The Resilient Recruiter

As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting.

 

In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation.

 

Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial & Professional Services sectors. 

 

Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+. 

 

He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.

 

Episode Outline and Highlights

 

• [02:06] How Mike got into recruiting and why he could adapt quickly.
• [06:21] Building high-performing teams: leading a £3M team of 5 consultants.
• [15:40] Overcoming the lows - why Mike at one point hated recruitment.
• [20:10] Specific best practices on how to format a great CV.
• [27:05] Effective approach to developing other top billers.
• [31:02] Mike shares his business model and placement niche.
• [37:46] What is a recruitment leader’s greatest achievement?
• [41:01] Why sometimes under-projecting works.
• [44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers.
• [48:40] Redesigning back office operations to provide innovative solutions.
• [53:59] The five steps in mapping out your recruitment process.

 

Key Ingredients to Build High-Performing Teams

A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors:

 

• Trust: Establishing mutual trust between you and your team is fundamental. This foundation allows team members to feel secure and perform at their best.
• Clear Expectations: Be very clear with the expectations for each task. Clearly communicate what is the minimum required performance, ensuring there’s no ambiguity.
• Tailored Management: Every team member is unique, and you need to manage them according to their individual strengths and personalities, not a one-size-fits-all approach.
• Empowerment and Autonomy: Give your team the space to work independently, stepping back when they meet or exceed expectations. Encourage entrepreneurial spirit and avoid micromanaging.
• Skill Development: Focus on developing your team from trainees or junior staff into experts. Break down complex concepts into simpler terms to make learning approachable.
• Team Diversity in Skills: Build a team where each member brings a unique skill set to the table, so they complement each other. This helps tackle any challenge effectively.
• Learning from Mistakes: Mike highlights that making mistakes is part of the growth process. Learning from errors is crucial to long-term success in leading teams.

 

Effective Approach to Developing Top Billers

 

For Mike, his getting big billings is not the best achievement, but rather, when his team members are starting to bill like him:  “The best achievement was actually when, you know, some of my other team members were also starting to get to those numbers as well.”

 

An effective billing manager does not always translate into a good mentor or sales coach. So, what steps should you take if you want to develop your team members to be like you and bill significantly? Mike emphasized the importance of clarity and respect.

 

“And it's pretty much the way I parent my children as well, so it's no different. So, yeah, that's kind of been the cornerstone. It's just treat people with respect, be very clear with them, be very honest, and take the pressure off them when they're.”

 

Scottish recruiters tend to use football analogies a lot, so I am sure you will enjoy how Mike described his approach to team development as the same way football coaches approach their teams.

 

The Power of Delegation

 

It is not easy to guide a team of big billers while you yourself need to ensure you are producing—that is why many billing managers find it challenging to maintain consistent team performance.

 

Mike shared his secret: delegation.

 

He uses delegation thoughtfully and strategically. Here’s how he approaches it:

 

Delegate for Development: Mike views delegation as providing team members with learning experiences. He emphasizes that delegation is a win-win because it allows others to gain experience while easing their workload.

 

Match Tasks to Strengths: Mike assigns tasks based on his team members' strengths and preferences when delegating. He selects the right person for each job, ensuring that the task aligns with the individual's skills and mindset. For example, he delegates a report task to someone who enjoys working with spreadsheets, not to the more social team members.

 

Motivation: He incorporates positive reinforcement by motivating the team members when delegating. This boosts their confidence and makes them feel valued and capable.

 

Clear Expectations: Mike is very clear about his expectations when delegating, especially regarding deadlines. He sets the task, communicates the deadline, and ensures the person knows exactly what is required.

 

This approach ensures that delegation is effective, motivational, and aligned with the strengths and capacities of his team members.

 

Mike Stirton Bio and Contact Info

Mike is a seasoned recruitment leader who has led high-performing teams within the Financial & Professional Services sectors in Scotland. Mike has excelled in producing some of the best and high-performing recruiters within his sector whilst at the same time running a personal desk of £1m+. He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.

 

• Mike on LinkedIn
• BE IT website link

 

People and Resources Mentioned

• Bullhorn

 

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

 

How does a recruiter go from new to market to Champions Club in just two years? For Alec Borlin, the answer lies in the power of disciplined planning and relentless consistency.

 

Alec is a CPA turned recruiter. He started with one of the world’s largest recruiting & staffing companies, where he did extremely well before starting his own firm BGC Search in 2022. 

 

He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area. 

 

Alec recently launched The Recruiter’s CPA which provides bookkeeping and tax services for recruiting and staffing companies.

 

In this episode, you will hear how Alec structures his day with daily habits and strategies that result in consistent billings. He also shared the concept of having an ideas bank, how to utilize AI when enhancing content, and why LinkedIn is still his trusted platform for lead generation.

 

Episode Outline and Highlights

• [01:00] How Alec got into recruiting.
• [05:36] Early successes in agency recruiting.
• [09:58] Discipline and daily actions for success.
• [16:42] Launching BGC search - Alex walked us through what motivated him to launch.
• [21:19] How Alec achieved $100k revenue in Q1 from inbound leads alone via LinkedIn.
• [27:49] Trusting LinkedIn as a relevant platform to get results.
• [34:05] Consistent posting by having an ideas bank and how to enhance your content with AI.
• [39:11] Alec discusses Recruiter CPA  and how it helps staffing and recruiting firms in accounting.
• [44:10] The challenges of being a solo recruitment business owner in terms of tasks and time management.
• [48:38] What is next for Alec and his team?

 

Planning and Strategies That Set Alec Apart

In his second full year as a recruiter, Alec became part of the “Champions Club” for two consecutive years despite being new to the market. What sets him apart is his work ethic which includes consistency in planning. Alec sets himself apart by maintaining a consistent and disciplined approach to daily activities. His early career success was rooted in structured habits, such as waking up early, exercising, planning his day the night before, and following a rigorous schedule that included conducting at least 10 interviews and 3 client meetings per week.

 

Here are the key takeaways from Alec's approach as a successful recruiter:

 

• Consistent daily routine: Early mornings, exercising, and being in the office by 7 AM helped set a productive tone for the day.
• Proactive planning: End-of-day planning allowed Alec to focus on specific goals for the next day, ensuring efficiency.
• Structured activity targets: Conducted at least 10 interviews and 3 weekly client meetings, keeping himself accountable to those numbers.
• Learning from high performers: Alec absorbed successful habits early in his career by observing and emulating top billers.
• Breaking tasks into manageable steps: Rather than being overwhelmed by big goals, he breaks them into smaller tasks, which keeps him focused and motivated.
• Prioritization and time-blocking: He allocates specific time slots for high-priority activities, ensuring he tackles important tasks first.
• Using productivity tools: Leveraging tools like Asana and calendars to track tasks, organize workflows, and stay on top of both personal and professional goals.
• Accountability and follow-through: Alec holds himself to a high standard, consistently executing his plans and commitments.

 

Trusting LinkedIn as a Relevant Tool in Generating Leads

How much do you invest in LinkedIn as a lead-generating platform? Alec shared an interesting case study about how they were able to build more than $100k from inbound leads in the first quarter of this year using LinkedIn.

 

“Twelve months of consistently posting on LinkedIn and not seeing a result. Right. So that was, it was posting videos, it was posting copy. So just words, just word posts, posting images, carousels, and constantly trying to interact with my audience and give them the insights that they're looking for… All you can do is continue to post and try to provide value to the people that are in your network and then eventually you'll get this random, beautiful message, hey, we have this need.” What was his thought process that made him persistent?

 

“So I just, I think it's, it's the belief that LinkedIn is a place that will continue to be very important. We see Fortune 500 companies starting to develop their LinkedIn presence and marketing, if you will, on platforms like that. So just kind of trusting that there are people smarter than me investing their time and resources into the platform.”

 

I encourage you to visit Alec’s LinkedIn profile to see the type of posts and content he shares with his audience.

 

Do You Have an Ideas Bank?

Somehow related to the topic of consistent posting and content creation, I wanted to pick Alec’s brain on how he can always come up with fresh ideas. He mentioned the concept of an ideas bank. He also shared how he utilizes AI when translating these ideas into content or posts. To summarize:

 

Alec draws a lot of his content ideas from the conversations he has during the day or moments of inspiration, such as while at the gym. He captures these ideas quickly by emailing them to himself or storing them in Asana or Google Docs. He then organizes these ideas by different content pillars like sales, marketing, and operations. On uninspired days, he revisits these ideas for fresh content.

 

When it comes to using AI such as ChatGPT, Alec envisions creating a personal "copywriter" by training AI on his best-performing content, allowing it to generate new posts or ideas based on his style and tone. He believes that AI is a starting point and not a replacement. Hence, personalizing AI-generated content by avoiding generic languages and creating a unique tone by adding personal context is necessary so that your content does not sound artificial.

 

Alec Borlin Bio and Contact Info

Alec Borlin is a CPA turned recruiter.  He got his start with Parker + Lynch, now LHH before starting BGC Search back in 2022.  He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area. 

 

As a multi-award-winning Senior Executive Recruiter with a Global Fortune 500, Alec has used his passion for recruiting and accounting to place over 100 candidates throughout the United States with large publicly traded companies and smaller privately held businesses, ensuring a sound match for both parties.

 

• Alec on Linkedin
• BGC Search website link
• Recruitment CPA website link

 

People and Resources Mentioned

• Asana
• Loom
• Trello

 

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters. 

As the recruitment industry rapidly evolves, it is crucial to stay on top of the trends shaping its future. In this episode, we talk with Trinette Cunningham and Teresa Delibert about shifts in candidate engagement, social media strategies, and the growing importance of wellness in hiring.

 

Trinette is the President of NAPS, the National Association of Personnel Services. She has held that office for 9 years and has been with NAPS for 23 years. 

 

Teresa is on the board of NAPS, and she’s here to add her perspective as a recruitment business owner with over 20 years of experience in the industry. 

 

I’m keen to get Trinette and Teresa’s perspective on the recruitment industry from her vantage point as the president of the oldest recruiting association in the United States.  Working with their membership of thousands of recruiters, want to explore the trends, challenges, and opportunities they’re seeing in the market.

 

Episode Outline and Highlights

 

• [01:39] Trinette shared an overview of NAPS.
• [07:23] Teresa’s role within NAPS and how she started in the recruiting industry.
• [14:41] Discussion on the current economic and recruitment climate and how NAPS supports its members.
• [21:01] Enabling diversity, equity, and inclusion. 
• [25:26] The size of NAPS membership and the value of their certification process.
• [29:06] Emerging trends of opportunities and challenges in the recruitment industry.
• [42:53] Shifting from a candidate-driven to a client-driven market.
• [45:20] Know about the upcoming NAPS conference.

 

Emerging Trends - Opportunities and Challenges in the Recruitment Industry

 

Being with NAPS for 23 years, Trinette’s insight into emerging trends in the recruitment industry is invaluable. As a recruitment leader or business owner, do you want to focus on capturing upcoming opportunities or mitigating future challenges? Below are some takeaways on the emerging trends that Trinette and Teresa shared:

 

1. AI Integration: AI significantly improves recruitment by automating tasks like job description writing, reducing unconscious bias, and aiding in candidate screening and interviews. AI helps recruiters become more efficient and data-driven, allowing faster decision-making.

 

1. Automation and Asynchronous Video: Automation is streamlining recruitment processes, particularly through technologies like asynchronous video interviews. 

 

1. Data-Driven Strategies: With immediate access to metrics, recruiters can be more strategic and proactive, leveraging data to enhance decision-making and performance with artificial intelligence.

 

1. Passive Candidates: Building long-term relationships with passive candidates (those not actively looking for jobs) is becoming increasingly important across various job levels, not just for executive roles.

 

1. Social Media Shift: Recruitment is moving beyond LinkedIn. Companies use platforms like Instagram, TikTok, and even Snapchat to attract younger candidates, particularly Gen Z, reflecting changing social media habits.

 

1. Wellness and Mental Health Benefits: Post-COVID, companies are expanding their benefits packages to include mental health and wellness programs, responding to a growing emphasis on holistic employee wellbeing.

 

Enabling Equity and Inclusion

 

Trinette and Teresa also shared how they enable equity and inclusion by working with WBC (Women Business Collaborative). 

 

NAPS and Trinette support DEI by fostering collaboration with industry groups focused on addressing gender inequality and promoting women in the recruitment industry. They actively engage in partnerships to provide opportunities for women, including initiatives like pairing women seeking capital with potential investors. NAPS conducts surveys and research across its membership base, sharing valuable insights on workplace diversity and DEI issues within the staffing and recruiting industry. They also work to raise awareness of gender pay disparity and the underrepresentation of women in C-suite roles, while advocating for progressive changes in the industry.

