What if discovering your neurodivergent could unlock a deeper sense of purpose—and make your recruitment business more impactful?

[02:40] How Adam got into recruiting, leading to his 20-year-old recruitment firm.

Solutions

Adam Tobias Bio and Contact Info

People and Resources Mentioned

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What if you could swap 100 cold calls a day for content that reaches thousands?

In this episode, Justis shares how going digital didn’t just scale his reach, it nearly doubled his revenue.

Justis Pederson is an award-winning recruiter and the CEO of the Pederson Group of Companies in Winnipeg, which he has grown from $500K to $1.8M in revenue.

His group of companies includes recruitment, media, and real estate. On the recruitment side, they specialize in construction & engineering.

I’m excited to learn that Justis complements his recruiting business with his media business. They have turned video production into a differentiator, specifically leveraging video and digital marketing as a key differentiator.

Justis serves on two boards and is a member of the Pinnacle Society, a collective of the top-performing recruiters in North America.

Episode Outline and Highlights

[02:57] How Justis got into recruiting - from door-to-door salesman to becoming a top recruiter in construction.

Shifting from Cold Calling to Digital Marketing

If your primary source of leads is through cold-calling, would you consider shifting to digital marketing? Justis realized the benefits of doing so, as cold-calling usually limits him to reaching 100 people a day, but with digital content, he can demonstrate their subject matter expertise to thousands.

“So we started posting content online. And instead of going from one to one cold calling, it's one to many: one to 1,000, one to 10,000, one to 20,000 plus people. So what you're doing is you're actually just demonstrating what your subject matter expertise is. Instead of on the phone to people that already know you, you're doing it online to a larger population of people that do not know you.”

How did they transition from pure cold calling to digital marketing?

When Justis first started at Hayes and later running his own recruitment business, it was all about cold calling. But like a lot of recruiters, he hit that point of burnout. You can only hear “no” so many times before you start asking, Is there a better way to do this? They began putting their expertise online, mainly on LinkedIn, aiming to reach not just dozens, but thousands. Then came the big move: hiring Cass in 2022 as their first team member, not another recruiter, but a full-time content and social media manager. Instead of hiring another 360 recruiter, Justis placed his bet on the potential of digital marketing.

Eventually, it paid off. They started producing all kinds of content—videos, thought pieces, scroll-stopping visuals—all tailored to their niche in construction and real estate. And people started paying attention—not just candidates but clients, too. Inbound leads started rolling in.

The ROI of Hiring an Effective Marketing Person

Was there a return on investment from the step that Justis took? That is, focusing mainly on being top-of-mind via digital content? There was! “To quantify that, when I first hired Cass in our first year, we did about, I think it was about $500,000… And in our second year after hiring Cass, we did closer to a million. So, just simple numbers there. Like, we almost doubled our billings.”

Justis, however, reminded us that hiring an effective marketing person is not an instant result-generating move. You also have to invest time, like what she did with Cass. He spent at least a year working with her, and it took almost two years to see actual results.

“But it did take like a lot of time to get there. Mark, I don't want your listeners to think like, oh, you hire a marketing person and 30 days later you're going to be getting all these inbound leads, because that's not how it works. And a lot of people are wired to think, you know, 30, 60, 90-day return. But this was something that happened for two years. Not 30 or 60, 90 days. Like when I hired Cas, the idea was, okay, we'll give it a year and see how it does.”

The Three Pillars of Content and How to Start

For Justis, there are three pillars of a well-curated, quality content:

Graphic Design

Justis elaborated on these three pillars and how they emphasized the importance of writing as the basis of videos and graphic designs. He also shared strategies on posting at least 4 pieces of content a week, and why spreading too thin on different social media platforms may not always work. He also shared that to start and build a brand, you don’t even need a high budget.

Justis shared, “But I think what I would say is it doesn't have to be an extremely high-budget effort. Like you can do this with a low budget effort.”

Justis Pederson Bio and Contact Info

Justis is an award-winning recruiter as well as President & CEO of the Pederson Group of Companies. His group of companies includes recruitment, media, and real estate.

The Pederson Group recruitment specializes in a very niche market - construction & engineering. Outside of running the day-to-day operations of the businesses, Justis sits on two boards and is a member of the Pinnacle Society.

Justis on LinkedIn

People and Resources Mentioned

Pinnacle Society

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How do you build an endless stream of referrals to sustain your recruitment business during an economic downturn?

Brandon Glyck relies on this strategy: relentless follow-ups. This doesn’t mean harassing a client or candidate to do follow-ups; in fact, it is the other way around. I am sure you will find Brandon’s insight on this topic interesting!

Brandon is the CEO of Quantum Search Partners in Virginia, where he leads a passionate team of tech and executive recruiters.

They’ve been recognized three consecutive years on the Inc.500 list of fastest-growing companies (2021-2023) and have twice been a Washington Business Journal Best Place to Work (2023 and 2024).

Episode Outline and Highlights

[03:15] How Brandon got into recruiting at the young age of 18.

[11:24] Doing things differently to adapt to the 2008 recession.

[15:24] The strategy of leveraging relationships and constant referrals via relentless follow-ups.

[33:12] “Those who appear hungry will starve.” - Know Brandon’s conversation approach.

[37:46] Dealing with the 2023 Tech downturn by upping their outbound business development.

[44:02] Discussion on Tech Stacks, AI, and automation - what are the key things to personalize?

[53:48] Brandon’s plans and what the next 18 years will look like.

[56:49] Building a culture aligned with a common vision and shared values.

[1:01:30] Why lean towards retained and executive search?

Age is Not a Differentiator 

Brandon shared an astonishing story about making his first placement when he was 18, while attending school. Inspired by his father, being young was never a differentiating factor that hindered him from building a solid foundation as an effective recruiter and eventually a business owner. 

He shared, “I saw my dad doing it. My dad would close deals like sitting on a lounge chair in the middle of our living room… I'm like, well, if he can do it, you know, why can't I do it? You do the research on the companies you're representing. You learn about the skill sets, and you just dive into it. And I don't think age is a differentiating factor. I think sometimes it's confidence or like. Yeah, I think that's a big part of it.”

There are at least three factors that contributed to his success as a young recruiter:

His humble learning attitude: by observing his father and other seniors “educate” him, he easily learned the tricks of the trade.

