The Resilient Recruiter

Recruitment Coach Mark Whitby
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Jun 28, 2024 • 1h 5min

How to Win Multi-Hire Team Build Projects in Executive Search, with Paul Press, Ep # 221

Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights!    Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position.   In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects.   Episode Outline and Highlights   03:25 Paul’s recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul’s MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition.   Leveraging Experience as an In-House Recruiter   Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like.   Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer:    “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's an email sequencing campaign going on, with an email coming out to you every kind of two or three … So it is very easy to tell kind of what's being automated, what's actual human touch and who are people that want to be in it for the long run versus, hey, I've got my monthly targets to hear.”   Two Areas of Focus to Win Multi-Hire Team Build Projects    A key topic Paul and I discussed is his success in doing multi-hire team-build projects. The main takeaway is this: multi-hire team build results from placing a key executive. By ensuring that great relationships are built and the best experience for the executive is provided, a potential opportunity to then build out the team underneath them will likely happen.   This idea came about based on Paul’s previous in-house experience. “I'd say it kind of goes back to lessons learned when I went in-house and was building those relationships and understanding the big picture behind those hires and what those companies were trying to achieve. And that, combined with the private equity space, really kind of mesh well together.”   Paul shared two main areas of focus to be successful in this approach:   Communication - “It's certainly a communication game. In multi-hire campaigns, there are usually multiple hiring managers. So you got to figure out each individual style of communication, building relationships with those people.” Project Management - making sure you're implementing your standard procedures in terms of market mapping, talent pipelining, and going through your own internal processes.   Paul also shared the most common challenges you will experience in multi-hire team-build projects and the steps they took to mitigate them.   MPC Strategy Resulting to a $450k Fee   An achievement Paul shared with me is how he was able to make a placement with a $450k fee. He made a placement using the MPC (Most Placeable Candidate) marketing approach. Many recruiters will find this part of our conversation relatable because although this may be familiar to many recruiters, some will tell you that you can’t apply MPC marketing to executive recruitment.    We discussed Paul’s mindset on this strategy, and he shared how he executes it. We discussed proactive candidate representation and effective KPIs, such as making 5 introductions daily.  We also agreed on this critical point: the goal is not to place the candidate. The goal is primarily to get your foot in the door to start a conversation, demonstrate the caliber of your network and the people you represent, and come to them with interesting ideas that could bring value to their business.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Paul Press Bio and Contact Info   Paul is the Managing Partner and Founder of Press & Associates. Paul started Press & Associates in 2016 with the goal of building the number one search firm hiring technology talent for Private Equity firms and their portfolio companies. Since its inception, Paul has built close and long-lasting partnerships with numerous globally renowned private equity firms, helping them make key hires in their value creation team and numerous c-suite appointments across their portfolio companies - all within the technology function.   Prior to founding Press & Associates, Paul built a well-rounded career in executive search working for a boutique search firm (Mackinnon Bruce), one of the largest talent acquisition firms in the world (Hays), as well as an in-house talent acquisition position with Murphy Oil looking after hiring key positions across North America.   Paul has a BA (Hons) in Managing Performance from the University of Leeds and is accredited by the Institute of Retrained Search.   Paul on LinkedIn Press and Associates website link Press and Associates on YouTube Press and Associates on X (Twitter) Press and Associates on Facebook Press and Associates on Instagram   People and Resources Mentioned   How Clients Buy, by Tom McMakin & Doug Fletcher Loxo  Dripify Rob White of Tempting Talent on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn,  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you’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.
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Jun 28, 2024 • 0sec

How to Win Multi-Hire Team Build Projects in Executive Search, with Paul Press, Ep # 221

Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights!    Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position.   In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects.   Episode Outline and Highlights   03:25 Paul’s recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul’s MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition.   Leveraging Experience as an In-House Recruiter   Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like.   Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer:    “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's an email sequencing campaign going on, with an email coming out to you every kind of two or three … So it is very easy to tell kind of what's being automated, what's actual human touch and who are people that want to be in it for the long run versus, hey, I've got my monthly targets to hear.”   Two Areas of Focus to Win Multi-Hire Team Build Projects    A key topic Paul and I discussed is his success in doing multi-hire team-build projects. The main takeaway is this: multi-hire team build results from placing a key executive. By ensuring that great relationships are built and the best experience for the executive is provided, a potential opportunity to then build out the team underneath them will likely happen.   This idea came about based on Paul’s previous in-house experience. “I'd say it kind of goes back to lessons learned when I went in-house and was building those relationships and understanding the big picture behind those hires and what those companies were trying to achieve. And that, combined with the private equity space, really kind of mesh well together.”   Paul shared two main areas of focus to be successful in this approach:   Communication - “It's certainly a communication game. In multi-hire campaigns, there are usually multiple hiring managers. So you got to figure out each individual style of communication, building relationships with those people.” Project Management - making sure you're implementing your standard procedures in terms of market mapping, talent pipelining, and going through your own internal processes.   Paul also shared the most common challenges you will experience in multi-hire team-build projects and the steps they took to mitigate them.   MPC Strategy Resulting to a $450k Fee   An achievement Paul shared with me is how he was able to make a placement with a $450k fee. He made a placement using the MPC (Most Placeable Candidate) marketing approach. Many recruiters will find this part of our conversation relatable because although this may be familiar to many recruiters, some will tell you that you can’t apply MPC marketing to executive recruitment.    We discussed Paul’s mindset on this strategy, and he shared how he executes it. We discussed proactive candidate representation and effective KPIs, such as making 5 introductions daily.  We also agreed on this critical point: the goal is not to place the candidate. The goal is primarily to get your foot in the door to start a conversation, demonstrate the caliber of your network and the people you represent, and come to them with interesting ideas that could bring value to their business.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Paul Press Bio and Contact Info   Paul is the Managing Partner and Founder of Press & Associates. Paul started Press & Associates in 2016 with the goal of building the number one search firm hiring technology talent for Private Equity firms and their portfolio companies. Since its inception, Paul has built close and long-lasting partnerships with numerous globally renowned private equity firms, helping them make key hires in their value creation team and numerous c-suite appointments across their portfolio companies - all within the technology function.   Prior to founding Press & Associates, Paul built a well-rounded career in executive search working for a boutique search firm (Mackinnon Bruce), one of the largest talent acquisition firms in the world (Hays), as well as an in-house talent acquisition position with Murphy Oil looking after hiring key positions across North America.   Paul has a BA (Hons) in Managing Performance from the University of Leeds and is accredited by the Institute of Retrained Search.   Paul on LinkedIn Press and Associates website link Press and Associates on YouTube Press and Associates on X (Twitter) Press and Associates on Facebook Press and Associates on Instagram   People and Resources Mentioned   How Clients Buy, by Tom McMakin & Doug Fletcher Loxo  Dripify Rob White of Tempting Talent on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn,  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you’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.
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Jun 20, 2024 • 37min

How Purpose-Driven Business Models Help a Female Founder Achieve Acquisition Success, with Helen McGuire, Ep #220

