The Resilient Recruiter

Are you a solo recruiter curious about achieving extraordinary billing figures with just a handful of daily conversations? Meet Craig, a solo recruiter who's been smashing records. For the last 3 consecutive years, he’s billed over $1.25m as a solo recruiter, reaching a career milestone of $1.5m in 2023, which was a down year for many recruiters. In today’s episode, we explore how solo recruiters can level up their recruitment game with conversations even when times are tough with a returning guest, Craig Picken. Craig is the co-founder and Managing Partner for Northstar Group, a boutique executive search firm based in Wilmington, NC.     Tune in and get invaluable insights from Craig's unique approach that challenges the norms and redefines what's possible for solo recruiters in today's competitive landscape. His ability to navigate the complexities of talent acquisition is truly remarkable. Whether you're a seasoned recruiter or just starting out in the industry, this episode offers actionable tips to enhance your recruitment conversations and propel your career to new heights.    Episode Outline And Highlights [03:47] The conversations that contributed to Mike’s 1.5m billing record  [06:37] What qualifies the right conversations and people [10:03] Two tools for tracking recruitment conversation  [14:42] How to ring the phone and create “spontaneous conversations.” [20:11] How to position yourself for the long game and value “not transactions.” [27:53] Non-negotiables for success when partnering with a client  [34:50] How to avoid burnout: Solo recruiters' physical and mental self-care tips  [42:14] What solo recruiters can do to level up to $3-400k recruiters [48:35] Craig’s philosophy of content creation and tactics for writing [54:54] How podcasting can drive conversations and position you as an expert [57:26] Strategies to building a 10K people email list for your podcast [58:44] How to do outbound calls and the volume of calls to puts out there [01:01:08] What solo recruiters need to do today to be successful tomorrow 5 Steps to Level Up Your Recruitment Business Craig and I discussed his recruitment strategies at Northstar Group company, a boutique executive search firm based in Wilmington, NC, that focuses on recruiting senior-level leadership, sales, and operations executives for some of the most prominent companies in the aviation and aerospace industry. Craig’s clients include well-known aircraft OEMs, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers. With a track record spanning over a decade, Craig has personally concluded hundreds of successful executive-level searches across a variety of disciplines. Craig outlined five essential steps for recruiters looking to elevate their game:   Invest in Yourself: Craig emphasized the importance of self-investment, urging recruiters to spend some money, go to conferences, engage in level-up conversations, and continuously seek opportunities for personal and professional growth. Follow the Right People: Recognizing the challenges of talent acquisition, Craig advised recruiters to connect with industry leaders to enhance their credibility and reputation as go-to experts. Following the right people will help you become a destination of choice.  Know who you are working with: Success in recruitment, according to Craig, hinges on understanding your clients, delivering value, nurturing relationships, and adopting a long-term perspective. Choose Your Battles Wisely: Drawing from his experience and insights from the Naval Top Gun program, Craig shares a valuable lesson: “If you can’t win the fight, don’t fight. Go away and come back. Live to fight another day,” which is a great philosophy in recruiting. Differentiate yourself: Craig encouraged solo recruiters to carve out their unique identity and differentiate themselves from the competition. Whether through thought leadership on platforms like LinkedIn or showcasing their authentic self, it can significantly impact their success in the field.   Ultimately, leveling up in recruitment involves positioning yourself as a trusted industry expert, promoting your voice, and leading by example.  Positioning Yourself In The Market Craig shares the importance of positioning oneself in the market not merely as a transactional recruiter but as an invaluable resource, an expert dedicated to adding tangible value. By prioritizing value over closing deals, recruiters can elevate their status in the client's eyes. Rather than seeking short-term gains, they should aim to build lasting relationships grounded in trust and mutual benefit. According to Craig, the last thing he wants to be in his life is transactional, which is here today and gone tomorrow. Positioning yourself in the market is about relationships and being with your clients every step of the way. It’s about maintaining a client-centric approach throughout the entire engagement process, being present, reliable, and supportive at every stage, regardless of the challenges or obstacles. This commitment to the long game ensures that clients and prospective clients feel supported and understood, strengthening the bond and attracting more business. In addition, Craig advocates for prioritizing integrity over immediate financial gain. When recruiters focus on delivering exceptional results, monetary rewards will naturally follow. Don’t succumb to desperation or compromise on your principles for money; this can lead to dissatisfaction and ultimately damage the client relationship. Be willing to walk away from situations that don't align with your values to ensure you can pursue mutually beneficial partnerships built on trust and respect.   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   Craig Picken Bio and Contact Info   Craig is the Co-founder and Managing Partner for Northstar Group, a boutique executive search firm based in Wilmington, NC. Craig is focused on recruiting senior-level leadership, sales, and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well-known aircraft OEM’s, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers. Since 2009 he has personally concluded several hundred executive-level searches in a variety of disciplines.   Craig on LinkedIn Craig on Twitter @craigpicken Craig on Facebook  Northstar Group website JDRF website   Resources and People Mentioned LinkedIn Sales Navigator Clockwork Recruiting   Related Podcast You Might Enjoy   TRR #22 Craig Picken’s Journey From Naval Aviator to Big Billing Solo Recruiter   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.

