Case Studies Archives - Superfast Recruitment

James Shenton is the founder and managing consultant at Opus Resourcing, a boutique technical recruitment business with 19 years of industry experience. Operating across the UK, Europe, and the US, Opus specializes in mid to executive-level technical recruitment. 

Before joining Superfast Circle, Opus had built its business primarily through referrals and networking within the talent acquisition community, establishing a strong reputation for delivering on challenging roles for major companies like Sky, Three, and Apple.    

However, the recruitment landscape began to shift significantly, with internal talent acquisition teams growing larger and more companies entering the technical recruitment space. This market transformation, increased competition and a need to expand beyond their warm network prompted James to seek professional marketing support.   

He discovered and joined Superfast Circle through their email campaigns and attended a webinar. He was drawn to their specialized focus on recruitment marketing and consultative approach, which aligned with Opus’s business philosophy.  

When we started working with Superfast Circle, we were already well-established, with 16-17 years in the business. Our work primarily came through delivering on major roles and networking within the talent acquisition community, where we’d built a strong reputation for handling challenging technical positions.   

However, we noticed two significant changes in the market: talent acquisition teams were growing substantially, especially in tech, and there was a marked increase in recruitment consultancies within our space. This created a squeeze effect—we were feeling pressure from internal recruitment teams and the rising number of competitors in the market.  

The referral business that had sustained us was becoming increasingly difficult, particularly as tech teams faced layoffs. We witnessed a fundamental shift in the market as companies moved away from aggressive growth towards prioritizing sustainability. This change meant we needed to reassess our proposition and create a more formal marketing approach to build a stronger brand and develop a structured product offering. The challenge was clear—we had to find ways to reach beyond our traditional warm network and actively seek new business opportunities in a changing market landscape.  

My journey to finding Superfast Circle began with an email campaign that caught my attention. After following them on LinkedIn and attending one of their webinars, I engaged in several detailed conversations with them, during which they took the time to understand our challenges and needs truly.   

What really resonated with me was their approach — they were boutique, experienced, and consultative, much like our business model. This alignment of values and approach made them stand out as the right partner for our marketing needs.  

Since joining Superfast Circle, we’ve completely transformed our marketing approach. We started by developing our positioning and brand proposition, then moved on to building out our product offering.  

This led to a comprehensive website rebuild and the creation of various marketing materials, including detailed case studies, professional brochures, and targeted pitch decks.   

We’ve established a regular blogging schedule, produced market reports, and significantly improved our  

LinkedIn presence for thought leadership.   

Implementing email automation and business development strategies has rounded out our marketing ecosystem, creating a more robust and professional presence in the market.  

Our marketing and business development efforts have created multiple success channels that work in harmony. We’ve seen an increase in inbound leads through our website and more candidate introductions.   

Our targeted email campaigns have gained traction, while consistent LinkedIn posting has generated more inbound opportunities. The most significant wins have come through senior-level roles and executive search assignments, all supported by our enhanced market presence.   

The key has been maintaining consistent touchpoints across all channels and understanding that timing is crucial in our industry— you never know when a prospect’s need will arise.  

The elevation of our brand has significantly strengthened our market position. We now enter meetings with CEOs and CTOs with professionally consistent materials that reflect our expertise and value proposition.   

While we haven’t seen explosive revenue growth during these challenging market conditions, we’ve successfully maintained our revenue levels when many competitors have struggled. This stability and enhanced brand presence have positioned us strongly for growth as we move into 2025.  

My strongest advice is to avoid procrastination. In today’s market, where many recruitment businesses are struggling, standing still isn’t an option. Innovation and marketing aren’t just nice-to-haves—they’re essential for survival and growth.   

While it requires a sensible budget and structured time allocation, it’s achievable for small businesses. If you’re serious about growing or maintaining your current position, implementing solid marketing and business development strategies isn’t optional – it’s necessary for survival in our evolving industry.  

Looking ahead to next year, our primary focus is positioning Opus firmly in the executive search space.  

We plan to enhance our LinkedIn presence with more targeted content and increase our thought leadership through specialized articles and insights.   

