The Resilient Recruiter

How do you build a successful recruiting agency? What mindsets are needed to thrive as a business? When Erin Devlin became the managing director of people2people in the state of Victoria, Australia, she achieved 70% growth in a 3-year timespan. 

Erin humbly claims that when she merged her firm, Devlin Alliance with people2people that they had already established a brand with amazing leadership and accomplished recruiters. She simply built on their success when she launched their Melbourne division.

Join me as I talk with Erin about how her company plays to the strengths of its recruiters, their hiring process, and their staff development strategies. Erin also talks about the characteristics from her professional career as a ballerina that led to her success as a recruiter. Don’t miss her unusual and inspiring story!

Outline of This Episode

• [1:06] Meet Erin Devlin—Managing Director of people2people
• [2:57] Why did Erin merge her firm with people2people?
• [4:03] What Erin means by ‘celebrating wins’
• [7:51] How are team members allowed to leverage their strengths?
• [11:21] Professional Recruiter of the Year with RCSA - why was she selected?
• [13:35] Why the 360-degree recruiting model works for people2people
• [15:05] Developing a team member from rookie to consultant
• [21:58] Back to the hiring process: how do you assess those things
• [24:50] Erin’s background as a professional ballerina
• [30:18] The mentoring program at people2people
• [33:09] What is Infront Sports Consulting?
• [36:50] Leveraging success to give back
• [40:19] Technology as a key to success

Celebrating wins and leveraging strengths is the backbone of people2people

Erin points out that in order to be successful as a recruitment team, you must provide adequate recognition for the accomplishments of your team in every stage of success. It can be as simple as verbal recognition for a job well done—or a spa day for the whole team. Telling people they’ve done a great job is a wonderful motivator for success. How does people2people accomplish that? 

On Mondays they highlight the successes of the previous week in their team meetings. Perhaps placements that occurred, targets reached, or company growth. On Fridays, they celebrate together and talk about the best thing that happened and what they enjoyed the most that week. People show up and do their best when they’re rewarded for it, even in the smallest of ways. 

At people2people they allow their team to play to their strengths. They set goals and have a general guideline of what the process to reach those goals could look like. But when it comes down to the nitty-gritty work, they allow their staff to accomplish it in a way that fits them best. They don’t dictate how things get done. Erin states, “We definitely do have a high-performance culture, but there is that flexibility and autonomy in how they achieve the outcome”. 

What sets their hiring and development standards apart from the rest? 

When hiring recruiters, Erin notes that they don’t always hire the most experienced person in the industry. Instead, they look for people who have demonstrated commitment, shown that they’re responsible, and demonstrate success—whether it was as an athlete or in academics. They want someone empathetic, intellectual, and team-oriented. Above all, they look for people who have strong interpersonal and communication skills and a positive attitude.

Once hired, their new team member has a plethora of growth opportunities available to them. They have structured classroom-style training, access to Recruitment Juice, RCSA courses—as well as on-the-job training. They have weekly mini-training lunches where a topic is chosen and discussed for half an hour. These opportunities are very simple, yet so effective for continuous learning. To hear how Erin assesses experienced recruiters, what their interview process is like, and the unique way they vet applicants—listen to our whole conversation. 

Erin’s story from accomplished Ballerina to Managing Director and CEO

Erin wasn’t always in the recruiting field. She got her start as a professional ballerina with the Australian Ballet. After 7 years, she found herself burned out. She ended up traveling the world but was soon ready for her next challenge—a transition into a long-term career. She started as a temp at a company but was hired full-time within an hour of starting. After observing their recruiting department, she asked if they’d allow her to give it a shot. With that leap of faith, she found a role that resonated with her and fit her unique skill set. 

Being a ballerina had encompassed her whole world. It was all-consuming, and there was no balance in her life. But it taught her discipline and drive. She cultivated the ability to work as a team, mastered empathy, and learned to understand people's emotions. These are all skills that transition well into recruiting. In 2010, Erin launched Devlin Alliance, a recruiting firm that specialized in sales and marketing recruitment. 5 years later, her firm merged with people2people and she transitioned into her role as Managing Director.

Erin also serves as CEO with Infront Sports Consulting, which people2people is the parent company of. They specialize in helping professional athletes transition out of sports and into a long-term career. We talk more about this role and why it is close to Erin’s heart, so keep listening. 

How mentoring someone else is a win for everyone involved

Erin has had the opportunity to be part of the RCSA’s mentoring program. She was mentored by many successful recruiters, including Greg Savage and Mark Smith. Erin had a great experience and wanted to give back herself, so she started mentoring others. She feels it is a privilege to help grow the next generation of leaders. Erin and I agree that mentoring positively impacts both the mentee and mentor and that both can learn from each other.

There is also an informal mentoring program at people2people where members are encouraged to seek out a mentor. The company’s only ask is that anyone being mentored, in turn, is willing to mentor someone else. It’s a once-a-month commitment where the individual gets to pick their mentor's brain and learn industry tools and strategies. The most successful people are those who are always learning and growing. 

And according to Erin, “If you want to be successful you have to invest in your development”—something she is always striving to do. 

Erin’s company firmly believes in giving back to the community. You've likely seen the recent devastation from the Australian bushfires that have been painted across the news worldwide. Erin and I wanted to take this opportunity to share the Recruiters for Fire Relief GoFundMe, linked below in the notes. If you feel inclined, check out their cause and donate.

Connect with Erin Devlin

• LinkedIn
• Twitter
• Instagram

Resources & People Mentioned

• Recruiters for Fire Relief GoFundMe
• Juice Accelerated Recruitment Learning
• People2people
• Infront Sports Counseling
• Drive by Daniel Pink
• RCSA

Connect With Mark Whitby

• Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes by PODCAST FAST TRACK

How do you build a successful recruiting agency? What mindsets are needed to thrive as a business? When Erin Devlin became the managing director of people2people in the state of Victoria, Australia, she achieved 70% growth in a 3-year timespan. 

Erin humbly claims that when she merged her firm, Devlin Alliance with people2people that they had already established a brand with amazing leadership and accomplished recruiters. She simply built on their success when she launched their Melbourne division.

Join me as I talk with Erin about how her company plays to the strengths of its recruiters, their hiring process, and their staff development strategies. Erin also talks about the characteristics from her professional career as a ballerina that led to her success as a recruiter. Don’t miss her unusual and inspiring story!

Outline of This Episode

• [1:06] Meet Erin Devlin—Managing Director of people2people
• [2:57] Why did Erin merge her firm with people2people?
• [4:03] What Erin means by ‘celebrating wins’
• [7:51] How are team members allowed to leverage their strengths?
• [11:21] Professional Recruiter of the Year with RCSA - why was she selected?
• [13:35] Why the 360-degree recruiting model works for people2people
• [15:05] Developing a team member from rookie to consultant
• [21:58] Back to the hiring process: how do you assess those things
• [24:50] Erin’s background as a professional ballerina
• [30:18] The mentoring program at people2people
• [33:09] What is Infront Sports Consulting?
• [36:50] Leveraging success to give back
• [40:19] Technology as a key to success

Celebrating wins and leveraging strengths is the backbone of people2people

Erin points out that in order to be successful as a recruitment team, you must provide adequate recognition for the accomplishments of your team in every stage of success. It can be as simple as verbal recognition for a job well done—or a spa day for the whole team. Telling people they’ve done a great job is a wonderful motivator for success. How does people2people accomplish that? 

