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

The Resilient Recruiter

Player FM - Internet Radio Done Right

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محتوای ارائه شده توسط Mark Whitby and Recruitment Coach Mark Whitby. تمام محتوای پادکست شامل قسمت‌ها، گرافیک‌ها و توضیحات پادکست مستقیماً توسط Mark Whitby and Recruitment Coach Mark Whitby یا شریک پلتفرم پادکست آن‌ها آپلود و ارائه می‌شوند. اگر فکر می‌کنید شخصی بدون اجازه شما از اثر دارای حق نسخه‌برداری شما استفاده می‌کند، می‌توانید روندی که در اینجا شرح داده شده است را دنبال کنید.https://fa.player.fm/legal

Lost Cultures: Living Legacies

1
Bermuda: The Crossroads of the Atlantic 51:57

16 روز پیش51:57

پخش در آینده

لیست ها

پسندیدن

دوست داشته شد

51:57

On the Season 2 debut of Lost Cultures: Living Legacies , we travel to Bermuda, an Atlantic island whose history spans centuries and continents. Once uninhabited, Bermuda became a vital stop in transatlantic trade, a maritime stronghold, and a cultural crossroads shaped by African, European, Caribbean, and Native American influences. Guests Dr. Kristy Warren and Dr. Edward Harris trace its transformation from an uninhabited island to a strategic outpost shaped by shipwrecks, colonization, the transatlantic slave trade, and the rise and fall of empires. Plus, former Director of Tourism Gary Phillips shares the story of the Gombey tradition, a vibrant performance art rooted in resistance, migration, and cultural fusion. Together, they reveal how Bermuda’s layered past continues to shape its people, culture, and identity today. You can also find us online at ⁠travelandleisure.com/lostcultures Learn more about your ad choices. Visit podcastchoices.com/adchoices…

حدود یک سال پیش 1:02:28

MP3

"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 because it helps her avoid the pitfalls of taking shortcuts, which can negatively impact the quality of her work. Even as an experienced recruiter, she acknowledges that revisiting fundamental principles—such as thoroughly qualifying candidates and job specs—leads to greater success. She ensures a more strategic and sustainable path forward by stepping back, reassessing, and refining her approach, reinforcing the importance of “quality over quantity.”

Melanie also emphasized the following factors that contributed to her success as a recruiter:

Continuous Learning & Training
Strong Leadership & Guidance
Leveraging Strengths
Structured & Strategic Approach
Face-to-Face Client Engagement
Working Smarter, Not Harder

Focusing on the Most Impactful Metrics and KPIs

In running your recruitment business, what metrics do you prioritize? Melanie shared the most impactful metrics that they focus on. Below are the takeaways:

Qualified Specs & Candidate Quality—Before submission, she assesses the qualifications of job specs and candidates, ensuring higher placement success.
Referrals to Placements Ratio – She tracks how many candidate referrals (submissions) lead to placements, optimizing the process to improve efficiency.
Number of Placements Per Month – This metric helps monitor overall productivity and revenue generation.
Placement Fees & Average Placement Value—She focuses on increasing placement fees to ensure higher earnings per deal instead of simply increasing volume.
CVs Sent to Referrals Ratio – Tracking how many CVs are needed to secure a referral (candidate submission) helps refine sourcing and qualification strategies.
Interview Conversion Rate (Referrals to Interviews) – She evaluates how many referred candidates secure interviews, ensuring quality over quantity in submissions.

We also covered why you should not be afraid of increasing your average fee percentage. When done right, doing so will bring advantages and a better perception of your clients.

Working on the Business versus Working In the Business

You'll also enjoy hearing how Melanie has successfully made the shift from being fully in the business to working strategically on the business. This means she's building a business that is not overly reliant on her billings and doesn't require her micro-managing in every little area for things to get done. It was difficult for her at first, because she loves what she does, and even when building a team, there is this tendency for her to get involved in everything.

What helped her reframe her mindset is by trusting to what her team is capable of. Melanie said, “We talk about teamwork, makes the dream work. So I think there's also that element where I know that I can leave it in their hands. I know that they're going to deliver and they're competent. So again, they've got the skill, they've got the will and I know I can leave it in their hands. We've spoken about what they want to achieve. We know their long-term goals fit in with my long-term goals and they've got the skill. So I could step back a bit more.’

This resulted in Malanie having more breathing space and time to think of more strategies in running their business.

Melanie De Beer Bio and Contact Info

Melanie Donnelly is an experienced recruitment specialist and Talent Acquisition Coordinator with over 25 years in the finance and engineering sectors. Leading Fullcircle Selection, Melanie excels in aligning top talent with companies' needs, particularly in South Africa. Her client-focused approach and expertise in staff retention and recruitment process improvement have helped her build trusted partnerships and exclusive collaborations. With a strong foundation in sales and client relationship management, Melanie continues to drive impactful hiring outcomes and enhance workforce quality across industries.

Melanie on LinkedIn
Fullcircle Selection website link

People and Resources Mentioned

Dan Martell - Buy Back Your Time

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

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

271 قسمت

#Careers #Business #Mark Whitby #Executivesearch #Recruitertraining #Recruitmentagency #Staffing #Entrepreneur #Recruitment Coach Mark Whitby #Recruitmentcoach #Headhunter #Recruiting #Recruitmenttraining

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

The Resilient Recruiter

50 subscribers

published حدود یک سال پیش

اشتراک گذاری

MP3

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

Melanie also emphasized the following factors that contributed to her success as a recruiter:

Continuous Learning & Training
Strong Leadership & Guidance
Leveraging Strengths
Structured & Strategic Approach
Face-to-Face Client Engagement
Working Smarter, Not Harder

Focusing on the Most Impactful Metrics and KPIs

In running your recruitment business, what metrics do you prioritize? Melanie shared the most impactful metrics that they focus on. Below are the takeaways:

Qualified Specs & Candidate Quality—Before submission, she assesses the qualifications of job specs and candidates, ensuring higher placement success.
Referrals to Placements Ratio – She tracks how many candidate referrals (submissions) lead to placements, optimizing the process to improve efficiency.
Number of Placements Per Month – This metric helps monitor overall productivity and revenue generation.
Placement Fees & Average Placement Value—She focuses on increasing placement fees to ensure higher earnings per deal instead of simply increasing volume.
CVs Sent to Referrals Ratio – Tracking how many CVs are needed to secure a referral (candidate submission) helps refine sourcing and qualification strategies.
Interview Conversion Rate (Referrals to Interviews) – She evaluates how many referred candidates secure interviews, ensuring quality over quantity in submissions.

We also covered why you should not be afraid of increasing your average fee percentage. When done right, doing so will bring advantages and a better perception of your clients.

Working on the Business versus Working In the Business

This resulted in Malanie having more breathing space and time to think of more strategies in running their business.