 Are you looking for innovative ways to elevate your recruitment firm's brand and solidify its presence in the industry? Podcasting might be the game-changer you haven’t tapped into yet.   In today's episode, we explore the powerful impact podcasting can have as a branding tool in the competitive recruitment industry. Our guest, Mike Richards, CEO & Founder of The Treasury Recruitment Company and host of the successful Treasury Career Corner podcast, shares his journey and provides a blueprint for podcasting to strengthen your brand's reach, authority, and engagement.    Tune in for actionable tips, inspiring success stories, and strategic insights on effectively utilizing podcasting to highlight your recruitment brand and deepen your connection with your audience. Whether you’re new to podcasting or looking to refine your approach, this episode is packed with valuable takeaways to help your recruitment firm stand out.   Episode Outline And Highlights   [01:51] Mike’s background and what he does in the finance recruiting  [02:56] How Mike got into the recruitment space [04:31] Mike's highs and lows as a founder in the treasury recruiting space since 2002 [07:20] 3 Lessons Mike has learned from over 20 years of building a resilient business  [09:40] Measures Mike has in place to ensure he doesn’t put his business at risk by overspending when he is doing well.  [11:26] Mike’s settlement period and how he makes sure he gets paid without ruffling too many feathers  [15:03] Policies to encourage prompt payment within the guaranteed period  [17:55] How much Mike has implemented from Profits First book [20:28] When Mike started the Global Salary Survey, they systemized it and how it works [24:45] How Mike uses Global Salary Survey for marketing purposes [28:48] How data empowers the provision of market insights and intelligence to your clients [29:43] What inspired Mike to launch his podcast and the keys to his success [34:29] Mike's podcast strategy and how his podcast has spanned off to other opportunities [43:42] How Mike manages the cashflow issues and the cost of running his podcast events [47:28] What Mike is doing in marketing that is working well for his company  [49:33] Mike's techniques for leveraging social media for his business  [53:46] Marketing engine: Getting in front of people who are interested in your offer   Drivers of Success For Your Recruitment Business Mike and I discussed his recruitment company, Treasury Recruitment Company, which is a truly global treasury recruitment firm established in 2002. It specializes in global treasury recruitment and supports both permanent and interim assignments, giving its clients greater flexibility and choice. The company boasts a track record of successfully placing candidates at all levels, from corporate treasury to analysts and directors and across various sectors from multinationals to consultancies.   During our discussion, Mike shares three invaluable lessons gleaned from over two decades in the recruitment industry, each contributing to the resilience and success of his business.    Firstly, he emphasized the importance of prudent cash flow management. Mike highlighted the tendency of many recruitment firms to overlook the economics of their spending when they are doing well, leading to potential pitfalls such as imprudent trips, expansion, or investments.   Secondly, he underscored the necessity of closely looking at and monitoring your finances, income, and expenses and ensuring the fuel gauges are topped up for smooth operations.    Lastly, Mike stressed the interconnectedness of these lessons, emphasizing that financial health is the lifeblood of any business and that careful attention to cash flow, income, and expenditure is fundamental to long-term success. The Role of Podcasting in Recruitment Branding   Using podcasting to grow your recruitment business revolves around sharing compelling stories, providing an avenue for expression, and maintaining consistency. Mike shares that when they started the Treasury Career Corner Podcast, their audience was modest, with their episodes gaining about 30, 40, or 60 downloads. Despite initial skepticism about the investment, Mike highlights the value of engaging even a small audience, equating it to the opportunity of speaking directly to a handful of attentive individuals about your recruitment services.    Over time, their podcast's reach grew significantly, now averaging 400 to 500 downloads per episode and boasting a total of 135,000 downloads. Mike believes that the importance of his podcast goes beyond just the statistics. The podcast has opened up opportunities for him, such as invitations to national conferences where he could make meaningful connections and meet fascinating guests. The stories shared on his podcast have helped establish him as an authority in his industry.   We all begin somewhere, and initially, according to Mike, attracting 10 or 20 highly engaged prospects is pivotal. While quantity holds importance, prioritizing quality is paramount. It's not about attracting a considerable number of people but rather connecting with individuals who are genuinely interested and attentive to what you offer. Building a community of interested prospects is far more valuable than having 10,000 cold prospects.   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   Mike Richards Bio and Contact Info Mike Richards is the CEO & Founder of the Treasury Recruitment Company.   Established in 2002, The Treasury Recruitment Company are the only truly Global Treasury Recruitment firm in the world. They recruit at all levels within Corporate Treasury from Treasury Analyst to Treasury Director for multinational corporates, consultancies and a range of financial institutions.   Mike regularly speaks at Treasury Recruitment conferences such as the EuroFinance International Treasurers Conference, the Windy City Summit – Chicago and AFP USA Treasurers Conference about; the power of personal branding how to attract, manage and retain treasury talent the latest trends happening within the global treasury recruitment market.   In addition Mike also hosts the popular podcast www.TreasuryCareerCorner.com where he interviews treasury professionals about their careers.    Mike on LinkedIn Mike on Twitter Mike on Facebook Mike on Youtube The Treasury Career Corner Podcast link Global Treasury Salary Survey 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   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.  

