership firm with 50 offices in 32 countries. Ross has a phenomenal track record as a CEO within the recruiting and staffing industry. Episode Outline and Highlights Ross shares his journey of building up InterQuest Group PLC - his challenges and key learnings. Increasing the business by 10x in 5 years - four key success factors for such a phenomenal growth rate.  Moving to Horton International - Ross’s enormous undertakings and significant contributions. Strategic planning in growing your business - hear Ross’s key takeaways on the planning process and collaboration. What attracted Ross to join RED and how he steered the organization through the pandemic. Post-pandemic adjustments - what are the learnings that organizations should keep even after things go back to ‘normal’.  What are secrets to attracting and retaining good people for your recruitment business?  Increasing the Business by Ten Times in Five Years One of Ross’s amazing feats when he was with InterQuest was growing the business from 10M to 100M USD in five years. So I had to ask him, what were the key success factors that enabled him to achieve that phenomenal growth rate? Ross responded, “I put a lot of it down to the focus of the teams we had and the businesses we bought in. The idea was to have a selection of specialist teams.” This ‘specialist approach’ contributed highly to the growth and success of InterQuest. Ross also added his thoughts and practices in growing a business through acquisitions. Mainly in three areas: Management Due Diligence Pre-Acquisition Post-Acquisition He also elaborated on the benefits and value of growing through strategic acquisitions. It is not easy to integrate new busin

Tue, August 03, 2021

How to Increase Recruitment Profits By Putting Your People First, With Nathan Callaghan, Ep #87

Want to accelerate growth and increase your recruitment business profits?  According to Nathan Callaghan, it’s about hiring the right people and creating a culture where they can thrive. Nathan is Managing Director at Futureheads Recruitment - an award winning recruitment company based in London with a team of 30. They have been awarded Great Place to Work multiple times as well as listed on the London Stock Exchange’s 1000 companies to inspire Britain several years in a row.  I asked Nathan about the factors that contributed to Futureheads being ranked by Recruiter Magazine as one of their Hot 100 companies, based on GP/employee.  Some of the success factors he shared include niche market specialization, clear company values, a culture of collaboration and a career path that allows people to play to their strengths.    Episode Outline and Highlights [2:20] Two pointers to keep in mind to thrive while specializing in your niche. [4:55] Managing the client journey - Nathan shares how they make it easy to engage with clients. [10:39] Getting the balance in giving your team freedom of creativity while upholding company standards. [14:50] Key lessons in 2020 that shaped Futureheads decision making in 2021. [22:55] The non-negotiable values that were upheld during the challenging times of the pandemic.  [35:00] Great approach to capture massive opportunities in the current market while establishing a career path for your team. [45:30] How to assign your team to their area of focus to establish fluidity and coherence. [52:08] Attributes that are more important than experience - what to look for when hiring.  The Benefit of Being Niche Market Specialists I asked Nathan about their approach to niche specialization. Futureheads has a deep and genuine commitment to being experts who focus on a handful of digital specializations rather than “tackling a bit of everything.”  I am a big believer of niche specialization so it was interesting hearing Nathan lay out how and why they do it this way. Nathan shared insights on how to increase your success while specializing in your niche: You must balance the rigour of good recruitment practice alongside genuine interest in the space. As you scale, it is really important to put a strong client management process around that niche focus. Is the 360 Model Outdated? Futureheads Wants their Recruitment Consultants to Play to their Strengths One posit

Fri, July 30, 2021

Recruiters Making an Impact - How to Sell the Value of What You Do, with Charles Cameron, Ep #86

From changing people’s lives to creating positive social and economic impact, a career in recruitment can be a truly fulfilling experience. Despite the best intentions, you may still face the frustration of being perceived as a salesperson who is just after the fee, rather than what is the best for your candidate and your client. How do you change this perception? For Charles Cameron, it is all about defining and selling the value of what you do.    My special guest Charles is the CEO of RCSA Australia and New Zealand and Vice President of the World Employment Confederation, the global lobby group for the recruitment, staffing and HR services industry. In our discussion, you will hear Charles’ insights on the importance of genuinely professional recruitment consultants and how to sell that value to your clients. Charles also shared why recruiters will always remain relevant despite the continued rise of online and AI platforms and why cooperation in our industry will make us stronger and more influential. Episode Outline and Highlights [3:27] How Charles got into the recruiting industry. [8:05] Charles talks about the importance of genuinely professional recruitment and staffing consultants. [14:10] The economic and social contribution of professional recruitment and staffing firms. [17:05] Why genuine recruitment professionals will always be relevant despite the continued rise of online and AI platforms. [19:50] How do we sell the value of what we do? [30:30] Competition versus cooperation - what makes us stronger and more influential when we share and cooperate. [38:24] What are the big challenges and opportunities facing our industry post covid? The Importance of Genuinely Professional Recruitment and Staffing Consultants A passionate advocate for labour market intermediaries and consultants, Charles is driven by the role professional recruitment consultants can play in inspiring people to be better through work. I took the opportunity to ask him about his thoughts on the importance of genuinely professional recruitment.  As CEO of RCSA Australia and New Zealand and Vice President of the World Employment Confederation, his insights are remarkably relevant especially in today's economy. Charles stated, “I think great recruitment professionals have this ability to get inside the minds of individuals and find something that they didn’t themselves know was there.” He further explained that although it may appear easy on the surface - finding someone who needs a job and marrying them to the right client - it actually involves more than just that. “Ge

Wed, July 28, 2021

IT Staffing Success: How to Grow Your Desk to Over $1,000,000 per Month, with Jodi Kulek Mayer, Ep #85

A successful recruiter’s mindset is not focused on closing a deal but rather on opening relationships. Indeed, recruiting is a relationship business and that is why my special guest, Jodi Kulek Mayer believes that this is the number one key to her longevity in the business. In this episode, Jodi will share how she builds relationships and how it led to her growing her IT staffing desk to 80 consultants on billing and eventually starting her own staffing firm. Jodi is an IT staffing veteran and the founder of Clearmont Technologies, Inc. a WBENC-Certified Women's Business Enterprise. Starting in the recruitment industry in 1992, Jodi has placed hundreds of IT people both as employees and consultants at companies in the financial, consumer product, non-profit, and e-commerce industries. Many of Jodi’s clients have worked with her since the beginning of her career. In fact, many of the candidates she placed later became her clients. Jodi is also the host of Tech Talent Today, a podcast where IT professionals can get fresh ideas and inspiration on how to propel their tech career to the next level. Episode Outline and Highlights [1:30] Growing to 80 IT consultants on billing as an account manager - how did Jodi do it? [5:20] Two big reasons why Jodi prefers placing consultants rather than permanent employees. [10:05] Winning key accounts - Jodi tells a fun story of pitching for what eventually became the biggest account in her career. Best practices shared. [12:20] Moving in and becoming “part of the furniture” -- keys to building successful business relationships. [18:37] Breaking the “golden handcuffs” -  What made Jodi decide to build her own staffing firm?  [22:24] Jodi’s key advice for business longevity plus her story of how she started in 1992 and what the industry was like back then. [26:35] What made Jodi start her own podcast?  [30:30] What does the future hold for Clearmont Technologies? [31:40] Top tips to be successful in this business. [34:30] Jodi’s biggest roadblock in building her own firm and how she overcame it. Exploring the Option of Placing Consultants As a veteran recruiter, Jodi revealed her approach in terms of placing consultants on billing. I also asked why Jodi has a preference for placing consultants or contractors rather than permanent direct-hire employees. Are you also interested in exploring this market opportunity for your recruitment practice? Jodi shared two benefits in doing so:

Fri, July 23, 2021

Recruitment Agency Growth: From Startup to 40 People in 18 Months, with Alex Zoboli & Matt Nicholls, Ep #84

I love hearing success stories, don’t you? I’m especially fascinated by fast-growing recruitment companies. Alex Zoboli and Matt Nichols have a track record of successfully building teams and creating rapid growth.  In our conversation, you will hear them share the success factors that enabled them to grow a recruitment business from 50 to 200 staff in just four years.   They also shared how they started their business during the pandemic and scaled up to 40 people in 18 months. We discussed a number of critical components in building your business for growth, such as goal setting, hiring, internal growth, and teaching moments from mistakes and failures. Alex and Matt are the founders of Cornerstone Recruitment Japan. Cornerstone is focused on placing bi-lingual professionals in a wide range of market-leading companies across all sectors. They are one of the fastest growing recruitment companies in Japan with a team of 40 and the only recruitment firm with backing from a major investment bank in Tokyo. Prior to founding Cornerstone Recruitment Japan, they were Directors with RGF Professional Recruitment Japan for four years. Episode Outline and Highlights [1:15] Alex & Matt shared how and why they launched their business in Japan. [5:22] The second biggest recruitment market in the world: what is recruiting like in Japan? [12:30] Scaling a business from 50 to 200 in 4 years - what are the three critical success factors?  [16:40] Hiring their first 50 - how Alex & Matt persuaded good talents to jump onboard. [21:27] Adding value to inexperienced and experienced recruiters and attracting great recruiters to your business. [32:18] How to know if a newly hired team member will be successful? Hear Alex & Matt’s viewpoints. [34:40] Why go for a team player instead of a ‘lone wolf’ achiever? [41:00] Laying out a career path for your team. [45:20] Teaching moments - sharing of mistakes and learnings when hiring people. Scaling From 50 to 200 in Four Years After sharing what motivated them to launch their business in Japan, I asked Alex and Matt on the critical success factors when scaling a business. They are pretty much specialists when growing a recruitment business - with a proven track record of having grown a previous business from 50 to 200 staff in four years!  Matt said, “For me the key is you gotta set the goal of what you want to achieve for the business really early, and you really got to commit to it. It’s got to stay part of the fabric of the bu

Wed, July 21, 2021

How to Build a High-Performance Sales Team and Skyrocket Your Growth, with Ian Moyse, Ep #83

Recruitment is one of the most difficult sales jobs because we are placing human beings and not just products. Building a high-performing sales team is challenging, yet critical to growing a successful recruitment business. How do you hire recruiters who can sell - or at least who have the potential? How do you create a culture of high sales performance?  These questions will be answered by my special guest, Ian Moyse. Ian is an award-winning sales leader and the Chief Revenue Officer of OneUp Sales, a sales analytics and gamification platform for recruitment companies who want to optimize their team’s performance.  In this episode, he shares key insights on building candidate relationships, hiring for success, and creating a culture of high performance for your sales and recruitment team.  Episode Outline and Highlights Candidate relationships are key to your success. Hear Ian’s advice based on his experience of working with recruiters both as a candidate and a hiring manager. Hiring to build a high-performing sales team and why you should focus on behaviour. Six takeaways on what to look for when interviewing for own your team. What if the interview went well but the candidate did not do well on the job? Simple ways of assessing if someone is likely to deliver results. Other considerations we need to look at when assessing a candidate post covid. KPIs - how do you create a culture of high sales performance without micromanaging people? What are the right metrics to track in a recruitment business? Hear 3 takeaways.   The Good and Bad in Recruitment from a Candidate’s Perspective Ian and I started off our conversation with his perspective on the good and the bad in recruitment from his experience of being a candidate. He is also a hiring manager which gives him a fair and honest view of what he sees as the best and the worst in recruiting. His insights should be an eye-opener for us in the industry as he shared contrasts on his experience - how some treated him as an individual while others treated him as a product. He shared how some made him feel confident as a candidate while some made him feel that they were just after the commission. Indeed a good way to start off because this is related to the other topics that we talked about especially in hiring and building a high-selling team. Candidate Relationships is Your Key to Success You will hear Ian’s advice on how to establish good candidate relationships and why it is very important when forming a high-performing team. Here are my takeaways from our discussion: Rememb

Tue, July 13, 2021

How to Become a Big Billing Recruiter by Building Your Brand, with Sean Rigsby, Ep #82

What are the benefits of producing a podcast, a video series and an annual salary survey? To many recruiters that sounds like a lot of work. Is it really worth all the effort? My special guest, Sean Rigsby, believes that the combination of inbound marketing strategies position you as the ‘go to’ recruiter in your space. The salary survey, for example, provides valuable market data for your clients and candidates. It also helps to build your brand and generate inbound leads. In this interview, Sean revealed his process for researching, publishing and promoting his firm’s salary survey as well as other brand-building strategies. He also shared practical and golden approaches to making your life easier by working smarter. You will also hear the challenges he had when he shifted to an engaged model and the payoff he is getting now. Sean is the Managing Partner of Rigsby Search Group (RSG) founded in 2012 and recognized by Forbes as one of America’s best-recruiting firms. RSG specializes in the environmental industry and has made over 1200 placements nationwide. Episode Outline and Highlights [1:15] What motivated Sean to start a podcast? [6:44] Ways to broaden your brand - doing a salary survey and getting good data. [20:18] Sean’s “interview tip of the day” videos and how this approach can help your brand. [28:51] Are you treating your time like the money it is worth? [42:30] Shifting from contingency to an engaged model after 23 years - the risks and rewards [57:30] How the Pinnacle Society helped Sean when he started his own firm. [58:33] Mistakes and learnings when starting your own recruitment business. Building Your Brand People are more likely to do business with you if they know you. That is why marketing and building your brand are important aspects of running your business. Sean shared the specifics of how they do it at Rigsby Search Group. For them, it is not just spreading awareness but also becoming thought leaders and adding value to the industry. Here are the takeaways Podcast - Sean revealed what motivated him to start a podcast and the benefits they are getting from it. Salary Survey - Definitely value-adding to your community, hear how to capture the data and get higher engagement. Interview Tip of the Day - this video making process not only helps your candidates but spreads brand awareness as well. Sean shared their best practices. Working Hard and Working Smart <

Fri, July 09, 2021

James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs, Ep #81

What do the most successful recruitment business owners have in common? I can’t think of anyone better qualified to answer that question than James Caan.  In this interview, James and I discussed the challenges and opportunities for recruiters in a post-pandemic environment, and what it takes to achieve extraordinary success in our industry. James delivered massive value for aspiring entrepreneurs, including advice based on his own experience, plus insights from his unique perspective as an investor in the recruitment sector. James is a serial entrepreneur, investor, philanthropist, and a former panelist on the hit TV series Dragon’s Den. James founded two recruitment companies with combined revenues of over a billion pounds, Alexander Mann Solutions and Humana International. In 2004, he set up his own private equity firm Hamilton Bradshaw, and in 2014 he launched Recruitment Entrepreneur. To date, Recruitment Entrepreneur has enabled 32 founders to launch and scale 22 recruitment businesses.  Episode Outline and Highlights [2:08] Key challenges and opportunities for recruiters in the current market and post-pandemic environment. [12:11] Why recruiters should broaden their horizons and consider international markets. [14:28] Preventing counter-offers - James’ advice on candidate qualification. [21:30] Starting a successful recruitment firm in the current market [23:08] The 10 characteristics that are critical to your success when starting or scaling your recruitment company.  [33:20] Attracting & retaining great talent - how to persuade the best people to join your recruitment firm.  [43:40] James’ thought process on how to assess someone’s drive / self-motivation [48:36] The single best piece of advice James has ever received.  Post-Covid Environment Challenges and Opportunities Considering where we are and what we’ve been through the past 12 months, I asked James for his observations on the key challenges and opportunities for recruiters in the current market. James shared live experiences of the challenges the recruiters in his portfolio companies have  faced for the past year.  James’ advice for recruiters included four very specific suggestions: The impact of internal recruitment and the need to move up the value chain. Internal recruitment is growing rapidly and typically most positions below £50k salaries are the ones being easily filled with internal recruitment. What does this mean for your recruitment business? You need to elevate yourself above the 50k-salary and start worki

Tue, July 06, 2021

How to Use Video to Attract Candidates and Grow Your Recruitment Business, with Joe Mullings, Ep #80

How do you position yourself as the recruiter of choice in your chosen sector? What’s your strategy for building your brand reputation and that of your client to attract talent in a skills short marketplace?     By leveraging digital media and the power of storytelling, you can dominate your market and create a competitive advantage for your clients and your own firm simultaneously.  In this interview, my special guest Joe Mullings explains how recruiters can use video marketing and digital branding strategies to fill jobs faster, and multiply their success.   Joe is the founder and CEO of The Mullings Group - the world’s leading search firm in the medical device industry. The Mullings Group has completed more than 7000 successful searches with more than 600 companies in the medical device industry. Their clients include multi-billion dollar companies like Johnson & Johnson, Google, and Siemens. Recently, Joe was appointed Chief Visionary Officer in the MRI Networks.  How do you position yourself as the recruiter of choice in your chosen sector? What’s your strategy for building your brand reputation and that of your client to attract talent in a skills short marketplace?     By leveraging digital media and the power of storytelling, you can dominate your market and create a competitive advantage for your clients and your own firm simultaneously.  In this interview, my special guest Joe Mullings explains how recruiters can use video marketing and digital branding strategies to fill jobs faster, and multiply their success.     Joe is the founder and CEO of The Mullings Group - the world’s leading search firm in the medical device industry. The Mullings Group has completed more than 7000 successful searches with more than 600 companies in the medical device industry. Their clients include multi-billion dollar companies like Johnson & Johnson, Google, and Siemens. Recently, Joe was appointed Chief Visionary Officer in the MRI Networks.  Episode Outline and Highlights [2:33] Digital branding strategies and why recruiters and recruiting firms should utilize digital platforms. [10:00] What is Price’s Law and why it is important for your recruitment organization. [11:16] Using digital storytelling that led to developing a unique process for Mullings Group. [15:30] Different mindsets of users on each social platform (LinkedIn, Facebook, Instagram, Twitter) and how you can use it to your advantage [21:10] How to have a “construct” when creating content on LinkedIn. [27:40] Joe shares his motivations behind creating a docu-series. [34:39] The 4

Fri, July 02, 2021

Investing in People: The Key to Growing a £34 Million Recruitment Company, with James Fernandes, Ep #79

To be the best recruiter in your chosen sector, you must commit to continuous improvement. That means making learning and development a priority when allocating budgets for your business. My special guest, James Fernandes, believes that every pound invested in L&D will return five-fold.  James is Managing Director and Co-Founder of Carrington West, a recruitment company with over 60 team members specializing in placing technical talents within industries such as in highways, traffic & transportation, town planning, rail, buildings, utilities & water.  In 2020, they won the 'Best Learning and Development' award at the Investors in People Awards. Episode Outline and Highlights [1:34] Growing from a start-up to a team of 60 people in 10 years. [8:08] Setting up a system for scaling - James shared how they prepared for growth in terms of technology, structure, values, and culture. [17:18] Money as a motivator? Digging deeper into the true motivations of your team members. [19:25] What is Work-Life Blend?  [22:06] James shared the key phases of Carrington West’s growth. [32:39] Shifting to a Managing Director role - James shared his learnings. [34:40] Focus on Learning and Development - creating a culture of continuous improvement.  [41:12] Why invest in L&D? Hear why James believes every pound you invest in learning and development will come back five-fold. [45:55] Carrington West’s future vision. [50:29] Practical approach to your team’s well-being. Humble Beginnings in a Garage Carrington West is an award-winning recruitment company that was founded in 2011. James shared their humble beginnings when they started in a converted garage with a makeshift desk and two laptops. Their inspiring story is full of learnings for anyone who wants to start or scale a recruitment business.  James revealed the phases of their growth as well as how they set up their technology, structure, values and culture in preparation for growth.  My takeaway in that part of our interview is James and his co-founder’s clear vision of their WHY. This is how he put it: “You come to understand that you don’t know what you don’t know… We had a very strong why when we started… Really trying to be the best that we could be. That’s continued throughout the business. That is what got us out of bed in the morning. That demanded even harder work from us, we were never stopping… Because we have this fundamental why - we believe we can be bett

Wed, June 30, 2021

From Recruiter to CEO: How to Fast Track Your Recruitment Career, with Jonathan Field, Ep # 78

Do you have the ambition to achieve extraordinary success in recruitment? Whether you’re a recruiter building a desk, a manager building a team, or a director building a company, you’ll get tremendous value from my interview with Jonathan Field. Jonathan is the Joint Group CEO of Shilton Sharpe Quarry (SSQ), a leading international legal recruitment business headquartered in London. SSQ has 100 employees and was recently ranked the UK's #1 Professional Services Recruiter by the Recruiter Magazine. With humility and candour, Jonathan shared his own journey from lawyer to recruiter and ultimately to the C-suite. We also discussed hiring, managing and retaining top performers, and what distinguishes a really good recruiter from an exceptional one.  Plus Jonathan revealed how to “step up your game” and become a trusted advisor to your clients. Episode Outline and Highlights [1:41] Jonathan’s story: transition from being a lawyer to falling in love with recruitment and becoming a successful recruiter. [13:24] Key factors to Jonathan’s quick progression in the recruitment industry. [18:30] Transitioning from 100% fee earner to Joint Group CEO. [27:31] Learnings and takeaways from ‘thousands’ of mistakes as CEO. [34:36] When hiring internal talent, what should you look for in a good recruiter? [48:55] Engaging your team and bringing out the best in them.  Rapid Career Progression  Jonathan’s career has involved some key transitions.  Having been a qualified lawyer at a prestigious firm, he fell in love with recruitment and joined SSQ in 2007.  Later he transitioned from being a 100% fee earner to Joint CEO in 2019. He describes how a combination of factors enabled him to progress quickly, including hard work, timing and an element of luck.  Jonathan admitted that transitioning to the Joint CEO role was especially challenging. He shared some of the mistakes he made when he stepped up to the C-suite, and what he learned from them.  For example, at first he tried to do everything himself instead of leveraging his very capable management team. Once he learned to let go, he got better results with less stress. Hiring Recruiters - What Should You Look For? With a team of excellent recruiters, SSQ recently ranked as the UK’s no.1 Professional Services Recruiter by the Recruiter Magazine. So I asked Jonathan what we should be looking for when hiring internally? He stated a number of mandatory criteria, such as: Given that recruitment is a sales job, you should look for hunger, ambition, and drive. <li style="font-weight: 400;" aria-level="1

Fri, June 25, 2021

How to Create a High Performance Culture that Promotes Work Life Balance, with Jonathan Keen, Ep #77

How do you build a £20m recruitment business? It starts by hiring, retaining and developing good people, of course. But the glue that holds everything together, and lifts the business from good to great, is company culture. In this interview, Jonathan Keen shared how he creates a high-performance culture while promoting a healthy home-work balance. Jon revealed so many fantastic insights for recruitment leaders, from providing extra holidays, fostering a safe space for people to share their true thoughts and feelings, to adopting a qualitative approach to management. Jon is the CEO of Cognitive Group, a company he founded in 2007 at the age of just 25. Since then, he built Cognitive into a £20m business with a team of 21 and offices in the UK and Germany. Cognitive is a Microsoft talent expert and has placed over 2000 professionals into Microsoft projects on both a permanent and interim basis, building leadership teams and supporting digital transformations.  Episode Outline and Highlights [1:15] Moving from South Africa to the UK with £1,200 in savings, aged 20 with no degree or experience. Hear Jon’s astonishing story. [6:30] On handling objections - how training at a young age impacted Jon’s career. [8:54] Challenges when starting - Jon shared key learnings on nearly losing the business in the early years because of cash flow.  [14:00] Mental health awareness: Jon shared his valuable takeaways from depression and what we can learn from his journey.  [28:00] Massive jump in productivity - Jon revealed the positive effects of providing extra-long weekends to their employees. [34:49] How to uncover your team’s motivations and bring the best out of them.  [47:58] Optimistically looking forward to the succeeding years after the pandemic - what is next for Cognitive Group. Starting Was Not Easy - Jon’s Journey Jon moved from South Africa to the UK at age 20 - with £1,200 in savings, no degree, or experience. A friend referred him to join the recruitment industry and the rest was history. After five years, at age of 25, he launched Cognitive and eventually built the company to around £20m.  It was easier said than done though, and like all successful business owners, he also had to go through some difficulties and challenges which can be a foundation for valuable learnings. Jon shared how he almost lost his business in the early years because of cash flow. He offered an honest and realistic perspective on the stress of running a successful business and how it can affect our physical and mental well-being. Jon also did not hesitate to share his key learnings:

Tue, June 22, 2021

Recruitment Marketing: How to Amplify Your Sales with Effective Marketing, with Matt Walsh, Ep #76

Are you allocating enough time and money to marketing?  Recruitment is traditionally a sales-led business.  However, the companies who recognize the power of recruitment marketing to amplify their sales enjoy a massive advantage in the marketplace. In this interview, Matt Walsh reveals why some of the early hires he made in his recruiting business were marketing people. He also shares the specific marketing strategies they implement to attract placeable candidates as well as great clients.  Matt is the CEO, and Founder of Blue Signal, a multi-million dollar, award-winning, Phoenix-based recruitment agency specializing in IT. Some of his agency’s accolades include: Forbes 5-star staffing firm #2 Best places to work in Phoenix (Phoenix Business Journal) Ranked #2 Executive Search Firm 3 years in a row (Ranking AZ) Ranked #4 Technical Placement (Ranking AZ) In this fun and fascinating conversation, Matt also delivers tons of insight on how he scaled his recruitment business to 45 people, including best practices for hiring and retaining great people. Episode Outline and Highlights [2:05] Scaling from a one-man band to a team of 45 staff - Matt reveals his story. [7:51] Hear a game-changing concept that Matt learned from Monte Merz and how it scaled his business drastically. [11:25] Matt shares the hiring decisions that helped him scale the business. [12:48] Brilliant marketing strategy: how Blue Signal uses targeted ads for candidates. [25:33] How Matt’s marketing team supports new client acquisition. [28:33] Retention strategy: Blue Signal’s strategy for retaining awesome recruiters. [30:40] Blue Signal’s internal hiring process - from onboarding, behavioural assessments, to career progression. [45:01] Resilience when scaling - hear Matt’s extraordinary challenge and how it led to trusting and empowering his team. [49:52] Learning from mistakes: Matt shares his key learnings. Using Marketing to Find the Best Candidates and Fill More Jobs While talking about how Matt scaled his business, he mentioned that he invested in hiring two marketing people. You will hear in our conversation why this proved to be really valuable to successfully scale his business. He then shared his strategy on how he uses SEO and targeted marketing to get placeable candidates and great clients. This is how Matt described the impact, “I’m this tiny company that nobody ever heard of. Nobody’s gonna go ‘Oh Blue Signal this, Blue Signal

Fri, June 18, 2021

How Dartmouth Partners Scaled From Start-up to 8-Figures in 8 Years, With Logan Naidu, Ep # 75

In this interview, you’ll learn how Logan Naidu built one of the fastest-growing recruitment companies in the UK based on a core set of corporate values: Excellence, Partnership, Knowledge, Diversity and Kindness. You’ll also hear Logan’s amazing story of resilience and how being diagnosed with cancer at age 31 was the catalyst for a significant change in the trajectory of his recruiting career.  Plus he shares his insights on learning and development, assessing culture fit, and successful business models. Named by The Sunday Times as one of Britain’s 500 most influential people, Logan is the founder and CEO of Dartmouth Partners. Over the last 8 years, they've grown from a start-up to one of the UK's fastest-growing recruitment companies, have received private equity backing, and made their first acquisition, Pure search.  Today the group operates as a multi-brand, multi-niche player, 180 employees across 5 Geographies and are listed as FT1000 fastest growing companies in Europe and are set for tremendous continued growth over the coming year. Episode Outline and Highlights [2:05] Logan’s amazing story of resilience and source of motivation. [13:22] The ‘Classroom to Boardroom’ model. [17:32] Logan’s approach to assessing culture fit. [22:30] Success as a Billing Manager - how Logan was able to balance making placements, training a team, and running a business. [27:34] Should the top biller always be promoted to a leadership role? Hear Logan’s deciding factors. [30:52] Kindness as a corporate value? Hear the two aspects of how kindness can be applied in the context of a recruitment business. [35:37] Unlocking real sustainable growth with learning and development - Dartmouth’s world-class aspirations. [46:21] Scaling your business - Logan shared his experience on the constraints and how he overcame them. Million Pound per Year Biller  I asked Logan why he left the first business that he co-founded.  He explained that despite being a million-pound biller for two consecutive years, certain life-changing events made him redefine his purpose and ultimately led to some business decisions.  I can’t help but be astounded and inspired by Logan as he shared his journey. At the age of 31, he experienced three life-changing events - getting married, being diagnosed with cancer a day before their first anniversary, and having a child six months after being diagnosed.  These combined experiences made him realize that although he’d been successful as a big biller in a small boutique, “Life is super short …

Tue, June 15, 2021

How to Build an Award Winning and Highly Successful Recruitment Agency, With Toby Babb, Ep # 74

Want to become the ‘go-to’ recruiter in your niche, generate inbound leads, create a high-performance culture, or scale your recruitment agency internationally? Then you’re going to love my interview with Toby Babb. Toby is the founder and CEO of the Harrington Starr Group, an award-winning fintech recruiter with offices in London and New York. Toby had been in the recruitment industry for 21 years and has won Agency Leader of the Year and the Entrepreneur of the Year by Recruiter Magazine.  Toby’s also paving the way for other recruiters with his commitment to digital marketing.  He’s the host of the Fintech Focus podcast, Fintech Focus TV, editor of the Financial Technologist Magazine and Chairman of the Fintech Influencers networking community.  In this interview, Toby reveals the success factors to building one of the UK’s top 100 recruitment companies. He also shares his passion for positioning recruitment as a professional service and the importance of improving the customer experience, standards and overall view of the recruitment sector.  Episode Outline and Highlights [2:30] Toby shares his motivations for hosting a podcast. [7:02] Doing the right thing for your clients by becoming a consultant in the truest sense. [13:04] Increasing the quality of your inbound leads. [18:37] The 3 success factors for building one of the UK’s top 100 recruitment companies. [24:30] Using technology to help your people be ‘faster, better, stronger’ without sacrificing the art of recruitment. [30:45] Staying true to your niche vs the temptation to pursue other opportunities. [35:47] Having offices in the UK and New York, Toby shares differences in the style of recruiting between the two markets?  [42:36] Which works better, 360 or 180? Toby compares both business models, from the perspective of having a hybrid of both. [49:08] Harrington Star’s way of doing things - five keys. [56:51] Toby reveals his biggest mistake in the business and what we can learn from it. Becoming a Consultant in its Truest Sense Toby truly believes in the importance of becoming a “consultant” in its truest sense. He explained, “People are the fuel of everyone’s success. If you are able to be a trusted advisor… if you are a genuine consultant in what you are doing, you are able to garner that trust that excludes competition and it makes your business more efficient.”  Some of the key takeaways from our conversation on this topic i

Fri, June 11, 2021

Redesigning the Way Work Works Post-Covid, with Bruce Morton, Ep # 73

What does the future of recruitment look like?   We’ve all been forced to adapt to new ways of working in recent times.  We’ve experienced a decade’s worth of change compressed into a matter of months.  However, much of that change has been reactive.  According to Bruce Morton, author of “Redesigning the Way Work Works,” there has never been a better opportunity to strategically redesign our way of working.   Bruce is the Global Head of Strategy for Allegis, one of the top 5 largest staffing companies in the world. Bruce has worked at Allegis for 11 years and has over 40 years of experience in the human capital industry. He is well known as a global workforce design and talent acquisition expert. He has designed, implemented and managed some of the largest resourcing solutions across many different parts of the globe.  In this fascinating interview, Bruce explains the emerging role of “work-design architect,” the trend towards “projectizing” tasks, and the concept of “talent anywhere.” He also discussed the enduring impact of Covid on the future of businesses, from car manufacturing to office spaces.  Episode Outline and Highlights [3:46] Bruce’s role as Global Head of Strategy at Allegis Global Solutions [7:42] Discussing Bruce’s 2019 book, “Redesigning the Way Work Works” -- which of his predictions came true and how would he revise the book in light of Covid?  [12:14] What is the “work-design architect” and how is it opening a world of possibilities? [17:59] If, when and how people should return to the office. [22:08] Beyond employer branding: how companies can attract top talent and increase employee engagement by “projectizing” their tasks and introducing “stretch assignments.” [28:20] The trend towards “talent anywhere” and remote working. [32:02] The benefits of “one-click apply” [41:38] Covid realizations and enduring impact on the future of business - from car sales to office space. [43:24] Measuring outcome instead of input. [46:00] Why the opportunity divide is getting bigger and what role we can play as recruiters. “Redesigning the Way Work Works” When Bruce turned 60, coinciding with his 40th anniversary in recruitment, he wrote the book Redesigning the Way Work Works. He considered it as a gift to himself as well as his gift to the industry. The book was published pre-covid in 2019.  I asked Bruce which parts of the book would he revise post-pandemic and which of his key themes or predic

Tue, June 08, 2021

Saying Yes: Applying Theatre Skills to Building a Inc. 1000 Staffing Company, with Jared Coseglia, Ep #72

When 9/11 happened, Jared Coseglia had to give up his career as a theatre director and landed an admin job in a recruitment company. Twenty years later, he’s the CEO of an award-winning staffing business that not only survived but actually thrived during the pandemic.  In this interview, Jared shares his experience of building a highly successful recruiting and staffing company. One of the keys to growing your recruitment business is identifying, recruiting, mentoring and retaining the best people.  Jared gave specific suggestions on how to recruit recruiters and then create an environment where they can achieve their potential.  He also revealed his secrets to building a brand through thought-leadership and PR.  Jared is the founder and CEO of TRU Staffing Partners, an award-winning staffing company representing talent and opportunities in the data privacy, e-discovery, and cybersecurity verticals since 2010. Jared has successfully placed over 3000 professionals in full-time and temporary positions at the Fortune 1000, Am Law 200, and throughout the global consultancy, service and software provider community. His ability to identify, deliver, mentor, and help retain talent has given him the privilege of quickly becoming the globally recognized “go-to” individual for hiring managers and job seekers in need of staffing solutions or career guidance and management in legal technology and data protection. Episode Outline and Highlights [3:16] From being a theatre director to becoming a recruiter. [7:54] Two valuable tips on candidate preparation - Jared shared how he preps his candidates from a director’s perspective. [12:13] Growing a business from scratch and becoming a market leader [17:56] The benefits of the contract staffing business model. [22:00] Temporary staffing and retained executive search - how to do both! [29:20] Leadership advice: painting a picture and being a visionary. [31:10] Hear two pointers in successfully recruiting recruiters.  [38:00] How sincerity and caring for people have contributed to TRU Staffing Partners’ success. [41:03] Mentoring your staff - making yourself available to your employees [46:30] How to respond when people in your organization make mistakes. [50:11] The importance of hiring agents and experts. Transferring Skills as a Theatre Director to Talent Representation and Interview Preparation Jared started his career in th

Fri, June 04, 2021

How to Build a Successful Executive Search Business While Running Your Own Desk, with Jeff Herzog, Ep #71

The toughest job in recruitment is the role of a Billing Manager. You’re trying to build a team and run an office with all that entails -- hiring, training and managing recruiters.  Plus you’re trying to lead by example, looking after clients and making placements.  It’s certainly not easy - but it can be done.   My special guest, Jeff Herzog, has mastered the balancing act of the Billing Manager. Jeff is the President of F-O-R-T-U-N-E Personnel Consultants, an executive search franchisor with 62 offices that has been recognized as one of the top 1% of professional search firms in the United States. He also manages an office, FPC of New York City, recruiting for manufacturing companies nationwide.  On top of all that, he still runs a desk and maintains a high level of personal production. In this interview, Jeff shares his approach to making the most effective use of his time. He reveals how he uses technology combined with “resource allocation” to successfully run a franchising system while managing a recruitment office and running his own desk. Jeff provides lots of practical tips and approaches that really make sense.  Also, Jeff divulged strategies for engaging with candidates and overcoming the challenges of delivering them to your clients.  Episode Outline and Highlights [1:16] Having 62 offices in the US, Jeff shares his perspective in terms of what is happening in the market now and how that compares with last year. [6:30] Turndowns and counteroffers - Jeff shares 3 keys to reduce the risk. [15:10] Overcoming the challenges of delivering candidates with VA & technology.  [20:15] Sharing best technology tools for recruitment (aside from LinkedIn). [22:15] Three strategies for reaching out to candidates that are difficult to engage with.  [27:48] Learn the seven touches in 14 days rule when reaching out. [30:30] Juggling three full-time jobs at a time, how does Jeff do it? Two tips.  [40:27] When is the right time to hire and expand your business?  Overcoming the Challenges of Delivering Candidates After the recent disruption to the market caused by the pandemic, a lot of industries are now bouncing back and hiring a lot of talents. Rather than just getting job orders, Jeff believes that delivering candidates is a more difficult task. How should recruiters overcome this challenge? Jeff mentioned two best practices:  Technology - making sure that they fully utilize their own ATS (applicant tracking system) and CRM (customer relationsh

Tue, June 01, 2021

How to Boost Candidate Engagement and Win the Next War for Talent, with Alan Cutter, Ep #70

Last year many recruiters struggled due to decreased hiring activity and lack of job orders. However, now most recruiters are experiencing the opposite challenge, saying “we have more orders than we can fill” and “we desperately need more placeable candidates.” This rapid shift to an extremely candidate-driven market, combined with high levels of counter offers and dropouts, means that candidates aren’t responding to recruiters like they used to. This is both a threat and an opportunity. If you’re able to secure the interest of passive candidates and get them to engage with the recruiting process, you will capture exclusive talent that isn’t available to your competitors or in-house TA teams. This is where my special guest, Alan Cutter, excels. In this episode of The Resilient Recruiter, you’ll hear Alan’s approach of adopting multiple models and a 12-step process to engage with both clients and candidates, combined with investing in HR tech and being ahead in terms of technology, and much, much more. Alan Cutter is the Founder and CEO of AC Lion, a Forbes rated “best recruiting firm in America” four years in a row. Focusing on digital talent, AC Lion builds leadership teams for growing, forward-looking companies. Their reach spans from innovative venture-backed startups to enterprise-level organizations. Episode Outline and Highlights [1:39] From New York to Israel - Alan’s 24-year recruitment career journey. [8:09] Helping tech start-ups - why Alan loves working with Founders. [13:28] The downsides of focusing on early-stage start-ups.  [15:28] Creating candidate engagement: how to get them to consider joining a start-up.  [26:36] Why LinkedIn and voicemail engagement may no longer be as effective for millennials. [31:30] A tip for explaining your USP (unique selling proposition) to clients. [34:41] Why candidates do not want to talk to recruiters the way they used to.  [37:30] After surviving and ultimately thriving post 3 economic downturns (2001, 2008, Covid), listen to Alan’s perspective on where recruitment will go from here. [42:38] Know about alternative business models - disrupting and approaching business differently. [50:19] Key learnings from Alan’s 24-year career and looking after your people. Adopting Multiple Models to Engage with Candidates and Clients Alan expressed his passion for helping start-up founders and how he is investing in the early-stage founder market. One of the challen

Fri, May 28, 2021

Recruitment Legends: Leadership and Life Lessons From 40 Years in the Global Recruiting Industry, with Doug Bugie, Ep #69

For almost 40 years, Doug Bugie has travelled the globe in search of the big billers and recruitment leaders of the future.  He’s personally sold 800 recruitment franchises in 40 countries that collectively have filled over 100,000 assignments. It’s a great privilege to interview Doug for the second time. In this episode, Doug shares his unique experience of helping James Caan, of Dragon’s Den fame, launch Humana International. In 7 years, they grew Humana to 200 offices in 27 countries and $90m before the business was acquired by MRI in 2001. Doug reveals some of the insights gained and lessons learned from working closely with James and other recruitment industry legends.    You will hear a comparison between recruiting in the UK and the US, plus Doug’s insightful perspective on the future of the recruitment industry, the need to balance between humanity and technology, and much more. Doug represents FPC, a top 1% performer in the recruitment industry as ranked by Forbes, and ranked top 50 in franchisee satisfaction by Franchise Business Review. Outside the US, Doug represents Antal International, ranked by Recruiter Magazine as one of the UK’s fastest-growing recruitment companies and listed on the Sunday Times International Fast Track.   Episode Outline and Highlights [2:08] The industry is roaring back! Listen to Doug’s assessment of the current market. [5:36] Balancing humanity and technology in recruitment. [6:58] Building a business with James Caan.   [12:23] “Observe the masses and do the opposite.”  [18:30] How the ‘recruitment to recruitment’ industry was pioneered. [20:27] Comparison between the UK and US recruiting industries. [27:34] Doug shares the humble beginnings of Humana International  Bouncing Back From Failure to Build a Business with James Caan In our interview, Doug describes his colourful career in executive search starting in the 80’s with MRI (Management Recruiters International) and how a failure to achieve one of his life’s ambitions ultimately led to him building a business with James Caan.  Doug describes how he put his entire life savings into running for a seat in the US Congress and lost everything. While this was a crushing disappointment at the time, this setback opened the door to a new opportunity -- one he most likely would never have entertained had his congressional ambitions been fulfilled.  When James Caan invited him to move to the UK in 1992 to start a new business, it didn’t seem on the surface like the incredible, career-defining moment that it later proved to be.  At the time, James was

Tue, May 25, 2021

How to Develop a Managed Service Programme (MSP) and Recruitment Process Outsourcing (RPO) Service, with Lisa Dixon, Ep #68

Many recruiters and employers alike believe the traditional recruitment agency model is inefficient and outdated. If you are interested in finding better ways of partnering with clients that are beneficial to both parties, then my special guest, Lisa Dixon, will explain how RPO and MSP services could extend the range of recruitment solutions you’re able to provide. Lisa is the Director of Infinite Players based in London, helping recruitment agencies develop and bring to market their unique Managed Service Programme (MSP) & Recruitment Process Outsourcing (RPO) service. Previously, as Managing Director of InterQuest Solutions, Lisa set up an RPO division that became the best performing business in the InterQuest group. With 25 years of experience in recruitment outsourcing across different industries and sectors, she’s been described as the “Jedi Master” of MSP and RPO services.  Episode Outline and Highlights [3:30] Explanation of RPO & MSP business models for small to medium-sized recruitment firms. [7:40] Benefits of MSP arrangements to both clients and recruiters. [10:04] How RPO differs from MSP. [14:27] Things to consider when offering different recruitment solutions for your existing clients. [17:45] Vendor Management Systems - hear Lisa’s perspective. [21:50] Lisa talks about 3 different approaches for billing/fee structures. [25:44] How Lisa established and made InterQuest Solutions one of the best businesses in its group, her challenges and successes. [31:29] How Lisa built a team of 22 recruiters in two weeks to deliver an RPO project. [35:39] Losing 80% of business overnight and her mindset during the pandemic. [38:46] Why is there an increased interest in RPO and MSP solutions?  [43:45] Lisa explains the Design, Engage & Win, and Anchor & Expand strategy What RPO and MSP Means for a Small or Medium-Sized Recruitment Business With specialization and expertise in Managed Service Programme (MSP) & Recruitment Process Outsourcing (RPO) services, Lisa explained how this could work for small and medium recruitment businesses. The difference between the two is the type of client each model can provide.  An RPO can deliver long-term permanent employees, while MSP is focused on delivering contingent employees such as contractors, temps and interims. She also laid out specific benefits for both parties.  Benefits for clients: <li style="font-weigh

Tue, May 18, 2021

Think Like a Big Biller: How to Get Repeat Business and Referrals, with Rich Rosen, Ep #67

This week on The Resilient Recruiter our most popular guest of all time, Rich Rosen, returns for his second interview.  Previously, Rich shared the mindset and habits that made him a consistent top biller in the industry. This time, you will hear Rich’s unorthodox yet effective approach to client and candidate engagement, leading to high levels of repeat businesses and referrals. These are key factors for anyone who wants to achieve consistent billings and sustainable success in recruiting. What is cool about Rich is that he is a ‘regular guy’ who achieves exceptional results. Most years, Rich bills around a million dollars from his home office just outside of Boston, yet he is very modest and is willing to share his knowledge and experience to benefit others.  You are going to hear about Rich’s recent shift from contingency to engaged search, including the exact pitch he uses to close 4 out of 5 recent assignments. Rich also talks about the recent increase in candidate dropout rates and shares a real anecdote about a candidate ghosting him at the offer stage, and the hilarious tactic Rich used to finally get the candidate to respond, plus much more! Episode Outline and Highlights [4:55] Transitioning from pure contingency to retained or engaged search [10:07] Rich’s key to getting the majority of his business from repeat clients and referrals. [15:36] Why did Rich fire a client at the beginning of this year? [18:30] Hear the different criteria that make a good client. [22:52] Revelation of Rich’s “zoo”-like experience during the pandemic. [29:35] How to deal with ghosting from clients or candidates. [33:00] Key pointers in rapport building. [42:35] Sending a ‘breakup’ note to a candidate. [47:54] Rich’s favourite tools and tech for recruiters. Consistent Repeat Clients and Referrals Part of Rich’s success is getting most of his business from repeat clients and referrals. The partnership-focused spirit that he exudes as well as his approachable personality makes it easy for him to get repeat businesses. When I asked him about this, he shared a couple of key pointers. Doing the right business with the right people . Rich said, “For me, it’s all about working with good people. I have zero tolerance towards working with jerks and people that treat you like garbage.” He shared actual experiences on what types of clients he avoids.   <li style="font-weight: 400;" aria-lev

Tue, May 11, 2021

How to Grow Your Recruitment Business by Hiring Top Recruiters, with Leanne Sara Jones Hunt, Ep #66

When scaling your recruitment business, one of the biggest challenges you have most likely experienced is finding good recruiters to join your own team. In this episode, my very special guest, Leanne Jones Hunt, shares her unique perspective on recruiting recruiters based on having successfully placed over 700 recruiters with growing recruitment businesses.  Leanne is my Chief Operations Officer, and also a fellow coach here at Recruitment Coach. Leanne started her recruiting career in 2010, after completing her Master’s Degree in Law. Eventually, she launched her own recruitment agency in the recruitment to recruitment or “Rec to Rec” space which she ran for five years before entering the coaching industry. Episode Outline and Highlights [2:20] Leanne’s career highlights, including billing £47,000 in her first 5 weeks and being promoted to director within 12 months [5:55] What is “Rec to Rec”? [13:15] Discussion on career progression in the recruitment industry. [16:04] Characteristics of successful recruiters that business owners should look for [21:05] How Leanne started her own recruitment business at a very young age. [33:46] Business model: 180 vs 360 degree billers - which is better? [38:15] Effective assessment methods for recruiting recruiters. [45:00] Best practices for hiring great recruiters. [48:30] Improving your employee retention. [55:05] Resilience: What was Leanne’s biggest challenge in her recruitment business? The Challenge of Recruiting Recruiters What are the characteristics of successful recruiters that business owners should look for when they are hiring for their own teams? Indeed, one of the ironies in the recruitment industry especially for growing businesses is that it can be challenging to find and recruit good recruiters. Having been a top-performing recruiter herself, as well as running her own recruitment agency and placing recruiters with some of the fastest-growing recruitment companies in the country, Leanne is well placed to provide perspectives on the characteristics of effective recruiters. This is how Leanne puts it, “There are quite a few different traits that make up a good recruiter. But for me, it was work ethic and urgency.” During our interview, Leanne shared her own experience and how it shaped her mindset on why she places such value on work ethic and having a sense of urgency. Leanne encourages business owners to think beyond the typical profile of sales

Tue, May 04, 2021

Recruiting Success: How to Bill $700k+ While Achieving Work-Life Balance, With John Schlegel, Ep #65