 

This has been an important topic for me and many of this podcast's guests. Fostering DEI and advocating equity not only brings about more talent and growth options but is also the direction most progressive organizations take.

 

How NAPS Supports Their Members in a Challenging Business Climate

 

The National Association of Personnel Services has existed since 1961 and enjoys the reputation as the oldest industry association. I wanted to hear from Trinette and Teresa how NAPS can support its members, especially in some industries where recruiters encounter challenges. 

 

Trinette emphasized the importance of obtaining their certification programs. “So to give specifics on what NAPS can do, we're here to help you navigate that ever-changing landscape. We do offer, like I said, the certification program. That is an in-depth program. And I encourage everybody, everyone who's listening, if you do not have your certification, get it 'cause it will pay in dividends.” Both Trinette and Teresa shared their personal experience in obtaining these certifications and how shocked they were by how much there is to know about the industry.

 

They also mentioned another benefit of being a NAPS member: keeping them updated through different resources, ATS, and research partners. 

 

In this call, Trinette also shared a conference they will hold next month. She outlined the speakers, topics, and other things attendees can look forward to.

 

Trinette Cunningham Bio and Contact Info

 

Trinette is a non-profit & event management professional with more than twenty-five years of combined association development, event operations, and sales experience. In 2005, after a six-year tenure as the Executive Director of the Corporate Event Marketing Association (CEMA), Trinette founded the non-profit and event management consulting company, TR2 Consulting.

 

Trinette specializes in financial management, membership/attendance growth, social media marketing communications, exhibit/sponsorship sales, and event logistics.

 

Through her leadership, NAPS has grown our membership, expanded our member benefits, and streamlined management operations.

 

She is a member of the Pennsylvania chapter of MPI, The American Society of Association Executives, ASAE, and was recently appointed to the Advisory Council of the Women's Business Collaborative Alliance based in Washington D.C.  

 

Her proudest accomplishment though is raising her 21-year-old daughter, Maggie, who starts med school next month!

 

• Trinette on LinkedIn
• National Association of Personnel Services (NAPS) website link

 

Teresa Delibert Bio and Contact Info

 

Since 1998 Teresa has been recruiting in Rochester, New York for businesses of all sizes and industries such as; Insurance, Financial Services, Mortgage Services, Real Estate, Human Resources, Auto Dealers, and Medical. Currently, she partners with small to mid-sized businesses in the Rochester area to add to their bottom line through customized recruiting solutions. Although recruiting is her second career, she has been responsible for hiring and retaining talent for 20+ years. Her first career as a Merchandise Manager for a large corporate retailer taught her how to run a business and prepared her for her career in recruiting and business ownership. She is a native of Rochester, NY, and has strong ties to the community. She has a BS in Business Management from RIT.

 

• Teresa on LinkedIn
• Delibert Employment website link
• Delibert Employment on Facebook

 

People and Resources Mentioned

 

• Recruiter’s Ultimate Guide to Maximize Billings with AI 
• Helen McGuire on LinkedIn
• Jon Krohn on LinkedIn
• Danny Cahill on LinkedIn
• Matt Walsh on LinkedIn

 

Related Podcasts You Might Enjoy

 

• TRR#153 Meet The Recruiter Who Survived And Thrived Through Four Recessions, with Gail Audibert
• TRR#220 How Purpose-Driven Business Models Help a Female Founder Achieve Acquisition Success, with Helen McGuire

 

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

 

“We spend 50% of our lives working… What is crazy is that 8 out of 10 people in today’s workforce say they don’t even feel a connection to their jobs or their employer. Which means that most of us are probably half of our lives feeling disengaged and maybe feeling unfulfilled.”

 

This is how Charlie Saffro opened her TEDx talk on prioritizing people in your business. As the CEO of a recruiting firm, she gives insightful takes on how a people-first culture can positively impact you and your client’s retention and long-term revenue.

 

Charlie is the CEO of CS Recruiting, which specializes in the Supply Chain, Logistics, and Transportation industries. The company is based in Chicago and recruits nationally. Charlie founded CS Recruiting over a decade ago and has built it from the ground up into a multi-million dollar organization.

 

She leads a team of 28 talented recruiters, emphasizing a people-first culture. 

 

Episode Outline and Highlights

 

• [02:55] How Charlie fell into recruiting and eventually put up her recruitment firm.
• [10:46] Winning and completing a project involving hiring 50 people in the first year of business.
• [14:32] Milestones within the 10-year journey as a founder and CEO.
• [21:41] Fostering a People-First Culture and its long-term benefits to retention and revenue.
• [33:58] The four magnets in building a people-first culture.
• [36:25] Transitioning to and embracing the full CEO role by learning to delegate.
• [43:47] Keys to developing a strong brand.
• [53:33] Charlie’s perspective on the current market environment and how she responds as a leader.

 

The Four Magnets in Building a People-First Culture

 

From a business point of view, a people-focused culture benefits employees and contributes to the organization's long-term success and resilience. Charlie gave very specific and pragmatic initiatives that they implement to engage with their employees. What strategies can you implement to foster a people-first culture in your recruitment firm? 

 

Charlie explains that culture acts like a magnet in attracting the right talent while repelling those who don't align with the company's values. She breaks down this concept into four key "talent magnets":

 

• Walk the Talk: The company should live its values daily, celebrating employees who embody these values, like recognizing "value winners" quarterly.
• Beyond the Paycheck: This magnet offers more than just a salary; it offers flexibility, benefits, and other tangible and intangible perks.
• Intentional Connection: This is about fostering genuine relationships within the team, getting to know them beyond their work roles, and maintaining regular check-ins to gauge team happiness.
• Growth Takes Two: This emphasizes collaboration between employees and leadership on career development, ensuring promotions align with employees' personal goals and conducting "evolution meetings" to discuss future aspirations.

 

Charlie believes that these magnets help attract and retain the right talent while ensuring a strong and aligned company culture.

 

Practical Steps to Enhance People Engagement

 

What steps do you currently take to enhance your team's engagement? Does it need a big budget? I wanted to know the actual actions that Charlie implements from a leadership perspective to further a people-centric environment. 

A notable takeaway is how Charlie initiates small, personal gestures of appreciation, like handwritten notes or small gifts, regardless of whether there is no budget allocation for these gestures. These small acts of recognition made a significant impact on employee morale and engagement. Over time, this evolved into a formal appreciation and recognition program within her organization.

