The Resilient Recruiter

When Leanne ran her own recruitment business, she managed to claw back 25 hours of her time PER WEEK by implementing automation strategies and hiring 4 offshore virtual assistants.    When was the last time you reviewed your full recruiting process and identified the recurring tasks? Are you still manually using spreadsheets and doing everything manually?    Doing everything manually instead of leveraging automation is costing you precious time and constraining your growth. In this episode, we will share the top three benefits of leveraging automation, parts of your business you can automate, and the do’s and don’ts when running automated campaigns.   Episodes Outline and Highlights   [01:16] The downside of doing everything manually instead of leveraging automation. [02:40] Three benefits of automation based on our own experience. [09:17] Automation should not replace the human touch or personalized approach. [13:25] What parts of your business can you automate? [15:04] Do you have a consistent nurturing process for your clients and candidate leads? [18:20] Steps you can take now. [21:21] The Dont’s - automation mistakes that cost you sales and reputation.  [28:33] Tips on creating a personalized feel when writing messages for automation. [30:00] Preview of our next episode.   The 3 Big Reasons Why You Need to Leverage Automation   In our experience, these are the three reasons why you need to leverage automation ASAP:    Save time - Leanne personally implemented automation in her business and saved 25 hours per week! Although it did not happen overnight, it was absolutely worth it. Better client and candidate experience - This is counter-intuitive but the time you save by automating certain tasks allows you to provide a more personalized customer. A smooth end-to-end experience for the clients and candidates also increases the probability of repeat business. Automation is key in getting off the feast and famine roller coaster - Automation helps with keeping your sales pipeline full even when you’re busy delivering on current assignments. It enables you to have both your candidate sourcing and business development machines running on autopilot in the background.   We are not saying that automation replaces the more personalized approach when dealing with clients and candidates - picking up the phone, making personalized video messages, and other activities that provide that essential human touch. What automation actually gives you is time to be more personalized as it allows you to invest time in the right areas of your business.   What Can You Automate in Your Recruitment Business   The easiest place to start with by looking at your current recruitment process. What are the repetitive tasks that could potentially be automated?   For example:   Recruiting / candidate outreach Business development / client outreach Marketing / lead nurture campaigns   You can start by writing all the steps in your sourcing and recruiting process and look at which of those steps you could leverage automation.    Keep in mind that this is not an email broadcast. These are smaller, highly targeted and personalized campaigns that feel like a one-to-one message.   Automation Errors That Cost You Sales and Damage Your Reputation   We’re big believers in the power of automation to grow your business. Having said that, automation done incorrectly can have negative consequences.    Here are two common mistakes to avoid when creating automated campaigns. These tasks need to be done manually either by you or a member of your team:   Make sure you’re targeting the right people!     It sounds obvious, but it’s a complete waste of time sending messages to people who aren’t relevant. It’s essential to inspect the recipient list and confirm that they are relevant recipients before hitting send. Don’t rely completely on automation and get carried away to the point that it loses effectiveness.    Avoid these “personalization” blunders   If you get personalization wrong, it has the exact opposite effect. It’s becomes obvious your message is automated and elicits a negative response. For example, putting someone’s name in ALL CAPS. Or using their full company name - e.g. International Business Machines Corporation, instead of IBM.  (Think about it, if you were writing a personal note to somebody, you probably wouldn’t include Inc, Ltd or LLC in the company name, would you?)   You or ideally your VA need to clean up your spreadsheet to ensure that the job title, name, and other data points are correct and natural sounding before adding anyone to an automated campaign.    Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   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: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   People and Resources Mentioned Leanne on LinkedIn   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 believe in providing personalized customer service, you’ll love my interview with Frido Diepeveen. In this episode, Frido shared his wealth of experience from 17 years in recruitment and how his Dutch-Hungarian upbringing influenced his service-oriented approach toward his clients and candidates.   Born in the Netherlands, Frido trained as a lawyer before discovering his true passion in recruitment and executive search in 2005. That’s when he joined a recruitment firm and helped the founder grow to 55 employees before selling it to Randstad in 2010. After the transaction, he remained on the board as Commercial Director and helped the new owner achieve 20-30% year-on-year growth. He stayed with Randstad until 2018 when he decided to start a new recruitment firm from scratch. Frido is now the MD of Diepeveen & Partners, a boutique search firm with a team of 15 based in Budapest, Hungary, and serving clients in North America and Europe. Episode Outline and Highlights [04:49] What inspired Frido to change careers from banking to recruitment? [14:30] Key lessons that Frido gained from his first recruitment job. [17:25] How Frido defines “personalized service.”  [24:13] How to handle candidates you can’t help and those you can’t place right away. [28:49] Frido’s insights on cultural sensitivity when dealing with key stakeholders. [31:32] Success factors in rapidly growing a recruitment business. [39:50] Can you position your firm to recruit at all levels, from junior positions right up to senior leadership roles? [43:05] How Frido has grown a boutique search firm from scratch to a team of 15 [52:16] Outsourcing to Hungary - how Frido provides candidate sourcing and recruiting services to other recruitment companies around the world Loving the Recruitment Profession Before becoming a recruiter, Frido worked in banking - first as an in-house counsel and then in a commercial role as an account manager. It was in 2005 that he found his true calling as a recruitment professional. In 2005 he was asked to join a recruitment firm in a start-up phase, called ProfiPower. Founded by Dutch-Hungarian entrepreneur Ilonka Jankovich, he later became an equity partner and they were able to build the business into a market-leading recruitment firm in Hungary. Prior to selling it to Randstad in 2010, they had a team of 55 employees! What were the factors that led to such rapid growth? Frido shared two factors:   Service Orientation - they stick to the principle of delivering personalized service. The Dutch way of being straightforward - doing what you say and saying what you do.   