His confidence: his drive to succeed gave him the mindset that age is never a differentiating factor

His perspective and mindset: knowing that all men are equal, he treats everyone the same. How he would treat a CEO is how he would also treat a janitor.

Building a Stream of Referrals Through Relentless Follow-Ups 

Another stunning fact: Brandon and his team built a $5.5m business almost entirely by referrals. 

All recruiters and recruitment business owners aim to deliver their best to clients and candidates to build a stream of referrals. Brandon's strategy is heavily reliant on relentless follow-ups.

What exactly does this mean?

Consistency over intensity: It’s not about hounding people, but staying top-of-mind over a long period.

Genuine care: The intent is to show real interest in people’s well-being, not just to chase business.

Long-term mindset: Understand that value and referrals can take years to come to fruition.

Controlled intensity: Stay focused, don’t obsess over results—just stay consistent with outreach.

Relationship-first approach: Business follows when trust and familiarity are built.

Brandon shared a pragmatic approach that they use to execute the above, such as using different contact options (email, text, phone calls), tracking systems, segmented contact lists, MPCs, and others. He also emphasized the importance of adding value to the community by doing acts of goodwill, such as reviewing resumes and committing to it regularly.

Showing Resilience - 2008 Recession & 2023 Tech Downturn

You will also admire Brandon’s story on how he and his dad dealt with the 2008 recession. He was just starting as a recruiter back then, and when they lost their biggest client (AIG), he started making cold calls: 

“He ended up effectively losing that client. And it's now this summer before I'm going back to school. He buys me a book of computer executive contact info. So this is again, pre-Zoom info, like true cold calling from a book. So I'm doing a hundred cold calls. I have my little cold call script, 19 or 20 at this time, and I start landing us business. It was pretty cool. Like, looking back on it at the time, I didn't know what the heck I was doing, but it was working.”

The same approach worked in 2023, during the tech downturn when Brandon and his team had to up their outbound business development. Brandon elaborated on four action points:

Diversifying into new industries.

Focusing on relevant and personalized outreaches.

Testing multiple business development tactics, and

Building a repeatable, scalable process.

He also shared their tech stacks and how they are using them not to automate outreaches, but rather to personalize them.

Indeed, a recruiter’s resilient mindset is the key to remaining relevant and successful in a market where nothing can be certain.

Brandon Glyck Bio and Contact Info

CEO at Quantum Search Partners, where I lead a passionate and talented team of tech and executive recruiters.

Creative, driven, and competitive executive and technology talent leader who is willing to go above and beyond for clients, candidates, and team members. Passionate about affecting the future success and bottom line growth of our clients by connecting them with industry-leading and impactful talent and leadership.

Former college athlete (football) and graduate of Princeton University with a major in Psychology.

Outside of Quantum, I enjoy spending quality time with my family and have personal interests in fitness, performance psychology, travel, and start-up investing.

Brandon on LinkedIn

Quantum Search Partners website link

People and Resources Mentioned

Charlie Saffro on LinkedIn

Brent Orsuga on LinkedIn

Jeremy Jenson on LinkedIn

Crelate

Dripify

Related Podcasts You Might Enjoy

TRR#228 The 4 Talent Magnets that Drive Recruiter Retention and Success

TRR#218 How Grit and Determination Fueled a $2M Recruitment Firm’s Success

TRR#217 How to Elevate Your Recruitment Firm to $12M with Effective Lead Generation

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Karolina Willis shares her remarkable journey building Intercare Recruitment from a struggling startup to ta hriving healthcare staffing firm. After relocating from Dubai to the US, she faced rebuilding her business in an unfamiliar market while raising two young children.

Despite reaching a breaking point where she nearly abandoned her entrepreneurial dreams, Karolina implemented strategies that fueled explosive growth in just six months. She reveals how she created unique differentiators that justified retained contracts - employing former nurses as recruiters, offering comprehensive immigration services, and maintaining relentless face-to-face business development even when facing multiple rejections.

This episode offers practical insights for recruitment agency owners looking to scale their businesses through genuine market differentiation and strategic team building across multiple countries.

Karolina is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit.

Episode Outline and Highlights

[01:53] From Poland, the UK, Dubai, and the US - Carolina’s recruitment journey.

[07:27] The mindset that helped Karolina be successful in a short space of time.

[10:16] How to generate candidates by organizing events.

[13:39] The initial challenges of going solo and starting a recruitment business. 

[28:02] Relocating to Florida, relaunching their business, and overcoming a breaking point.

[37:23] How Karolina approached the market differently in the US.

[40:34] Key differentiators as a boutique company.

[46:30] Strategies for growing her team.

[51:59] Overcoming the recruiter paradox - how to identify potential members of your recruitment firm.

[57:35] What would Karolina have done differently when looking back at her career?

Overcoming a Breaking Point and the Challenges of Launching a Boutique Firm

Karolina excelled quickly in her first recruitment role in the UK with the NHS, which became a solid foundation for her when she launched Intercare Recruitment in Dubai. Like many recruiters who aspire to build their business, she faced initial struggles and challenges along the way.

Karolina faced significant challenges when launching her recruitment firm in Dubai. Although finding candidates was relatively easy due to her strong existing network, the complexities of navigating healthcare regulations and business development were major hurdles. Karolina and her husband had to secure clients from scratch. Their strategy involved relentless, in-person business development—visiting hospitals unannounced, persistently requesting meetings with HR directors and CEOs. Despite initial rejections, her research-driven approach, industry connections, and sheer determination eventually led to success, with her 13th hospital visit yielding their first major contract. However, cash flow management became another major struggle, as collecting payments from clients was a slow and challenging process. The legal system in the UAE made it difficult to enforce contracts, ultimately influencing her decision to explore opportunities outside the Middle East.

When she moved to the US, the true breaking point came in 2022 when, after years of working for others, Karolina could no longer ignore her entrepreneurial drive. She had gained the necessary industry knowledge and confidence, but stepping away from the security of a full-time job was a daunting decision, especially as a mother of two young children with a mortgage to maintain. Despite the fear and financial pressure, she knew she had relaunched Intercare. With the unwavering support of her husband, she leaped, marking the start of Intercare’s second chapter in the U.S.

Building Key Differentiators as a Boutique Firm

I wanted to focus on Intercare Recruitment's unique approach to providing the best solutions for its clients. Their service offering is retained and involves recruiting nurses internationally. 