Helen joined us three years ago to share how to attract 70% more diverse talent by leveraging DEI - diversity, equity and inclusion. This time, she returns as a special guest to share an amazing feat - the platform she co-founded, Diversely.io, has just been recently acquired. This means more sourcing and recruitment firms can now access the platform, meaning more recruiters and sourcing firms can embed DEI in their hiring process. What fascinates me more is Helen’s strategies and lessons learned from exiting Diversely.io. She shared strategies and things she would have done differently, which I am sure many of us will also learn from. Overall, Helen believes that the key to success is following a purpose-driven business model. Helen McGuire is an exited founder, author, advisor, mother, podcast host and DEI changemaker.  Helen is a leading figure in DEI and business strategy and is renowned for her impactful initiatives. She founded Hopscotch. work, the first women's careers platform in the Middle East and Asia, and her journey led to the creation of Diversely.io, a groundbreaking AI platform acquired by The Access Group in 2023.   As the host of The D&Igest podcast and author of the upcoming book  'The Female Scale', Helen's expertise extends to coaching female founders and advocating for purposeful businesses globally.    Episode Outline and Highlights   [02:50] Helen shares updates on Diversely.io’s acquisition by the Access Group. [08:54] What barriers do entrepreneurs with diverse backgrounds face when starting a business? [13:00] Encouraging more women to take the entrepreneurial leap. [17:33] Walkthrough on Diversely.io’s exit process and how a purpose-driven business model made it happen. [30:00] Things that Helen would have done differently when undergoing acquisition. [38:31] Teaser on Helen’s new book, The Female Scale.   Embedding DEI Into the Business Strategy   Diversity, equity, and inclusion are critical in the hiring process. This is essential because it is the right thing to do and a strategic business decision that can lead to more innovative and successful organizations.   I had Helen as a guest three years ago, and I am fascinated by her current position on championing DEI in the recruitment industry. She is a great example of an astounding business leader who advocates equity and opportunity for lesser-represented groups.  As a female founder, you will hear insightful perspectives on how underrepresentation affects certain groups and how to empower more women to launch their own businesses.   She is about to finish a new book, The Female Scale, which will provide insights on this issue. “It's not written specifically for women, but it's written with a very female lens. You know, the challenges that you encounter as a woman setting up a business, and there are, you know, so many female-led businesses, startups, smaller businesses out there.”   In this episode, Helen shared an astounding feat: They could exit Diversely.io, an end-to-end hiring platform that uses tech to reduce bias in businesses' hiring processes. By being acquired, she believes this platform will be more accessible to a much larger audience of sourcing and recruitment firms.   Learnings on Being Acquired and Exit Strategies   As a business owner, you may relate with me if you are also fascinated with stories of how exits and acquisitions work. I wanted Helen to walk me through what was involved in their acquisition process. She shared detailed stories of how it started, what was expected, and what happened. She also shared curve balls and how their expertise and networks played major roles in making the exit happen.   In hindsight, here are some learnings that Helen shared if you ever plan to exit or scale your business:   Be more prepared for the level of due diligence you must go through. Be well-organized: ensuring all relevant agreements and data sheets are in one place. Invest in good lawyers and accountants - they are absolute lifesavers.   What resonated with me the most was Helen’s idea of the exit. It has always been purpose-driven.   “And you have to kind of, so when you're thinking about selling your business, it's not just about what I need from it as a dollar value. What can I also achieve off the back of that? What does that give me as a founder, as someone who's going on this journey?”   Building a Purpose-Driven Business Model   Building a business, especially focusing on recruiting and sourcing, is not always profit-focused. The vision and mission statements need to be clear, as the impact we can have on people can be life-changing.    This aligns with what Helen believes when creating a purpose-driven business model. This is how she described it:    “And it wasn't all about the dollar value. I think when you set up a purpose-driven business, it's very important to keep profit and profitability in mind because it's hard to create impact without that. It's not sustainable as a business or as an idea. But equally, you've got to balance it with, you know, what am I doing here to solve this problem, and how can I solve this problem? And we would have taken another god knows how many years to try and get to the scale that…”   When Helen co-founded Diversely.io, it was to solve her own frustrations as a female in a male-dominated industry. Her purpose was clear from the start - to help women and under-represented groups gain fair opportunities. This purpose-driven business model contributes well to her current successes and future aspirations.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Helen McGuire Bio and Contact Info   Founded the first women’s careers platform in the Middle East and Asia—Hopscotch.work—in  2015, Helen has won numerous industry awards for her work and led part of UN Women’s efforts to increase gender representation in the UAE.    To scale the impact of her mission beyond gender, Helen joined the tech start-up accelerator Antler in January 2020 with a vision to conquer the issues around DEI in the workplace through the use of technology.  Diversely.io was that solution; a multi-awarded global AI-driven platform built alongside her co-founder,  Hayley Bakker, and with the support of industry investors over four years. One of the world’s leading software companies, The Access Group, acquired the platform for an undisclosed amount in 2023 and continues to be integrated across its portfolio.    As host of The D&Igest podcast, Helen now utilises her formidable communications skills to give those who are making a difference in the global DEI space a voice. Professionally, she focuses on ensuring DEI is at the forefront of business strategy and coaches female founders on holistic business strategy. Her first book - ‘The Female Scale’ - is due in 2024, and she speaks and advises globally on the topic of DEI and creating purposeful businesses.    A communications professional of twenty years, Helen began her career in London, achieving her dream  role at BBC Radio 1 in her early twenties, going on to produce, DJ and present for the music industry in over    Helen on LinkedIn The D&Igest Podcast link   People and Resources Mentioned   The Access Group website link  Justin McGuire on LinkedIn   Related Podcast You Might Enjoy   TRR#57 Diversity as a Differentiator – How Recruiters Can Attract 70% More Diverse Talent, 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.  
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Jun 13, 2024 • 1h 1min

How a $20M Biller Drives Business Development While Leading a Team, with Jennifer Meyer, Ep #219