Melanie De Beer Bio and Contact Info

Melanie on LinkedIn
Fullcircle Selection website link

People and Resources Mentioned

Dan Martell - Buy Back Your Time

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

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

271 قسمت

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۹ روز پیش1:09:13

1:09:13

What if you could place nearly every candidate you represent—and do it at premium fees, without racing to the bottom? In this episode of The Resilient Recruiter, Mark Whitby is joined by Lysha Holmes, founder of QUI Recruitment and host of The Recruiters Recruitment Podcast. With over 20 years in Rec2Rec, Lysha shares how she’s built a values-led, inbound-only business with zero cold calling. You’ll discover: Why Lysha insists on exclusive candidate representation How she consistently achieves a 1.15:1 interview-to-placement ratio The values behind QUI: Quality, Urgency, and Integrity Her approach to relationship-driven BD and building through referrals How sobriety and wellbeing became business superpowers Whether you're a recruitment agency owner or solo operator, this episode is a playbook for building a more sustainable, high-margin, and meaningful business. Episode Highlights [00:45] Why Lysha rejects cold calls and how she builds BD differently [02:32] Her journey from failing A-levels to founding QUI Recruitment [13:24] Building a solo business while raising children [16:18] How she kept placing during maternity leave [17:19] Why exclusivity is non-negotiable for candidate control [24:27] Origin of QUI’s core values and how they shape every decision [24:56] A 1.15 placement ratio—how it’s done [26:38] The win-win case for exclusive representation [34:01] Attracting premium clients with consistency and care [38:25] BD through conversations, not spam [46:11] Using referrals and warm intros to win business [50:54] What clients are actually using AI for (hint: it’s not automation) [59:03] How sobriety transformed her leadership and mindset [01:04:18] Going sugar-free and protecting health as a growth strategy 💡 Key Takeaways Candidate Exclusivity Works Lysha explains how exclusivity leads to calmer processes, stronger placements, and better outcomes for all parties. She makes the case for exclusivity as a differentiator that drives results and reduces risk. 1.15:1 Interview-to-Placement Ratio By focusing on quality and alignment, Lysha’s ratios are among the best in the industry. Candidates are carefully vetted, and most are introduced to just one or two clients. Personal Brand + Warm BD = Sustainable Growth QUI Recruitment runs 100% on inbound business via referrals, podcasting, and LinkedIn presence. Lysha treats every interaction as business development and never spams. 👤 About Lysha Holmes Lysha began her career in sales and marketing, then transitioned into recruitment in 1998. After working with top agencies and discovering Rec2Rec, she founded QUI Recruitment in 2005. She is also the host of The Recruiters Recruitment Podcast, a mental health advocate, and a leader in the Women in Recruitment Leadership movement. 🔗 Connect with Lysha LinkedIn: Lysha Holmes Website: QUI Recruitment Connect with Mark Whitby Free 30-Minute Strategy Call LinkedIn: Mark Whitby Instagram: @recruitmentcoach X: @MarkWhitby Subscribe to The Resilient Recruiter for weekly interviews with top-performing recruitment agency owners and thought leaders.…

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How to Attract, Hire, and Keep Top Recruiters in a Competitive Market, with Andy Miller, Ep #260 53:48

15 روز پیش53:48

53:48

Hiring great recruiters should be second nature for recruitment business owners—after all, it's what we do for clients daily. But when it comes to growing your own team, the stakes are higher, the risks are real, and the margin for error is razor-thin. In today’s episode, we dive into what it really takes to attract, hire, and retain high-performing recruiters—especially in a competitive market where top talent has options. You’ll hear the inside story of how one firm scaled from 7 to 50 people and 7X’d its revenue in just five years—not by chance but by building a values-driven hiring and retention strategy. Whether you're hiring your first or your fiftieth recruiter, this episode will give you the mindset, methods, and metrics to do it right. Episode Outline and Highlights [03:21] From psychology to recruitment - Andy shares how he started his recruitment career, leading to the foundation of Brainworks. [07:34] How making and learning from many mistakes are key to Andy’s success. [10:20] Factors that lead to growth and scaling. [20:05] What can help you decide when considering investing in a high-compensation recruiter joining your team? [26:17] Andy reveals their hiring process when recruiting a recruiter. [31:32] How to retain top recruitment talent. [35:49] Fostering a collaborative and supportive culture - Andy elaborates on their specific action points. [43:50] Thoughts on remote work and performance management. [48:34] What the next five years look like for Brainworks. [50:53] Andy shares their tech stack that paid off. Andy Miller Bio and Contact Info Andy Miller started BrainWorks in 1991 and continues to lead the Consumer Products practice, placing talent ranging from mid level to general management and presidents, with an eye for impacting the business regardless of the level or function. Andy’s client roster ranges from large Fortune 50 companies to smaller entrepreneurial organizations that are looking to grow and believe that finding the right talent makes a difference. Andy received a Master’s degree in Counseling Psychology and spent 3 years in social services settings. After transitioning to business, Andy spent 10 years in the Telecommunications field, winning numerous sales awards including 5 consecutive years in the Gold Club and Salesman of the Year in 1987 and 1988. His passion and experience from competitive sports in addition to his psychology background provides a unique blend of competitiveness and people skills which has influenced how he works with both clients and candidates. This background is the basis of his philosophy -- to help clients win the competitive wars for talent by assessing, training and developing people towards greater productivity. Andy on LinkedIn Brainworks website link DRM Foundation Pinnacle Society 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 Subscribe to The Resilient Recruiter…

1
How to Attract Top Talent with Location-Specific Value Propositions, with Lisa Walder, Ep #259 49:24

21 روز پیش49:24

49:24

If you're struggling to hire high-performing recruiters across multiple cities or regions, the issue might not be your comp plan—it’s your value proposition. In this episode, I sit down with Lisa Dixon of FIFTEEN WEST to unpack a strategy that more recruitment agency owners need to use: customizing your EVP (Employee Value Proposition) based on location. Lisa shares hard-won insights from helping dozens of UK recruitment firms expand into the U.S. market. She reveals what actually moves the needle when it comes to attracting top talent, from wellness perks in New York to parking subsidies in Houston. If you want to build a high-performing team across multiple geographies, this episode is a must-listen. Episode Outline and Highlights [03:25] Lisa shares how they founded FIFTEEN WEST. [09:45] Discussion on strategies for US Market entry. [18:59] Compensation differences and challenges between the UK & US recruitment markets. [29:59] An Attractive employee value proposition to attract the best talent. [32:57] Discussion on tech stack and offshoring certain delivery functions as an option for recruitment companies. [37:55] How 11 Investments recently acquired FIFTEEN WEST. [46:27] Aha moments: Key learnings from working with a bigger business that has been further in the journey. Strategies When Expanding to the US Market As a rec-to-rec firm, FIFTEEN WEST initially focused on helping UK-headquartered businesses to expand to America. They have eventually moved to the US as a strategic effort to become an embedded recruitment partner across their clients’ global operations. Doing so is not easy, so I wanted to pick the strategies that Lisa and her team applied when transitioning to the US market. If you are also planning to establishing an office physically within the US, below are the things that Lisa learned that you may want to keep in mind: Leadership Deployment: One proven method was sending a founder or long-tenured employee to launch the U.S. office, ensuring the company’s DNA and values were transplanted effectively. This model was described as the most successful—helping set culture, hire locally, and scale faster. Tailored Unique Value Proposition: One main differences that Lisa pointed out is the commission and base salary structure. To get the best recruiters and talents, they adapted their commission structures and incentives for the U.S. market, realizing early on that what worked in the UK didn’t translate directly. Market Culture Adaptation: Lisa recognized that the U.S. market is more pragmatic and transactional—clients care less about past success and more about current candidates delivery. Overall, Lisa emphasized cultural embedding, leadership presence, and operational agility to navigate the distinct dynamics of the American recruitment market.…

