I've had a Chance to talk with Storm Robertson from Sataya, and o-boy, we did talk. 

She has been in recruitment for 15 years+, and the name of the game? Trust - relationships - passion. Recruitment is mostly about serving your candidates, and serving your clients. That's where the restaurant experience comes in handy :)

As a recruiter, you are only as good as your last placement. Do a great job, you get a great reward. Make a lazy effort - and you get a lazy result. 

We talk about the purpose, we talk about burnout. The nature of the recruitment industry is up & down, up-and-down. You won't stay long unless you like what you are here in for.

Make sure you know that - but also make sure that you find the time for your family, for your close ones. We spend at least 8 hours at work for something - so make the time with them worthwhile :)

Storm Roberston LinkedIn - linkedin.com/in/storm-robertson-4a2a0832/
Kacper Oleszkiewicz LinkedIn - linkedin.com/in/IRecruitCybersecurityPeople/
Referral my services to a company 💰 - good2be.eu/referals 

Kacper with good2be.eu

I had a great pleasure of talking with Jack Jillings, a skilled CyberSecurity recruiter working with SoCode, an agency that was started in England, but reached a worldwide status - so did the British empire, right?

Background-wise, Jack is really interesting. He has studied Sports Psychology - I believe that is coming in handy when he needs grit & determination. Working in sales & climbing the corporate ladder in a car rental industry has shaped him to be focused on what the customer needs.

Takeaway-wise, if I had to choose one, that would be that the CyberSecurity market is up & down, constantly, because of the demand & supply law. Several years ago you had many job postings, and few people that are able to fill them. Some time passed, people got the wind of things, and even though the amount of CyberSec jobs grew, the proportion didn't stay the same. 

The fact that major companies in the USA laid off 5/10/15% of their IT headcount is not helping the market either. Other companies see that this is possible, and want to follow suit, because they all chase the profits. 

Having said that, Jack sees a trend that good jobs are slowly coming back. Hope is there, the demand for Cybersecurity is growing again.

Other than that, we discussed that a good external hiring agency should be more like a consultant (provide the client insights about the market, when it is helpful for them), why internal talent acquisition and external recruitment should be friendly to each other (we all have a lot to do, so we can focus on helping each other and not be antagonistic), and why some senior Cyber people are afraid to pick up their phones (yes, it's because of the cold calling haha). 

In the ad break I talk about my sponsor. Me 😂 If you know a person that have trouble hiring for CyberSecurity role, let them know about me, and once I make a successful placement, I will wire you 1,000 Euros. This person has to mention you.

I work on a success fee basis, and I charge one monthly salary gross for a successful hire. 
Please check the reward section of my page to read through the terms & conditions, and to check if the reward is still active at the time that you are reading this.


💰 Reward - good2be.eu/reward 💰
💻 Jack Li - https://www.linkedin.com/in/jack-jillings-172197a0/
💻 Kacper LI - https://www.linkedin.com/in/IRecruitCybersecurityPeople/


Kacper with good2be.eu

I had a great pleasure of talking to Amy :)

My main takeaway? Staffing companies hire people, and companies need to hire all the time. When you have many candidates on the market, they help you get through the noise of thousands of applications.

When you have few, they help you get to the right person :)

We are needed in a good, and in a bad weather. Knowing that makes you want to smile ;)

Kacper with good2be.eu 
Amy with Prestige Staffing

(00:00:00) S01E03 - Rida, Cyber Security Executive Search Consultant & CEO of AxiumRH

(00:00:15) What AxiumRH, Rida's company does

(00:01:50) Why companies use other companies to recruit?

(00:04:04) Recruiting companies actually save you money.

(00:07:21) Why clients come to AxiumRH

(00:10:40) Do clients come to Rida, or Rida to clients :)

(00:13:30) How Rida is doing his prospecting

(00:17:45) Hiring in Cybersecurity now

(00:20:27) What does "senior" mean?

(00:21:56) Why we challange our clients viewpoints :)

(00:24:10) Agency recruiting need to provide market oversight!

(00:27:00) How Rida made one client successful :)

(00:33:30) How is the job market in Cybersecurity nowadays?

(00:39:15) Rida's message to people working in Cybersecurity & Recruitment

(00:41:10) Rida's advice to me.

Rida reinforces three main points:

1. Stay human. Recruitment in Cybersecurity is essentially HR, and HR has a human in the name. Everything is evolving, automation and AI is changing how we work, but the core of what we do always will be human, because we are doing that. It's important not to loose this from our sight. That's the key point of our job. Let's keep it human.


2. A recruitment agency needs to provide market oversight. This cannot be stressed enough, this alone will help the client solve some issues and maybe even the whole problem. And if you tell the client how it is, they are more likely to hear you out.

3. Ideas stay ideas until you test them out. Some ideas work, some don't, but you need to test them out first to check that :)


Kacper from good2be.eu & Rida from AxiumRH
good2be.eu/podcast

(00:00:00) S01E02 - Sham, New Business Manager with SPG Resourcing | spgresourcing.com

(00:01:18) Why not a cheaper alternative to SPG Resourcing?

(00:02:50) Why companies use hiring agencies at all

(00:04:20) How is hiring market of Cybersecurity

(00:06:56) The grass is greener dilemma

(00:09:00) How to take care of the client?

(00:11:45) Is cold reachout dead?

(00:13:55) How many cold calls Sham does...

(00:15:20) An advice for Cybersecurity people

(00:18:15) The value of certification

(00:20:10) An imporatance of being socially skilled

Hi and welcome to the talk with Sham!

We talk about the importance of having social skills (20:10), wonder if cold calling is a thing of the past (11:45), and discover why clients choose SPG Resourcing instead of using cheaper foreign companies (01:18). 

But I think that this episode is about taking care of clients and candidates.

Once you understand the painpoint of your client and want to address them, once you understand what motivates your candidate to improve their life, you will be on your way to do the agency recruiting well.

Kacper from good2be.eu

(00:00:00) S01E01 - Mikko, CEO of Nordic Recruitment & Consulting | nordicconsulting.org

(00:00:24) My funny mistake

(00:01:00) How Mikko moved to Bulgaria

(00:04:05) Organic start of Nordic Recruitment & Consulting

(00:07:05) Some differences between Finland & Bulgaria

(00:08:40) Organic growth pays off!

(00:11:20) Be consistent & have a good working habits

(00:13:05) Cyber Security situation

(00:19:10) Value added of a hiring agency (check out the last case!)

(00:21:50) How Mikko finds the clients

(00:24:30) If you are able to help where it hurts...

(00:25:25) Recruitment in Cyber Security

(00:28:35) A meaning of CISSP

(00:29:15) Weird trick to talk to senior candidates

(00:32:00) Mikko's advice to people working in Cyber & Recruitment

Welcome to the talk with Mikko!  

Mikko has started his recruitment agency over 10 years ago. We talk about the value added of a hiring agency, what does certification means in Cyber Security, and he shares this little weird trick that helps him talk to senior candidates for the role…

Hi! I am talking to people working in Cyber Security industry & that are recruiting others to understand what's working for them, and what is not. 

I'm exploring the field to see a pattern that can help me develop my recruitment agency, if there is one :)

Link to the two pager: https://drive.google.com/file/d/1c-chHNgj6Eu5m2Z4ipowzYzeNDDFzcdN/view?usp=drive_link