The program includes a budget for recognizing milestones such as new hires, promotions, anniversaries, and personal achievements like buying a house or having a baby. There's also a "petty cash" fund for impromptu recognition, where any team member can submit a form to acknowledge a colleague who might need a pick-me-up, whether it's sending a gift card, treating them to lunch, or something as simple as giving them their favorite candy (a part of their onboarding process is asking members to share favorite foods or places).

These small, thoughtful gestures cost very little and can significantly boost employee morale and foster a strong, people-centered culture. She advocates for sharing these practices with clients, especially those in small businesses, to help them retain their talent by showing genuine appreciation for their employees. Would you apply the same for your team?

 

How to Develop a Strong Brand

While the topic of an engaging culture is certainly most interesting, I also wanted to pick Charlie’s brains on building a strong brand and online presence. Charlie is excellent at leveraging her voice through social media and building her brand. She became a recruiter back when LinkedIn was not yet a thing, and she is now utilizing various platforms to build her brand.

 

You may find the following action items helpful when building your brand:

 

1. Start Posting Consistently: Initially, Charlie used LinkedIn like many recruiters—sourcing candidates and building projects without much focus on content creation. However, she began posting content regularly, even though her early posts were generic and received little engagement.
2. Experiment with Content: After years of posting expected content, such as interview tips and salary negotiation advice, Charlie noticed that her posts weren't resonating with her audience. Inspired by a viral TikTok video her son created, she experimented with more personal and relatable content. This shift in approach proved to be a game-changer.
3. Share Personal Stories: The viral success of a family-related post gave Charlie the confidence to open up more about her personal life, including her experiences as a mother and leader. This authenticity helped her connect with her audience on a deeper level and drove business opportunities in unexpected ways.
4. Engage with Your Audience: Charlie found that sharing personal content led to increased engagement, with people reaching out to her with business inquiries and personal messages. This interaction helped her build a community and strengthened her brand's presence.
5. Post Regularly and Stay Inspired: Charlie developed a routine of posting five days a week, always looking for inspiration in her daily life that she could share with her audience. She emphasized the importance of staying consistent and adapting content based on what resonates with her followers.

 

Charlie Saffro Bio and Contact Info

Meet Charlie, a recruitment expert with a passion for human leadership, talent acquisition, employee engagement, company culture, and retention. She founded CS Recruiting over a decade ago and has built it from the ground up, managing a multi-million dollar organization and leading a team of talented recruiters with an emphasis on a people-first culture.

 

As CEO and Founder, Charlie's mission is to create meaningful connections that empower others to discover their full potential. She is a recognized expert in the Supply Chain, Logistics, and Transportation industry and her firm has worked with a diverse range of clients nationwide.

 

Charlie's goal is to develop long-lasting relationships with clients and candidates, making appropriate and timely career matches for all levels of positions. Beyond her work, Charlie is also a dedicated yogi and encourages her clients and team to practice mindfulness in the workplace and beyond. She believes that personal development and self-care are crucial to achieving success and fulfillment in all areas of life. Charlie is also a proud mother of three teenage boys and actively volunteers with local organizations to support and empower women in the workforce.

 

• Charlie on LinkedIn
• CS Recruiting website link
• Charlie’s TEDx talk: Business IS Personal - Prioritizing People Pays Off | Charlie Saffro | TEDxWilmette

 

People and Resources Mentioned

 

• Amy Cuddy TED Talk - Fake it Till You Make it

 

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn, 
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

When he started his search firm, Vince was told that you would make 100 grand in year one if you're lucky. In his first year, he did more than $600k in revenue! Was that just a lucky year? Definitely not. He would not even consider his 12 years in business his best year. What are Vince’s key strategies in achieving this phenomenal result? In this episode, he shares two things: his belief system and his hard work.

 

Vince Dunne is the President of Dunne Search Group, an executive search firm based in South Carolina. For the last 12 years, he’s specialized in recruiting salespeople for the biotech industry and has helped build some of the most important companies in cancer testing.

 

Episode Outline and Highlights

• [01:56] How Vince got into recruiting and how he was able to shorten his learning curve.
• [10:26] Transitioning from a top recruiter to a recruitment business owner.
• [14:27] Overcoming the scarcity mindset: would you be friends with a close competitor?
• [16:34] Pulling off $600k in his first year of business. 
• [25:51] How Vince set up 210 interviews to land 70 monthly placements.
• [35:10] Discussion on Retain vs Contingent?
• [36:53] Vince reveals his team size and structure.
• [42:10] How to pitch an exclusive search arrangement with your client.
• [45:25] Topic on tech stack and approach to reaching out to clients and candidates.
• [56:03] How to “make a name for yourself.”
• [59:12] The biggest adversity Vince faced in his career.

 

Pulling off $600k Revenue in His First Year

Vince and I talked about his motivation to transition from being a top recruiter to launching his search group. “But I noticed I was getting my clients. Nothing was handed to me, and I thought it was because ‘Vince will figure it out. You know, he's. He's doing well. He's rookie of the year.’ I'm hitting all my numbers every quarter… So I was getting my clients anyway. So why am I splitting my business? And so I felt like I was ready. I've got enough clients out there of people that want to do business with me.” Knowing that he was ready, he took on the challenge of becoming a recruitment business owner, leveraging the skills he learned and the relationships he built over the years. Remarkably, he was able to make more than $600k in revenue in his first year!

 

I wanted to dive deep into the causal factors of this phenomenal success. Vince believed that he was just lucky. But you will find out as we continue our conversation that there are two main ingredients for his secret sauce: his belief system & hard work. Vince was really competitive and strictly adhered to his no-fail mindset. He would reach out to ten people before 9:00 AM daily to generate leads. These traits enabled him to shorten his learning curve when he was just a rookie and surely contributed to his success as a business owner.

 

How to “Make a Name” For Yourself

Another topic that resonates with me is Vince’s emphasis on building a reputation and making a name for yourself. Vince’s niche is in the Biotech industry, a very competitive circle, which means that your reputation is a huge deal. Vince shared insights on how he makes a name for himself and that people know him within the sales biotech world.

 

• Reputation Through Results: Vince builds a strong reputation by consistently delivering results, making successful placements, and ensuring client satisfaction.
• Client Focus: He emphasizes the importance of caring for his clients, going above and beyond, and even working late hours to meet their needs.
• Referrals: Vince actively asks for referrals during and after a project to expand his network and connect with more potential clients and managers.
• LinkedIn Recommendations: He sometimes asks clients for LinkedIn recommendations to build credibility and visibility.
• Personal Connections: Vince maintains relationships by sending personalized gestures, like Christmas gifts, and ensuring that he remains in his clients’ minds for future opportunities.