Success in your recruitment business requires a lot of effort and commitment. If you’re being honest with yourself, are you working too hard for too little return? What if you can still be successful, and at the same time spend time on things that matter most? My special guest, John Schlegel, openly shared strategies that helped him be truly successful in his solo-practice while “having a life.”  From mindset, and utilizing contract recruiters, to building meaningful business relationships, you will hear valuable insights and best practices that may help you balance work with your personal life. John is the CEO and Founder of Stonebridge Search in Austin, Texas. He places professionals in the financial advisory services arena, for global and boutique consulting firms, PE firms, investment banks and accountancy firms. Episode Outline and Highlights [2:42] How can a solo practitioner bill $700k+ and still have a life? John shares 4 key factors. [9:00] With no investment banking background, how did John become a strategic advisor in the financial services arena?  [21:52] What made John decide to set up on his own? Hear the life changing events that led him to start his own recruiting practice under extremely challenging circumstances. [28:20] How joining the Pinnacle Society significantly impacted John’s business. [32:00] The mindset shift that leads to greater success. [34:40] Best practices for contract relationships and outsourcing (1099 arrangements). [46:20] With recruitment being really time consuming, how does John spend more time with his family? [51:02] Hear John’s two suggestions if you are working too hard to get things done. Going Solo and Getting the Right Balance How can a solo practitioner bill $700k+ and still have a life? John started his firm in 2009 and says it took a while to come up with the right mix and balance. Some of the successful strategies he put in place include: Focusing on these questions: How am I able to serve my clients better? What are my clients trying to accomplish?  Forging relationships with contract recruiters.  Transitioning to the position of a trusted advisor rather than a vendor. Can you relate to the above practices? In our conversation, John further discussed specific steps he took in applying the above strategies. Establishing Contract Recruiter Relationships One of the ma

Wed, April 28, 2021

The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage, Ep #64

As many parts of the economy open up again, recruiters are starting to see a surge in demand for talent.  But don’t make the mistake of thinking this is a return to “business as usual.” There are lessons to be learned from the pandemic, and important steps you must take to ensure you thrive in the coming hiring boom. If you go back to doing things exactly the same way you did before, we’ll miss out on the greatest opportunity in our lifetime to change some of the things we don’t like about recruitment. That’s according to my special guest, Greg Savage who is making a repeat appearance on The Resilient Recruiter. Greg is of the most respected voices across the global recruitment industry, hear his insights on the pandemic, leadership, and reconfiguring the way you do your business. With 40 years in recruitment, Greg is also the author of the Savage Truth which was published only about a year ago selling more than 10,000 copies - highlighting the loyal following he has built. If you have not been exposed to Greg’s no-nonsense approach to recruitment before, then you are in for a treat. Episode Outline and Highlights 3:00 Greg shares his perspective on the pandemic - who are those that dealt with it best?  13:06 The best lockdown marketing idea - “flipping the dynamics.” 22:44 Enduring lessons from the pandemic that recruiters must adopt as standard practice. 33:08 Are KPIs outdated? 38:30 What are the key characteristics and values that owners should be looking for in potential new hires recruiting now compared to what they looked for in the past? 47:25 Thoughts on reconfiguring the profile you look for when hiring rookie recruiters. 55:28 Greg revealed one very important element out of his 14 business pillars, “Leadership Style.” Some Exemplary Performances From Recruitment Businesses in the Pandemic When I launched this podcast in December 2019, I was very fortunate to have interviewed Greg in episode #1.  Following up with him after more than a year, I am really keen to hear his perspectives on dealing with this crisis.  In particular, I hoped he would be able to share examples of people or businesses rising to the occasion.  Greg has a unique vantage point as an advisor to and sitting on the board of, 14 different recruitment companies. How businesses reacted is comparable to the five stages of grief. Here are some key takeaways from him on how some businesses thrived during the pandemic: leadership behaviour played a key factor - those who reached the acceptance stage first were the mo

Tue, April 20, 2021

Winning is Everything: How to Grow Your Business by Leveraging Recruitment Technology, with Eloise Sutton Kirkby, Ep #63

Are you a small to mid-sized recruiter who wants to beat the big boys and be recognized as a market leader? Or perhaps you’re super-ambitious and dream of expanding your recruitment business nationally or even globally? In either case, you’re in for a treat as I interview Eloise Sutton Kirkby.  Eloise is the Co-Founder and Director of Growth at Vincere, a market-leading all-in-one ATS CRM which is run by ex-recruiters. Vincere means “to win” or “conquer” in Latin, and they specialize in weaponizing recruiters through tech. Eloise believes that recruitment technology levels the playing field for scrappy underdogs to win against their bigger competitors.  In addition to her knowledge of recruitment technology and automation, Eloise shares her hard-won insights gleaned from scaling her company to 80 employees and offices in 5 countries. Episode Outline and Highlights [3:10] Eloise’s recruitment career takes her from Leeds to Tokyo; why she and her partner Bernie Schiemer started a software company. [8:20] Recruitment technology: what is a “Frankenstack”? [11:40] Which of your recruitment and business processes should be automated? [13:40] Eloise’s entrepreneurial journey and scaling her software company to 80 people. [18:18] Discussing the pros and cons of setting up an office offshore. [24:55] Business challenges that Eloise faced being headquartered in Vietnam. [31:31] Inbound marketing strategies and building a personal brand on LinkedIn. [45:17] Dealing with adversity: Eloise shares the toughest experience she’s ever faced.  What Processes Should Be Automated with Recruitment Technology? Being in the recruitment technology space, I asked Eloise if she can give an example of a workflow or part of the recruitment process that can be successfully automated. This is how she responded, “I think for mid-sized recruitment firms … the area of automation that is weak usually is between the front-middle-back office.” She further elaborated, “Around your pay and bill systems, collecting of time from your candidates. Often what we see is that placement is made in the CRM, pushed out to the pay and bill software, and never seen in the CRM again. So the consultants don’t know if timesheets have been submitted if they are paid on that timesheets coming in and that is kind of important and that is just one example of how data is being siloed between different teams in a mid-sized organization.” Inbound Marketing Strategies Eloise and her team focused really heavily on product development with the sin

Tue, April 13, 2021

The Recruiter On a Mission to Increase Female Representation at Board Level, with Venesa Klein, Ep #62

Why do companies struggle to hire female executives? How can we, as recruiting professionals, help our clients to address the gender-gap particularly in C-suite level searches?  What steps can be taken toward a long-term solution? By sharing her own experience, my special guest Venesa Klein gives her take on how businesses and organizations can make a meaningful, long-term impact on the gender-gap at executive levels. Venesa is a partner at Calibre One, a leading executive search boutique with offices in San Francisco, London, New York, and Singapore. Based in LA, Venesa manages the Women Board Member Recruiting as well as Diversity Recruiting specializing in VP and C-level searches for consumer internet, e-commerce, CPG and category-defining tech companies. Episode Outline and Highlights [1:48] Why do companies struggle to hire female executives? [5:38] What is the long-term solution to close the gender gap into recruiting C-suite levels? [10:08] Are your clients serious about addressing the gender gap in your organization or just playing lip service? Venesa shared the signs to distinguish which is which. [21:00] Venesa shares her own experience in balancing motherhood with work during the pandemic. [30:34] Critical roles husbands play for their working partners. [34:00] How boundaries and flexibility in schedule contribute to actively working mothers. [38:00] What could companies do to get an edge in attracting women top talents?  [42:50] Venesa shares her experience in helping out build Google’s internal executive search function. [49:59] Hear our discussion on effective tools and recruitment technology. Addressing the Gender Gap: Small Steps for a Long-Term Strategy As businesses and companies focus on gender diversity, it can be a challenge to close the gender gap. The reason? Venesa said, “That is the important question, what is the strategy? What is the long game? I think that’s the piece that companies are missing, is it’s very reactionary to pressure from aboard, you know social media pressure...We need to think much bigger than that.” Although it can be difficult, Venesa laid out a few solutions as a starting point to address the challenge of closing the gender gap, especially in C-suite levels by creating pathways for women to progress within their respective organizations. Some of the pointers are as follows: Recruiting women early and often into entry-level roles and defining career paths fo

Wed, April 07, 2021

Client Partnerships: How to Grow a Thriving Recruitment Business in a Crisis, with James Leighton, Ep #61

While most recruitment companies revenue and profits were down during the Covid-19 crisis, Andersen James Group revenue grew by 35%.  In this interview, I asked Managing Director, James Leighton, how they achieved this remarkable result in an extremely challenging climate.  One of the key themes that emerged from our conversation was “client partnerships.”  For James, this isn’t an abstract concept -- it’s core to his business strategy.  Their new Strategic Partnerships business model was one of the key factors that enabled them to grow during the Covid-19 pandemic. This isn’t to say it was easy.  There were some significant challenges along the way.  As you are about to hear, Andersen James met these challenges by bringing a lot of innovation and creativity to recruitment within the property and construction sectors. If you like hearing about fresh ideas and different ways of partnering with clients, you are going to enjoy this episode. Episode Outline and Highlights [1:40] James shares his motivation and a bit of history of the Andersen James Group [5:05] How having an internal recruiter talent acquisition experience shaped James’ mindset on outsourced recruitment. [8:03] Strategic Partnership - how the Andersen James Group embraced the partnership approach during the covid crisis. [20:15] Discussion on recruitment metrics and tracking mechanisms. [23:32] Three key factors in growing profit by 35% during covid. [29:44] The difficulty of splitting from a business partner - James shared his experience. [35:22] Removing himself from billing and focusing on the business - what triggered James to take this decision and how it was a game-changer. [39:33] The benefits of hosting webinars for your market [51:01] How James’ group invested in marketing [53:30] What would you do if a client went bust on you? Learn from James’ experience. [1:00:00] Selecting a good business partner. Experience From Both Sides of the Fence Prior to becoming a recruitment business owner, James had experience in internal recruitment talent acquisition. This valuable experience gave him an insight into how recruiters are perceived, what they do best for their clients, and what could be further improved from a client’s point of view.  Hear out what he thinks that recruiters should understand in working with clients and how to ultimately make the working relationship better. Embracing

Tue, March 30, 2021

Recruitment On-Demand, Tinderization, and Industry Trends, with Evan Sohn, Ep # 60

As we are gearing towards the post-covid environment, we need to keep up with technological and industrial trends to remain relevant. Have you heard of On-Demand Recruiting? Would you like to know about the “Tinderization” of the recruitment process? Listen in to this episode as my special guest, Evan Sohn, shares how their platform intends to disrupt the recruitment continuum using technology and AI platforms. Evan is the Chairman and CEO of Recruiter.com which is a hiring platform for the world’s largest network of recruiters. They empower businesses to recruit specialized talents faster with virtual teams of recruiters, AI job matching, and video technology. Evan is an experienced entrepreneur and he is an executive or advisor to multiple companies. Typically disruptive technologies and industries such as online marketplaces, payments, instant messaging, data security and mobile computing. Episode Outline and Highlights [1:40] Why the need for the recruitment industry to change in a post-covid world. [7:13] Evan discusses how Recruitment.com is impacting recruitment with technology. [13:15] Disrupting the recruitment continuum and shifts we should make post-covid.  [19:45] How the video-first process can significantly change the recruitment industry. [32:10] Headhunting and technology: expediting the process. [38:16] Do technology platforms ‘dehumanize’ the recruitment process? [44:53] What is on-demand recruiting? [46:50] What are the trends and challenges coming up in order to get better as an industry? [53:00] The Sohn Conference Foundation The “Tinderization” of Recruiting Discussing the need for the recruitment industry to change in a post-covid world, what shift do we need to make? Evan first talked about the recruitment continuum: post a job, collect resumes, review resumes, phone screen, interview, and hire. With the advancement of online technology, how did the recruitment process adapt? The job board got digitized. Resume collection and reviews have been automated using AI technology. Phone screen and interview is now done online via video screening and interviews. Even documentation is now done online. However, looking at the process, essentially the continuum is still the same. He then mentioned how platforms like Tinder and Matched.com created an approach that can be applied to the recruitment industry, speeding up the process with better results.  Here is how Evan put it: “I actually think that video first, is really gonna tra

Wed, March 24, 2021

How to Build a Multi-Million Dollar Team of Recruitment Rockstars, with Monte Merz, Ep # 59

“The big hypocrisy of our industry is that we hire all these people for our clients yet we suck at hiring people for ourselves.”  If you agree with this statement, then you’ll love the directness and honesty of my podcast guest Monte Merz.  Listen in as he shares his secrets to hiring recruitment rockstars - from the interview process, training, coaching and compensation. Hear why his firm has won multiple awards for being one of the best companies to work for in Denver and one of the fastest-growing companies in the United States. Monte is the managing partner of High Country Group in Denver, Colorado. The group has 23 members of staff including 18 fee earners and is comprised of several different divisions: Energy Search, Executive Search, Tech Search and Staffing. Prior to launching the business in 2002, Monte spent 8 years working for some of the biggest recruiting firms in the world - from running a desk to becoming a Regional VP. Episode Outline and Highlights [4:09] Monte’s “accidental tourist” story of starting his recruitment career [11:00] How Monte was promoted and fired on the same day, leading him to start his own recruiting firm [15:35] What is the “leaky bucket theory”? [17:05] Why High Country had a terrible first year in business and the actions Monte took to turn things around. [25:03] Using a process that works - Monte’s “Funnel # Plus” model. [32:18] Hear Monte’s approach to job sustainability and compensation plan. [37:04] Monte’s firm has an exceptional “per desk average” with the majority of his recruiters billing over $300,000 per year. Hear how he recruits and keeps good people. [47:30] How to recognize a rockstar - hear the qualities you should look for. [50:47] Monte’s long-term vision for his firm. How Monte Started  Monte considers himself an accidental tourist when it comes to his recruitment career. A farm kid in Nebraska, he wanted to move to Colorado.  An interview for a recruitment job gave him the opportunity he was looking for.  He started running a desk and soon became a top biller in the region. What made him perform so well? The same qualities made him successful as a high-level college wrestler. His work ethic, ability to learn, leadership qualities, and having a logical approach when dealing with people. Hear his story of how he managed to get himself hired, promoted, and fired on the same day. The “Leaky Bucket” Theory How much do you spend on marketing for your recruitment firm? Monte believes that wh

Tue, March 16, 2021

Recruitment Business Growth: Increasing Revenue by 891% During the Pandemic, with Justin Satterfield, Ep #58

Like most recruiters, Norwood Staffing’s sales took a nosedive in March 2020. They were coming off a record year, having achieved growth of 504% in 2019. That trend looked set to continue and the business was booming at the beginning of 2020.  Suddenly in March, the Coronavirus hit and sales came crashing back down to earth. From averaging 60 recs in Q1, they went to zero jobs in Q2. Yet in spite of a terrible Q2 and Q3, Norwood Staffing bounced back and went on to have a record year with revenue growth of 891%.  Listen into my interview with Norwood’s founder and president, Justin Satterfield as he explains the factors that contributed to their extraordinary come back. Episode Outline and Highlights [2:01] How Norwood Staffing dealt with the pandemic after a strong 2019. [8:30] Hiring more people while your revenue is decreasing - what was Justin thinking? [16:05] Justin reveals how he got 891% revenue growth during the pandemic. [23:04] Insightful idea on managing your team in a difficult time. [27:33] Physical conferences vs. virtual events - which would you prefer?  [36:46] What was Justin’s biggest challenge in growing his business? [43:05] Continuous growth: Norwood Staffing’s mid and long term plans. [48:52] Recruiting recruiters: 4 keys to attracting and retaining the best people [57:55] What’s Justin reading? Here are his latest book recommendations. How Justin Grew Revenue by 891% During the Pandemic In our last conversation beginning of the year 2020, Justin and I talked about how he built his company close to a million dollars in the first three years before the pandemic. Justin shared, “We were really coming out of a strong 2019, I was very excited about 2020. Twenty-nineteen was our first year to have a team… we grew 504% that year. So going into 2020 I’m pumped, right? This is just going to be an incredible year.”  Then the coronavirus pandemic hit. This is how he described the impact “Rolling into Q1, we were averaging 60+ recs on the board, we were doing absolutely fantastic, really moving along. Then March came. A lot of people were like, ‘Oh, you’re in healthcare, I’m sure staffing is great in healthcare.’ No. No, it wasn’t.”  From averaging 60 recs, they went to zero jobs in Q2.  How did Justin adapt to the challenge? It started with his mindset. “This is where real business leaders are defined. There is always an opportunity, no matter what the market is.” He considered the market at the time as a ‘great time to hire.’ He

Wed, March 10, 2021

Diversity as a Differentiator - How Recruiters Can Attract 70% More Diverse Talent, with Helen McGuire, Ep #57

Your recruiting clients are increasingly aware of the commercial benefits of recruiting a diverse workforce. That means they will soon expect and require their recruitment partners to be capable of delivering a diverse shortlist. Merely claiming to be a champion of D&I isn’t enough -- clients want to see evidence that you have a process in place to deliver diverse talent. The recruiters who are able to demonstrate this capability will differentiate themselves in the marketplace and steal a march on their competitors. To discuss how recruiters can achieve this, I invited entrepreneur Helen McGuire to join me on The Resilient Recruiter podcast. Helen is the CEO and Co-Founder of Diversely.io, an end-to-end hiring platform that uses tech to reduce bias in the hiring process for businesses. As an award-winning entrepreneur in the diversity space, she founded the first women’s careers platform in the Middle East – Hopscotch – in 2016, which grew to a worldwide community of over 80,000 working with businesses like Facebook, Mastercard and Nestle, and expanding to Singapore in 2018. Helen began her career in London, achieving her dream role at BBC Radio 1 in her early twenties producing award-winning shows for the likes of John Peel, Mary Anne Hobbs and Gilles Peterson. Concurrently, Helen presented her own monthly radio programme - Join The-Dots - airing in over 15 countries globally, DJ’d and wrote for top music publications and travelled the world interviewing artists. Helen was the first female resident DJ at Club 360 in Dubai and still occasionally DJ’s to this day. Episode Outline and Highlights [2:00] Helen shares how they were awarded HRM Asia’s Top 3 Tech Start-Ups 2020. [4:15] How to check your diversity score online. [6:00] Approaching the diversity space from a technology perspective. [12:08] Unconscious bias - why should we care?  [14:51] Sourcing - how to attract more candidates by changing your language [19:24] How Helen turned a massive idea into a product. [25:06] Helen shares the process of getting funding for her business  [32:18] Helen reveals by far the biggest challenge that she had to overcome. [40:15] Juggling your tasks - starting a business and having a work-life balance. Approaching the Diversity Space - from a Technology Point of View Working in the diversity space for about six years, Helen shared what drove her passion. When she had her first baby in 2014, she very quickly realized that a lot of women (colleagues, friend

Fri, March 05, 2021

Top Biller and Former MMA Fighter Reveals How He Defeated Depression and Anxiety, with Will Bourne, Ep #56

If you’ve ever faced major challenges, disappointments or setbacks in your recruitment career, you’ll really relate to and enjoy my interview with Will Bourne. Will is the founder of Rekall Consulting, a recruiting firm based in Birmingham specializing in talent acquisition outsourcing for startup and scaleup technology companies. He is a former competitive martial artist, he has been in the recruiting industry for 10 years and recently launched his own business. He’s the author of a new book, “The Fight for Your Life.” In this conversation, Will is totally open and honest about his struggle with mental health issues. Although it’s slowly getting better, the recruitment industry's competitive culture hasn’t always been conducive to mental health and wellbeing.  To hear more about this very important topic, listen in as Will reveals how the biggest fight of his life wasn’t in the dojo or in the ring - it was with depression and anxiety.  He hopes that by sharing his personal experience, it might help at least one person.  Maybe that person is you? Episode Outline and Highlights [1:20] Will’s amazing story - from quitting school to starting a technology recruitment business. [12:30] Competitive martial arts and its crossover with recruiting. [26:14] Will opens up about mental health - from being a successful top-biller to having a mental breakdown and then rebuilding his physical and mental health. [30:36] Will talks about his book, “The Fight for Your Life” [38:00] How modifying your self-talk and being aware of the words you use habitually can help your mental health. [45:00] Will discusses his work with the mental health charity, Mind.org. [47:09] Is the recruiting industry’s culture prone to mental health issues? [52:10] Will’s business model and hitting his 12-month goal within 90 days From Leaving School Early to Succeeding in Recruitment Interesting is an understatement to discuss Will’s story on how he got to his current recruitment career path. Will left school early, feeling that the traditional education system wasn’t for him. His first job was washing cars. Motivated by his brother, he went back to college and completed his high-school education and enrolled in university. At the time that he was also competing in martial arts - he still felt that university life was not for him and left after a year. He then landed a job at a bank, from a telesales position to being promoted to a management role. He then left a very secure position with the bank to pursue a recruitment career, starting ba

Thu, February 25, 2021

Driving Innovation in Talent Acquisition – Embedded Recruiters on a Scalable Subscription Model

The classic contingency recruitment model is outdated and wide open for disruption. Not only is the traditional multi-agency approach to recruitment grossly inefficient but it’s often a deeply unsatisfying experience for all parties, including the recruiter, the client and the candidates. This is especially true for fast-growing technology companies who are scaling rapidly and running into challenges with talent acquisition. In this episode, my special guest Doeke Geertsma explains how he identified a gap in the tech recruiting space and created an innovative solution to meet the demands of this market. Doeke is the founder and CEO of WeAreKeen, based in Amsterdam with clients throughout Europe. WeAreKeen provides RPO services for fast-scaling technology companies. Specifically, they provide highly skilled tech recruiters who are embedded within the client’s team on a subscription basis. Episode Outline and Highlights [3:30] Doeke explains WeAreKeen’s business model and how it started. [9:23] An existing market-gap that led to launching a ‘talent-embedded acquisition’ business model. [17:11] Hear about Keen Academy and how it creates a talent pool of tech recruiters for WeAreKeen. [23:39] Doeke shares the roadblocks and challenges when launching his business. [32:20] WeAreKeen’ strategy for adding value to the tech recruiter community and investing for the long term. [42:30] A walkthrough WeAreKeen’s approach on business development. [50:30] Discussion on sales touchpoints and continuous nurturing of relationships. [54:16] Doeke’s biggest learning - what would be done differently if given a second chance?