1
Success Factors of Scale from Startup to 120 People, with Clive Hutchings, Ep #258 1:14:28

30 روز پیش1:14:28

1:14:28

Why do most recruitment companies stall at 10 to 20 people, while others scale to 100+ across continents? In this episode, you’ll hear directly from someone who’s done it. STR Group is a family of specialist recruitment brands focused on STEM sectors. As co-founder, Clive Hutchings has spent over two decades growing the business to more than 120 staff across the UK, Europe, and the US—all while staying profitable, adaptable, and values-driven. In this interview, Clive breaks down what it really takes to build a multi-brand, international recruitment group, the leadership philosophy behind STR’s culture, and the gritty truths behind scaling a business beyond yourself. Episode Outline and Highlights [3:05] The early days: how Clive started in recruitment and his story of practicing his pitch in front of a mirror in the office. 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Decision Factors When to Make Your Next Hire With Clive’s success in scaling his team globally, I wanted to pick his brains on his thought process when deciding to make a new hire. As a recruitment business owner, this is a critical decision to make, as doing it too slowly can impede your business’s growth, while doing it too rapidly can lead to longer-term problems that cost more to fix. Clive shared the following decision factors: Strategic Forecasting & Business Planning - Hiring plans are based on quarterly forecasts developed by each brand’s leadership. Critical Mass & Team Size Considerations - A certain headcount is needed to reach operational momentum, but hiring must be sustainable. Smaller teams (e.g., <10 people) can’t absorb too many new hires without harming billing output. Billing Readiness - No new hires are made until existing team members are up and billing effectively. Managerial Capacity - Avoids spreading leadership too thin and ensures productivity isn't sacrificed. The team or brand must have a strong leader with the capacity to onboard, mentor, and support new hires. Avoiding Headcount for Vanity - Growth is measured by gross profit, not headcount, ensuring hires contribute to revenue, not just size. Culture You Can Replicate Culture isn’t just lip service, it’s a competitive advantage. At STR, the “Make it Happen” and “D.I.N (Do it NOW)” mantra became more than a slogan; it was a daily mindset that helped the team stay focused, take ownership, and remain commercially sharp as the business scaled. As you grow beyond a small team, you’ll need a culture that can travel across desks, offices, and even continents. A clear, replicable culture creates alignment without micromanagement, making it easier to scale while maintaining high standards. “Is what I’m doing right now making me money?” It’s a simple question—but it changes how people work.” Clive Hutchings Bio and Contact Info Clive Hutchings has worked in Technical Recruitment since 1996. he established STR Group in 2000, which has evolved into a collection of niche brands in STEM sectors operating across the UK, Europe, and the USA. STR’s brands deliver people solutions in Life Sciences, Technical Engineering, Automation and Robotics, Maritime & Architecture. Now with offices in Portsmouth, Gatwick, Detroit, and Switzerland, they provide various solutions from contingent contract and permanent, through to retained, managed services, MSP, and Project solutions. Aside from work, Clive is a family man with 5 children and a long-suffering wife. He enjoys football, hiking, being outdoors, and looking after his sheep, having recently taken a course in lambing. Clive on LinkedIn STR website link People and Resources Mentioned • Blackfield Associates website link • Navis Consulting website link • Urban Recruitment website link • Insignis Talent website link • Talos Automation website link • James Caan on LinkedIn • Alex Elliot on LinkedIn • Bullhorn 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 Subscribe to The Resilient Recruiter…

1
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۵ weeks پیش45:06

45:06

What does the future look like for recruitment agency owners? In this episode, I’m joined by DeeDee Doke, Editor-in-Chief of Recruiter magazine. With over 20 years in the role, DeeDee has a unique view of the industry, both in the UK and globally. We recorded this live at the Recruitment Agency Expo in London, and talked about how recruitment is changing — fast. Whether it's AI, M&A trends, or the shift from start-up to scale-up, we cover what agency leaders need to know to prepare for the next five years. Episode Outline and Highlights [03:00] DeeDee’s journey from Seattle to London — and 20 years leading Recruiter magazine [08:00] Discussion on doing business in the US in 2025 from the perspective of UK recruitment companies. [09:30] US events and the economy impact the UK recruitment market. [19:04] The differentiator between the UK recruitment industry and the US [27:00] AI and the future of recruitment. [34:47] Advocating the professionalism and pride of the recruiting profession. [40:29] Redefining recruitment: professional pride, upskilling, and smarter hiring Innovation is King - Especially in a Saturated Market DeeDee and I had a very interesting conversation on the similarities and differences between the UK and US recruitment markets. One of the key differences I pointed out is how saturated the UK market is compared to the US, while the US offers more profitable potential due to fees generated from higher salaries. DeeDee pointed out one thing that sets apart the UK market as a differentiator - she believes that the UK recruitment agencies, especially SMEs, are often more innovative than their US counterparts, not because of scale, but because saturation forces creativity. The US tends to focus on scale, while UK firms focus on differentiation and doing things differently. But the key takeaway is this: You don’t need to be the biggest—you just need to do things differently, and better. Innovation is now a competitive requirement, not a nice-to-have. AI and the Future of Recruitment You will also enjoy DeeDee’s insightful take on the advent of AI and how it will impact recruiters globally. We agree that AI will be useful in freeing recruiters from administrative tasks to focus on human interaction and strategies. The integration of AI tools can also improve the candidate experience by providing timely updates and personalized communication, fostering a more engaging and supportive recruitment process. With the streamlining and efficiency potentials AI can offer, it is also important to shift the focus from the old model of scaling, where you would need to add more people. With AI tools evolving fast, firms may no longer need as many people to get the same—or better—results. Efficiency and smart use of tech will define the next wave of growth. It’s Time to Champion the Value of Recruitment DeeDee has always advocated the value and importance of the recruitment profession. Too often, recruiters don’t get credit for the work they do—whether it’s helping someone into a new career, reskilling talent, or supporting growth in client businesses. DeeDee encourages agency leaders to enter awards, tell their stories, and raise standards across the profession. Doing your part means being proud of what you do as a recruiter or recruitment business owner by making others know of the impact you are making. Is there value in doing so? Indeed, this can attract better clients and talent in the long run. DeeDee Doke Bio and Contact Info Long-time editor of Recruiter magazine, DeeDee has more than 20 years of experience as a recruitment/HR specialist journalist and editor. She also has significant international experience as a defence and aviation journalist and in entertainment (theatre, contemporary music) reporting and editing. Originally from Seattle in the US, she has been a proud UK subject/citizen since 2007. DeeDee on LinkedIn Recruiter Magazine website link Recruiter Awards 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 Subscribe to The Resilient Recruiter…