 

Building Relationships is Always Better in the Long Run

 

Vince shared an insightful take on building relationships versus burning bridges. If you have been unfairly treated by a client before, you will most likely relate to his story. I asked Vince about the biggest adversity in his career, and he shared that it was learning not to burn bridges.  His aggressive, competitive nature sometimes led to conflicts with clients, particularly when he felt he wasn’t fairly compensated or recognized for his work.

 

Vince acknowledges that, in hindsight, there were times he should have taken the high road instead of standing his ground, which ultimately damaged relationships with some clients. He overcame this challenge by realizing the importance of choosing his battles wisely and maintaining long-term relationships, even if it meant compromising on smaller issues. He now prioritizes staying loyal to clients who treat him well, even if it means turning down business from competitors. 

 

A key takeaway is that maintaining a positive image and strong relationships is crucial in the long run. Vince balances his competitive nature with a more strategic approach, focusing on clients who value and respect him while still holding onto the principles that have made him successful.

 

Vince Dunne Bio and Contact Info

A graduate of the Coles College of Business, Vince Dunne brings his keen business acumen and 12 years of accomplished biotech search experience placing the most qualified candidates in both established corporations and start-up companies. Vince utilizes his proven, unique business model to conduct his search to locate and refer the ideal candidate(s) to meet the tailored, strategic needs of an organization, conserving their company resources and increasing corporate efficiencies.

 

Vince has helped build out some of the most important companies in cancer testing.   Having focused on many areas in biotech, the oncology and women's health space is where we spend most of our time.   We pride ourselves on being very well-known and trusted in the market.  

 

• Vince on LinkedIn
• Dunne Search Group website link

People and Resources Mentioned

• Craig Picken on LinkedIn
• Rich Rosen on LinkedIn

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

How did a Certified Public Accountant launch and scale his recruitment business from the ground up? In this episode, you will hear about Troy’s journey in starting and growing his search business! Troy shares the hurdles he faced and his strategies to overcome them and thrive.

 

Troy is the President of Benchmark Search Group in Dallas. He founded the company in 2018 after working at one of the Big Four accounting firms and more than a decade with one of the largest national recruiting firms. 

 

Troy has built Benchmark’s reputation as a trusted advisor for sourcing and recommending the right accounting talent, specializing in direct hire placement, executive search, and temporary staffing for accounting and finance professionals. 

 

Episode Outline and Highlights

• [02:02] How Troy got into recruiting and was almost fired in his first 90 days.
• [08:00] Winning Best Place to Work for Working Parents.
• [11:57] Key challenges in Troy’s journey of building his own business.
• [21:44] Time tracking exercise to improve efficiency while focusing on value-adding activities.
• [24:00] Hiring a VA and fostering an environment where your team members are proactive.
• [33:09] Doing things differently to improve the training component.
• [42:40] Troy shares insights on what he had learned while running his search firm.
• [50:01] Troy’s three most important metrics in running a search firm.

 

Overcoming Showstoppers When Launching a Search Firm

 

How a successful search firm owner started his journey is always interesting. Most often, launching your recruitment business can be extremely challenging! Even if you are an excellent recruiter, running your own business is a different ball game; nothing can fully prepare you for it. Troy shared his journey from being a solo entrepreneur to building his own team. Below are the takeaways from the challenges he had, and I am sure you will be able to relate if you are already running your own recruitment business:

 

• Starting as a solo entrepreneur: Troy knew he needed to hire, but it took him nine months to hire his first employee.
• Slow initial growth: His hiring process was slow, which resulted in impediments. However, Troy focused on hiring top producers from other firms who were looking for a better culture fit, enabling him to build a core team over time.
• Lack of infrastructure or processes in place: When he started to scale, Troy realized he didn’t have enough infrastructure or processes to support his growth. He established SOPs and initiated training programs to create a more scalable structure.
• Trying to do everything: Troy became a bottleneck as he felt he needed to get involved in everything. He struggled with the need to control all aspects of the business. He eventually learned to delegate and focus on higher-level activities.

 

Fostering a Proactive Team Environment for Virtual Team Members

 

A good sign of a great team is when your members come to you and ask to take stuff off your plate rather than you having to reach out and delegate the tasks. This behavior describes Troy’s team, especially his virtual assistants. How do you foster a proactive team environment with a virtual team? 

 

Troy fosters a proactive team environment, even with onboarding virtual assistants, by treating them as integral members of the team rather than just freelancers. He emphasizes the importance of full integration, where the VAs are not just completing tasks but are actively involved in the business. An example is when his first VA quickly took on leadership responsibilities and even helped onboard a new marketing VA while he was away, demonstrating trust and empowerment.

 

Another approach is to ensure that the VAs are involved in the company's operations and goals, which fosters a sense of ownership and commitment. This approach allows them to proactively take on tasks and support the team, contributing to a strong and cohesive work environment despite the physical distance and different time zones.

 

Troy’s Top Three Metrics in Running a Search Firm

Metrics and KPIs are not there to micro-manage your team but rather guide them in ensuring that they are prioritizing tasks that contribute to your organization’s bigger objectives. I wanted to know Troy’s take on the three most important metrics to measure his team’s success. He gave a straightforward response: “Recruiters have to have at least, ten interview screens... And then six client interviews in a week... If you end up with three a week, you're going to end up with one to two placements a month. And so there's a scaling factor to that. Then, on the client side, there are at least two meetings with clients every single week. And then that will be five to eight also interviews a week.”

 

Troy Ashby Bio and Contact Info

Troy Ashby, President and Founder of Benchmark Search Group, founded the company in 2018 after working at one of the Big Four accounting firms, in addition to more than a decade of experience working with one of the largest national recruiting firms. With more than 20 years of professional service experience, Troy has built Benchmark’s reputation as a trusted advisor for sourcing and recommending the right accounting talent, specializing in direct hire placement, executive search, and temporary staffing for accounting and finance professionals. Troy is responsible for overseeing business development and talent acquisition along with P&L responsibility, marketing, and operations.

 

Troy’s greatest joy comes from encouraging and helping others, personally and professionally. He has a genuine passion for people, developing long-term relationships while working to make a lasting impact in the Dallas Fort Worth community – Troy takes a servant leader attitude to heart and delivers excellence every day. He has a proven track record of building teams, creating culture, and empowering associates, clients, and candidates to win!

