"Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. When Brock Boyd started his recruitment firm in 1998, he ran his business from his bedroom in a shared house, where suited colleagues would show up to work daily - sometimes while he was still sleeping from late-night prospecting.  Today, 25 years later, he's a member of the prestigious Pinnacle Society leading an international tech sales recruitment practice. Through multiple market cycles - from the dot-com crash to 2008's recession to today's tech slowdown - Brock has built Career Management Inc. (CMI) into a sustainable business while developing wealth-building principles that have given him true financial freedom. Episode Outline and Highlights: [01:49] How a friend needing a ride to a job fair led to recruitment. [04:27] Taking the entrepreneurial leap after just 11 months! [10:47] Recalling the early days: Cold calling from his bedroom while colleagues showed up in suits. [15:26] Discussion of peak performance periods: 1999-2000 and 2021-2022. [18:17] Focus on resilience: Surviving 2002 and the $63,000 bankruptcy challenge [24:22] "I work by far the hardest in the best of times" - Brock's contrarian business philosophy [27:47] Smart financial moves most recruiters miss: The "two boulders" theory [38:51] How to retire early as recruiters: The three key factors [54:56] Tech stack deep dive: What works in modern recruitment [1:03:19] Understanding market cycles: "It's like winter and spring will come" Building a Recession-Proof Tech Sales Recruitment Practice After being hired by a staffing firm, Brock launched his own business after only 11 months! He had a fascinating story of finding his way into permanent staffing without really having much of a background before starting his recruitment firm. From solo operator to leading an international team, Brock has built Career Management Inc. (CMI) into a sustainable practice over 25 years. Starting with just three clients in 1998, he strategically evolved from general sales to specialized tech sales recruitment. Here is his firm’s current structure: 3.5 full-desk recruiters (US-based) 2.5 candidate-focused recruiters International support team across Argentina, Colombia, Philippines, and India Support staff handling administrative and database work Below are the key success factors that helped his business thrive over the years, through multiple market cycles, including the dot-com crash, the 2008 recession, and the current tech slowdown, while growing sustainably through each recovery. Early specialization in tech sales (higher fees vs general sales) Lean operations during growth years Strategic investment in revenue-generating tools Counter-cyclical work approach: highest effort during boom markets Maintaining core tools during downturns while cutting non-essential costs Personal Finance & Wealth Building for Recruiters A topic that resonates well with me is how Brock gives value to personal finance and wealth building for people in the recruitment industry. Most successful recruiters earn exceptional income, yet struggle to build lasting wealth in the long term. Brock has been a great example of turning his recruitment earnings into true financial freedom through disciplined investing and smart money management. He shared his mindset and strategies on how he balances his investment strategy with different instruments and risks.  Below are some core best practices he shared on the topic of personal finance: Keep lifestyle expenses well below earnings, especially in good years Never invest more than 10% of total assets in any single investment Maintain substantial cash reserves to buy assets during downturns Focus on three key areas: work earnings, investment earnings, and lifestyle costs "The further below your earnings your lifestyle and spending are, the faster you're going to get to financial freedom. And the closer they are, or God forbid they're overlapped in the wrong direction, then the further away that is." This disciplined approach has helped Brock build sustainable wealth through multiple market cycles while many recruiters, despite high earnings, struggle with long-term financial security. “Working Hardest in the Best of Times” "Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes.  Brock’s work ethic revolves around maintaining resilience through challenging times while recognizing the role of external factors. Uniquely, Brock works hardest during prosperous times, moderately during stable periods, and least during downturns. He views this approach as a strategic response to the opportunity cost, focusing energy where returns are likely highest. This pragmatic mindset helps him stay balanced and focused despite industry fluctuations. Disclaimer: This podcast does not provide financial or tax advice; listeners are encouraged to consult a qualified professional for personalized guidance.   Brock Boyd Bio and Contact Info  Brock has served as President/Chief Executive Officer since founding Career Management, Inc. in April 1998. His aggressive pursuit of face time with the staffing industry’s leading experts led him to become the youngest member on the Board of the National Association of Personnel Services in 2001. To date, Brock has completed over 500 successful searches. In May of 2000, he was featured in the NAPS newsletter for his accomplishments and vision.    In addition, he received his CPC (Certified Personnel Consultant) designation in 2003. He has also produced and delivered seminars on interviewing skills (for candidates seeking positions as well as hiring managers). He has been hired to deliver sales training to multiple companies as well as consulting several companies on the process of building/hiring a sales organization from scratch.   Brock graduated from Old Dominion University where he was a NCAA Division I Collegiate Wrestler. He lives in Vienna, VA with his wife and son. Brock Boyd on LinkedIn  CMI (Career Management Inc) website  People and Resources Mentioned Bullhorn (ATS) LinkedIn Recruiter LinkedIn Sales Navigator Prospect Ladder  Lusha  ZoomInfo  Pinnacle Society  S&P 500 Index   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.