What Does Delivering a Personalized Service Look Like? How does Frido define personalized service? Pretty much all recruitment firms will say that they offer personalized service to their customers.    Fido explained their approach, “Many of my clients have become personal friends over the years… Being personal to me means that you should not see an assignment as one of the many but you should consider it as a unique job that you are so lucky to get to work on.”    Frido elaborated on his commitment to client service. For example, he always meets his clients in person regardless of where they’re located. That involves lots of international travel.  Why bother jumping on a plane to see a client when he could meet on Zoom or Teams? He explained how his mindset on personalized service builds chemistry and long-term relationships with his clients and candidates which eventually results to repeat business.   Quality Over Quantity In 2018, Frido started his own recruitment firm from scratch - Diepeveen & Partners International. He leveraged his experience and learnings from his previous organizations. His own firm is rooted in the solid philosophy of quality comes before quantity. This philosophy not only guides the organization on the services they provide to their clients but on how they handle their own employees as well. They ensure that their 15 team members are not overworked and assigned reasonable assignments - improving their quality of work and output.    Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   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: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Frido Diepeveen Bio and Contact Info  Frido is the founder of Diepeveen & Partners. Having obtained a law degree in international and civil law (Vrije Universiteit Amsterdam), he started his career in 1998 as an in-house lawyer at the head office of Abn Amro Bank in Amsterdam. In 2001, Frido moved to Hungary, continuing his finance career at another Dutch financial institution, ING Bank. During this time, he had the opportunity to gain a deep understanding of the Hungarian financial sector and to become fluent in the Hungarian language. After four years of back-office as well as front office positions, he found his true calling.   In 2005, he started a career in HR consulting and (executive) search. From 2005 to 2010, Frido co-owned and co-managed the recruitment firm ProfiPower that went on to become Hungary’s market leader in 2008. In 2010, the firm was sold to a listed company, which has since then become the world’s largest HR services company. After selling ProfiPower, for seven successful years, he continued as commercial director of the newly merged company. He then founded Diepeveen & Partners in 2018. They have now expanded globally and specializing in specific fields, such as SCM, Pharma and Professional Services.   Frido on LinkedIn Diepeveen & Partners website link   People and Resources Mentioned Abid Hamid on LInkedIn   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 Related Podcast You Might Enjoy TRR#48 Recruitment Entrepreneur: How to Start-Up and Scale an Exitable Recruitment Business, with Abid Hamid Subscribe to The Resilient Recruiter  

Imagine building a search firm from scratch to $4M in billings. An incredible achievement, right? Now imagine that same business suddenly imploding from 14 team members down to just one. How would you bounce back from such a devastating loss? Would you have the heart and will to rebuild?   This is the story of my special guest, Mark Phillips. Mark is the founder and CEO of HireEducation and in this interview, he shares his journey with unflinching honesty and self-reflection. He takes ownership of the behaviours and decisions that led to the decline of the business. Based on the lessons he learned from both his successes and failures, Mark is rebuilding his business and himself - this time on stronger foundations.   Mark got into recruiting in the late 90s and has specialized in the Education Technology industry since 2006.  He launched his firm HireEducation in 2010 and by 2019 he built it into a $4M per year business. That same year, he faced his biggest challenge.  You will now hear what he’s doing differently to build an even more successful business that he enjoys a whole lot more. Episode Outline and Highlights [02:34] How Mark knows our mutual friend, Jordan Rayboy. [04:38] Thoughts on recruiters as non-conformists. [12:47] How to build trust with people quickly.  [25:26] Growing a firm from nothing to a $4m annual run rate.  [40:41] The value of hiring someone to do the things you’re not good at. [44:23] Overcoming a massive upheaval in 2019. [52:40] Learning from hindsight - Mark’s retrospect on his most significant challenges led to him rebuilding his firm.  [1:06:15] Mark’s core value in rebuilding his team. [1:09:40] What is now being done differently in Mark’s second version of his business? Building From Scratch to a $4M Annual Run Rate Mark shared the key success factors that contributed to growing a $4m search firm in 9 years. There were a number of challenges they needed to overcome which anyone growing a recruitment businesses will relate to. The two biggest success factors were:   Market mastery - having an organized approach to his market. Hiring in 3’s - as it takes the same amount to train 3 people as it does to train 1 person.  Hire Someone to Manage You Another significant success factor that Mark mentioned is the value of hiring an assistant. Mark’s longest serving employee, Katie, was originally hired as his assistant and has contributed so much and developed her leadership skills to the point that she was recently promoted to CEO.    What is the added value of his assistant? “Operational details are not my strong suit. I am acknowledging that. When I hired Katie back in 2014, I said ‘your first job is to manage me and your second job is to manage my inbox.’”  This actually makes a lot of sense. In our coaching group, we emphasize the value of hiring someone, like a virtual assistant, that can support you on administrative tasks or operational undertakings while you focus on your business’ vision and income-generating tasks. This is how Mark puts it, “Having somebody that I trusted operationally was really key from getting from $1M to $4M.”   Extreme Ownership: Improving Your Results Requires You to Own Your Mistakes   In 2019, Mark’s business imploded, shrinking from 14 people back down to 1.  