We’re also looking to expand our automation in business development campaigns while maintaining the personalised approach that sets us apart. The goal is to strike the perfect balance between higher volume marketing campaigns and the bespoke service that our clients value, particularly as we move more into the executive search arena.  

Through the partnership with Superfast Circle, Opus Resourcing successfully navigated a challenging market while maintaining revenue levels.  We have won significant business from global brands and  

delivered key roles for CEOs and CTOs.   

More importantly, we have developed a sustainable marketing and business development framework that positions us strongly for future growth, particularly in the executive search sector.   

The professional brand presence we have built with Sharon’s and Denise’s help serves as a solid foundation for our growth plans.  

“If you’re on the fence about joining Superfast Circle, I’d strongly encourage you to take that step. Like many recruitment business owners, I initially procrastinated about marketing, but with the current market challenges, you can’t afford to stand still.   

What’s unique about Sharon and Denise is their specialised focus on recruitment marketing combined with their boutique, consultative approach. They’ve helped us elevate our brand, develop consistent marketing materials, and implement effective BD strategies.   

But they do more than just marketing—they act as mentors, helping with everything from client scenarios to PSL tenders. Their support makes marketing achievable even for a small business owner juggling multiple responsibilities.

We’ve maintained revenue in a tough market, won significant executive search roles, and built a strong foundation for growth. The regular calls, yearly meetups, and ability to connect with other recruitment business owners make it invaluable. It’s an investment that truly pays off.”

– James Shenton, Opus Resourcing

Book a call here to learn more about working with Superfast Recruitment, joining Superfast Circle, and our private coaching. 

The post Building a Brand That Creates Revenue With James Shenton: Case Study appeared first on Superfast Recruitment.

Welcome back to the Recruitment, Marketing and Sales podcast. Today we’re joined by Cheryl Winger, an expert in recruiting recruiters. With 25 years of experience, GSR2R partners with the recruitment market in two primary ways: recruiting recruiters directly and helping businesses bring recruiters in-house using their proven methodologies. Rather than being just a traditional recruitment agency, they position themselves as true partners in hiring, focusing on attracting, bringing in, and retaining the best talent in recruitment.

The recruitment market has experienced significant changes this year. It’s been challenging, with businesses reporting personal best months followed by market slowdowns. The lack of consistency has been a notable feature of 2024. Post-Covid, we’ve seen more changes in the recruitment market than in the previous 25 years. What’s particularly inspiring is how recruitment businesses have adapted by exploring new sectors and expanding their services to existing clients. Instead of solely relying on current revenue streams to meet budgets and targets, they’ve innovatively sought new approaches.

The landscape is evolving when it comes to attracting recruiters. Previously, getting recruiters through the door was the primary challenge, but that’s shifted. People tend to move more in challenging markets, with recruiters keeping an eye on competitors’ activities. The current challenges revolve around balancing hybrid working arrangements – managing what business owners want versus team preferences, especially when bringing in new people.

A significant challenge in hiring is finding people skilled in business development. Many companies got out of the BD habit during the post-Covid bounce-back when things were flourishing. Interestingly, recruiters who joined the industry in 2021-2022, now with three to four years of experience, may never have needed to do BD or received training in it. Some are resistant to it now, forcing businesses to buy in that experience at a higher cost.

The success in today’s market requires a combination of great recruiters and effective marketing. Companies need excellent 360-degree recruiters who bring networks and can attract new clients. The marketing aspect has become increasingly crucial, working hand-in-hand with business development efforts to create comprehensive success strategies.

By 2028, 42% of recruitment market employees will be Generation Z. This presents both opportunities and challenges. Gen Z has received some negative press in the recruitment market, but they bring valuable qualities. Over 50% have side hustles alongside their main jobs, demonstrating entrepreneurial spirit – exactly what the recruitment industry needs.

It’s important to note that Gen Z employees could already have 6-7 years in recruitment, potentially serving as recruitment managers and team builders. They’re not just entering as trainees; many are well into their recruitment careers. They’ve experienced both normal market conditions and the recent upheavals, making them valuable potential hires with established networks.