Are you a small executive search firm striving to stand out among large competitors in the industry? Fear not, for opportunities abound for those who dare to innovate and differentiate. While larger firms may wield extensive resources and brand recognition, small firms possess agility, adaptability, and personalized services that can be leveraged as competitive advantages in the ever-evolving recruitment landscape.   I am excited to share this episode with special guest, Bob Kondal, a top-performing headhunter in Private Equity and Private Credit. This episode is packed with behind-the-scenes stories from twenty years of experience in recruitment that you don’t want to miss!   Bob and I touched upon relevant topics such as winning clients as a small firm, storytelling in business, prepping for client meetings, MPC marketing, diversity, and how we achieves a 100% offer to job accepted ratio - that’s right, zero turn-downs.  Episode Outline And Highlights [02:36] Rocky start – Bob’s first recruiting job at Huxley Associates; how he progressed from being on the verge of quitting to becoming the top biller [08:42] Bob’s journey from recruiting to equity trading to starting his own search firm  [10:50] Challenges and successes: Bob’s milestones as a solo search firm owner [14:27] How to shift client’s misconception that working with the bigger search firms will yield better results   [19:30] How to use superior performance metrics as a selling point [23:07] Storytelling in business: How to pitch against larger firms and win [30:01] Prepping for a client meeting [33:18] Memorizing teams: Bob shares why and how he memorized teams  [40:06] Execution: Bob's process that allows him to achieve zero job turn-downs [44:55] Opportunistic introduction: How often Bob uses MPC marketing to spark conversation with potential clients  [50:29] The trend toward Diversity in private equity and private capital recruitment [51:32] Discussion on “Thinking Fast and Slow”  [1:00:09] Investing in your copywriting skills and Bob’s book recommendation  [1:01:34] Why Bob practices Brazilian Jiu-jitsu and how it applies to the world of recruitment   4 Ways to Stand Out From the Competition and Win New Business as a Small Firm   Bob goes to great lengths to stand out from the competition. He believes that so many recruiters are looking for a quick fee, with little regard for the long-term results, and do not spend enough time understanding candidates or the employer they are representing.    He describes 4 different strategies he uses to stand out and stay at the top of our game.   The power of storytelling:  Bob attributes their high interview acceptance rates and minimal drop-offs to the clarity of their approach. Instead of simply sending job listings, he advocates engaging candidates through a 30-45 minute discussion about their career.  Getting market research and execution right: You only need two things in search: research and execution to help you as an organization achieve zero turn-downs and maintain a competitive edge. This enhances attention to detail, which not only wins business but also cultivates stronger client relationships and satisfaction. Prepping for client meetings: One of Bob's key insights around client meetings is how extensively he prepares.  In addition, he runs the meeting quite differently to other recruiters, for example asking about their investment philosophy. Memorizing teams: Bob explains that the client, as a search headhunter, wants to know if you, as a recruiter, know their market inside out. During Covid, Bob set himself a challenge to memorize whole teams, including where they went to university, what they studied and what grade they achieved. Like me, you will admire Bob's refreshing, proactive, responsive, and highly professional approaches and how he delivers service to his clients.    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   Bob Kondal Bio and Contact Info  Bob has 25 years recruiting experience. He started his career with Huxley Associate in SThree. At the time Huxley were the most profitable company in SThree. Bob was the all-time top producer at Huxley in 2001. He's focused on Executive Search in Private Equity and Private Credit for the past 18 years and runs his own firm, Melrose Partners. He was also an equity investor in the City and was a regular commentator on CNBC. His peers from his previous employer are European and Global Heads at Heidrick & Struggles, Russell Reynolds, Spencer Stuart etc. Bob on LinkedIn Melrose Partners  website link   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   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.