On Mondays they highlight the successes of the previous week in their team meetings. Perhaps placements that occurred, targets reached, or company growth. On Fridays, they celebrate together and talk about the best thing that happened and what they enjoyed the most that week. People show up and do their best when they’re rewarded for it, even in the smallest of ways. 

At people2people they allow their team to play to their strengths. They set goals and have a general guideline of what the process to reach those goals could look like. But when it comes down to the nitty-gritty work, they allow their staff to accomplish it in a way that fits them best. They don’t dictate how things get done. Erin states, “We definitely do have a high-performance culture, but there is that flexibility and autonomy in how they achieve the outcome”. 

What sets their hiring and development standards apart from the rest? 

When hiring recruiters, Erin notes that they don’t always hire the most experienced person in the industry. Instead, they look for people who have demonstrated commitment, shown that they’re responsible, and demonstrate success—whether it was as an athlete or in academics. They want someone empathetic, intellectual, and team-oriented. Above all, they look for people who have strong interpersonal and communication skills and a positive attitude.

Once hired, their new team member has a plethora of growth opportunities available to them. They have structured classroom-style training, access to Recruitment Juice, RCSA courses—as well as on-the-job training. They have weekly mini-training lunches where a topic is chosen and discussed for half an hour. These opportunities are very simple, yet so effective for continuous learning. To hear how Erin assesses experienced recruiters, what their interview process is like, and the unique way they vet applicants—listen to our whole conversation. 

Erin’s story from accomplished Ballerina to Managing Director and CEO

Erin wasn’t always in the recruiting field. She got her start as a professional ballerina with the Australian Ballet. After 7 years, she found herself burned out. She ended up traveling the world but was soon ready for her next challenge—a transition into a long-term career. She started as a temp at a company but was hired full-time within an hour of starting. After observing their recruiting department, she asked if they’d allow her to give it a shot. With that leap of faith, she found a role that resonated with her and fit her unique skill set. 

Being a ballerina had encompassed her whole world. It was all-consuming, and there was no balance in her life. But it taught her discipline and drive. She cultivated the ability to work as a team, mastered empathy, and learned to understand people's emotions. These are all skills that transition well into recruiting. In 2010, Erin launched Devlin Alliance, a recruiting firm that specialized in sales and marketing recruitment. 5 years later, her firm merged with people2people and she transitioned into her role as Managing Director.

Erin also serves as CEO with Infront Sports Consulting, which people2people is the parent company of. They specialize in helping professional athletes transition out of sports and into a long-term career. We talk more about this role and why it is close to Erin’s heart, so keep listening. 

How mentoring someone else is a win for everyone involved

Erin has had the opportunity to be part of the RCSA’s mentoring program. She was mentored by many successful recruiters, including Greg Savage and Mark Smith. Erin had a great experience and wanted to give back herself, so she started mentoring others. She feels it is a privilege to help grow the next generation of leaders. Erin and I agree that mentoring positively impacts both the mentee and mentor and that both can learn from each other.

There is also an informal mentoring program at people2people where members are encouraged to seek out a mentor. The company’s only ask is that anyone being mentored, in turn, is willing to mentor someone else. It’s a once-a-month commitment where the individual gets to pick their mentor's brain and learn industry tools and strategies. The most successful people are those who are always learning and growing. 

And according to Erin, “If you want to be successful you have to invest in your development”—something she is always striving to do. 

Erin’s company firmly believes in giving back to the community. You've likely seen the recent devastation from the Australian bushfires that have been painted across the news worldwide. Erin and I wanted to take this opportunity to share the Recruiters for Fire Relief GoFundMe, linked below in the notes. If you feel inclined, check out their cause and donate.

Connect with Erin Devlin

• LinkedIn
• Twitter
• Instagram

Resources & People Mentioned

• Recruiters for Fire Relief GoFundMe
• Juice Accelerated Recruitment Learning
• People2people
• Infront Sports Counseling
• Drive by Daniel Pink
• RCSA

Connect With Mark Whitby

• Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes by
PODCAST FAST TRACK

It’s tough work being a solo recruiter. Everything in your recruitment firm depends on you. Many in the industry choose to remain solo and struggle while others who make that same choice do extraordinarily well.

Rich Rosen fits into that latter category. He consistently bills $1M per year and has lots of repeat business and clients. What’s his secret? I wanted to talk with him to find out and we recorded this episode as a result. 

You’ll hear Rich transparently share how 2019 was one of his worst years in the industry in over 20 years—and how he made a comeback to close out the year with right around $700,000 in placements. You’ll also learn how he sets goals, prioritizes his time, and sets himself up for success every day. I hope you listen. This is a fun conversation full of insights from an everyday guy with a successful track record of recruiting success.

Outline of This Episode

• [0:40] Getting to know Rich Rosen, million-dollar producer year after year
• [2:01] Why Rich has focused entirely on recruiting for software sales professionals
• [4:36] The reasons Rich has chosen to stay a one-man firm
• [13:15] Rich’s toughest year in the last 20 years - what happened
• [21:40] Setting ground rules with clients enable Rich to work smarter, not harder
• [30:29] What does it take to become a million dollar biller? 
• [42:01] Rich’s tips for being as productive as possible and planning well

2019 was a disastrous year but Rich rebounded nicely

2019 was a perfect storm for Rich’s recruitment firm. Market conditions, industry trends, and outright strange events combined to prevent him from progressing at a normal rate. He started the year with only $30,000 billed within the first 4 months, which was far below his normal average for that time of year. Many deals fell apart at the last minute and $522,000 in billings evaporated. Rich says that among those losses were a handful of clients who rescinded deals weeks away from hiring the candidates Rich had provided. He says he’s only seen that happen a handful of times in over 20 years in the industry.

But by the time we recorded this conversation—early November 2019—Rich had rebounded to a hopeful $700,000 year-end revenue total. It was still shy of his $1M average but far above what many recruiters realize even in good years.

How did he do it? Part of the recovery came from restructuring of his fees. Up until that point, his business operated 99% of the time on a contingent fee structure. He pivoted to a partial retainer model and included up-front fees of $8,000 to $16,000 for many clients. He said this change helped him discern which opportunities were serious and which would likely turn out to be a waste of his efforts. It also enabled him to attract clients who were truly serious about their search. Listen to hear the details of how Rich learned to scrutinize opportunities, increase his cold calling, and reconnect with old clients to overcome his early deficit.

Setting ground rules for good communication is key to success as a solo recruiter

Every client's situation will be different but Rich has learned that there are fundamental understandings that need to exist if a recruiter is going to work efficiently and effectively for the client. The most important of those ground rules is good communication. As an example, Rich communicates deadlines to his clients to impress on them the degree to which he’s willing to help them accomplish their hiring goals quickly. He routinely says to clients that if he sends a message or piece of information to them and does not hear from them within 48 hours, he will put his work for them on hold and send any candidates for their position that he’s communicating about to others in his database. This urgency tells his clients that if they truly want to get things done, they need to communicate.