From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that transformed client relationships and created predictable revenue while building a remote team that serves clients internationally. Julia founded Aligned Recruitment, specializing in tech recruitment for small and medium-sized businesses. Join us as she shares her journey from unexpected layoffs to building a thriving recruitment practice.   Episode Outline and Highlights [01:28] Journey into recruitment through college admissions. [03:17] The layoff that sparked entrepreneurship - 5 weeks postpartum. [08:11] Starting the business part-time during maternity leave. [16:49] Developing a unique monthly retainer model. [21:02] Creating trust through a generous partnership approach. [25:10] Building and structuring a remote team. [30:34] International recruitment strategy and market focus. [39:41] Handholding new clients. [49:26] Detailed breakdown of successful sales campaigns.  [54:14] Running multiple lead generation campaigns. [57:15] Faith, family, and building with purpose.   Reimagining the Recruitment Business Model Julia developed a distinctive monthly retainer model that transformed how she partners with clients: "A lot of recruiters only charge fee-based. So they're like, wait, you want me to pay you before you've given me a hire? Like, that's psychotic... I want to be your go-to recruitment partner for the entirety of the existence of your business." Julia's retainer model in recruitment operates on a monthly subscription-like approach, charging clients based on the number of roles they need to fill rather than per placement. Here's how it works and its unique benefits: How the Retainer Model Works: Flat Monthly Fee: Clients pay a monthly retainer based on the estimated time and effort required to fill their roles. Per-Role Pricing: The fee scales with the number of roles, offering discounts for higher volumes (e.g., five or more roles). Flexible Engagement: Clients can start with a single role to test the service and then expand based on their hiring needs. Transparent Estimation: Julia provides upfront estimates for time-to-fill, often under-promising and over-delivering. This approach translates to unique relationships, repeat business, and client trust building as summarized below: Cost Efficiency: Clients avoid paying steep, one-time placement fees, even if multiple candidates are hired for a single role. Trust and Partnership: The model fosters long-term relationships, positioning Julia as an extension of the client’s team rather than a transactional vendor. Predictability: Fixed monthly costs provide budget certainty, even for complex or ongoing hiring needs. Comprehensive Support: This option is ideal for smaller businesses without in-house recruiting teams. It offers a "fractional recruiter" who handles all hiring needs without the risks of permanent staff. This model balances generosity with strategic value, prioritizing trust and repeat business over short-term gains.   Building a Systematic Sales Campaign Despite never closing a deal before launching her business, Julia developed a systematic sales approach that helped her reach nearly $700K in 14 months. She shares her exact process: Lead Research: "I have someone on Fiverr... charges me 10 bucks for 50 lead needs" with clear parameters: Companies with under 200 employees Currently hiring software engineers Contacts from C-suite and engineering leadership Multi-Channel Campaign: Step 1: Sends personalized Loom videos via email (using Apollo) Step 2: Runs a parallel Dripify connection-only campaign on LinkedIn Step 3: After connection acceptance, follow up with LinkedIn selfie videos "My theory is it's more personal... I think LinkedIn selfies are reminiscent of more personal messaging platforms where people feel like it's like their buddy Julia just dropping in to check in how their Tuesday's going." When running active campaigns, Julia commits to sending 20 personalized outreach videos daily or 100 per week. She also runs a separate automated Dripify messaging campaign targeting past client contacts, doubling down on what's working since many of her clients come from previous relationships. This systematic approach, combined with genuine relationship building, has helped her consistently win new business without traditional hard-selling techniques.   Remote Team Building and International Recruitment From solo founder to a team of four, Julia has built a remote-first practice that serves clients internationally. Starting with contract recruiters during her maternity leave, she strategically evolved her team structure based on business growth. Today, her team includes a Director of Talent Acquisition managing client delivery, an Operations Manager, and a Sourcer based in South Africa (hired through Remote First as EOR), all working virtually. "I employ them through an employer of record, an EOR. And I use Remote First... my entire team is remote. No one else is based here in Atlanta." This flexible team structure allows Julia to scale based on client needs while maintaining quality delivery through specialized roles - proving you can build a successful recruitment business without a traditional office-based team. Are you also interested in building a remote setup for your recruitment business?   Julia Arpag Bio and Contact Info Julia Arpag is the CEO & Founder of tech recruitment firm Aligned Recruitment. We've been in business since August 2023, are fully bootstrapped, have closed over $500k in new business, and are scaling fast.    We specialize in hiring for SMBs (10-200 employees) in the tech industry. We have clients in custom software development, platform management, real estate investment, and security hardware, to name a few.  I'm also a foster parent to two teen boys, a mom to two little boys, a wife, and a proud transplant to Atlanta from upstate NY. Julia on Linkedin Aligned Recruitment Website link People and Resources Mentioned Dripify LinkedIn Recruiter LinkedIn Sales Navigator Recruiter Flow (ATS/CRM) RemoFirst (EOR platform) Apollo Fiverr Loom   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.

From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours. Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today.   Episode Outline and Highlights [01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting [03:39] Why leave tech? Maddie’s decision to start Advanced Scope [03:52] Choosing healthcare and orthopedics specialization despite tech background [15:01] The game-changer: Moving from contingent to retained search [16:37] Innovative "dating period" approach to client relationships [27:39] Building the right team: Finding people who share your values [30:34] Unique co-working approach to testing team fit [35:56] Creating sustainability: Journey from 90 to 50-hour weeks [43:24] Leveraging the Healthy Careers podcast for business growth [45:23] Converting podcast guests into business relationships [47:21] Future vision: Creating a self-sufficient team How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model   When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances.   "If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other practice within that region that I could send that candidate to."   Her solution? An innovative "dating period" approach that starts contingent on testing the relationship before transitioning to retained. This allows both parties to ensure fit while demonstrating the value of a committed partnership. The strategy proved transformative - doubling her income from year one to year two while improving client relationships and candidate experience.   When presenting retained partnerships, Maddie addresses common client frustrations with contingent recruitment head-on. She helps them understand that without mutual commitment, they're competing not just for candidates but with other opportunities their recruiter is pursuing. As she explains, "It's not about the money. I want you to show me that you're in this with me and that you actually want me to win."   The result? A more predictable business model, higher-quality client relationships, and the ability to focus deeply on fewer, more committed searches. Most importantly, it created the foundation for a sustainable business that serves both clients and candidates more effectively.   Building a Recruitment Business That Doesn't Depend on You    Working late nights and answering Slack messages on her wedding day wasn't what Maddie envisioned when starting her recruitment business. "I got to the point where it was like, okay, either I'm going to burn out and this is going to be short-lived, or I'm going to get the right people on the bus and give them the trust to do the things."   She realized that she had to hire the right team members for her business to be self-sustaining. Here are the key action points she took:   Created a unique "co-working" approach to test cultural fit before hiring Empowered team with up to 50% commission structure Built systems that allow people to run their own "mini-businesses" Reduced hours from 90 to 50 while doubling revenue Focused on being a visionary instead of doing everything herself   Today, her business thrives on trust, autonomy, and shared values rather than founder dependency. Do you envision your recruitment business to be the same?   Podcasting to Engage with Audience and Future Business Relationships   Madison effectively uses her podcast, "Healthy Careers," to engage with her audience and build business relationships. Here is a summary of how she is doing this:   Madison's podcast allows her to connect with her audience and potential clients on a personal level. She shares insights and experiences that give listeners a better understanding of her expertise and the market. By recording three to four podcasts a week, she ensures consistent engagement with her audience, providing valuable content and building rapport with listeners.   The podcast is a platform for developing long-term relationships with clients and partners. Through the podcast, Madison gets a feel for the market pulse, which helps in better conversations with clients. Madison's strategy of sending personalized gifts like engraved Yeti cups and gift cards to podcast guests fosters a sense of exclusivity and gratitude. This thoughtful gesture reinforces the relationship and keeps their brand top of mind. Business conversions may not be immediate, but the trust built over time through high-touch follow-ups and engaging content helps convert podcast guests into clients in the future.   Madison Loomis Bio and Contact Info   Maddie has a background in healthcare, finance, and technology as both a recruiter and HRBP. After 8 years in Corporate America, she set out to reshape the typical staffing approach. She is now the owner of Advanced Scope - a boutique search firm focused on permanent, direct hire for Orthopaedic & Sports Medicine private practices in hiring clinical and leadership positions.  Maddie on LinkedIn Maddie on Instagram Maddie on X Maddie on Youtube Healthy Careers Podcast Advanced Scope website Advanced Scope on Facebook   People and Resources Mentioned Wounded Warrior Project  Slack 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’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.  