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

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

Learn how to help clients achieve employer branding success with insights from Bryan Adams, CEO of a renowned branding agency. Discover the philosophy of repelling many and compelling few, aligning company essence with recruitment goals, and crafting compelling employer brand propositions. Explore the evolution of employer branding, storytelling, and the intersection of storytelling and professional development in recruiting.

Are you familiar with the term “ 4.0 Leaders”? If you are, then you understand the value of hiring such leaders in whichever niche you serve, especially in this age of the industrial revolution through artificial intelligence.    I am excited to share this episode as we have a returning guest, the Rogue Recruiter, David Perry. We recorded this episode on his birthday. And you know that it will be an episode packed with exceptional expertise and behind-the-scenes stories from 35 years in executive recruitment.   David and I touched upon relevant topics such as building strategic, long-term client relationships and the art of placing the right candidates within a company's culture. We also covered how their project, workinsight.io, can change the current hiring landscape. Lastly, David shared his insight on what recruitment will look like and why hiring 4.0 leaders is a critical role of recruiters.   Episode Outline and Highlights [02:09] Pool Table Analogy - David reveals the strategy in his 35-year career in executive recruitment. [08:02] Pointers on pre-closing deals and establishing long-term client relationships. [19:22] “Executive Recruiting for Dummies” - Why David writes the questions and runs the candidate interview with their clients. [26:06] Educating your clients on the cost of a bad hire while quantifying your added value to their organization. [29:00] Be inspired and don’t give up: David shares his story about his early struggles in his recruitment career. [32:24] What is Workinsight.io and how can it be a game changer as a matching platform for candidates and employers? [52:18] Teaser on David’s new book - “Revolutions Need Leaders” [1:00:05] David shares why they send a 27-page proposal to their clients. [1:07:00] Book recommendations from David and why he never stops learning from others.   Strategize Your Recruitment Like a Pool Master Before we recorded this episode, he had recently closed around 750K in fees. I wanted to get his insights on how he can consistently deliver in the industry for 35 years.    If you are familiar with the game of pool or billiards, you will relate to David’s analogy about his strategies that keep him at the top of his game. He describes his approach, “You play pool, right? Most people and most recruiters are usually good for sinking a shot. Maybe a second one, okay, rarely a third one, yep. Rarely can someone clean the table. So this is how we think about search. We get a lot of inquiries to do work for companies… That's like playing pool. Before we do a deal we want to look down the table and go, okay, what's the next ball, what's the next ball, what's the next ball? And oftentimes we won't take a search because we can't see the next one.“   David elaborated on the following techniques:   Focusing on client relationships, investing time to understand their culture and what fits in their organization. Doing so can make placing three people with one company easier than three people with three different companies. How to pre-close a deal through an intake call with the client via Zoom call that will lead to a face-to-face discussion. Running the interview questions to the candidates, with the clients on the side.   Like me, you will admire David’s tenure and expertise and how he delivers his service to his clients.    Democratizing the Job Search Process   David and I discussed their exciting website project: workinsight.io. Work Insight is a recruiting platform designed to be candidate-centric by allowing them to have a level of anonymity. The approach is inspired by dating sites, like Bumble or Tinder. The goal of the platform is to democratize recruitment - “This is designed to help people get the right role. That's why it's free. It's free for recruiters to use and post. It's free for job hunters to come and find jobs and post credentials. So we're trying to democratize the hiring that way. This way, smaller companies who've got a great idea can find people and do it themselves At the same time.”   There are at least two job search frustrations that the platform can solve:   Shortening the job search process: In the US, Davide mentioned that the average job search time is 38 weeks. Workinsight.io can enable a continuous opportunity flow, which will force employers to “be smarter and fairer with the candidates that they have, because now, all of a sudden, the whole market is fluid.”   Solving the “hired for skill, fired for fit” dilemma: As David mentioned, “We've known for four decades hired for skill, fired for fit. If we know this doesn't work and we know that the turnover rate stays at a steady 24%, why don't we fix that?” The platform has an upcoming feature that matches candidates to companies based on cultural fit, aiming to address the high turnover rates caused by mismatches in company culture. This service is available for English-speaking individuals across various roles, industries, and locations.   Having a Glimpse to the Future of Recruiting   I was also fortunate to get a teaser of David’s new book “Revolutions Need Leaders”  which addresses these revolutionary changes in recruitment and provides insight into the High Definition of Recruiting (HDR) methodology. David touched upon the impact of leaders like Sam Altman, whose leadership inspired loyalty and action from employees at OpenAI, exemplifying the power of what we term "4.0 leaders." These leaders focus on team success rather than individual achievements and are not easily found through traditional recruitment methods. We discuss strategies for identifying and engaging these elusive candidates, including using LinkedIn effectively for signaling and vetting prospects.   