The Resilient Recruiter

This episode brings together the ten most listened-to conversations of 2025.They weren’t popular by accident. These episodes resonated because they spoke directly to the challenges recruiters were dealing with day to day. Planning your time. Building pipeline. Positioning retained search. Recovering from burnout. Staying relevant as the market and LinkedIn both shifted.If you missed any of these conversations the first time around, consider this your shortlist for heading into 2026 with a clearer plan and stronger focus.In this episode, you’ll hear insights on:How to plan your day so you stay out of reactive workHow to build business development into your week without burning outHow to position retained search with confidenceWhy systems create more consistency than chasing placementsHow relationship-building compounds over timeWhy LinkedIn's reach dropped and what actually matters nowEpisode timestamps:00:01 Introduction02:30 Allicia Birch – The 15-minute planning system09:15 Rachel Filby – One BD day per week14:20 Carol Wenom – Positioning retained search21:05 Stuart Barnes – The three-bucket BD model28:40 Jenny Diaz – Writing your plan by hand34:10 Deedee Doke – Differentiation and innovation39:45 Jessica Hamilton – Systems over placements45:30 Brandon Glyck – Relationship compounding52:00 Karolina Willis – From breakdown to breakthrough58:15 Richard van der Blom – Why LinkedIn reach droppedIf you want to future-proof your recruitment business without burning out, this episode is a must-listen.

Tonya Leadman went nine months without a single placement.Seven searches were put on hold. Two offers fell through. Cash flow tightened. And her accountant called to check if she was okay.Tonya is the owner of Leadman & Associates, a national executive search firm serving the food, beverage, and CPG manufacturing industries. After building her career as a top performer in the MRI Network and later moving in-house as a Fortune 500 talent acquisition leader, she launched her own firm in 2022.Then the market turned — and placements stopped.In this episode of The Resilient Recruiter, Tonya shares what actually keeps a recruitment business alive during a prolonged downturn — without dropping fees, spamming clients with resumes, or compromising standards.She also breaks down the candidate presentation system behind her 92% interview rate, why she only submits the top two or three candidates, and the activity that kept her visible when most recruiters disappeared.This is a real conversation about resilience, discipline, and leadership when placements stop.You’ll learn:What to do when your recruitment business goes months without a placementHow Tonya maintained standards during a nine-month droughtWhy submitting fewer candidates builds more trust with clientsThe candidate presentation process behind a 92% interview rateHow staying visible during a downturn pays off when the market turnsWhy Tonya fired a client when cash flow was tightHow career services helped stabilise revenue without losing focusHow fast recruiting can turn around when momentum returnsEpisode timestamps:00:00 Nine months without a placement01:40 Returning from maternity leave to a layoff03:10 The habits that shaped Tonya’s early success14:35 The candidate presentation system behind a 92% interview rate18:19 Why Tonya submits only the top 2–3 candidates30:33 Launching a firm during a tough market39:00 Seven searches on hold and the drought begins43:02 The activity that kept her business alive44:30 Firing a client during a downturn49:17 Career services as a stabiliser51:05 How recruiting can turn around fastGuest: Tonya LeadmanOwner, Leadman & AssociatesIf you run a recruitment agency and want to survive market downturns without lowering your standards, this episode is essential listening.