Rich realizes this might sound extreme but he’s found it essential to deliver on what clients want and expect and to help them be accountable for those results. At the very least he expects a text from the client with basic information about the things he’s sent to them. He sends them information for a reason and expects them to help him streamline the process and be effective on their behalf. 

Key ingredients to becoming a million-dollar biller

No recruiter bills $1M annually by accident. I wanted to hear from Rich himself what he thinks goes into being such a consistently successful person. His tips were pure gold. Here’s what he had to say: 

1. Be authentic: Don’t be fake, don’t lie, and be as honest and blunt as you can. Speak with candor about your insights. Business isn’t rocket science, so be authentic and real. Keep your calls short (he schedules them for 15 minutes) and get to the point, learn what you need to know about the candidate, and stay in touch.
2. Master an industry-specific niche: Doing this makes every call matter. If you’re a generalist, every call is a shot in the dark and you have no focus. If you’ve chosen a specific niche you can build a database of people to cycle through that’s relevant for almost every situation you encounter. 
3. Become the industry expert: Gain a reputation in the industry as the go-to guy, the insider. Do this by giving great advice to anyone who asks. Tell them companies to avoid and those that would be a good fit. 

When you’re selling your services to a potential client, mastering these areas adds credibility. Rich notes that by doing your job well you are enhancing the hiring manager’s career—and you need to portray that to them. Find out exactly what they’re looking for in a candidate. Tell them this is your niche and that you’ll always bring them the right person. If you don’t, you don’t get paid. When they can see it in those simple terms, they tend to commit and get the process moving.

Tips for being as productive as possible and planning effectively

Rich has proven that he is an effective recruiter. But how does he do it? A lot of grunt work. Rich believes phone calls are king. He makes at least 50 a day, whether it be to previous candidates, old clients, or people he’s just added to his database.

Rich works from home and his typical workday starts at 8 am with making and returning phone calls. He’ll spend time returning emails and is always sure to leave at least an hour for VP calls. Unlike many recruiters, he takes time to respond to everyone. Because he works nationwide, he structures his calls as such: East coast calls first thing in the morning, then Central time, then he works on those living in the Pacific time zone. 

Something Rich does—that many recruiters might not have the drive for—is research in the evenings and on the weekends. He’ll look for candidates on LinkedIn or in his database and gather their email and phone number. He’ll then shoot them an email the night before letting them know to expect a call from him the next day. It’s time-consuming, it’s grunt-work, but he admits that you learn a lot in the process and it turns potential “cold calls” into “warmer” calls.. 

Rich is a no-excuses and no wasted time type of guy and it’s part of why he’s found so much success. To hear how he fully maximizes his time to be the most efficient and effective recruiter he can possibly be, be sure to listen to the whole episode.

Connect with Rich Rosen

• Rich’s firm: Cornerstone Search
• Cornerstone on Facebook
• Cornerstone on Twitter: @RichRoRecruiter
• Rich on LinkedIn

Resources & People Mentioned

• PODCAST: Recruiter Startup
• PODCAST: The Brutal Truth About Sales & Selling
• PODCAST: Sales Gravy
• PODCAST: The Art of Sales
• PODCAST: How They Build This
• BOOK: Fanatical Prospecting
• Pinnacle Group

Connect With Mark Whitby

• Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter Audio Production and Show notes by PODCAST FAST TRACK

It’s tough work being a solo recruiter. Everything in your recruitment firm depends on you. Many in the industry choose to remain solo and struggle while others who make that same choice do extraordinarily well.

Rich Rosen fits into that latter category. He consistently bills $1M per year and has lots of repeat business and clients. What’s his secret? I wanted to talk with him to find out and we recorded this episode as a result. 

You’ll hear Rich transparently share how 2019 was one of his worst years in the industry in over 20 years—and how he made a comeback to close out the year with right around $700,000 in placements. You’ll also learn how he sets goals, prioritizes his time, and sets himself up for success every day. I hope you listen. This is a fun conversation full of insights from an everyday guy with a successful track record of recruiting success.

Outline of This Episode

• [0:40] Getting to know Rich Rosen, million-dollar producer year after year
• [2:01] Why Rich has focused entirely on recruiting for software sales professionals
• [4:36] The reasons Rich has chosen to stay a one-man firm
• [13:15] Rich’s toughest year in the last 20 years - what happened
• [21:40] Setting ground rules with clients enable Rich to work smarter, not harder
• [30:29] What does it take to become a million dollar biller? 
• [42:01] Rich’s tips for being as productive as possible and planning well

2019 was a disastrous year but Rich rebounded nicely

2019 was a perfect storm for Rich’s recruitment firm. Market conditions, industry trends, and outright strange events combined to prevent him from progressing at a normal rate. He started the year with only $30,000 billed within the first 4 months, which was far below his normal average for that time of year. Many deals fell apart at the last minute and $522,000 in billings evaporated. Rich says that among those losses were a handful of clients who rescinded deals weeks away from hiring the candidates Rich had provided. He says he’s only seen that happen a handful of times in over 20 years in the industry.

But by the time we recorded this conversation—early November 2019—Rich had rebounded to a hopeful $700,000 year-end revenue total. It was still shy of his $1M average but far above what many recruiters realize even in good years.

How did he do it? Part of the recovery came from restructuring of his fees. Up until that point, his business operated 99% of the time on a contingent fee structure. He pivoted to a partial retainer model and included up-front fees of $8,000 to $16,000 for many clients. He said this change helped him discern which opportunities were serious and which would likely turn out to be a waste of his efforts. It also enabled him to attract clients who were truly serious about their search. Listen to hear the details of how Rich learned to scrutinize opportunities, increase his cold calling, and reconnect with old clients to overcome his early deficit.

Setting ground rules for good communication is key to success as a solo recruiter

Every client's situation will be different but Rich has learned that there are fundamental understandings that need to exist if a recruiter is going to work efficiently and effectively for the client. The most important of those ground rules is good communication. As an example, Rich communicates deadlines to his clients to impress on them the degree to which he’s willing to help them accomplish their hiring goals quickly. He routinely says to clients that if he sends a message or piece of information to them and does not hear from them within 48 hours, he will put his work for them on hold and send any candidates for their position that he’s communicating about to others in his database. This urgency tells his clients that if they truly want to get things done, they need to communicate.

Rich realizes this might sound extreme but he’s found it essential to deliver on what clients want and expect and to help them be accountable for those results. At the very least he expects a text from the client with basic information about the things he’s sent to them. He sends them information for a reason and expects them to help him streamline the process and be effective on their behalf. 