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   David Perry Bio and Contact Info   David is a seasoned search professional and has completed more than 1500 projects and negotiated more than $400 million in salaries. He is a bestselling author and his books have been translated into French, Hungarian, Vietnamese, and Chinese.   David is a student of leadership and its effect on organizations ranging from private equity ventures to global technology corporations. David has built an extensive personal network of leading CEOs as well as up-and-coming future executives, permitting him to find the most qualified candidates to grow a company and increase stakeholder value. PMI’s Inside-Out Approach™ methodology allows clients to rapidly assess critical human qualities, track record, and leadership experience.   David is frequently quoted on trends and issues regarding executive search, recruiting, and HR in leading business publications including Daily Commercial News, The Wall Street Journal, Canadian Business, EETimes, BOMA Monthly, and HR Today, and appears regularly as an executive search and labor market analyst for CBC News World and CTV Television. As HR Policy Advisor of the Canadian Advanced Technology Alliance (CATA), David has developed an extensive knowledge of leadership, innovation, and technology – like SMART Buildings. This ever-evolving expertise keeps him at the pulse of the most innovative and successful leaders. David recently served two terms on the board of Women in Communications and Technology. David is the past Chair of the Canadian Technology Human Resources Board and a board member of the Software Human Resource Council. He was chair/vice chair of South Hull Elementary School for fourteen years.   David graduated from McGill University in 1982 with a Bachelor of Arts degree in economics and industrial relations. As well, David is also a Commissioned Officer in the Canadian Reserve, where he graduated top in his class and was awarded the Sword of Honor by Brigadier General JB Dabros. He recently received the Queen Elizabeth II Diamond Jubilee Medal.   David on LinkedIn David on X (Twitter) @RougeRecruter Perry-Marterl International website link   People and Resources Mentioned   Read the First Chapter of “Revolutions Need Leaders”  Workinsight IO website link Executive Recruiting For Dummies - a book by David Perry and Mark Haluska The Win Without Pitching Manifesto   Related Podcast You Might Enjoy   TRR#26 Canada Day Special: How the Rogue Recruiter Closed 1100 Searches, with 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  

In the fast-paced world of recruitment, you’re under constant pressure to deliver results for your clients and achieve sales targets. So what’s the secret to maintaining peak performance without burning out?  In this episode of The Resilient Recruiter, our special guest, Scott Eastin, provides a fresh perspective on achieving sustainable, long-lasting success in recruitment. Drawing from his own successful career, having navigating many ups and downs, Scott emphasizes the pivotal relationship between prioritizing health and recruitment success.  Scott is the Director of Eastin IT Security. Over the last 13 years established himself as a leading Microsoft Security consultant. He’s worked with major organizations such as Coca-Cola, American Express as well as state and local governments. For the last 5 years, he’s built an IT consulting and staffing firm winning high-value, long-term projects that generate recurring revenue. In this episode, Scott unpacks his remarkable transition from being a software developer to becoming a successful recruiter. He divulges his four cornerstone strategies for business development. Most importantly, emphasizes why prioritizing physical health is a non-negotiable component in maintaining his overall productivity.    Episode Outline and Highlights   [02:25] Scott’s journey from being a software developer to a successful recruiter. [10:14] Insights on challenges when transitioning to a career in recruiting. [14:47] Sharing a story of how embracing an idea that was not done became a game-changer. [24:00] Scott’s Top 4 Business Development strategies [30:35] Hosting networking events - an effective way to engage with your community. [36:15] Comparison of consulting practice versus permanent direct hire models in the tech space. [44:36] Managing cash flow challenges in a consulting and IT staffing business. [54:40] Mindfulness, health and well-being.   The Advantages of a Consulting Business in the IT Space   Is it easier to manage an IT consulting business model versus a permanent direct hire practice? For Scott, having a consulting business model works well for him for the following reasons:   Trusted Independent Contractors - He has already established a network of reliable independent contractors, which makes it easy to take in projects from his clients.    Long-term Contracts - Because of quality service delivery, he can secure long-term contracts that assure him six-digit revenues at the beginning of the year.   If you are running an executive search firm or permanent hire practice, you might want to consider exploring the option of a consulting or contract service as an additional revenue stream. Scott believes that this is a great time for such a business model:   “Quite frankly, if you look at the statistics that are coming out now, more and more people are interested in contracting and independent consulting work. I know I was reading an article from the staffing industry where I think they said literally 38% of the U.S. workforce has done some type of gig work.”   