For years, Matt Rooney did what a lot of capable recruiters do. He stayed busy. Took the work that came in. Said yes more often than he should have.Inside private equity, that turned him into what he later called a "utility recruiter". Useful, but reactive. Some years were strong. Others weren't. And it never quite felt like a real partnership with clients.Two decisions changed the direction of his business.Matt narrowed his focus to one role inside private equity: business development and deal origination. Then he made the shift from contingent to retained.Today, Matt is the founder of Coastal Partners. He's gone from closing 3–4 retained searches in his first year as a specialist to being on track for 10 retained searches this year, with the majority of his work now retained.In this episode of The Resilient Recruiter, Matt breaks down what actually made that transition possible. Not theory. Not scripts. Real decisions, real resistance, and what changed once clients started committing up front.This conversation is especially relevant if you run a recruitment agency, lead a small firm, or feel stuck in feast-or-famine despite working hard.What you'll learn:Why being a "utility recruiter" keeps agencies reactiveWhat changed when Matt stopped taking every jobHow he handled the "no retained experience" objectionWhy specialisation built confidence and credibility fastHow original market data helped him become a trusted partnerWhy predictability mattered more than volumeEpisode timestamps:[00:33] Why does contingent feel reactive [03:02] How Matt fell into recruitment [07:11] Feeling stuck as a utility recruiter [12:44] Resisting the idea of niching down [15:18] Why specialisation changed client relationships [19:03] Making the move to retained [20:39] First retained searches and predictability [27:40] Mapping the market and building authority [34:16] Publishing hiring reports and compensation data [35:25] Launching the Deal Sourcery podcast [50:31] Hosting a live panel at a PE conference [55:56] Why Matt would specialise soonerGuest bio:Matt Rooney is the founder of Coastal Partners and specialises exclusively in business development and deal origination roles within private equity. After nearly a decade recruiting across PE functions, Matt made the decision to focus on one specialty. In his first year as a retained specialist, he closed 3-4 retained searches. This year, he's on track to close 10, with the majority of his business now retained. Matt has become a recognised authority in his niche through original market research, publishing quarterly BD hiring reports and an annual compensation survey. He co-hosts the Deal Sourcery podcast with Dan Her—the only podcast dedicated specifically to business development professionals in private equity.Connect with Matt:LinkedIn: Matt RooneyCoastal Partners: websiteDeal Sourcery Podcast: websiteAbout The Resilient Recruiter:The Resilient Recruiter is a weekly podcast for recruitment agency owners and search firm leaders building sustainable, profitable businesses. Host Mark Whitby interviews industry leaders who share the strategies, systems, and mindsets behind their success—including the mistakes they made along the way. Learn from their experience to avoid the pitfalls and accelerate your results..Since 2001, Mark has coached over 800 recruitment business owners across 34 countries. The podcast brings you the same frameworks and insights Mark teaches in his coaching programs—free every week.Connect with Mark:Free strategy session: recruitmentcoach.com/strategy-sessionLinkedIn: Mark Whitby Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter for weekly conversations with recruitment leaders who are building businesses that give them freedom, profit, and lasting impact.If you want to future-proof your recruitment business without burning out, this episode is a must-listen.

In this discussion, Matt Alder, a talent acquisition futurist with over 25 years in recruitment technology, dives into the transformative role of AI in recruitment. He highlights the rapid changes in the field and warns against the pitfalls of unchecked experimentation. Matt emphasizes the importance of trust and human skills—networks, relationships, and influence—as essential for recruiters. He explores AI's current benefits, like enhancing candidate experience and the emergence of autonomous candidate agents, painting a picture of a fascinating future in recruitment.

For 20 years, Maria Sinclair watched other people get promoted while she stayed stuck in her own head. She questioned whether she belonged, worried about how she was perceived, and doubted nearly every decision she made.Then Covid hit, and everything changed.Cobalt furloughed 45 of its 55 UK staff, leaving only ten people working. Maria picked up multiple desks, supported clients across new specialisms, and kept the operation steady during one of the most challenging periods the industry had ever seen. That moment revealed a capability she had never fully recognised in herself.Today, Maria is the Managing Director of Cobalt, ranked 49th in the UK’s Hot 100 list based on GP per employee. After 23 years with the business, she has worked her way up from recruitment consultant to MD while helping build a culture known for tenure, trust, and consistent performance.In this conversation, Maria explains how she built confidence later in her career, why she focuses on job quality over call volume, how openness about challenges like perimenopause strengthens team culture, and how Cobalt hires for work ethic and trains for market expertise.If you have ever doubted whether you are ready to lead, this episode shows what becomes possible when you start backing yourself.You’ll learn:• How Maria entered recruitment after being rejected eight times• Why confidence took decades to develop• How she navigated the 2009 crash, Brexit, and Covid• Why the COVID-19 crisis became the turning point in her leadership• The cultural principles that support performance• Why job quality matters more than call volume• How Cobalt assesses work ethic and validates billings• The patience required to train recruiters from other sectors• Why expertise beats activity in the built environmentTimestamps:[6:00] Breaking into recruitment after eight rejections[18:29] The confidence struggle[24:09] Navigating economic shocks[25:36] The Covid moment[28:49] The promotion that shifted everything[30:44] Being open about perimenopause[36:17] Culture and retention[41:37] KPIs that matter[50:18] Hiring for work ethic[54:29] Training recruiters from other sectors[58:13] Becoming an industry expert[1:01:06] Closing rate problems and what they meanGuest Bio:Maria Sinclair is the Managing Director of Cobalt, operating across the built environment with offices in the UK, Germany, and the US. Cobalt ranks 49th in Recruiter Magazine’s Hot 100 list based on GP per employee. Maria has been with Cobalt for 23 years and was appointed UK MD in January 2024.