That was a really rough experience for Mark which led to a lot of soul-searching and shifts in personal and business focus. At the height of their success, Mark was really stressed and not sleeping well due to significant issues from his working environment. Due to cultural misalignment, a rift developed between Mark and some of his key employees who he had brought on and promoted to Partner level. Ultimately, this led Mark and his top billers to part ways, which snowballed into losing almost his entire team.  It was a truly heartbreaking experience.   In retrospect, Mark is able to analyze the situation and identify his own role in the decline of the business. As Mark described, “When I think about that time, my relationship with those three partners and team members, was not first. Consequently, it was a house of cards… In the end, it was not relationship first”. This lead him to establish a new core value when he rebuilt his business, which is to always protect the team.   You will truly appreciate Mark’s candor and humility in sharing this experience, which can also be a learning moment for all of us.   Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   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: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Mark Phillips Bio and Contact Info  Mark first into recruiting in the late 90s and then moved into the Education Technology industry in 2006. He built his firm from a solo desk in 2010 to a $4M run rate in 2019. As a member of the SanfordRose Network, Mark has coached recruiters to the following accolades: 3 Rookies of the Year, 2 Top recruiters in the network, and multiple top 10 in the network performances. His firm recruits for education companies, not schools, but companies that sell products and services to PreK, K12, and Higher Education institutions.   Mark on LinkedIn Hire Education website link Hire Education on Facebook   People and Resources Mentioned How to Build an 8-Figure Recruitment Business That Runs Without You webinar link  Jordan Rayboy on LinkedIn Problem Prospecting by Richard Smith Rocket Fuel book Gino Wickman Joel Slenning on LinkedIn Yosef Colish on LinkedIn Rich Roll podcast    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 Related Podcast You Might Enjoy TRR#133 How this Top Producing Recruiter is Putting Health, Fitness, and Family First, with Jordan Rayboy TRR#16 The Mindset of a Million-Dollar Biller During the Pandemic, with Yosef Colish Subscribe to The Resilient Recruiter  

It always fascinates me to hear stories of recruitment business owners who succeed despite the most challenging circumstances. My special guest, David Fleming, shares an astounding story of both personal resilience and recruitment success.    David is the Managing Partner of Acuity Partners, the search brand from Stanton House. David established the business this year and is already on track for a 7 figure Net Fee Income in their first full year. Acuity Partners delivers leadership searches for C-Suite and Director level mandates within technology-led businesses and investors. David has 25 years of experience in recruitment and has run multi-million-pound P&L managing teams of over 100 consultants.   In this episode, David shares how having a set of clear values embedded in each team member plays a vital role in their success. Also, you will hear David’s story of resilience and how it influenced the way he leads his team and how it moved him to prioritize taking care of their mental health.   Episode Outline and Highlights [02:04] How David got started in recruitment. [08:21] From 3 to 8 people in 8 months: FOUR key factors for rapid growth. [17:23] The role of curiosity in delivering insight and market intelligence to customers. [27:30] Can a young person without extensive commercial experience be successful in executive search? [36:06] David talks about Acuity’s values and their impact on performance. [42:22] One of David’s greatest achievements as a fee earner. [47:06] Excellent customer experience: bringing value to your clients and helping people without expecting anything in return. [54:27] Discussion on mental health in the recruitment industry. David shares his journey. [1:00:03] Acuity’s “Empathy Series”. [1:02:50] What is next for Acuity? Four Key Factors for Rapid Growth When David started Acuity Partners in February this year, their vision is crystal clear: To enable individuals and businesses to outperform by relentlessly connecting brilliant people. Starting with 3 staff, they now have 8 people in their team and are on track to reach 7 figures in net fee income. What is the secret sauce leading up to this success? He gave four factors:   Building a business out of a successful business. His 25 years of recruiting experience with two recruitment businesses enabled him to have a network and client base. As the executive search brand of Stanton House, they are able to build on the philosophies and values of their sister company.   Developing Expertise - they build deep and narrow expertise on the market they are supporting, which is the growth market.   Customer Experience - delivering excellent customer experience gives them referrals, picking up business by osmosis.   Unique Value Proposition - they focus on building a proposition tailored to their market.   Values that Influence Success David also shared the values that drive their culture and underpin their search methodology. He revealed how their recruiters embody the values and how it motivates them to be curious and interested in their clients. Here is the outline of the values he shared:   Relentless - “Today's customers expect a search firm to deliver a result... We are committed to doing what it takes to find the global skills for each role.”   Incisive - “I believe consultants must work hard enough to have an opinion, saying you are an expert in search is not enough anymore, you have to be able to challenge a customer on their thinking, and what can be achieved through the hire to add value and earn your fee.”   Humble - “Our business is very low ego. We have no hierarchy. We aim to adapt processes to our clients, especially when working with customers who are entering new markets where there is little precedence on roles to work from. Ideas that inform progress must come from everyone.”   Taking Care of Mental Health David just had their second child when he started with Stanton House. After three months, their newborn son was diagnosed with a condition called Hydrocephalus (water on the brain). The baby required 25 different instances of emergency brain surgery, 6 of which were during David’s first year with Stanton House. David would frequently spend all night in the hospital and then make his way to the office in the morning and try and build a desk, something he hadn't done for 10 years.    This had a monumental impact on his mental health, self-confidence, and ability to bring his best self to work. Seeing his kid battle this over the last 11 years has impacted how David leads his team and how he looks after his own and his team’s mental health. The team at Stanton House created what they call the Empathy Series. It is a program that was launched in their wider business to support their people in understanding each other as they seek to appreciate the anxieties and challenges their people are dealing with.   