1
How ADHD Became My Advantage in Running a Recruitment Business, with Adam Tobias, Ep #256 1:04:02

۶ weeks پیش1:04:02

1:04:02

What if discovering your neurodivergent could unlock a deeper sense of purpose—and make your recruitment business more impactful? In this episode, Adam Tobias shares how getting diagnosed with ADHD and autism in his 40s reshaped not only how he works, but why he works. That discovery ignited a new mission: helping organizations remove the hidden barriers that exclude brilliant, underrepresented talent. Adam Tobias is the co-founder of Inventum Group, a purpose-driven recruitment and consulting firm based in London and Johannesburg. With over 25 years in the industry, Adam has built a company that’s as values-led as it is commercially successful. Today, he advises clients ranging from FTSE 100 companies to fast-growth SMEs on how to recruit inclusively and build more resilient teams. Episode Outline and Highlights [02:40] How Adam got into recruiting, leading to his 20-year-old recruitment firm. [07:50] Avoiding ego-based growth: What Adam considers his lessons and learnings in his recruitment journey. [15:04] Key elements to success. [17:55] How finding out about his neurodivergence became a stepping-stone for inclusive consulting. [24:40] Adam’s discovery of his neurodivergence. [34:46] Strategies that help Adam manage ADHD and autism at work. [38:33] Channeling Adam’s advocacy as a differentiator. [45:57] Inventum’s business model. [48:38] The top hiring barriers for underrepresented candidates—and how to fix them. [56:39] Discussion on behaviour, cultures, and values. [59:00] The value of candidate experience. Turning Purpose into a Differentiator Being diagnosed with autism and ADHD past 40, Adam had a renewed perspective on how to help clients be more inclusive in their hiring process. Once he uncovered his neurodivergence, he stopped trying to fit a mold and started building around what actually worked for him, leading with empathy, structure, and a culture where people could just be themselves. This inspired him to develop The Inclusive Recruiter, a CPD-certified training program that’s now core to Inventum’s offering. It’s not just an add-on; it’s embedded into how they hire, train, and work with clients. “So what we're doing now is helping clients fix their hiring processes—not just make placements,” Adam shared. “It’s not about how well someone interviews. It’s about how well they’ll perform over time.” How did this benefit Adam’s recruitment firm? The ROI of Inclusive Hiring Adam believes that inclusive recruitment is more than a moral imperative—it’s a business advantage. Structured, unbiased interviews. Clearer job specs. Candidate experience that makes people want to re-engage. These aren’t just “nice-to-haves”—they improve long-term placement success. They also turned this mission into a consulting arm of the business. Inventum has added new revenue streams while deepening client relationships. Whether it’s through advisory, workshops, or training, Adam’s team is proving that purpose can drive profit. “I think we’ve done well in a tough market because we’ve stayed true to who we are,” he said. “That’s what’s made us resilient.” Top Hiring Barriers for Underrepresented Candidates Adam shared insights on the commonly observed barriers when it comes to underrepresented groups and how they would advise their clients in terms of solutions. Below are outlined common challenges and recommended solutions: Challenges • Limited Outreach & Narrow Channels • Overloaded Job Descriptions • Masculine-Coded Language in Job Ads • Reliance on Outdated Job Descriptions • Unclear Must-Haves vs. Nice-to-Haves • Unstructured Interview Processes • Culture Fit Bias Solutions • Proactive Candidate Engagement • Simplify Job Descriptions • Audit Job Ad Language • Start from Scratch with Job Specs • Ditch the “Desirable” List • Structured Interviews with Scoring • Reduces bias and makes evaluations more objective. • Use Multiple Independent Interviewers • Focus on Values, Not "Culture Fit" • Client Education & Conversations Adam Tobias Bio and Contact Info Adam is the co-founder of Inventum Group, a boutique recruitment and consulting firm focused on building inclusive workplaces. With teams in London and Johannesburg, Inventum partners with companies across finance, marketing, legal, and HR to deliver talent with purpose. Adam is also the creator of The Inclusive Recruiter—a CPD-certified training program—and a passionate advocate for neurodiversity and equity in the workplace. • Adam on LinkedIn • Inventum Group website People and Resources Mentioned • The Inclusive Recruiter (CPD Certified) • Pinnacle Society 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 Subscribe to The Resilient Recruiter…

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How Hiring the Right Marketing Person Doubled My Revenue in Two Years, with Justis Pederson 59:38

۷ weeks پیش59:38

59:38

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. You can only hear “no” so many times before you start asking, Is there a better way to do this? They began putting their expertise online, mainly on LinkedIn, aiming to reach not just dozens, but thousands. Then came the big move: hiring Cass in 2022 as their first team member, not another recruiter, but a full-time content and social media manager. Instead of hiring another 360 recruiter, Justis placed his bet on the potential of digital marketing. Eventually, it paid off. They started producing all kinds of content—videos, thought pieces, scroll-stopping visuals—all tailored to their niche in construction and real estate. And people started paying attention—not just candidates but clients, too. Inbound leads started rolling in. The ROI of Hiring an Effective Marketing Person Was there a return on investment from the step that Justis took? That is, focusing mainly on being top-of-mind via digital content? There was! “To quantify that, when I first hired Cass in our first year, we did about, I think it was about $500,000… And in our second year after hiring Cass, we did closer to a million. So, just simple numbers there. Like, we almost doubled our billings.” Justis, however, reminded us that hiring an effective marketing person is not an instant result-generating move. You also have to invest time, like what she did with Cass. He spent at least a year working with her, and it took almost two years to see actual results. “But it did take like a lot of time to get there. Mark, I don't want your listeners to think like, oh, you hire a marketing person and 30 days later you're going to be getting all these inbound leads, because that's not how it works. And a lot of people are wired to think, you know, 30, 60, 90-day return. But this was something that happened for two years. Not 30 or 60, 90 days. Like when I hired Cas, the idea was, okay, we'll give it a year and see how it does.” The Three Pillars of Content and How to Start For Justis, there are three pillars of a well-curated, quality content: Graphic Design Video Writing Justis elaborated on these three pillars and how they emphasized the importance of writing as the basis of videos and graphic designs. He also shared strategies on posting at least 4 pieces of content a week, and why spreading too thin on different social media platforms may not always work. He also shared that to start and build a brand, you don’t even need a high budget. Justis shared, “But I think what I would say is it doesn't have to be an extremely high-budget effort. Like you can do this with a low budget effort.” Justis Pederson Bio and Contact Info Justis is an award-winning recruiter as well as President & CEO of the Pederson Group of Companies. His group of companies includes recruitment, media, and real estate. The Pederson Group recruitment specializes in a very niche market - construction & engineering. Outside of running the day-to-day operations of the businesses, Justis sits on two boards and is a member of the Pinnacle Society. Justis on LinkedIn The Pederson Group of Companies website link People and Resources Mentioned Pinnacle Society Loomly Monday.com 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

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How to Build a $5.5M Recruitment Business Almost Entirely Through Referrals 1:07:12