What does it take to raise your fees, win better clients, and rebuild your recruiting business from the ground up?In this episode, I speak with Randee Staats, founder of S4 Search Partners, who went from losing everything — $250K in debt and $500 left — to rebuilding a seven-figure desk within the following year.Randee explains the decisions that nearly destroyed his business, the turning point that pushed him to rebuild, and the systems that rebuilt his confidence, his pipeline, and his profitability.He also breaks down the daily discipline, fee structure changes, and point-based productivity system that helped him win better clients and finally charge what he is worth.In This Episode, You'll Learn:How Randee launched his firm from his parents' basementThe moment he landed a billion-dollar clientThe scaling mistake that cost him $250KWhy he walked away from a $600K accountHow he raised his fees to 20 to 25 percentThe script he uses to convert email replies into meetingsThe daily BD rhythm that rebuilt his pipelineThe point system that keeps him consistentHow he broke seven figures the year after rebuildingEpisode Highlights02:49 Discovering recruiting05:04 Launching from the basement09:35 The Jim Carrey check13:15 Early success and hidden risks14:18 The scaling mistake17:16 The turning point23:10 The weekly client call script42:00 The wake-up call44:14 New rules for pricing46:47 The $30K placement50:21 Daily planner51:22 BD rhythm1:03:09 The point system1:07:33 Breaking seven figuresGuest BioRandee Staats is the founder of S4 Search Partners, based in New Jersey. He launched the firm in 2015, scaled a major national account to $600K, and later rebuilt his business from $500 and $250K in debt to seven-figure billings using a disciplined daily system and a new fee structure.LinkedIn: https://www.linkedin.com/in/randee-staats/Connect with Mark WhitbyFree 30-minute strategy call: recruitmentcoach.com/strategy-sessionLinkedIn: https://www.linkedin.com/in/mwhitby/Instagram: @RecruitmentCoach

Tom Froggatt, the founder of Singular and host of the Careers in Discovery podcast, reveals how he transformed his client acquisition strategy after facing 600 rejections in three days. He discusses building a system that generates predictable client demand using content and insight reports. Tom emphasizes thinking like a tech founder, explaining how each client can yield £55,000 in a year. He shares insights on creating high-value free offerings that convert leads, and the importance of understanding the volume needed for effective marketing.

Why do some recruitment founders build seven-figure businesses while others plateau despite working just as hard? My guest, Ollie Scott, discovered growth doesn't come from hustle alone. It comes from strategic bets.Ollie is the founder of Unknown, a talent growth consultancy that's worked with over 500 brands including Nike, Apple, and Disney. Six years ago, he started with £13,000 on a credit card and one mission: build the opposite of every recruitment company he'd ever seen.In this episode, Ollie shares his journey from rebellion to revenue. You'll hear why differentiation always beats trying to be the best, how scaling from 8 to 18 people nearly destroyed his business, and the three strategic bets he used to rebuild.You’ll Learn:• Why trying to be the “best” agency is a losing strategy• How Unknown defined a point of view clients cared about• What went wrong scaling from 8 to 18 people• Why profit is the safety net that enables innovation• How to build a productized recruitment offering• Why freelance talent pools are the future of recurring revenue• How recruiters can monetise M&A intelligence• How to price buy-side advisory at six-figure feesEpisode Timestamps:[4:05] Selling suits to James Caan’s recruitment firm[10:23] Launching Unknown with £13,000 on a credit card[15:36] Naming strategy and brand distinctiveness[18:26] Writing a breakup letter to recruitment companies[21:44] Why rebellion works early but can’t scale[36:36] Productizing around three ICPs[44:03] Scaling to 18 people destroyed profit margins[48:34] Profit as psychological safety[53:20] Building recurring revenue through freelance talent pools[58:25] Why recruiters have more M&A intelligence than M&A firmsGuest Bio:Ollie Scott is the founder of Unknown, a £3 million talent growth consultancy specialising in the global creative industry. Before launching Unknown, Ollie spent six years at Gemini People, joining the board in his early twenties. Unknown now operates across executive search, freelance talent pools, and M&A advisory for creative agencies.Connect with Ollie:LinkedIn: Ollie ScottWebsite: unknown.mediaConnect with Mark:recruitmentcoach.com/strategy-sessionlinkedin.com/in/markwhitbyInstagram: @RecruitmentCoach