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   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: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   David Fleming Bio and Contact Info  David Fleming has been in recruitment for 25 years across two businesses. Badenoch & Clark and since then Stanton House. He started as a consultant placing interim finance professionals into Telecoms clients and quickly went on to lead and grow that team to become a leading performer in the company. Before taking on more teams and running the London business before taking on further regional responsibilities, he was promoted to Director at that time, helped by starting up the Transformation and Marketing practices (multi-million NFI P&Ls) for the company, and led teams of over 100 consultants.    David left B+C shortly after the Adecoo acquisition and joined Nick and Neil at Stanton House.  His time at Stanton House has seen him grow and lead many parts of the business (A&F, Transformation, our business in London) before setting up Acuity Partners.    He have always been motivated by building businesses and through speaking to and connecting with interesting people. Setting up the Acuity business allows David to combine working with some exceptional clients who are making a huge impact in the world.   David on LinkedIn Acuity Partners website link Stanton House website link   People and Resources Mentioned Nick Eaves on LinkedIn Rob Green on LinkedIn Alexis Eva Alvarez on LinkedIn Alexis’ podcast: Take the Stage Podcast 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 Related Podcast You Might Enjoy TRR#119 How to Achieve an Amazing Customer Experience for Both Clients and Candidates, with Nick Eaves Subscribe to The Resilient Recruiter  

Building a recruitment business in the Middle East and Asia presents opportunities as well as challenges. My special guest, Justin McGuire has successfully expanded his firm into MENA and APAC, becoming very knowledgeable about these markets in the process. This is Justin’s second time on the show and I am excited to have him again. In addition to providing fantastic insight into doing business in the MENA and APAC regions, Justin shares his experience growing his team from 12 to 30 people.  But there have been plenty of challenges and detours along the way. For example, Justin discusses his failed attempt to open a London office and everything he learned from that experience. Justin is the CEO and co-founder of MCG Talent - a talent consulting firm specializing in creative, communications and marketing people across the Middle East and Asia. Justin spent 8 years working for well-known creative agencies before jumping into recruitment for the last 15 years. MCG Talent have ambitious plans for continued growth and have set their sights on opening offices in new countries and scaling the team to 50 people. Episode Outline and Highlights [02:11] Dramatic changes since Justin’s previous appearance on the show. [05:33] Justin shares what recruiting market looks like in the Middle East and Asia. [13:15] What’s the biggest shock in building a successful business in the Middle East? [20:50] Dealing with cultural differences - how did Justin make it work? [30:00] Managing across multiple countries and time zones - why finding the right business partner was critical. [35:20] Learning from mistakes - Why the London office did not work out? [40:53] Deciding factors on when to open a new office in a different region vs scaling in the current location. [48:25] Business management - key practices to scale your recruitment firm. [58:54] Justin’s take on 2023 recession predictions. Catching Up with Justin - Updates Since His Last Episode Appearance Justin’s last appearance was a couple of years, more than a hundred episodes ago in which he shared radical ideas on their global recruitment offices and how they get to scale. This time, he brings me up to speed on what has changed since then.  The last time we spoke, Justin was in Singapore. He has since relocated his family back to Dubai and refocused on the markets they excel in - the Middle East and Asia for roles in the marketing, communications, and technology.  He explains, “During COVID we really understood the need for a niche where we were doing well and where people were leaning on us.” This move served them well and they’ve grown from a team of 12, they are now a group of 30 people and still scaling to the 30-50 person stage.  Focusing on the Middle East and Asia Territories Justin’s decision to focus on the Marketing Communications and Tech niche in the Middle East and Asia regions brings opportunities as well as challenges. For a lot of my recruiters and recruitment business owner listeners, the MENA and APAC region is unchartered territory.  You will be interested to know what recruiting is like in those regions compared to the European or North American territories. What are the cultural differences? What would be Justin’s biggest shocking revelation? But most importantly, I am sure you are interested to know, how did Justin make it work? Business Management Practices When Scaling Internationally Justin shared so many important factors to consider, including:   When to scale in the same location versus setting up a new office. The importance of finding the right partner. How outsourcing can be a game-changer.  How to manage cultural differences within your team. In addition, we discussed how Justin made the transition from Big Biller to Billing Manager to Business Manager. Most owners aren’t able to navigate these steps and get stuck as a producer with a small team.  For example, how and when do you come off a desk? If you’re a big biller, how do you replace your production in order to focus more time on growing the business? Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur. 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: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc Justin McGuire Bio and Contact Info  Justin began my professional career in London at the start of the digital boom, working in client servicing for a fantastic communications agency. During his seven years in the industry, he had the pleasure of working for some of the world’s most celebrated brands alongside some of the most talented and creative people in the industry, many of them have since gone on to become business leaders. Having reached the Director level, he was charged with recruiting talent for his own team as well as playing a key role in developing the agency’s digital offering and taking it to market. It was at this point that his passion for recruitment became apparent and he resolved to change his career. He joined a headhunting firm based in the heart of London, creating and managing the advertising and media division. It was there that opportunity knocked and Justin was approached by a leading multi-national recruitment company and invited to set up their advertising and media business. Following a thoroughly enjoyable and rewarding two years, he felt that with my experience in the