Of course, there are also challenges in this type of business model, such as cash flow management - sometimes you would have to pay your contractors before the client even pays you. Scott shared how he solves this.  He also elaborated on his approach to business development.   The 4 Cornerstones of Scott’s Business Development Strategy   Scott describes himself as a “reluctant salesman.” Before becoming a recruitment business owner, he had this preconceived notion about salespeople: “Selling is somewhat, maybe a dirty word for some people in the technical industry.”    Part of his journey is getting over that mindset. Scott’s primary principle regarding selling and business development is “Great service, great people, and great value.” He shared four key pointers about this topic and elaborated on how this helps him to get continued repeat businesses:   Referrals - Scott’s mantra of great service, great people, and great value is the foundation of providing excellent services consistently. This leads to referrals and repeat businesses across his market and industry. LinkedIn Visibility - Scott consistently posts content and videos on LinkedIn.  BDR - Scott hired an experienced Business Development Representative part-time on a contract basis to make cold calls and set up sales appointments for him.  Hosting meet-up events - this is something that Scott picked up from one of our guests in a previous episode, Steven Li, and he is thankful that he applied this approach.   Mindfulness, Health, and Well-Being   Being a one-man shop is not easy and can be stressful. Scott shared how he manages stress by prioritizing his health and consistently implementing healthy habits.    “I learned my lesson over the years where when I did not take my fitness or health very seriously, I was not at my best.”    Scott does P90X training, distance running, and regular functional gym sessions.  As a recruiter or business owner, prioritizing health is not only essential for your well-being, but it also contributes to a more productive, positive, and sustainable work environment. Scott shared, “I'm just so much stronger, so much fitter. And so it's one of those where it's very cliche to say health is your first wealth, but you know, no matter how much success you've got, if you don't have your health, it's not worth anything.”   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   Scott Eastin Bio and Contact Info   Scott Eastin was a leading Microsoft security consultant for the last thirteen years.  Scott has worked with major organizations including Coca-Cola, American Express, and numerous other global firms as well as state and local governments.   Over the last five years, Scott has moved away from development and now spends most of his day helping the Microsoft business partner community find top-tier independent Azure consultants.  Scott’s network of Azure security consultants spans North America along with world-class talent from Central Europe.   Scott resides in Decatur, GA with his wife, two dogs, and two teenagers who he hopes will move out once they graduate.   Scott on LinkedIn Eastin IT Security website link   People and Resources Mentioned   Steven Li on LinkedIn Plamen Ivanoff on LinkedIn   Related Podcast You Might Enjoy   TRR#175 How to Build Trust and Relationships at Scale by Hosting Meet-up Events, with Steven Li TRR#43 How to Transition From Contingency CV Supplier to Consultative Retained Recruiter, with Plamen Ivanoff   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  

The recruitment process is inherently human-centric, involving evaluating soft skills, cultural fit, and personal interactions. While AI can streamline specific tasks, it may struggle to assess these qualitative aspects effectively. As a recruitment business owner, how do you marry automation and artificial intelligence with a personal human touch?   My special guest, Christina Stroud, shares her insights and perspective about this subject. She has a unique approach to engaging with her clients and candidates while leveraging automation with a personalized human touch.   Christina is the founder and CEO of Group928. She’s a seasoned Human Resources professional with over 30 years of experience specializing in start-ups, acquisitions, and exits in private equity environments. The company has grown by 400% in just three short years from $125,000 in the first year to over $500,000 in 2023. This showcases her ability to build a client base from scratch, and design and implement sales and marketing strategies while continuing to exceed her client’s expectations.   Episode Outline and Highlights   [01:57] Chrstina’s Transition from an HR professional to a recruitment business owner. Insights on how her HR experience played a role in her current success. [07:49] Nobody said it was easy - overcoming a challenging first year of entrepreneurial leap. [12:41] Growing the company to 400% - discussing two critical success factors.  [18:18] The importance of stepping out of your comfort zone [28:13] Leveraging AI & automation while applying a personal touch. [40:33] Launching her podcast and engaging with thought leaders. [48:01] The most significant challenges that Christina had to navigate [58:49] What is next for Christina and Group 928?    