The Covid-19 pandemic fundamentally changed how recruiters view workplace mobility. Traditional commuting patterns are being questioned, with many valuing work-life balance over office presence. While some companies maintain strict office attendance policies, others are adopting varied hybrid models based on individual needs while maintaining online community engagement.

This flexibility extends beyond just location – it encompasses working hours too. The challenge lies in balancing the needs of different generations in the office, as leaders must bring together varying work styles and preferences. This becomes particularly crucial when attracting new talent, especially Gen Z, who view flexibility as a standard rather than a perk.

When planning recruitment strategies for 2025, three key elements deserve focus. First, develop a comprehensive hiring strategy beyond basic attraction methods. Consider which generation you’re targeting and ensure your culture aligns with their needs. Evaluate your market offering and what distinguishes you from competitors.

Second, implement a robust interview process focused on facts rather than feelings. Many hiring mismatches stem from inadequate interview processes rather than candidate misrepresentation. Ensure your process thoroughly vets candidates against specific criteria and company needs.

Finally, recognize that high-performing recruiters are more likely to move in challenging markets than in prosperous ones. If you’ve identified potential talent in competitor companies, now is the time to initiate conversations. Even if you’re not ready to hire immediately, building relationships with potential recruits can pay dividends when you’re ready to expand your team.

The recruitment industry continues to evolve, with successful companies adapting their approaches to meet changing market conditions and employee expectations. By focusing on these key areas and maintaining flexibility in approach, recruitment businesses can position themselves for success in 2025 and beyond.

Book a call here to learn more about working with Superfast Recruitment, joining Superfast Circle, and our private coaching. 

The post Why Top Recruiters Are Moving Jobs in 2025: With Cheryl Wing appeared first on Superfast Recruitment.

In today’s podcast, we wanted to share Steve’s marketing story to inspire and encourage you that you can achieve a lot with some energy, support, and consistent action.

Read on or watch the video above.

Steve Lea is the MD and founder of Coalesce Recruitment, a permanent recruitment specialist company working in the UK’s technology, engineering, and manufacturing sectors.

Steve has over 28 years of experience in the engineering sector, starting his journey as a Mechanical Engineering apprentice for the Rover Group. Over the years, he has moved to working with engineering leaders to build their teams.

A move north over two years ago stimulated Steve to improve his brand presence and make his company more visible, which he had never done before. He knew he had a great service but didn’t know where and how to start marketing.

After following Denise and Sharon at Superfast, he attended one of their free training sessions and joined Superfast Circle.

I was at a point in the business where to be blunt, I realised that I needed to get myself, my name, and the business out in the marketplace more than they were.

There was no marketing, just my website and the day-to-day business development you do as a recruiter.

As a business, I wasn’t doing any marketing activities, and the market was changing. Although I had a lot of experience as a recruiter in the engineering sector, nobody knew me. I wasn’t using social media, my website, or email marketing effectively.

Honestly, I didn’t know where to start, what to begin with, or how. Then I saw that you were promoting Recruitment Marketing Week, and I decided to join.

I think it was purely because I wanted to quickly get my business name out there. I am an independent recruiter, so I was stretched and didn’t know where to start. I work completely alone, so nobody else does the day-to-day activity.

I wanted to look at what I could do differently; I couldn’t keep doing everything one-on-one. I wanted more visibility for the brand and to communicate my experience and how I could help people.

The frustration was not knowing where to start and how to go about everything. I knew that some form of marketing had to be done besides what I was doing, but I didn’t know what I needed to do or what options were out there.

My big question was: What were the best options for my business that would get me results? 

I remember it was during lockdown years ago, and I first came across you on LinkedIn. The social media content you posted was really useful, and then I saw that you ran Recruitment Marketing Week for five days, so I joined all the sessions.

During that week, I discovered activities I needed to implement that I hadn’t known about before. It became clear that Superfast would provide the necessary support and guidance to execute these strategies effectively. As a solo recruiter, having this structured approach and support system was exactly what I needed to move forward.

The SFC framework made implementing marketing activities much easier. Over the 18 months we’ve been working together, I’ve achieved significant results by implementing structured marketing processes and content strategies—particularly notable given my background isn’t in marketing.

Before engaging with Superfast, one of my biggest challenges was getting meaningful interaction from candidates and clients on LinkedIn.