Measuring your company's economic influence drives self-motivation and is a powerful tool for marketing and business development. Jennifer Meyer of Govig Executive Search joins us in this episode to give insight on using specific metrics to measure your economic impact and how you can communicate it with potential clients.   Jen has a lifetime cash-in of $20M over her 26 years in the industry. She’s the SVP of Strategic Partnerships at Govig & Associates, where she’s at the helm of business development. She leads the overall team of 27 recruiters, actively front-facing with clients and playing a significant role in surpassing $14M in results.   Jen’s recruitment efforts have been vital in assisting small to mid-size firms, particularly those under private equity, to double in size. Jen’s placements have contributed to an economic impact exceeding $1B.   Episode Outline and Highlights   [01:51] Jen’s start in the recruitment industry as a college intern. [10:09] Differentiating techniques in communication and business development. [19:06] “Speak to them in their language” [28:02] Training your team to apply the TSI (Targeted Sales Information) approach. [40:00] How to quantify your economic impact. [50:41] A boutique recruitment firm’s differentiators against the bigger organizations. [54:53] Discussion on team development strategies. [59:18] Jen’s take on work and life harmony.   Quantifying the Economic Impact of Your Recruitment Business   Measuring your company’s economic impact can be significantly beneficial for at least two reasons. The first one is self-motivation; knowing how you contribute to the broader economy can positively impact and fulfill. The second one is on the marketing and business development side. It can help potential clients understand the bigger value you will bring to their organization.    Jen shared how she is able to track her placement’s economic contribution using specific metrics. Her placements overall have contributed to more than $1B in economic impact. She shared their formula: “We always talk about the size of our billings or our business in relation to what were invoicing or what our split was in relation to cash in. But we really should be talking about the salaries of the people that we place, you know, if you were going to relate it that way…Yeah, it does go beyond that, though, where you are at the, you know, again, at the basic level, you are affecting the person, and you're affecting the hiring manager. So that could be a times two, right?”   Here is a takeaway: Start trying to calculate the individual impact you're having in the world, particularly the positive impact you're having for your clients, and try to quantify that. If you have the appetite, even go back in history and try to work it out. But even just starting right now, try and figure out what difference you're making because that's really motivating!   Differentiating in the Business Development Side   A key topic I wanted to discuss with Jen is how she is able to differentiate, especially on the client acquisition and business development side of things. Jen has always been consistently recognized as a top performer in her career. I wanted to pick her brains on her approach when it comes to communicating with potential leads and candidates, and she surely did not disappoint. Jen revealed specific tips and verbiage that you may want also to use. Here are some key takeaways:   Focus on authenticity and listening more by asking curious questions. Avoid typical questions like “Can I help you?” or “How are you doing?” Use power phrases such as “Are you in a place where you can talk confidentially?” or “I’ve only got a minute” instead of “Have you got a minute?” The effective use of body language.   She explained, “Whether you're 30 minutes into the business or you're 30 years into the business, everybody is saying the same thing and overcoming objections in the same way. So what can you do that just sounds different? You know what I mean? And I think if you think about it from a perspective of what that person is going to hear based on their world helps you...And so if you speak to them in their language, they get it.”   You will also hear Jen’s insights on developing her team to elevate their levels on the business development side, which is quite similar to the TSI (Targeted Sales Information) approach.   Team Development Strategies as a Billing Manager   A billing manager is a critical and challenging role in a recruitment firm. The role entails ensuring individual profitability while leading your team to do the same. Jen has been passionate about mentoring and developing her people, so I wanted to hear her methods in helping her team be successful. Jen elaborated on the following topics:   Consistent deskside training. Real-time feedback and call reviews. The importance of teaching structure. Listening for opportunities in candidate interviews. Using a checklist.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Jennifer Meyer Bio and Contact Info   Over the past 26 years, Jen has been a guiding force, significantly influencing numerous organizations and professionals. She has generated over $20M in cumulative cash-in, contributing to an economic impact exceeding $1B. This remarkable achievement includes the highest fee, which is over $300k. Currently serving as the SVP of Strategic Partnerships at Govig & Associates, Jen plays a crucial role in propelling the company forward. She's at the helm of business development and leads the overall team of 27 recruiters, actively front-facing with clients and playing a significant role in surpassing $14M in results.   Jen's professional journey began with a 6-year tenure at an MRI office, where she consistently ranked in the top 10% among approximately 5000 recruiters at that time. She then co-founded North Coast ExecuSearch, Inc., where she served as a billing manager for 14 years, maintaining a position in the top 50 out of 750 offices worldwide. Jen's recruitment efforts have been vital in assisting small to mid-size firms, particularly those under private equity, to not only meet but also exceed their growth objectives, with several doubling in size and achieving revenues over $1 billion.   Jen’s work ethic is not driven by the desire for accolades but by a deep-seated passion for mentorship and forging lasting relationships. She believes in the collective improvement of the industry, emphasizing the importance of recognizing recruiters as valuable consultants and ensuring they are compensated fairly for their expertise. Her remarkable career is enhanced with numerous accolades, including her 24-time recognition as a "Pacesetter" Award Winner, her induction into the Hall of Fame and The Ring of Honor within the MRINetwork, and receiving the prestigious Alan R. Schonberg Lifetime Achievement Award for her revenue contributions and character and her acceptance to the Pinnacle Society over a year ago.  Not to mention she is very active in a commitment to community service, most recently acting as the President of the MRINetwork Charitable Foundation, where she led the board to raise money for Shriners Hospitals for Children.   As Jennifer shares her insights, her quiet confidence, impressive achievements, and unwavering dedication to talent development serve as a powerful reminder of the influence we can all have in shaping the futures of many.   Jen on LinkedIn Govig Executive Search website link Govig on Facebook   People and Resources Mentioned   Katherine Jerald on LinkedIn Brent Orsuga on LinkedIn Crelate   Related Podcast You Might Enjoy   TRR#178 Top Producing Recruiter Reveals How to Win and Develop Key Accounts, with Katherine Jerald TRR#218 How Grit and Determination Fueled a $2M Recruitment Firm’s Success, with Brent Orsuga   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.
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May 29, 2024 • 1h 2min