Key ingredients to becoming a million-dollar biller

No recruiter bills $1M annually by accident. I wanted to hear from Rich himself what he thinks goes into being such a consistently successful person. His tips were pure gold. Here’s what he had to say: 

1. Be authentic: Don’t be fake, don’t lie, and be as honest and blunt as you can. Speak with candor about your insights. Business isn’t rocket science, so be authentic and real. Keep your calls short (he schedules them for 15 minutes) and get to the point, learn what you need to know about the candidate, and stay in touch.
2. Master an industry-specific niche: Doing this makes every call matter. If you’re a generalist, every call is a shot in the dark and you have no focus. If you’ve chosen a specific niche you can build a database of people to cycle through that’s relevant for almost every situation you encounter. 
3. Become the industry expert: Gain a reputation in the industry as the go-to guy, the insider. Do this by giving great advice to anyone who asks. Tell them companies to avoid and those that would be a good fit. 

When you’re selling your services to a potential client, mastering these areas adds credibility. Rich notes that by doing your job well you are enhancing the hiring manager’s career—and you need to portray that to them. Find out exactly what they’re looking for in a candidate. Tell them this is your niche and that you’ll always bring them the right person. If you don’t, you don’t get paid. When they can see it in those simple terms, they tend to commit and get the process moving.

Tips for being as productive as possible and planning effectively

Rich has proven that he is an effective recruiter. But how does he do it? A lot of grunt work. Rich believes phone calls are king. He makes at least 50 a day, whether it be to previous candidates, old clients, or people he’s just added to his database.

Rich works from home and his typical workday starts at 8 am with making and returning phone calls. He’ll spend time returning emails and is always sure to leave at least an hour for VP calls. Unlike many recruiters, he takes time to respond to everyone. Because he works nationwide, he structures his calls as such: East coast calls first thing in the morning, then Central time, then he works on those living in the Pacific time zone. 

Something Rich does—that many recruiters might not have the drive for—is research in the evenings and on the weekends. He’ll look for candidates on LinkedIn or in his database and gather their email and phone number. He’ll then shoot them an email the night before letting them know to expect a call from him the next day. It’s time-consuming, it’s grunt-work, but he admits that you learn a lot in the process and it turns potential “cold calls” into “warmer” calls.. 

Rich is a no-excuses and no wasted time type of guy and it’s part of why he’s found so much success. To hear how he fully maximizes his time to be the most efficient and effective recruiter he can possibly be, be sure to listen to the whole episode.

Connect with Rich Rosen

• Rich’s firm: Cornerstone Search
• Cornerstone on Facebook
• Cornerstone on Twitter: @RichRoRecruiter
• Rich on LinkedIn

Resources & People Mentioned

• PODCAST: Recruiter Startup
• PODCAST: The Brutal Truth About Sales & Selling
• PODCAST: Sales Gravy
• PODCAST: The Art of Sales
• PODCAST: How They Build This
• BOOK: Fanatical Prospecting
• Pinnacle Group

Connect With Mark Whitby

• Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter
Audio Production and Show notes by
PODCAST FAST TRACK

Starting a recruitment agency is a daunting task - one that my guest on this episode warns is not for everyone. The hard work required and the agony of the ups and downs can only be endured when you are deeply committed to building something worthwhile, can manage your time wisely, and keep your head when you inevitably lose deals you worked hard to cultivate and were counting on. He says it’s simply how the recruiting industry works.

But in spite of those kinds of setbacks, Justin Satterfield has built Norwood Staffing Solutions from the ground up and has been able to reach the $1M revenue mark in less than two years.

Join me for this engaging conversation. Justin shares the story of how he was fired from his previous recruitment position for unsubstantiated reasons, how he started his company from scratch, his team-building philosophy, how he learned that the way he perceives the challenges he faces dictates how he handles them, and more.

Outline of This Episode

• [0:23] Get acquainted with Justin Satterfield - on the road to $1M in net income
• [3:30] The benefits of establishing a public speaking platform
• [8:28] Why reputation matters immensely in the recruitment world
• [10:08] How being treated unfairly at his company led him to start his own
• [16:31] What is resilience, and why is it so important for recruiters?
• [18:47] The first 12 months of starting a recruitment agency
• [21:30[ Things done right and wrong in that first 12 months
• [24:02] Making decisions to deselect certain activities
• [29:43] How building a team enabled Justin to turn a huge corner
• [37:38] Future plans for Norwood Staffing Solutions

Justin knew being fired was the best thing that had ever happened to him

Straight out of college Justin got a job at a startup staffing company, thinking that he’d plug away at the role until he could find something he was more interested in. But he was a quick study and within 2 years he was number 22 in production out of over 600 producers. He was doing well, clearing $200K annually and had developed a great book of business. That’s when the unthinkable happened. He was called into a room and fired.

Why? The team was behind budget and the only remedy was to let someone on the team go. The person in charge at the time decided that Justin was the one who needed to be let go - and promptly took over his book of business. Justin was left in a personally difficult situation. He had signed a 12 month non-compete and admits that he didn’t want to honor it due to the way he was fired. Legal counsel told him that he was likely to win if he took his employer to court but he couldn’t afford the legal fees required to see it through.

So he honored the agreement - and spent the year off improving himself so that in the future, his hard work would be to build something for himself, not a corporation or boss. Today, he sees the loss of his position as the best thing that had ever happened to him because of how it set him up to start his own firm and forced him to prepare himself for that task.

The painful first 12 months of starting his own recruiting agency

A one-man recruitment agency is a grueling endeavor. The founder is the entire recruitment department and the only salesperson on staff - and both of those are full-time jobs upon which the success of the business depends. During the 12 months he was waiting to start his company Justin made the most of the time by developing himself as a leader. He knew he needed to be the best version of himself that he could be if he was going to build and lead a successful company.

Once he was able to get started, his company gained traction quickly. He successfully spun the relationships he already had into big clients that helped give him an initial boost. But he soon discovered that his approach to getting the business running had set him up for the biggest mistake of that first year. Justin was spending 100% of his time doing recruitment and didn’t focus at all on sales. Then both of the large opportunities he’d been counting on fell through. He learned that he should have been allocating time to sales every day in order to keep leads coming in.

The “Do Something” principle served Justin well

“If you don’t have that underlying, full-on confidence, knowing that you can get it done, I would advise against starting a company.” That’s one of Justin’s gems of advice after getting through his first year. He says that you have to develop a tenacious belief that success is not optional. You must be committed to winning no matter what comes. He learned to focus his time on the things that he COULD do rather than looking at the problems.

That is what led him to the “Do Something” principle. Justin explains it this way…

“People are always looking for motivation on a daily basis. That is a backwards way to look at motivation. You take action. No matter how you feel, you take action. Not when you feel like it. Every single day you act. Action leads to results and results give you motivation. You don’t seek motivation to take action to get results - no, the motivation is a by-product. If you want motivation, close some deals.”

This “Do Something” principle has enabled Justin to work hard, land deals, and overcome the struggle required to build his recruitment agency.

Adding talented people to your team trumps the financial challenge of doing it

When Justin was burning the candle at both ends to keep his fledgling recruitment agency afloat he didn’t have the money to bring on team members. It would have been easy to say, “Uhhhh, no. Not yet,” when it came to adding team members - but two opportunities crossed his path that he couldn’t say “No” to. One was an outstanding recruiter he knew previously who got laid off from her company. Justin knew she was a producer and recognized the value she’d bring to his company, so he hired her. Shortly after that, a salesperson he’d been talking to about a possible position with his company in the future, called and said she was fed up with her current position and was quitting. Justin decided to make it work because he didn’t want to lose the opportunity to hire such an effective salesperson.