 

He has a passion for developing long-term relationships in both business and his community. He has been actively involved in various professional and civic organizations around DFW chairing committees or serving on boards including the Richardson Family YMCA, The Family Place, the Dallas Regional Chamber, and the North Dallas Chamber of Commerce. He is a graduate of Leadership Dallas and Leadership Richardson and has also been an active volunteer in March of Dimes, Genesis Women’s Shelter, and the Leukemia & Lymphoma Society. He has been a guest speaker for multiple professional associations including the Risk Management Association (RMA) Young Risk Management Association (YRMA) and the Dallas Society of CPAs. Troy has also been cited in industry publications such as the Journal of Accountancy as an expert source

 

Troy received both his bachelor’s and master’s degrees in accounting from Oklahoma State University. He is a Certified Public Accountant and previously worked in public accounting at Ernst & Young, Arthur Andersen, and Whitley Penn. He and his wife Cayce have two children, Owen and Claire. Troy places a strong emphasis on family which is why he has built a strong internal corporate culture for his employees, centered around a workplace that has been designated as a Best Place to Work for Working Parents for multiple years.

 

• Troy on LinkedIn
• Benchmark Search Group website link
• Benchmark Search on Facebook
• Benchmark Search on X (Formerly Twitter)
• Benchmark Search on Instagram
• Benchmark Search on YouTube

 

People and Resources Mentioned

• Clockify
• Asana
• The Obstacle is the Way by Ryan Holiday

 

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

 

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

 

“You can't manage people and lead them at the same time… You're managing a task. You're leading people”

 

Do you apply the same principles when running your recruitment firm? How do you develop leaders and managers to establish a succession plan when you are scaling it?

 

My special guest, Trey Hugley, shares his insights on fostering an environment in his recruitment business that not only grew his team in numbers but professionally as well. Trey is the President of Genesis Resources based in Dallas Forth Worth. Trey is a leader in executive search for the insurance industry, with over 28 years of experience.

 

Having launched and sold a recruiting firm, Trey founded Genesis Resources in 2004 with a commitment to bringing a consultative approach to recruitment. Trey also founded a sister business, Genesis Industries, in 2014, expanding consultancy practices into the Manufacturing, Engineering, Accounting & Finance, and Healthcare sectors. 

 

Episode Outline and Highlights

 

• [02:21] Trey’s story from being a recruiter to starting his firm.
• [06:45] Sharing perspectives on how commitment and exclusivity work with client relationships.
• [19:54] Milestones in building an organization - how Trey built his team to 27 people.
• [33:09] How do you decide when you have to part ways with a team member?
• [46:56] Planning your brakes rather than it creeping up on you.
• [51:13] Developing business leaders and managers.

 

Scaling His Recruitment Firm Successfully

A key achievement of Trey that I wanted to pick his brains on is how he progressed in building his business from just him to having 27 team members. “I could have made a lot more money over the last 15 years if I was just doing it on my own. Mine is an end game. If I build it, I think my mentality is a little different. I enjoy the concept of building. I like the idea of growing something.”

 

Trey shared his practices when looking for someone to join his team. He mentioned hiring competitive individuals, often with a background in team sports, who can thrive in a competitive environment. He stressed the importance of training and creating an environment where his staff can support and learn from each other. We covered two focus areas when scaling: taking responsibility and ownership for hiring decisions and training to ensure that the right people are in the right roles. 

 

Deciding When to Let Go of a Team Member

It can be challenging to let go of team members. A recruitment business owner could have invested so much time and resources in hiring and training, and the relationship built over time can make it difficult to let go. 

 

Although difficult, Trey explained that it is part of scaling your business effectively, especially if the overall fit of your recruiter is not aligned with your organizational goals. He outlined the following objective factors that can help you decide when it is time to transition your team member to a new career:

 

1. If they're not meeting their metrics, like having consistent candidate or client conversations, it’s a red flag. 

2. Their ability to generate revenue is crucial; it's a concern if they're not producing at least $20,000 a month (in the case of Trey’s organization). 

3. Assessing their pending deals and interview activities can predict future performance; if these numbers are low, they indicate potential issues. 

4. If they lack the drive and initiative to meet basic expectations consistently, it may be time to let go.

 

Trey ended it by saying,  “We'll, you know, we'll call it a career transition is what we call it. We're gonna transition you. If you can't succeed here, we don't think you're gonna be able to succeed in recruiting.”

 

Developing Leaders

Engaging your staff and making them leaders is another achievement that Trey is proud of. He has not only grown his team in size, but he grew them professionally into team leaders and managers. He described his approach and mindset well, “There's a certain humility that comes with managing and, leadership, and I think those are two different, two completely different things. Management is the day-to-day, task-oriented. Have you met your numbers? Leading is, how do I make someone better? … But the concept is, you can't manage people and lead them at the same time. Right? You're managing a task. You're leading people, at least in my mind.”

 

One thing that Trey shared is fostering an environment where asking questions and continuous learning are supported. He said, “I think the biggest piece is that there is no dumb question. And those who are most inquisitive tend to grow quicker than the others in nurturing a lot of that.”

 

He also shared an integrated approach (egalitarian versus a top-down model), where his staff can always approach him for ideas, scenarios, and proposals. This is except for metrics and numbers, for which clear expectations are in place.

 

Aside from very competitive compensation, Trey also shared their setup for working onsite and working from home, which offers practical benefits to his employees.

 

Trey Hugley Bio and Contact Info

 

An Executive Leader in the Insurance Recruiting Field for over 28 years. Trey Hugley launched and sold a recruiting firm and then began building Genesis Resources in 2004 as the premier example of partnership in the industry. Launched as an Executive Search firm, Genesis quickly moved to a full-service recruiting organization focused on the recruitment of passive candidates for several of its premier clients in the insurance industry.  

 

Trey graduated from Texas A&M University in 1994 with a Bachelor’s Degree in English. Upon graduating, he began his career in Recruitment with a boutique recruiting firm out of college and a focus on multiple disciplines. Soon after, he joined his partner in a start-up dedicated solely to the property & casualty insurance industry. After 8 years, Trey sold to his partner to start a more consultative approach to recruitment; one that was more dedicated toward executive search methodologies with an overall consultative approach that highlighted his passion for successful recruitment and the improvement of individual careers.  In 2004, with a focus on “new beginnings” as the name Genesis implies, Trey launched his new company – Genesis Resources. Trey focused on integrating true consultation efforts into recruitment and building relationships with every professional with whom he interacted. Genesis Resources today focuses on passive candidate recruitment while staying at the forefront of the insurance industry.

