The Resilient Recruiter

AI isn't coming to recruitment. It's already here. And the gap between recruiters who know how to use it and those who don't is widening fast. My guest today has data proving it: recruiters adopting AI correctly are seeing up to 30% increases in GP per desk.Manan Shah is CEO and co-founder of Recruiter Flow, an AI-first recruitment operating system built for search firms, agencies, and solo practitioners doing permanent and contract placements. After accidentally discovering that recruitment agencies were "a decade behind" in tech adoption, Manan and his team have built what could be the most comprehensive AI-enabled platform for modern recruiters.This conversation gets tactical. We discuss how to run your firm with SaaS-level business intelligence, AI note-taking that structures unstructured data, job change alerts that put you in front of clients at exactly the right moment, and multichannel sequencing that lets you scale BD without adding headcount.WHAT YOU'LL LEARN:RecOps: Stop Guessing, Start Measuring Many recruitment firm owners are flying blind. They figure out salary budgets, marketing spend, and incentive structures by gut feel. Manan introduces "RecOps" (Recruitment Operations), borrowed from how SaaS companies run. It means tracking the metrics that matter. In SaaS, they know their customer lifetime value versus what they spend to acquire that customer should be 3:1. You should be spending one-third or less of what a client is worth to you on getting them. Simple, but many recruitment firms haven't made this calculation. Successful firms are now hiring operations people who aren't recruiters but keep the business running tight.Job Change Alerts: Three Opportunities From One Signal When someone in your database changes jobs or gets promoted, you get three plays. First, that person's new company often needs more hires or creates turnover when they bring in their own team. Second, their old company needs to backfill. Third, the one most people miss: that person was probably interviewing elsewhere. Build rapport, and they might tell you about the other positions they turned down. Those companies might still be hiring. Recruiter Flow monitors your database automatically and pings you when these changes happen.Multichannel Sequencing: Scale Your BD Without Adding Headcount Many agencies rely on their best billers to also do all the business development. They're making calls when they remember, sending one-off emails, maybe a LinkedIn message here and there. Nothing systematic. Recruiter Flow's multichannel sequencing lets you map out an entire BD campaign with conditional logic. Send a LinkedIn connection request. If they accept in 3 days, send a message. If not, trigger an email instead. If they open your email 3+ times but don't reply, the system creates a task for your recruiter to call them. This means your team can run sophisticated, persistent BD campaigns that would normally require hiring a dedicated BD person.EPISODE HIGHLIGHTS: How Manan accidentally discovered the recruiting agency market and why one client signed a 3-year contract after less than a year in business What "RecOps" means and why recruitment firms need to adopt SaaS-style business intelligence AI-first vs. AI-bolted-on and why your ATS needs to be rebuilt from the ground up The three categories of AI adoption: AI-native, AI-assisted, and AI-augmented How AI note-taking captures tribal knowledge and turns it into searchable intelligence Data enrichment built in: contact finder, job change alerts, executive appointment monitoring Why it's a triple opportunity when someone changes jobs MPC automation with branded landing pages and client interaction tracking What's next: 40+ AI agents in development and the ability to build your own custom agents Why AI doesn't just lift the average but widens the gap between top and bottom performersABOUT MANAN SHAH: Manan Shah is CEO and co-founder of Recruiter Flow, serving thousands of customers globally, from solo practitioners to firms generating over $100M in annual revenue. Before founding Recruiter Flow in 2015, Manan built his first AI company in 2013, long before AI became mainstream.Connect with Manan on LinkedIn or visit recruiterflow.comCONNECT WITH MARK WHITBY: Get your free 30-minute strategy call: recruitmentcoach.com/strategy-session LinkedIn: linkedin.com/in/mwhitby Twitter: @MarkWhitby Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter for weekly insights on building a scalable, profitable recruitment business.