This was largely due to limited visibility and inconsistent social media presence. However, by following the processes and leveraging the content provided, I’ve seen remarkable improvements: my LinkedIn connections have increased by 35%, and I’m achieving a 42% connection rate with clients from cold outreach.

I joined in July/August 2023, but I admit I was inconsistent in my implementation until this year (2024).

Fear of the unknown and general uncertainty held me back – I felt like a rabbit in headlights. However, after a pivotal conversation with you and Denise, I began rigorously following the process and utilising all the monthly content you gave me.

Since then, the results have been remarkable:

– Eight new clients have been secured since April

– £26,000 in net fee income generated from candidate engagement on LinkedIn

– Two retained projects worth £36,000 secured in the last two weeks

This transformation is particularly significant because candidate engagement on LinkedIn was a major challenge before joining Superfast.

The key to this success has been consistently following the Superfast process you guys have developed.

Established processes are crucial for successfully matching clients and candidates in recruitment. I guess until I started working with Superfast, I didn’t appreciate that marketing was the same. But when you’re unfamiliar with marketing, it’s challenging to identify and implement effective systems you don’t understand.

The impact of this approach is how I’ve evolved to offer retained services. After 28 years of working purely on a contingency basis, I recently secured two retained projects within two weeks.

These came about because I had developed enough confidence through my enhanced market presence to clearly articulate the benefits of retained services to clients with urgent hiring needs.

What’s particularly interesting is that fee negotiations became almost secondary – the clients had already bought into my expertise through the consistent content I’d been sharing and my established market presence.

They could see the value I offered before we even discussed terms. This is a dramatic shift from 18 months ago when I wouldn’t have had the confidence to propose a retained service model.

The increased market visibility and authority I’d built through consistent marketing gave me the confidence to pitch and secure these higher-value services, resulting in a 25% increase in fees.

My confidence has transformed so much! If you had asked if I would have pitched retained services 18 months ago, the answer is an unequivocal “no.”

The key difference now stems from establishing a strong market presence through the content I receive as an SFC member. I’ve built genuine authority in my space by consistently sharing value-added content that differentiates me from typical recruiters.

After 20 years of contingency recruitment, I recognised the need for change, and this new approach has given me the edge I was looking for. The content strategy has allowed me to effectively showcase my unique experience – 28 years in recruitment and my engineering background.

This consistent presence has positioned me as a true authority in my field. When potential clients research me, they find substantial, valuable content demonstrating my expertise and industry knowledge. This established credibility has given me the confidence to pitch and secure higher-value retained work. It’s not just about having the experience—it’s about effectively communicating that value to the market, which the Superfast approach has enabled me to do.

Implementing the Superfast Circle systems consistently has transformed my business in many ways. We’ve got proper systems in place now, a strong brand presence that drives engagement, and successfully introduced retained services at premium rates. Even our contingency work now commands higher fees with new clients.

The last six months have been particularly good once I committed to consistency in execution. While I initially hesitated due to uncertainty and feeling overwhelmed by the newness of it all, making that commitment was pivotal.

The Superfast service has provided value beyond just content delivery. Having Sharon and Denise’s support makes it feel like two experienced marketing directors have integrated into my business.

They provide:

Your approach is particularly effective because it combines strategic guidance with practical implementation support. When I come to our calls with specific goals, we develop an action plan that I can follow that actually produces results. This structured yet flexible approach has been instrumental in achieving our recent successes.

Yes, absolutely. The SFC program provides a structured approach, with actionable plans and ongoing support through one-to-one and group calls.

I keep talking about the support, and it’s so much more than I expected. I know I can email either of you or pick up the phone if I need help.

This structure has been crucial for me as a solo recruiter, managing multiple responsibilities. The consistent focus on marketing activities while balancing everything else has helped me grow in many ways.

I admit I was sceptical about marketing programs—even after the first week’s taster session—but the results exceeded my expectations.

To anyone in my position 18 months ago considering this type of support, I can confidently say the proof is in the outcomes I’ve achieved.

Juggling the various aspects of running a recruitment business independently is challenging. The Superfast framework has helped me maintain consistent marketing momentum while gradually building on our successes. The combination of structured planning and flexible support has been game-changing.