“So what I call ourselves, we are kind of boutique companies, small, quality-focused, concierge type agencies. We really go beyond with our services. We really get on side with our clients.

Here are some of their differentiators:

International Nurse Recruitment Expertise – They have an extensive referral-based network in the Philippines and partnerships with nursing schools, allowing them to source top-tier talent efficiently.

Comprehensive Candidate Support – Unlike most agencies, they assist candidates beyond job placement, handling immigration, flights, onboarding, Social Security, and even driving licenses to ensure a smooth transition.

Nurse-Led Recruitment Team – Their recruiters are former nurses, which helps build trust with candidates and ensures a deeper understanding of the industry’s needs.

Retained, Upfront Payment Model – Instead of working on contingency, Intercare secures exclusive, retained contracts where clients pay upfront, covering immigration costs and reducing hiring risks.

Extended Guarantee Period – They offer a 12-month guarantee, which is longer than industry standards, ensuring clients have long-term confidence in their hires.

End-to-End Immigration Management – They fully integrate legal and immigration services into their process, partnering with immigration attorneys to handle all necessary paperwork.

What are your key differentiators as a recruitment firm? How do you stand out from the competition? The key to getting retained clients is to show a unique solution that solves your client’s problems that they can’t get anywhere else.

Overcoming the Recruiter’s Paradox - Finding the Right Member of Your Team

Karolina shared best practices in her approach to building her team. She has now expanded to 10 members - 5 in the US, 5 in the Philippines. This growth allowed her to grow her revenue from $5K/month to $300K/month in six months! 

What are her key techniques in finding great team members?

“I see people's motivation and ambition rather than skills. You can teach skills, but you cannot teach attitude.” Aside from doing a DISC assessment, they invest time in researching the candidate, from social media, LinkedIn, and conducting three to four steps interviews.

Once the team member gets hired, they focus on empowering and coaching them. Extensive training and tools for recruiters are provided while providing all the support needed for them to succeed. 

Karolina Willis Bio and Contact Info

Karolina Willis is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit.

Karolina launched Intercare Recruitment in 2011, bringing with her a wealth of knowledge and a passion for the healthcare sector. Her deep understanding of the industry's unique challenges and requirements has made her an invaluable asset to the team. She has a proven track record of successfully placing candidates in a wide range of roles, from nursing and allied health positions to senior medical and executive roles.

Karolina's approach to recruitment is characterized by her commitment to building strong, lasting relationships with both clients and candidates. She takes the time to understand the specific needs and aspirations of each party, providing personalized guidance and support throughout the recruitment process. Her meticulous attention to detail and her unwavering dedication to excellence have earned her a reputation for reliability and integrity in the industry.

In addition to her professional achievements, Karolina is known for her leadership and mentoring skills. She plays a key role in training and developing new consultants at Intercare Recruitment, sharing her expertise and fostering a collaborative and supportive work environment.

Karolina holds a Bachelor's degree in Human Resources Management and is a certified Professional in Human Resources (PHR). Outside of work, she is an advocate for mental health awareness and actively participates in community outreach programs aimed at improving healthcare services.

With her extensive experience, deep industry knowledge, and a passion for making a positive impact, Karolina Willis continues to be a driving force behind Intercare Recruitment's success in the competitive healthcare recruitment landscape. 

Married and mother of 2 daughters, 5 and 8 years old. Lives in Greenville, SC.

Karolina on LinkedIn

Intercare Recruitment website link

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Focus is a superpower every recruiter needs, especially in a harsh market with tough competition. How do you keep yourself organized and focused despite multiple expectations that you have to deliver to your clients, candidates, and if you are a business owner, to your team?

Jenny shares the Jenny Diaz Day Plan and how it helps her stay organized and focused every day. She also shares how basic daily tasks help her business navigate this tough market while navigating growth and expansion.

Jenny Diaz entered recruiting in 2015. In late 2021, she, Ryan, and another former colleague, James, founded Apex Recruitment Group, a firm that specializes in construction management recruitment throughout DC, Virginia, and the Carolinas. 

While Jenny has worked in various industries, she has focused on construction management for the last several years. Through her recruitment career, Jenny has had the opportunity to participate in relevant non-profits that make the tough days in recruitment easier. She is currently the Vice President of one such organization, Career Confidence.

Episode Outline and Highlights

[03:31] How Jenny got into recruiting from studying Hebrew, traveling, car washing, and working on a dude ranch.

[12:29] Discussion on “Jenny Diaz Day Plan.”

[17:25] Launching Apex Recruitment Group and overcoming initial hurdles.

[23:19] The added value of meeting people in person.

[27:39] What is it like being married to your business partner?

[30:09] Keys to getting her first million.

[33:10] Going through challenges and things they would have done differently.

[43:34] Jenny shares their growth plans.

[48:03] Zooming in on Apex’s business culture.

[54:37] Business development and client acquisition in a tough market.

Jenny’s Day Planning Process

Focus is the super power that recruiters need for sure. Successful business owners and recruiters have a daily hack on how to organize their to do’s and make the most of their days. Jenny is no different, and she gladly shared the “Jenny Diaz Day Plan.” 

“So I have this Microsoft Word doc… I print it out, I take a pencil because the day will change, and I write down whatever's on my Microsoft calendar. I have a list of follow-ups that I'm people I'm going to follow up with. That's usually like five to 30 people depending. I have my three main goals, I have my two jobs. I'm going to work that day if I get it. I have things I'm grateful for, that I've learned.”

To summarize her methodology, here are the takeaways:

Jenny meticulously plans each day using a printed Microsoft Word document with hourly blocks

She writes her plan in pencil to allow for adjustments throughout the day

Her day plan includes follow-ups, main goals, jobs to work, things she's grateful for, and long-term goals

Writing plans physically rather than digitally creates a stronger commitment

The planning process helps combat distractions and provides focus

Jenny maintains this day-planning routine for approximately 90% of her workdays

Do you have a similar approach to being focused and organized?

Going Through Setbacks and Valuable Lessons Learned

Like all business owners, Jenny and his team have had a few setbacks that can be considered teachable moments. 2023 was a challenging year for them as they expanded too quickly into new geographies while the market was getting softer. They also hired four additional people, which created financial pressure and eventually forced them to scale back after the overexpansion.