۸ weeks پیش1:07:12

1:07:12

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 learned the tricks of the trade. His confidence : his drive to succeed gave him the mindset that age is never a differentiating factor His perspective and mindset : knowing that all men are equal, he treats everyone the same. How he would treat a CEO is how he would also treat a janitor. Building a Stream of Referrals Through Relentless Follow-Ups Another stunning fact: Brandon and his team built a $5.5m business almost entirely by referrals . All recruiters and recruitment business owners aim to deliver their best to clients and candidates to build a stream of referrals. Brandon's strategy is heavily reliant on relentless follow-ups. What exactly does this mean? Consistency over intensity : It’s not about hounding people, but staying top-of-mind over a long period. Genuine care : The intent is to show real interest in people’s well-being, not just to chase business. Long-term mindse t: Understand that value and referrals can take years to come to fruition. Controlled intensity: Stay focused, don’t obsess over results—just stay consistent with outreach. Relationship-first approach : Business follows when trust and familiarity are built. Brandon shared a pragmatic approach that they use to execute the above, such as using different contact options (email, text, phone calls), tracking systems, segmented contact lists, MPCs, and others. He also emphasized the importance of adding value to the community by doing acts of goodwill, such as reviewing resumes and committing to it regularly. Showing Resilience - 2008 Recession & 2023 Tech Downturn You will also admire Brandon’s story on how he and his dad dealt with the 2008 recession. He was just starting as a recruiter back then, and when they lost their biggest client (AIG), he started making cold calls: “He ended up effectively losing that client. And it's now this summer before I'm going back to school. He buys me a book of computer executive contact info. So this is again, pre-Zoom info, like true cold calling from a book. So I'm doing a hundred cold calls . I have my little cold call script, 19 or 20 at this time, and I start landing us business. It was pretty cool. Like, looking back on it at the time, I didn't know what the heck I was doing, but it was working.” The same approach worked in 2023, during the tech downturn when Brandon and his team had to up their outbound business development. Brandon elaborated on four action points: Diversifying into new industries. Focusing on relevant and personalized outreaches. Testing multiple business development tactics, and Building a repeatable, scalable process. He also shared their tech stacks and how they are using them not to automate outreaches, but rather to personalize them. Indeed, a recruiter’s resilient mindset is the key to remaining relevant and successful in a market where nothing can be certain. Brandon Glyck Bio and Contact Info CEO at Quantum Search Partners, where I lead a passionate and talented team of tech and executive recruiters. Creative, driven, and competitive executive and technology talent leader who is willing to go above and beyond for clients, candidates, and team members. Passionate about affecting the future success and bottom line growth of our clients by connecting them with industry-leading and impactful talent and leadership. Former college athlete (football) and graduate of Princeton University with a major in Psychology. Outside of Quantum, I enjoy spending quality time with my family and have personal interests in fitness, performance psychology, travel, and start-up investing. Brandon on LinkedIn Quantum Search Partners website link People and Resources Mentioned Charlie Saffro on LinkedIn Brent Orsuga on LinkedIn Jeremy Jenson on LinkedIn Crelate Dripify Related Podcasts You Might Enjoy TRR#228 The 4 Talent Magnets that Drive Recruiter Retention and Success TRR#218 How Grit and Determination Fueled a $2M Recruitment Firm’s Success TRR#217 How to Elevate Your Recruitment Firm to $12M with Effective Lead Generation 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

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How I Grew My Recruitment Agency to $300K Monthly Revenue, with Karolina Willis 1:01:25

۹ weeks پیش1:01:25

1:01:25

After moving from Dubai to the U.S. with two young children, Karolina Willis found herself rebuilding her business from the ground up. She hit a breaking point where walking away felt like the only option. But instead, Karolina doubled down—and what followed was six months of rapid growth. In this episode, Karolina shares how she scaled Intercare Recruitment into a thriving healthcare staffing firm by standing out in a competitive market. She explains the strategies that helped her win retained contracts, grow her team internationally, and differentiate through service—like hiring former nurses as recruiters and offering full immigration support. If you're building a recruitment firm and want to learn how to scale across borders, stand out from competitors, and build a team with real industry insight, this conversation is for you. 🎧 Episode Highlights: [01:53] Karolina’s journey from Poland to the U.K., Dubai, and the U.S. [07:27] The mindset shift that helped her bounce back fast [10:16] How she builds candidate pipelines by hosting events [13:39] Early challenges of starting a firm on her own [28:02] Relaunching in Florida and facing a pivotal breaking point [37:23] Her go-to-market approach in the U.S. [40:34] Key differentiators that helped her win retained business [46:30] Building and managing an international team [51:59] Identifying and developing recruiter talent [57:35] What she’d do differently if starting over 👤 About Karolina Willis: Karolina is the CEO and Founder of Intercare Recruitment and brings 19 years of healthcare recruitment experience. She launched Intercare in 2011 and has built a reputation for placing top-tier professionals in nursing, allied health, and executive roles across multiple regions. Known for her hands-on approach and strong relationships, Karolina mentors new consultants and leads by example. She holds a Bachelor's degree in Human Resources Management and is a certified PHR. Based in Greenville, South Carolina, she’s also a proud mom to two daughters. 🔗 Connect with Karolina: LinkedIn: Karolina Willis on LinkedIn Website: Intercare Recruitment 💬 Connect with Mark Whitby: LinkedIn: Mark Whitby Instagram: @RecruitmentCoach Twitter: @MarkWhitby Facebook:Mark Whitby 🎁 Free Resource: Book your FREE 30-minute strategy call 👍 Enjoying the show? Leave a review to help more recruiters discover the podcast.…

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

10 weeks پیش

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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've learned.” To summarize her methodology, here are the takeaways: Jenny meticulously plans each day using a printed Microsoft Word document with hourly blocks She writes her plan in pencil to allow for adjustments throughout the day Her day plan includes follow-ups, main goals, jobs to work, things she's grateful for, and long-term goals Writing plans physically rather than digitally creates a stronger commitment The planning process helps combat distractions and provides focus Jenny maintains this day-planning routine for approximately 90% of her workdays Do you have a similar approach to being focused and organized? Going Through Setbacks and Valuable Lessons Learned Like all business owners, Jenny and his team have had a few setbacks that can be considered teachable moments. 2023 was a challenging year for them as they expanded too quickly into new geographies while the market was getting softer. They also hired four additional people, which created financial pressure and eventually forced them to scale back after the overexpansion. Jenny shared critical learnings and adjustments they had to take to avoid reoccurrence. They learned the importance of tracking KPIs over different time periods (weekly, monthly, quarterly). “So one thing I have done this year, just with the team member I'm working with, and he probably hates it, but I'm telling him, listen, every week you're going to fill out this form and you know it's more than just KPIs.” They also used color-coding systems to track performance patterns . “This is what we're doing. Are they green, yellow, or red? I actually have them. I have them, Mark, green, yellow, or red? And you know, if last week was all red, but you're trailing six months are green. Like, let's get back at it if it's all red for six months. Well, this is a story, right?” Lastly, Jenny appreciates how partnership was crucial during tough times as partners talked each other ‘off the ledge’. “But I think the partnership was really helpful in that because we could look around and say, no, get back. Like, come back. Like, we've all been there. You're gonna get over it. You're gonna have a great month soon. I don't know when it is, but like just get back at it.” Business Development and Client Acquisition Tactics in a Tough Market I also enjoyed the part of our interview where Jenny emphasized the importance of getting back to the basics on business development in a tough market. “But it's, it's the basics. I think we are still big on cold calls. We do business development calls that are cold. We try to do a little bit. I try to do a little bit on LinkedIn or a lot, as much as I can.” Their business development tactics include: Cold calls - the team targets 50 meaningful connections per week. LinkedIn Engagement Database management. Jenny Diaz Bio and Contact Info Jenny has partnered with firms of all sizes to successfully recruit entry-level professionals to C-level executives. Since 2017, she has focused on engaging construction management talent in the Mid-Atlantic and Southeast. She stumbled into recruitment through seemingly unrelated experiences that began with working and studying in Russia and Israel and then ended on a dude ranch outside of Yellowstone. She has learned that the people you meet along the way are anything but chance encounters. Jenny on LinkedIn Apex Recruitment Group website link People and Resources Mentioned Guerrilla Marketing for Job Hunters 3.0 by David Perry 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