communication industry combined with my recruitment training and market knowledge, he was perfectly positioned to set up his own enterprise. MCG Talent was born in 2010 with a single vision: to connect the best businesses with the brightest talent in the marketing, communications, and digital space, enabling progress for businesses and individuals alike. Justin lived and worked in London, Singapore, and Dubai. He also spent a year doing charity work in Tegucigalpa, Honduras. He proudly invested in diversely.io - a diversity hiring platform and also co-founded and successfully exited a learning and development business called Ampersand. Justin on LinkedIn MCG Talent on LinkedIn Diversely.io - a diversity hiring platform supported by Justin. Ampersand - a learning and development business co-founded by Justin. People and Resources Mentioned Helen McGuire on LinkedIn 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 Related Podcast You Might Enjoy TRR#57 Diversity as a Differentiator – How Recruiters Can Attract 70% More Diverse Talent, with Helen McGuire TRR#42 Childhood Friends Who Are Building a Global Recruitment Empire with Offices in 10 Countries, with Dan Matthews and Justin McGuire   Subscribe to The Resilient Recruiter

Want to know how a fast-growing recruitment firm generates 40 placements per month with a small team of only 11 people? Then you’re going to love my interview with Elaine Tyler. She’s the CEO of Venatrix, a London based agency that specializes in recruiting and training SDRs for SaaS companies. In 2015, Elaine partnered with James Caan and his recruitment venture capital firm, Recruitment Entrepreneur, to launch Venatrix. Since then, her company has consistently been one of the top performing businesses in the RE portfolio and she expects to double her headcount and turnover in the next 18 months. What are the secrets to her success? Elaine shared so many golden nuggets, from branding and marketing strategies to creating a unique selling proposition that benefits both clients and candidates. Elaine explained her sales and delivery model in detail and revealed the secret sauce that enables Venatrix to get such high performance and productivity from a relatively small team while achieving a Glassdoor score of 4.8. Episode Outline and Highlights [1:29] Elaine’s first recruitment job. [05:17] Starting a recruiting career during the credit crunch in 2008. [08:31] Selection criteria when recruiting for Sales Development Reps (SDRs). [11:59] Why Elaine chose to collaborate with Recruitment Entrepreneur. [17:02] Venatrix’s growth for the past seven years. [20:07] The power of hosting events and building a community. [25:01] Strategies for building a brand on LinkedIn. [31:50] Contributing factors to getting a 4.8 Rating on Glassdoor. [36:47] Representing the right clients - how to ensure you select the right partners. [39:24] Venatrix’s business model and team structure. [45:00] Speed and high standards - two critical success factors. [48:00] Elaine shares their operational and quality standards. [51:20] How to foster a fun work environment where people feel appreciated. [53:00] What is next for Venatrix? Starting Off with the Right Partners Elaine started her career in recruitment 14 years ago, during the Great Recession of 2008. She shared her learnings and challenges - which a lot of us can relate to. What I liked about our discussion is her mindset of focusing on things that we can control - it worked for her during the recession, and the same principles are working for her today.  She shared her story of how she had the opportunity to speak with James Caan which eventually led to her founding Venatrix. What made her decide to collaborate with James’ recruitment venture? “I was 29 years old and I had the feeling that something in my career was set to change and I needed a new challenge.” As the opportunity presented, she grabbed the chance! Originally she presented a business plan which she describes as ‘ridiculous’, but Recruitment Entrepreneur guided her to come up with a more realistic plan.  After that, Venatrix was born - and is turning 7 this year. Elaine’s decision of choosing a reliable partner played a critical role in her success. Building a Brand on LinkedIn Elain and I also discussed marketing strategies and how the team at Venatrix are building a prominent brand on LinkedIn. Elaine explained how it happened organically: “It happened very organically. I think the reason why it worked so well and the reason why it became part of our brand personality… is that it is so authentic. Nobody told anybody to start doing videos. It just came naturally as part of our energy of business and we all subscribed to it as part of our brand personality.”   Elain also revealed that this ‘energy’ rolls down from the top - “It has to be led from the front, from the leaders and the most senior people from the business. You will see that … we post a lot and have that consistency. So that motivates the more junior people in the team.”   We also talked about another approach in marketing and community building in their respective niche. Elain also revealed the reason why they are rated with a high 4.8 rating on Glassdoor.  Providing a Well-Qualified Pool of Talents for Their Clients Venatrix’s value proposition is truly unique in that they provide extensive training and support for the candidates they place. This significantly reduces the risk associated with hiring entry-level salespeople. How do they do it? They offer a 9-module Virtual Sales Academy to accelerate the impact of the new hires. On top of that, they organize, sponsor, and host SDR meetups events in London which leads to peer-to-peer networking and learning.   Listen to the podcast to hear how Elaine came up with this idea and how this works for them, their clients, and candidates. Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   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: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc Elaine Tyler Bio and Contact Info  Elaine Tyler is the CEO & Founder of Venatrix, a specialist assessment, placement and training business that identifies high calibre Sales Development Representatives and introduces them to fast growth tech companies. As the candidates are typically entry level, Venatrix supports the businesses it works with by also offering a 9 module Virtual Sales Academy to accelerate the impact of the new hires, plus sponsors & hosts a number of SDR meet ups in London to encourage peer-to-peer networking & learning. Elain on LinkedIn Venatrix website link Venatrix on Instagram Venatrix on Tiktok People and Resources Mentioned Abid Hamid on LinkedIn James Caan on LinkedIn 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 Related Podcast You Might Enjoy TRR 123 How a Recruitment Business Launched, Scaled and Sold for $12,000,000 in 5 Years, with James Caan TRR #124 How to Recession-Proof Your Recruitment Business While Accelerating Growth, with Abid Hamid Subscribe to The Resilient Recruiter  