How Grit and Determination Fueled a $2M Recruitment Firm's Success, with Brent Orsuga, Ep #218

Starting a recruitment business from scratch demands dedication, planning, and an aggressive approach to networking and client acquisition. You will also need a massive differentiator - and our special guest in this episode shared his approach to how he grew his search firm to more than $2M from scratch!    We are joined by Brent Orsuga. In this episode, Brent highlighted the importance of deep client relationships, strategic matchmaking, and staying motivated by setting high goals and continuously driving growth.   Brent Orsuga is the Founder of Pinnacle Growth Advisors, a headhunting and talent advisory firm solely dedicated to the Supply Chain and Logistics industry.  Brent comes from 22 years of recruiting and 15 solely in Logistics. Brent helps companies, from startups to Billion-dollar companies, find the best people possible. Pinnacle Growth Advisors has won numerous awards over the past 10 years, including the INC 5000 fastest-growing companies.    Episode Outline and Highlights   [02:09] How Brent got into recruiting 22 years ago. [04:48] Why does Brent consider himself a Talent Advisor rather than a Recruiter? [08:43] How to “know the best seat in the house” - understanding your client via face-to-face visits. [16:04] Brent’s story of building networks of relationships when he was only starting in the business. [24:57] Mindset and Motivation: How having a chip on your shoulder pushes Brent forward. [30:48] Daily routine discussion - Why Brent wakes up at 3:30 am to start his day [37:00] Brent shares insights on the outputs and inputs that matter. [40:33] How Brent used visualization techniques to lead his company to the Inc. 5000. [46:30] The reason behind Brent’s passion for Supply Chain and Logistics. [51:49] Brent shares excellent advice on not spreading yourself too thin and other success factors. How Brent Started from Zero and Won the Confidence of Clients   Brent shared a fascinating story of how he got into the recruitment business and started his firm with no plan B or option of failing. He was initially a candidate who transitioned to becoming a recruiter, and making the most of his training eventually led him to be a successful search firm founder. As much as his origin story can be relatable to many recruiters who aspire to become business owners, one key topic that will resonate with many of our listeners is building relationships.  Brent strongly believes that building relationships is one of their business priorities. One of the biggest challenges he had to overcome was starting from zero and having no clients, candidates, or relationships to leverage. How he figured it out can be summarized on the following pointers: Performance / Numbers - “The best testimonial is results.” Brent emphasized how results speak for themselves. “Go up the elevator and pay your dues.” Brent elaborated on his analogy of how showing results leads to more confidence. Mindset and Grit—His desire to win and his inspiration from his wife and kid pushed him to deliver results, eventually creating more business relationships.   Applying the Talent Advisor Approach as a Recruiter   On the topic of being a partner rather than a vendor, Brent shared insightful ways in which he is able to build relationships with clients and candidates. “One of the biggest pet peeves that I have in recruiting is I feel like a lot of people are selling or pitching without knowing enough about the person or the company,” he explained.   Brent places high value on knowing clients and candidates on a deep level. He recommends visiting client offices in person to understand the layout, environment, and how the workplace generally feels. In his analogy, you can only describe how great a restaurant is after eating there. In his words, “So it allows me to come from a completely different lens and angle so that when I'm putting you in front of a company, it's not random, it's strategic.”   This approach enables him to be a talent advisor rather than a generic recruitment firm. It gives him the advantage of painting a really clear picture of what his candidates are walking into, which is a massive separator from his competitors.   Mindset and Grit - Brent Shares His Key to Success   Overall, what really fascinates me in this conversation with Brent is his grit, mindset, and daily routines. He has a very competitive mindset—to the point where he is even able to use a chip on his shoulder as a driver for success. He wakes up every day at 3:30 a.m., goes to the gym at 4, prepares breakfast for his kids at 6, and goes to the office at 7!   To start his day, he would listen to a 13-minute clip by Les Brown:”What I'm doing is I'm getting my mindset into a very positive motivated state. Intentionally. This is not random.” He then shared how his days look when it comes to making every day intentional and purposeful.   Brent also shared how he measures inputs and outputs, how he leads his team, and what culture he fosters for Pinnacle Growth. His consistent actions led to remarkable milestones for his firm, including being included in INC 5000’s Fastest Growing Companies.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Brent Orsuga Bio and Contact Info   Brent is the Founder of Pinnacle Growth Advisors, a headhunting and talent advisory firm solely dedicated to the Supply Chain and Logistics industry. Brent comes from 22 years of recruiting and 15 solely in the Logistics space. Brent helps companies from startups to Billion dollar companies find the best people possible.  Pinnacle Growth Advisors has won numerous awards over the past 10 years including the INC 5000 for fastest growing companies.   Brent on LinkedIn Pinnacle Growth Advisors website link Pinnacle Growth on Facebook Pinnacle Growth on Instagram   People and Resources Mentioned   Jeremy Jenson on LinkedIn   Related Podcast You Might Enjoy   TRR#217 How to Elevate Your Recruitment Firm to $12M with Effective Lead Generation, with Jeremy Jenson   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.  
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10 snips
May 23, 2024 • 56min