 

Trey’s career includes over twenty-nine years of furthering the careers of others. He has developed a variety of leaders and helped them grow to their full potential in the insurance industry. Not only has he achieved this externally, but his current employees have followed in his footsteps, and within a span of the last ten years, Genesis Resources now has several leaders and Executive Recruiters who elevate the careers of all those with whom they come in contact.

 

In 2014, several of Trey’s HR leadership relationships moved outside the industry. Together, they built a recruitment offering that would highlight the best practices of Genesis Resources while focusing on several new industries; Genesis Industries was born. From a national project to building out an internal recruiting team, revamping an entire sales organization, and multiple other leadership placements along the way, Genesis Industries has become its own “go-to” consultative and recruiting firm with its staff of experts. Genesis Industries has a primary focus on Manufacturing, Engineering, Accounting & Finance, and Healthcare.

 

• Trey on LinkedIn
• Genesis Resources website link
• Genesis Resources on Facebook

 

People and Resources Mentioned

 

• Gail Audibert on LinkedIn
• Gerald Legrove on LinkedIn
• Joel Slenning on LinkedIn
• Chris DiNaso on LinkedIn

 

Related Podcast You Might Enjoy

 

• TRR#171 4 Essential Skills that All Recruitment Business Owners Need to Be Successful, with Chris Dinaso

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Already exploring AI but unsure how to maximize its potential to elevate your recruitment business?

 

In this episode, our coach and Client Services Director, Julie McGrath, shares how you can further embrace AI when creating content specific to your niche market. Julie shares insights on how you can use AI to drive sustainable growth for your recruitment business. 

 

Julie is a highly experienced coach with 15 years of experience in the recruitment industry, including 8 years as a solo recruiter specializing in Tech and Executive recruitment. Before her career in recruitment, Julie worked in large-scale operations and managed 200 people. 

 

You will also get a preview of an AI Program she designed explicitly for Recruiters and recruitment business owners, including a Training program for recruiters to help with Business Development, account management, and candidate sourcing.

 

Episode Outline and Highlights

 

• [02:31] From a graphic designer to a recruitment business owner - how Julie got into recruitment.
• [09:57] Retrospect: things Julie would have done differently when starting her business.
• [16:02] Developing programs to assist young job seekers.
• [26:30] Running a successful RPO model.
• [31:03] Common qualities of successful recruitment business owners.
• [41:09] Leveraging AI to improve your recruitment business.
• [51:31] Creating content specific to your client and candidates’ needs through AI.
• [1:01:30] Testing ChatGPT 4.0.

 

Common Success Qualities of Recruiters and Recruitment Business Owners

 

Julie’s experience as a recruiter, business owner, and recruitment coach puts her in a position to work with some top-performing recruiters and business owners. She shared great insights and observations on the most common challenges and critical success factors. 

 

“I'm very fortunate to be in this position where I get a peek behind the curtain of the top-performing recruiters. And then also those that are maybe new to the industry that are just starting and trying to define their feet, like we all did it at one point or another in our career.”

 

Here are the critical success factors that she shared:

 

• Consistency in actions and routines is foundational to success in business and personal growth.
• Implementation and Action - Top performers build consistent work routines and stay focused on both immediate tasks and long-term goals.
• Work on and in the Business - Balancing working "in" the business (daily operations) and "on" the business (strategic growth) is crucial.
• Goal Setting - Setting specific, measurable, actionable, realistic, and timely (SMART) goals is essential.
• Accountability ensures continuous progress and the ability to navigate setbacks.
• Business Building vs. Job Creation  - Successful recruitment business owners understand the difference between creating a business and creating a job for themselves.
• Resilience - This involves self-awareness, flexibility, and adaptability.
• Self-Awareness and Adaptability - Adapting to changes and being open to new approaches can lead to sustained success.

 

Julie believes these key factors can help business owners achieve high performance, build sustainable businesses, and effectively navigate industry challenges.

 

Leveraging AI to Enhance Your Recruitment Business

 

During our Live Summit in Edinburgh last year, Julie delivered a fascinating session on leveraging AI to improve recruitment businesses. ChatGPT was pretty new at that time, and she was able to provide an amazing take on why the recruitment community needs to embrace AI. 

 

The world will look so different in the next 3-5 years, and I think that understanding AI as early as now can enable recruiters to contribute a more profound impact to their industries. Julie and I discussed her passion for AI, and how it can help recruiters and business owners further engage with their clients and candidates. 

 

Julie pointed out that AI isn’t a new player on the field; it’s just that Generative AI, ChatGPT, and OpenAI have recently brought it into the limelight. She explained that while AI has been used for decades, primarily in automation, it’s now becoming more accessible to individuals and small businesses. 

 

Julie’s passion for AI is driven by its potential to revolutionize the recruitment industry, and she believes that getting ahead of the curve will have a more positive impact. Julie underscored that even small businesses can compete effectively by creating targeted content and using AI to understand and meet the needs of their clients and candidates.

 

If you want to know more about how we can integrate AI into our recruitment process, you may check the link below for a free training session developed by Juli and our colleague Leanne. 

 

Creating AI Content That Is Specific to Your Client and Candidate Needs 

 

Julie also touched upon creating content with AI while focusing on providing a great experience for your clients and candidates. This is how she puts it: “And if you can spend your time and your skills more focused on providing a great experience for your clients and your candidate, using the emotional intelligence side of things that can't be replaced by AI just yet, and being able to use AI as a crutch to make you work faster and smarter with the data-driven insights and information that it can give you, I can only see this being a positive change in our world and the world of recruiting overall.”

 

She outlined a straightforward process when creating AI content with a human touch:

 

• Create your brand guidelines and support your content creation through data and insights.
• Understanding your clients - what they look for and what they want to consume will enable you to make data-driven decisions.
• Based on these data and insights, you are creating content for a specific person, nation, and target audience, instead of creating content for ‘everybody.

Julie McGrath Bio and Contact Info

 

Julie McGrath is a highly experienced coach and conducts our 1-2-1 monthly calls with members. She has 15 years of experience in the recruitment industry both in large-scale operations and running a solopreneur agency specializing in Tech and Executive recruitment.

 

She is an active STEM ambassador and panel judge for various socio-economic and diversity initiatives. She currently manages her own digital skills agency that supports businesses to embrace new technological processes and upskill staff for the new digital world of work.

 

Julie is also an NLP practitioner and this means she can help business owners break through mental and physical barriers so they can live a life of abundance and release the restrictions of mediocrity. Julie is well versed in helping recruitment business owners with business burnout, stress, loss of purpose and direction, and also those business owners who are doing well and want to continue achieving and attracting success into their lives.