The timing will never be right to hire and Justin says if you want to grow quickly you will have to take some risk. It’s about the people you take on, not the timing. In his words, “If you get the opportunity to bring on someone who is talented, do it - and do what you need to do to make it work.”

Connect with Justin Satterfield

• Justin (at) NorwoodStaffing.com
• Justin’s company: Norwood Staffing
• Justin on LinkedIn

Connect With Mark Whitby

• Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough

• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes by PODCAST FAST TRACK

Starting a recruitment agency is a daunting task - one that my guest on this episode warns is not for everyone. The hard work required and the agony of the ups and downs can only be endured when you are deeply committed to building something worthwhile, can manage your time wisely, and keep your head when you inevitably lose deals you worked hard to cultivate and were counting on. He says it’s simply how the recruiting industry works.

But in spite of those kinds of setbacks, Justin Satterfield has built Norwood Staffing Solutions from the ground up and has been able to reach the $1M revenue mark in less than two years.

Join me for this engaging conversation. Justin shares the story of how he was fired from his previous recruitment position for unsubstantiated reasons, how he started his company from scratch, his team-building philosophy, how he learned that the way he perceives the challenges he faces dictates how he handles them, and more.

Outline of This Episode

• [0:23] Get acquainted with Justin Satterfield - on the road to $1M in net income
• [3:30] The benefits of establishing a public speaking platform
• [8:28] Why reputation matters immensely in the recruitment world
• [10:08] How being treated unfairly at his company led him to start his own
• [16:31] What is resilience, and why is it so important for recruiters?
• [18:47] The first 12 months of starting a recruitment agency
• [21:30[ Things done right and wrong in that first 12 months
• [24:02] Making decisions to deselect certain activities
• [29:43] How building a team enabled Justin to turn a huge corner
• [37:38] Future plans for Norwood Staffing Solutions

Justin knew being fired was the best thing that had ever happened to him

Straight out of college Justin got a job at a startup staffing company, thinking that he’d plug away at the role until he could find something he was more interested in. But he was a quick study and within 2 years he was number 22 in production out of over 600 producers. He was doing well, clearing $200K annually and had developed a great book of business. That’s when the unthinkable happened. He was called into a room and fired.

Why? The team was behind budget and the only remedy was to let someone on the team go. The person in charge at the time decided that Justin was the one who needed to be let go - and promptly took over his book of business. Justin was left in a personally difficult situation. He had signed a 12 month non-compete and admits that he didn’t want to honor it due to the way he was fired. Legal counsel told him that he was likely to win if he took his employer to court but he couldn’t afford the legal fees required to see it through.

So he honored the agreement - and spent the year off improving himself so that in the future, his hard work would be to build something for himself, not a corporation or boss. Today, he sees the loss of his position as the best thing that had ever happened to him because of how it set him up to start his own firm and forced him to prepare himself for that task.

The painful first 12 months of starting his own recruiting agency

A one-man recruitment agency is a grueling endeavor. The founder is the entire recruitment department and the only salesperson on staff - and both of those are full-time jobs upon which the success of the business depends. During the 12 months he was waiting to start his company Justin made the most of the time by developing himself as a leader. He knew he needed to be the best version of himself that he could be if he was going to build and lead a successful company.

Once he was able to get started, his company gained traction quickly. He successfully spun the relationships he already had into big clients that helped give him an initial boost. But he soon discovered that his approach to getting the business running had set him up for the biggest mistake of that first year. Justin was spending 100% of his time doing recruitment and didn’t focus at all on sales. Then both of the large opportunities he’d been counting on fell through. He learned that he should have been allocating time to sales every day in order to keep leads coming in.

The “Do Something” principle served Justin well

“If you don’t have that underlying, full-on confidence, knowing that you can get it done, I would advise against starting a company.” That’s one of Justin’s gems of advice after getting through his first year. He says that you have to develop a tenacious belief that success is not optional. You must be committed to winning no matter what comes. He learned to focus his time on the things that he COULD do rather than looking at the problems.

That is what led him to the “Do Something” principle. Justin explains it this way…

“People are always looking for motivation on a daily basis. That is a backwards way to look at motivation. You take action. No matter how you feel, you take action. Not when you feel like it. Every single day you act. Action leads to results and results give you motivation. You don’t seek motivation to take action to get results - no, the motivation is a by-product. If you want motivation, close some deals.”

This “Do Something” principle has enabled Justin to work hard, land deals, and overcome the struggle required to build his recruitment agency.

Adding talented people to your team trumps the financial challenge of doing it

When Justin was burning the candle at both ends to keep his fledgling recruitment agency afloat he didn’t have the money to bring on team members. It would have been easy to say, “Uhhhh, no. Not yet,” when it came to adding team members - but two opportunities crossed his path that he couldn’t say “No” to. One was an outstanding recruiter he knew previously who got laid off from her company. Justin knew she was a producer and recognized the value she’d bring to his company, so he hired her. Shortly after that, a salesperson he’d been talking to about a possible position with his company in the future, called and said she was fed up with her current position and was quitting. Justin decided to make it work because he didn’t want to lose the opportunity to hire such an effective salesperson.

The timing will never be right to hire and Justin says if you want to grow quickly you will have to take some risk. It’s about the people you take on, not the timing. In his words, “If you get the opportunity to bring on someone who is talented, do it - and do what you need to do to make it work.”

Connect with Justin Satterfield

• Justin (at) NorwoodStaffing.com
• Justin’s company: Norwood Staffing
• Justin on LinkedIn

Connect With Mark Whitby

• Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough

• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes by
PODCAST FAST TRACK

It isn't very common for a recruitment agency to hit a plateau and then grow beyond that plateau years later - but that’s exactly what happened when Robin Doenicke implemented a new recruitment model for his agency. His recruitment company - Tokyo-based Zensho Agency - has reimagined the structure and culture of its executive search service and as a result, has changed the model upon which the company operates and by which its team is built.

It’s this reimagining that has fueled an amazing recruitment agency growth of 10X. Naturally, I became very curious when I realized this, so I invited Robin to be my guest for this episode of the podcast. In his characteristic style, Robin was extremely generous in sharing the how, but more importantly the WHY behind the decisions he’s made regarding the structure of his company and team. The remarkable success they are achieving flows directly out of those decisions and you’ll hear him describe his approach in detail on this episode. 

Outline of This Episode

• [1:15] Starting an Executive Search Firm in Tokyo - the journey to here
• [3:10] Ideas for structuring his staff as Independent Contractors
• [6:34] Robin’s view of the relationship between martial arts and business
• [11:29] How Zensho exploded after a long time of plateau
• [16:38] The journey of discovering the “why” behind the company
• [18:15] Challenges in 10X-ing the company in 3 years
• [33:01] Plans for expanding the company into Australia
• [40:08] The Stoic Thought for the day

The skill of being fully present is behind much of Robin’s success

Robin is a martial arts expert - and that is not an exaggeration. He moved to Japan to study with grandmaster Bujinkan Ninjutsu and Dr. Masaaki Hatsumi, both world-renowned martial arts instructors. As a result of his diligent study in a variety of martial arts, Robin has earned a top-rank 15th-dan black belt. It’s this background and experience that's lead him to one of his most vital philosophies about business: Be fully present in the events that make up life.