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

11 weeks پیش

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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 downturns while competitors continue closing deals. The Long-Term ROI of Strategic Relationship Investment DG Recruitment hosts rooftop events and specialized gatherings like pottery painting sessions targeted to client demographics. Though measuring immediate return is challenging, Grace notes these investments create "much higher odds of placing candidates" and develop "closer relationships with more trust." "That year I met that person, two years later, that became a placement." Dandan explains their events were specifically designed for their target audience - "middle-aged women with kids in the Jersey pharma belt" for pottery painting, and New York recruiters for rooftop gatherings. These strategic relationship investments help recruiters stand out in an industry with reputation challenges. Grace observes it's "very easy to do better" than competitors by "just doing a couple things differently." While others focus on transactions, this approach builds a foundation of trust leading to higher placement odds, client loyalty, and valuable referrals. MPC Strategy: Skip the Intro and Sell Your Talent Most recruiters waste time on company introductions when contacting hiring managers. Dandan recommends a more effective approach: "Sell the NPC right away. Boom, boom." This direct method recognizes that hiring managers prioritize solving their problems over hearing about your firm. Hiring managers focus primarily on addressing their own challenges. A refined approach that immediately demonstrates candidate value shows respect for their time while positioning you as a solutions provider. Dandan emphasizes creating compelling candidate profiles with a confident, engaging tone instead of a nervous or disinterested delivery. In today's competitive landscape, the first few seconds determine client engagement. Leading with immediate value helps bypass typical screening filters, significantly increasing your chances of meaningful engagement and placement success. Related Podcast You Might Enjoy TRR #110 - Why Top Billers Don’t Want to Join Your Recruitment Agency Dandan Zhu Bio and Contact Info Dandan Zhu launched her agency recruitment career at the age of 23, quickly excelling as a full-desk headhunter specializing in a technical niche and eventually executive search for the pharmaceutical and life sciences industry. Through high commissions, obsessive saving, and aggressive investing, a method she calls “The Millionaire Trifecta”, Dandan achieved financial independence by 28, transitioning into full-time entrepreneurship. She is the founder of DG Recruit (est. 2018), a leading R2R (recruiter-to-recruiter) firm serving top billers and recruitment agencies, and Agency Recruitment Academy (est. 2024), where she provides training and guidance to senior producers and recruitment leaders. Dandan is also the author of Agency Recruitment 101 , a comprehensive guide offering insights into the recruitment business model, commission structures, and industry best practices. She hosts the DG Recruit Podcast featuring top voices in the recruitment industry and showcasing top sales and recruitment strategies and tactics. An active speaker and trainer, Dandan collaborates with go-getters and leaders in the recruitment industry to elevate their skills and results. Her mission is to share the knowledge she gained as a headhunter, sales leader, and entrepreneur, empowering others to achieve financial, career, and life success. Dandan on LinkedIn Dandan on Instagram Dandan on Twitter @dandanzhudg Grace Marlin Bio and Contact Info Grace has been servicing the agency recruitment industry for the past 6.5 years as the Co-Founder of DG Recruit, a US-based agency-to-agency rec2rec firm. Throughout Grace's time in the industry, she has helped launch, elevate, and track the careers of top performing recruitment and staffing sales professionals which has provided her a keen vantage point to understand what it takes to be a successful agency recruitment professional. She is passionate about the unique earning potential and autonomy that comes from a successful career in the industry, so she solely focuses on the agency side, NOT HR/internal recruiting/TA roles. Grace routinely shares industry-related content on LinkedIn and is a champion for leveraging social media marketing as a cornerstone of your recruitment practice since it's still an underutilized tool for current and aspiring top billers. In addition to her work at DG Recruit, she co-founded Recruiter Prep which offers an "Intro to Agency Recruitment Course" that teaches aspiring agency recruiters everything they know to break into the industry with the highest probability of having a successful first year. Grace on LinkedIn DG Recruit website link DG Recruit Podcast link DG Recruit on Facebook DG Recruit on YouTube People and Resources Mentioned Influence: The Psychology of Persuasion by Robert B. Cialdini 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

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Why Community-Building is the Ultimate Differentiator in Recruitment, with Leo Hewett, Ep #250 1:09:31

