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

What does it take to build a recruiting firm that survives three recessions, operates across borders, and thrives without retainers?In this episode of The Resilient Recruiter, we spotlight David Fishman, founder of Sparrow Company—a bi-national executive search and staffing firm based in both the U.S. and Mexico. David shares how he rebuilt after nearly losing everything in 2009 and developed a resilient, multi-revenue business that consistently closes $30K+ deals on contingency.With a team of 12 and placements ranging from hourly plant workers to C-suite executives, David proves that long-term success in recruiting isn’t about flashy tech or a narrow niche—it’s about grit, loyalty, smart diversification, and building client trust.Whether you’re a firm owner, solo operator, or team leader, this episode will inspire you to think bigger, act faster, and future-proof your business model.Episode Highlights:[2:30] Why David’s recruiting journey started with a family staffing business and a Coast Guard exit[7:00] How the 2009 recession nearly wiped him out—and what it took to survive[16:00] Expanding into Mexico: a single client request that changed everything[24:00] Building a binational team and training his kids to become recruiters[36:00] Why he’s not retained (yet), and how he consistently closes $30K+ fees on contingency[47:00] How Sparrow places both plant supervisors and presidents using the same recruiting mechanics[1:06:00] David’s multiple revenue streams: recruiting projects, temp staffing, nearshore talent[1:13:00] Why impulsivity is his superpower and what legacy he wants to leave behindWhy Diversification is Non-NegotiableAfter nearly losing his business during the 2009 downturn, David made a key decision: stop relying on one industry or one type of placement. Today, Sparrow Company operates across manufacturing, engineering, mining, supply chain, and IT—placing roles at all levels across North America and Europe.Key takeaway for recruiters: Think beyond niche. Build a multi-layered model across industry, function, level, and geography.3 Revenue Streams Every Recruiting Firm Owner Should KnowTo protect against market shifts and add recurring income, David built three revenue lines:Embedded recruiters on short-term contractsTemporary staffing through a dedicated local firmContract engineers working remotely from Mexico for U.S. clientsThese offerings helped him scale sustainably, stabilize cash flow, and serve clients more deeply.“Every time we add a new service, it helps us survive another economic cycle.”How to Close $30K+ Deals Without RetainersDavid works 100% on contingency—but trains his clients to expect fewer resumes and faster, more precise matches. His firm is known for first-candidate hires and high-level execution without the upfront fees.“I’m not retained, but I’m still beating the firms that are. Because I’m hungrier.”About David FishmanDavid Fishman is the founder of Sparrow Company, a bi-national staffing and executive search firm incorporated in the United States and Mexico. With 30+ years in recruiting, he’s placed CEO, CFO, VP, Director, Plant Manager, and Engineering roles across global manufacturing, supply chain, logistics, and Tier-One automotive clients.Sparrow’s clients include publicly traded multinationals, private equity-backed firms, and international companies operating across the U.S., Mexico, Switzerland, and Germany. David is a member of the Pinnacle Society, recognized by the California Staffing Professionals Association as Staffing Professional of the Year, and frequently speaks on recruiting best practices and production hiring. In 2022, he launched a traditional temporary staffing firm serving the El Paso, TX and Las Cruces, NM region.Connect with DavidDavid on LinkedInSparrow Company WebsiteConnect with Mark WhitbyBook a FREE 30-minute strategy call: https://recruitmentcoach.com/strategy-sessionMark on LinkedInX: @MarkWhitbyInstagram: @RecruitmentCoachFacebook: RecruitmentCoachSubscribe to The Resilient Recruiter