How to Elevate Your Recruitment Firm to $12M with Effective Lead Generation, with Jeremy Jenson, Ep #217

Jeremy Jenson, Founder and CEO of Encore Search Partners, shares insights on lead generation strategies for recruitment firms, overcoming business challenges, implementing EOS for growth, hiring based on attitude, and scaling effectively. He discusses the importance of core values and future plans for lead generation to drive business growth.
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May 10, 2024 • 58min

How this Veteran Recruiter Averaged $750K Annually for 29 Years Straight, with David Bradley, Ep #216

Being a high biller requires a combination of hard work, skills, and strategies. But what does it really take? My special guest, David Bradley, is a 29-year veteran who averaged $750k in annual billings his entire career! In this episode, David shares the strategies and mindset that make him a very effective recruiter! On top of that, David also manages high-volume accounts with a team of 60 headhunters. If you are a recruitment leader like David, you will find insightful takes on how he manages KPIs and how they drive a culture that is geared towards performance. In 2009, David helped start Movement. He is a partner with Movement and has been an instrumental part in helping the firm grow from 3 to 65 plus headhunters over the past 14 years. Movement has 5 brick and mortar offices across the United States. Episode Outline and Highlights [02:29] How David got into the recruiting business. [07:14] Top recruiter secrets & grinding on a 10-5-2 formula. [10:32] Structuring daily activities & time management best practices. [17:52] You need to get three critical pieces of information when speaking with a candidate. [24:26] The foundation of what makes David a successful recruiter. [26:50] Movement’s culture and mission. [34:30] Striking the balance when managing your team’s KPI. [37:40] Retaining the momentum in 2024 - key to continuous growth and eight-figure billings. [45:20] How Movement’s owners play different roles? [52:29] David’s future growth plans.   What it Takes to Be a Top Recruiter What does it take to become a top recruiter? It certainly involves grind and hard work. David’s 29-year experience provides him with a credible perspective on what it takes to be successful. This also gives him an advantage as a recruitment leader - his capabilities are a testament to how his team has been performing. Below are the critical topics that David and I discussed:   10-5-2 Formula Being cognizant of your time Planning ahead of your phone time Mindset   If you are listening, as a recruiter or recruitment leader, David's insights are inspiring!   The Foundation of Being a Successful Recruiter   Being consistently successful in a long time requires more than hard work. There is something else and David generously shared his secret sauce:   “So I think having that gratitude, understanding that we get to talk to people for a living and have just an incredible life, incredible income opportunity, incredible balance, we can manage our life any way we want it… And I think that fuels getting up in the morning and saying, you know what? This is gonna be another great day. It's gonna be a great year. It's gonna be a great month. Well, if it's not been a great month, next month's gonna be great. So having that sort of mindset, I think, is really, and factor a lot of fun into this.”   This fantastic mindset is an invisible but highly influential factor that determines your success as a recruiter or recruitment business owner. Possessing a positive mindset enables us to navigate the favorable and unfavorable changes we encounter with resilience.   