What happens when you sell a 100-employee company at 28 and decide freedom matters more than settling down?Lauren Fernandez didn’t just dream about working from anywhere—she made it a reality. But this isn’t a glossy “digital nomad” story. It’s the unfiltered truth about building a recruiting business while navigating serious health challenges, redefining success, and realizing your best life might look nothing like others expect.Lauren is the founder of Palm Coast Staffing, a legal recruiting practice she built while traveling the U.S. in an RV. After selling her first company with 100+ employees across three states, she and her husband skipped the mortgage and bought an RV instead.In this episode, Lauren reveals her three-section daily system that creates freedom through discipline, why she believes relationships beat cold calls, and how she structured her firm to keep running through unexpected crises.Episode Outline and Highlights[2:51] From selling rocks as a kid to building and selling a 100-employee company by age 28.[8:17] Hiring over 1,000 people—and what it taught her about matching success to the individual.[13:07] Rejecting the house for an RV and a new staffing business.[15:10] The unglamorous reality behind digital nomad life.[18:23] Her three-bucket daily planning system (no tech required).[23:19] An anti-cold calling philosophy: “find people where they are.”[27:59] Why returning to the same conferences builds long-term credibility.[34:42] Combating recruiting industry distrust through authentic relationships.[38:25] Running a business while navigating her husband’s serious health diagnosis.[44:52] Why entrepreneurial lows aren’t as devastating as you think—and highs aren’t as high.On Building a Business That Serves Your LifeAfter selling her first company, Lauren chose differently. When her husband was later diagnosed with myositis and developed stage three heart failure, their flexible model proved its worth.In her words: “Success looks different for different people at different times. Maybe right now you’re in the building phase and you can work 12 hours a day, seven days a week. But maybe in a few years you’ve got kids and success is having freedom to spend time with them while they’re young.”She asks every agency owner to reflect: “Is your company the tool to get you success, or is your company the success? Is it the means to the end or is it the end?”Her System for Freedom Through DisciplineLauren’s three-section daily planning system is simple but effective. Using a paper planner, she breaks down daily into business development, recruiting, and operations. The buckets are interchangeable, so one disruption doesn’t derail the whole day.“When you run your own business, there’s a lot in the ‘other’ section,” Lauren says. This system helped her keep placing candidates and winning clients—even during week-long hospital stays. Her insight: discipline in planning is what creates the freedom to adapt.Lauren Fernandez BioLauren Fernandez is the founder of Palm Coast Staffing, specializing in legal recruitment nationwide. She previously co-founded and scaled a sales and marketing company to 100+ employees before selling it at 28. After agency experience in Florida, she and her husband launched Palm Coast Staffing in 2022 with a unique twist—building the business from an RV while traveling the country.Lauren has personally hired over 1,000 people, giving her deep insight into aligning opportunities with candidates’ life priorities. She’s passionate about rebuilding trust in recruiting through authentic relationships, not spammy outreach.Currently based in Florida, she continues to build Palm Coast Staffing while supporting her husband through ongoing health challenges. Their next adventure? An RV trip from Florida to Alaska.People and Resources MentionedAtomic Habits by James ClearHug Your Customers by Jack Mitchell"If—" poem by Rudyard KiplingStarlink InternetAirtable Recruit CRMChatGPTConnect with Lauren and MarkLauren on LinkedInPalm Coast Staffing websiteGet your FREE 30-minute strategy call: RecruitmentCoach.com/strategy-sessionMark on LinkedInMark on TwitterMark on FacebookMark on Instagram