How do you move from being a contingency recruiter to winning retained searches consistently? And how do you scale your desk without doing it all yourself?In this episode of The Resilient Recruiter, industry veteran Carol Wenom shares the exact mindset shift, client messaging, and team model that helped her make that leap and increase her billings by 70% in one year.With over 40 years in engineering and technical search, Carol built a niche-dominant practice, earned preferred partner status with top clients, and served as VP and GM at Whitaker Companies. She’s also a past president of the Pinnacle Society and Knapp’s Hall of Fame inductee. Today, she trains recruiters through The Tanbark Group.Whether you’re a solo operator or running a team, Carol’s insights will help you elevate your positioning, close more retainers, and structure your desk for long-term growth.🔑 In this episode, you’ll learn:How to educate clients on retained vs. engaged vs. contingencyThe “position prospectus” that helped Carol win exclusive searchesWhat the Rainmaker model looks like in practice (including comp splits)How to qualify searches and pitch retainers with confidenceWhen to bring on a production assistant and how to structure their roleWhy niche mastery and client relationship-building drive long-term successEpisode Outline and Highlights[02:40] With over four decades of experience in recruitment, Carol describes what has changed and what will never change. [06:45] How transitioning from contingency to retained increased Carol’s revenue based on the service level. [14:54] Promoting the retained search via several differentiators. [24:42] When and how to recommend retained vs. contingency. [31:32] Exploring fee structure options when offering a retained model. [34:59] Carol explains how she adopted the “Rainmaker” model. [40:47] Team structure and compensation model in a rainmaker model. [47:39] Carol’s niche, relationship building, and business development approach. [58:48] What is next for Carol Wenom? 👤 Guest Bio:Carol Wenom is a recruitment leader with four decades of experience in engineering and technical search for the refining and chemical industries. As VP and GM at Whitaker Companies, she was a top biller and team leader. She’s a Pinnacle Society lifetime member, Knapp’s Hall of Fame inductee, and now trains recruiters across North America through The Tanbark Group.🔗 Resources & Links:Learn more about Carol: https://www.tanbarkgroup.com/Connect with Mark & access free training: https://www.recruitmentcoach.com/🎧 Subscribe to The Resilient Recruiter for more insights from top performers.💬 Found this valuable? Leave a review or share with a fellow recruiter.#RetainedSearch #RainmakerModel #RecruitmentPodcast #CarolWenom #SearchFirmGrowth #ExecutiveSearch #RecruitmentBusiness #TheResilientRecruiter #ContingencyToRetained #NicheRecruiting

What does it take to transform a 500-person staffing company and restore profitability while maintaining high engagement and renewed purpose? In this episode of The Resilient Recruiter, you'll hear how one leader rebuilt culture and strengthened organizational performance through people-first leadership, without sacrificing values or authenticity.After joining the company as a trainee in 2001, Matthew Wragg eventually became CEO in 2022. In this conversation, he shares the inside story of the business transformation at Gattaca PLC: removing executive offices, tying leadership bonuses to employee engagement, and launching a new cultural framework that turns values into specific, observable behaviors. We also dive into his personal lessons from two decades in recruitment, including the wins and mistakes that shaped his approach to growth, leadership, and resilience.Episode Highlights[05:46] How Matthew got into recruitment and why he stayed with one company[14:23] From trainee to CEO: lessons in ambition and internal branding[22:00] The £30M deal they lost—and how they won it back[30:55] Using culture and values to improve employee engagement[46:01] Removing executive offices and linking pay to engagement scores[49:48] How “Changing Up the Game” became a strategic reset during COVID[52:18] Aligning the team around clear, behavioral definitions of company values[59:29] How Gattaca is thinking about AI adoptionLosing a £30M Dealand Using It to Win Future BusinessMatthew shares how Gattaca lost a £30M contract despite having the experience, pricing, and capability. The reason? They didn’t take the time to understand the client. He took responsibility, re-engaged with the customer over 12 months, and eventually won the deal back—this time at a 70% higher price.This loss prompted a shift in sales culture: more discovery, less assumption; more trust, less volume. It was a turning point in how Gattaca approached strategic selling.How Culture and Values Fueled Gattaca’s TurnaroundWhen Matthew stepped in as CEO, the company was struggling with flat growth and low engagement. His first move was to prioritize people. He eliminated glass offices to flatten hierarchy and increase visibility. He began weekly internal video updates and tied 10% of leadership compensation to employee engagement.He personally reviews hundreds of anonymous employee comments each month—starting with the negatives. Over two years, this helped shift Gattaca from 58% detractors to 58% promoters, even in a tough market.How Gattaca’s “DNA Deck” Turned Culture into PerformanceTo make values actionable, Gattaca launched a “DNA deck” that defines specific behaviors tied to each value. These are reviewed quarterly and fully integrated into performance management—alongside sales and effort metrics.One example: “Be brave enough to tell the truth, but kind enough to say it the right way.” Each principle includes examples of “what good looks like” so there’s no ambiguity. No one can top-score on performance if their behavior doesn’t align with the culture.Matthew Wragg – Bio & ContactMatthew Wragg is CEO of Gattaca PLC with 23+ years in recruitment. Starting as a trainee in 2001, he progressed through senior leadership roles before becoming CEO in 2022. He has led Gattaca through an organizational reset focused on purpose, vision, and values—prioritizing sustainable growth, employee engagement, and cultural clarity.Matthew on LinkedInGattaca PLC WebsiteGattaca on InstagramConnect with Mark WhitbyBook a FREE 30-minute strategy callMark on LinkedInInstagram | Facebook | TwitterSubscribe to The Resilient Recruiter on your favorite platform.