He believes that when you learn to be present you are able to effectively respond to the reality of what’s going on around you, and do so ways appropriate to the situation. This is in contrast to reacting, which is based on negative past experiences or according to ego-driven or fear-based motivations.

Robin finds this discipline to be extremely helpful in business and in recruitment in particular. The fast-moving, ever-changing environment of the modern recruiting agency demands a calm, measured approach - and mindfulness to being present allows that to happen. Robin has used the principle to shape the culture within which his team of recruiters drives the agency business forward.

Culture is more than a buzzword for Zensho Agency

When he read the book “Start With Why” by Simon Sinek, Robin realized that he wanted to build a business that fueled the “why” of those it employs - not one that serves the “why” of its founders or board of directors. He believes that team members who are free to work on their own terms, completely empowered to be entrepreneurs in their own right will foster the most powerful and passionate recruitment service in the world - and as a result would fuel his recruitment agency’s growth. He was right.

The team at Zensho enjoys a community and support structure that readily and eagerly shares ideas and strategies so that everyone can succeed and clients and candidates are the beneficiaries. Though each recruiter is a contractor rather than an employee and is thus in business for themselves, they are never by themselves. Each of them enjoys the reputation and prestige of being affiliated with the Zensho brand as well as a generous compensation package of 70% to 90% of the profits from their placements. Truly, the strength and power of the whole trickle down to the individuals on the team. The results speak for themselves.

I invite you to join me for this fascinating conversation with Robin. His insight into the world of recruiting and the dynamics of what makes a team truly great will not only inspire you, it will equip you to raise the bar on your own ambition.

How Robin is 10X-ing the company in a matter of 3 years

At the current rate of growth, including plans for the expansion of Zensho Agency to Australia in 2020, it looks like Robin will accomplish 10X growth within a 3-year span. How has he done it? I asked Robin that exact question and he pointed to two apparent things…

1 - Only allow great people to come on board the team

Robin says some of his biggest mistakes in growing the company have come from hiring the wrong people and he’s committed to himself that it won’t happen again. One of the hallmarks of this commitment is the company’s “No Asshole” policy, which makes it hard for those who are purely ego-driven or unwilling to contribute to the success of the whole to find a place within the company.

2 - Cultivate and encourage an entrepreneur mindset rather than an employee mindset

Because Zensho Agency has no employees and provides no base salary, recruiters who join the team must be self-motivated, proven producers who are eager to build their own business while contributing to the overall health and success of the team. Robin says those who have been hesitant to join the Zensho team are typically saddled with a belief that a base salary or "employee" status provides more security, when the reality may be that those are limiting beliefs that are holding them back from experiencing their best life. It’s this entrepreneurial mindset that has been behind the recruitment agency’s growth.

Why recruiters need to adopt an abundance mindset that benefits everyone

One of the things that set Zensho’s team apart is that each person on the team - though in actuality a competitor of sorts to the others on the team - is committed to the success of the others. This unique partnership mentality is something Robin says should become characteristic of the entire recruitment industry because when it is, the entire industry benefits.

Successful recruiters enhance both the image and the effectiveness of the industry, enabling those outside the industry to see what we do with a positive attitude and to believe that we offer something of value that nobody else can. For that reason, it’s to all of our benefits to help each other as much as we reasonably can.

I was happy to hear Robin say this because I’ve long had close relationships - even mutually beneficial business relationships - with people many would think of as my competition. Of course, I don’t give away all of my secrets but I do try to serve others in the industry - for the very reasons Robin highlights. 

I hope you take the time to listen to this episode. Robin’s story will inspire you to aim higher, work harder, and dedicate yourself to forging relationships that serve our clients, your candidates, and the recruitment industry to a greater degree.

Connect with Robin Doenicke

• Robin’s firm: Zensho Agency
• Follow Robin on LinkedIn

Resources & People Mentioned

• Simon Sinek’s book Start With Why
• Jim Collin’s book Good To Great
• Sir Richard Branson
• Recruitment International
• The Joe Rogan Podcast
• Ray Dalio’s book Principles
• Tim Freke (author)
• Byron Katie (author) book: Loving What Is
• The Power of Now by Eckhart Tolle

Connect With Mark Whitby

• Get your FREE 30-minute strategy call with Mark: www.RecruitmentCoach.com/Breakthrough
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes by PODCAST FAST TRACK

It isn't very common for a recruitment agency to hit a plateau and then grow beyond that plateau years later - but that’s exactly what happened when Robin Doenicke implemented a new recruitment model for his agency. His recruitment company - Tokyo-based Zensho Agency - has reimagined the structure and culture of its executive search service and as a result, has changed the model upon which the company operates and by which its team is built.

It’s this reimagining that has fueled an amazing recruitment agency growth of 10X. Naturally, I became very curious when I realized this, so I invited Robin to be my guest for this episode of the podcast. In his characteristic style, Robin was extremely generous in sharing the how, but more importantly the WHY behind the decisions he’s made regarding the structure of his company and team. The remarkable success they are achieving flows directly out of those decisions and you’ll hear him describe his approach in detail on this episode. 

Outline of This Episode

• [1:15] Starting an Executive Search Firm in Tokyo - the journey to here
• [3:10] Ideas for structuring his staff as Independent Contractors
• [6:34] Robin’s view of the relationship between martial arts and business
• [11:29] How Zensho exploded after a long time of plateau
• [16:38] The journey of discovering the “why” behind the company
• [18:15] Challenges in 10X-ing the company in 3 years
• [33:01] Plans for expanding the company into Australia
• [40:08] The Stoic Thought for the day

The skill of being fully present is behind much of Robin’s success

Robin is a martial arts expert - and that is not an exaggeration. He moved to Japan to study with grandmaster Bujinkan Ninjutsu and Dr. Masaaki Hatsumi, both world-renowned martial arts instructors. As a result of his diligent study in a variety of martial arts, Robin has earned a top-rank 15th-dan black belt. It’s this background and experience that's lead him to one of his most vital philosophies about business: Be fully present in the events that make up life.

He believes that when you learn to be present you are able to effectively respond to the reality of what’s going on around you, and do so ways appropriate to the situation. This is in contrast to reacting, which is based on negative past experiences or according to ego-driven or fear-based motivations.

Robin finds this discipline to be extremely helpful in business and in recruitment in particular. The fast-moving, ever-changing environment of the modern recruiting agency demands a calm, measured approach - and mindfulness to being present allows that to happen. Robin has used the principle to shape the culture within which his team of recruiters drives the agency business forward.

Culture is more than a buzzword for Zensho Agency

When he read the book “Start With Why” by Simon Sinek, Robin realized that he wanted to build a business that fueled the “why” of those it employs - not one that serves the “why” of its founders or board of directors. He believes that team members who are free to work on their own terms, completely empowered to be entrepreneurs in their own right will foster the most powerful and passionate recruitment service in the world - and as a result would fuel his recruitment agency’s growth. He was right.