 

• Julie on LinkedIn
• Access to Free Training on AI: Recruitmentcoach.com/AI
• Comprehensive Program on How to Recruit Smarter with AI

People and Resources Mentioned

 

• ChatGPT
• Fireflies
• Otter
• Google Gemini
• Recruitment Coach Live Summit in Florida

 

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

 

In this episode, we dive into the challenges and rewards of managing enterprise clients. Drawing from over two decades of experience in the Recruitment & Executive Search Industry, Gina Matteson shares her learnings from handling large-scale clients effectively.  Gina and I discussed strategies for effective stakeholder management, navigating complex challenges, and delivering exceptional value.

 

Gina is the Founder & CEO of GemTek Recruiting. They strategically partner with clients in  Connective Intelligence is our groundbreaking recruitment solution that combines the power of advanced AI with a reliable commitment to genuine human interaction.

 

With over two decades of hands-on sales & recruiting experience in Canada & the US, Gina's passionate approach to work is underscored by an unwavering commitment to prioritizing relationships above all else. 

 

Episode Outline and Highlights

 

• [01:35] How Gina found her way into the recruiting world.
• [03:38] What led Gina to start her own business?
• [05:18] Enterprise Insights: Valuable lessons Gina learned from working with big clients.
• [16:14] How Gina tackled a major challenge—a 15% pay rate cut.
• [23:06] GemTek's Rollercoaster Ride: The highs and lows of launching Gemtek.
• [26:36] Gina’s unique recruitment strategy, blends AI with a personal touch.
• [34:26] A dive into Gina's book and the toughest battles she faced.

 

$25 Million Annual Billings for a Single Enterprise Client 

 

Gina’s diverse experience working with enterprises like American Express, Honeywell, and Google puts her in a great position to offer perspectives and strategies when working with large clients. She highlighted her experience working for a $2B organization, American Express. She shared what led to her success, which includes annually bringing in $25m in revenue for the client. 

 

One key component is bringing people together, communicating, and bridging the gap between large organizations within the organization. Gina said, “Bringing those groups together and kind of bridging that gap, regular meetings, I would often bring different stakeholders together and actually host a meeting within the organization because one group could be asking for something and then another group, it doesn't work with them.” 

 

You will also hear about the biggest challenges she faced when she had to undergo an audit stating that she owed $10m from her client and how she dealt with a 15% pay cut that also affected her subcontractors. Her stories are not only inspiring but also reminders of the importance of thinking on your feet, being organized, and transparent stakeholder management. 

 

AI Meets Empathy: Extensively Utilizing AI Without Sacrificing the Human Element

 

A GemTek methodology is pragmatically utilizing AI. Gina shared how AI helps in initial resume sifting, and narrowing down candidates for interviews. They also shared their tools, such as ChatGPT and other ATS (Applicants Tracking System). They balance technology use by advocating the importance of the human element. During in-depth interviews, personality, and technical assessments, Gina believes that “in recruiting, the human element for me and for my organization can never take a backseat to anything.”

 

Do you have the same approach when it comes to AI? 

 

A Dive into Gina’s Book and Her Story of Resilience

 

It is not directly related to recruitment, but we also touched upon Gina’s story of resilience and the most significant adversities that she had to navigate. She shared what inspired her to write her semi-autobiographical novel, A Thousand Masks. Aside from professional challenges, Gina also opened up about a deeply personal story of resilience that has shaped her life and her business. Listening to her journey can remind us that we can turn adversity into strength and use our experiences to help others.

 

Our Sponsor

 

This podcast is proudly sponsored by i-intro 

 

i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained

 

Gina Matteson Bio and Contact Info

 

Gina Matteson is a seasoned thought leader celebrated for her triumphs in sales and recruiting within the Recruitment & Executive Search Industry. With over two decades of hands-on experience in Canada and the US, Gina's passionate approach to work is underscored by an unwavering commitment to prioritizing relationships. Her consultative methodology ensures clients, candidates, and employees receive the respect they deserve while collaboratively crafting tailored solutions. As the Founder & CEO of GemTek, she leads a professional services and recruitment firm with a rich legacy on both sides of the border, known for its transparent and partnership-driven approach. Beyond her professional achievements, Gina is an inspiring entrepreneur and acclaimed #1 International Best Selling author, advocating for personal growth and resilience through her novel, "A Thousand Masks." With remarkable tenacity and creative vision, Gina Matteson is a force making a lasting impact in both the business and literary worlds.

 

• Gina on LinkedIn
• Gina’s website link
• GemTek website link
• GemTek on Facebook
• GemTek on Instagram

 

People and Resources Mentioned

 

• A Thousand Masks, by Gina Matteson

Connect with Mark Whitby

• Get your FREE 30-minute strategy call
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach

 

Subscribe to The Resilient Recruiter

If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

 

Working 100+ hours a week nearly burned Gregg out. If running your recruitment business is stressing you out, Gregg’s story may be able to help you.

I am pleased to be joined by Gregg Salkovitch. Gregg is intentionally growing his recruitment firm to become a lifestyle business. Along the way, he learned a lot of things to achieve his goal while gaining more lifestyle freedom. You will hear insightful strategies on how Gregg is building his team and delegating tasks. We also discussed why it is critical to hire a COO to help you in scaling your business.

After a career as a top sales performer for 3 consecutive companies, Gregg co-founded a sales recruitment agency to combine the 2 things he loves most in business: sales and helping people. In 6 years, Gregg grew his company organically with no outside funding to 60 employees, reaching the Inc. 5000 for fastest growing companies 3 consecutive times.  He then started a separate recruiting company, Right Choice Resources, which specifically focuses on the placement of salespeople, executives, marketing, account management, and customer success.

Episode Outline and Highlights

[01:38] Gregg’s journey of how he got into recruiting.

[04:30] When being laid off is a blessing in disguise.

[10:18] Transitioning from individual contributor to a recruitment business owner: Gregg shares the challenges that they overcame.

[14:51] Scaling team to 60 people in six years.

[17:07] Gregg reveals his key success factors.

[20:06] Character over resume: hiring strategies to get the right people.

[35:11] Discussion on growth strategies for a lifestyle business.

[37:02] When to hire a COO role to scale your business.

[42:49] Make less money in the short term to get long-term benefits.

[48:04] Transferrable skills from sales to recruiting.

[52:57] What is next for Gregg and his business?