Tue, February 23, 2021

How to Build (or Rebuild) Your Recruitment Firm to 7-Figures From Scratch, with Joe Rice, Ep #55

When the NBA shut down due to the Coronavirus on March 11, 2020, Joe Rice knew immediately that his hospitality search firm, Joseph David International, would soon be in serious trouble. He also knew that he wasn’t going down without a fight! In this episode, listen into my conversation with Joe as he describes how they immediately pivoted to a brand new market sector and finished out the year on their best-ever quarterly performance.  Joe’s story is highly relevant and relatable, and he doesn’t hold back. Listen in to discover his biggest lessons and takeaways that can be applied by any recruitment business owner who aspires to build (or rebuild) a 7-figure firm. Episode Outline and Highlights [3:05] Joe shares his first experience in the Pinnacle Society and his ‘intense’ encounter with Jordan Rayboy. [6:10] A critical and timely pivot - listen to how Joe dealt with the pandemic. [12:30] Joe shared the steps he took when re-starting his business and our discussion about building your database. [20:20] Shifting from solo full desk production to assuming the CEO role - Joe’s shares his transition. [22:40] “Barbaric, caveman-like recruiting” and going back to the fundamentals of good old-fashioned hard work. [29:30] Operating in faith, listen to Joe’s encouraging realizations when his company underwent trying times. [38:55] The mindset and mentality of a top producer. [44:36] What 2021 looks like for JDI. [48:41] Joe talks about the MogulRecruiter platform. A Difficult but Necessary Pivot Joe started his recruitment career around 2005 and with a core focus on the hospitality industry. With the implementation of lockdowns and mobility restrictions, hospitality is one of the most impacted industries during the pandemic. How was Joe able to deal with this sudden change? He started “I didn’t go full time recruiting until ‘06 but it was all hospitality then… I worked for hospitality from that point, until last year. That is all I ever did.” A critical moment hit him around February 2020 when he attended a conference called ALIS (American Lodging Investment Summit) and CEO Chris Cahill of Accor Hotel connected with him. In a call, he was told by Chris,  “Joe, I can’t believe nobody’s paying attention to this thing… the coronavirus… Joe, it’s unreal to me, nobody is paying attention. The hotel industry is not paying attention. No one. And it’s coming, it is coming I promise.” This got Joe asking around and realized not many people he knew at that time was aw

Tue, February 16, 2021

Beyond RPO: Driving Innovation in Talent Acquisition - Embedded Recruiters on a Scalable Subscription Model, with Doeke Geertsma, Ep # 54

The classic contingency recruitment model is outdated and wide open for disruption.  Not only is the traditional multi-agency approach to recruitment grossly inefficient but it’s often a deeply unsatisfying experience for all parties, including the recruiter, the client and the candidates.   This is especially true for fast-growing technology companies who are scaling rapidly and running into challenges with talent acquisition. In this episode, my special guest Doeke Geertsma explains how he identified a gap in the tech recruiting space and created an innovative solution to meet the demands of this market. Doeke is the founder and CEO of WeAreKeen, based in Amsterdam with clients throughout Europe. WeAreKeen provides RPO services for fast-scaling technology companies. Specifically, they provide highly skilled tech recruiters who are embedded within the client’s team on a subscription basis.   Episode Outline and Highlights [3:30] Doeke explains WeAreKeen’s business model and how it started. [9:23] An existing market-gap that led to launching a ‘talent-embedded acquisition’ business model. [17:11] Hear about Keen Academy and how it creates a talent pool of tech recruiters for WeAreKeen. [23:39] Doeke shares the roadblocks and challenges when launching his business.  [32:20] WeAreKeen’ strategy for adding value to the tech recruiter community and investing for the long term. [42:30] A walkthrough WeAreKeen’s approach to business development. [50:30] Discussion on sales touchpoints and continuous nurturing of relationships.  [54:16] Doeke’s biggest learning - what would be done differently if given a second chance? WeAreKeen’s Embedded Talent Acquisition Business Model When offered an opportunity to work in Berlin, Doeke saw the increasing demand for tech recruiters. He saw a trend - tech companies picking up funding and embarking on a massive growth program only to run into major challenges.  As Doeke stated, “And you see them struggling and the result of the struggle is always the same. They started looking for people, they weren’t there. They will start hooking up agencies, of course, there were agencies, but that didn’t solve the issue because then they start working with let’s say 5 or 10 different agencies and then the amount of work will not necessarily decrease.” This observation inspired Doeke to launch his own business to solve this specific challenge he heard over and over from founders of tech companies. From a high-level perspective, WeAreKeen’s business model can be summariz

Mon, February 08, 2021

How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning, Ep #53

Do you want to build a recruitment business that operates without your day to day involvement and maybe even sell it someday? If so, you’ll really enjoy my interview with Joel Slenning.   Joel is the President of Innova People, a healthcare and IT staffing agency based in Oregon. Prior to that, Joel was the founder and CEO of Icon Medical Network, a locum tenens provider which he scaled to £16,000,000 before selling in 2019.  Most recruitment firms are “lifestyle” businesses run by owner-operators. Few recruitment businesses ever grow beyond 5-10 people, and fewer still give the owner the potential for an exit. There is a simple reason for that - scaling up your staffing and recruiting is extremely challenging. In this episode, Joel breaks down exactly how he was able to rapidly scale his recruitment business and gives detailed advice on how to structure the firm, bring the right people on board at the right time, and set them up for success.   Episode Outline and Highlights [4:30] Starting a recruitment firm during the recession - hear Joel’s journey of “going out on his own in the worst market possible”  [9:35] What Joel is trying to achieve - and why [12:30] Joel describes the “scary” first 12 months of starting the business  [16:30] How hiring a virtual assistant can help you increase productivity [18:35] When to make your first or second hire - listen to Joel’s revenue-based “12 months” rule and other hiring principles when scaling [27:22] How to use metrics to make sure everyone is on the right track [36:10] Reality Check: So you want to scale your recruiting business? Here’s what you should expect…  [44:55] The importance of closely tracking your ‘first-time interviews” [47:10] Key roles and responsibilities you have to bring in so you can free up yourself and scale your business Building a Recruitment Firm During the Recession Joel is not only a successful recruiter, but he is also a successful firm founder who built a scalable business model. It started around about the time of the last big recession. Not the best time to start a firm, and as he said, “For some reason, I had this crazy notion that I needed to go out on my own in the worst market possible.” Some of the business philosophies he mentioned are the following: Lay the foundation - have specific values for your company. Surround your recruiters with tools to make th

Mon, February 01, 2021

The End of Jobs: Recruiting in the Age of Artificial Intelligence, with Jeff Wald, Ep #52

Recruiters, are you prepared for the threats and opportunities that will affect our industry as we enter the early stages of a fourth industrial revolution, characterized by the rise of robots and Artificial Intelligence?   As the trend towards automation gathers pace, there will be seismic shifts in the global labor market.  Many jobs will disappear completely while entirely new types of jobs will be created.   How will these changes affect you as a recruiter or recruitment business owner?   To help answer this question, I asked Jeff Wald, best-selling author of The End of Jobs: The Rise of On-Demand Workers and Agile Corporations, to share his insights with listeners of my podcast. Jeff is an angel investor and startup advisor, having built and sold multiple technology companies.  He was the founder of WorkMarket, an enterprise software platform that enables companies to manage their freelancers which he sold to ADP in 2018. He is also the founder of Spinback which he sold to salesforce.com. Jeff frequently speaks at conferences and in media on the future of work. Episode Outline and Highlights [1:48] How Jeff got into the field of the work market and on-demand labour. [4:11] Jeff shares the first business failure that bankrupted him. Listen to his learnings from this experience. [11:25] Hear an insightful discussion on the future of work and the fourth industrial revolution. [18:24] Post-pandemic near and long term effects. [25:56] Jeff elaborates more on the fourth industrial revolution - will tech eventually replace the majority of workforce functions? Hear the numbers. [38:00] Economic and social dislocation and its impact on the fourth industrial revolution. [40:15] The future of On-Demand Labour. [45:00] Jeff reveals why he wrote his bestselling book, the End of Jobs: The Rise of On-Demand Workers and Agile Corporations. [53:00] How Jeff’s Tony-Award winning production fits into his career. A Firm Believer of the Growth Mindset In our conversation, Jeff shared one of the most significant backstories in his career: a business failure that bankrupted him to his last dollar. As you listen to the details, you will also feel Jeff’s frustration. Despite having beautiful concepts and business plans, the fallout was caused by stakeholders not getting along. It was really difficult to see the learnings while you are in the midst of the storm. As he said, “I’m a huge believer in the growth mindset… this is a learning experience, it’s tough to se

Tue, January 26, 2021

Disrupting the Recruitment Industry: Radically Rethinking Our Client Relationships, with Steven Street, Ep # 51

If you’re tired of being treated as a “vendor” and want to forge true partnerships with your clients, this is an episode you won’t want to miss. Many recruiters would like to shift from a transactional business model to a more consultative, value added one.  The challenge is that both the recruiter and the client are constrained by old patterns -- outdated ways of thinking and doing things.  They recognize their recruitment process is incredibly inefficient but they don’t know how else to do it.   Listen in to my fascinating interview with Steven Street about how he’s disrupting the ways recruitment services are traditionally sold and delivered and creating joint-ventures with client companies to solve their talent acquisition challenges. Since 2015, Steven has been the CEO of Cubed Talent Management - incorporating Cubed Recruitment, Indigo Healthcare Recruitment, and Cubed Academy.  Cubed Talent Management brings a new approach to strategic talent management for the engineering, FMCG, electronics, manufacturing and supply chain sectors. Steven started his recruiting career over 25 years ago. Episode Outline and Highlights [3:00] Steven shared his humble beginnings [10:18] What is Steven’s “person-to-person” principle? [20:30] How to establish a true partnership with your clients [29:05] An interesting discussion about repositioning in the recruitment sector [32:10] How to make ‘in-house’ an opportunity instead of a threat [42:30] Learn more about the joint-venture and gain-share business models [55:21] “Be an individual” - how this advice relevant to help your recruitment business Person-to-Person Principle How much value do you put in professionally building real relationships with stakeholders? Steven believes that collaboration, strategic alliances, and joint ventures with clients can be an effective strategy. Explaining his guiding principles when doing business, he explained: “I’ve got high standards as an individual, and one of my many guiding principles, what I recognized very early on, was not to be a function to function, a recruiter to the hirer, supplier to customer, nor be brand to brand. I link up to whoever it might be, the client, company, but for it to be person to person. Steven to Mark. Steven to whoever it might be. ” As he further expounded, when you strip away the person’s function and the person’s position, the core of that is a person were in all likelihood, “you have shared values, world views, commonality, family, what you think, what you believe, all of that.” Steven’s authentic relationship with cl

Tue, January 19, 2021

How a Small Team of 3 Recruiters Made 109 Placements in 5 Months, with Jennifer Poloni, Ep # 50

Can you imagine building a salesforce of 100+ staff in 5 months with a team of only 3 recruiters? In the 50th episode of the Resilient Recruiter, my very special guest Jennifer Poloni shares how having a unique approach and consistent planning process lead to the accomplishment of this gargantuan feat.  Jennifer is the owner of the Cascadia Search Group. She started her career as a sales rep and then sales manager in pharma. After having kids she decided to join her husband in his recruiting agency which was originally part of Management Recruiters where she was a Pacesetter for 18 out of 20 years.  Episode Outline and Highlights [1:25] Jennifer shares her background - shifting from a successful pharmaceutical career into recruiting. [3:40] Building a salesforce of 109 staff in five months - hear takeaways on how Jennifer’s team of three people pulled that off. Discussion key pointers:  [8:00] Approach to candidate relations [14:15] Keeping the team motivated [15:33] Hiring and interviewing processes [17:09] Challenges that the team had to overcome [26:25] Dealing with HR and best practices on how to engage with all key decision-makers. [28:30] When to walk away from the business. [29:22] Differentiation - Jennifer explains an AI tool that is a great differentiator in the industry. [32:20] Planning process tips as shared by an MRI Pacesetter (18 out of 20 years.) [39:30] Cold calling best practices. [43:10] Jennifer shares her challenges and proactive approach to deal with the current pandemic and the 2007/8 recession. Delivering on a Tall Order: Making 109 Placements in 5 Months with a Team of 3 Recruiters How do you build a sales team of 109 people in five months with a team of only three recruiters? Jennifer explains in detail how they were able to pull it off. After sharing her story, there are the key takeaways that I heard: Nurturing the right connections and being there for the candidate - becoming a “good sounding board.” Team collaboration and dedication - delegating and dividing tasks and working closely to ensure tasks are completed. Planning and tracking - ensuring necessary tasks and logistics are taken care of efficiently. Keeping your team committed and motivated. Successfully completing the tasks, they got a repeat order. Applying a similar process, Jennifer’s

Tue, January 05, 2021

The REC’s Neil Carberry on the Challenges and Opportunities for Recruiters in 2021, Ep # 49

As we begin a new year, are we justified in feeling hopeful and cautiously optimistic about the market?  Where do we go from here as a recruitment industry?  What are the trends, challenges, threats and opportunities?   To answer these questions, I invited Neil Carberry to share his perspective as the CEO of the Recruitment and Employment Confederation (REC). Neil’s role gives him a unique vantage point to provide insights on the recruitment industry especially on what the future looks like for recruiters.  The REC (Recruitment and Employment Confederation) is the leading membership organization for recruitment/staffing firms and individual recruiters in the United Kingdom.  With a massive membership of around 3,300 companies and 10,000 individuals, the REC publishes industry analysis on a regular basis, including their Annual Recruitment Industry Trends Survey. This means that Neil’s insights are grounded in empirical research combined with anecdotal evidence based on hundreds of conversations with recruitment business owners.    Episode Outline and Highlights [3:35] Neil shares his insights on where we are now as an industry and what the future looks like for recruiters in 2021. [10:28] A big challenge for our industry is making a VALUE based, rather than a price based, argument for what we do  [11:10] Recruitment industry trends; how recruiters can deliver more value as the labour market recovers. [14:45] Delivering more value - Neil shared a really good story on how one of their members added real value to an employer and its employees. [20:30] Current practices and innovations that are being driven in our industry. [25:30] Improving client relations: What advice would Neil give to REC members on helping our clients? [31:05] How we can recruiters rethink service offerings and stay relevant. [42:01] What’s the biggest challenge Neil faced recently in his career? [46:50] Both Mark and Neil love running - here’s why... [48:00] Battling with impostor syndrome and self-doubt. “A Genuine Professional Service” Discussing the real value that the industry brings to the economy, Neil highlights why recruitment is highly different from other sectors and industries and why we should be proud of what we do. He also mentioned a few aspects that also enables a recruitment business to provide a genuine professional service versus just being a transactional and price-driven type of business.   Helping the client to get it right (the wrong hire can cost a client/business hundreds of thousands of pounds) <li style="font-weight

Tue, December 29, 2020

Recruitment Entrepreneur: How to Start-Up and Scale an “Exit-able” Recruitment Business, with Abid Hamid, Ep #48

If you had the chance to speak with a highly experienced and successful investor about scaling your recruitment businesses, what questions would you ask?  In this episode of The Resilient Recruiter, I had the opportunity to interview Abid Hamid, the Group CEO of Recruitment Entrepreneur - one of the most successful investors in start-ups and scaling recruitment businesses. Since 2014, they’ve invested in over 30 talented founders, enabling those founders to launch and scale successful business ventures. The group has annual revenues of £45m and is growing at 140% per annum. From his vantage point, Abid has tremendous insight into why a small minority of recruitment businesses are able to scale successfully and outperform the market.  I asked him, “What are you looking for in a founder that then determines whether or not you will invest in them?” Hear his response to this question and all the other insightful answers to topics covering scaling your recruitment business, embracing the new normal and reality, people management, and adapting to technology.  Episode Outline and Highlights [4:49] How has the pandemic affected Recruitment Entrepreneur's portfolio companies? [8:00] The new reality: hours contract versus an output contract - would you consider this setup? [11:40] Three examples of businesses that displayed outstanding resilience during the pandemic and what we can learn from them. [18:35] As an investor, what are the qualities Recruitment Entrepreneur is looking for in a founder that determines whether or not he will invest in them? [23:15] Deal breakers - what factors would lead Recruitment Entrepreneur to decide not to invest in a start-up or scaling recruitment business? [26:17] An investor’s insight: What challenges and opportunities await recruiters in 2021 and beyond? [33:50] Abid’s philosophy on people management and business success [44:00] How to onboard, train and manage remote recruiters - Abid’s advice on mastering recruitment one building block at a time. Embracing the New Reality Having multiple business portfolios, Abid has a great vantage point on how companies should embrace the new reality after the pandemic. One of the changes he is advocating for is looking at an output contract rather than the hour’s contract. He explained, “I think leadership should change its concept that nine to five is what people do. The hours contract, 40-hour contract, 30-hour contract, I think it’s a thing of the past. What you should have is an output contract.” Although this may appear counter with the way businesses have been running in the last 20 years, he laid out valid points on why this makes sense. Would you con

Tue, December 22, 2020

How to Define Your Recruitment Company’s Culture, with Bretton Putter, Ep #47

If you have ambitions to scale your recruiting and staffing business, then developing your company culture needs to be one of your top priorities. On The Resilient Recruiter podcast, I’ve interviewed many founders of fast-growing recruitment companies and they all agree on the importance of creating the right culture.  But what does that really mean and how do we achieve it? “Nine out of ten companies do not have a strong functional culture.”  My special guest, Bretton Putter of CultureGene explains what makes a company culture strong and functional and why it should matter to you as a recruitment business owner. Brett also explains how to address a degrading company culture environment, especially in this challenging time of the pandemic where most employees are forced to work remotely. Brett is an expert on company culture development. He is the founder and CEO of CultureGene, a Culture Leadership Platform helping high-growth companies build strong, functional cultures.  Episode Outline and Highlights [1:25] What is company culture and why it is important for growth companies? [3:35] Codifying the culture development process - what it means. [8:28] Why invest time to be intentional on your culture versus just having one by default? [13:30] “ There is no right or wrong culture , it is either strong and functional or weak and dysfunctional” What makes a culture functional? [21:55] Hear the initial steps you should take when starting the culture development journey. [32:55] Why it is impossible to hire based on “culture fit” and why you should hire for values instead. [35:49] How to address degrading company culture in a remote environment. [42:20] Brett talks about one of the most challenging experiences he has to overcome. [48:30] Brett tells the story of having lunch with Nelson Mandela. “The way we do things right here” Our conversation started off with how Brett would define “company culture.” He gave a straightforward response, “My definition, or the definition I like of company culture, is the way we do things around here. Which is like an all-encompassing thing, but that is deliberate. Because company culture really is the DNA of your organization and it drives everything.”  Brett also raised very two important points when talking about its importance.  Where we are and how our company is adapting around this time of the pandemic is really driven by our culture. The most important thing we have to think about is that your company culture is degrading over time in most cases.</em

Tue, December 15, 2020

How to Run a Million Dollar Recruiting Firm From Your RV, with Jordan Rayboy, Ep #46

Imagine having total freedom to run your recruitment business from anywhere. Instead of postponing your dreams of travel and adventure until retirement, what if you could create the ultimate lifestyle business and live life on your terms? That’s what Jordan Rayboy set out to do in 2006 when he launched his search firm, Rayboy Insider Search. When he went out on his own, Jordan had a non-compete agreement with a 200-mile radius. He got around it by getting an RV and running his business from the road. Since then he’s billed millions in placement fees by leveraging technology and managing a virtual team way before Covid-19 forced the world to embrace remote working. In this episode, Jordan shares his inspiring and practical advice on planning, productivity, and the importance of having a peer group. Plus how he manages a remote team working across different time zones. Jordan’s a popular speaker at recruiting conferences and has been interviewed many times. What’s unique and special about this interview is that Jordan speaks publicly for the first time since the pandemic started about his own struggles with mental health in 2020. Episode Outline and Highlights [2:43] Jordan speaks up about mental health and shares his recent struggles [19:14] What inspired Jordan to get an RV and take his business on the road? [27:26] The power of the peer group  [35:20] How Jordan leverages virtual teams to maximize production [41:20] Jordan’s insights from having managing remote teams since 2007 [45:45] Power Planning - hear how a million-dollar biller plans their day Mental Health During the Pandemic Recruiting can be stressful at the best of times.  During the pandemic, most people’s stress levels have gone through the roof. It’s no wonder there’s been a rise in anxiety and depression around the world.  In this interview, Jordan shares his own struggles with mental health coinciding with the onset of the pandemic. Jordan’s courage in speaking openly about his dark times is remarkable.  “I’ve been struggling lately. It's not that I've been struggling in billing… I have just been struggling on the mental health part. Probably just reading way too much bad news, believing all the fear that I’ve been feeding into my mind” said Jordan. He said he was willing to proceed with the podcast in case by sharing his story it could help others who are going through tough times to know they’re not alone.  Fortunately, things are slowly starting to get better. Jordan shared, “I kinda feel like I'm turning a corner. Just in the past couple of days, I talked to my good buddy Monte Merz … I was talking about some of these things and he asked if I want to be part of their touchdown club. It’s

Tue, December 08, 2020

Doing Things Differently - Objectivity, Flat Fees and Getting Rid of Commission Schemes, with Cameron Boyd, Ep #45

The only constant in this world is change. This certainly applies to the recruitment business - in order to succeed, you must continually evolve. How have you adapted your recruiting practice to recent changes in the market?  In this episode, you’ll hear how Cameron Boyd and his firm are adapting to this challenging new environment by doing things differently.  They have introduced a flat fee structure to bring greater objectivity to the executive search process.  They’re also challenging the status quo with regard to recruiter compensation by getting rid of their commission scheme.  Listen in as Cameron explains why he believes the new model aligns the interests of the individual, the firm and the clients they serve. Cameron is a partner at Smith and Wilkinson and is a 15-year veteran of the executive search industry. Cameron serves financial services companies in the eastern United States and has completed over 250 key leadership searches. As his firm’s second-largest shareholder, Cameron has been instrumental in growing the revenue by over 600% over the last ten years. Episode Outline and Highlights [3:30] Shifting from contingency transactional model to a real client partnership on a retained basis - hear how Cameron achieved this transformation. [9:45] The theme of objectivity and fee structure - how to sell your candidates in a way that is beneficial to your client. [16:52] From contingency to retained shift - Cameron reveals details on the transition.  [19:34] Money-back guarantee? Hear how this approach can work to protect your brand. [24:37] Listen to Cameron’s biggest challenge in his recruitment career and how he treats this as an opportunity. [30:37] Doing things differently in this challenging new environment - how to win new businesses. [35:11] Taking away the commission? A very interesting but unusual approach to compensation. [45:25] What advice would you give to someone shifting from contingency to retained? Hear Cameron’s thoughts. [53:00] Discussion about exercising, running, and managing mental health. Objectivity and a Flat Fee Structure In order to serve your clients’ best interests, Cameron firmly believes that objectivity plays a significant part. This is how he explains his concept of objectivity: “By nature, when one candidate has a fee or different fee or no fee attached to his head than this candidate, then all objectivity goes out the window regardless of how hard we all try. Regardless of how hard the headhunter or client tries to keep in mind who is the best candidate, if one’s gonna cost you 50 grand higher or one’s gonna cost you 25 or zero to higher

Mon, November 30, 2020

How to Prevent and Detect Back Door Hires Then Recover Your Fees, with Barry Cullen, Ep # 44

Imagine this - you’ve worked really hard to deliver talent for your client’s urgent requirement. It was a tough spec but you found the perfect candidate. You managed to contact them, get them interested in the job, conduct a full screening interview, and submit the candidate's CV. Sadly your client changed their mind. They would not be hiring the candidate you’ve introduced, therefore no placement fee unfortunately. But after some time, you discovered that they’ve actually hired the candidate. Sound familiar? Yes, backdoor hires can be frustrating to you as a recruiter or a recruitment business owner. Today’s episode actually deals with this dilemma as our special guest, Barry Cullen, offers very practical advice and solutions to prevent, detect, and recover losses resulting from fee disputes and backdoor hires. Barry is the Founder and Director of introPROTECT, a London based law firm who are experts in backdoor hire and fee disputes. Barry has a unique and interesting background. Prior to training as a solicitor, he started his career as a recruiter. Episode Outline and Highlights [0:55] Barry’s unique background and “history of failures” leading him to where he is now. [14:25] From a solicitor’s perspective - the pandemic’s impact on recruiters with clients who can’t or won’t pay their invoices. [21:26] Prevention is better than cure - 7 tips on how to prevent backdoor hires. [28:39] Sending your MPC (Most Placeable Candidate) email - what to avoid and what to include.   [31:47] Barry’s take on multi-agency disputes and the right to represent. [41:20] Dealing with how the word “introduction” is commonly misunderstood in recruitment. [52:54] Barry explains the IntroPROTECT solution [54:50] In case of a business falling out with a client, what should you do first before taking the legal route? [1:01:40] If you are looking to do business internationally, what are the things you should consider from a legal perspective in case of a fee dispute?  Law Practice and Recruitment What do law practitioners and recruiters have in common? “I came to realize actually, that being a litigator which is what I do, is basically recruitment,” Barry’s realization came about when he transitioned from being a recruiter to becoming a solicitor. He further explained, “If you are a recruiter you’ve got a candidate. If you are a litigator you’ve got a case. They are fairly similar things, right? I’m having to convince the other side, no matter how good my case is, I’ve got to convince the other side that my case is better than theirs. So a recruiter, even if their candidate is the best candidate they have

Tue, November 24, 2020

How to Transition From Contingency CV Supplier to Consultative Retained Recruiter, with Plamen Ivanoff, Ep # 43