How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?   We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.   Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.   Episode Outline and Highlights   [02:27] What is new for Amanda and her team in the last three years? [08:10] How OpusLex enhanced its business model to align with EOS. [16:30] What processes have been working well with Amanda’s team? [21:47] The practical applications of E-Myth. [27:54] Discussion on things that Amanda and her team are most proud of. [34:40] Learning to grow the team and hire the right people. [42:22] Effective collaboration tools and tech stack. [50:47] Why should working from home be balanced with working together physically? [53:07] Amanda shares what could be the biggest challenge when upscaling your team.   Systems and Process for Upscaling Your Recruitment Firm   Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:   Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a clear mission, vision, and values, and assigning "rocks" (specific goals) to both the company and individual team members. Shift from Traditional to Team-Based Roles: Amanda moved from a traditional "full desk" model (where each person handled all aspects of recruitment) to segmented roles. This structure now includes designated roles for business development, recruiting, sourcing, and administrative support, allowing each team member to specialize and master their area. Client Engagement and Differentiated Service: They established a high-touch approach to client relationships by requiring direct conversations with clients before working on any job order, enhancing service depth and client understanding. Enhanced Communication and Automation: Amanda addressed the complexity of coordinating multiple specialized roles by setting up communication workflows using tools like Monday.com and integrating them with Slack for task updates and real-time notifications, which minimized the risk of inefficiencies. Systematized Processes for Consistency: Amanda implemented process templates in Crelate for both candidate and job intake to ensure consistency and efficiency. This provides essential information gathered upfront, reducing repetitive follow-ups and training time for new hires.   These adjustments reflect Amanda’s commitment to EOS principles, enhancing her team's efficiency, communication, and service consistency as they scale.   Critical Elements When Hiring to Upscale Your Team   When growing your recruitment business, hiring the right person to fill critical roles can be challenging. Do you go for a full 360-degree or 180-degree model? I wanted to pick Amanda’s brain about her learnings as she started to hire and grow her team.    Amanda prioritizes understanding how a potential team member aligns with their values. “I think going back to those core values in terms of some of our core values, intellectual curiosity, earnestness, relationships first. And so really trying to stay quality over quantity, really trying to imbue those values throughout our hiring process.”   Rather than adhering to a rigid “full desk” model, she has implemented a flexible, team-based structure that allows employees to specialize and focus on specific roles, attracting diverse skill sets and reducing turnover by placing people where they can excel. Her model also enables creating specialized, replicable teams that can focus on distinct practice areas or client needs, such as intellectual property law or retained searches, allowing team members to build practices around their interests and expertise. Additionally, Amanda’s focus on transparent, day-to-day communication enhances team alignment, with updates to revenue and compensation models supporting this collaborative framework. She shared the tech stack they use to collaborate effectively and consistently.   What is the Biggest Challenge In Growing Your Recruitment Business?   What will be the biggest challenge if you set your business up for scale? For Amanda, “I think giving new ideas and systems time to work is challenging. And not having. Or you know, and also like giving myself some grace.”   Amanda’s greatest challenge in building her business is balancing the patience to allow new ideas and systems time to prove their effectiveness with the need to make strategic adjustments if things aren't working. She acknowledges that this uncertainty—knowing when to persist and when to pivot—can be especially difficult. To overcome this, we acknowledge the importance of resilience and an unwavering commitment to the long-term goal, alongside the willingness to assess whether issues stem from the process, the people involved, or just the natural time required for new initiatives to take hold. Cultivating patience and maintaining a mindset focused on progress over perfection are key practices she uses to navigate the uncertainty and keep pushing forward.   Amanda Brandenburg Bio and Contact Info   In 2018, Amanda founded OpusLex Partners to bring a hands-on, customized, and personalized approach back to legal recruiting. At OpusLex, which translates to “legal body of work,” our body of work includes finding the very best for every search.   Amanda is passionate about her work and enjoys the challenges and competitive nature of the business. When she’s not sourcing top legal talent for her clients, you can find her spending time with her husband, their three children, and two rescue dogs at home in Atlanta. She is a graduate of the University of Georgia.   Amanda on LinkedIn Opus Lex Partners website link Opus Lex on Facebook Opus Lex on Instagram   People and Resources Mentioned   Traction: Get A Grip On Your Business, by Gino Wickman Monday.com Crelate The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael Gerber Asana Zapier Leopard Solutions Ring Central Allan Fisher on LinkedIn   Related Podcast You Might Enjoy   TRR#108 The Winning Formula: How to Grow a Recruiting Firm to $2 Million in 3 Years   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.  

Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.   Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.   Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.   Episode Outline and Highlights   [01:55] How Tyler got into recruitment and why he chose metals as a niche. [08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant. [12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer. [17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack. [20:17] Turning it around from zero to $250k - discussion on business development. [23:53] How to establish yourself as the go-to authority in your niche. [30:57] Podcasting is an effective engagement tool to go above and beyond. [38:39] A creative way of using videos to promote your client and strengthen relationships. [43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter? [46:01] What is next for Tyler and American Dream Search?   Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry   When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler!    His conclusion is “The riches are in the niches!” He highlighted below benefits and how niching down worked for him:   Reduced Competition: By focusing on the steel industry, he reduced his competition from 26,000 recruiters in the US to only around five competitors in the same industry in his domain. Authority Building: It was easier for Tyler to add value to the industry and be an established figure in the steel industry through continuous sharing of content and podcasting. Higher Demand: Targeting a specialized industry can lead clients to view you as a high-value resource, as you bring industry-specific knowledge and connections. Even if you only place 10 candidates in a year with an average of $25k fee, you already have substantial revenue. Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC.   How to Establish Yourself as the Go-To Expert in Your Niche   Tyler's reputation grew as he focused on the metal and steel sector, allowing him to generate trust and recognition in the metals industry. He started his podcast, The Recruiter of Steel, to bring added value to the industry. He also utilized LinkedIn by consistently posting content related to the industry which has gained traction, especially to decision-makers. Out of his 7000 connections, around 75% are in the metal and steel industry.   Consistency in these actions made Tyler a recognizable authority in his niche. As he shared, “As far as an ROI … I would say the majority of my business now, I would say is inbound. Most of it is coming inbound to me. I haven't run an MPC campaign in probably three, or four months because all of this is coming to me and I have enough business with it. It's because I've established myself as that authority. It's brought in multiple six figures for me just doing posting and just interacting on LinkedIn.”   Other Action Items That Turned Around His Business   The first six months of Tyler’s business brought in no revenue. However, he had a breakthrough that transformed it from zero to a $250k profit. That is niching down, and establishing himself as an authority. However, there are also other action items he shared that helped him, which I am sure a lot of listeners can relate to:   Full Commitment and Resilience: When Tyler was laid off, he committed entirely to his recruitment business, even though it took six months of effort without income to gain traction.   Mentorship and Continuous Learning: Seeking guidance, Tyler connected with Scott Tuttle, a successful recruiter who provided critical advice on areas like contract terms and marketing strategies. This mentorship helped Tyler refine his approach, close deals, and streamline his operations.   Effective Use of Technology: Tyler used a tailored tech stack, including LinkedIn automation through Skylead, Sales Navigator, Apollo for marketing, and Crelate for CRM management. These tools allowed him to be targeted and efficient in his outreach, helping him reach the right clients and candidates without resorting to mass emails.   Tyler Rossi Bio and Contact Info   Tyler Rossi is the President of American Dream Search and Host of the Let's Talk Talent podcast (now rebranded as The Recruiter of Steel podcast). He is one of the top headhunters in America for sales talent in the Steel/Metals Industry.   But it wasn't always this way.    For the longest time, Tyler put off going into business full-time. While he had his LLC on the side, Tyler never had the guts to go all in. He had the six-figure tech sales job and the job security and benefits that came with it.  He had the house, and the marriage, and his daughter was soon on the way.    Fast forward to September of 2023, Tyler was forced to take the leap of faith he was putting off for so long. He was abruptly laid off from his job. There was no warning, no severance…nothing.    Six-figure paycheck? Poof 💨    Oh, and his wife was 32 weeks pregnant 😳    That next Monday, he fired up his laptop and dove full-time into his recruiting business.    The first 6 months were brutal he made $0.    Rejection after rejection. Set back after set back.    But he never gave up.    Fast forward to now and Tyler has scaled American Dream Search to over 10 clients and has billed multiple six-figures in its first year. He has established himself as a premier recruiter in the Metals Industry and he's just getting started.   Tyler on LinkedIn American Dream Search website link The Recruiter of Steel podcast   People and Resources Mentioned   Scott Tuttle on LinkedIn Alec Borlin on LinkedIn Sarah Englade on LinkedIn   Related Podcast You Might Enjoy   TRR#230 How to Achieve Rapid Success in a New Recruitment Market TRR#232 How to Leverage Video Content to Boost Your Recruiting Business   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.  

As a recruitment business owner, have you considered how to tap into overlooked talent pools while meeting corporate diversity demands? Our special guest, Emma Freivogel, shares how she built two successful organizations - a charity (Radical Recruit) and a profit-for-good consultancy (B Radical) - focused on placing candidates from non-traditional backgrounds into corporate roles.    If you're interested in combining social impact with business success, Emma's insights on structuring support services and creating sustainable revenue through corporate sponsorship could transform your approach to recruitment.   Emma is the Founder and CEO of Radical Recruit, a pioneering charity that supports companies in recruiting talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, victims of domestic violence, and those facing barriers to work. She is also the co-founder of B Radical, a profit-for-good consultancy that supports businesses in implementing inclusive recruitment practices and developing diversity strategies.   Episode Outline and Highlights   [02:06] The history of how and why Emma founded Radical Recruit and B Radical. [05:01] Insights on candidates' backgrounds being advocated for hiring by B Radical. [16:33] Emma expounded on her philosophy of giving people second chances - knowing about Chan’s story. [22:23] Interesting story of how Emma got into her field. [24:39] B Radical’s business model. [30:11] How receptive are companies to partnering with Radical Recruit? [32:43] Malcolm’s powerful and inspiring story. [36:44] What is next for B Radical and Radical Recruit? [39:00] Emma’s learnings as a business leader can applied to all business owners and leaders.   The Philosophy Behind Radical Recruit’s Advocacy   Recruitment is challenging in general, but for Radical Recruit, it presents additional difficulties. They focus on supporting marginalized individuals often excluded from the traditional labor market. Emma and Radical Recruit advocate for people from underrepresented communities—those who face barriers related to ethnicity, gender, disability, and past adversities such as homelessness, criminal records, addiction, or domestic violence.    You will hear inspiring stories shared by Emma about Channel - a woman who grew up in extreme poverty and violence, with 47 convictions by her early twenties, and how she is now a head Chef in a restaurant.   You will also know about Malcolm - who fell into homelessness as his life turned upside-down when his father passed and how he was able to turn it around.   These stories exemplify Radical Recruit's approach: to show employers the potential in unconventional candidates and advocate for fair hiring practices that embrace diversity.    