Superfast is genuinely different if you are cynical from previous experiences, so go for it. I am living proof that it does what it says on the tin, provided you put the effort in.

Follow the process. Please don’t do what I did at first and stop-start the process.

I’ve also realised that I try to do too much as a solo recruiter. So, I’ve now brought it back within what I can control daily, making it consistent, and that consistency has paid off.

Consistency is the key. Don’t think about it as Nike would say. Just do it. The experience has been phenomenal, and I know it will only get better.

I strongly recommend this step for anyone hesitating about joining Superfast Circle. The comprehensive support system includes proven frameworks, structured content, and expert guidance—everything is provided and ready to use.

While the process requires patience and consistency (I wasn’t consistent at first), it took me about nine months to see significant results, and the outcomes are worth it.

The key is managing expectations and activities. I learned to focus on a manageable number of daily marketing tasks rather than trying to do everything at once.

Starting from zero marketing presence, this systematic approach has enabled me to achieve exceptional results between April and December.

What makes Superfast Circle particularly valuable is the peace of mind their support provides. As someone who isn’t a marketing expert, having access to experienced marketers who can provide immediate guidance when questions arise is invaluable.

They help normalise challenges and prevent the tendency to abandon strategies prematurely when results aren’t immediate.

Looking ahead, I’m now focused on elevating the brand further through professional brochures, enhanced visuals, and expanding our retained services while becoming more niche-focused. Superfast’s support continues to be crucial in executing these next steps.

For any business owner uncertain about making this investment, I’m happy to share my direct experience—the results speak for themselves.

“My business has transformed completely since implementing Superfast Circle’s systems consistently. Through their structured approach and support, I’ve secured eight new clients and generated £26,000 in net fee income from engaging with past and new LinkedIn connections.

After 28 years in contingency recruitment, their guidance gave me the confidence to pitch and win retained projects worth £36,000. Working with Sharon and Denise’s support makes it feel like two experienced marketing directors have joined my business.”

Steve Lea, Managing Director

Coalesce Recruitment

Book a call here to learn more about working with Superfast Recruitment, joining Superfast Circle, and our private coaching.

Marketing is your answer if you want to create more demand for your services next year. Our Superfast Circle program helps people like Steve every day.

If you want to find out if it works for you, book a call with us here.

The post How Steve Increased His Recruitment Fee’s By 25% appeared first on Superfast Recruitment.

Becky Crowther is an experienced marketer and is in the unique situation of being a Superfast Circle member on two occasions. Originally pre the birth of her daughter, working with a recruitment company with over fifty employees and now as a part-time marketer.

In this case study, Becky shares her experience across both companies.

First, let’s discuss the amazing KSB Recruitment Becky’s current employer.

From its humble beginnings in a cramped office in the centre of Birmingham thirty years ago, MD Dawn Bannister and KSB Recruitment have grown to one of the leading hospitality and catering recruitment specialists in the Midlands.

Offering a tailored service to the needs of each client, KSB has a varied and distinguished list of clients, including the West Midlands Police, Barclaycard, Tesco, Sainsbury’s, Mercedes AMG and Marriot.

KSB Recruitment is unique, having first supplier status with two major, government-sanctioned catering companies – one in the UK and one in the States.

Rebecca Crowther has been working in marketing for eight years. In Becky’s own words:

I started my career in a large global company with a big marketing team. Then in 2017, I entered the world of recruitment marketing when I joined my previous company. Being the only marketing person in a business, when you’ve come from the support of a big team, is quite scary and very challenging.

That’s where I met you guys and found out about Superfast Circle. Earlier this year, I joined KSB Recruitment, wanting to work part-time, having had a baby girl.

It was very lonely. As you can imagine, coming from a big team of people with specialist expertise, you could bounce ideas off to suddenly have no one.

You are the person who is in the know; you’re the expert. You’re the person that people go to. Then, you’re in a situation where you’re thinking, “Is what I’m doing okay?”

You start questioning yourself because you’ve no one to bounce off. That’s quite scary and challenging at times.