Jenny shared critical learnings and adjustments they had to take to avoid reoccurrence. They learned the importance of tracking KPIs over different time periods (weekly, monthly, quarterly).

“So one thing I have done this year, just with the team member I'm working with, and he probably hates it, but I'm telling him, listen, every week you're going to fill out this form and you know it's more than just KPIs.”

They also used color-coding systems to track performance patterns.

“This is what we're doing. Are they green, yellow, or red? I actually have them. I have them, Mark, green, yellow, or red? And you know, if last week was all red, but you're trailing six months are green. Like, let's get back at it if it's all red for six months. Well, this is a story, right?”

Lastly, Jenny appreciates how partnership was crucial during tough times as partners talked each other ‘off the ledge’.

“But I think the partnership was really helpful in that because we could look around and say, no, get back. Like, come back. Like, we've all been there. You're gonna get over it. You're gonna have a great month soon. I don't know when it is, but like just get back at it.”

Business Development and Client Acquisition Tactics in a Tough Market

I also enjoyed the part of our interview where Jenny emphasized the importance of getting back to the basics on business development in a tough market.

“But it's, it's the basics. I think we are still big on cold calls. We do business development calls that are cold. We try to do a little bit. I try to do a little bit on LinkedIn or a lot, as much as I can.”

Their business development tactics include:

Cold calls - the team targets 50 meaningful connections per week.

LinkedIn Engagement

Database management.

Jenny Diaz Bio and Contact Info

Jenny has partnered with firms of all sizes to successfully recruit entry-level professionals to C-level executives. Since 2017, she has focused on engaging construction management talent in the Mid-Atlantic and Southeast. She stumbled into recruitment through seemingly unrelated experiences that began with working and studying in Russia and Israel and then ended on a dude ranch outside of Yellowstone. She has learned that the people you meet along the way are anything but chance encounters.

Jenny on LinkedIn

Apex Recruitment Group website link

People and Resources Mentioned

Guerrilla Marketing for Job Hunters 3.0 by David Perry

Connect with Mark Whitby

Get your FREE 30-minute strategy call

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Mark on Twitter: @MarkWhitby

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Mark on Instagram: @RecruitmentCoach

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Dandan Zhu and Grace Marlin, co-founders of DG Recruitment, share tactical insights to help recruiters achieve top biller status in today's competitive landscape. 

Their rec-to-rec agency has given them unique visibility into what separates elite performers from the rest.

"To succeed in sales, you need to understand that everyone is extremely focused on their own needs," explains Dandan. "And hiring managers' primary need is that they suffer when it comes to hiring."

This episode dives into three game-changing strategies: maintaining robust client pipelines beyond just a few accounts, making strategic relationship investments with measurable long-term ROI, and perfecting the MPC approach to immediately capture hiring managers' attention.

With Dandan’s background as a top-performing recruiter who achieved financial independence by 28 and Grace's 6.5 years helping launch and elevate recruitment careers, they offer a powerful perspective on building sustainable success in agency recruitment.

Episode Outline and Highlights

[01:28] How Dandan and Grace started working together.

[04:00] Insights on what is currently happening in the recruitment space.

[06:40] What do top billers do consistently?

[15:06] The ROI of thinking big and going the extra mile.

[20:37] The concept of the “Golden Loop.”

[27:26] What an MPC strategy blueprint should look like.

[33:30] The value of adapting to rapid changes in market and technology.

[37:22] How to learn more from Dandan and Grace’s online platforms.

Top Billers Never Stop Building Client Pipelines

While many recruiters became comfortable with just a few accounts during good times, Dandan Zhu observes these recruiters were "scrambling" when markets changed. To maintain a robust pipeline, top billers consistently build relationships through webinars, panels, and content creation.

Dandan questions why more recruiters don't implement proven strategies: "Go out and set up a webinar for your network, for your niche. Go and set up a panel and invite your clients to be part of that as a BD tool." He notes that "all the playbook is there" but few recruiters convert theory into practice.

Grace adds that success comes from "who is willing to go one to two steps deeper than everyone else" with investments that might take "six to eight months to really start getting there." These consistent efforts ensure you'll never be left claiming "nobody's paying fees" during downturns while competitors continue closing deals.

The Long-Term ROI of Strategic Relationship Investment

DG Recruitment hosts rooftop events and specialized gatherings like pottery painting sessions targeted to client demographics. Though measuring immediate return is challenging, Grace notes these investments create "much higher odds of placing candidates" and develop "closer relationships with more trust."

"That year I met that person, two years later, that became a placement." Dandan explains their events were specifically designed for their target audience - "middle-aged women with kids in the Jersey pharma belt" for pottery painting, and New York recruiters for rooftop gatherings.

These strategic relationship investments help recruiters stand out in an industry with reputation challenges. Grace observes it's "very easy to do better" than competitors by "just doing a couple things differently." While others focus on transactions, this approach builds a foundation of trust leading to higher placement odds, client loyalty, and valuable referrals.

MPC Strategy: Skip the Intro and Sell Your Talent

Most recruiters waste time on company introductions when contacting hiring managers. Dandan recommends a more effective approach: "Sell the NPC right away. Boom, boom." This direct method recognizes that hiring managers prioritize solving their problems over hearing about your firm.

Hiring managers focus primarily on addressing their own challenges. A refined approach that immediately demonstrates candidate value shows respect for their time while positioning you as a solutions provider. Dandan emphasizes creating compelling candidate profiles with a confident, engaging tone instead of a nervous or disinterested delivery.

In today's competitive landscape, the first few seconds determine client engagement. Leading with immediate value helps bypass typical screening filters, significantly increasing your chances of meaningful engagement and placement success.

Related Podcast You Might Enjoy

TRR #110 - Why Top Billers Don’t Want to Join Your Recruitment Agency

Dandan Zhu Bio and Contact Info

Dandan Zhu launched her agency recruitment career at the age of 23, quickly excelling as a full-desk headhunter specializing in a technical niche and eventually executive search for the pharmaceutical and life sciences industry. 

Through high commissions, obsessive saving, and aggressive investing, a method she calls “The Millionaire Trifecta”, Dandan achieved financial independence by 28, transitioning into full-time entrepreneurship.