12 weeks پیش1:09:31

1:09:31

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 trade" equivalent for businesses, signaling that Core3 is committed to high ethical standards and strong ESG (Environmental, Social, and Governance) credentials. Core3’s decision to pursue B-Corp certification was driven by a desire to embed impact into the business model and stay accountable to ethical standards. The certification also enhanced its attractiveness to stakeholders who value purpose-driven businesses. “The values are more than words written on a wall and people love the culture and work I'm working here. But it's, it's different because you can feel it every single day. Because we've given 3% of revenue to these three good causes that we support. Every consultant feels it with every placement. The client, after every placement, gets a menu of which charity they would like to choose where that 3% of this placement will go,” explained Leo. Another way that Core3 engages with its community is by building inner-circle groups. Adding Value Through Inner-Circle Groups Leo and his team have strategically built value-driven communities to foster meaningful conversations among finance professionals. The approach began with the Conscious Finance podcast, which explored finance’s role in meaningful change. As the podcast gained traction, clients expressed interest in deeper discussions, leading to the creation of roundtable events. These roundtables bring like-minded professionals together to discuss shared challenges in an open, collaborative environment. There are challenges in hosting events for these inner circles, such as resource, time, and event costs. However, Leo shared the benefits in adding value to your niche community by developing these inner circles: Stronger Client Relationships – Moves Core3 beyond transactional interactions, making them a trusted partner rather than just another recruiter. Enhanced Brand Authority – Hosting and facilitating discussions positions Core3 as thought leaders within the industry. Exclusive Networking Opportunities – Clients benefit from valuable peer discussions and insights, making them more likely to stay engaged with Core3. Self-Sustaining Communities – With ongoing engagement via messaging platforms, these groups create lasting professional connections beyond Core3’s direct involvement. Business Growth & Differentiation – Unlike traditional recruiters focused solely on job placements, Core3 creates a deeper, more meaningful engagement model that attracts both talent and businesses. By fostering these high-value, non-sales-driven communities, Core3 successfully differentiates itself from competitors and creates lasting relationships with finance professionals. The Challenges of Scaling Your Business Another topic that I can relate to is how Leo dealt with two main challenges when scaling his business. He shared the two main areas where he struggled: culture and cash flow. For culture, defining and embedding a strong culture was difficult in the early stages. Lack of clear values and behavioral expectations made it hard to create a positive and cohesive environment. To overcome it, Leo did the following: Setting Clear Standards from the Start Involving the Team in Defining Culture Hiring the Right People In terms of cash flow, Leo’s corporate background did not give him solid exposure in managing cash-flow directly. Although his business was thriving in its first year, the geopolitical situation in Ukraine and Russia affected his business, leading to a 6-month loss-making. To overcome this, Leo implemented action points such as: Increased Accountability and Visibility: The team collectively committed to improving processes, tracking performance, and holding each other accountable. Shift from Inputs to Outputs: Rather than focusing on meaningless KPIs (e.g., "how many calls did you make today?"), they focused on more meaningful metrics like conversion ratios and actual results. Implemented OKRs (Objectives and Key Results): This allowed the team to focus on high-impact goals and measurable outcomes, rather than just activity. Strengthened Team Collaboration: The team took ownership of the problem and worked collectively to improve performance and cash flow. Core3 survived the six-month loss-making period without losing a single team member. Leo Hewett Bio and Contact Info 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. He believes that business has a bigger role to play in society than just making a profit. Being future-conscious and aware of how our actions affect people and the planet is more important now than it ever has been. This is why Core3's purpose is to pioneer the ‘Conscious Recruitment’ mindset; putting people, planet and progress first. Pledging 3% of sales to their local community and the environment. 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). Leo on LinkedIn Core3 website link The Conscious Finance Podcast links Core3 on Facebook Core3 on Instagram Core3 on X Core3 on YouTube People and Resources Mentioned Start With Why by Simon Sinek 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

1
How to Design Recruitment Training People Actually Enjoy, with David Bloxham, Ep #249 1:02:35

13 weeks پیش1:02:35

1:02:35

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 basics and focusing on what a recruiter really does. Phone first, and building a network. He utilizes existing technology and tech stack, especially when monitoring and gamifying performance as part of training and development. Most importantly, his mindset says a lot about his success, “Training and developing people is fun!” Below are some of the takeaways he shared on this topic: Passion for Teaching – He genuinely enjoys training people, seeing them "get it," and watching their progress. His enthusiasm makes training engaging and impactful. Gamification and Fun—He introduces friendly competitions, small challenges (like mentioning random topics in calls), and a team environment that keeps training lively and engaging. Hands-On Learning – He believes in learning by doing, allowing trainees to make calls early, experience rejection, and develop resilience. Focus on Fundamentals – Despite industry changes, he emphasizes that the core of recruitment remains the same: connecting clients and candidates. Creating a Supportive Environment – He fosters a collaborative setting where trainees can share wins, struggles, and experiences. Emphasizing Resilience – He prepares recruiters for the challenges of the job, especially handling rejection and navigating modern recruitment complexities. Adapting Training to Modern Challenges – He acknowledges changes in recruitment (e.g., difficulty reaching candidates, compliance hurdles) and tailors training to address these new realities. What Does a Recruiter Do? Despite technological advances in AI, David strongly believes that focusing on the human factor by understanding what a recruiter does is still the key success factor in this field. He believes that two things are essential: Telephone First Building a Network Regardless of what AI or other tools can do to improve your recruitment process, it is still a recruiter’s human factor of connecting with candidates and clients that drives the decision of whether you will win the business or not. As he puts it, “And, and that's really where I kind of come to with, with what does a recruiter do? What a recruiter does is it has the human interaction, the human touch, right? And if we can really get that into the heads of recruiters, this is where your value is. This is what you do, right? You meet people, you talk to people, you network, you find out things.” Indeed, recruiters who rely too much on automation risk becoming replaceable. But those who master the human side of the business—building relationships, influencing decisions, and adding personal value—will always be in demand. Learnings from an MBO (Management Buyout) As one of the first employees at GCS, David was deeply invested in the company’s growth. When it reached an eight-figure valuation, the decision was made to exit certain owners and transition leadership. Since David didn’t have the capital to buy out the founder, they sought backing from nGAGE, an investment company that specializes in recruitment businesses. The process involved intense due diligence, financial scrutiny, and planning to make GCS an attractive investment. David's learnings also apply to recruitment business owners who plan to exit and sell their business through acquisition. You may be interested in the following topics that David elaborated on: Know Your Numbers Focus on Profitability & Efficiency Investors Want Focus & Justification Culture & Brand Matter The Shift from Employee to Shareholder David Bloxham Bio and Contact Info David Bloxham is a seasoned recruitment professional and the CEO of GCS Recruitment. With over 30 years of experience, David has a passion for 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 grown significantly on a global scale, helping clients to "Employ the Future to Create it." David's expertise in the recruitment industry and his dedication to fostering strong client relationships have made him a respected figure in the field. David on LinkedIn GCS Tech Talent website link GCS Connect Leaders podcast nGAGE talent website link People and Resources Mentioned LinkedIn Recruiter Lusha Crunchbase Daxtra PowerBI 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

49 weeks پیش

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How Purpose-Driven Business Models Help a Female Founder Achieve Acquisition Success, with Helen McGuire, Ep #220 40:23