An Entrepreneurial Leap is No Walk in the Park, But Undeniably Achievable   For many reasons, shifting from a recruiter to a business owner can be difficult. The risk and uncertainty, working long hours, and lack of security and benefits can deter many from the entrepreneurship journey. Overcoming these roadblocks is achievable - and Christina proved it is. This is how she described the first year of her entrepreneurial journey:   “It was hard. I, you know, that first year, it was hard for me emotionally. I had never stepped away from a regular paycheck. And so to go into owning my own business, not having a steady income or a check that gets directly deposited every other Friday was very nerve-wracking for me… It hurt my ego a little bit when I went two months without getting, uh, a paycheck, but then once I got my company started, uh, I was glad that I did and it made sense, but that transition, uh, is very hard for a lot of people and it was also hard because I had never done any type of sales or marketing or bringing in new clients.”   It was not a walk in the park, but Christina’s mindset and belief system helped her figure things out and pull things together. She revealed two critical factors that significantly contributed to her success.   Christina’s Two Critical Success Factors    In three years, Christina grew her company by 400% from $125,000 in the first year to over $500,000 in 2023. This is an astonishing achievement, as companies usually plateau after reaching their first six digits. Christian shared two critical success factors:   Getting out of her comfort zone: “I had to take every little thing that needed to be done as a challenge. I did all the work myself. I was, you know, doing sourcing and interviewing and all the emails and communication. And that taught me a lot of new skills and things that I had to try and push myself to do that I hadn't done in a very, very long time”.  Christina shared how she had to learn technology and AI, start her podcast, and other new skills.   Leveraging automation for sales and marketing - this was also not easy for Christina because technology is also not her cup of tea. “Those people who know me know I have a technology dark cloud that follows me. It is a struggle wherever I go for whatever reason. And so to think that I would be using this as one of my main tools to try and find clients and at least start that initial relationship was very daunting.”    Many can relate to the subject of automation and AI as it is a hot topic when it comes to balancing it with personalization and ingraining a human touch. Christina shares her best practices.   Utilizing AI and Automation with a Personalized Approach   Christina’s approach to personalization is her unique value proposition. She shared her process:   Research “And so when I went into my own business, I knew that's what I had specific target companies that I knew I wanted to work with. I had researched them. I had figured out where they were location-wise, and what the size of the company was. I started researching the CEOs and the head of HR and make sure they had the type of career and background of people that would be interested in working with recruiters whom they had a relationship with”   Personalized Communication “My communications were very personal. It wasn't, hey, here's what we do, here's what we can offer you, here's how I'm gonna change your life. It was a lot more of, here's what my other clients are seeing. You know, here's what I know about the market if it makes sense for us to have those conversations help you in the future, that would be great”   Going above and beyond  “We've also done gifts. So we went kind of old school. Remember at Christmas you used to get lots of plates of cookies and treats and stuff from vendors or at least I know HR folks do. I used to have a desk full of boxes of things from folks who wanted to work with our company. So now as a recruiter, I do that as well, but I don't do it at Christmas time.”   Leveraging AI and automation is indeed an effective way to market and engage with clients if infused with a personal human touch.   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   Christina Stroud and Contact Info   Christina is the Owner and Co-Founder of Group928. She started her career at BMW Manufacturing where she progressed through multiple leadership positions across the Human Resources organization throughout her 14-year tenure with the company. The scope of her BMW experience spans US and International operations and includes positions in Recruiting, HR Operations, Change Management, and work as an HR Business Partner. Christina’s first exposure to a start-up business was with Venture Capital-backed Proterra, a high-growth green-industry manufacturer of vehicle power and charging solutions. At Proterra, Christina built and led the HR team and hired and developed the company's Executive team. From Proterra, Christina joined Day & Zimmerman, a $2.4 billion family-owned global construction company. While there she led an HR function responsible for four business units and instilled focus on making people strategy a competitive business advantage. Christina was recruited to Private Equity-owned Multi-Pack Solutions, a contract packaging company for medical devices, as head of the national Human Resources function. In 2017 Christina joined the 35-person executive recruiting firm Westport Intl as a Managing Director, the last position she held before co-founding Group928.    Christina holds a bachelor's degree in Financial Management from the College of Business & Behavioral Science at Clemson University and a master's degree in Human Resources from Clemson University. She lives with her family just outside of Greenville, SC.   Christina on LinkedIn Group 928 website link Manufacturing 365 podcast 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  