She is the founder of DG Recruit (est. 2018), a leading R2R (recruiter-to-recruiter) firm serving top billers and recruitment agencies, and Agency Recruitment Academy (est. 2024), where she provides training and guidance to senior producers and recruitment leaders.

Dandan is also the author of Agency Recruitment 101, a comprehensive guide offering insights into the recruitment business model, commission structures, and industry best practices. She hosts the DG Recruit Podcast featuring top voices in the recruitment industry and showcasing top sales and recruitment strategies and tactics.

An active speaker and trainer, Dandan collaborates with go-getters and leaders in the recruitment industry to elevate their skills and results. Her mission is to share the knowledge she gained as a headhunter, sales leader, and entrepreneur, empowering others to achieve financial, career, and life success.

Dandan on LinkedIn

Dandan on Instagram

Dandan on Twitter @dandanzhudg

Grace Marlin Bio and Contact Info

Grace has been servicing the agency recruitment industry for the past 6.5 years as the Co-Founder of DG Recruit, a US-based agency-to-agency rec2rec firm.

Throughout Grace's time in the industry, she has helped launch, elevate, and track the careers of top performing recruitment and staffing sales professionals which has provided her a keen vantage point to understand what it takes to be a successful agency recruitment professional. She is passionate about the unique earning potential and autonomy that comes from a successful career in the industry, so she solely focuses on the agency side, NOT HR/internal recruiting/TA roles.

Grace routinely shares industry-related content on LinkedIn and is a champion for leveraging social media marketing as a cornerstone of your recruitment practice since it's still an underutilized tool for current and aspiring top billers.

In addition to her work at DG Recruit, she co-founded Recruiter Prep which offers an "Intro to Agency Recruitment Course" that teaches aspiring agency recruiters everything they know to break into the industry with the highest probability of having a successful first year.

Grace on LinkedIn

DG Recruit website link

DG Recruit Podcast link 

DG Recruit on Facebook

DG Recruit on YouTube

People and Resources Mentioned

Influence: The Psychology of Persuasion by Robert B. Cialdini

Connect with Mark Whitby

Get your FREE 30-minute strategy call

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Mark on Twitter: @MarkWhitby

Mark on Facebook

Mark on Instagram: @RecruitmentCoach

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Imagine building a recruitment firm where every placement creates an actual positive impact. That’s exactly what Leo Hewett did with Core3 — and this is how he made it happen.

After over a decade of experience working for large corporates up to Director level, Leo decided to take the plunge and launch his own ethical recruitment business, Core3 -specialising in Finance & Accounting talent. 

Alongside their B Corp certification, Core3 are proud to have won multiple awards since launching in 2022, including REC's 'Start up of the year' (2023), and Business Leader's 'Business of the Year' (2024).

Episode Outline and Highlights

• [03:23] The story on how Leo’s mom inspired him to give back to the community through recruitment.

• [08:43] What inspired Leo to launch Core3?

• [15:30] A purpose-driven recruitment firm: how Leo set up their organization differently.

• [28:33] How making a difference can easily attract talents.

• [30:39] Highlights and challenges in Core3’s growth journey.

• [34:59] Strategies on reactivating past clients.

• [37:15] ROI from building a personal brand on LinkedIn.

• [40:41] The practicality of following through with a voice note after a LinkedIn connection or engagement.

• [43:10] Developing an inner-circle community to add value.

• [51:50] Bringing in experienced hires in your team.

• [57:15] Overcoming two setbacks when scaling: Culture & Cashflow.

• [1:05:31] Most meaningful metrics Leo and his team focus on.

Building a Purpose-Driven Recruitment Firm

Leo reached director level at Robert Half and was detached from billing for years. During the COVID-19 pandemic, he led his team on hands-on recruitment and rediscovered that he still enjoys doing it. With an unexpected inheritance, he built a financial buffer which helped him establish Core3. He established his business in a way that is very much different from most recruiting firms: by being B-Corp Certified!

B-Corp certification acts as a "fair trade" equivalent for businesses, signaling that Core3 is committed to high ethical standards and strong ESG (Environmental, Social, and Governance) credentials. Core3’s decision to pursue B-Corp certification was driven by a desire to embed impact into the business model and stay accountable to ethical standards. The certification also enhanced its attractiveness to stakeholders who value purpose-driven businesses.

“The values are more than words written on a wall and people love the culture and work I'm working here. But it's, it's different because you can feel it every single day. Because we've given 3% of revenue to these three good causes that we support. Every consultant feels it with every placement. The client, after every placement, gets a menu of which charity they would like to choose where that 3% of this placement will go,” explained Leo.

Another way that Core3 engages with its community is by building inner-circle groups.

Adding Value Through Inner-Circle Groups

Leo and his team have strategically built value-driven communities to foster meaningful conversations among finance professionals. The approach began with the Conscious Finance podcast, which explored finance’s role in meaningful change. As the podcast gained traction, clients expressed interest in deeper discussions, leading to the creation of roundtable events. These roundtables bring like-minded professionals together to discuss shared challenges in an open, collaborative environment. There are challenges in hosting events for these inner circles, such as resource, time, and event costs. However, Leo shared the benefits in adding value to your niche community by developing these inner circles:

• Stronger Client Relationships – Moves Core3 beyond transactional interactions, making them a trusted partner rather than just another recruiter.

• Enhanced Brand Authority – Hosting and facilitating discussions positions Core3 as thought leaders within the industry.

• Exclusive Networking Opportunities – Clients benefit from valuable peer discussions and insights, making them more likely to stay engaged with Core3.

• Self-Sustaining Communities – With ongoing engagement via messaging platforms, these groups create lasting professional connections beyond Core3’s direct involvement.

• Business Growth & Differentiation – Unlike traditional recruiters focused solely on job placements, Core3 creates a deeper, more meaningful engagement model that attracts both talent and businesses.

By fostering these high-value, non-sales-driven communities, Core3 successfully differentiates itself from competitors and creates lasting relationships with finance professionals.

The Challenges of Scaling Your Business

Another topic that I can relate to is how Leo dealt with two main challenges when scaling his business. He shared the two main areas where he struggled: culture and cash flow.