When times are tough, many recruiters go into desperation mode. They drop their rates and work on every order they can get.  Even before the pandemic, the norm in our industry has been a transactional, “CV supplier” style service in competition with multiple agencies.  It’s an incredibly frustrating and demoralizing place to be. So how do you change your business model to retained recruitment?  How can you charge a premium and persuade clients to pay you up-front?  How do you work exclusively or even win MSP (Managed Service Provider) contracts?     Well, it involves differentiating your service and shifting customer perception.  That shift actually begins within your own mindset.  In today’s episode, my guest Plamen Ivanoff, recommends that you start by dropping the word  ‘recruiter’ from your job title! Plamen is the Chairman of the Executive Search and Selection firm, GrassGreener Group™, and Co-Founder of technology company, i-intro®. The i-intro® process helps Recruitment and Search firm owners successfully transition their businesses from the typical “CV supplier” transactional contingency recruitment to the more meaningful, retained recruitment and MSP (Managed Service Provider), consultative models.  To date they have helped over 200 recruitment and search firms to generate £100 million in retained fees. Episode Outline and Highlights [3:19] Plamen shares his journey in the recruitment industry. [8:09] How Plamen went from pure contingent to 100% retained [17:24] Customer perception and differentiation - finding your unique value proposition. [22:08] Instead of “New Normal”, how to focus on the  “New Excellent” during this pandemic [31:20] Why it will never be the same after the coronavirus crisis and what it means to your recruitment business [42:24] What is the good news for recruitment micro-businesses? [51:45] Selling points of “risk reversal” - does a 12-month replacement guarantee make business sense? [1:00:08] Why you should drop the word “recruiter” from your job title, and what to call yourself instead. Customer Perception and Why Differentiation Matters  The recruitment industry is fiercely competitive at the best of times.  During an economic downturn, the competition is even more intense. One major element affected is price pressure. Without differentiation and unique customer perception, there is a possibility that clients would rather go to where they get the lowest price.  This can lead to the gradual erosion of placement fees. Plamen quoted REC’s (Recruitment and Employment Confederation UK) statistics which shows that last year’s market benchmark on fees is 14.7%. He believes that this

Wed, November 18, 2020

Childhood Friends Who Are Building a Global Recruitment Empire with Offices in 10 Countries, with Dan Matthews and Justin McGuire, Ep # 42

“Our mums were best friends...” When Dan Matthews and Justin McGuire played together as children, nobody could have predicted that they would one day build a global recruitment company with offices in Amsterdam, Brisbane, Dubai, Hong Kong, Los Angeles, London, New York, Perth and Singapore. What makes this story even more remarkable is that as they grew up, Dan and Justin lost touch with one another but both ended up working in recruitment.  By a remarkable coincidence, they both ended up recruiting in the same industry -- advertising, creative, marketing, communications and ultimately they both ended up starting their own businesses, independently of each other. Years later, living in different parts of the world, they reconnected and realized there were incredible synergies to be had by merging their business to become a truly global organization. Episode Outline and Highlights [1:15] Dan and Justin share their origin story - from being childhood friends to merging their recruitment businesses to form DMCG Global. [11:35] The pandemic’s impact on DMCG; how they have adapted their business model to future proof the business and accelerate growth. [17:33] The Licensee model - how Dan and Justin are giving recruiters a turn-key business opportunity to become franchisees and partners of DMCG Global. [24:25] The frustrations and challenges of growing a recruitment company that ultimately inspired Dan and Justin to create their new business model [33:10] On mental health -- Dan and Justin share their own struggles with anxiety and burnout; how Justin “hit the wall.” [41:50] How Justin has billed close to $1m this year despite a challenging market. [50:00] Diversity and Inclusion as a differentiator; the technology platform that enables clients and recruiters to source, select and hire diverse talent. A Radical Remodelling Dan explained how DMCG Global is reinventing their business to encourage peer autonomy, reduce cost and increase revenue. Instead of “employees” they have “partners” -- self-employed recruiters who are effectively running their own business with the benefit of being part of a global brand.  Partners are provided with the technology, systems, back-office support and a dedicated marketing team. Plus ongoing mentoring and a peer community/support network.  centralized support team including digital marketing and back-office functions, and providing a  The support team enables the partners to focus only on recruitment - further motivated by an increased commission structure where they keep 60 - 80% of their billings.  The rationale behind this change? Dan explained: “Under the new scheme, even if someone isn’t billing that much due to the pandemic,

Wed, November 11, 2020

Dare to Be Different - How to Create Your Unique Value Proposition, with Kevin Redman and Matt Halfpenny, Ep # 41

Why should clients do business with you instead of your competition? What do you offer that is genuinely unique? Couldn’t your competitors make exactly the same claim?  Are your prospects able to discern the difference between what you offer vs your closest competitors? It’s not easy to explain how your service is better in a way that is tangible and believable.  Yet it’s critical that you create a “unique value proposition” if you’re going to thrive in a saturated recruitment market - especially during tough times.   In this episode of the Resilient Recruiter, my special guests, Kevin Redman and Matt Halfpenny share their journey - the highs and lows - and discuss how they have differentiated their service from their competitors. Kevin and Matt are owners of the Property Recruitment Company, founded in 2012 with offices in London and Manchester.  Episode Outline and Highlights [1:34] The how and why - Kevin tells the story of how he started the business in 2012. [6:57] Matt and Kevin unveil their “highs and lows” that they had to navigate through as leaders and entrepreneurs. [12:52] A vision of trying to be different and having a unique value proposition. [16:10] Kevin and Matt talk about differentiating themselves from the competition and what you can learn as a recruiter. [29:46] What it means to lead the change in recruitment instead of just catching up. [33:05] How the retained model can provide more options, flexibility, and a better sense of protection to your clients. [41:10] “The CV is dying” - this is a bold statement you should hear more about! [50:00] What the future holds for the property recruitment company “Dare to be Different” Early in our interview, Kevin and Matt shared the vision that they are working to achieve together. It is “daring to be different.” As Kevin puts it, “I think the biggest value in our business and in my world, personally, that resonates with me and our business is ‘dare to be different’… We got to be different. There are thousands of recruitment companies out there who all transfer people into jobs. We got to have a unique selling point. And I think it was exploring what is different.” Matt also added, “The first thing I wanted to do was be different in terms of the clients or sectors we operate in. We didn’t want to go, or stay in, markets that are overly saturated in my view and actually be confident in our niche.” Hear the different ways on how they are able to differentiate themselves from the competition and how you may be able to apply this to your own recruitment business. The “CV is Dying” While discussing how to keep up with the changes in the rec

Fri, October 30, 2020

Want to Bill a Million Dollars? Master These Old-School Techniques, with Douglas Johnson, Ep # 40

In this episode, I grill Doug Johnson on the secrets to his extraordinary success in recruitment.  Listen in as I persuade him to reveal the strategies, skills and techniques he’s developed over the years that have enabled him to generate millions of dollars in placement fees. Old-school sales and recruiting techniques are coming back in vogue during the Covid-19 environment.  Out of necessity, recruiters are going “back to basics” with their business development and candidate generation.  Unfortunately, these classic skills have become something of a lost art. Especially if you started your recruitment career after 2003 (when LinkedIn was founded).  Most recruiters would profit from the wisdom and insights of a veteran who developed their skills pre-LinkedIn era.  Doug is the president of Valor Partners, an executive search firm he founded in 2002. Doug specializes in recruiting leaders in sales, marketing and strategy within enterprise software. He has a particular focus on working with and placing female leaders in tech. Over the last 20 years Doug has placed 600 high performers with companies such as SAP, Microsoft, Salesforce.com, Honeywell, GE, and numerous startups. Prior to founding Valor Partners, Doug spent six years at MRI where he was a five-time top ten account executive of the year, and two-time national account executive of the year. Episode Outline and Highlights [2:40] Doug’s “accidental” career in recruiting and why he wanted to quit every day for the first 3 months!  [7:10] Doug shares his technique for getting referrals - a skill he developed in the pre-LinkedIn era which is just as relevant today. [11:18] Doug’s recruiting call script which is effective in opening conversations with potential candidates [19:10] How Doug went from a rookie to billing $1M two years in a row - the critical success factors . [25:24] An insightful perspective on why the “generalist is dying.” [32:20] The monumental challenge faced when he decided to go out on his own.  [39:29] Doug’s take on our current market and how best to get through this. [46:15] How do you convince a client on why paying an engagement fee makes sense? [51:56] Doug’s story about summiting Mt. Kilimanjaro, and how this experience is transferable to the recruiting business. Doing it Old School - How to be Good at Getting Referrals  Recalling the early years of his career that started in 1997, Doug shared the story of how they looked for referrals before LinkedIn or even before the internet was widely used in the recruitment industry.  “Let’s also remember that way back when you and I got started, th

Tue, October 13, 2020

7 Years to 7 Figures: From Rookie Recruiter to Million Dollar Biller, with Tyler Frisbie, Ep # 39

From working in a recycling facility to becoming a million-dollar biller, my special guest Tyler Frisbie shares his inspiring story on how hard work, building sincere relationships, and staying humble helped him become a successful recruiter today. Tyler is a Managing Partner of Global Recruiters of McKinney (GRN), based in McKinney, Texas. He specializes in recruiting exceptional leadership talent in environmental and industrial sectors globally. Tyler launched his search firm in 2012, with no prior recruiting experience, and has become the number one office in his network. Episode Outline and Highlights [1:23] Tyler reveals his amazing story leading up to his recruiting career. [16:49] Tyler didn’t close a deal in the first 6 months - here’s how he stayed positive and turned things around. [21:18] Always be open to opportunities - hear how attending one event became a game-changer for Tyler’s recruitment business. [32:28] How relationships and connections enhance your brand. [40:40] Becoming selective - why you should not be afraid to say NO to business. [56:47] Memento mori - how remembering our own mortality can help us make better decisions and live a good life Tyler’s Journey from Garbageman to a Million Dollar Biller Driven by his motivation to support his family, Tyler’s story is amazing in terms of his transition from working in a recycling facility to becoming a million-dollar biller. He shared his struggles when he started working while in high school, doing several jobs while attending night school. It took him eight years to get his degree, but the challenges he overcame laid the foundation for his future success.   Do Not be Afraid to Say No to Business One of Tyler’s key learnings is to eliminate the fear of saying no. “From early in my recruiting career… I say yes to everything. I wanted to get experience and I learned a lot of hard lessons in doing that. Working for cheap and working for … people that I didn’t like.” In hindsight, Tyler appreciated the value of being selective in the assignments to take on for his business.  “There is so much power when you say no. It really shifts psychologically. I think in the minds of people you are saying no to, and in your own confidence.” Hear how Tyler applies the above principles especially on fee negotiation and other aspects of his recruitment business. Tyler Frisbie Bio and Contact Info Tyler is the Managing Partner of Global Recruiters of McKinney (GRN), based in McKinney, Texas. Since 2012, he has been recruiting exceptional leadership talent in environmental and industrial sectors globally. He is a member of The Pinnacle Society since 2019. Tyler’s route to becoming a big billing recrui

Tue, October 06, 2020

How to Ignite Your Recruitment Career in Tough Times, with Kris Holmes, Ep #38

As a recruitment business owner, how do you balance internal operations while strategically generating revenue? In this episode, my special guest Kris Holmes shares fascinating insights and ideas on internal operations - from rewards and compensation, peer to peer evaluations, and culture.  Kris is an executive recruiter and partner at the O’Connell Group, which is a leading search firm in consumer marketing and market research. She is also the best-selling author of Ignite Your Career! which is a book she launched in July 2020. Before becoming a recruiter, Kris worked for a decade in consumer marketing with companies like Johnson & Johnson and Kraft Foods. She is also a member of the Pinnacle Society which is a consortium of industry-leading recruiters in North America. Episode Outline and Highlights [2:19] Kris shared the biggest challenge she’s faced in her 25 year recruitment career.  [14:10] Internal recruitment is a major challenge for recruiting firms - what are some best practices and KPIs? [20:06] How to manage internal operations while strategically generating revenue. [23:46] An insightful approach to rewards and compensation. [30:26] Peer to peer evaluation - effective metrics to measure performance. [33:25] The four steps O’Connell Group are taking to face the C19 challenge. [37:30] How to add new revenue streams including coaching services. [40:00] What inspired Kris to write Ignite Your Career ? [44:45] The “One-Two punch” business development approach.  [48:00] Stoicism - its relevance today for recruiters. Insights on Recruiter Compensation, Company Culture and the Power of Peer to Peer Evaluations In this episode, Kris was able to share insightful approaches on different aspects of managing internal operations. One of the best practices she shared is the compensation program that they implemented that effectively rewards the “superstars” or their high performing recruiters. She also shared their practice of peer to peer evaluations, on which they evaluate each other’s performance using at least 20 peer metrics! Hear this fascinating idea from Kris. Although the mentioned practices sound like it would create a very competitive environment, you might be surprised at how O'Connell is able to inculcate a very nurturing and supportive culture for its employees. This has fostered fantastic staff retention and enabled some of their employees to stay with them for more than 15 years. Game Plan to Address the Challenge of Covid19 How does Kris plan to lead O’Connell Group through the C19 crisis successfully? This is

Thu, October 01, 2020

Multiple Streams of Revenue, Moving to an RPO Model and Managing Negative Emotions, with Tish Conlin, Ep #37

To thrive in tough times requires us to embrace change and make adjustments - both in terms of our business model and our mindset. In this episode, my special guest, Patricia (Tish) Conlin shares how she was able to future-proof her recruitment business and create multiple revenue streams.  She also shares one of the most difficult times in her life, when she felt like she’d “hit the wall,” and the step-by-step process she used to manage her emotions, rebuild her business and ultimately reach new levels of success and fulfilment... Tish is President of Global Consulting Group Inc., based in Canada. She has delivered strategic Talent Solutions to build great teams for her clients for over 25 years. During that time, Tish has produced millions of dollars in fees and built an office with 20 people at its peak.  Fortunately, prior to the pandemic, Tish had already moved to a remote working environment with a small team of full-time and part-time employees.  In addition to running her recruiting firm, Tish is an international speaker, author, and trainer delivering educational and engaging programs to boost performance and build tomorrow's leaders. Episode Outline and Highlights [4:06] How and why Tish started her recruiting firm. [11:12] Hitting the wall - Tish shares the story of an especially difficult period in her life and business and how she turned things around. [17:00] Three practical tips to rebuild - changing our personal reality, micro-goal setting, and transitioning from negative emotions. [25:43] Creating multiple revenue streams by adding soft skills training - both live group training and online learning - for her corporate clients globally  [31:20] The shift from contingency recruitment to a retained business model [34:45] Getting money upfront! Moving to an RPO model / winning Managed Service Agreements with two tech clients who outsource all recruiting to Tish’s firm [42:06] Why this is a great time to retool and continuously learn. [44:05] How being a blackbelt martial artist translates to the recruitment business. Hitting the Wall and Going Through Tough Times During the global recession of 2008, Tish had a very chaotic journey of not only struggling in business but also having to take care of her husband’s and mother’s health as well as caring for her two kids. Despite the difficulties and overwhelming situation, Tish took action to focus on what she can do to bring things in order. Listen to how she turned these challenges into inspiring stepping stones to success. Recent studies show that the key to success is more than intelligence (IQ) and emotional quotient (EQ). Adversity quotient (AQ) plays a major f

Wed, September 23, 2020

Failing Forward: The Recruitment CEO Who Embraces Mistakes As Stepping Stones to Success, with Nick Price, Ep # 36

Most people are afraid of failure. Especially in recruitment, we’re very focused on achievement -- making placements and hitting sales targets.  We’re concerned about how we’re perceived by clients, candidates, coworkers, friends, and family.  We naturally want to project an image of being a successful person.  In reality, success is like the tip of an iceberg. Beneath the surface, success is built on a vast multitude of challenges, mistakes, failures and struggles. In this episode of The Resilient Recruiter, my very special guest, Nick Price, shares his perspective on why he celebrates his mistakes and downplays his successes.  Nick is the CEO of Bright Purple Resourcing which he co-founded in 1995. They are headquartered in Edinburgh, with 25 staff specializing in placing technology change and transformation professionals. Listen to the entire episode and hear Nick share a number of critical mistakes that he made during his 25 years in business -- and why he believes those setbacks have been stepping stones to sustainable success. Episode Outline and Highlights [3:30] Nick shares his recruitment journey and the biggest challenge he dealt with as a CEO. [14:58] Nick’s perspective on business growth - and why he prefers to remain small. [18:06] A mentor’s insight on “big pitfalls” that new business owners should avoid. [27:50] What it means to stick to the core of your recruitment strategy. [30:14] Why Nick turned down a big offer to buy his business. [35:13] Hear about “Fvck Up Nights” and Nick’s views on success Avoid the Mistake of Not Making Mistakes Nick is a mentor to several founders of start-up technology businesses. When asked about what advice he can give to those aspiring to be recruitment business owners or those who are new to the industry, he believes that learning from mistakes is essential.  In his words, “I suppose the important thing is that they make the mistakes. One of the things I am a firm believer in is if we don’t try and take those risks, we will never know.” Listen to the entire episode and hear Nick share a number of critical mistakes that he made and why he believes it is key to him successfully running his 25-year-old business. Why We Learn More from “Commonality of Failure” Nick also shared a very interesting perspective on why he’s sick and tired of hearing “success secrets” from ultra-rich entrepreneurs and self-appointed experts.  “I am 59, I am not a young recruiter anymore… I still have the spark and energy when I entered this industry. But what happens when you get older is you start to realize that the people who tell you how successful they are -- and how they can afford their Ferraris and Lamborghinis and their yachts etcetera -- th

Tue, September 15, 2020

Inner Grit: The Traits of a Big Biller, with Jeremy Sisemore, Ep #35

Why do some recruiters bill $200k while others bill $750k in a single year with similar work ethics? This is a question that my special guest, Jeremy Sisemore will answer in this episode of the Resilient Recruiter.  In Jeremy’s words, “luck has nothing to do with it.” Jeremy is the founder of ASAP Talent Services and has been a leading IT Executive Recruiter for 20 years, achieving $14 million in personal production during his career.  In this interview, Jeremy gives an in-depth overview of his business development process, including some fantastic verbiage for handling objections.  Plus, we explore the mindset required to create sustainable success and longevity as a top-producing executive recruiter.   Episode Outline and Highlights [2:56] How Jeremy became “Rookie of the Year” at MRI. [10:30] Jeremy breaks down his business development process. [15:53] Jeremy shares his exact verbiage for handling the objection from HR/Talent Acquisition, “Don’t talk to the hiring manager.” [23:10] How to use “transitional statements” when selling - e.g. “If I, Will You?” [28:30] The impact of niche / specialization on your success as a recruiter. [32:10] Business development and marketing - volume vs quality. [44:30] The top 3 digital marketing strategies for generating inbound business. [55:38] How do you channel your inner grit? On Niche and Specialization One of the key catalysts in Jeremy’s success is when he understood the importance of niche and specialization. When he attended an event, a very successful co-participant in his field gave him advice on setting himself apart. How much of a big difference did it make? It increased his fees from $320k to $450k just in one year. Jeremy is convinced that specialization is a game-changer and a significant factor why some recruiters are more successful than others. In Jeremy’s words, “How can some people do three to four to five placements a month when someone else can only do one or two a month? Well, that is one of the key lightbulb moments. The epiphany moment that said ‘I feel like I’m working super hard and I billed this, how come that guy over there is billing that?’ Well, that was one of the things.”  Channeling Your Inner Grit Jeremy’s early life played a major role in his current success and why he has such a solid grit. Growing up poor, and small for his age, in rural Texas taught him not to give up and to fight for everything he is going to get. This shaped his character and explains how he deals with unwelcome circumstances as a recruiter.  “Our early life helps to make us who we are. How do you channel your inner toughness? In this business, it’s a big th

Wed, September 02, 2020

To Increase Recruitment Profits, Focus on What You Do Best, with Maarten van der Kwaak, Ep # 34

What are the parts of your job you’re best at?  What are the things you don’t enjoy or aren’t very good at?  How much of your time and focus is devoted to just those few things you’re best at, versus all the other tasks that eat into your day? This self-awareness of one’s strengths and limitations, together with a conscious decision to specialize with laser focus, have been key to the success of serial entrepreneur Maarten van der Kwaak.  In this episode of the Resilient Recruiter, I had the opportunity to talk to Maarten, co-founder at MatcHR, Apollo Executive Search, ConsulantcyExit, Legal Top Talent, and The Legal Bench. Surprisingly, Maaten started his first recruitment business while still in university studying law, recruiting his fellow students and placing them with law firms.  On occasion, he would find himself recruiting people while chatting with them in bars!  Later, he kept his recruiting firm going as a side-hustle while working full-time as a management consultant for an international strategy consulting firm. Since then he’s founded or invested in multiple start-up businesses in both recruitment and technology.    Maarten shares his wisdom on self-awareness, specialization, transparency, and really valuable insights about successfully running your business even in this time of difficulties. Episode Outline and Highlights [4:41] Maarten’s insight on getting quickly into profit from the startup phase. [10:17] On specialization - hear the big difference between sourcing and recruitment. [16:00] How Maarten successfully applies specialization within his different business lines. [29:02] Thoughts on marketing - lessons learned on video outreach campaigns. [38:22] What made Maarten decide to choose a career in recruitment. [51:48] How MatcHR adjusted when the coronavirus pandemic hit. [1:02:00] What special quality can help strengthen company culture during this pandemic? Applying the Concept of Specialization Given that there are many different types of activities in a recruitment business, Maarten shared his insights on how to apply the idea of specialization. His analogy is to compare the business in a production facility. “If you would have so many different activities in a production facility, you would have a dedicated person for each activity. But what we do in this industry, we say to one person, ‘These are all the activities, please go ahead and be successful at all of them.’” From there, he elaborated on the difference between the skills of sourcing versus recruiting which further emphasized his point on the importance of specialization. “If we specifically pick out the responsibilities of the sourcing part, if you look at s

Tue, August 11, 2020

How to Turn Challenges into Opportunities for Personal and Business Growth, with George Atuahene, Ep #33

“This is a unique opportunity. We have a choice here. We can either sit back and wait for this whole thing to blow over. Or we can go on the offensive.  We can have the mindset that there are companies that are going to be hiring, despite the pandemic, and we’re going to find them.” Meet George Atuahene, Founder and Managing Director of the Kofi Group.  George’s parents wanted him to study medicine. Instead, he dropped out of college to pursue a career in sales, eventually becoming a recruiter instead of a doctor. Were they disappointed when he broke the news? “Their first reaction was not positive… but after they saw that I was very determined to go a certain way they decided to throw their support behind me and they’re pretty happy with what I’ve done so far.” What has George accomplished so far? In 2018, he billed $500,000 in perm fees and decided to shift his focus towards building recruitment teams around the country. He currently leads two recruitment teams in San Francisco/Silicon Valley and New York City, with plans to scale Kofi Group to 50+ recruiters by EOY 2025. During this pandemic where the vast majority of recruitment firms are in difficulty, George’s business is bucking the trend.  In this episode, George shares the mindset and practical steps he took to maintain his firm’s revenue at pre-COVID levels and continue winning new business. Episode Outline and Highlights [4:54] George talks about competing in Taekwondo and its parallel with recruiting. [9:15] Why George dropped out of college to pursue a career in sales. [19:26] Two critical success factors when starting a recruitment firm.  [26:00] George explains his chosen niche, it’s unique advantages and challenges. [32:50] Solo practitioner vs building your team - What are the factors you should consider? [36:07] The three biggest lessons George learned while building his team [45:39] Two significant factors that have helped Kofi Group to maintain their billings during the pandemic. [56:46] Best practices in managing content marketing. Don’t Start a Recruitment Business Unless You’re Willing to Work 10x Harder When George started his recruitment firm, the first couple of years were tough.  A lot of people start their recruiting firm with the goal of having more freedom.  But George believes that starting your own business requires you to work ten times harder compared to being an employee. In his words, “If someone wants to start their recruitment firm and they expect to have freedom in the first couple of years, I tell them not to do it.” “I would get up, first thing in the morning, get ready for about 10 to 15 min