The Keys to Continuous Growth and Eight-Figure BIllings   David shares how Movement produced $20M in billings around 2022-23. It was a great year for them post-Covid, and the systems and frameworks they had at the time enabled them to retain the momentum even when things appear to slow down in 2024. I wanted to pick David’s brains on the culture and systems they have in place, given that not many recruiting firms get above 8 figures.    My takeaway is how they emphasise creating and enabling a culture geared towards high performance.  They have annual trips for the top 10% of producers, on top of regular social activities and loyalty bonus programs. They also have annual meetings where they fly everyone in, including their staff’s spouses. Doing so contributes to relationship-building and as David said, “an essential part of the culture.”   David also discussed their profit-sharing scheme. What I also loved was his insights on managing KPIs while not micromanaging everything. Our Sponsor This podcast is proudly sponsored by i-intro  i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   David Bradley Bio and Contact Info   David is a 29-year veteran of the headhunting business. David stumbled into the business in 1995 when he was working with a headhunter to help him find a sales job. The tables got turned and David actually got hired as a headhunter. He spent the next 16 years working for Spherion. He enjoyed success right from the beginning. He billed $175K in year 1 and the following year billed close to $400K and he never looked back from there.   In 2009, he left Spherion (later known as Ranstad) to help start Movement. He is a partner with Movement and has been an instrumental part in helping the firm grow from 3 to 65 plus headhunters over the past 14 years. Movement has 5 brick and mortar offices across the United States.   * He has been a leading producer at Movement with 750+ placements since 2009 with the most placements in the firm's history (Personal billings of $1.3M in 2023, $1.1M in 2022, and averaged $750K+ in billings throughout his career) * He manages high-volume accounts with a team of 60 headhunters * He has helped mentor aspiring headhunters into the business. * He has completed over 2500 placements throughout his career. * Member of Pinnacle Society since 2023. * David holds an MBA from Franciscan University.   David has been married to his lovely wife for 32 years and has 5 grown children (ages 17 to 31) He is an avid hockey player and resides with his family in Clarkston, MI.   David on LinkedIn David on Facebook David on X (Twitter) @jdavidbradley David on YouTube Movement Search website link   People and Resources Mentioned   Pinnacle Society 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.
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8 snips
May 3, 2024 • 57min

Why Modern Recruiters Must Embrace Cold Calling to Stay Competitive, with Danny Cahill, Ep # 215

Veteran and successful recruiter Danny Cahill shares insights on the importance of cold calling in modern recruitment. Topics include the power of phone calls, approaching the current landscape of low call response rates, and the value of personal connections in a digital age. Cahill emphasizes the necessity for recruiters to understand and maximize the phone's power for success.
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4 snips
Apr 19, 2024 • 1h 13min

How To Build Your Dream Team and Replace Yourself as a Biller, with Balraj Guraya, Ep #214

Balraj Guraya, founder of Envision Education, shares insights on building a scalable recruitment business. Topics include overcoming challenges, building high-performing teams, structuring the interview process, and transitioning from a biller to focusing on business scaling. Learn how to create a business that can thrive even without direct involvement.
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Apr 11, 2024 • 1h 2min

How Recruiters Can Master the Grind and Unlock Success, with Matt Ballema, Ep #213