Does your recruitment business feel like you’re running on a hamster wheel?  That everything depends on your efforts and you can’t ever slow down or stop because your delivery to customers (and your revenue) would also come grinding to a halt? No matter how talented and hard-working you are, trying to do everything yourself is unsustainable. It leads to inconsistent results, frustration and burnout. But what if you could get a lot of tasks off your plate and free up your time to focus on high-value, revenue-generating activities? The good news is that you can! In this episode, we discuss WHY you shouldn’t be the one spinning all of the plates even if you are a solo recruiter. We will also cover HOW to get started with delegating and outsourcing parts of your recruitment process. Our goal is to increase your time spent on high-value, revenue-generating activities, and the parts of the job you do best. This is the fourth of a series of episodes where Leanne and I will share insights that we have gained from working with hundreds of successful recruitment business owners. Episode Outline and Highlights [01:58] Two questions you should ask yourself to assess the value of outsourcing recurring tasks. [03:30] Three downsides of doing everything by yourself. [06:14] Where to start - do an analytical review of your processes. [08:52] Hear the simple actions you can take today to start on this journey. [10:26] Teaser for our next episode on leveraging automation. Should You Hire a Virtual Assistant (VA)? Two Questions to Consider Here are the two questions you need to answer: When was the last time you reviewed your full recruiting possess and identified those recurring tasks? When was the last time you analyzed and calculated the cost of your time per hour? This is a great exercise - calculating your hourly rate will give you the insight to see what tasks are indeed worth delegating. You may simply choose your billings per annum and divide by 1800 which is the average hours of someone who works full time during the course of the year.  Your job is to figure out how you can spend more time and focus on high-value activities and how to delegate or outsource those activities where you will not be earning your dollar per hour. The Three Downsides of Trying to Do Everything by Yourself Why you should not be doing everything by yourself? Here are three reasons why. Overwhelm. Wearing different hats and pulling from all directions is not sustainable.  The Quality of Service. You may feel that you are not providing the best quality of service to your clients because of so many other tasks falling on your plate. Focus is critical to be at your best. If your focus is too diluted, you are not going to be as productive. This is not going to happen overnight, but I want you to think about outsourcing some parts of your business. This will take one step at a time and will be an ongoing process.  Simple Actions You Can Take to Start  The main thing is to not overcomplicate things. Look at your end-to-end process and analyze things you can delegate in the aspects of sourcing, business development, and account management piece. Look at what you don’t enjoy doing, the tasks that are recurring, and what tasks you are currently spending time on that realistically someone else could do for you.  Keep in mind that as a business owner, your focus should be on high-level activities. We recommend that you hire a full-time VA to support you.  Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur. 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: www.recruitmentcoach.com/retained   Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc 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  

Imagine if you were a dominant recruiter in your industry with a portfolio of clients who come to you for all their hiring needs.  That doesn’t happen overnight and requires persistence. As you’ll hear in my interview with Brooke Ziolo, it’s certainly achievable with the right mindset and methodology. Brooke is the President of Egret Consulting, and has been an Executive Recruiter for 14 years. She and her team have become the Go-To recruiters for the lighting industry covering positions in sales, marketing, engineering, and operations from mid-level to C-Suite.   In this episode, she shares how they became the market leading recruiters within the lighting industry.  She describes in detail how they reach out to clients and candidates with a blend of manual and automated processes plus an attitude of polite and professional persistence.  Brooke’s history of how and when she started her recruiting career is a resounding story of resilience, leading to her becoming a Partner of Egret in 2013, the Managing Director in 2016, and purchasing the firm in 2019. She was inducted into the Pinnacle Society, the premier consortium of industry-leading recruiters in North America, in 2016. Episode Outline and Highlights [01:56] Brooke’s challenging first year in recruiting. [06:05] Brooke’s mindset and method for building her desk during a recession.  [11:11] What has changed in Egret’s approach to marketing over the past 14 years?  [20:20] Would you consider reaching out via cold text? Discussion on combining videos and text when reaching out. [25:04] Brooke’s recipe for success - from being a recruiter, a partner, and the decision of becoming a recruitment firm owner.  [39:38] Brooke’s vision on taking the Egret company forward. [41:42] Retaining employee engagement while shifting to a fully remote setup. Starting Her Recruitment Career During the 2008 Recession Brooke started her recruitment career in 2008, during the Great Recession. As you can imagine, it was extremely challenging. She only made 2 placements that whole year! But Brooke’s mindset and strategy during that turbulent time lead to her being successful when people started hiring again.  Reminiscing her early days, Brook explained, “The only thing I control is how many calls I make. So if I keep making more calls than everybody in the office… that is all I can do right now. I kept just pounding the phones until somebody told me no or I am sick of you.” For Brooke, it is all about her polite persistence. She understood the balance of not harassing anyone but staying within professional boundaries to put her name out there even if she was not making many placements. The result? People remembered her! Making all those phone calls enabled her to build her network of industry connections so people thought of her when they started hiring again. Blended Approach to Marketing and Business Development Cold calling and polite persistence laid the foundation for Brooke to become a top-producing recruiter and billing manager. But how has her approach to business development and marketing evolved over the last 14 years? Here are some of the strategies she shared in this episode: MPC Marketing Monthly Newsletter LinkedIn outreach Advertising in the trade publication for her industry Text messaging We also shared tips and ways on cold text messaging. Many recruiters are afraid of sending unsolicited text messages and are concerned about receiving a negative reaction from the recipient. On the other hand, texting is a very effective way to communicate and typically gets a much faster response compared to other platforms such as email. Brooke shared how she does it and how much response she gets in doing so. Brooke’s Success Mindset In 2019, Brooke purchased the firm from her father who was the founder of Egrit Consulting. Acquiring the business wasn’t something she had initially set out to accomplish. But after falling in love with recruitment and becoming a top recruiter in the firm, she started being able to imagine the possibility of taking over the business.   