In my previous company, the business didn’t have much going on in marketing. It was quite fragmented internally, and the external messaging needed work.

The challenge was to get the messaging right before diving straight in and doing the tactical stuff, especially as the company had two distinct brands and over fifty consultants.

What specific marketing problem were you looking to solve?

Then I think the biggest challenge is educating the consultants on marketing because they are the people who deliver the relationship building.

Yes, you can create the brand; you can make that consistent impression that people see and build trust in the brand itself and the company, and we always have to remember that people buy people first.

The consultants are the ones that talk to clients and candidates. Many consultants have always done what they’ve been told to do and held on to the view, ‘Well, it works, so why would I want to try anything different?’

Not realising how much the way people market and how individuals make ‘buying’ decisions has changed.

I felt I needed a sounding board. I needed somebody I could get feedback from because I wasn’t sure how to prioritise things, and I couldn’t see the wood for the trees.

I needed more clarity.

While I found that there were many things out there to help you with marketing in general, there wasn’t anything specific about recruitment marketing, which is a slightly different beast, I think, compared to the marketing that you deliver in other companies.

Some of the generic marketing advice didn’t always fit with what I was trying to achieve. I wanted somebody who understood the industry, so I came across you guys when I thought, You know what, I wonder if anybody has done a podcast on recruitment marketing.

I thought, “I bet I won’t find anything,” Then I came across you guys and binge-listened to your podcasts and then got in touch.

I think it’s the fact that I would get consistent, ongoing support rather than a one-off training session, a monthly call, or some email support here and there. Instead, it was a constant support in terms of:

Question and Answer calls a couple of times a week.

The Facebook group is an amazing community where you can drop in a file, pop in a question, ask an opinion, and get advice.

Not only will you personally respond to things, but other guys within the group will add their opinion. There are quite a few marketers now, which is great because it’s valuable to hear other marketers’ opinions.

On top of that, there is the Recruitment Marketing Blueprint, full of tutorial videos. You can learn about different elements; I’ve found them useful. If I’m doing something, I’m like, “I wonder if I’ve forgotten something, let me just go over this video again,” and you can keep dropping in and out of them.

I think my previous MD bought into that because it was not only supporting me in building my skill set and my knowledge, which will help the company, but they are also getting something. As I’m sure anybody knows, as a recruitment marketer, time is of the essence, and you don’t always have the time to do everything.

Also, you create monthly templates for us that we can utilise for our clients and candidates. That saves so much time because I have marketing collateral that I can use in multiple ways. I have content and a campaign that’s been created for me rather than to do it myself.

There were so many benefits to joining SFC; I could also pass on whatever I learned to the consultants. It was like double benefits; I suppose it wasn’t just upskilling me; it was also upskilling the consultants and educating them through you, if that makes sense.

I think it’s around constant support and feedback. This sounds bad, but I didn’t expect it to be as good as it is.

I’m in many Facebook groups, and sometimes you can put something up, and nobody bothers answering you at all. It may take days to answer you, but this is almost immediate. It’ll be a couple of minutes most of the time before someone will come back to you if not half an hour. When you’re doing something, you’re getting that sort of support straight away rather than waiting for it. It has exceeded my expectations.

Also, the training you offer is such good training. You and Denise are constantly keeping up to date with what’s happening in the industry regarding marketing trends. If things change, you’ll update us. That’s invaluable because you’re not just sticking to what you know; you’re constantly learning and keeping up to date as change is so fast-paced.

I would say, “Yes, go ahead and jump in with two feet and enjoy”.

Don’t struggle on your own. When I started out in this industry, I felt like it was my responsibility to get this done, and I had to do it on my own; I shouldn’t have to help.   Asking for help was a bit like failing from my point of view. It felt as though I had been recruited to be a magic bullet. I would think, “I need to prove I can do something here.”

They always say two heads are better than one. I think ten heads are better than one.

Invest in Superfast Circle because you get that team vibe and access to expertise.

Thanks

Denise

P.S. Superfast Circle could be exactly what you are looking for if you are a business owner with a marketer. To find out how book a call with one of us here.

The post How Superfast Circle Helps Recruitment Marketers- Becky’s Story appeared first on Superfast Recruitment.