Mon, August 03, 2020

How to Build a 7-Figure Search Firm with a Small Virtual Team, with Rob Bowerman, Ep #32

When I ask recruiting and search firm owners, “what is your Vision for your business?” the answer is often a variation on the following theme. They tell me, “Mark, I don’t want to build a large firm with hundreds of employees and huge overheads.  I’d much rather have a small, high-performing team so we can generate 7-figures while keeping overheads low and staff management issues to a minimum.”   Of course, that’s easier said than done.  Few in our industry manage to make the leap from 6-figure solo practitioner to the 7-figure firm owner.  After all, hiring and managing remote employees can be a real challenge.  For many, the additional hassles and headaches involved are not worth the effort.  Yet if you get it right, the rewards are obvious.  How do you set things up so the business runs like a well-oiled machine? To answer that question, I invited Rob Bowerman to share his experiences as someone who’s successfully made that journey.  In this episode, Rob talks about his transition from being an executive recruiter to building his own recruitment team. Rob shares his best practices and as well as the hurdles he’s faced, giving practical insights on several key business issues, from managing your workload to managing staff turnover.  Rob started The Bowerman Group (TBG) in 2009 after having been a successful Executive Recruiter since 1994. TBG serves the retail industry, particularly specialty on luxury brands, and has developed long-standing relationships with many respected American and European designer apparel, accessory, jewelry, and home furnishing companies. Rob currently serves as the President of The Pinnacle Society, the premier consortium of industry-leading recruiters in North America. Episode Outline and Highlights [1:33] Rob talks about the Pinnacle Society and why he got involved [9:30] How the Bowerman Group is dealing with the current challenges brought about by the pandemic. [13:46] Lessons learned from starting his firm in 2009 during a recession. [21:26] Two critical elements of managing a team remotely. [26:20] Should you stay as a solo practitioner or should you build your own team? Listen to Rob’s great career advice. [28:40] Managing your workload - the formula for when to outsource certain tasks. [32:41] How to avoid hiring mistakes and high staff turnover - a common challenge faced by the many recruitment business owners [35:55] Rob shares his greatest achievements and biggest hurdles. Effectively Managing a Small Virtual Team Even before the pandemic, Rob has been successfully running a small virtual team. When discussing best practices on managing a team virtually, he gave two key pointer

Tue, July 28, 2020

Protecting Your Team's Mental Health While Scaling Your Search Business, with Paul Hallam, Ep #31

Recruitment is a tough job. High pressure and long hours are the norm, combined with extreme emotional highs and lows.  It’s no wonder that burnout has always been a big problem in our industry.  Now the issue is compounded by the coronavirus pandemic, which has brought increased anxiety and feelings of uncertainty.  How do you build a high-performing team while taking care of your employees’ mental health and well-being - especially in this time of crisis? My special guest, Paul Hallam is a founding member of Six Degrees Executive, Australia’s leading independent, specialist executive recruitment consultancy.  In this interview, he shares how they grew to net fee income of $25 million AUD a team of 85 people in 3 offices, while placing mental health and well-being at the heart of their people strategy.  Listen as Paul reveals Six Degrees Executive’s holistic approach to ensuring that their employees’ well-being and mental health are protected.  Hear simple yet effective practices that they apply to ensure that people in their recruitment business are “doing OK.” Episode Outline and Highlights [1:20] Paul shares how they are dealing with COVID19’s impact on their business. [6:00] A holistic approach in addressing your employees’ health and well-being. [14:50] Paul shares three key success factors that enabled him to scale his business to 85 people and $25M. [26:05] Paul’s valuable insights on people retention and diversity and inclusion. [37:02] Best practices for planning and creating business strategies. [40:49] Specific investments in technology that enabled Six Degrees to amplify their success. A Holistic Approach to Addressing Mental Health For Paul, the mental health and well-being of his people is the most paramount thing.  Paul shares, “The hardest and toughest day of my life in Six Degrees’ history was when I had to tell people that one of their team members… had taken his own life. We had always been conscious of people’s mental health, but when something like that happens, mental health is probably the most important that we look at when looking after people.” At Six Degrees, they make sure that people are not worked to the bone, not working too hard but have a really good balance in life. They would even enforce vacations if people haven’t taken the holidays they’re entitled to.   In Australia, annually on the second Thursday of September, they hold what they call R U OK? Day which encourages Australians to connect with people who have emotional insecurity, address social isolation, and promote community cohesiveness.  For Paul, it is “not just asking are you okay, but asking second and third questions and also educating people to make sure they see the signs

Tue, July 21, 2020

How to Open Doors and Build Relationships at C-Level, with Natasha Makhijani, Ep #30

Reaching out to new clients can be intimidating, especially when the person you want to speak to is a senior executive. What mindset should you possess in order to have the courage to contact key decision-makers? My special guest, Natasha Makhijani has been extremely successful at opening doors at C-level. She’s won major accounts such as British Airways, DHL, Royal Mail, Engie, Mitie, and many others.  What makes this accomplishment even more impressive is that she started her recruitment company working by herself from the spare bedroom of her parent’s house.  In this interview, she shares her strategies and best practices for new business development.  Of course, winning a piece of work is one thing - but being able to consistently over-deliver against the client’s requirements and developing those accounts is quite another matter.  Especially when the client asks for the near impossible -- in one case Natasha and her team filled 150 roles for a client, completing executive searches within 2-3 weeks and lower level roles within 2-3 days.   Natasha also shared proven strategies for building relationships with your clients and how it relates to long term thinking.  Her approach to building relationships has led to some of her clients becoming friends and mentors. Natasha is the CEO of Oliver Sanderson Group PLC and Co-Founder of Snapp CV Group PLC, a mobile job app and video platform. Oliver Sanderson is a dynamic brand in Executive Search & Selection who look after Perm and Interim assignments to FTSE 100 & 250 clients. They offer retained, exclusive and contingent end to end recruitment in a variety of disciplines and serving major UK & Global sectors. Episode Outline and Highlights [1:23] Natasha shares her main strategy to open doors for opportunities. [7:10] How long term thinking is inter-related to building relationships with clients. [33:44] Best practices to apply when reaching out to C-level executives. [36:50] Growing too quickly too soon - Natasha talks about her learnings. [41:50] How Snapp CV applies innovation and artificial intelligence. [49:45] Natasha discusses the biggest challenge in her career The Key that Opens Doors to New Opportunities When Natasha started her recruitment business nine years ago, she was a one-person business who was able to break into major blue-chip companies, being given C-level roles to fill. How was she able to get such opportunities? For her, the main key is being genuine when building relationships. When building her network, she doesn’t “go in with the premise that she wants the business.” This is how she puts it: “My biggest strength has always been opening a door...I call it networking and building relationships and just being

Mon, July 06, 2020

Why Executive Search Firms Must Innovate to Remain Relevant, with Mike Brennan, Ep #29

In these challenging times, staying the same just won’t cut it. Rather than just battening down the hatches and weathering the storm, what strategic changes can you implement now so you emerge in a position of strength? My very special guest, Mike Brennan shares his thoughts on why redesigning your service offerings is key to success in this challenging environment. Learn how Mike drives innovation to become relevant as a partner to his clients. Mike joined Norman Broadbent Group Plc as a ‘turnaround CEO’ in 2016. With his team, Mike has repositioned the Group as a leading Professional Services firm focussing on Talent Acquisition & Advisory Services. In 2018, the business posted its best annual revenues in over a decade, and in 2019 returned to profit. Episode Outline and Highlights [4:53] Why the executive search market needs to up its game. [9:35] How innovation helps Norman Broadbent achieve a 95% closure rate. [13:00] What is the main challenge with traditional executive search firms? [14:50] What can you do to be relevant as partners to your clients? [21:11] Three best practices to get you through these difficult times and be in a position of strength  [38:24] Mike shares pivotal moments in his entrepreneurial journey [44:03] What significant values contribute to Norman Broadbent’s success? [47:45] Hear Mike’s answer to this question: “If you could speak to your younger self, what advice would you give to that young entrepreneur?” Innovation and Why the Executive Search Needs to Up its Game According to Mike, there hasn’t really been anything innovative happening in the executive search market since 1965. He is both a fan and critic of search, and he believes that it has not evolved or developed as much as it should have done. This is how Mike puts it: “I think traditional search has become very transactional.” He added, “There is a frightening statistic, that 37% of all executive search assignments fail in the UK. So if you think about the market in the UK is worth about £1.5 Billion a year, that’s half a billion in wasted spend every year. That’s indefensible. At Norman Broadbent, we’ve got 95% closure rates. We work hard to see how we can mitigate all the risks in the search process. And how can we make sure that there’s a successful outcome.” Mike is a strong believer in innovation and being relevant as partners to clients. Listen to his best practices especially in these difficult times when recruitment businesses are hurting. Living in a “Darwinian Moment” - Covid’s Impact on the Recruitment Industry Mike and I discussed the impact of the coronavirus to major businesses and specifically to the recr

Mon, July 06, 2020

Recruiter Midlife Crisis: Boredom, Burnout and Reigniting Your Passion, with Sharon Hulce, Ep #28

In these unprecedented and challenging times, a recruiter can easily lose sight of the “why” and fall into the trap of boredom and burnout. How do you recover from burnout and reignite your passion? My special guest, Sharon Hulce explains how creativity and continuously reinventing yourself can help you overcome these challenges.  Sharon is the president of Employment Resource Group Inc. (ERG) in Wisconsin and has twenty-four years of expertise in Executive Search specializing in placing outstanding leaders. She has won numerous awards including MRI’s Person of the Year and also Account Executive of the Decade. She is also a Forbes Author who recently published her book, “A Well Done Professional Midlife Crisis: How To Bleed Passion & Energy Back Into Your Career”. Episode Outline and Highlights [2:07] Sharon shares the story behind her book, “A Well Done Professional Midlife Crisis”  [7:18] How do you fight “recruiter’s burnout?” [12:29] Running a desk during a crisis - three specific steps you can take. [25:00] How do you uncover an MPC’s real value? [29:07] How inbound marketing is changing the landscape of the recruitment industry. [31:07] Hear the four “buckets” that Sharon applied in order to generate more inbound leads. [41:10] Sharon explains her company structure and how it works. [48:22] How Sharon shifted from contingent to retained search. Resilience in This Time of Crisis In this challenging environment, many recruiters can easily forget their “why.” What helped Sharon operate during times of crisis? As she puts it, “I have been through two recessions, 9/11, and now a pandemic. So, in my career, I’ve been through a lot. The one thing that I think has made us resilient and stay optimistic and energetic, and actually continue to build through all of this is really understanding what does value mean for your customers.” Hear three specific steps she took to stay in shape during times of crisis.    Shifting to a Retained Search Business Model Sharon has been doing a retained search business model for 18 years. I am an evangelist of the retained model for the benefits it brings to the client, candidate, and the recruiter. However, shifting to this model from a contingent business model can be challenging to some recruiters especially if their client would prefer the former.  How did Sharon come about shifting to the retained search? “I had worked a contingent desk for just shy 17 years… The day I decided I wasn’t doing it any other way [shifting to retained] I lost my top 3 clients. So fifty percent of my business went away. And I held my ground… I said listen, “You have changed

Fri, July 03, 2020

4th of July Special: Boris Epstein On Company Culture, Values and Growing to 150 People, Ep #27

With the paradigm shift of working remotely in a distributed setting, how do recruitment businesses create a cohesive culture for their employees? In this episode of the Resilient Recruiter, my special guest Boris Epstein shares how he managed to build a company culture consistently aligned with their values while rapidly growing his business to 150 people in three and a half years.   In line with the 4th of July Independence Day celebration, hear how values and company culture, recruitment service differentiation, and value proposition development can give a sense of independence and self-sufficiency to your recruitment business. Boris is the Founder & CEO of Binc, the technology industry’s dedicated flexible recruiting team. Winning best workplace awards two years in a row, their clients include big names such as Paypal, Tesla, Airbnb, Pinterest, DropBox, just to name a few.   Episode Outline and Highlights [3:00] Binc’s service model and what makes it effective  [11:46] How to create a cohesive culture when your employees are distributed. [17:58] Values alignment - how to infuse your business values with different levels of accountability. [20:10] Shifting to a remote culture - how to train your people while promoting camaraderie in a distributed setting. [29:00] From startup to 150 people in three and a half years - how to manage a very fast level of growth [37:04] Boris shares their current challenges during the coronavirus pandemic economy [43:11] How to maintaining your culture in these challenging times [50:23] Boris shares best practices in recruitment differentiation    Building Your Business Culture with Values Boris strongly believes in building a cohesive culture despite his business model, on which employees are distributed in different locations. How do you create such a culture? Values development. For Boris, consistent alignment with your values creates a strong sense of unique business culture. As Boris puts it: “Values are really big. To define our values it took quite a bit of time, it took almost nine months to define our values. The right words, the right level of resonance. Then once you define your values, it’s ‘what are the ways we can make these values visible?’ How are our values visible in business development? How are our values visible in our review and promotion cycle? How are our values visible in our client engagement? Once you go through that exercise, you could very clearly see, oh this value is very visible here. This value is not very visible here.”   Recruitment Differentiation - How to Develop a Clear Value Proposition To stand out from compet

Tue, June 30, 2020

Canada Day Special: How the Rogue Recruiter Closed 1100 Searches, with David Perry, Ep #26

Success in any field is found in knowing your worth, being generous in giving credit, and proactively seeking to bounce forward no matter what setbacks come your way. My special guest, David Perry, perfectly illustrates these ideas through some entertaining and inspiring personal stories. Known as the “Rogue Recruiter”, David is the Managing Director of Perry-Martel International, an Ottawa-based staffing and recruiting company that places executives in technology, real estate, and construction. Perry-Martel has been featured in Inc. Magazine, Wall Street Journal, HuffPost, and Washington Post, to name just a few. Listen in and discover why David lives by the saying, “Why bother to think about what you can do when you can just go and do it?” Episode Outline and Highlights [03:01] How Perry-Martel worked its way to over $100 million in placement fees [10:10] The amazing story behind David and Jay Conrad Levinson’s book Guerrilla Marketing for Job Hunters [24:43] A primer on David’s online job hunting platform My New Job Hunt [46:25] How David was able to continue working while recovering from a stroke [52:34] Penning the second edition of Guerrilla Marketing for Job Hunters [55:40] David’s philosophy on taking action [57:44] The impetus behind David’s next book Hiring Greatness [1:00:01] How to use “The Starbucks Coffee Cup Caper” job search tactic [1:05:48] Using Facebook Ads effectively Experiencing Greater Success with Grit and Humility Threats of lawsuits never slowed David down. Neither did a life-threatening stroke. The former situation led to his growing Perry-Martel to over $100 million in placement fees. The latter led to his adding 80% of new material to the second edition of his book Guerrilla Marketing for Job Hunters . In his own words, “Why bother to think about what you can do when you can just go and do it?” In addition, David eventually came to enjoy the freedom of doing things for the betterment of his stakeholders “just because I can”. By focusing primarily on what you get out of any big endeavor, you will end up falling short of doing the best that you would otherwise be capable of if you, instead, left your ego at the door. Says David, “It’s amazing what you can accomplish when you don’t care who takes the credit.” The Starbucks Coffee Cup Caper David brings up the unique job search tactic known as “The Starbucks Coffee Cup Caper” (originally “Tim Hortons”). You, the recruiter, would walk into Starbucks and ask an employee for ten (clean) empty paper coffee cups. Go to Staples and buy ten mailer boxes. Put together your Guerrilla one-page resumé. Along with this, write your Guerrilla one-page cover letter, which will tell your prospective employer that you wish to discuss possible solutions to their company’s problems over coffee. Take both

Fri, June 26, 2020

How to Build a €130M Staffing Business in Emerging Markets, with Gerard Koolen, Ep #25

If you have ambitions to scale your staffing business, it’s important to understand both the opportunities and challenges involved. Even if you don’t plan to grow a huge recruitment business, I suspect you’ll learn a lot from my special guest, Gerard Koolen.  Gerard is the owner of Lugera, a multinational recruiting and staffing agency operating in 9 countries in 30 offices with 400 internal staff. In this interview, he shares the highs and lows of his entrepreneurial journey that lead to building a €130M Staffing Business. Gerard holds nothing back and Gerard reveals his strategies, mindset and philosophy of investing in both people and technology. Episode Outline and Highlights [2:56] Two key factors that lead to Lugera becoming the #1 agency in its area [4:44] How and why Gerard started a recruitment company [12:00] The benefits of doing business in Eastern Europe [15:17] The challenges and pitfalls of growing fast [20:50] When is the right time to expand your recruitment business? [25:40] How to inspire incredible staff loyalty [28:20] Growing through acquisition - hear strategies that worked [35:40] The value of investing in technology [44:04] Gerard shares the biggest lesson learned in his career Marrying Recruitment and Technology Gerard is a firm believer that innovation is key and sees the value of HR technology, especially with his own staff. Instead of focusing on repetitive tasks, technology helps his sales staff to focus on selling. As he puts it: “Technology helps us to do much more than without technology. We really learned the great lesson that when you are in recruitment, even if you have so many great people working for you, help them with great technology.” A great example that Gerard shared in our conversation is how he came about developing STAA, or Sales and Talent Acquisition Application. Nobody in Silicon Valley wanted to invent the technology to cater to the idea Gerard was presenting, and so he was forced to have it developed on their own. After spending more than €1.5M and 4 to 5 years of development, it finally went live. What was the result? In Ukraine alone, they were able to triple the number of placements.  Increasing Employee Loyalty  Back in 2009, Gerard was forced to let go of 100 employees in Romania due to the economic crisis. The next day, it was amazing 30 people came back, saying that they still want to help and they will work for free. They were eventually rehired, and because of their help, they were able to maintain their revenue. What created such loyalty in the team members that they were willing to work for free? This is wh

Thu, June 18, 2020

Father's Day Special: Bringing Honour Back to the Recruiting Profession, with Richard Hoon

How does having a sense of honour help you build relationships at the highest level in your recruitment business? In this episode of the Resilient Recruiter, my guest Richard Hoon will share his perspective gained from a successful 25-year career in recruitment.  Richard is the founder and CEO of I Search Worldwide and has been a C-Suite search practitioner for over two decades. He is also co-founder and Chairman of the Advisory Board of Validus, a fintech company that is now worth more than $100m. Richard is also the Chairman of the Centre for Fathering & Dads-for-Life, a 20-year-old charity in Singapore. This is very timely for our parent listeners for the upcoming Father’s Day weekend. Although not related to recruiting, if you are a parent or planning to be a parent sometime in the future, I am sure you will find value in Richard’s wisdom on this topic.  Episode Outline and Highlights [3:16] Centre for Fathering & Dads-for-Life: two approaches to eradicate fatherlessness. [9:50]  Richard’s key achievements [13:11] How to manage a large business when you can’t be everywhere at once. [14:10] Bringing honour back to the recruitment industry [18:24] Why we need to shift from contingency to pure retained model [23:00] How to handle challenges when dealing with internal recruiters and HR [36:30] Never too late to start from zero - how Richard co-founded a fintech company  [39:42] Philosophies and strategies when building a larger business. [49:52] How art collecting it influences your thought and creativity Centre for Fathering & Dads-for-Life Richard is the current Chairman of the Centre for Fathering & Dads-for-Life, a 20-year-old charity in Singapore.  What is the charity about? In Richard’s words: “The goal is to eradicate fatherlessness. Every child born has a father, but the father is not present, is not engaged, not actively contributing to the family. So the child grows up fatherless. Our job is to encourage fathers to be more active and engaged with their children.”  In order for them to address fatherlessness and the negative impact on children, they take preventative and intervention approaches. “We do events, we do programs, we do training, we do father and child bonding camp, we encourage national events like eating with your family.” Bringing Honour Back to the Recruitment Agency Richard believes that having partners that you can trust with the same long-term philosophy is important when you are managing your business, and so is being honourable. For Richard, having those who value honour in the recruitment business is really a minority. “The recruitment bu

Mon, June 15, 2020

Reinventing Recruitment: Fixed Fee and Pay Hourly Pricing Models, with Craig Watson, Ep #23

As a recruiter, it is important to have a unique value proposition to be successful. In this episode of The Resilient Recruiter, my special guest Craig Watson is challenging the accepted paradigm of how recruitment services are sold and delivered. His business model is disruptive, either you are going to love it or hate it.  If you are a third-party staffing and recruiting agency, you may feel threatened by Craig’s business model. But setting emotions aside, listen to how his innovative thinking is reimagining the talent acquisition process. Craig Watson is Founder & Director of Recstra, which to his words, “a community of freelance recruiters who are changing the face of recruitment forever.”  Craig actually comes from a traditional agency background with over 20 years of recruitment & sales industry experience. Episode Outline and Highlights [5:22] Why Craig launched a weekly podcast (Tapod) and four key pointers on what makes it successful. [8:19] How hosting or listening to podcasts adds value for recruiters  [17:50] The Recstra business model and how it is challenging the norms of a recruitment agency model. [34:24] Will the traditional recruitment business model eventually lose its place in the market? [48:48] “Recruitment is Dead” - why Craig wrote a blog with this title and what it means for you as a recruiter. [56:21] Craig’s volunteer work as a Lifesaver “Hey, Can I Buy You a Coffee?” Craig and I believe in the value of learning and how being exposed to topnotch people with great ideas adds value. As Craig puts it, “If you are the smartest person in the room, you are in the wrong room... It is important to find people who are doing a really good idea or really good ways of doing it, ask to buy them a coffee, sit down and be honest and try to get some more information and learn something.” Relating his experience with Max Walker, a Cricket celebrity in Australia, and Max’s philosophy on why he always makes time for people. “You know what Craig? If anybody ever asks me for coffee, I would bite the handoff to take it. The worst thing I am ever going to get out of that is free coffee, and the best thing is I might learn something.” Getting Recstra from Concept to Reality Recstra is a platform with a community of experienced, freelance recruitment consultants. Clients receive high-quality recruitment services while achieving significant cost savings. How did he come up with that concept? Craig said that “Recstra was born out of a need to have a point of difference for me to be successful.” After doing a data study of why recruiters are leaving the industry, he found out that 28% of recruiters left because they either wanted more work-life balance and flexibili

Mon, June 08, 2020

Craig Picken's Journey From Naval Aviator to Big Billing Solo Recruiter, Ep #22

If the ability to perform under pressure is a pre-requisite for success in recruitment, then it’s no surprise that Craig Picken has reached the peak of our profession as one of the top-producing recruiters in the United States. Eight years’ experience as a decorated Naval Flight Officer – with more than 100 combat missions, 2,000 hours of flight time, and 325 aircraft carrier landings – was perhaps the ideal proving ground for Craig’s later career in recruitment.   Craig is the co-founder and the managing partner for the Northstar Group which is a boutique executive search firm based in Wilmington,  North Carolina. Since 2009 Craig has concluded several hundred executive-level searches in leadership, sales, and operations for some of the most prominent companies in the aviation and aerospace industries. Episode Outline and Highlights [1:36] Craig’s background: from being a naval pilot to being a recruiter. [6:06] Three main skills from Craig’s naval career that are transferable to the recruitment business. [14:50] Dealing with a very difficult client - hear how it was handled professionally.  [21:30] Long-term business perspectives that you can apply during this pandemic. [31:45] Craig speaks about the biggest challenges in his career. [34:40] The story of how he once got fired -  and how it led to a making a fortune in two different industries  [44:45] Craig’s strategy on how to handle recruitment business downtime due to an economic downturn. [53:50] Craig discusses the value of doing a podcast and other ways he is connecting with his audience. “ How to Fly When Your Airplane is on Fire” During the interview, Craig recalls several instances where sudden unexpected airplane system malfunctions endangered the lives of his co-pilots. He then added, “The one thing that the navy teaches you well is not how to fly. It is how to fly when your airplane is on fire. And all your systems are going to hell.” He strongly believes in keeping an open mind rather than being a control freak. When things are not going the way they should be, it should be about the ability to be flexible.  Translating it to recruitment, he says “That is where recruiters got to understand. What are you doing when everything is going to hell? It’s a very emotional business, you can’t control people. A lot of recruiters talk about control. I don’t try to control anybody.” Being a Value in these Difficult Times With the significant impact of the coronavirus to the aviation and aerospace industry, what is Craig currently doing to maintain his momentum? “Building my network, talking, and being a value.” Craig’s perspective is helping people g