What This Means for Recruitment Business Leaders & Owners   Emma is doing something fascinating and incredible. Giving second chances to underdogs and advocating for them in the labor market not only gives businesses and individuals mutual benefits but also contributes to a much bigger value to society. Since Emma has been running non-profit and profit-for-good business models for both Radical Recruitment and B Radical, are there transferable learnings that conventional recruitment businesses can apply from a leadership perspective? I echo Emma’s response below:   “I think from a diversity perspective, if we treated diversity as seriously as we do things like financial resilience and mitigating the risk of cyber-attacks and this sort of thing, then we would not have a problem filling roles at any level… I think that leaders could just be more human-centric generally, not, not with regard to the way they view and interact with radical talent, but just people in general. We're all looking for the same things. We all benefit from the same things.”   Would You Consider Diversity Recruitment Services? A key discussion topic was Emma's emphasis on how recruitment agencies can build sustainable revenue through diversity recruitment services. She reveals an untapped market opportunity that most traditional agencies overlook. "Unless the executive sponsors this diversity work, unless it's properly resourced, unless there is thoughtful, considered approach unless people are measuring impact and linking it to the business case, the work's probably not going to get done." Market Opportunity Emma highlights a massive untapped talent pool in the UK: 11 million people with criminal convictions, 14 million with disabilities, and 230,000 homeless individuals. With every executive prioritizing diversity, there's strong corporate demand but few agencies are equipped to deliver effectively. Revenue Streams The business model combines traditional recruitment fees with innovative revenue streams. Corporate sponsorship packages start from £3k, supplemented by DEI training, recruitment audits, and comprehensive post-placement support services. This creates multiple recurring revenue opportunities beyond standard placement fees. Success Metrics A client demonstrates the model's effectiveness with a 92% retention rate for diverse hires. Successful placements range from entry-level to £80k senior roles across multiple sectors. The comprehensive support model drives long-term partnerships and repeat business from corporate clients. The key takeaway is that while many recruiters shy away from diversity recruitment, there's a significant business opportunity for those willing to develop expertise in this area. As Emma notes, "Every executive has diversity on their agenda" - the challenge is turning that commitment into action through proper resourcing and support. Emma Freivogel Bio and Contact Info Emma Freivogel is the founder and co-CEO of Radical Recruit, a pioneering charity that assists businesses in recruiting entry-level talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, domestic violence, or homelessness among other barriers to work. She is also the co-founder of B-Radical, a profit-for-good consultancy that supports job seekers from similar communities in securing more senior and skilled appointments, often within the same companies. B-Radical assists businesses in laying the foundations for success or reimagining their usual ways of working through workshops, training, strategy sessions, audits, advisory services, and early career recruitment. By collaborating with the Radical brands, businesses not only diversify their talent pipelines and teams but also enhance their social value and ESG initiatives. Emma's leadership is driven by a commitment to equality and social justice, aiming to create inclusive opportunities in the labor market and transform recruitment practices so they are both welcoming and fair.   Emma on LinkedIn Radical Recruit website link B Radical 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.  

As a new recruitment business owner, how much do you invest in marketing and personal branding? Is the ROI worth it?   Our special guest, Sarah Englade, explained how she scaled to $1.5m in revenue in 18 months with the help of LinkedIn personal branding. She shared her strategies and how she overcame struggles when creating content, which can be helpful if you also find value in content creation.   Sarah Englade is the Owner & Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior roles in accounting, finance, and human resources throughout Houston, TX.    Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. Between 2012-2020, she successfully placing over 2,800 candidates and generating millions in revenue.    Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values.    Episode Outline and Highlights   [02:42] How Sarah got into recruiting by accident and how she excelled before launching her firm. [08:15] Understanding contributing factors to burnout in staffing and how to mitigate it early. [11:11] Keys to Sarah becoming a top producer. [13:15] The remarkable story of Monarch's launch during the pandemic. [20:17] Three action items kept Sarah going during the first 6 months of Monarch. [24:27] Sarah’s book recommendations. [26:24] Journey and strategies in building a personal brand through LinkedIn. [36:33] Are you intimidated to do video content? Sarah shares her process. [41:48] What is the ROI in content and personal brand marketing? [48:21] Other elements that contribute to Monarch’s successes on top of personal branding. [54:30] “You always have to be a student of learning” [56:16] Quick fire questions: Tech Stack and Metrics that matter for Sarah, and keys to resilience.   Three Steps That Keep Monarch On-Track in the First Six Months When Sarah launched Monarch during the pandemic, things were not as smooth sailing as expected. Most people would think that the first three months would get them positive traction, but for Sarah, it had already been around six months, and still, not much was happening. She started the company without a book of business and minimal business development experience.   If you are a new recruitment business owner, Sarah’s insights on the three things that kept her going can be helpful. Sarah focused on three key things to keep her business going for the first six months:   Self-development and mindset: Sarah dedicated herself to reading books, listening to podcasts, and staying disciplined to work on her mindset and conquer her feelings of inferiority. She focused on personal growth and overcoming self-doubt. Metrics and consistency: She believed in using metrics to track her progress and committed herself to hitting her numbers. Sarah stayed consistent by posting her goals on a board, reviewing them daily, and compounding her activity to build confidence. Seeking mentors: Despite facing challenges finding local mentors, Sarah sought out mentors in business and recruiting from other parts of the United States. She leaned on their support and advice to navigate challenges and stay motivated in her entrepreneurial journey.   Strategies for Building a Personal Brand Through LinkedIn   A key discussion topic that resonated with me was Sarah's emphasis on personal branding and her strategies for building a brand through LinkedIn.   “As a new business owner you have to really be very smart with your money. But I always say this to people that scared money doesn't make money. As you know you have to spend money to make it. Like part of my budget and part of what's worked for me and my business model over the years has 100% been investing in marketing.”   Sarah was not a LinkedIn expert, as she had just explored it as recently as she started her business. She also is not as fond of being in videos as many of us are. She even gets a lot of bashers and trolls. Nevertheless, it doesn’t stop her from consistently posting meaningful content!    Here are some takeaways shared in terms of strategies and processes Sarah used for creating and posting LinkedIn videos:   Quarterly video shoots with 20 videos created each time. Videos based on real conversations with her network to provide value. Content sourced from suggestions and personal experiences as a recruiter. Daily preparation: Early morning content creation on the day of recording by reviewing notes and conversations. Consistency in content creation: Maintaining a positive and helpful tone in videos. Continuous improvement: Embracing feedback and learning from each video to boost confidence and quality over time.   