The Resilient Recruiter

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

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

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

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

Episode Outline and Highlights

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

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

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

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

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

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

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

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

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

Age is Not a Differentiator 

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

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

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

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

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

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

Building a Stream of Referrals Through Relentless Follow-Ups 

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

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

What exactly does this mean?

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

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

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

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

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

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

Showing Resilience - 2008 Recession & 2023 Tech Downturn

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

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

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

Diversifying into new industries.

Focusing on relevant and personalized outreaches.

Testing multiple business development tactics, and

Building a repeatable, scalable process.

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

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

Brandon Glyck Bio and Contact Info

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

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

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

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

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

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

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

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

Episode Outline and Highlights

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

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

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

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

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

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

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

[46:30] Strategies for growing her team.

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

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

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

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

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

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

Building Key Differentiators as a Boutique Firm

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

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

Here are some of their differentiators:

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

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

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

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

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

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

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

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

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

What are her key techniques in finding great team members?

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

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

Karolina Willis Bio and Contact Info

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

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

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

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

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

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

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

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

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

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

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

Episode Outline and Highlights

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

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

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

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

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

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

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

[43:34] Jenny shares their growth plans.

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

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

Jenny’s Day Planning Process

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

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

To summarize her methodology, here are the takeaways:

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

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

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

Writing plans physically rather than digitally creates a stronger commitment

The planning process helps combat distractions and provides focus

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

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

Going Through Setbacks and Valuable Lessons Learned

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

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

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

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

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

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

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

Business Development and Client Acquisition Tactics in a Tough Market

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

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

Their business development tactics include:

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

LinkedIn Engagement

Database management.

Jenny Diaz Bio and Contact Info

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