Fri, June 05, 2020

The Former CFO Turned Finance Recruiter Who Billed €4M Last Year, with Paul Taaffe, Ep #21

Imagine starting a recruitment business at the age of 54, having never worked in the recruiting industry before, and becoming a “big biller” within 5 years.  In this episode of the Resilient Recruiter, you’ll meet Irishman Paul Taaffe, founder and CEO of FINANCE People Solutions based in Frankfurt, Germany.  Prior to starting his business in 2014, he was either a CFO or CRO for US global blue-chip companies such as Pepsi Cola, Nike, Lear Corporation, and Dell. I asked Paul to come on the show and discuss his extraordinary success running a boutique search firm.  Paul has doubled the business, on average, every year and last year managed to bill €4,000,000 in revenue!  That’s over $4.5M USD.   Sure, that figure is the gross sales and includes both permanent placement and interim revenue, so the Net Fee Income will be somewhat less.  Still very impressive considering Paul is the sole fee earner, supported by a small team.  In fact, Paul has built so much momentum that he closed five deals this April despite the coronavirus pandemic. Episode Outline and Highlights [4:22] History of Finance People Solutions (FPS) [6:37] What is Paul’s recipe for success? [9:00] Three aspects that help Paul to leverage relationship in recruitment. [14:30] How to level up from having a professional relationship to a professional friendship.  [19:25] Coronavirus experience: Three keys to keeping things moving forward. [26:16] FPS’s structure and how efficiency is integrated into each role. [31:18] Successful basis for acquiring new customers [32:00] Paul shares his advertising strategy with FINANCE Magazin. Hear his interesting narrative on how he came about with this idea. [41:00] How Paul engineered his five placements in April - during the coronavirus. [45:30] Explanation of the interim-to-perm business model. Being an “unkompliziert” person When it comes to building sustainable candidate relationships, Paul believes that it all comes down to personality. He is an uncomplicated (unkompliziert in German) person, and because of that, he is able to easily connect with candidates that he treats as friends.  Paul said, “Mark, I have become friends with so many of these candidates. They are not just candidates, that sounds very cold. They are friends or business friends of mine.” Explaining his interim-to-perm business model Paul was able to describe how his interim-to-perm business model has successfully provided solutions to a lot of his clients. This solution de-risks the hiring process for his customer. As Paul puts it, “Over the last few years, we are doin

Fri, May 29, 2020

How a Small Firm Wins Retained Searches with Fortune 500 Companies, with Matt Schwartz, Ep #20

As the market continues to be challenging due to the economic impact of the coronavirus pandemic, the search and recruitment industry remains ultra-competitive. How can small boutique recruiting firms and solo recruiters compete against the large, well-known search firms who have greater resources at their disposal?   In this episode of the Resilient Recruiter, my wonderful guest Matt Schwartz shares how he runs his retained search practice in New York City, one of the most competitive markets in the world. Matt is the President of MJS Executive Search, a small boutique search firm that he has been running for 17 years. With fees averaging to $100,000, his firm is serving Fortune 500 companies including American Express, Mastercard, and PepsiCo. How does a small boutique firm pitch against incumbent top 10 search firms, and win? Listen to this episode and find out. Also, he shared his astounding journey on how he recovered from Covid19 and as well as the mindset and actions he had to take while recuperating, enabling him to close a very significant deal while on his sickbed. Episode Outline and Highlights [1:10] Matt shares what he had to endure and how he recovered from the coronavirus. [4:18] How he closed a search while recuperating. [6:30] Proactive steps Matt took to overcome his frustration caused by the virus. [13:25] Matt narrates his career and transition to building his own search firm. [25:55] How does a very small boutique search firm win against incumbent headhunting firms? [27:55] What is “removing the black box” approach? [33:45] How to negotiate a relationship with talent acquisition partners. [38:23] What helped Matt’s firm to “get their foot in the door” [40:30] Matt shares his greatest learning and how it resulted in a drastic change. “I was being careful but probably got it through my travels.” Matt is based in Westchester County in New York, which was the epicenter of the coronavirus outbreak in the US. He described in detail the symptoms that he had to endure. “It was frustrating, a lot of days,” said Matt as he shares what was going on in his mind while recovering. Matt shared proactive steps he took to overcome that frustration and how he still took care of business. Amazingly, he was able to complete a search and earned a placement fee of $185,000. Setting His Firm Apart from his Competitors Operating in a highly competitive market, what sets MJS Executive Search from its well-known competitors?  As Matt puts it, “We are great at identifying people from alternative industries who are the best of the best of what they do, and bringing this mix of skill

Thu, May 21, 2020

Building a Multinational, Micro-Niche Recruitment Group, with Jordan Lawrence, Ep #19

As we are now navigating through one of the most challenging moments of running a recruitment business, where should we focus our time, energy and resources for maximum return in both the short and long term? In this episode of the Resilient Recruiter, my special guest Jordan Lawrence reveals the incredibly effective marketing strategies behind the growth of his core business, Payments & Cards Network.  He breaks down how to partner with media companies, events organizers and even local governments to dominate your market niche.   Of course, we’ll also dig into what Jordan’s doing right now to pivot his marketing during the coronavirus crisis and ensure his company is well-positioned to catch the rebound. You’ll also hear Jordan’s valuable insights and perspective on building a success culture in different countries, hiring recruiters, keeping your team motivated and engaged, experimenting with the 4-day workweek, and embracing the “next normal.” Jordan founded the Payments & Cards Network around 10 years ago and the business has since evolved into a Micro Niche Recruitment group called PCN Capital which is comprised of Payments & Cards Network, Digital Source, Sekura Capital and PCM (Payments & Cards Media). The three recruitment brands focus on the FinTech Space, Data Science & Cyber Security respectively and operate from offices in Atlanta, Amsterdam & Singapore. Episode Outline and Highlights [3:00] How the business is dealing with the coronavirus. [5:55] An important key to keep your team motivated and engaged in these difficult circumstances. [8:20] Discussion on two areas of adjustments to “up their game”.  [10:15] How to reassure hesitant candidates during the coronavirus crisis - Warning: This is not a recruitment spiel. [13:10]  Jordan’s philosophy on building a community with media businesses.   [19:30] A very interesting discussion [+pointers] on how to keep a LinkedIn group relevant. [23:20] Will switching to a four-day workweek work for your business? [29:05] Jordan discusses the “new normal” for recruiting businesses. [32:45] Hear about Jordan’s “How to Hire Remotely with Confidence” webinar. [36:00] Benefits of having multinational offices versus having just one head office. [39:20] What led to Jordan’s partnership with a local government  Building a Community via the Media Businesses Jordan shared why and how he built a community through media and marketing and how it impacted his business. Dive into Jordan’s brilliant ideas on how to make marketing work for his business. For example, hear

Fri, May 15, 2020

How to Build Your Business During a Recession, with Christy Brown, Ep #18

A global economic slowdown due to the coronavirus has greatly affected the recruitment industry. What type of “proactive” mindset should a recruiter possess in order to avoid just being “reactive” to the situation? How do you build your business despite economic challenges?  In this episode of the Resilient Recruiter, my special guest, Christy Brown shares her story on how she built a company in 2007, yes, you read it right, during the great recession. Listen to how creativity, technology enablement, and being agile helped her build, scale, and sell her staffing companies. Christy is a serial entrepreneur, investor, startup advisor, mentor, founder, futurist, triathlete.  Prior to becoming a Venture Capitalist, Christy was the Executive Vice President of a Fortune 100 human capital management software company where she led the business transformation and client success organizations globally. Christy has scaled three service-based companies focused on digital marketing, human capital, and security consulting. Episode Outline and Highlights [3:00] A former IRONMAN competitor, Christy shared how her competing translates to business. [6:00] Christy’s staffing journey.  [8:40] What it was like to start a staffing firm during the recession. [10:00] Christy’s two learnings that lead to improvement and innovation. [12:00] Christy’s business model that brought significant success in winning new clients. [15:00] Four factors that led to Christy’s start-up success. [22:45] A monthly meeting with all your placed candidates? Listen to why Christy did it. [27:30] Convincing clients to hire remotely - Christy mentioned least two elements  [30:00] What Christy believes is the number one growth area in recruiting [35:00] Christy talks about “technology enablement”  [38:30] How technology will drive the future of the recruiting industry. [44:00] Listen to Christy’s “regret” from a founder’s perspective. [47:02] Two practical ideas to navigate this challenging economy [53:00] Christy’s view on inclusion and women empowerment  Starting a Business During the Great Recession Back in 2007, Christy started her own staffing firm.  It may not have been the best time to start a new business, and as she mentioned, “For me, it became a firefight.” Comparing the situation before with what we are facing now, this is how she puts it  “It was a very interesting time, we can compare it to some of the things that are happening in this current healthca

Tue, May 12, 2020

How to Manage a Team of Remote Recruiters with Ann Zaslow-Rethaber, Ep # 17

With many countries in “lockdown” in a bid to stop the spread of coronavirus, businesses have been forced to adopt a remote work model.  If you own a recruitment business, managing recruiters remotely presents some significant challenges.  How do you keep your team members motivated and engaged?  How can you ensure people are productive without physically being there to supervise them?  In this episode of The Resilient Recruiter my very special guest, Ann Zaslow-Rethaber joins me to share her insights on running a successful team based on 20+ years of experience managing remote recruiters. Ann has been a recruiter since 1996 and she is the President of the International Search Consultants (ISC), a global executive recruitment firm. Ann launched ISC in 1999 her company has become one of the most reputable search firms in the United States, earning more recommendations on LinkedIn than any third party recruitment agency in the country.  Episode Outline and Highlights [2:30] Ann talks about visiting Mark in Scotland and shares her philosophy of investing in experiences and relationships instead of collecting “things.”  [5:17] Why Ann considers the Pandemic situation a “golden opportunity.”  [14:47] Two business principles to help you and your remote team stay on top of things. [22:52] How to hold your remote team accountable -- Ann explains two significant factors. [28:52] Praise vs Criticism: which is better for increasing your team’s performance? [35:17] A very powerful approach to help managers create accountability.  [41:43] Three things that Ann would have done differently if she knew then what she knows today. [45:43] Ann’s story -- from flight attendant to top producing recruiter; how being a working mother forced her to become super-productive Successful Remote Working Even Prior to the Pandemic Ann was already set-up for remote working prior to the coronavirus pandemic. If you want to listen to her strategy and how she achieved $142,000 in billing in one month, you may want to listen to our previous interview - look for the link below under People and Resources.  The Importance of Investing in a Great Working Relationship With the current difficult situation we are facing with the Pandemic, there is a tendency for some recruiters to become radio silent with their clients. On the contrary, now is the time to be close and to stay in contact with clients. Ann is doing just that. She believes that now is the golden opportunity to walk the talk. She ensured to have her team message their clients, with the focus on saying  “I'm just touching base, and letting you know that we’re here.” Ann also shared her thoughts on why “time is the most valuable thing that any of us have.” As Ann puts it, “Just human compassion. You don’t always have to make money off a relationship, you can just have the working relationship because you like the p

Tue, May 05, 2020

The Mindset of a Million-Dollar Biller During the Pandemic, with Yosef Colish, Ep # 16

The Coronavirus Pandemic has definitely impacted the jobs market and most likely presented new challenges to your recruitment business. Are you looking for alternatives to pivot your recruitment marketing strategies? Then you will definitely want to listen to my interview with Yosef Colish, Managing Director of Leah Yosef International, an executive search firm in the wealth-management space.   In this episode, Yosef shared how he adapted his approach and strategy when reaching out to potential clients given the current pandemic situation. You will also hear Yosef’s story, techniques, habits, and most importantly his mindset which will give you a clear picture of what it takes to be a million-dollar producer. Episode Outline and Highlights [3:00] 10 Before 10:00 Principle [7:00] Focus on Messaging and Approach  [11:19] “The pool is cold and just figure out a way to jump in” [14:20] Pivot and Changing Focus [19:00] “What is my Why?” [24:00] On managing your business: What do you personally focus your time on and what do you delegate to your assistants or offshore researchers? [33:18] Yosef’s story: From a research associate to a top producer [42:30] Work-Life Balance 10 Before 10:00 Principle  Leah Yosef International is a member of the Sanford Rose Associates network of offices. One thing that SRA President Jeff Kaye said that resonated with Yosef is, “There are certain clients out there that need you right now.” So Yosef decided to apply the 10 before 10:00 principle. Listen as he discusses the three simple steps he is taking that has resulted in a lead every single day - and in one case he got 7 jobs!   If you want to read more about the 10 before 10:00 formula, read my blog article “How to Increase Your Sales Activity”  and increase your sales activity by clicking on this link . Focus on Messaging and Approach  Focus on approach and messaging helped Yosef reach out to his leads and client positively. He was able to converse with the intention concentrated on caring and making human connection rather than just trying to sell something. In his words, “You already have the icebreaker. It’s just ‘How are you?’”.  He also shared an overview of at least three phases when reaching out to their leads in a nine-day cycle, as well as what tools they are using. “The pool is cold and just figure out a way to jump in” Reaching out to leads can be difficult sometimes. Yosef shared a really motivating success story of how overcoming negative thoughts in his head got him a contingent job order. Definitely worth hearing. Pivot and Changing Focus Reallocating his time to improve his business, Yosef shifted his strategy to add Consulting as a service offering to complement his existing Perm/Direct Hi

Wed, April 08, 2020

How Katie Howard Cross Empowers Women in Recruitment to Excel, Ep #15

There are very few women in recruitment management positions in the global power sector—for years, Katie Howard Cross was one of them. You see more gender disparity as you climb up the ladder and both Katie and I agree that needs to change. In this episode of The Resilient Recruiter, Katie and I chat about how she found success. We’ll delve into her strategies, her positive mindset, and talk about her new business endeavor— Eva Connections . Katie has a strong entrepreneurial spirit that shines through whatever she takes on. Her goal is to empower women working in recruitment—in any industry, truly—to help them reach success.  Outline of This Episode [2:55] The message Katie is sharing with her community [5:28] Career advancement, family, and tough decisions [10:15] Katie’s lightbulb moment that changed everything [14:26] The freedom and flexibility of running your own business [17:04] How Katie billed €600,000 while managing a large team [24:09] Katie shares how to sell a retainer model to clients [31:35] What Katie has learned building her business [34:08] We take a deep-dive into Katie’s business—Eva Connections Women in recruitment are forced to make tough decisions Katie shares she was focused on career advancement well into her 30’s—it wasn’t until then she decided to have kids. She worked long hours in a global sector that included constant world-wide travel. When she had her daughter, she knew her work practices needed to shift. She began leaving work at 5:30 every day which—for some recruiters—is the middle of the day. After having her 2nd child, she knew she needed to leave Amoria Bond, and they parted ways amicably. But she was left feeling as if she was having an identity crisis, and found herself asking “ Who am I? What's my identity? Where do I fit in the world? ”.  Why Katie launched her own business Before Katie had kids, she had worked with an executive coach to narrow down her values, which were found in career advancement/progression and seeking out adventure. After kids, her values drastically switched to finding autonomy, freedom, and flexibility. She still wanted a career and knew she could couple it with being a Mom. So Katie started her own business. She launched into career-coaching for women and focused on recruitment training—because she excelled at it. She met her current business partner 8 months into the process and found that they complemented each other’s abilities. They put their heads together and Eva Connections was born. Suddenly, Katie had the freedom to choose her own hours and structure her day how she pleased. She had the flexibility to make appointments when it suited her. She points out that the traditional 9-5 is becoming outdated and old-fashioned and found herself questioning, “What works for me and makes me happy? As long as that’s working I know my

Tue, March 31, 2020

How to Demonstrate Leadership in a Crisis with Greg Benadiba, Ep #14

How do you demonstrate leadership in times of crisis? How do you protect your business and lead your team through the Coronavirus Pandemic? We are living through a very uncertain period of time where we must stay relevant and resilient. In this episode of The Resilient Recruiter, my friend and coaching client Greg Benadiba joins me to share his thoughts.  Greg shares his strategy for screening recruiters and hiring the right people for the position. He also shares the leadership principles he’s built his business on. We share a hopeful viewpoint, one in which your recruiting business can emerge stronger than ever.  Outline of This Episode [2:11] Greg Benadiba shares how to work smarter—not harder [4:48] Lessons and takeaways from the last recession [6:57] How to help your business survive the Coronavirus pandemic [10:33] How to build and maintain relationships with clients [17:15] The unique way Greg interviews and hires recruiters [26:49] The targeted and probing questions to decipher the best candidate [30:49] The 5 principles Greg has adapted for his recruiting business How to stay resilient through adversity At the time of recording this podcast, Ontario had declared a state of emergency. Major outlets, stores, banks, restaurants, and bars closed on St. Patrick's Day. Greg ‘s team went from having 120 jobs to fill down to 72. Greg believes there will be a significant decrease in job orders across the board. But notes it is possible in this day and age to interview, hire and work remotely.  Greg points out that regardless of the pandemic, there will still be positions that need to be filled. So you must stay level-headed and position yourself for the upswing that will come. I work with each of my clients to have a plan of action to get them through this pandemic—you need to have one as well. Keep listening as Greg and I talk about having a contingency plan in place and where he’s focusing his business right now. We also talk about tough decisions you may have to make as a manager.  How to stay in front of your customers It is more important than ever to position yourself to remain in front of your clients. When things pick up again you’ll be at the forefront of their minds. Greg found a unique way to add value for his customers: he made his Zoom account available to customers so that they could still interview potential hires. It was a simple way to help meet their needs and keep their business from screeching to a halt.  We can still facilitate meetings through the tools we have available—email, conference calls, video conferencing, etc. We must be careful not to alienate customers, but stay in touch and offer insight, guidance, and empathy. Greg says to ask the question, “How can we add value considering the current circumstances that our clients are in?” Greg’s unique hiring process Greg doesn’t aim to hire experie

Tue, March 24, 2020

How to Generate Warm Leads On LinkedIn, Ep #13

How do you respond to a recession? I’ve been here before and I’ve learned to recognize the signs—a recession is coming. I recommend to act as if tough times are coming and take massive action—charge forward with total commitment and sell as if your family's financial security is at stake.  I get 100% of my business through digital marketing strategies with 20% of my warm leads coming from LinkedIn. Generating warm leads on LinkedIn is one of the marketing strategies I recommend adopting right now.  The only way to deal with adversity is to increase your commitment and adopt more intelligent strategies. In this episode of The Resilient Recruiter, I’m sharing a presentation on how to generate warm leads on LinkedIn. I’ll share the 5 key things it takes to make your profile compelling, how to connect with leads and how to resonate with your audience.  Outline of This Episode [1:16] What motivates me to push harder in times of uncertainty [6:57] How to generate warm leads on LinkedIn during a recession [10:05] I share the 5 keys to creating an effective LinkedIn strategy [13:17] Key #1: Create a compelling LinkedIn profile [24:08] Key #2: Focus on Consistently growing your network [33:08] Key #3: Follow up and start engaging conversations [39:07] BONUS: How to increase your response rate exponentially [42:40] Key #4: In a world where content is king—how do you stand out? [53:47] Key #5: Who do you engage with on LinkedIn? Key #1: Make your LinkedIn profile compelling Your LinkedIn profile should be a lead generation website for your business. Take a look at your LinkedIn profile from the perspective of a potential client or candidate. Does it convey who you are and what you do? There are a few things I recommend making a concerted effort with: Choose a profile image that is professional and inviting .  Do not use the default banner. It is prime real estate and one of the first things someone sees. Ideally, you should use a photograph taken in a professional context. It needs to convey credibility and authority.  Craft a professional headline. Clearly define what you do and what value proposition is. Who do you work with? What kind of results do you get? Signal to your industry and your ideal audience that you speak their language and provide them an incentive to scroll down and get more information. PRO TIP: Adjust your headline using the app on your phone—you’re somehow allowed more words/characters. Use the ‘about’ section to make a human connection . Tell your personal and professional story in a way that is relevant to your business and resonates with your audience. You want a potential client or prospect to relate to you. Share WHY you do what you do.  Listen to the episode for more ideas to create a compelling LinkedIn Profile.  Ke

Tue, March 10, 2020

The Commercial Value of Diversity and Inclusion in Recruitment with Raj Tulsiani, Ep #12

Diversity and inclusion is an important topic to discuss in the world of recruitment. Raj Tulsiani and Steve Baggi founded their recruitment firm with the goal and aim of helping organizations broaden their horizons and to hire a more diverse workplace. Doing so not just for diversity’s sake, but to lead to competitive advantage, increased business value, and diverse perspectives to drive innovation.  Raj is uniquely qualified to tackle this subject. Not only is he a minority business owner himself, but a hugely successful entrepreneur. His firm Green Park is the 5th fastest growing recruitment company in the UK, with revenues just over £90,000,000 (about $117m USD). They’re listed by the Financial Times as one of the fastest-growing companies in Europe, and the only recruitment company to make the Sunday Times Fast Track in 2019. Raj Tulsiani has become one of the UK’s leading figures in executive search, interim management, workforce planning, and diversification. He has over 20 years of experience moving the dial on leadership, talent and diversity and is the author of ‘Diversity and Inclusion for Leaders: Making a Difference with the Diversity Headhunter.’ Outline of This Episode [1:41] Raj’s journey in recruitment [3:02] What key milestones facilitated their growth? [10:34] The reality of achieving diversity and inclusion [16:47] What challenging a customer involves [24:37] How Green Park developed its CREED [33:22] Lessons learned from the last recession Diversity and inclusion has been in their DNA since day 1 Raj and his co-founder Steve Baggi “wanted to work for an organization who accepted diversity and inclusion in their actions— not just in their aspirations and in their marketing. ” They couldn’t find an employer that embodied their values, so they started their own recruitment firm on the 4th of August in 2006.  They set up their business with the goal of helping people make diversity and inclusion more meaningful. A good customer was someone who wanted diversity but didn’t know how to get it or weren’t as inclusive as they thought. They committed to looking at the world through the intersection between brand, recruitment, and diversity.  They invested in technology and research to back them up. It enabled them to hire and retain better talent and be more relevant in the marketplace. It afforded them a platform to be able to challenge poor behaviors they saw that needed to be corrected.  How do they achieve diversity?  Raj notes that he articulates it more clearly in his book, but for the purpose of a simple definition: when they talk about diversity they mean someone who is an ethnic minority, a woman, or someone who has a physical disability. Green Park placed a new diverse leader on a board every 8 days and their goal is to be able to achieve that daily by 2025.  They have placed 35% ethnic minorities in boa

Tue, February 18, 2020

Recruiting Recruiters: How to Attract, Hire, Develop and Retain Great Recruiters with Shaun McCambridge, Ep #11