The team at Zensho enjoys a community and support structure that readily and eagerly shares ideas and strategies so that everyone can succeed and clients and candidates are the beneficiaries. Though each recruiter is a contractor rather than an employee and is thus in business for themselves, they are never by themselves. Each of them enjoys the reputation and prestige of being affiliated with the Zensho brand as well as a generous compensation package of 70% to 90% of the profits from their placements. Truly, the strength and power of the whole trickle down to the individuals on the team. The results speak for themselves.

I invite you to join me for this fascinating conversation with Robin. His insight into the world of recruiting and the dynamics of what makes a team truly great will not only inspire you, it will equip you to raise the bar on your own ambition.

How Robin is 10X-ing the company in a matter of 3 years

At the current rate of growth, including plans for the expansion of Zensho Agency to Australia in 2020, it looks like Robin will accomplish 10X growth within a 3-year span. How has he done it? I asked Robin that exact question and he pointed to two apparent things…

1 - Only allow great people to come on board the team

Robin says some of his biggest mistakes in growing the company have come from hiring the wrong people and he’s committed to himself that it won’t happen again. One of the hallmarks of this commitment is the company’s “No Asshole” policy, which makes it hard for those who are purely ego-driven or unwilling to contribute to the success of the whole to find a place within the company.

2 - Cultivate and encourage an entrepreneur mindset rather than an employee mindset

Because Zensho Agency has no employees and provides no base salary, recruiters who join the team must be self-motivated, proven producers who are eager to build their own business while contributing to the overall health and success of the team. Robin says those who have been hesitant to join the Zensho team are typically saddled with a belief that a base salary or "employee" status provides more security, when the reality may be that those are limiting beliefs that are holding them back from experiencing their best life. It’s this entrepreneurial mindset that has been behind the recruitment agency’s growth.

Why recruiters need to adopt an abundance mindset that benefits everyone

One of the things that set Zensho’s team apart is that each person on the team - though in actuality a competitor of sorts to the others on the team - is committed to the success of the others. This unique partnership mentality is something Robin says should become characteristic of the entire recruitment industry because when it is, the entire industry benefits.

Successful recruiters enhance both the image and the effectiveness of the industry, enabling those outside the industry to see what we do with a positive attitude and to believe that we offer something of value that nobody else can. For that reason, it’s to all of our benefits to help each other as much as we reasonably can.

I was happy to hear Robin say this because I’ve long had close relationships - even mutually beneficial business relationships - with people many would think of as my competition. Of course, I don’t give away all of my secrets but I do try to serve others in the industry - for the very reasons Robin highlights. 

I hope you take the time to listen to this episode. Robin’s story will inspire you to aim higher, work harder, and dedicate yourself to forging relationships that serve our clients, your candidates, and the recruitment industry to a greater degree.

Connect with Robin Doenicke

• Robin’s firm: Zensho Agency
• Follow Robin on LinkedIn

Resources & People Mentioned

• Simon Sinek’s book Start With Why
• Jim Collin’s book Good To Great
• Sir Richard Branson
• Recruitment International
• The Joe Rogan Podcast
• Ray Dalio’s book Principles
• Tim Freke (author)
• Byron Katie (author) book: Loving What Is
• The Power of Now by Eckhart Tolle

Connect With Mark Whitby

• Get your FREE 30-minute strategy call with Mark: www.RecruitmentCoach.com/Breakthrough
• Mark on LinkedIn
• Mark on Twitter: @MarkWhitby
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes by
PODCAST FAST TRACK

Recruitment leaders who build and lead industry-dominant recruitment firms haven’t risen to their place of prominence by accident. Each of them not only has the experience to inform their leadership decisions but also possesses the personal character traits and habits that set them up for high levels of success. Would you like to know the traits and habits these world-class recruitment leaders have in common? So would I, so I invited a guest on the podcast who has had a front-row seat into the lives and leadership of these amazing individuals for the past 36 years.

Doug Bugie’s career in recruitment spans over three decades where he’s mainly worked in the niche of recruitment franchising. His current role is with FPC, a top 1% performer in the recruitment industry as ranked by Forbes. The company is also ranked “Top 50” in franchisee satisfaction by Franchise Business Review. Team members like Doug are one of the reasons the company excels as it does. Doug himself has had a hand in successfully aiding 800 recruitment franchises in 40 countries fill over 100,000 assignments. That’s a mind-boggling amount of success.

Join me for this fascinating look into the characteristics that make the top recruitment leaders who they are, which in turn, enables them to rise to the top of the industry and stay there year after year. 

Outline of This Episode

• [0:33] Doug’s accomplishments over the past 36 years (100,000 placements)
• [6:05] The key quality of recruitment businesses that do well and those that don’t
• [10:46] At what point to leaders take a non-billing role in their recruitment firm?
• [14:06] The renaissance outlook of the most successful recruiting leaders
• [21:54] The biggest changes in the industry most recently, and Doug’s take on the future
• [28:36] How did we become an industry that’s racing to the bottom?
• [35:21] How Stoicism relates to Doug’s comments

The top recruitment leaders don’t lead from the sidelines

Many people have the mental image of a successful leader calling the shots from a vantage point well away from the action - like a coach, calling plays from the sideline at a sporting event. But they forget that every coach was once a successful player in their own right, which is where they learned the game.

Doug says that in working alongside leaders in the recruitment industry over the last 36 years, he's seen that the ones who gained the respect and admiration of their followers are what he calls “front line action-takers.” Going back to the sports analogy - they were outstanding players who developed their skills through proving their mettle on the field.

During our conversation, Doug highlights how action-taking leaders he’s worked with have set the example for their teams and built cultures that drive success. He also explains how these front-line leaders eventually move to the play-calling role behind the scenes but do so while maintaining the respect of their teams.

Great leaders develop a renaissance outlook

Stop for a moment to recall the most interesting people you’ve ever met. What are the things about them that make them so interesting? Doug says that the most interesting individuals he’s met are recruiting leaders who are well-read and who take the time to educate themselves about what’s happening in the world - and he says the benefits they receive from these activities are multiplied in their recruiting careers.

Leaders who are actively engaged in a process of ongoing self-education can connect with clients and other stakeholders about their interests and passions, across a broad spectrum of industries. It’s that type of engagement that opens the door to the human connections that are at the heart of the true recruitment professional.

As you might imagine, Doug has many stories to share and even offers suggestions about how you can develop a renaissance outlook yourself, so be sure you listen.

Develop your Emotional Intelligence to thrive in the recruiting world  

The advanced tech that makes for efficient data mining has created a commoditized attitude about the recruiting industry. Doug says that clients who need high-level candidates, data mining will never be enough. There is a deeper, more nuanced work that takes place to build relationships of authenticity and trust. The best recruiting leaders make those skills a trademark of what they provide.

An observation Doug makes about this point is that women tend to excel in the recruiting field for these very reasons. As he compares the skills women bring to the table to those of their male counterparts, he says women typically don’t struggle as much with ego - which enables them to put others in the spotlight of attention more easily. They allow the customer or client to speak more which provides greater insight into the needs inherent in the situation at hand.