For culture, defining and embedding a strong culture was difficult in the early stages. Lack of clear values and behavioral expectations made it hard to create a positive and cohesive environment. To overcome it, Leo did the following:

• Setting Clear Standards from the Start

• Involving the Team in Defining Culture

• Hiring the Right People

In terms of cash flow, Leo’s corporate background did not give him solid exposure in managing cash-flow directly. Although his business was thriving in its first year, the geopolitical situation in Ukraine and Russia affected his business, leading to a 6-month loss-making.

To overcome this, Leo implemented action points such as:

• Increased Accountability and Visibility: The team collectively committed to improving processes, tracking performance, and holding each other accountable.

• Shift from Inputs to Outputs: Rather than focusing on meaningless KPIs (e.g., "how many calls did you make today?"), they focused on more meaningful metrics like conversion ratios and actual results.

• Implemented OKRs (Objectives and Key Results): This allowed the team to focus on high-impact goals and measurable outcomes, rather than just activity.

• Strengthened Team Collaboration: The team took ownership of the problem and worked collectively to improve performance and cash flow.

Core3 survived the six-month loss-making period without losing a single team member.

Leo Hewett Bio and Contact Info

After over a decade of experience working for large corporates up to Director level, Leo decided to take the plunge and launch his own ethical recruitment business, Core3 -specialising in Finance & Accounting talent. 

He believes that business has a bigger role to play in society than just making a profit. Being future-conscious and aware of how our actions affect people and the planet is more important now than it ever has been. 

This is why Core3's purpose is to pioneer the ‘Conscious Recruitment’ mindset; putting people, planet and progress first. Pledging 3% of sales to their local community and the environment. 

Alongside their B Corp certification, Core3 are proud to have won multiple awards since launching in 2022, including REC's 'Start up of the year' (2023), and Business Leader's 'Business of the Year' (2024).

• Leo on LinkedIn

• Core3 website link

• The Conscious Finance Podcast links

• Core3 on Facebook

• Core3 on Instagram

• Core3 on X

• Core3 on YouTube

People and Resources Mentioned

• Start With Why by Simon Sinek

• 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

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What if your next training session became the highlight of your recruiters' week rather than just another calendar obligation? We explore how innovative recruitment leaders transform traditional onboarding into engaging experiences that drive performance and retention.

In this episode, a tenured recruiter and recruitment business owner shares his experience in training hundreds of recruiters in this career. For David, “training and developing people is fun!”

David Bloxham is the CEO of GCS Recruitment. With over 30 years of experience, David is passionate about connecting innovative technology companies with the expert talent they need to drive their businesses forward. 

In 2017, he led a successful management buyout (MBO) with nGAGE Talent, further solidifying his leadership in the industry. Under his guidance, GCS Recruitment has expanded globally with a team of 100 consultants and 7 offices including London, Reading, Amsterdam, Berlin, Dublin, Orlando and Philadelphia.

Episode Outline and Highlights

• [02:12] How did David get started in recruiting?

• [04:30] Has productivity in recruitment remaining relatively constant over time?

• [13:08] Effective and efficient team structure to increase productivity.

• [20:23] Hiring and developing hundreds of people over the years, what key training elements David wishes to share?

• [36:05] David and his team use tools and technology for reports and gamifying objectives.

• [40:27] Core focus of recruiters despite technological advances: telephone first and networking.

• [49:31] Discussion on David’s Management Buyout (MBO) experience and learnings.

• [56:53] Should your recruitment firm get an investment from a Private Equity?

Training and Developing People is Fun!

David started in the recruiting industry in 1996, and both of us agree that training back then was almost as simple as “here is a phonebook, and a phone, start calling.” We both understand the value of effective training as a key ingredient to successful recruiting results. 

Having hired and developed hundreds of recruiters over the years, what is David’s approach to training, especially in this age where technology can overwhelm the human factor of a new recruiter? For David, it is about going back to basics and focusing on what a recruiter really does. Phone first, and building a network. He utilizes existing technology and tech stack, especially when monitoring and gamifying performance as part of training and development. Most importantly, his mindset says a lot about his success, “Training and developing people is fun!”

Below are some of the takeaways he shared on this topic:

• Passion for Teaching – He genuinely enjoys training people, seeing them "get it," and watching their progress. His enthusiasm makes training engaging and impactful.

• Gamification and Fun—He introduces friendly competitions, small challenges (like mentioning random topics in calls), and a team environment that keeps training lively and engaging.

• Hands-On Learning – He believes in learning by doing, allowing trainees to make calls early, experience rejection, and develop resilience.

• Focus on Fundamentals – Despite industry changes, he emphasizes that the core of recruitment remains the same: connecting clients and candidates.

• Creating a Supportive Environment – He fosters a collaborative setting where trainees can share wins, struggles, and experiences.

• Emphasizing Resilience – He prepares recruiters for the challenges of the job, especially handling rejection and navigating modern recruitment complexities.

• Adapting Training to Modern Challenges – He acknowledges changes in recruitment (e.g., difficulty reaching candidates, compliance hurdles) and tailors training to address these new realities.

What Does a Recruiter Do?

Despite technological advances in AI, David strongly believes that focusing on the human factor by understanding what a recruiter does is still the key success factor in this field. He believes that two things are essential:

• Telephone First

• Building a Network

Regardless of what AI or other tools can do to improve your recruitment process, it is still a recruiter’s human factor of connecting with candidates and clients that drives the decision of whether you will win the business or not. As he puts it,  “And, and that's really where I kind of come to with, with what does a recruiter do? What a recruiter does is it has the human interaction, the human touch, right? And if we can really get that into the heads of recruiters, this is where your value is. This is what you do, right? You meet people, you talk to people, you network, you find out things.”

Indeed, recruiters who rely too much on automation risk becoming replaceable. But those who master the human side of the business—building relationships, influencing decisions, and adding personal value—will always be in demand.

Learnings from an MBO (Management Buyout)

As one of the first employees at GCS, David was deeply invested in the company’s growth. When it reached an eight-figure valuation, the decision was made to exit certain owners and transition leadership. Since David didn’t have the capital to buy out the founder, they sought backing from nGAGE, an investment company that specializes in recruitment businesses. The process involved intense due diligence, financial scrutiny, and planning to make GCS an attractive investment.