With over a million dollars billed consecutively for the last two years, and career billings surpassing $6.6 million, Nate Zimmerman is a Senior Partner and Executive Recruiter at High Country Private Equity Search, based in Denver.   In this episode, Nate shares his journey from breaking into recruitment by cold-calling the firm owner to becoming the youngest Partner in the firm’s history. He breaks down the key milestones along the way from hitting $400K, to breaking 7-figures, to building a team.   Nate has distinguished himself in the competitive world of recruiting with his relentless focus on putting the relationship before the transaction. You’ll discover the work ethic, strategy, and mindset required to reach $1M in annual billings. Episode Outline and Highlights   [01:44] How Nate’s recruitment career began with a cold call. [09:15] Why Nate chose to specialize in Private Equity Executive Search. [10:33] Putting in the work early and laying the groundwork for future success. [15:06] Nate’s journey to becoming the youngest partner at High Country Private Equity Search. [22:20] Discussion on Nate’s approach to MPC Marketing. [26:33] Billing a million dollars for the first time. [35:54] Nate’s recruitment philosophy: “relationship before transaction.” [41:33] How Nate developed market mastery in his chosen niche [49:51] Juggling multiple priorities as a billing manager [55:24] Overcoming setbacks - what Nate learned from missing his billing goal in 2023.   Laying the Groundwork for Future Success   Nate’s success can be attributed to his work ethic and belief in investing time and effort to develop his skills. “Knowing the underlying fundamentals, that is what I focused on initially,” explained Nate. “How to recruit people, how to interview people, how to take a job order, how to get a job order. Those things you got to put in the time and effort.”   A major differentiator that Nate shared is how he makes the most of his time - “On the weekends, spend two to three hours, Saturday and Sunday, every weekend during the first couple of years into this industry doing that really basic research. It's contributing long-term to your market mastery. Every hour that you are spending… it's all going to pay dividends.”   He shared his typical day looking at job boards. He emphasized the importance of quality , leading to talk about his MPC and targeted marketing strategies. He also elaborated on his thought process and what is going on in his mind as he achieve his milestones. The important takeaways from this part of our conversation are the value of discipline, consistency, and having a clear vision to align your habits and processes in achieving your goals.   Billing A Million Dollars for the First Time   One of Nate’s significant milestones is when he billed a million dollars for the first time. I had to probe for what he did differently on top of his discipline in planning, allotting extra time to research, conducting weekly internal training, and so on. He successfully laid down his groundwork for success and meeting the seven-digit billing is an astonishing achievement.    Here is what Nate had to say: “You always have to figure out, okay, who's going to be my honeypot next year? And if it's the same client as your best client multiple years in a row, I can assure you that's not going to continue, right? The fees stop coming. So that was a big thing. And frankly, a lot of that did come through referrals. I was very fortunate, but I've gotten to a point now where I'm realizing that, hey, that luck, that it's not forever. So you're gonna have to go out and make that luck next year. Go get that next big client. Don't wait for one of your clients that you're doing such a great job for. You deserve those referrals, but that doesn't mean they're gonna come.”   Deep-diving on this topic further, Nate also shared several important key factors to help recruiters and recruitment business owners meet their billing goals:   Focusing on relationships first before doing transactions. Nate shared why he puts effort into meeting his clients face-to-face. Finding the best candidates and “living inside their heads”. For Nate, it means “to understand, their motivations, their family, you know, where they wanna be in five years. That's always the most important question. I tell candidates, look, you know, it's my job to give you an option and then it's your job to decide.”   Critical Learnings from 2023   It may sound like Nate has the Midas touch, where he turns everything he touches into gold. On the contrary, it was never a walk in the park. Nate even shared why they are currently at an inflection point this year because of a setback in terms of expected versus actual revenue. So I wanted to hear the learnings from his perspective that he is willing to share for the benefit of our listeners. Nate shared that even if the market is unpredictable and can be difficult, we should focus on the things we can control. He mentioned a few action items that they will implement, such as leveraging technology, doing roadshows, and setting up email campaigns.    I admire Nate’s resilience this is a recurring topic in our coaching calls. Focusing on things you can control and influence is one of the many ways to make your recruitment business recession and future-proof.   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   Nate Zimmerman Bio and Contact Info Nate specializes in finding ultra-high-performing talent for private equity firms, real estate investment firms, asset managers, and family offices. Nate believes it’s fundamentally valuable, regardless of the search, to focus always on the relationship before the transaction. First and foremost, his mission is to deliver excellence to his clients and candidates and purposefully build long-term relationships that produce value for years.   Nate on LinkedIn High Country Search Group website link   People and Resources Mentioned   Pinnacle Society website link Atomic Habits by James Clear Interseller   Related Podcast You Might Enjoy   TRR#59 How to Build a Multi-Million Dollar Team of Recruitment Rockstars, with Monte Merz   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