Most recruitment firms stall at $1M revenue. Greg Fischer broke through by building a high-retention offshore team, embedding himself inside client organizations with RPO, and using LinkedIn commenting as a smarter BD strategy.As Co-Owner of AMI Network, Greg scaled from $1M to $4.2M revenue and $1.4M profit sustaining 30–40% margins. His model: hire offshore staff directly, integrate them as equals, and use a 2:1 sourcer-to-recruiter ratio to free recruiters to bill more. Alongside that, he mastered RPO pricing, transforming a $30K placement into a $1.5M account.Today, as founder of Well Oiled Machine, Greg helps other firms replicate this approach. In this episode, he shares how to structure offshore teams for 85%+ retention, qualify RPO opportunities, and win clients through LinkedIn commenting.Episode Outline and Highlights6:42 From solo founder’s first hire to 40-person team.7:40 Breaking the $1M ceiling with offshore hiring after failed BPOs.12:37 Why sourcing was the first offshore function and how it lifted billings.23:18 Landing a $50K/month RPO by reframing a client’s hiring challenge.28:07 How that grew into an $80K/month RPO account with 30–40% margins.30:45 When to pitch RPO: the minimum job volume that makes it viable.33:47 The “open + close” fee model that stabilized cash flow.36:23 How a 2:1 sourcer-to-recruiter ratio frees recruiters to bill more.39:08 Why most agencies fail with offshore—and how to do it right.47:19 Choosing the right country: Mexico vs Philippines vs South Africa.54:51 Greg’s daily LinkedIn commenting routine that built an inbound pipeline.Key TakeawaysOffshore Done Right Fuels ScaleGreg’s agency was stuck at $1M for four years. BPOs failed, freelancers flaked. The breakthrough came when he hired offshore staff directly, trained them thoroughly, and treated them as equals. Within three years, AMI scaled to $4M+ revenue with 30–40% profit margins and 85% retention. Offshore wasn’t a cheap fix; it was the lever that freed recruiters to focus on revenue-driving work.The RPO Question That Unlocks Recurring RevenueA referral asked for an internal recruiter. Greg’s partner asked: “Why now?” The answer—50 hires in six months—turned a $30K placement into a $50K/month retainer that ran three years, worth $1.5M. His rule: RPO only works with 5–10 requisitions/month and $15K+ revenue. Anything less is contingent search. Over time, he moved to an “open fee + closed fee” model that kept revenue flowing and profit margins at 30–40%.LinkedIn Strategic Commenting WorksGreg built AMI Network through cold outbound. For Well Oiled Machine, he went another route: commenting daily on posts from 60 recruitment thought leaders. Thirty minutes before posting, thirty minutes after. The results? Comments hitting 20,000+ impressions—often outperforming original posts. On LinkedIn, comments are content, and for agency owners this is a repeatable, low-cost BD strategy that beats cold calling.Greg Fischer Bio and Contact InfoGreg is the former Co-Owner of AMI Network, a healthcare recruitment agency that did $1.4M in Profit on just $4.2M in revenue. His secret? 18 of his 40 team members were Offshore high-performing employees, with annual retention over 85%. Now his firm, Well Oiled Machine recruits Offshore & Nearshore staff for Recruitment Firms & Staffing Agencies.Greg Fischer on LinkedInWell Oiled Machine website linkConnect with Mark WhitbyGet your FREE 30-minute strategy callMark on LinkedInMark on FacebookMark on Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter

Andy Dunne thought other agency owners were the enemy. They'd steal clients, poach candidates, copy ideas. Sound familiar?Then he joined Team in 2014 just to save £130 a month on job boards. Eleven years later, he's their managing director, overseeing 500+ agencies that split over £6 million in fees last year.What changed? Andy learned that protecting everything actually kills more business than it creates.In this episode, you'll discover:Why 80% of Team's agencies went from generalist to specialist since 2014 (and why the generalists are getting crushed)The market intelligence strategy that makes prospects call you instead of you chasing themHow two specialist agencies split £40,600 by collaborating on out-of-niche rolesThe mental health reality of running an agency alone - and why Andy champions this causeWhy your real competition isn't other agencies, but AI and managed service providersAndy shares the quarterly report strategy that made one agency owner "untouchable" with prospects, the collaboration mindset shift that's transforming the industry, and why the isolation of solo agency ownership is something that can't be ignored.Whether you're a solo agency owner or leading a team, this conversation challenges the "protect everything" mentality and shows how collaboration can transform your business.Andy Dunne is Managing Director of Team, the UK's largest network of independently owned recruitment businesses. With over 20 years in recruitment, including running his own agency, Andy is passionate about collaboration and community. Since joining Team, he's helped agencies save millions in job board costs and connect through an active network that shares over £6m annually in split fees.

What if you could run your recruiting firm on autopilot while launching a completely new business? Brian Gabay has mastered this balance—his 5-person team makes placements without him while he builds a tech startup.Brian founded Brian Simon Associates (BSA) in 2016, specializing in PR and marketing recruitment. He built systems, transforming his business from constant attention to running independently. This freedom allowed him to launch Arrange AI, eliminating interview coordination, which consumes 70% of recruiters' admin time.Brian reveals his framework: getting your entire team on client calls, his "hire two people" strategy, and the mindset shift to step away from daily operations. Plus, surviving a 6-month placement drought taught him the resilience needed to juggle multiple ventures.Episode Outline and Highlights[7:19] The reality TV opportunity that came at the worst time[8:11] How a 3-year kidney donor search taught him resilience[19:50] Why are placed candidates overlooked for new business[20:27] Daily LinkedIn habit: One new connection PLUS one reconnection[23:40] Surviving the drought: First placement took 5-6 months[26:14] The 6-month cash cushion rule for going solo[36:35] Hiring strategy: "If you like two people, hire them both."[44:27] Why 70% of recruiting time is wasted on scheduling[50:18] Game-changer: Getting your entire team on client calls[52:58] Building systems: "Placements happen without me"Building Through SetbacksBrian's approach to adversity was forged through personal crisis. With his father on dialysis, Brian applied recruiting skills to find a kidney donor."I wasn't a blood match. Neither were my sisters. He's type O... I searched for three years. There was a dark world out there. People wanted money... My dad's life is on the line."The breakthrough came through Jennifer Wolf, who responded to his outreach "just like we would do on LinkedIn." When Fox discovered his YouTube video and offered him a spot on "Home Free" to compete for a house for Jennifer, the timing couldn't have been worse.The 6-Month RuleBrian's practical approach began with planning: "I saved enough to pay rent for six months. That was my cushion... I need to make a placement within six months. If I can't, then maybe this is not for me."His advice emphasizes transparency: "If you're starting your own firm and leaving your current one, have a transparent conversation... Even if these are connections you made yourself, it was created under someone else's umbrella. Leave on good terms."From Solo to ScaleAfter three years solo, Brian began building a team. When he discovered an employee ignoring candidate emails, instead of retreating, he refined his approach:"Out of 10 people, if there's two you really like and you're on the fence, hire both. If one doesn't work out, you still got a really good one."The transformation came from one change: "Having them involved in all client calls... Now if it's a new business call, it's all five of us. They meet the client, ask questions, take notes... I've seen the ownership kick in."This freed Brian to launch Arrange while BSA operated: "Sometimes there's placements being made and I'm not involved at all."Brian Gabay BioBrian Gabay founded BSA in 2016, specializing in PR, Marketing, and Digital/Social recruiting. He's partnered with recognized PR agencies and brands nationwide. With over a decade of experience, Business Insider named him one of the top PR recruiters in the country. Earlier this year, he launched Arrange AI—a smart scheduling tool for recruiters coordinating meetings between external parties.Brian on LinkedInArrange AI: arrange.aiBSA: briansimonsassociates.comResources Mentioned"Home Free" on FoxTim Tebow on LinkedInConnect with Mark WhitbyFREE strategy call: recruitmentcoach.com/strategy-sessionLinkedIn | Twitter: @MarkWhitbyFacebook | Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter

Johnny Campbell, Co-founder and CEO of SocialTalent, is a renowned expert on AI in recruitment. He reveals that AI can recruit more effectively than humans, citing compelling data. As Johnny shares insights from his journey launching a recruitment agency during the 2008 recession, he predicts that many recruiters will be obsolete in the next decade. He discusses how AI excels at finding and assessing candidates while revealing interesting anecdotes like the success of a $2 billion AI startup. The conversation highlights the necessity of adapting to an AI-driven landscape.

Most recruitment agencies waste £50+ per cold call meeting. Anthony Lewis found a better way to scale from startup to 50-person team.Anthony's team made 1,500 cold calls for just 27 placements. That 1.8% conversion rate would panic most agency owners. Instead, he built a candidate experience system that turns rejections into revenue.What You'll Learn:How to build agency growth without expensive cold callingBusiness development strategies that actually workHow 86% candidate satisfaction became his competitive advantageAgency scaling secrets from startup to 50 employeesWhy treating candidates like future clients changes everythingKey Insights:9:39 Why purpose prevents fee-chasing behavior24:53 What "psychological safety" means for performance35:30 Why individual KPIs beat generic targets45:43 The candidate feedback system that drives growth50:26 How the MD personally calls every unhappy candidateAnthony Lewis Bio and Contact Info Anthony is passionate about the careers of public sector leaders, and for over a decade has supported organisations nationally to attract and hire the best talent. Whether interims, Non Execs or people into permanent roles, Anthony is never happier than when helping people fulfil their career ambitions. Anthony is Managing Director at Tile Hill, a public sector-focused executive recruitment company, and is hugely proud of the achievements of the business and those around him. From having been awarded Best Company to Work For, Best In House L&D at the 2024 REC Awards, the Best Candidate Experience category at the 2024 Tiara Awards, and most recently voted the number 1 interim service provider in the Institute of Interim Management Annual Survey, it is a reflection of the values led approach and passion that Tile Hill's team show as they approach their work every day. With an EVP of #Lovetheimpactyou make, we are all inspired to make a difference for those who are shaping the society we live in.• Tile Hill website linkAnthony Lewis on LinkedInDifferent Leadership website linkTile's fundraiser for Alzheimer's SocietyPeople and Resources MentionedDavid Weir on LinkedInLeo Hewett on LinkedIn Force24JobAdderAdecco GroupConnect with Mark WhitbyGet your FREE 30-minute strategy callMark on LinkedInMark on Twitter: @MarkWhitbyMark on FacebookMark on Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter

Fired in 3 days, Dario Furman rebounded to bill $6.5M. Learn his recruitment growth strategies using relationships, niche focus & AI.Fired three days into his first recruiting job, Dario Furman could have walked away. Instead, a bold “second chance” email to the CEO got him rehired and launched a 17-year executive search career placing 500+ professionals and billing $6.5M at StevenDouglas.In this episode of The Resilient Recruiter, Dario shares how resilience, relationship-building, and smart use of AI helped him become one of Florida’s top billers. You’ll learn how he turned candidates into loyal clients, outworked his competition, and built a sustainable desk focused on quality, not transactions.You’ll discover:The comeback story that began with a “second chance” email.How Dario became a top 3 national biller within a year.Overcoming fear of business development and calling C-suite decision-makers.Turning long-term candidate relationships into client revenue.Why did he “MPC’d” himself into StevenDouglas?Leveraging niche focus, KPIs, AI tools, and warm introductions to boost results.Automations that enhance, not replace, human connection.About Dario:Dario connects top-tier finance and accounting talent with South Florida’s leading companies. Since joining StevenDouglas in 2014, he’s placed 387 professionals with an 8% falloff rate, generating over $6.4M in fees. Fluent in English and Spanish, he combines modern recruiting tools with an old-school relationship-first approach.People and Resources Mentioned:James Cairns on LinkedInChatGPT Herefish Quil AIConnect with Mark WhitbyGet your FREE 30-minute strategy callMark on LinkedInMark on Twitter: @MarkWhitbyMark on FacebookMark on Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter

What if your job board wasn’t just a place to post jobs—but the top of your sales funnel?In this episode of The Resilient Recruiter, Jordan Whilden shares how he scaled Ministry Hub, a faith-based executive search firm, by transforming a niche job board into a predictable lead generation machine. Fueled by a cold email campaign that delivers a 17% reply rate, Jordan’s model shows how recruiters can generate clients consistently—without cold calling or high-pressure tactics.We dive into the exact steps Jordan took to build a multi-service recruitment business, from his transition out of pastoral ministry to launching a proprietary ATS (MinistryHire) and leading a fully remote team. If you’re a recruitment agency owner looking to build smarter systems, offer tiered services, or grow recurring revenue, this episode is packed with actionable ideas and inspiration.Episode Highlights:From full-time ministry to launching a job board side hustleEvolving from job board to full-service search firmFirst-year lessons: underpricing, overwhelm, and early winsWhy building a custom ATS was a game-changerCreating flexible, tiered service modelsHow “serve first” creates long-term client winsCold outreach strategy: 89% open rate, 17% repliesThe tools behind his tech stack: Loxo, Instantly, Hireflix, Asana, ScribeScaling with a 3-person offshore teamOne-way video interviews and standout candidate presentationRecurring revenue through subscription-based ATSLeading with values while balancing family and business growthKey Takeaways:A job board can be more than a job board—it can be your client magnetValue-first cold emails build trust before sellingScaling is easier with systems, SOPs, and the right offshore supportServing your niche exceptionally well creates both impact and revenueAbout Jordan Whilden:Jordan is the founder and CEO of Ministry Hub, a faith-based executive search firm. With a Master’s in Theology and an MBA, he brings a rare mix of pastoral insight and business acumen. Prior to launching Ministry Hub in 2021, Jordan served churches on both coasts, including leadership at one of America’s largest congregations. He’s also the creator of MinistryHire, a purpose-built ATS and job board platform serving mission-driven organizations.Today, Jordan helps churches and nonprofits build world-changing teams—and has grown Ministry Hub into a go-to talent partner in the faith sector.He lives in Chapel Hill, North Carolina, with his wife Brittany and their son. Outside work, they love kayaking, the beach, and traveling as a family.Connect with Jordan:Jordan on LinkedIn - https://www.linkedin.com/in/jordanwhilden/Ministry Hub Website - https://ministryhub.org/MinistryHire Website - https://ministryhire.com/Connect with Mark Whitby:Get a FREE strategy call: recruitmentcoach.com/strategy-sessionMark on LinkedIn - https://www.linkedin.com/in/mwhitby/X: @MarkWhitbyInstagram: @RecruitmentCoachSubscribe to The Resilient Recruiter - https://plinkhq.com/i/1489513354

Tired of the outdated “thirds” model in executive search? Andrew Mears was too. That’s why he co-founded Lead Candidate—a niche search firm serving the pharma and bio-outsourcing sector—based on a transparent, fixed-fee subscription model that’s up to 30% more cost-effective than traditional pricing.In this episode, Andrew reveals how Lead Candidate went from break-even to 133% revenue growth by rethinking everything: pricing, positioning, sales, and even internal rituals like “Tom’s Day of Bad Ideas.” You’ll hear how they grew entirely through referrals—no cold calls, no job scraping, no outbound—and why clients commit to 3–18 month subscription agreements that provide predictable revenue for the firm and budgeting certainty for their CFOs.If you're a recruitment firm owner frustrated with unpredictable billings, client churn, or the limitations of contingent search, this conversation will show you what’s possible when you lead with values, relevance, and partnership—not pitches.Episode Highlights[3:24] Why Andrew left a COO role to start over during COVID—and how a health scare changed his outlook[12:22] The broken search pricing model—and how Lead Candidate built a better one[22:30] Defining a niche within a niche: how their positioning sets them apart[31:55] Capsule vs. Scale vs. Annual Subscription: how their pricing tiers work[43:39] Why they broke even for 2 years—then tripled revenue during a downturn[56:42] How they land clients without cold outreach[1:08:06] Tom’s Day of Bad Ideas: the internal ritual that drives innovation[1:19:20] How they’re using AI tools like Quill to free up human interactionWhy This Subscription Model WorksInstead of charging a percentage of salary in staged fees, Lead Candidate scopes each project based on hiring volume, role complexity, and delivery effort. Pricing is fixed, agreed upfront, and delivered via subscription—typically 3, 6, or 12+ months.This approach gives clients cost transparency and spending predictability—especially valuable for VC-backed, resource-constrained companies—and positions Lead Candidate as a strategic partner rather than a transactional vendor.No Cold Calls, Just ClientsLead Candidate didn’t rely on cold outreach. Before launching, Andrew’s team surveyed the market, co-created their offer with prospects, and built deep trust through relevance and listening. Their early clients didn’t need convincing—they were already bought in.“We never sold. We just listened. The worst outcome was a great conversation.”This approach helped them create a high-conviction pipeline, long-term client relationships, and sticky recurring revenue—without chasing unqualified leads or relying on outdated biz dev tactics.A Values-First Growth StoryThe journey wasn’t easy. For the first two years, they broke even. But Andrew and his co-founders stayed true to their niche, hired with care, and grew by reputation. By 2024, the firm had grown 133% in revenue and 250% in headcount—without compromising on culture or delivery quality.“We built the business the market told us it needed—and just stayed true to it.”About Andrew MearsAndrew is the CEO of Lead Candidate, a search firm he co-founded in 2020 to champion talent in the global life sciences sector. He began his career in HR before moving into executive recruitment, where he’s spent 16+ years building national and international practices.Connect with Andrew on LinkedInVisit Lead CandidatePeople and Resources MentionedQuillAssistCV (by Odro)ChatGPT“Buy Back Your Time” by Dan Martell“Built to Sell” by John Warrilow“Molecule to Market” PodcastConnect with Mark Whitby Book a free strategy call Mark on LinkedIn @RecruitmentCoach on Instagram @MarkWhitby on Twitter