I asked Brooke’s recipe for success. In addition to her persistence and also being niche-focused, she shared three keys: : Positive self-talk and affirmation Taking her time and putting one foot in front of the other Learning from past experience I have always aimed to understand recruitment owners’ formulas for success. And Brooke certainly delivered in this episode. Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur. 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: www.recruitmentcoach.com/retained   Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc Brooke Ziolo Bio and Contact Info  Brooke Ziolo has been an Executive Recruiter with Egret Consulting for 14 years. Brooke works exclusively in the lighting industry with manufacturers, rep agencies, ESCOs, and design firms. She works in positions in sales, marketing, engineering, and operations from mid-level to C-Suite. She was inducted into the Pinnacle Society, the premier consortium of industry-leading recruiters in North America, in 2016. Brooke became a Partner of Egret in 2013, the Managing Director in 2016, and purchased the firm in 2019. Brooke on LinkedIn Egret Consulting website link  Pinnacle Society website link People and Resources Mentioned Rob Bowerman on Linkedin Michael Pietrack on LinkedIn Ring Central Refract 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 Related Podcast You Might Enjoy TRR#32 How to Build a 7-Figure Search Firm with a Small Virtual Team, with Rob Bowerman TRR#106 How to Bill £12,800,000 in 14 Years, with Michael Pietrack   Subscribe to The Resilient Recruiter  

I’m a firm believer that success leaves clues.  If someone was able to scale their staffing business not just once or twice but multiple times, that can’t be based on luck. To produce those results over and over, they must have a winning formula. That being the case, you’d want to know their formula, wouldn’t you?  Well the good news is that’s exactly what you’ll learn from my podcast interview with Joel Slenning. This is Joel’s second appearance on the show. Last time, he shared the story of how he scaled his previous recruitment firm, ICON Medical, to $16M before selling it in 2019. I found that story fascinating - especially the part where he started his own business in the middle of a global recession and how he strategically scaled it during the most difficult first year. This time, Joel is back to reveal the strategies he’s using to grow his new staffing firm, INNOVA People from a start-up to almost $2M in revenue in less than 3 years! Joel talks about his business model, leveraging offshore sourcers, and inbound marketing, and much more.  Joel is the President of Innova People, a healthcare and IT staffing agency based in Oregon. Joel and I run a coaching program together called APEX which is a mastermind group for owners of 7-figure recruiting firms who want to scale to 8-figures and build a business that runs without them that they could potentially sell one day. Episode Outline and Highlights [02:00] Joel talks about his current company, INNOVA People, and what he is doing differently this time.  [05:15] Building a sustainable model where business development is side by side with the delivery team. [14:48] The blend of contract and permanent direct hire. [22:26] Leveraging offshore resources and automation. [32:31] The 9 Pillars of a Scalable Recruitment Business [34:33] Joel’s approach to marketing and generating inbound leads. [48:32] The ToMA (Top of Mind Awareness) Model and how to create it in today’s environment. [52:58] Joel’s mindset on the economic slowdown and how we should prepare. Structuring a Very Sustainable Business Model  After successfully scaling and selling ICON Medical Network, Joel is now the owner of a successful IT Staffing Agency, INNOVA People. What he has been doing differently with this new agency is the approach to a sustainable business model, where business development works side by side with the delivery team. He segregated business development from the delivery team by creating a talent acquisition leader for delivery and sales development reps on the business development side. How does this work for Joel’s team? With this strategy alongside a number of automated processes, the team was able to scale rapidly. Contrary to a 360 model, this approach is really agile and avoids having recruiters having to switch-task which reduces productivity. Each person is dedicated 100% to what they are doing. The business development team is able to fully support the delivery team, which results in consistent hiring and scalability. In its third year, they are pushing close to $2M in revenue. Joel further shared key factors in his current business model such as leveraging offshore resources and automation. If you are hesitating in employing an offshore team member, Joel’s insights on the matter can be very helpful. What to look for in an offshore colleague? Does location really matter? In his own experience, making the right offshore hire is critical to Joel’s success in scaling his business. Top of Mind Awareness and Inbound Marketing The last time we had Joel in the podcast, he alluded to the fact that the majority of his leads on both clients and candidates were generated using inbound marketing. We ran out of time to get into the details of how he does it, and so we are truly fortunate to hear the details from him this time around. Joel shares their strategy for applying the ToMA or Top of Mind Awareness approach in their marketing. Here are some of the practices that Joel discussed in this episode: When and who to hire as marketing staff. Platforms that they are utilizing the most in their marketing. Calendar and timeline on running social media content and posts. You will enjoy the very practical and no-nonsense approach that Joel shared in this part of our conversation. Outworking the Global Economic Slowdown  Joel also shared his insight on having the right mindset to deal with economic downturns or recessions. This is a relevant topic to a lot of recruitment business owners who are concerned about a global slowdown in hiring activity. The media has amplified this message to the point that there’s a lot of fear, uncertainty and doubt in the market. But if there is one thing that I learned from the 2008 global recession and the COVID19 pandemic, is that taking a proactive approach and having the right mindset are the game changers. Joel shared his thoughts on how to outwork whatever potential economic downturns that may come.  Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur. 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: www.recruitmentcoach.com/retained   Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Joel Slenning Bio and Contact Info  Joel is a talent acquisition expert, talent strategist, tech investor, and tech startup guru based in Portland, Oregon. With a recruitment career spanning for more than 20 years, Joel has always been a consistent top performer and an award-winning billing manager. He is the president of INNOVA People, a Human Resources Solutions agency that utilizes AI platforms to solve complex HR problems mainly focused on healthcare and information technology. Joel on LinkedIn Email address: joel@innovapeople.com Innova People website link Innova People on Facebook People and Resources Mentioned Webinar: How to Build an 8 Figure Recruitment Business That Runs Without You  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 Related Podcast You Might Enjoy TRR#53 How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning   Subscribe to The Resilient Recruiter

From professional athlete to 7-figure recruitment business owner, Paul Warner’s journey is quite unique. In this interview, you’ll learn how Paul has gone from a part-time solo recruiter billing $90K per year to building a team that bills over $1M per annum in just three years. Paul shared his incredible story and breaks down the key factors that he believes contribute to increasing billings by 10x in 3 years including: His business model and business development strategies How to create a psychologically safe workplace environment to empower your staff His passion for hiring the next generation of recruiters - the Gen Z’s. Paul founded Tamarack Recruiting in 2018 as a lifestyle business that could support his other career as a professional cyclist. He leveraged AI and other technology to allow him to connect companies and candidates quickly in the few hours he had to work between races and traveling. In 2020, the pandemic brought the cycling circuit to a halt, and Paul shifted his focus to scaling his staffing agency. Episode Outline and Highlights [01:49] How Paul started recruiting while being involved in competitive sports. [09:12] What moved Paul to start his own business? [13:35] Transitioning from a lifestyle business to a high-growth recruitment business. [27:45] Tamarack recruiting’s secret sauce to repeat businesses - two key pointers. [32:31] From 90k to 1m+ annual billing in 3 years - Paul’s insight on what contributed to this success. [34:11] Paul shares their business model and development strategies.   [39:16] Why Paul is passionate about hiring Gen-Z recruiters and his standards for hiring people.  [53:33] What it means to empower your people to be successful. [1:01:10] After growing to seven people, what is next for Tamarack? Tamarack’s Key Game Changers Tamarack recruiting’s growth is so rapid, I really wanted to hear from Paul about the ‘secret sauce’ to their success. From billing 90k to 1m+ in just three years within the pandemic is surely an accomplishment and a feat that thousands of recruiting companies could have not easily achieved. What I observed is his successful sales engine and volumes of repeat businesses.  For this to happen, they had to keep on consistently delivering. What are the game changes that enable them to do so? Paul mentioned two things: Creating an emotionally and mentally safe environment to work in means their staff treats clients enormously well. When they take a job order, they go into a deep-level discussion with the hiring manager to fully understand their hiring needs.  Paul later on shared how they empower their employees, his passion for hiring Gen-Zs, and business development strategies contribute to their rapid growth. What Tamarack’s Business Model and Business Development Look Like Paul shared that they have a dedicated business development resource. The main focus of the BD resource is to set appointments. They are running email campaigns, LinkedIn campaigns, and cold calling campaigns simultaneously.  Once an agreement is signed, they then execute it with a sourcer, the account recruiting manager, and a designated recruiter to work on the process. For Paul, having these three minds work together is a game-changer that enhances the process and brings a better recruitment experience for the hiring manager.  The Passion for Managing Gen-Z Recruiters and Empowering People “I have decided to go with the growth model of bringing kids fresh out of college to teach them our process and procedures.” Paul’s passion of hiring fresh graduates stemmed from his own experience coming out of college and he felt really vulnerable entering the workforce. He felt that his true potential was not realized especially when he was not treated well, e.g. being yelled at. This inspired him to create a psychologically safe environment in his organization, even for young people. He is also focused on empowering his employees. The results? He feels that his team is motivated to work ten times harder. He wants to give them an experience that launches them into their professional career, especially for recruitment. You will pick up golden nuggets in this part of our conversation - actual examples of young people joining their organization full time and doing really well. Paul has clarity on what motivates people - it is not just money but the feeling that you truly care.  Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   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: www.recruitmentcoach.com/retained   Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc Paul Warner Bio and Contact Info  Paul’s role within Tamarack Recruiting is to oversee client development, as well as managing candidate pipelines in the Mountain States Regions.  Tamarack Recruiting's slogan "We stand out" comes from the Tamarack Tree. Tamarack Recruiting provides staffing and recruiting in both the Technical and Financial verticals. They differentiate themselves by having our recruiters putting full focus on no more than three client needs at a time.   Just like the tamarack tree that changes colors in the fall, "We Stand Out" is how they approach the saturated staffing and recruiting market. Now a team of seven, Tamarack Recruiting today uses the cutting-edge processes Paul developed to make impactful placements with a fast turn-around. We have become the go-to recruiting partner for many of our clients because of our track record of success in filling urgent openings with in-demand professionals. Paul on LinkedIn Tamarack Recruiting website link People and Resources Mentioned Jordan Rayboy on LinkedIn Danny Cahill on LinkedIn Greg Savage on LinkedIn The Five Love Languages, by Gary Chapman Drive, by Daniel Pink 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 Related Podcast You Might Enjoy TRR#64 The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage TRR#133 How this Top Producing Recruiter is Putting Health, Fitness and Family First, with Jordan Rayboy   Subscribe to The Resilient Recruiter