Long-term ROI from Content and Personal Brand Marketing   How much Sarah invested in marketing and building her personal brand benefited her business tremendously. It leads to client relationship building and trust from candidates that the best headhunter in their niche is handling them. Beyond that, Sarah and I believe personal branding has a more long-term ROI than you can measure. I think that Sarah explained it well:   “I think it varies on what you look at as the return on that investment. So for me, I'm a new business owner. I'm just coming up to four years. You know, many people think there's overnight success when you start any kind of company, especially in terms of staff and space, especially if you have experience. And I'm telling the truth about, you know, branding, you have to have the brand now because the first thing we all do is when we're looking up anything, whether it's a doctor, a restaurant, whatever it is, we google things, right? So we google to see credibility and that builds trust when we start seeing the reviews and people and all that good stuff. So in the very beginning, it is going to seem exhausting. You're going to be like, what is this even bringing to me?  Over time, it's going to help people find you. So that's the return. So it's not overnight. There is literally no elevator here to success. You have to take the stairs and this is part of that now. So I can honestly say that in the very beginning, I saw the return almost immediately and then it started to go like this a little and then it started to blow up again. And that's recruiting. It's like this. So the biggest thing for me is the reason why I continue and commit to creating this content. It's because we're in a down market, and we're not staying here. So when the market goes like this, I want them to remember my face, my name, my brand, and my company. And hopefully, with putting out as much content as I'm putting out, they do. So that's the whole return on it, which is making sure that you're staying front and center, no matter what kind of market we're actually in. “   Sarah Englade Bio & Contact Info   Sarah Englade is the Owner & Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior-level and mid-executive-level direct-hire roles in accounting, finance, and human resources throughout Houston, TX. Sarah serves as an executive headhunter within the firm, partnering with local high-performing companies to grow their teams. She also offers candidates career resources, including resume, interview support, job market trend updates, local continuing education opportunities, and more.    Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. In her roles, she was regularly recognized as a top producer, successfully placing over 2,800 candidates between 2012 and 2020 and generating millions in revenue. Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values.    Sarah volunteers at Dress for Success Houston, is a Greater Houston Women’s Chamber of Commerce (GHWCC) member and has been a nominee for Houston Business Journal’s 40 Under 40 from 2022-2024. Sarah has also been featured in several media outlets, including Shoutout HTX, Voyage Houston, GoSolo, CanvasRebel Magazine, Houston Made, Forbes Magazine for Houston’s Extraordinary Women in Business, and LFN Network’s Breaking The Silence Talk Show.   Sarah on LinkedIn Monarch Solutions website link Monarch Solutions on YouTube Monarch Solutions on Instagram - @monarchtalenthtx   People and Resources Mentioned   The Compound Effect - Darren Hardy Fanatical Prospecting - Jeb Blount Relationships First - Emily Frisella Claude.ai Rusty Gates Media Bullhorn Dripify   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.  

As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting.   In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation.   Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial & Professional Services sectors.    Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+.    He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.   Episode Outline and Highlights   [02:06] How Mike got into recruiting and why he could adapt quickly. [06:21] Building high-performing teams: leading a £3M team of 5 consultants. [15:40] Overcoming the lows - why Mike at one point hated recruitment. [20:10] Specific best practices on how to format a great CV. [27:05] Effective approach to developing other top billers. [31:02] Mike shares his business model and placement niche. [37:46] What is a recruitment leader’s greatest achievement? [41:01] Why sometimes under-projecting works. [44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers. [48:40] Redesigning back office operations to provide innovative solutions. [53:59] The five steps in mapping out your recruitment process.   Key Ingredients to Build High-Performing Teams A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors:   Trust: Establishing mutual trust between you and your team is fundamental. This foundation allows team members to feel secure and perform at their best. Clear Expectations: Be very clear with the expectations for each task. Clearly communicate what is the minimum required performance, ensuring there’s no ambiguity. Tailored Management: Every team member is unique, and you need to manage them according to their individual strengths and personalities, not a one-size-fits-all approach. Empowerment and Autonomy: Give your team the space to work independently, stepping back when they meet or exceed expectations. Encourage entrepreneurial spirit and avoid micromanaging. Skill Development: Focus on developing your team from trainees or junior staff into experts. Break down complex concepts into simpler terms to make learning approachable. Team Diversity in Skills: Build a team where each member brings a unique skill set to the table, so they complement each other. This helps tackle any challenge effectively. Learning from Mistakes: Mike highlights that making mistakes is part of the growth process. Learning from errors is crucial to long-term success in leading teams.   Effective Approach to Developing Top Billers   For Mike, his getting big billings is not the best achievement, but rather, when his team members are starting to bill like him:  “The best achievement was actually when, you know, some of my other team members were also starting to get to those numbers as well.”   An effective billing manager does not always translate into a good mentor or sales coach. So, what steps should you take if you want to develop your team members to be like you and bill significantly? Mike emphasized the importance of clarity and respect.   “And it's pretty much the way I parent my children as well, so it's no different. So, yeah, that's kind of been the cornerstone. It's just treat people with respect, be very clear with them, be very honest, and take the pressure off them when they're.”   Scottish recruiters tend to use football analogies a lot, so I am sure you will enjoy how Mike described his approach to team development as the same way football coaches approach their teams.   The Power of Delegation   It is not easy to guide a team of big billers while you yourself need to ensure you are producing—that is why many billing managers find it challenging to maintain consistent team performance.   Mike shared his secret: delegation.   He uses delegation thoughtfully and strategically. Here’s how he approaches it:   Delegate for Development: Mike views delegation as providing team members with learning experiences. He emphasizes that delegation is a win-win because it allows others to gain experience while easing their workload.   Match Tasks to Strengths: Mike assigns tasks based on his team members' strengths and preferences when delegating. He selects the right person for each job, ensuring that the task aligns with the individual's skills and mindset. For example, he delegates a report task to someone who enjoys working with spreadsheets, not to the more social team members.   Motivation: He incorporates positive reinforcement by motivating the team members when delegating. This boosts their confidence and makes them feel valued and capable.   Clear Expectations: Mike is very clear about his expectations when delegating, especially regarding deadlines. He sets the task, communicates the deadline, and ensures the person knows exactly what is required.   This approach ensures that delegation is effective, motivational, and aligned with the strengths and capacities of his team members.   Mike Stirton Bio and Contact Info Mike is a seasoned recruitment leader who has led high-performing teams within the Financial & Professional Services sectors in Scotland. Mike has excelled in producing some of the best and high-performing recruiters within his sector whilst at the same time running a personal desk of £1m+. He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.   Mike on LinkedIn BE IT website link   People and Resources Mentioned Bullhorn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter 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.  