50 weeks پیش40:23

40:23

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 lesser-represented groups. As a female founder, you will hear insightful perspectives on how underrepresentation affects certain groups and how to empower more women to launch their own businesses. She is about to finish a new book, The Female Scale, which will provide insights on this issue. “It's not written specifically for women, but it's written with a very female lens. You know, the challenges that you encounter as a woman setting up a business, and there are, you know, so many female-led businesses, startups, smaller businesses out there.” In this episode, Helen shared an astounding feat: They could exit Diversely.io, an end-to-end hiring platform that uses tech to reduce bias in businesses' hiring processes. By being acquired, she believes this platform will be more accessible to a much larger audience of sourcing and recruitment firms. Learnings on Being Acquired and Exit Strategies As a business owner, you may relate with me if you are also fascinated with stories of how exits and acquisitions work. I wanted Helen to walk me through what was involved in their acquisition process. She shared detailed stories of how it started, what was expected, and what happened. She also shared curve balls and how their expertise and networks played major roles in making the exit happen. In hindsight, here are some learnings that Helen shared if you ever plan to exit or scale your business: Be more prepared for the level of due diligence you must go through. Be well-organized: ensuring all relevant agreements and data sheets are in one place. Invest in good lawyers and accountants - they are absolute lifesavers. What resonated with me the most was Helen’s idea of the exit. It has always been purpose-driven. “And you have to kind of, so when you're thinking about selling your business, it's not just about what I need from it as a dollar value. What can I also achieve off the back of that? What does that give me as a founder, as someone who's going on this journey?” Building a Purpose-Driven Business Model Building a business, especially focusing on recruiting and sourcing, is not always profit-focused. The vision and mission statements need to be clear, as the impact we can have on people can be life-changing. This aligns with what Helen believes when creating a purpose-driven business model. This is how she described it: “And it wasn't all about the dollar value. I think when you set up a purpose-driven business, it's very important to keep profit and profitability in mind because it's hard to create impact without that. It's not sustainable as a business or as an idea. But equally, you've got to balance it with, you know, what am I doing here to solve this problem, and how can I solve this problem? And we would have taken another god knows how many years to try and get to the scale that…” When Helen co-founded Diversely.io, it was to solve her own frustrations as a female in a male-dominated industry. Her purpose was clear from the start - to help women and under-represented groups gain fair opportunities. This purpose-driven business model contributes well to her current successes and future aspirations. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Helen McGuire Bio and Contact Info Founded the first women’s careers platform in the Middle East and Asia—Hopscotch.work—in 2015, Helen has won numerous industry awards for her work and led part of UN Women’s efforts to increase gender representation in the UAE. To scale the impact of her mission beyond gender, Helen joined the tech start-up accelerator Antler in January 2020 with a vision to conquer the issues around DEI in the workplace through the use of technology. Diversely.io was that solution; a multi-awarded global AI-driven platform built alongside her co-founder, Hayley Bakker, and with the support of industry investors over four years. One of the world’s leading software companies, The Access Group, acquired the platform for an undisclosed amount in 2023 and continues to be integrated across its portfolio. As host of The D&Igest podcast, Helen now utilises her formidable communications skills to give those who are making a difference in the global DEI space a voice. Professionally, she focuses on ensuring DEI is at the forefront of business strategy and coaches female founders on holistic business strategy. Her first book - ‘The Female Scale’ - is due in 2024, and she speaks and advises globally on the topic of DEI and creating purposeful businesses. A communications professional of twenty years, Helen began her career in London, achieving her dream role at BBC Radio 1 in her early twenties, going on to produce, DJ and present for the music industry in over Helen on LinkedIn The D&Igest Podcast link People and Resources Mentioned The Access Group website link Justin McGuire on LinkedIn Related Podcast You Might Enjoy TRR#57 Diversity as a Differentiator – How Recruiters Can Attract 70% More Diverse Talent, with Helen McGuire 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

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How a $20M Biller Drives Business Development While Leading a Team, with Jennifer Meyer, Ep #219 1:03:30

51 weeks پیش1:03:30

1:03:30

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 salaries of the people that we place, you know, if you were going to relate it that way…Yeah, it does go beyond that, though, where you are at the, you know, again, at the basic level, you are affecting the person, and you're affecting the hiring manager. So that could be a times two, right?” Here is a takeaway: Start trying to calculate the individual impact you're having in the world, particularly the positive impact you're having for your clients, and try to quantify that. If you have the appetite, even go back in history and try to work it out. But even just starting right now, try and figure out what difference you're making because that's really motivating! Differentiating in the Business Development Side A key topic I wanted to discuss with Jen is how she is able to differentiate, especially on the client acquisition and business development side of things. Jen has always been consistently recognized as a top performer in her career. I wanted to pick her brains on her approach when it comes to communicating with potential leads and candidates, and she surely did not disappoint. Jen revealed specific tips and verbiage that you may want also to use. Here are some key takeaways: Focus on authenticity and listening more by asking curious questions. Avoid typical questions like “Can I help you?” or “How are you doing?” Use power phrases such as “Are you in a place where you can talk confidentially?” or “I’ve only got a minute” instead of “Have you got a minute?” The effective use of body language. She explained, “Whether you're 30 minutes into the business or you're 30 years into the business, everybody is saying the same thing and overcoming objections in the same way. So what can you do that just sounds different? You know what I mean? And I think if you think about it from a perspective of what that person is going to hear based on their world helps you...And so if you speak to them in their language, they get it.” You will also hear Jen’s insights on developing her team to elevate their levels on the business development side, which is quite similar to the TSI (Targeted Sales Information) approach. Team Development Strategies as a Billing Manager A billing manager is a critical and challenging role in a recruitment firm. The role entails ensuring individual profitability while leading your team to do the same. Jen has been passionate about mentoring and developing her people, so I wanted to hear her methods in helping her team be successful. Jen elaborated on the following topics: Consistent deskside training. Real-time feedback and call reviews. The importance of teaching structure. Listening for opportunities in candidate interviews. Using a checklist. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Jennifer Meyer Bio and Contact Info Over the past 26 years, Jen has been a guiding force, significantly influencing numerous organizations and professionals. She has generated over $20M in cumulative cash-in, contributing to an economic impact exceeding $1B. This remarkable achievement includes the highest fee, which is over $300k. Currently serving as the SVP of Strategic Partnerships at Govig & Associates, Jen plays a crucial role in propelling the company forward. She's at the helm of business development and leads the overall team of 27 recruiters, actively front-facing with clients and playing a significant role in surpassing $14M in results. Jen's professional journey began with a 6-year tenure at an MRI office, where she consistently ranked in the top 10% among approximately 5000 recruiters at that time. She then co-founded North Coast ExecuSearch, Inc., where she served as a billing manager for 14 years, maintaining a position in the top 50 out of 750 offices worldwide. Jen's recruitment efforts have been vital in assisting small to mid-size firms, particularly those under private equity, to not only meet but also exceed their growth objectives, with several doubling in size and achieving revenues over $1 billion. Jen’s work ethic is not driven by the desire for accolades but by a deep-seated passion for mentorship and forging lasting relationships. She believes in the collective improvement of the industry, emphasizing the importance of recognizing recruiters as valuable consultants and ensuring they are compensated fairly for their expertise. Her remarkable career is enhanced with numerous accolades, including her 24-time recognition as a "Pacesetter" Award Winner, her induction into the Hall of Fame and The Ring of Honor within the MRINetwork, and receiving the prestigious Alan R. Schonberg Lifetime Achievement Award for her revenue contributions and character and her acceptance to the Pinnacle Society over a year ago. Not to mention she is very active in a commitment to community service, most recently acting as the President of the MRINetwork Charitable Foundation, where she led the board to raise money for Shriners Hospitals for Children. As Jennifer shares her insights, her quiet confidence, impressive achievements, and unwavering dedication to talent development serve as a powerful reminder of the influence we can all have in shaping the futures of many. Jen on LinkedIn Govig Executive Search website link Govig on Facebook People and Resources Mentioned Katherine Jerald on LinkedIn Brent Orsuga on LinkedIn Crelate Related Podcast You Might Enjoy TRR#178 Top Producing Recruiter Reveals How to Win and Develop Key Accounts, with Katherine Jerald TRR#218 How Grit and Determination Fueled a $2M Recruitment Firm’s Success, with Brent Orsuga 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 Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.…

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