But male or female, Doug stresses that emotional intelligence is a skill that can be learned - and that true professionals learn it well.

The recruiting professionals who thrive never stop learning about their clients

The high dollar figures paid for high-level executive placements are earned, no question. I can say that with confidence because I’ve seen how the recruiters who brought about those placements made it their goal to become students of their clients’ businesses and industries. When you as a recruiter can speak knowledgeably about the industry your clients serve, you cultivate their confidence in you - which in turn, serves your entire process of serving them.

But there are clients on the other side of the equation as well - those we come alongside who are seeking a placement. It’s our job to learn about them, their experience, and even their personality so that we can find the placement that best fits them as an individual and furthers their career goals.

In this conversation, Doug speaks about the advantages that come to recruitment leaders who are willing to invest time in learning about their client's industries. He shares many intriguing stories of recruitment leaders who set the bar for the industry through their high-level performance and integrity. 

Connect with Doug Bugie

• FPC - the firm where Doug currently serves
• Doug on LinkedIn
• Doug on Twitter: @DougBugie
• DBugie(at)FPCWorldwide.com
• +1-440-525-6198
• Doug on Twitter: @DougBugie

Resources & People Mentioned

• SThree
• Allegis Group
• Jeff Herzog, President of FPC
• Mike Brennan of Norman Broadbent 
• Tony Goodwin of Antal
• James Caan
• Meditations by Marcus Aurelius

Connect With Mark Whitby

• https://recruitmentcoach.com (only include on platforms other than website)
• Mark on LinkedIn
• Mark on Twitter: @RecCoach_com
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

Subscribe to The Resilient Recruiter

Audio Production and Show notes byPODCAST FAST TRACK

Recruitment leaders who build and lead industry-dominant recruitment firms haven’t risen to their place of prominence by accident. Each of them not only has the experience to inform their leadership decisions but also possesses the personal character traits and habits that set them up for high levels of success. Would you like to know the traits and habits these world-class recruitment leaders have in common? So would I, so I invited a guest on the podcast who has had a front-row seat into the lives and leadership of these amazing individuals for the past 36 years.

Doug Bugie’s career in recruitment spans over three decades where he’s mainly worked in the niche of recruitment franchising. His current role is with FPC, a top 1% performer in the recruitment industry as ranked by Forbes. The company is also ranked “Top 50” in franchisee satisfaction by Franchise Business Review. Team members like Doug are one of the reasons the company excels as it does. Doug himself has had a hand in successfully aiding 800 recruitment franchises in 40 countries fill over 100,000 assignments. That’s a mind-boggling amount of success.

Join me for this fascinating look into the characteristics that make the top recruitment leaders who they are, which in turn, enables them to rise to the top of the industry and stay there year after year. 

Outline of This Episode

• [0:33] Doug’s accomplishments over the past 36 years (100,000 placements)
• [6:05] The key quality of recruitment businesses that do well and those that don’t
• [10:46] At what point to leaders take a non-billing role in their recruitment firm?
• [14:06] The renaissance outlook of the most successful recruiting leaders
• [21:54] The biggest changes in the industry most recently, and Doug’s take on the future
• [28:36] How did we become an industry that’s racing to the bottom?
• [35:21] How Stoicism relates to Doug’s comments

The top recruitment leaders don’t lead from the sidelines

Many people have the mental image of a successful leader calling the shots from a vantage point well away from the action - like a coach, calling plays from the sideline at a sporting event. But they forget that every coach was once a successful player in their own right, which is where they learned the game.

Doug says that in working alongside leaders in the recruitment industry over the last 36 years, he's seen that the ones who gained the respect and admiration of their followers are what he calls “front line action-takers.” Going back to the sports analogy - they were outstanding players who developed their skills through proving their mettle on the field.

During our conversation, Doug highlights how action-taking leaders he’s worked with have set the example for their teams and built cultures that drive success. He also explains how these front-line leaders eventually move to the play-calling role behind the scenes but do so while maintaining the respect of their teams.

Great leaders develop a renaissance outlook

Stop for a moment to recall the most interesting people you’ve ever met. What are the things about them that make them so interesting? Doug says that the most interesting individuals he’s met are recruiting leaders who are well-read and who take the time to educate themselves about what’s happening in the world - and he says the benefits they receive from these activities are multiplied in their recruiting careers.

Leaders who are actively engaged in a process of ongoing self-education can connect with clients and other stakeholders about their interests and passions, across a broad spectrum of industries. It’s that type of engagement that opens the door to the human connections that are at the heart of the true recruitment professional.

As you might imagine, Doug has many stories to share and even offers suggestions about how you can develop a renaissance outlook yourself, so be sure you listen.

Develop your Emotional Intelligence to thrive in the recruiting world  

The advanced tech that makes for efficient data mining has created a commoditized attitude about the recruiting industry. Doug says that clients who need high-level candidates, data mining will never be enough. There is a deeper, more nuanced work that takes place to build relationships of authenticity and trust. The best recruiting leaders make those skills a trademark of what they provide.

An observation Doug makes about this point is that women tend to excel in the recruiting field for these very reasons. As he compares the skills women bring to the table to those of their male counterparts, he says women typically don’t struggle as much with ego - which enables them to put others in the spotlight of attention more easily. They allow the customer or client to speak more which provides greater insight into the needs inherent in the situation at hand.

But male or female, Doug stresses that emotional intelligence is a skill that can be learned - and that true professionals learn it well.

The recruiting professionals who thrive never stop learning about their clients

The high dollar figures paid for high-level executive placements are earned, no question. I can say that with confidence because I’ve seen how the recruiters who brought about those placements made it their goal to become students of their clients’ businesses and industries. When you as a recruiter can speak knowledgeably about the industry your clients serve, you cultivate their confidence in you - which in turn, serves your entire process of serving them.

But there are clients on the other side of the equation as well - those we come alongside who are seeking a placement. It’s our job to learn about them, their experience, and even their personality so that we can find the placement that best fits them as an individual and furthers their career goals.

In this conversation, Doug speaks about the advantages that come to recruitment leaders who are willing to invest time in learning about their client's industries. He shares many intriguing stories of recruitment leaders who set the bar for the industry through their high-level performance and integrity. 

Connect with Doug Bugie

• FPC - the firm where Doug currently serves
• Doug on LinkedIn
• Doug on Twitter: @DougBugie
• DBugie(at)FPCWorldwide.com
• +1-440-525-6198
• Doug on Twitter: @DougBugie

Resources & People Mentioned

• SThree
• Allegis Group
• Jeff Herzog, President of FPC
• Mike Brennan of Norman Broadbent 
• Tony Goodwin of Antal
• James Caan
• Meditations by Marcus Aurelius

Connect With Mark Whitby

• https://recruitmentcoach.com (only include on platforms other than website)
• Mark on LinkedIn
• Mark on Twitter: @RecCoach_com
• Mark on Facebook
• Mark on Instagram: @RecruitmentCoach
• Mark on YouTube

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