How does a recruiter go from new to market to Champions Club in just two years? For Alec Borlin, the answer lies in the power of disciplined planning and relentless consistency.   Alec is a CPA turned recruiter. He started with one of the world’s largest recruiting & staffing companies, where he did extremely well before starting his own firm BGC Search in 2022.    He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area.    Alec recently launched The Recruiter’s CPA which provides bookkeeping and tax services for recruiting and staffing companies.   In this episode, you will hear how Alec structures his day with daily habits and strategies that result in consistent billings. He also shared the concept of having an ideas bank, how to utilize AI when enhancing content, and why LinkedIn is still his trusted platform for lead generation.   Episode Outline and Highlights [01:00] How Alec got into recruiting. [05:36] Early successes in agency recruiting. [09:58] Discipline and daily actions for success. [16:42] Launching BGC search - Alex walked us through what motivated him to launch. [21:19] How Alec achieved $100k revenue in Q1 from inbound leads alone via LinkedIn. [27:49] Trusting LinkedIn as a relevant platform to get results. [34:05] Consistent posting by having an ideas bank and how to enhance your content with AI. [39:11] Alec discusses Recruiter CPA  and how it helps staffing and recruiting firms in accounting. [44:10] The challenges of being a solo recruitment business owner in terms of tasks and time management. [48:38] What is next for Alec and his team?   Planning and Strategies That Set Alec Apart In his second full year as a recruiter, Alec became part of the “Champions Club” for two consecutive years despite being new to the market. What sets him apart is his work ethic which includes consistency in planning. Alec sets himself apart by maintaining a consistent and disciplined approach to daily activities. His early career success was rooted in structured habits, such as waking up early, exercising, planning his day the night before, and following a rigorous schedule that included conducting at least 10 interviews and 3 client meetings per week.   Here are the key takeaways from Alec's approach as a successful recruiter:   Consistent daily routine: Early mornings, exercising, and being in the office by 7 AM helped set a productive tone for the day. Proactive planning: End-of-day planning allowed Alec to focus on specific goals for the next day, ensuring efficiency. Structured activity targets: Conducted at least 10 interviews and 3 weekly client meetings, keeping himself accountable to those numbers. Learning from high performers: Alec absorbed successful habits early in his career by observing and emulating top billers. Breaking tasks into manageable steps: Rather than being overwhelmed by big goals, he breaks them into smaller tasks, which keeps him focused and motivated. Prioritization and time-blocking: He allocates specific time slots for high-priority activities, ensuring he tackles important tasks first. Using productivity tools: Leveraging tools like Asana and calendars to track tasks, organize workflows, and stay on top of both personal and professional goals. Accountability and follow-through: Alec holds himself to a high standard, consistently executing his plans and commitments.   Trusting LinkedIn as a Relevant Tool in Generating Leads How much do you invest in LinkedIn as a lead-generating platform? Alec shared an interesting case study about how they were able to build more than $100k from inbound leads in the first quarter of this year using LinkedIn.   “Twelve months of consistently posting on LinkedIn and not seeing a result. Right. So that was, it was posting videos, it was posting copy. So just words, just word posts, posting images, carousels, and constantly trying to interact with my audience and give them the insights that they're looking for… All you can do is continue to post and try to provide value to the people that are in your network and then eventually you'll get this random, beautiful message, hey, we have this need.” What was his thought process that made him persistent?   “So I just, I think it's, it's the belief that LinkedIn is a place that will continue to be very important. We see Fortune 500 companies starting to develop their LinkedIn presence and marketing, if you will, on platforms like that. So just kind of trusting that there are people smarter than me investing their time and resources into the platform.”   I encourage you to visit Alec’s LinkedIn profile to see the type of posts and content he shares with his audience.   Do You Have an Ideas Bank? Somehow related to the topic of consistent posting and content creation, I wanted to pick Alec’s brain on how he can always come up with fresh ideas. He mentioned the concept of an ideas bank. He also shared how he utilizes AI when translating these ideas into content or posts. To summarize:   Alec draws a lot of his content ideas from the conversations he has during the day or moments of inspiration, such as while at the gym. He captures these ideas quickly by emailing them to himself or storing them in Asana or Google Docs. He then organizes these ideas by different content pillars like sales, marketing, and operations. On uninspired days, he revisits these ideas for fresh content.   When it comes to using AI such as ChatGPT, Alec envisions creating a personal "copywriter" by training AI on his best-performing content, allowing it to generate new posts or ideas based on his style and tone. He believes that AI is a starting point and not a replacement. Hence, personalizing AI-generated content by avoiding generic languages and creating a unique tone by adding personal context is necessary so that your content does not sound artificial.   Alec Borlin Bio and Contact Info Alec Borlin is a CPA turned recruiter.  He got his start with Parker + Lynch, now LHH before starting BGC Search back in 2022.  He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area.    As a multi-award-winning Senior Executive Recruiter with a Global Fortune 500, Alec has used his passion for recruiting and accounting to place over 100 candidates throughout the United States with large publicly traded companies and smaller privately held businesses, ensuring a sound match for both parties.   Alec on Linkedin BGC Search website link Recruitment CPA website link   People and Resources Mentioned Asana Loom Trello   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. 