In this insightful conversation, Richard van der Blom, the Founder and CEO of Just Connecting and a LinkedIn algorithm expert, reveals how LinkedIn's 2025 algorithm changes have impacted user visibility. He discusses the staggering drop in organic reach and the shift towards relevant content. Richard highlights top-performing content types, particularly the efficacy of native videos and interactive polls. He also emphasizes the value of combining human creativity with AI enhancements for engaging posts, providing actionable strategies for recruiters to stay competitive.

What if your growth path wasn't adding more clients, but working fewer, higher-quality roles with people who genuinely value your service?Allicia Birch, founder of 4tify Recruitment, built a six-figure recruitment firm in her first year — without cold calls, without compromising on fees, and without chasing every job. Her success came down to discipline: working to a structured 12-hour day in 15-minute blocks, building a reputation-based BD strategy, and walking away from bad-fit clients.You'll hear how she transformed underperformance into consistent high billings, created multi-division revenue from single clients, and productised her approach to business development — including how she sells high-ticket projects, runs invite-only roundtables, and uses market intelligence to position herself as a trusted partner, not just a vendor.4tify is based in Manchester and specializes in construction industry recruitment. After 8 years in the industry, Allicia has become a leading voice in the residential new build market.Episode Highlights[03:20] How she struggled during the first three years with plenty of lessons[14:11] Breakdown to Breakthrough - turning things around from 250k to 350k billings[20:25] What inspired the launch of 4tify[26:10] Key success factors in the first 12 months of business[35:19] Her idea of a cold call - how she does BD without 'cold calling'[44:26] Best practices on being organized and creating a Day Plan[48:30] How market intelligence helps provide custom-fit solutions to clients[58:21] The round-table engagement strategy[1:03:04] What's next for the teamKey TakeawaysTraining Makes the Difference: Her first three years brought zero earnings until proper training at Anderson James turned everything around. A breakthrough coaching session helped her jump from struggling to billing £250,000–£350,000 per year.Client Selection Strategy: "If you're trying to beat me down to 10%, I'm not your recruiter. I don't get out of bed for that." She only works with clients who respect her values, turning down low-fee roles and walking away from companies that don't align.Daily Structure:Speaks to 30 people per day (150 per week) - all warm calls through referrals Plans the day in 15-minute increments the night before at 9 PM Works closest to money first: live processes, then candidates, then client development Uses Excel spreadsheets with checkboxes and color coordinationMarket Intelligence: Uses reputational analysis to provide custom-fit solutions to each client.Her genuine, relationship-first approach thrives on meaningful partnerships – no cold calling, just honest conversations and deep understanding of what makes great teams work.About Allicia BirchAllicia Birch is the Managing Director of 4tify, a specialist recruitment company with 8 years in the industry, though it didn't start easily. The first three years brought zero earnings, but plenty of lessons. Once things clicked, she went on to consistently break records year after year, becoming a leading voice in the residential new build market.Her genuine, relationship-first approach thrives on meaningful partnerships – no cold calling, just honest conversations and deep understanding of what makes great teams work. With operations expanding in both the UK and US, she's on a mission to connect market leaders to the market.Connect with Mark WhitbyGet your FREE 30-minute strategy callSubscribe to The Resilient Recruiter