David's learnings also apply to recruitment business owners who plan to exit and sell their business through acquisition. You may be interested in the following topics that David elaborated on:

1. Know Your Numbers

2. Focus on Profitability & Efficiency

3. Investors Want Focus & Justification

4. Culture & Brand Matter

5. The Shift from Employee to Shareholder

David Bloxham Bio and Contact Info

David Bloxham is a seasoned recruitment professional and the CEO of GCS Recruitment. With over 30 years of experience, David has a passion for connecting innovative technology companies with the expert talent they need to drive their businesses forward. In 2017, he led a successful management buyout (MBO) with nGAGE Talent, further solidifying his leadership in the industry. Under his guidance, GCS Recruitment has grown significantly on a global scale, helping clients to "Employ the Future to Create it." David's expertise in the recruitment industry and his dedication to fostering strong client relationships have made him a respected figure in the field.

• David on LinkedIn

• GCS Tech Talent website link

• GCS Connect Leaders podcast

• nGAGE talent website link

People and Resources Mentioned

• LinkedIn Recruiter

• Lusha

• Crunchbase

• Daxtra

• PowerBI

• 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.

The journey from top-performing recruiter to successful business leader requires a significant mindset shift. Melanie DeBeer, Director of Full Circle Selection shares how she built a thriving recruitment business that doesn't rely solely on her personal billings. With over 25 years in the industry, Melanie reveals the pivotal moment when she realized that to scale her business, she needed to step back from day-to-day operations and empower her team.

"The challenge for me was letting go," Melanie admits. "I love every component of recruitment. But I had to make a decision. I can't juggle all of these balls and my business is not going to grow and upscale if I'm doing everything myself."

This candid conversation explores how Melanie transitioned from being fully immersed in the business to working strategically on it, creating a recruitment firm that continues to thrive even when she's not directly involved in every aspect of operations.

Episode Outline and Highlights

• [02:16] How Mark and Melanie go way back in the coaching field, and how she got into the recruitment space.

• [09:49] Going back to basics and avoiding shortcuts: Highlight of Melanie’s career before starting her own business.

• [14:55] How leadership and structure contributed to Melanie’s success factors as a recruiter.

• [22:31] Discussion on the most impactful metrics to look at.

• [26:53] Why you should not be afraid to increase your average fee percentage.

• [31:34] Melanie’s journey of starting her recruitment business.

• [39:25] The milestones of growing the team and how Melanie overcame the biggest challenges.

• [47:32] Transitioning to a mindset of working on the business instead of ‘in the business.’

• [57:54] Approach and best practices to onboard the right people.

The Importance of Going Back to Basics

Before launching her recruitment business, Melanie was an achieving recruiter. Her 25 years of recruitment experience is a colourful collage of peak performance and highlights, and she is very much willing to share her early influences and success factors. 

One mindset that resonates with me is how she values the importance of returning to basics. Going back to basics is crucial for Melanie because it helps her avoid the pitfalls of taking shortcuts, which can negatively impact the quality of her work. Even as an experienced recruiter, she acknowledges that revisiting fundamental principles—such as thoroughly qualifying candidates and job specs—leads to greater success. She ensures a more strategic and sustainable path forward by stepping back, reassessing, and refining her approach, reinforcing the importance of “quality over quantity.”

Melanie also emphasized the following factors that contributed to her success as a recruiter:

• Continuous Learning & Training

• Strong Leadership & Guidance

• Leveraging Strengths

• Structured & Strategic Approach

• Face-to-Face Client Engagement

• Working Smarter, Not Harder 

Focusing on the Most Impactful Metrics and KPIs 

In running your recruitment business, what metrics do you prioritize? Melanie shared the most impactful metrics that they focus on. Below are the takeaways:

• Qualified Specs & Candidate Quality—Before submission, she assesses the qualifications of job specs and candidates, ensuring higher placement success.

• Referrals to Placements Ratio – She tracks how many candidate referrals (submissions) lead to placements, optimizing the process to improve efficiency.

• Number of Placements Per Month – This metric helps monitor overall productivity and revenue generation.

• Placement Fees & Average Placement Value—She focuses on increasing placement fees to ensure higher earnings per deal instead of simply increasing volume. 

• CVs Sent to Referrals Ratio – Tracking how many CVs are needed to secure a referral (candidate submission) helps refine sourcing and qualification strategies.

• Interview Conversion Rate (Referrals to Interviews) – She evaluates how many referred candidates secure interviews, ensuring quality over quantity in submissions.

We also covered why you should not be afraid of increasing your average fee percentage. When done right, doing so will bring advantages and a better perception of your clients.

Working on the Business versus Working In the Business

You'll also enjoy hearing how Melanie has successfully made the shift from being fully in the business to working strategically on the business. This means she's building a business that is not overly reliant on her billings and doesn't require her micro-managing in every little area for things to get done. It was difficult for her at first, because she loves what she does, and even when building a team, there is this tendency for her to get involved in everything. 

What helped her reframe her mindset is by trusting to what her team is capable of. Melanie said, “We talk about teamwork, makes the dream work. So I think there's also that element where I know that I can leave it in their hands. I know that they're going to deliver and they're competent. So again, they've got the skill, they've got the will and I know I can leave it in their hands. We've spoken about what they want to achieve. We know their long-term goals fit in with my long-term goals and they've got the skill. So I could step back a bit more.’

This resulted in Malanie having more breathing space and time to think of more strategies in running their business.

Melanie De Beer Bio and Contact Info 

Melanie Donnelly is an experienced recruitment specialist and Talent Acquisition Coordinator with over 25 years in the finance and engineering sectors. Leading Fullcircle Selection, Melanie excels in aligning top talent with companies' needs, particularly in South Africa. Her client-focused approach and expertise in staff retention and recruitment process improvement have helped her build trusted partnerships and exclusive collaborations. With a strong foundation in sales and client relationship management, Melanie continues to drive impactful hiring outcomes and enhance workforce quality across industries.

• Melanie on LinkedIn

• Fullcircle Selection website link

People and Resources Mentioned

• Dan Martell - Buy Back Your Time 

• 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.

Would you be apprehensive about adding a recruitment bot in your hiring process at the risk of losing the ‘human’ factor? Our special guest, Betsy Robinson, explains how they utilize AI trends and other tech stacks to enhance their client and candidate experience.

Betsy Robinson is the Founder & CEO of Tier4 Group, a woman-owned, diversity-certified talent acquisition firm headquartered in Atlanta. 