As the recruitment industry rapidly evolves, it is crucial to stay on top of the trends shaping its future. In this episode, we talk with Trinette Cunningham and Teresa Delibert about shifts in candidate engagement, social media strategies, and the growing importance of wellness in hiring.   Trinette is the President of NAPS, the National Association of Personnel Services. She has held that office for 9 years and has been with NAPS for 23 years.    Teresa is on the board of NAPS, and she’s here to add her perspective as a recruitment business owner with over 20 years of experience in the industry.    I’m keen to get Trinette and Teresa’s perspective on the recruitment industry from her vantage point as the president of the oldest recruiting association in the United States.  Working with their membership of thousands of recruiters, want to explore the trends, challenges, and opportunities they’re seeing in the market.   Episode Outline and Highlights   [01:39] Trinette shared an overview of NAPS. [07:23] Teresa’s role within NAPS and how she started in the recruiting industry. [14:41] Discussion on the current economic and recruitment climate and how NAPS supports its members. [21:01] Enabling diversity, equity, and inclusion.  [25:26] The size of NAPS membership and the value of their certification process. [29:06] Emerging trends of opportunities and challenges in the recruitment industry. [42:53] Shifting from a candidate-driven to a client-driven market. [45:20] Know about the upcoming NAPS conference.   Emerging Trends - Opportunities and Challenges in the Recruitment Industry   Being with NAPS for 23 years, Trinette’s insight into emerging trends in the recruitment industry is invaluable. As a recruitment leader or business owner, do you want to focus on capturing upcoming opportunities or mitigating future challenges? Below are some takeaways on the emerging trends that Trinette and Teresa shared:   AI Integration: AI significantly improves recruitment by automating tasks like job description writing, reducing unconscious bias, and aiding in candidate screening and interviews. AI helps recruiters become more efficient and data-driven, allowing faster decision-making.   Automation and Asynchronous Video: Automation is streamlining recruitment processes, particularly through technologies like asynchronous video interviews.    Data-Driven Strategies: With immediate access to metrics, recruiters can be more strategic and proactive, leveraging data to enhance decision-making and performance with artificial intelligence.   Passive Candidates: Building long-term relationships with passive candidates (those not actively looking for jobs) is becoming increasingly important across various job levels, not just for executive roles.   Social Media Shift: Recruitment is moving beyond LinkedIn. Companies use platforms like Instagram, TikTok, and even Snapchat to attract younger candidates, particularly Gen Z, reflecting changing social media habits.   Wellness and Mental Health Benefits: Post-COVID, companies are expanding their benefits packages to include mental health and wellness programs, responding to a growing emphasis on holistic employee wellbeing.   Enabling Equity and Inclusion   Trinette and Teresa also shared how they enable equity and inclusion by working with WBC (Women Business Collaborative).    NAPS and Trinette support DEI by fostering collaboration with industry groups focused on addressing gender inequality and promoting women in the recruitment industry. They actively engage in partnerships to provide opportunities for women, including initiatives like pairing women seeking capital with potential investors. NAPS conducts surveys and research across its membership base, sharing valuable insights on workplace diversity and DEI issues within the staffing and recruiting industry. They also work to raise awareness of gender pay disparity and the underrepresentation of women in C-suite roles, while advocating for progressive changes in the industry.   This has been an important topic for me and many of this podcast's guests. Fostering DEI and advocating equity not only brings about more talent and growth options but is also the direction most progressive organizations take.   How NAPS Supports Their Members in a Challenging Business Climate   The National Association of Personnel Services has existed since 1961 and enjoys the reputation as the oldest industry association. I wanted to hear from Trinette and Teresa how NAPS can support its members, especially in some industries where recruiters encounter challenges.    Trinette emphasized the importance of obtaining their certification programs. “So to give specifics on what NAPS can do, we're here to help you navigate that ever-changing landscape. We do offer, like I said, the certification program. That is an in-depth program. And I encourage everybody, everyone who's listening, if you do not have your certification, get it 'cause it will pay in dividends.” Both Trinette and Teresa shared their personal experience in obtaining these certifications and how shocked they were by how much there is to know about the industry.   They also mentioned another benefit of being a NAPS member: keeping them updated through different resources, ATS, and research partners.    In this call, Trinette also shared a conference they will hold next month. She outlined the speakers, topics, and other things attendees can look forward to.   Trinette Cunningham Bio and Contact Info   Trinette is a non-profit & event management professional with more than twenty-five years of combined association development, event operations, and sales experience. In 2005, after a six-year tenure as the Executive Director of the Corporate Event Marketing Association (CEMA), Trinette founded the non-profit and event management consulting company, TR2 Consulting.   Trinette specializes in financial management, membership/attendance growth, social media marketing communications, exhibit/sponsorship sales, and event logistics.   Through her leadership, NAPS has grown our membership, expanded our member benefits, and streamlined management operations.   She is a member of the Pennsylvania chapter of MPI, The American Society of Association Executives, ASAE, and was recently appointed to the Advisory Council of the Women's Business Collaborative Alliance based in Washington D.C.     Her proudest accomplishment though is raising her 21-year-old daughter, Maggie, who starts med school next month!   Trinette on LinkedIn National Association of Personnel Services (NAPS) website link   Teresa Delibert Bio and Contact Info   Since 1998 Teresa has been recruiting in Rochester, New York for businesses of all sizes and industries such as; Insurance, Financial Services, Mortgage Services, Real Estate, Human Resources, Auto Dealers, and Medical. Currently, she partners with small to mid-sized businesses in the Rochester area to add to their bottom line through customized recruiting solutions. Although recruiting is her second career, she has been responsible for hiring and retaining talent for 20+ years. Her first career as a Merchandise Manager for a large corporate retailer taught her how to run a business and prepared her for her career in recruiting and business ownership. She is a native of Rochester, NY, and has strong ties to the community. She has a BS in Business Management from RIT.   Teresa on LinkedIn Delibert Employment website link Delibert Employment on Facebook   People and Resources Mentioned   Recruiter’s Ultimate Guide to Maximize Billings with AI  Helen McGuire on LinkedIn Jon Krohn on LinkedIn Danny Cahill on LinkedIn Matt Walsh on LinkedIn   Related Podcasts You Might Enjoy   TRR#153 Meet The Recruiter Who Survived And Thrived Through Four Recessions, with Gail Audibert TRR#220 How Purpose-Driven Business Models Help a Female Founder Achieve Acquisition Success, with Helen McGuire   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.