Recruiting recruiters that are an asset to your business can be challenging. Attracting the right candidates for the position and assessing their competency is no easy task. Retention and longevity of staff seem to be the Achilles heel of the industry. That begs the question, how do we attract, develop, and retrain great recruiters? Is there a secret method that recruitment firms are missing?  Shaun McCambridge with Stellar Recruiting based in Brisbane, Australia joins me to discuss the method they’ve found most successful for recruiting recruiters. We’ll talk about why Shaun started Stellar Recruitment, what he believes the key to their success is, developing genuine relationships with clients—and how to hire and retain the right people for your team. Outline of This Episode [2:33] Why did Shaun McCambridge start Stellar Recruitment? [5:26] Client partnerships is a key element of their success [7:35] How Stellar created longstanding partnerships [13:06] Increasing retention and longevity of staff [17:47] Attributes Shaun looks for when hiring recruiters [19:21] Assessing character during the interview process [22:45] Measuring performance after 12 months [31:15] Shaun’s journey with personal development [33:49] What inspired Shaun to start his podcast?  [35:50] The importance of mindset over talent and ability [39:16] The ‘20,000 Lives Changed’ campaign [42:15] Stoic philosophy thought for the day The key to creating longstanding partnerships with clients Shaun believes that one of the largest factors that differentiate them in the industry is the relationship they build with their clients. 3 of their clients have worked with them from day one— for the last 14 years . Shaun points out that many recruiters can be transactional and focused on ‘closing the deal’. At Stellar, they strive to be genuine and honest while delivering on the promises they’ve made to their clients. Everything they do is relationship-based and they focus on remembering that they are engaging in human-to-human personalized interaction.  In my experience, many of the recruiters I’ve worked with are experienced professionals who are genuine and honest. While there are some bad actors in the industry, I’ve found that many of the transactional recruiters are inexperienced. They are put under immense pressure to perform, to bring in revenue without the proper support or training. Shaun doesn’t want this transactional dynamic in his business, which is why he places high importance on developing and training his recruiters properly. Keep listening as we discuss his methods.  The secret to decreasing turnover and improving staff retention Shaun was fortunate to start his career with Hays, where he learned the ins-and-outs of the sales world among a group of like-minded competitors. When he left, his goal was t

Wed, February 12, 2020

How to Build Your Personal Brand as a Recruiter, with Lauren Stiebing, Ep #10

Developing a strong personal brand is becoming increasingly important to your success as a recruiter. That applies to all recruitment consultants but is especially critical for independent recruiters and owners of small recruiting and staffing agencies. My guest today—Lauren Stiebing—is a great example of a recruiter who has embraced personal branding as a way to differentiate herself in a crowded market. Lauren started her search firm, LS International, in Barcelona in 2015 and has built a thriving global practice in the CPG/FMCG space. There were many factors that contributed to her success, including her relentless persistence. In our conversation, we talk about the challenge of building a client base from scratch and the learning curve associated with mastering the ins and outs of business development. She shares the unique challenges she faced and the different strategies she’s used to successfully build her recruitment business. She’s one of my superstar clients and it’s a wonderful privilege to welcome her to the show.  Outline of This Episode [2:43] The background of Lauren Stiebing’s company—LS International [3:53] Key milestones in the development of her business [7:09] What were some of Lauren’s biggest achievements? [8:14] The values she embraces building a personal brand [10:45] What is the concept of giving hard feedback?  [13:08] Developing relationships with blue-chip multinational companies [14:48] What persistence looks like in the recruitment industry [15:48] Using conferences and speaking engagements to network [18:54] The upside of starting a podcast [25:07] Competing with brand-name search firms [28:33] Why large brands choose her over more established firms [31:34] How did Lauren end up in Barcelona? [32:15] Why build a team versus being a single recruiter? [34:24] How Lauren juggles being a billing manager and recruiter [35:41] Lauren’s vision for the future of LS International Building a recruitment agency from the ground up When Lauren launched her business 4.5 years ago, she had little to no experience with business development. She knew she wanted to go out on her own and had the drive to make it happen. She gave herself a deadline of one year to get the business off the ground. If it didn’t work out as she anticipated, then she would begin searching for a job. Fortunately, she turned a profit in her first year and has never looked back. Starting a recruitment agency is not for the faint of heart, and Lauren’s journey was far from straightforward. From the start, Lauren knew that she wanted to operate a retained search practice. Yet 6 months in, she had zero revenue coming in. Lauren and I started working together at this point. After a month, she made her first placement. She pointed out that making your first placement is the hardest, after th

Tue, February 04, 2020

Scale Your Recruitment Business Through Team Development and Automation with Mark Smith, Ep #9

More and more agencies are proving that you can successfully scale your recruitment business by utilizing team development and automation tools. What does the development process look like? Can automation truly open up your time to focus on revenue-producing activities? Mark Smith, the Managing Director of people2people, has spent the last 15 years implementing these processes. He’s articulated values for the business culture and has developed and retained a team of successful recruiters. people2people has quickly grown into one of the leading agencies in Australia and New Zealand.  In this episode of The Resilient Recruiter, Mark will share some of the strategies that have helped him scale people2people to the point it’s at now. He’ll talk about managing against your values, motivating and developing your team, their automated chatbot “Pete”, and much more. Don’t miss this engaging and educational episode.  Outline of This Episode [3:23] What is the “Valley of Death”? [5:32] You need to define your culture’s values [11:50] How to uphold your values [18:00] Mark’s history with Greg Savage [20:05] Mark attributes his success to team development [27:50] An unconventional way to hire and train recruiters [34:20] Applications for Pete—the people2people chatbot [39:35] Other ways Mark implements automation [44:32] The big challenges recruitment agencies will face You need to define your culture’s values As Mark was scaling his business he began to question if his company’s values were staying consistent across their 110 locations. He wanted to definitively know if the culture in his Brisbane office was the same as in Melbourne. After some reflection, he decided his business had reached a point where it was time to articulate their values.  While researching, he found was that his offices were relatively consistent—and he was relieved. But Mark wanted to forge ahead with his endeavor to fully define what they strive for as a company. He and his team landed on an acronym—STRIDE: Strength (resilience), Teamwork, Respect, Integrity, Drive, and Enterprise—that they would use to define their values. With a description firmly in place, they could begin to manage everything against their values. They had a way to evaluate if potential hires line up with their beliefs. Mark’s company, people2people has since implemented a monthly meeting to talk about wins and performance. They host a yearly STRIDE awards event where people from each office are nominated. They have STRIDE apparel and posters as visual reminders of their values. They’ve found an effective way to implement their team values internally, and Mark believes it greatly impacts their success externally with customer relationships.  Mark has found success in the power of team development People2people now has 110 staff and 8 different locations in Australia a

Tue, January 28, 2020

How to Increase Your Billings with Split Fees, with Jason Elias, Ep #8

Have you thought about incorporating split fees into your business model but are worried about the financial impact? In the competitive world of recruiting, is it better to embrace this model versus losing out? Is it easier to partner and collaborate with other recruiters to fill a position? My guest today, Jason Elias, has built a successful recruiting firm specializing in the legal field—while incorporating split fees. He’s found a way to leverage the competitive niche to benefit his business and his clients.  Jason and I converse about how he got into the recruiting industry and chose his niche. We also cover why he started utilizing the split fee model and how it’s led to success. If you’re considered giving this model a go, be sure to listen to this fascinating episode.  Outline of This Episode [2:11] Jason Elias’ journey from lawyer to recruiter [5:16] How did his first split fee come about? [7:20] How he started collaborating with other recruiters [12:14] Why a split fee model is worth adopting [15:30] Learning lessons from building a team [19:45] Jason’s plans for the future of his firm [25:24] What do you do when clients are your competition? [32:41] How does Jason juggle all of his roles? [35:35] Why Jason believes managing is worth the reward [38:00] Jason shares his favorite tech tools  How did Jason start collaborating with other recruiters? Years ago—when Jason was self-admittedly a young and naive recruiter—he spent a chunk of money to place an advertisement in a publication. That advertisement failed to get him any leads. While turning the pages, he noticed another recruiter’s ad in the accounting section. So he called him up and they met up to discuss their lack of success with the advertising. They completely hit it off. He also found out that his newfound friend collaborated frequently with other recruiters.  The NPAworldwide Australian conference just happened to be two days later. They fast-tracked Jason’s membership and he walked in and instantly felt comfortable. Everyone was transparent and honest, and he felt like these were his people . The organization claims to allow recruiters to collaborate with others in a safe environment—and he believed this from day one.  Fast forward to today, and Jason has been involved with NPAworldwide for over 16 years. He had the opportunity to serve as the director for the Australian region of the NPA for 4 years. Now, he serves on the executive team as Secretary/Treasurer and Chair-Elect. Once he has served his term in this position, he will be appointed the Chair of NPAworldwide for a two-year term.  The natural segue from networking to split-fees Jason’s first split came from a fellow council member at the RCSA—she worked for an organization that needed a lawyer. She connected the two parties and Jason provided a lawyer that w

Tue, January 21, 2020

From Ballerina to Recruiter: What Drives Erin Devlin’s Success? Ep #7

How do you build a successful recruiting agency? What mindsets are needed to thrive as a business? When Erin Devlin became the managing director of people2people in the state of Victoria, Australia, she achieved 70% growth in a 3-year timespan.  Erin humbly claims that when she merged her firm, Devlin Alliance with people2people that they had already established a brand with amazing leadership and accomplished recruiters. She simply built on their success when she launched their Melbourne division. Join me as I talk with Erin about how her company plays to the strengths of its recruiters, their hiring process, and their staff development strategies. Erin also talks about the characteristics from her professional career as a ballerina that led to her success as a recruiter. Don’t miss her unusual and inspiring story! Outline of This Episode [1:06] Meet Erin Devlin—Managing Director of people2people [2:57] Why did Erin merge her firm with people2people? [4:03] What Erin means by ‘celebrating wins’ [7:51] How are team members allowed to leverage their strengths? [11:21] Professional Recruiter of the Year with RCSA - why was she selected? [13:35] Why the 360-degree recruiting model works for people2people [15:05] Developing a team member from rookie to consultant [21:58] Back to the hiring process: how do you assess those things [24:50] Erin’s background as a professional ballerina [30:18] The mentoring program at people2people [33:09] What is Infront Sports Consulting? [36:50] Leveraging success to give back [40:19] Technology as a key to success Celebrating wins and leveraging strengths is the backbone of people2people Erin points out that in order to be successful as a recruitment team, you must provide adequate recognition for the accomplishments of your team in every stage of success. It can be as simple as verbal recognition for a job well done—or a spa day for the whole team. Telling people they’ve done a great job is a wonderful motivator for success. How does people2people accomplish that?  On Mondays they highlight the successes of the previous week in their team meetings. Perhaps placements that occurred, targets reached, or company growth. On Fridays, they celebrate together and talk about the best thing that happened and what they enjoyed the most that week. People show up and do their best when they’re rewarded for it, even in the smallest of ways.  At people2people they allow their team to play to their strengths. They set goals and have a general guideline of what the process to reach those goals could look like. But when it comes down to the nitty-gritty work, they allow their staff to accomplish it in a way that fits them best. They don’t dictate how things get done. Erin states, “We definitely do have a high-performance culture, but there is that flexibility and autono

Tue, January 14, 2020

Habits of a Million-Dollar Biller, with Rich Rosen, Ep #6

It’s tough work being a solo recruiter. Everything in your recruitment firm depends on you. Many in the industry choose to remain solo and struggle while others who make that same choice do extraordinarily well. Rich Rosen fits into that latter category. He consistently bills $1M per year and has lots of repeat business and clients. What’s his secret? I wanted to talk with him to find out and we recorded this episode as a result.  You’ll hear Rich transparently share how 2019 was one of his worst years in the industry in over 20 years—and how he made a comeback to close out the year with right around $700,000 in placements. You’ll also learn how he sets goals, prioritizes his time, and sets himself up for success every day. I hope you listen. This is a fun conversation full of insights from an everyday guy with a successful track record of recruiting success. Outline of This Episode [0:40] Getting to know Rich Rosen, million-dollar producer year after year [2:01] Why Rich has focused entirely on recruiting for software sales professionals [4:36] The reasons Rich has chosen to stay a one-man firm [13:15] Rich’s toughest year in the last 20 years - what happened [21:40] Setting ground rules with clients enable Rich to work smarter, not harder [30:29] What does it take to become a million dollar biller?  [42:01] Rich’s tips for being as productive as possible and planning well 2019 was a disastrous year but Rich rebounded nicely 2019 was a perfect storm for Rich’s recruitment firm. Market conditions, industry trends, and outright strange events combined to prevent him from progressing at a normal rate. He started the year with only $30,000 billed within the first 4 months, which was far below his normal average for that time of year. Many deals fell apart at the last minute and $522,000 in billings evaporated. Rich says that among those losses were a handful of clients who rescinded deals weeks away from hiring the candidates Rich had provided. He says he’s only seen that happen a handful of times in over 20 years in the industry. But by the time we recorded this conversation—early November 2019—Rich had rebounded to a hopeful $700,000 year-end revenue total. It was still shy of his $1M average but far above what many recruiters realize even in good years. How did he do it? Part of the recovery came from restructuring of his fees. Up until that point, his business operated 99% of the time on a contingent fee structure. He pivoted to a partial retainer model and included up-front fees of $8,000 to $16,000 for many clients. He said this change helped him discern which opportunities were serious and which would likely turn out to be a waste of his efforts. It also enabled him to attract clients who were truly serious about their search. Listen to hear the details of how Rich learned to scrutinize opportunities, increase his cold calling, and

Tue, January 07, 2020

How Justin Satterfield Hit $1M Within 2 Years of Starting A Recruitment Agency, Ep #5

Starting a recruitment agency is a daunting task - one that my guest on this episode warns is not for everyone. The hard work required and the agony of the ups and downs can only be endured when you are deeply committed to building something worthwhile, can manage your time wisely, and keep your head when you inevitably lose deals you worked hard to cultivate and were counting on. He says it’s simply how the recruiting industry works. But in spite of those kinds of setbacks, Justin Satterfield has built Norwood Staffing Solutions from the ground up and has been able to reach the $1M revenue mark in less than two years. Join me for this engaging conversation. Justin shares the story of how he was fired from his previous recruitment position for unsubstantiated reasons, how he started his company from scratch, his team-building philosophy, how he learned that the way he perceives the challenges he faces dictates how he handles them, and more. Outline of This Episode [0:23] Get acquainted with Justin Satterfield - on the road to $1M in net income [3:30] The benefits of establishing a public speaking platform [8:28] Why reputation matters immensely in the recruitment world [10:08] How being treated unfairly at his company led him to start his own [16:31] What is resilience, and why is it so important for recruiters? [18:47] The first 12 months of starting a recruitment agency [21:30[ Things done right and wrong in that first 12 months [24:02] Making decisions to deselect certain activities [29:43] How building a team enabled Justin to turn a huge corner [37:38] Future plans for Norwood Staffing Solutions Justin knew being fired was the best thing that had ever happened to him Straight out of college Justin got a job at a startup staffing company, thinking that he’d plug away at the role until he could find something he was more interested in. But he was a quick study and within 2 years he was number 22 in production out of over 600 producers. He was doing well, clearing $200K annually and had developed a great book of business. That’s when the unthinkable happened. He was called into a room and fired. Why? The team was behind budget and the only remedy was to let someone on the team go. The person in charge at the time decided that Justin was the one who needed to be let go - and promptly took over his book of business. Justin was left in a personally difficult situation. He had signed a 12 month non-compete and admits that he didn’t want to honor it due to the way he was fired. Legal counsel told him that he was likely to win if he took his employer to court but he couldn’t afford the legal fees required to see it through. So he honored the agreement - and spent the year off improving himself so that in the future, his hard work would be to build something for himself, not a corporation or boss. Today, he sees th

Tue, December 31, 2019

How Robin Doenicke Is Guiding His Recruitment Service To 10X Growth In Just 3 Years, Ep #4

It isn't very common for a recruitment agency to hit a plateau and then grow beyond that plateau years later - but that’s exactly what happened when Robin Doenicke implemented a new recruitment model for his agency. His recruitment company - Tokyo-based Zensho Agency - has reimagined the structure and culture of its executive search service and as a result, has changed the model upon which the company operates and by which its team is built. It’s this reimagining that has fueled an amazing recruitment agency growth of 10X. Naturally, I became very curious when I realized this, so I invited Robin to be my guest for this episode of the podcast. In his characteristic style, Robin was extremely generous in sharing the how, but more importantly the WHY behind the decisions he’s made regarding the structure of his company and team. The remarkable success they are achieving flows directly out of those decisions and you’ll hear him describe his approach in detail on this episode.  Outline of This Episode [1:15] Starting an Executive Search Firm in Tokyo - the journey to here [3:10] Ideas for structuring his staff as Independent Contractors [6:34] Robin’s view of the relationship between martial arts and business [11:29] How Zensho exploded after a long time of plateau [16:38] The journey of discovering the “why” behind the company [18:15] Challenges in 10X-ing the company in 3 years [33:01] Plans for expanding the company into Australia [40:08] The Stoic Thought for the day The skill of being fully present is behind much of Robin’s success Robin is a martial arts expert - and that is not an exaggeration. He moved to Japan to study with grandmaster Bujinkan Ninjutsu and Dr. Masaaki Hatsumi, both world-renowned martial arts instructors. As a result of his diligent study in a variety of martial arts, Robin has earned a top-rank 15th-dan black belt. It’s this background and experience that's lead him to one of his most vital philosophies about business: Be fully present in the events that make up life. He believes that when you learn to be present you are able to effectively respond to the reality of what’s going on around you, and do so ways appropriate to the situation. This is in contrast to reacting, which is based on negative past experiences or according to ego-driven or fear-based motivations. Robin finds this discipline to be extremely helpful in business and in recruitment in particular. The fast-moving, ever-changing environment of the modern recruiting agency demands a calm, measured approach - and mindfulness to being present allows that to happen. Robin has used the principle to shape the culture within which his team of recruiters drives the agency business forward. Culture is more than a buzzword for Zensho Agency When he read the book “Start With Why” by Simon Sinek, Robin realized that he wanted to build a business that fu

Tue, December 24, 2019

The 4 Qualities of The World’s Top Recruitment Leaders, with Doug Bugie, Ep #3

Recruitment leaders who build and lead industry-dominant recruitment firms haven’t risen to their place of prominence by accident. Each of them not only has the experience to inform their leadership decisions but also possesses the personal character traits and habits that set them up for high levels of success. Would you like to know the traits and habits these world-class recruitment leaders have in common? So would I, so I invited a guest on the podcast who has had a front-row seat into the lives and leadership of these amazing individuals for the past 36 years. Doug Bugie’s career in recruitment spans over three decades where he’s mainly worked in the niche of recruitment franchising. His current role is with FPC, a top 1% performer in the recruitment industry as ranked by Forbes. The company is also ranked “Top 50” in franchisee satisfaction by Franchise Business Review. Team members like Doug are one of the reasons the company excels as it does. Doug himself has had a hand in successfully aiding 800 recruitment franchises in 40 countries fill over 100,000 assignments. That’s a mind-boggling amount of success. Join me for this fascinating look into the characteristics that make the top recruitment leaders who they are, which in turn, enables them to rise to the top of the industry and stay there year after year.  Outline of This Episode [0:33] Doug’s accomplishments over the past 36 years (100,000 placements) [6:05] The key quality of recruitment businesses that do well and those that don’t [10:46] At what point to leaders take a non-billing role in their recruitment firm? [14:06] The renaissance outlook of the most successful recruiting leaders [21:54] The biggest changes in the industry most recently, and Doug’s take on the future [28:36] How did we become an industry that’s racing to the bottom? [35:21] How Stoicism relates to Doug’s comments The top recruitment leaders don’t lead from the sidelines Many people have the mental image of a successful leader calling the shots from a vantage point well away from the action - like a coach, calling plays from the sideline at a sporting event. But they forget that every coach was once a successful player in their own right, which is where they learned the game. Doug says that in working alongside leaders in the recruitment industry over the last 36 years, he's seen that the ones who gained the respect and admiration of their followers are what he calls “front line action-takers.” Going back to the sports analogy - they were outstanding players who developed their skills through proving their mettle on the field. During our conversation, Doug highlights how action-taking leaders he’s worked with have set the

Tue, December 17, 2019

Setting Up A Recruitment Business For Scale with Jonathan Coxon and Alex Elliot, Ep #2

When setting up a recruitment business from scratch it's easy to get sidetracked with a thousand different things - and it seems there are also a thousand different ways to approach the business. Alex Elliot and Jonathan Coxon have very clear opinions about what works because they spearheaded the launch of Liquid Personnel in 2006 and sold it exactly 10 years later for a huge profit. By the time the business was sold it was bringing in 100 million pounds in revenue, had 140 employees, and was the recipient of multiple awards. All this came from very humble beginnings - two gents working from a storage closet and with a capital investment of just 3000 pounds.  In this conversation, you’ll hear Jonathan and Alex explain how and why they started the business and how a very clear set of common long-term goals enabled them to forge a partnership that created a stable foundation from which to launch. You’ll also hear about the huge financial mistakes they made, how they went about finding, hiring, and retaining quality team members, and more. Outline of This Episode [0:35] The rapid growth of a recruitment agency [3:15] The early days at Liquid Personnel - starting small and in cramped offices [5:38] Shared goals and shared values make for a good partnership [6:35] What the guys looked for in team members from the start [10:50] The first 12 months in recruitment is about survival [14:14] The unknown unknowns to be faced in starting from scratch [17:39] Knowing when it was time to start hiring [27:19] A hiring model that worked tremendously well [37:26] The best avenues for finding good talent [42:24] Taking on an entire rookie sales force [44:09] What goes into exceptional training? [51:36] When did Jonathan and Alex begin focusing on management? [54:09] What it was like to sell the business and the amazing experience it was Humble beginnings are often the basis for huge success Business founders who have to scratch and scrape to build their business have much to share with those of us who are willing to listen and learn from their example. Alex and Jonathan began Liquid Personnel - a staffing agency focused on the Social Services industry in the UK - in a loaned storage closet at a family member’s business. The two of them shared one desk and spent the majority of their time hustling up leads and tracking down candidates on the phone. Within a year they were able to add their first team members and began a journey to scale that is extremely uncommon among recruitment fir

Wed, November 27, 2019

Greg Savage On The Future of Recruitment: Strategies To Stay Relevant and Effective, Ep #1

The future of recruitment is a topic being bandied about quite a lot these days - and rightly so. There’s a lot of fear about what technological changes mean for the industry and for recruiting as a profession. But a powerful, optimistic voice in that conversation is Greg Savage. Greg is one of the most highly respected figures in the recruitment industry, speaking worldwide at recruitment events and forums. He is a LinkedIn “Top Voice’ and an early adopter of social media use for recruiting. This conversation focuses on the future of recruitment and how the widespread changes we’re seeing are changing the way we work as recruiters. Greg shares his opinion about the things future-forward recruiters need to be doing to be of service to clients in days ahead as well as the tasks they should happily delegate to automation and AI. You’ll hear why we recruiters MUST evolve to truly serve clients in the future.  Outline of This Episode [1:17] Why Greg took the time and effort to write a book [5:18] The things that are changing the job of the recruiter in modern times [13:21] What recruiters should not be doing these days - and what they should be doing instead [17:02] Skills needed by agency recruiters of the future [24:49] The most important places to start for social/digital selling [35:30] The IMPACT model of consistent action as a recruiter [38:38] What does it mean to engage in social selling? [44:21] One of the biggest social selling mistakes The future of recruitment will look different than anything we’ve known so far Greg is hesitant to position himself as a Nostradamus for the recruiting industry, but he can make some significant and likely predictions about the industry based on his years of experience and the changes he’s already seen take place. Consider where he's come from... In his time in the industry, Greg has seen the advent of fax machines, the internet, job boards, mobile devices, and more. The recruitment industry he began working in looks entirely different than the one we all know now. Looking ahead, Greg believes AI, machine learning, and automation will change the industry more than anything we’ve seen thus far. Automation will remove the drudgery of recruitment and free up recruiters to do the part of the job that human beings will always do better than machines - and by that, he specifically means the sales process  Listen to hear how Greg expects selling to look in the future of recruiting and to learn how you can develop the skills that have value to your customers in the future. How A.I. and automation change recruitment for the better The typical way of doing business as a recruiter is to sp