Every successful recruiter will tell you success is born out of the grind, not the glory. Mastering the grind is the key to unlocking growth. Whether building a robust network, honing communication, or leveraging technology, recruiters must navigate the ups and downs with resilience and determination.   Today’s episode explores how recruiters can embrace the grind and build successful businesses with a special guest, Matt Ballema. Matt is the founder of Pioneer Search Group. With a track record of consistently surpassing the million-dollar revenue mark for the past three years, Matt brings over two decades of executive search experience. He specializes in material handling automation space and has placed professionals at all levels, from general manager, president, and COO to sales reps and engineers all over North America. Tune in to gain insights on elevating your firm to unprecedented success. Matt's insights will inspire and enlighten you whether you're a seasoned recruiter seeking to optimize your operations or an aspiring entrepreneur looking to carve a niche in the industry. Episode Outline And Highlights [02:19] How Matt got into the executive search business space  [04:13] When Matt started the Pioneer Search Group [10:40] The difference between burning out and embracing the grid  [18:34] What it means to work hard and be consistent as a recruiter  [20:03] Three important metrics to track in a recruitment business  [25:24] Key tools to adapt to stay with the times and leverage technology [35:07] How to stay relevant as an executive recruiter in the digital environment  [39:10] How to create an in-house team structure for building your database  [42:58] The rainmaker model and how it works in a recruitment firm  [48:23] Leveling up your team and scaling back direct workload Vs retiring  [50:58] How recruiters make people multimillionaires, changed lives and family trees  [54:47] How recruiters can harness fear as motivation rather than a detour [01:02:04] The mindset of successful recruiter and thinking of the long game    How Recruiters Can Navigate the Grind and Scale Their Recruitment Firm During our discussion, Matt and I discussed his recruitment strategies at Pioneer Search Group, which has been instrumental in building and scaling the firm. Pioneer Search Group specializes in executive search within material handling, power generation, and oil and gas industries across North America, placing top talent in various roles, from sales and sales management to director and VP/C positions.    Matt outlined six essential steps crucial for recruiters looking to establish or expand their executive search firm:   Entrepreneurship grind: Matt emphasizes the importance of embracing the search business grind mentality, regardless of the revenue goal. Whether it's a million dollars or $250,000,. It doesn’t matter; you must be willing to grind and embrace the grind to achieve.   Alignment: Before embarking on becoming an executive recruiter or starting a search firm, Matt highlighted the necessity of ensuring alignment with one's partner, as the pursuit can be very demanding.   Hard work and consistency: Hard work and consistency are the hallmarks of a successful recruiter. Recruitment is an activity-based business, and Matt encourages recruiters to focus on data analytics, planning, and tracking metrics.   Build your database: According to Matt, as a recruiter, diligently working on and growing your database is the foundation for turning leads into lead generation, both on the candidate and client sides.   Stay relevant: From a marketing perspective, Matt advised recruiters to brand and package their services effectively, leverage team efforts, technology, and persistence to maximize engagement and seize opportunities.   Turn fear into motivation: In the placement world, there are many things that recruiters have no control over, but setting fear aside and going for it will keep you achieving your goals. As a recruiter, having the courage to chart your own course is essential for success in the industry.   Building and growing a recruitment firm requires persistence, hard work, and a grind mentality. With the right work ethic and mindset, achieving success in the field is feasible and inevitable. How To Stay with the Times and Leverage the Technology  Matt shares that mastering market efficiency is paramount for any search firm, describing it as thrilling and daunting. He reflects on his own journey, explaining that until 2016, he operated without a database, relying instead on a platform called Highrise, primarily effective for realtor and sales roles. Though functional, it proved inefficient and costly to maintain. Matt underscores the urgency for small search firms to streamline their operations, as larger ones have the money and resources to innovate in this area faster. He stresses the importance of market mastery, cautioning that failure to adapt risks will result in missing out on business opportunities.   In addition, Matt highlights the challenge of navigating through the overwhelming digital landscape, where everyone vies for attention on platforms like LinkedIn. He emphasizes the need for recruiters to remain relevant amidst the noise to stand out. According to Matt, the true differentiator in the recruitment industry is hard work—specifically, the relentless pursuit of connecting with candidates, persuading them, and ultimately closing deals.    Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training, enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Matt Ballema Bio and Contact Info   Matt is the founder of the Pioneer Search Group, an executive search firm specializing in sourcing top talent in the Material Handling, Power Generation/Oil and Gas Industries across North America.    For the last three years, Matt has built over a million dollars a year. Matt specializes in material handling automation space. His own background is in material handling equipment sales, an industry he knows and is passionate about. Matt has been in the executive search business for over 20 years. He has placed professionals at all levels, from general manager, president, COO, and VP to regional sales, manager, sales rep, and engineers all over North America.    Matt Ballema on LinkedIn Resources and People Mentioned ZoomInfo PC Recruiter  Outlook  Hinterview    Related Podcast You Might Enjoy   TRR #133 How this Top Producing Recruiter is Putting Health, Fitness, and Family First TRR #46 How to Run a Million-Dollar Recruiting Firm From Your RV 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.  

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