The company specializes in connecting exceptional talent with top-tier employers for technology and executive roles, combining advanced recruitment automation with a personalized approach. 

Under her leadership, Tier4 Group has achieved remarkable recognition, including six consecutive years on the Inc. 5000 list of fastest-growing companies (2019-2024) and five appearances on the Atlanta Pacesetters list.

Episode Outline and Highlights

• [03:03] Recruiting out of college - beginning of Betsy’s 20-year recruitment journey.

• [07:05] How she ventured out alone - discussing high points and challenges.

• [18:31] Fostering a culture of feedback and how it elevates the quality of output.

• [24:19] Incorporating recruitment automation, technology, and AI.

• [33:35] Would you include a digital recruiter in hiring your process?

• [41:15] Betsy reveals their tech stack and AI trends.

• [47:28] The value of using note-taking AI tools.

• [51:52] Creating a culture of strong team collaboration.

Incorporating a Digital Recruiter in the Hiring Process

Would you consider incorporating a recruitment ‘bot’ in your hiring process? A lot of recruitment business owners might be apprehensive about doing so, as it poses the risk of diminishing the ‘human touch’ in the process. 

On the other hand, Betsy's team is leveraging a "digital employee," specifically a digital recruiter, to enhance their hiring process. This AI-powered recruiter can call and chat with candidates, helping to screen large volumes of applicants more efficiently while maintaining a personalized experience. Unlike traditional chatbots or automated emails, this digital recruiter has a live voice and engages in real conversations, making it feel more human-like.

Some of the outlined advantages of this investment include:

• Speed & Efficiency – The digital recruiter can process large volumes of candidates quickly, helping the team sift through hundreds of applicants without delays.

• Candidate Engagement – One of the biggest complaints in recruitment is ghosting—candidates never hearing back from employers. A digital recruiter ensures consistent communication, so candidates stay informed.

• 24/7 Availability – Unlike human recruiters who work business hours, the digital employee can operate around the clock, allowing candidates to engage at their convenience—whether during a lunch break or late at night.

Tech Stack and AI Trends

Betsy and I also talked about the tech stacks they are using and the recent trends in technology that recruiters can use to either improve and simplify their processes, improve candidate and client engagement, and manage performance and KPIs for their employees.

We have listed below some tools that you may already be familiar with or others you might consider exploring: 

Applicant Tracking & CRM Systems

• Loxo – Legacy ATS/CRM system 

• Tracker – New ATS & CRM for front/middle office operations with better API integrations

AI-Powered Communication Tools

• CloudCall – AI-driven text and voice communication for candidate and client interactions.

• Digital Recruiters (AI Recruiters) – AI-powered virtual recruiters that conduct initial screenings via calls and chats.

Note-Takers & Meeting Assistants

• Otter.ai – AI-powered transcription and meeting summarization.

• Fathom – AI note-taking with advanced meeting insights.

• Fireflies – AI transcription, summarization, and team collaboration.

• Copilot (Microsoft) – AI assistant for Teams meetings and documentation.

• Quill – AI-driven note-taking tool specifically for recruiters.

• Gong – AI-powered call analysis and coaching for sales and recruiter conversations.

AI-Driven Data Management & Automation

• VMS Integrations – Automates job order creation and updates within the ATS.

• AI-Powered Contact Management – Automatically updates candidate and client contact information.

AI for Remote Team Collaboration & Coaching

• AI Call Coaching (via GPT or Gong) – Analyzes recruiter and sales calls for performance improvement.

• Remarkable (Digital Notepad) – Converts handwritten notes to digital format for easy CRM integration.

These tools collectively enhance efficiency, automation, and candidate engagement in recruitment businesses.

Creating a Culture of Strong Team Collaboration

Despite being tech-heavy, Betsy and her team still invest in ensuring that their connection and culture as a team is as collaborative as can be. With a team of 30, mostly working remotely, seamless collaboration and teamwork are essential.

This is how she summarizes their collaboration:  “We, I will say, first of all, we welcome all ideas. It doesn't matter if you are someone who's been on our team for one week or someone who's been on our team for one year or you've been our first employee who's been here 10 years. Everybody brings unique at different perspective perspectives. And I would say we are much more collaborative in our decision-making.”

She also added the value of transparency: “We also communicate to the best of our ability the why behind a lot of our decisions that we're making.”

Lastly, she emphasized the value of accountability: “So we're also working on a culture of, you know, pure accountability.”

The key factors are critical in Betsy’s successful culture-building. Do you have similar values in terms of your business culture?

Betsy Robinson Bio and Contact Info

Betsy Robinson is the Founder & CEO of Tier4 Group. Headquartered in Atlanta, Tier4 Group is a woman-owned and diversity-certified talent acquisition firm specializing in connecting exceptional talent with top-tier employers seeking to fill technology and executive roles. By combining advanced recruitment automation with a personalized approach, Tier4 strives to identify the best fit for both the customer and the candidate.

Tier4 Group has been recognized for six consecutive years (2019-2024) as one of the fastest-growing companies in the nation on the prestigious Inc. 5000 list, as well as being named for a 5th time in 2024 to the Atlanta Pacesetters list of the fastest growing privately-held companies in GA. Additionally, the company is a four-time Bulldog 100 Honoree. The Bulldog 100 recognizes the 100 fastest-growing businesses owned or operated by UGA Alumni. 

Betsy was named LGBTQ Businessperson of the Year in Georgia in 2023 and recognized to the inaugural Inc Magazine 30 Under 30-ish list in 2023. She was also named to the Atlanta Business Chronicle’s 40 Under 40 Class of 2019. Betsy holds a B.B.A. from the University of Georgia’s Terry College of Business. She is an active volunteer with Women in Technology (WIT), currently serving on the Board of Directors. Betsy has also served on the Board of Directors for the Technology Association of Georgia’s Diversity & Inclusion Society, as well as the Business Advisory Board for ITT Technical Institute. 

Outside of work, Betsy is active in outreach within the community as a volunteer supporting several non-profits. Her most important jobs are as a wife and mom. On weekends, you can find her cheering on her son on the soccer field, boating on the lake, or cheering loudly in the stands for the Atlanta sports team as well as the Georgia Bulldogs.

• Betsy on LinkedIn

• Tier4 Group website link

• Retained Executive Search (a division of Tier4) website link

• WIT (Women in Technology) website link

• 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.