Why do some recruitment business leaders triple their revenue while others plateau despite working twice as hard? My guest, Martin Herbst, discovered the answer the hard way. After hitting rock bottom with burnout, he rebuilt his leadership philosophy from the ground up — and within five years, JobAdder tripled its revenue and client base.Martin is the CEO of JobAdder, one of the world’s leading recruitment technology platforms. Under his leadership, the company has achieved record growth while helping recruiters work smarter without losing the human touch.In this episode, Martin opens up about his personal experience with burnout and shares how he transformed that crisis into a leadership breakthrough. You’ll learn how he built a healthier, more effective approach to scaling a recruitment business one that’s rooted in purpose, values, and vision rather than constant hustle.He also breaks down the exact leadership frameworks that helped JobAdder grow sustainably: how to align your team around a clear long-term strategy, why empathy drives innovation, and how to balance big-picture vision with daily execution.Beyond leadership, Martin dives into how technology and AI are reshaping recruitment. He explains where automation genuinely creates value for recruiters, how to avoid the “AI hype trap,” and why human connection will always be the most powerful differentiator in this business.If you’ve ever struggled with overwhelm, exhaustion, or inconsistent growth, this conversation is a must-listen. Martin’s story is proof that scaling your business doesn’t require sacrificing your health or your values.In this episode, you’ll discover:How burnout became the catalyst for a breakthroughThe daily habits that keep stress and anxiety in checkWhy swimming is Martin’s secret weapon for clarity and focusThe strategy process behind JobAdder’s 5-year growth storyWhy most recruitment leaders underinvest in long-term planningHow to use vision and values as your ultimate growth leversThe fundamental role of AI in recruitment (and where it adds true value)Why the best BD technology is still the telephoneEpisode highlights:[6:44] The burnout story: high anxiety and insomnia that led to stepping away completely[11:17] Morning and evening borders: the simple habits that prevent burnout from creeping back[19:32] How JobAdder tripled revenue in five years, and why it wasn’t about working harder[23:31] Why most recruitment agency owners underinvest in strategy and long-term vision[32:29] Why recruitment might be the profession most immune to AI disruption[48:36] Why automation has created diminishing returns in outreach[53:59] The #1 business development tool that still outperforms AIMartin’s story is both a cautionary tale and an inspiring roadmap for recruiters who want to build high-performing, values-driven businesses that last.Guest Bio:Martin Herbst is the CEO of JobAdder, a global recruitment software company headquartered in Sydney, Australia. Under his leadership, JobAdder has tripled its revenue and client base in five years. Before joining JobAdder in 2020, Martin spent nearly seven years at eBay running their classifieds business in Australia (Gumtree). He also worked at eBay in San Francisco and at the Wall Street Journal online in digital media strategy. Originally from the United States, Martin now lives in Australia.Connect with Martin:LinkedIn: Martin Herbst on LinkedInWebsite: JobAdder.comConnect with Mark:Get your free 30-minute strategy session: recruitmentcoach.com/strategy-sessionMark on LinkedIn: linkedin.com/in/markwhitbyFollow on Instagram: @RecruitmentCoach

How does a professional touring musician go from the recording studio to building a $1.2M recruiting firm without ever making a single cold call?In this episode of The Resilient Recruiter, Justin Levinson, founder of Coming Up Creative, reveals how he blended creativity, authenticity, and smart systems to grow a seven-figure recruitment business serving the world’s top entertainment and gaming brands.Justin’s story is proof that success in recruitment isn’t about grinding harder - it’s about thinking differently. You’ll hear how he built a global team, automated outreach without losing the human touch, and turned every conversation into an opportunity.Listen to discover:How creative thinking helped Justin scale to $1.2M in billingsThe “anti-campaign” approach that fills his calendar with warm leadsWhy branding and design matter more in creative industriesHow to build trust, credibility, and inbound clients without cold callsThe diversification strategy that kept his firm thriving through Hollywood strikesIf you’ve ever wondered whether it’s possible to grow a high-performing recruiting business without endless prospecting, this episode is your blueprint.Connect with Justin LevinsonLinkedIn: Justin LevinsonWebsite: Coming Up CreativeConnect with Mark WhitbyFREE strategy session: www.recruitmentcoach.com/strategy-sessionLinkedIn: Mark Whitby