How do you grow a high-margin recruitment business without hiring a big team—or chasing every lead? And what happens when you go all-in on yourself, right before a global pandemic?In this episode, I’m joined by Jordana Matsos, founder of Higher Equity, who shares how she launched a solo sales recruitment agency with no prior agency experience—and grew it into a $500K+ business by being radically transparent, highly organized, and boldly direct.We discuss why blunt messaging often works better than polished sales talk, how Jordana systematized her entire operation to run lean, and the lessons she learned after scaling too quickly. She also shares how she created an online academy for job seekers, turning inbound candidate traffic into an additional revenue stream.Episode Highlights:[03:43] From sales leader to recruiter: Jordana’s career pivot[11:16] Building the business: pricing, tools, and tech stack[14:28] Leveraging video and short-form content to attract talent[21:58] What went wrong when she scaled too fast[28:45] Creating the HireQuity Academy to serve job seekers[40:46] SOPs and templates that saved time and ensured consistency[45:48] Business development: blunt pitches, smart triggers, and warm referrals[58:30] Why transparency builds trust with both clients and candidatesBlunt Messaging That ConvertsJordana’s “blunt honesty” approach is one of her biggest differentiators. She shares full job details upfront—company name, comp, and expectations—which earns her 55–70% candidate response rates. For clients, her pitch deck goes out in the first message, including fee structure and recent placements, eliminating unnecessary back-and-forth and building immediate trust.Systematizing Solo SuccessComing from a corporate sales background, Jordana knew she had to create repeatable, efficient processes. She templatized everything—from client onboarding to follow-ups and outreach. Tools like Google Sheets, Taplio, Otter.ai, and Aspect helped her automate and scale as a solo operator.Lessons from Scaling Too FastAfter a strong first year billing nearly $300K solo, Jordana hired a full-time recruiter, BD rep, and sourcer. But expenses skyrocketed, margins plummeted to 20%, and client relationships suffered. She course-corrected by downsizing, letting go of low-margin clients, and doubling down on her niche—bringing her gross margins back to 60%+.Creating a Revenue Stream with PurposeUnable to serve every candidate personally, Jordana built the HireQuity Academy—an online course that gives job seekers an inside look at how recruiters think. With templates, interview prep, and real-world advice, it helps candidates stand out—and gives Jordana an additional income stream without trading time for money.About Jordana MatsosJordana spent 15 years leading sales teams before founding Higher Equity in 2021. She now helps companies hire high-performing sales talent while running the HireQuity Academy to support job seekers.Tools & Resources Mentioned:Taplio | Otter.ai | Aspect | Cliff AI – now part of Quantive.Connect with Jordana:LinkedIn | Instagram | YouTube | HireQuity Academy | HireQuity RecruitmentConnect with Mark Whitby:Free 30-Minute Strategy Call | LinkedIn | Instagram | FacebookSubscribe to The Resilient Recruiter and leave a review if you found value in this episode!

What’s the most innovative way to scale a recruitment firm—especially in a fast-changing, competitive market?For Stuart Barnes, Co-Founder and Managing Director of Navitas Recruitment Group, the answer was combining quick-turn perm revenue with recurring contract income. That dual strategy helped Navitas grow from zero to over £2.6M in net fee income within just two years.In this episode, Stuart shares the real story behind launching a VC-backed recruitment firm in the renewable energy sector. He opens up about the early pressure, the emotional rollercoaster, and the systems that made rapid growth possible—from his blended revenue model to their structured approach to business development.You’ll also hear how Stuart returned to hands-on billing after years in leadership, personally generating over £100k in placements while laying the foundation for a high-performance culture.If you're a recruitment founder or team leader looking for real-world strategies that scale, this episode is packed with insights you can put into action.Episode Highlights:[01:43] How Stuart’s international experience shaped his mindset as a founder[06:22] From startup to £2.6M: how Navitas scaled in under 3 years[10:22] Why he chose renewables and what made it the right niche[13:41] Inside their aggressive 5-year growth plan[18:00] The “key ingredients” that powered their rapid start[29:24] Why BD should never stop—and how Navitas approaches it[37:57] The Channels they use for BD (and how Teams invites help book meetings)[46:09] Team structure and growth philosophy[53:40] Lessons from scaling too fast[55:52] Why KPIs should be meaningful, not just numbers[1:02:00] What’s next: expansion, strategy shifts, and Austin plansKey Takeaways:✅ Balanced revenue model – Contract = recurring cash flow. Perm = speed. Together = sustainable growth.✅ Structured BD system – The “3 buckets, 300 hiring managers, 1 hour daily” method that drives consistency.✅ Hands-on leadership – Stuart led by example, returning to billing and setting the tone for scale.Connect with Stuart:🔗 Stuart Barnes on LinkedIn🌐 Navitas Recruitment GroupPeople and Resources MentionedPaul Taffe on LinkedInConnect with Mark Whitby Get your FREE 30-minute strategy callMark on LinkedInMark on Twitter: @MarkWhitbyMark on FacebookMark on Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter