How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?   We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.   Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.   Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [02:27] What is new for Amanda and her team in the last three years? </li> <li dir="ltr" aria-level="1"> [08:10] How OpusLex enhanced its business model to align with EOS. </li> <li dir="ltr" aria-level="1"> [16:30] What processes have been working well with Amanda’s team? </li> <li dir="ltr" aria-level="1"> [21:47] The practical applications of E-Myth. </li> <li dir="ltr" aria-level="1"> [27:54] Discussion on things that Amanda and her team are most proud of. </li> <li dir="ltr" aria-level="1"> [34:40] Learning to grow the team and hire the right people. </li> <li dir="ltr" aria-level="1"> [42:22] Effective collaboration tools and tech stack. </li> <li dir="ltr" aria-level="1"> [50:47] Why should working from home be balanced with working together physically? </li> <li dir="ltr" aria-level="1"> [53:07] Amanda shares what could be the biggest challenge when upscaling your team. </li> </ul>   Systems and Process for Upscaling Your Recruitment Firm   Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:   <ul> <li dir="ltr" aria-level="1"> Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a clear mission, vision, and values, and assigning "rocks" (specific goals) to both the company and individual team members. </li> <li dir="ltr" aria-level="1"> Shift from Traditional to Team-Based Roles: Amanda moved from a traditional "full desk" model (where each person handled all aspects of recruitment) to segmented roles. This structure now includes designated roles for business development, recruiting, sourcing, and administrative support, allowing each team member to specialize and master their area. </li> <li dir="ltr" aria-level="1"> Client Engagement and Differentiated Service: They established a high-touch approach to client relationships by requiring direct conversations with clients before working on any job order, enhancing service depth and client understanding. </li> <li dir="ltr" aria-level="1"> Enhanced Communication and Automation: Amanda addressed the complexity of coordinating multiple specialized roles by setting up communication workflows using tools like Monday.com and integrating them with Slack for task updates and real-time notifications, which minimized the risk of inefficiencies. </li> <li dir="ltr" aria-level="1"> Systematized Processes for Consistency: Amanda implemented process templates in Crelate for both candidate and job intake to ensure consistency and efficiency. This provides essential information gathered upfront, reducing repetitive follow-ups and training time for new hires. </li> </ul>   These adjustments reflect Amanda’s commitment to EOS principles, enhancing her team's efficiency, communication, and service consistency as they scale.   Critical Elements When Hiring to Upscale Your Team   When growing your recruitment business, hiring the right person to fill critical roles can be challenging. Do you go for a full 360-degree or 180-degree model? I wanted to pick Amanda’s brain about her learnings as she started to hire and grow her team.    Amanda prioritizes understanding how a potential team member aligns with their values. “I think going back to those core values in terms of some of our core values, intellectual curiosity, earnestness, relationships first. And so really trying to stay quality over quantity, really trying to imbue those values throughout our hiring process.”   Rather than adhering to a rigid “full desk” model, she has implemented a flexible, team-based structure that allows employees to specialize and focus on specific roles, attracting diverse skill sets and reducing turnover by placing people where they can excel. Her model also enables creating specialized, replicable teams that can focus on distinct practice areas or client needs, such as intellectual property law or retained searches, allowing team members to build practices around their interests and expertise. Additionally, Amanda’s focus on transparent, day-to-day communication enhances team alignment, with updates to revenue and compensation models supporting this collaborative framework. She shared the tech stack they use to collaborate effectively and consistently.   What is the Biggest Challenge In Growing Your Recruitment Business?   What will be the biggest challenge if you set your business up for scale? For Amanda, “I think giving new ideas and systems time to work is challenging. And not having. Or you know, and also like giving myself some grace.”   Amanda’s greatest challenge in building her business is balancing the patience to allow new ideas and systems time to prove their effectiveness with the need to make strategic adjustments if things aren't working. She acknowledges that this uncertainty—knowing when to persist and when to pivot—can be especially difficult. To overcome this, we acknowledge the importance of resilience and an unwavering commitment to the long-term goal, alongside the willingness to assess whether issues stem from the process, the people involved, or just the natural time required for new initiatives to take hold. Cultivating patience and maintaining a mindset focused on progress over perfection are key practices she uses to navigate the uncertainty and keep pushing forward.   Amanda Brandenburg Bio and Contact Info   In 2018, Amanda founded OpusLex Partners to bring a hands-on, customized, and personalized approach back to legal recruiting. At OpusLex, which translates to “legal body of work,” our body of work includes finding the very best for every search.   Amanda is passionate about her work and enjoys the challenges and competitive nature of the business. When she’s not sourcing top legal talent for her clients, you can find her spending time with her husband, their three children, and two rescue dogs at home in Atlanta. She is a graduate of the University of Georgia.   <ul> <li dir="ltr" aria-level="1"> Amanda on <a href= "https://www.linkedin.com/in/amandagriffithbrandenburg/" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Opus Lex Partners website <a href= "http://www.opuslexpartners.com" target="_blank" rel= "noopener">link</a> </li> <li dir="ltr" aria-level="1"> Opus Lex on <a href= "https://www.facebook.com/opuslexpartners" target="_blank" rel= "noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Opus Lex on <a href= "https://www.instagram.com/opus_lex_partners/" target="_blank" rel= "noopener">Instagram</a> </li> </ul>   People and Resources Mentioned   <ul> <li dir="ltr" aria-level="1"> <a href= "https://www.amazon.com/Traction-Get-Grip-Your-Business/dp/1936661837" target="_blank" rel="noopener">Traction: Get A Grip On Your Business, by Gino Wickman</a> </li> <li dir="ltr" aria-level="1"> <a href="http://monday.com" target="_blank" rel="noopener">Monday.com</a> </li> <li dir="ltr" aria-level="1"> <a href="https://www.crelate.com/" target="_blank" rel="noopener">Crelate</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.amazon.com/The-E-Myth-Revisited-audiobook/dp/B00094F0ES/ref=sr_1_1?crid=1LESQ30V0R3TK&dib=eyJ2IjoiMSJ9.T37sO5kYmz4RdCO2gPZsFv0DeMwg6k1M3iMbVgAVGVvAYxdvCxAytmxE6HG7zELG7cP3PU5FXELl14l92e5x0c5xmrxjGTtkkhUhMzo2E6VQ499_f6AdxOoLhnJb2iJI0eArQU9itb2kIJcT3ZXxVGdde5_v1_RMhzcoMlBLRmP8mDyvEIQVk4T5j96TRGUROT4NUnpvff2vdb6ucFYxkjXMYUsdoXHC8EmOnsD8naI.OrSI3DkTpd_eZsf0LCfX4GZbOl3S9ji3zfy7xuWvD6Y&dib_tag=se&keywords=E-Myth&qid=1731515759&s=books&sprefix=e-myt%2Cstripbooks-intl-ship%2C387&sr=1-1" target="_blank" rel="noopener">The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael Gerber</a> </li> <li dir="ltr" aria-level="1"> <a href="https://asana.com/" target="_blank" rel="noopener">Asana</a> </li> <li dir="ltr" aria-level="1"> <a href="https://zapier.com/" target="_blank" rel="noopener">Zapier</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.leopardsolutions.com/" target="_blank" rel= "noopener">Leopard Solutions</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.ringcentral.com/" target="_blank" rel="noopener">Ring Central</a> </li> <li dir="ltr" aria-level="1"> Allan Fisher on <a href= "https://www.linkedin.com/in/allanfisherpfs/" target="_blank" rel= "noopener">LinkedIn</a> </li> </ul>   Related Podcast You Might Enjoy   <ul> <li dir="ltr" aria-level="1"> <a href= "https://recruitmentcoach.com/podcast/the-winning-formula-how-to-grow-a-recruiting-firm-to-2-million-in-3-years-with-amanda-brandenburg-ep-108/" target="_blank" rel="noopener">TRR#108 The Winning Formula: How to Grow a Recruiting Firm to $2 Million in 3 Years</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href="https://plinkhq.com/i/1489513354" target="_blank" rel="noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[02:27] What is new for Amanda and her team in the last three years?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[08:10] How OpusLex enhanced its business model to align with EOS.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[16:30] What processes have been working well with Amanda’s team?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[21:47] The practical applications of E-Myth.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[27:54] Discussion on things that Amanda and her team are most proud of.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[34:40] Learning to grow the team and hire the right people.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[42:22] Effective collaboration tools and tech stack.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[50:47] Why should working from home be balanced with working together physically?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[53:07] Amanda shares what could be the biggest challenge when upscaling your team.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Systems and Process for Upscaling Your Recruitment Firm&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a clear mission, vision, and values, and assigning "rocks" (specific goals) to both the company and individual team members.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Shift from Traditional to Team-Based Roles: Amanda moved from a traditional "full desk" model (where each person handled all aspects of recruitment) to segmented roles. This structure now includes designated roles for business development, recruiting, sourcing, and administrative support, allowing each team member to specialize and master their area.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Client Engagement and Differentiated Service: They established a high-touch approach to client relationships by requiring direct conversations with clients before working on any job order, enhancing service depth and client understanding.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Enhanced Communication and Automation: Amanda addressed the complexity of coordinating multiple specialized roles by setting up communication workflows using tools like Monday.com and integrating them with Slack for task updates and real-time notifications, which minimized the risk of inefficiencies.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Systematized Processes for Consistency: Amanda implemented process templates in Crelate for both candidate and job intake to ensure consistency and efficiency. This provides essential information gathered upfront, reducing repetitive follow-ups and training time for new hires.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;These adjustments reflect Amanda’s commitment to EOS principles, enhancing her team's efficiency, communication, and service consistency as they scale.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Critical Elements When Hiring to Upscale Your Team&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When growing your recruitment business, hiring the right person to fill critical roles can be challenging. Do you go for a full 360-degree or 180-degree model? I wanted to pick Amanda’s brain about her learnings as she started to hire and grow her team. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda prioritizes understanding how a potential team member aligns with their values. “I think going back to those core values in terms of some of our core values, intellectual curiosity, earnestness, relationships first. And so really trying to stay quality over quantity, really trying to imbue those values throughout our hiring process.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Rather than adhering to a rigid “full desk” model, she has implemented a flexible, team-based structure that allows employees to specialize and focus on specific roles, attracting diverse skill sets and reducing turnover by placing people where they can excel. Her model also enables creating specialized, replicable teams that can focus on distinct practice areas or client needs, such as intellectual property law or retained searches, allowing team members to build practices around their interests and expertise. Additionally, Amanda’s focus on transparent, day-to-day communication enhances team alignment, with updates to revenue and compensation models supporting this collaborative framework. She shared the tech stack they use to collaborate effectively and consistently.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;What is the Biggest Challenge In Growing Your Recruitment Business?&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;What will be the biggest challenge if you set your business up for scale? For Amanda, “I think giving new ideas and systems time to work is challenging. And not having. Or you know, and also like giving myself some grace.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda’s greatest challenge in building her business is balancing the patience to allow new ideas and systems time to prove their effectiveness with the need to make strategic adjustments if things aren't working. She acknowledges that this uncertainty—knowing when to persist and when to pivot—can be especially difficult. To overcome this, we acknowledge the importance of resilience and an unwavering commitment to the long-term goal, alongside the willingness to assess whether issues stem from the process, the people involved, or just the natural time required for new initiatives to take hold. Cultivating patience and maintaining a mindset focused on progress over perfection are key practices she uses to navigate the uncertainty and keep pushing forward.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Amanda Brandenburg Bio and Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;In 2018, Amanda founded OpusLex Partners to bring a hands-on, customized, and personalized approach back to legal recruiting. At OpusLex, which translates to “legal body of work,” our body of work includes finding the very best for every search.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda is passionate about her work and enjoys the challenges and competitive nature of the business. When she’s not sourcing top legal talent for her clients, you can find her spending time with her husband, their three children, and two rescue dogs at home in Atlanta. She is a graduate of the University of Georgia.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Amanda on &lt;a href= "https://www.linkedin.com/in/amandagriffithbrandenburg/" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Opus Lex Partners website &lt;a href= "http://www.opuslexpartners.com" target="_blank" rel= "noopener"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Opus Lex on &lt;a href= "https://www.facebook.com/opuslexpartners" target="_blank" rel= "noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Opus Lex on &lt;a href= "https://www.instagram.com/opus_lex_partners/" target="_blank" rel= "noopener"&gt;Instagram&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;People and Resources Mentioned&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.amazon.com/Traction-Get-Grip-Your-Business/dp/1936661837" target="_blank" rel="noopener"&gt;Traction: Get A Grip On Your Business, by Gino Wickman&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="http://monday.com" target="_blank" rel="noopener"&gt;Monday.com&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://www.crelate.com/" target="_blank" rel="noopener"&gt;Crelate&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.amazon.com/The-E-Myth-Revisited-audiobook/dp/B00094F0ES/ref=sr_1_1?crid=1LESQ30V0R3TK&amp;dib=eyJ2IjoiMSJ9.T37sO5kYmz4RdCO2gPZsFv0DeMwg6k1M3iMbVgAVGVvAYxdvCxAytmxE6HG7zELG7cP3PU5FXELl14l92e5x0c5xmrxjGTtkkhUhMzo2E6VQ499_f6AdxOoLhnJb2iJI0eArQU9itb2kIJcT3ZXxVGdde5_v1_RMhzcoMlBLRmP8mDyvEIQVk4T5j96TRGUROT4NUnpvff2vdb6ucFYxkjXMYUsdoXHC8EmOnsD8naI.OrSI3DkTpd_eZsf0LCfX4GZbOl3S9ji3zfy7xuWvD6Y&amp;dib_tag=se&amp;keywords=E-Myth&amp;qid=1731515759&amp;s=books&amp;sprefix=e-myt%2Cstripbooks-intl-ship%2C387&amp;sr=1-1" target="_blank" rel="noopener"&gt;The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael Gerber&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://asana.com/" target="_blank" rel="noopener"&gt;Asana&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://zapier.com/" target="_blank" rel="noopener"&gt;Zapier&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.leopardsolutions.com/" target="_blank" rel= "noopener"&gt;Leopard Solutions&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.ringcentral.com/" target="_blank" rel="noopener"&gt;Ring Central&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Allan Fisher on &lt;a href= "https://www.linkedin.com/in/allanfisherpfs/" target="_blank" rel= "noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Related Podcast You Might Enjoy&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruitmentcoach.com/podcast/the-winning-formula-how-to-grow-a-recruiting-firm-to-2-million-in-3-years-with-amanda-brandenburg-ep-108/" target="_blank" rel="noopener"&gt;TRR#108 The Winning Formula: How to Grow a Recruiting Firm to $2 Million in 3 Years&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;span style= "font-size: 12pt;"&gt;&lt;a href="https://plinkhq.com/i/1489513354" target="_blank" rel="noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt; &lt;/p&gt;</description>

How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your...

Systems That Scale: How To Grow From Solo Practice to Successful Team, with Amanda Brandenburg, Ep #235

Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.   Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.   Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.   Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [01:55] How Tyler got into recruitment and why he chose metals as a niche. </li> <li dir="ltr" aria-level="1"> [08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant. </li> <li dir="ltr" aria-level="1"> [12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer. </li> <li dir="ltr" aria-level="1"> [17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack. </li> <li dir="ltr" aria-level="1"> [20:17] Turning it around from zero to $250k - discussion on business development. </li> <li dir="ltr" aria-level="1"> [23:53] How to establish yourself as the go-to authority in your niche. </li> <li dir="ltr" aria-level="1"> [30:57] Podcasting is an effective engagement tool to go above and beyond. </li> <li dir="ltr" aria-level="1"> [38:39] A creative way of using videos to promote your client and strengthen relationships. </li> <li dir="ltr" aria-level="1"> [43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter? </li> <li dir="ltr" aria-level="1"> [46:01] What is next for Tyler and American Dream Search? </li> </ul>   Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry   When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler!    His conclusion is “The riches are in the niches!” He highlighted below benefits and how niching down worked for him:   <ul> <li dir="ltr" aria-level="1"> Reduced Competition: By focusing on the steel industry, he reduced his competition from 26,000 recruiters in the US to only around five competitors in the same industry in his domain. </li> <li dir="ltr" aria-level="1"> Authority Building: It was easier for Tyler to add value to the industry and be an established figure in the steel industry through continuous sharing of content and podcasting. </li> <li dir="ltr" aria-level="1"> Higher Demand: Targeting a specialized industry can lead clients to view you as a high-value resource, as you bring industry-specific knowledge and connections. Even if you only place 10 candidates in a year with an average of $25k fee, you already have substantial revenue. </li> <li dir="ltr" aria-level="1"> Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC. </li> </ul>   How to Establish Yourself as the Go-To Expert in Your Niche   Tyler's reputation grew as he focused on the metal and steel sector, allowing him to generate trust and recognition in the metals industry. He started his podcast, The Recruiter of Steel, to bring added value to the industry. He also utilized LinkedIn by consistently posting content related to the industry which has gained traction, especially to decision-makers. Out of his 7000 connections, around 75% are in the metal and steel industry.   Consistency in these actions made Tyler a recognizable authority in his niche. As he shared, “As far as an ROI … I would say the majority of my business now, I would say is inbound. Most of it is coming inbound to me. I haven't run an MPC campaign in probably three, or four months because all of this is coming to me and I have enough business with it. It's because I've established myself as that authority. It's brought in multiple six figures for me just doing posting and just interacting on LinkedIn.”   Other Action Items That Turned Around His Business   The first six months of Tyler’s business brought in no revenue. However, he had a breakthrough that transformed it from zero to a $250k profit. That is niching down, and establishing himself as an authority. However, there are also other action items he shared that helped him, which I am sure a lot of listeners can relate to:   Full Commitment and Resilience: When Tyler was laid off, he committed entirely to his recruitment business, even though it took six months of effort without income to gain traction.   Mentorship and Continuous Learning: Seeking guidance, Tyler connected with Scott Tuttle, a successful recruiter who provided critical advice on areas like contract terms and marketing strategies. This mentorship helped Tyler refine his approach, close deals, and streamline his operations.   Effective Use of Technology: Tyler used a tailored tech stack, including LinkedIn automation through Skylead, Sales Navigator, Apollo for marketing, and Crelate for CRM management. These tools allowed him to be targeted and efficient in his outreach, helping him reach the right clients and candidates without resorting to mass emails.   Tyler Rossi Bio and Contact Info   Tyler Rossi is the President of American Dream Search and Host of the Let's Talk Talent podcast (now rebranded as The Recruiter of Steel podcast). He is one of the top headhunters in America for sales talent in the Steel/Metals Industry.   But it wasn't always this way.    For the longest time, Tyler put off going into business full-time. While he had his LLC on the side, Tyler never had the guts to go all in. He had the six-figure tech sales job and the job security and benefits that came with it.  He had the house, and the marriage, and his daughter was soon on the way.    Fast forward to September of 2023, Tyler was forced to take the leap of faith he was putting off for so long. He was abruptly laid off from his job. There was no warning, no severance…nothing.    Six-figure paycheck? Poof 💨    Oh, and his wife was 32 weeks pregnant 😳    That next Monday, he fired up his laptop and dove full-time into his recruiting business.    The first 6 months were brutal he made $0.    Rejection after rejection. Set back after set back.    But he never gave up.    Fast forward to now and Tyler has scaled American Dream Search to over 10 clients and has billed multiple six-figures in its first year. He has established himself as a premier recruiter in the Metals Industry and he's just getting started.   <ul> <li dir="ltr" aria-level="1"> Tyler on <a href= "https://www.linkedin.com/in/tylerrossi/">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> American Dream Search website <a href="https://www.americandreamsearch.com/">link</a> </li> <li dir="ltr" aria-level="1"> The Recruiter of Steel <a href= "https://open.spotify.com/show/4Pp4qTwU1vCONfiaUWaZDE">podcast</a> </li> </ul>   People and Resources Mentioned   <ul> <li dir="ltr" aria-level="1"> Scott Tuttle on <a href= "https://www.linkedin.com/in/scotttuttle/">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Alec Borlin on <a href= "https://www.linkedin.com/in/alec-borlin-cpa-aa141482/">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Sarah Englade on <a href= "https://www.linkedin.com/in/sarah-englade/">LinkedIn</a> </li> </ul>   Related Podcast You Might Enjoy   <ul> <li dir="ltr" aria-level="1"> <a href= "https://recruitmentcoach.com/podcast/how-to-achieve-rapid-success-in-a-new-recruitment-market/"> TRR#230 How to Achieve Rapid Success in a New Recruitment Market</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://recruitmentcoach.com/podcast/how-to-leverage-video-content-to-boost-your-recruiting-business/"> TRR#232 How to Leverage Video Content to Boost Your Recruiting Business</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk">LinkedIn</a>,  </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a>   <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue! &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Episode Outline and Highlights&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[01:55] How Tyler got into recruitment and why he chose metals as a niche.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[20:17] Turning it around from zero to $250k - discussion on business development.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[23:53] How to establish yourself as the go-to authority in your niche.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[30:57] Podcasting is an effective engagement tool to go above and beyond.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[38:39] A creative way of using videos to promote your client and strengthen relationships.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[46:01] What is next for Tyler and American Dream Search?&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler! &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;His conclusion is “The riches are in the niches!” He highlighted below benefits and how niching down worked for him:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Reduced Competition: By focusing on the steel industry, he reduced his competition from 26,000 recruiters in the US to only around five competitors in the same industry in his domain.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Authority Building: It was easier for Tyler to add value to the industry and be an established figure in the steel industry through continuous sharing of content and podcasting.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Higher Demand: Targeting a specialized industry can lead clients to view you as a high-value resource, as you bring industry-specific knowledge and connections. Even if you only place 10 candidates in a year with an average of $25k fee, you already have substantial revenue.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;How to Establish Yourself as the Go-To Expert in Your Niche&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler's reputation grew as he focused on the metal and steel sector, allowing him to generate trust and recognition in the metals industry. He started his podcast, The Recruiter of Steel, to bring added value to the industry. He also utilized LinkedIn by consistently posting content related to the industry which has gained traction, especially to decision-makers. Out of his 7000 connections, around 75% are in the metal and steel industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Consistency in these actions made Tyler a recognizable authority in his niche. As he shared, “As far as an ROI … I would say the majority of my business now, I would say is inbound. Most of it is coming inbound to me. I haven't run an MPC campaign in probably three, or four months because all of this is coming to me and I have enough business with it. It's because I've established myself as that authority. It's brought in multiple six figures for me just doing posting and just interacting on LinkedIn.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Other Action Items That Turned Around His Business&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;The first six months of Tyler’s business brought in no revenue. However, he had a breakthrough that transformed it from zero to a $250k profit. That is niching down, and establishing himself as an authority. However, there are also other action items he shared that helped him, which I am sure a lot of listeners can relate to:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Full Commitment and Resilience: When Tyler was laid off, he committed entirely to his recruitment business, even though it took six months of effort without income to gain traction.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Mentorship and Continuous Learning: Seeking guidance, Tyler connected with Scott Tuttle, a successful recruiter who provided critical advice on areas like contract terms and marketing strategies. This mentorship helped Tyler refine his approach, close deals, and streamline his operations.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Effective Use of Technology: Tyler used a tailored tech stack, including LinkedIn automation through Skylead, Sales Navigator, Apollo for marketing, and Crelate for CRM management. These tools allowed him to be targeted and efficient in his outreach, helping him reach the right clients and candidates without resorting to mass emails.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler Rossi Bio and Contact Info&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler Rossi is the President of American Dream Search and Host of the Let's Talk Talent podcast (now rebranded as The Recruiter of Steel podcast). He is one of the top headhunters in America for sales talent in the Steel/Metals Industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;But it wasn't always this way. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;For the longest time, Tyler put off going into business full-time. While he had his LLC on the side, Tyler never had the guts to go all in. He had the six-figure tech sales job and the job security and benefits that came with it.  He had the house, and the marriage, and his daughter was soon on the way. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Fast forward to September of 2023, Tyler was forced to take the leap of faith he was putting off for so long. He was abruptly laid off from his job. There was no warning, no severance…nothing. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Six-figure paycheck? Poof 💨 &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Oh, and his wife was 32 weeks pregnant 😳 &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;That next Monday, he fired up his laptop and dove full-time into his recruiting business. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;The first 6 months were brutal he made $0. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Rejection after rejection. Set back after set back. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;But he never gave up. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Fast forward to now and Tyler has scaled American Dream Search to over 10 clients and has billed multiple six-figures in its first year. He has established himself as a premier recruiter in the Metals Industry and he's just getting started.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Tyler on &lt;a href= "https://www.linkedin.com/in/tylerrossi/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;American Dream Search website &lt;a href="https://www.americandreamsearch.com/"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;The Recruiter of Steel &lt;a href= "https://open.spotify.com/show/4Pp4qTwU1vCONfiaUWaZDE"&gt;podcast&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;People and Resources Mentioned&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Scott Tuttle on &lt;a href= "https://www.linkedin.com/in/scotttuttle/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Alec Borlin on &lt;a href= "https://www.linkedin.com/in/alec-borlin-cpa-aa141482/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Sarah Englade on &lt;a href= "https://www.linkedin.com/in/sarah-englade/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Related Podcast You Might Enjoy&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruitmentcoach.com/podcast/how-to-achieve-rapid-success-in-a-new-recruitment-market/"&gt; TRR#230 How to Achieve Rapid Success in a New Recruitment Market&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruitmentcoach.com/podcast/how-to-leverage-video-content-to-boost-your-recruiting-business/"&gt; TRR#232 How to Leverage Video Content to Boost Your Recruiting Business&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk"&gt;LinkedIn&lt;/a&gt;, &lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt; &lt;/p&gt;</description>

Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down...

How Niching Down Turned a Recruitment Business from Zero to 6-Figure Success, with Tyler Rossi, Ep # 234

As a recruitment business owner, have you considered how to tap into overlooked talent pools while meeting corporate diversity demands? Our special guest, Emma Freivogel, shares how she built two successful organizations - a charity (Radical Recruit) and a profit-for-good consultancy (B Radical) - focused on placing candidates from non-traditional backgrounds into corporate roles.    If you're interested in combining social impact with business success, Emma's insights on structuring support services and creating sustainable revenue through corporate sponsorship could transform your approach to recruitment.   Emma is the Founder and CEO of Radical Recruit, a pioneering charity that supports companies in recruiting talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, victims of domestic violence, and those facing barriers to work. She is also the co-founder of B Radical, a profit-for-good consultancy that supports businesses in implementing inclusive recruitment practices and developing diversity strategies.   Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [02:06] The history of how and why Emma founded Radical Recruit and B Radical. </li> <li dir="ltr" aria-level="1"> [05:01] Insights on candidates' backgrounds being advocated for hiring by B Radical. </li> <li dir="ltr" aria-level="1"> [16:33] Emma expounded on her philosophy of giving people second chances - knowing about Chan’s story. </li> <li dir="ltr" aria-level="1"> [22:23] Interesting story of how Emma got into her field. </li> <li dir="ltr" aria-level="1"> [24:39] B Radical’s business model. </li> <li dir="ltr" aria-level="1"> [30:11] How receptive are companies to partnering with Radical Recruit? </li> <li dir="ltr" aria-level="1"> [32:43] Malcolm’s powerful and inspiring story. </li> <li dir="ltr" aria-level="1"> [36:44] What is next for B Radical and Radical Recruit? </li> <li dir="ltr" aria-level="1"> [39:00] Emma’s learnings as a business leader can applied to all business owners and leaders. </li> </ul>   The Philosophy Behind Radical Recruit’s Advocacy   Recruitment is challenging in general, but for Radical Recruit, it presents additional difficulties. They focus on supporting marginalized individuals often excluded from the traditional labor market. Emma and Radical Recruit advocate for people from underrepresented communities—those who face barriers related to ethnicity, gender, disability, and past adversities such as homelessness, criminal records, addiction, or domestic violence.    You will hear inspiring stories shared by Emma about Channel - a woman who grew up in extreme poverty and violence, with 47 convictions by her early twenties, and how she is now a head Chef in a restaurant.   You will also know about Malcolm - who fell into homelessness as his life turned upside-down when his father passed and how he was able to turn it around.   These stories exemplify Radical Recruit's approach: to show employers the potential in unconventional candidates and advocate for fair hiring practices that embrace diversity.    What This Means for Recruitment Business Leaders & Owners   Emma is doing something fascinating and incredible. Giving second chances to underdogs and advocating for them in the labor market not only gives businesses and individuals mutual benefits but also contributes to a much bigger value to society. Since Emma has been running non-profit and profit-for-good business models for both Radical Recruitment and B Radical, are there transferable learnings that conventional recruitment businesses can apply from a leadership perspective? I echo Emma’s response below:   “I think from a diversity perspective, if we treated diversity as seriously as we do things like financial resilience and mitigating the risk of cyber-attacks and this sort of thing, then we would not have a problem filling roles at any level… I think that leaders could just be more human-centric generally, not, not with regard to the way they view and interact with radical talent, but just people in general. We're all looking for the same things. We all benefit from the same things.”   Would You Consider Diversity Recruitment Services? A key discussion topic was Emma's emphasis on how recruitment agencies can build sustainable revenue through diversity recruitment services. She reveals an untapped market opportunity that most traditional agencies overlook. "Unless the executive sponsors this diversity work, unless it's properly resourced, unless there is thoughtful, considered approach unless people are measuring impact and linking it to the business case, the work's probably not going to get done." Market Opportunity Emma highlights a massive untapped talent pool in the UK: 11 million people with criminal convictions, 14 million with disabilities, and 230,000 homeless individuals. With every executive prioritizing diversity, there's strong corporate demand but few agencies are equipped to deliver effectively. Revenue Streams The business model combines traditional recruitment fees with innovative revenue streams. Corporate sponsorship packages start from £3k, supplemented by DEI training, recruitment audits, and comprehensive post-placement support services. This creates multiple recurring revenue opportunities beyond standard placement fees. Success Metrics A client demonstrates the model's effectiveness with a 92% retention rate for diverse hires. Successful placements range from entry-level to £80k senior roles across multiple sectors. The comprehensive support model drives long-term partnerships and repeat business from corporate clients. The key takeaway is that while many recruiters shy away from diversity recruitment, there's a significant business opportunity for those willing to develop expertise in this area. As Emma notes, "Every executive has diversity on their agenda" - the challenge is turning that commitment into action through proper resourcing and support. Emma Freivogel Bio and Contact Info Emma Freivogel is the founder and co-CEO of Radical Recruit, a pioneering charity that assists businesses in recruiting entry-level talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, domestic violence, or homelessness among other barriers to work. She is also the co-founder of B-Radical, a profit-for-good consultancy that supports job seekers from similar communities in securing more senior and skilled appointments, often within the same companies. B-Radical assists businesses in laying the foundations for success or reimagining their usual ways of working through workshops, training, strategy sessions, audits, advisory services, and early career recruitment. By collaborating with the Radical brands, businesses not only diversify their talent pipelines and teams but also enhance their social value and ESG initiatives. Emma's leadership is driven by a commitment to equality and social justice, aiming to create inclusive opportunities in the labor market and transform recruitment practices so they are both welcoming and fair.   <ul> <li dir="ltr" aria-level="1"> Emma on <a href= "https://www.linkedin.com/in/emmafreivogel/" target="_blank" rel= "noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Radical Recruit website <a href= "http://www.radicalrecruit.co.uk" target="_blank" rel= "noopener">link</a> </li> <li dir="ltr" aria-level="1"> B Radical website <a href= "http://www.b-radical.co.uk" target="_blank" rel= "noopener">link</a> </li> </ul> Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;As a recruitment business owner, have you considered how to tap into overlooked talent pools while meeting corporate diversity demands? Our special guest, Emma Freivogel, shares how she built two successful organizations - a charity (Radical Recruit) and a profit-for-good consultancy (B Radical) - focused on placing candidates from non-traditional backgrounds into corporate roles. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;If you're interested in combining social impact with business success, Emma's insights on structuring support services and creating sustainable revenue through corporate sponsorship could transform your approach to recruitment.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Emma is the Founder and CEO of Radical Recruit, a pioneering charity that supports companies in recruiting talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, victims of domestic violence, and those facing barriers to work. She is also the co-founder of B Radical, a profit-for-good consultancy that supports businesses in implementing inclusive recruitment practices and developing diversity strategies.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[02:06] The history of how and why Emma founded Radical Recruit and B Radical.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[05:01] Insights on candidates' backgrounds being advocated for hiring by B Radical.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[16:33] Emma expounded on her philosophy of giving people second chances - knowing about Chan’s story.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[22:23] Interesting story of how Emma got into her field.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[24:39] B Radical’s business model.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[30:11] How receptive are companies to partnering with Radical Recruit?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[32:43] Malcolm’s powerful and inspiring story.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[36:44] What is next for B Radical and Radical Recruit?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[39:00] Emma’s learnings as a business leader can applied to all business owners and leaders.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;The Philosophy Behind Radical Recruit’s Advocacy&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Recruitment is challenging in general, but for Radical Recruit, it presents additional difficulties. They focus on supporting marginalized individuals often excluded from the traditional labor market. Emma and Radical Recruit advocate for people from underrepresented communities—those who face barriers related to ethnicity, gender, disability, and past adversities such as homelessness, criminal records, addiction, or domestic violence. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;You will hear inspiring stories shared by Emma about Channel - a woman who grew up in extreme poverty and violence, with 47 convictions by her early twenties, and how she is now a head Chef in a restaurant.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;You will also know about Malcolm - who fell into homelessness as his life turned upside-down when his father passed and how he was able to turn it around.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;These stories exemplify Radical Recruit's approach: to show employers the potential in unconventional candidates and advocate for fair hiring practices that embrace diversity. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;What This Means for Recruitment Business Leaders &amp; Owners&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Emma is doing something fascinating and incredible. Giving second chances to underdogs and advocating for them in the labor market not only gives businesses and individuals mutual benefits but also contributes to a much bigger value to society. Since Emma has been running non-profit and profit-for-good business models for both Radical Recruitment and B Radical, are there transferable learnings that conventional recruitment businesses can apply from a leadership perspective? I echo Emma’s response below:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;“I think from a diversity perspective, if we treated diversity as seriously as we do things like financial resilience and mitigating the risk of cyber-attacks and this sort of thing, then we would not have a problem filling roles at any level… I think that leaders could just be more human-centric generally, not, not with regard to the way they view and interact with radical talent, but just people in general. We're all looking for the same things. We all benefit from the same things.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Would You Consider Diversity Recruitment Services?&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;A key discussion topic was Emma's emphasis on how recruitment agencies can build sustainable revenue through diversity recruitment services. She reveals an untapped market opportunity that most traditional agencies overlook.&lt;/p&gt; &lt;p dir="ltr"&gt;"Unless the executive sponsors this diversity work, unless it's properly resourced, unless there is thoughtful, considered approach unless people are measuring impact and linking it to the business case, the work's probably not going to get done."&lt;/p&gt; &lt;p dir="ltr"&gt;Market Opportunity Emma highlights a massive untapped talent pool in the UK: 11 million people with criminal convictions, 14 million with disabilities, and 230,000 homeless individuals. With every executive prioritizing diversity, there's strong corporate demand but few agencies are equipped to deliver effectively.&lt;/p&gt; &lt;p dir="ltr"&gt;Revenue Streams The business model combines traditional recruitment fees with innovative revenue streams. Corporate sponsorship packages start from £3k, supplemented by DEI training, recruitment audits, and comprehensive post-placement support services. This creates multiple recurring revenue opportunities beyond standard placement fees.&lt;/p&gt; &lt;p dir="ltr"&gt;Success Metrics A client demonstrates the model's effectiveness with a 92% retention rate for diverse hires. Successful placements range from entry-level to £80k senior roles across multiple sectors. The comprehensive support model drives long-term partnerships and repeat business from corporate clients.&lt;/p&gt; &lt;p dir="ltr"&gt;The key takeaway is that while many recruiters shy away from diversity recruitment, there's a significant business opportunity for those willing to develop expertise in this area. As Emma notes, "Every executive has diversity on their agenda" - the challenge is turning that commitment into action through proper resourcing and support.&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Emma Freivogel Bio and Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Emma Freivogel is the founder and co-CEO of Radical Recruit, a pioneering charity that assists businesses in recruiting entry-level talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, domestic violence, or homelessness among other barriers to work. She is also the co-founder of B-Radical, a profit-for-good consultancy that supports job seekers from similar communities in securing more senior and skilled appointments, often within the same companies. B-Radical assists businesses in laying the foundations for success or reimagining their usual ways of working through workshops, training, strategy sessions, audits, advisory services, and early career recruitment. By collaborating with the Radical brands, businesses not only diversify their talent pipelines and teams but also enhance their social value and ESG initiatives. Emma's leadership is driven by a commitment to equality and social justice, aiming to create inclusive opportunities in the labor market and transform recruitment practices so they are both welcoming and fair.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Emma on &lt;a href= "https://www.linkedin.com/in/emmafreivogel/" target="_blank" rel= "noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Radical Recruit website &lt;a href= "http://www.radicalrecruit.co.uk" target="_blank" rel= "noopener"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;B Radical website &lt;a href= "http://www.b-radical.co.uk" target="_blank" rel= "noopener"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt; &lt;/p&gt;</description>

As a recruitment business owner, have you considered how to tap into overlooked talent pools while meeting corporate diversity demands? Our special guest, Emma Freivogel, shares how she built two successful organizations - a charity (Radical Recruit)...

How to Find Hidden Talent: The Radical Truth About Second Chances, with Emma Freivogel, Ep # 233

As a new recruitment business owner, how much do you invest in marketing and personal branding? Is the ROI worth it?   Our special guest, Sarah Englade, explained how she scaled to $1.5m in revenue in 18 months with the help of LinkedIn personal branding. She shared her strategies and how she overcame struggles when creating content, which can be helpful if you also find value in content creation.   Sarah Englade is the Owner & Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior roles in accounting, finance, and human resources throughout Houston, TX.    Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. Between 2012-2020, she successfully placing over 2,800 candidates and generating millions in revenue.    Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values.    Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [02:42] How Sarah got into recruiting by accident and how she excelled before launching her firm. </li> <li dir="ltr" aria-level="1"> [08:15] Understanding contributing factors to burnout in staffing and how to mitigate it early. </li> <li dir="ltr" aria-level="1"> [11:11] Keys to Sarah becoming a top producer. </li> <li dir="ltr" aria-level="1"> [13:15] The remarkable story of Monarch's launch during the pandemic. </li> <li dir="ltr" aria-level="1"> [20:17] Three action items kept Sarah going during the first 6 months of Monarch. </li> <li dir="ltr" aria-level="1"> [24:27] Sarah’s book recommendations. </li> <li dir="ltr" aria-level="1"> [26:24] Journey and strategies in building a personal brand through LinkedIn. </li> <li dir="ltr" aria-level="1"> [36:33] Are you intimidated to do video content? Sarah shares her process. </li> <li dir="ltr" aria-level="1"> [41:48] What is the ROI in content and personal brand marketing? </li> <li dir="ltr" aria-level="1"> [48:21] Other elements that contribute to Monarch’s successes on top of personal branding. </li> <li dir="ltr" aria-level="1"> [54:30] “You always have to be a student of learning” </li> <li dir="ltr" aria-level="1"> [56:16] Quick fire questions: Tech Stack and Metrics that matter for Sarah, and keys to resilience. </li> </ul>   Three Steps That Keep Monarch On-Track in the First Six Months When Sarah launched Monarch during the pandemic, things were not as smooth sailing as expected. Most people would think that the first three months would get them positive traction, but for Sarah, it had already been around six months, and still, not much was happening. She started the company without a book of business and minimal business development experience.   If you are a new recruitment business owner, Sarah’s insights on the three things that kept her going can be helpful. Sarah focused on three key things to keep her business going for the first six months:   <ul> <li dir="ltr" aria-level="1"> Self-development and mindset: Sarah dedicated herself to reading books, listening to podcasts, and staying disciplined to work on her mindset and conquer her feelings of inferiority. She focused on personal growth and overcoming self-doubt. </li> <li dir="ltr" aria-level="1"> Metrics and consistency: She believed in using metrics to track her progress and committed herself to hitting her numbers. Sarah stayed consistent by posting her goals on a board, reviewing them daily, and compounding her activity to build confidence. </li> <li dir="ltr" aria-level="1"> Seeking mentors: Despite facing challenges finding local mentors, Sarah sought out mentors in business and recruiting from other parts of the United States. She leaned on their support and advice to navigate challenges and stay motivated in her entrepreneurial journey. </li> </ul>   Strategies for Building a Personal Brand Through LinkedIn   A key discussion topic that resonated with me was Sarah's emphasis on personal branding and her strategies for building a brand through LinkedIn.   “As a new business owner you have to really be very smart with your money. But I always say this to people that scared money doesn't make money. As you know you have to spend money to make it. Like part of my budget and part of what's worked for me and my business model over the years has 100% been investing in marketing.”   Sarah was not a LinkedIn expert, as she had just explored it as recently as she started her business. She also is not as fond of being in videos as many of us are. She even gets a lot of bashers and trolls. Nevertheless, it doesn’t stop her from consistently posting meaningful content!    Here are some takeaways shared in terms of strategies and processes Sarah used for creating and posting LinkedIn videos:   <ul> <li dir="ltr" aria-level="1"> Quarterly video shoots with 20 videos created each time. </li> <li dir="ltr" aria-level="1"> Videos based on real conversations with her network to provide value. </li> <li dir="ltr" aria-level="1"> Content sourced from suggestions and personal experiences as a recruiter. </li> <li dir="ltr" aria-level="1"> Daily preparation: Early morning content creation on the day of recording by reviewing notes and conversations. </li> <li dir="ltr" aria-level="1"> Consistency in content creation: Maintaining a positive and helpful tone in videos. </li> <li dir="ltr" aria-level="1"> Continuous improvement: Embracing feedback and learning from each video to boost confidence and quality over time. </li> </ul>   Long-term ROI from Content and Personal Brand Marketing   How much Sarah invested in marketing and building her personal brand benefited her business tremendously. It leads to client relationship building and trust from candidates that the best headhunter in their niche is handling them. Beyond that, Sarah and I believe personal branding has a more long-term ROI than you can measure. I think that Sarah explained it well:   “I think it varies on what you look at as the return on that investment. So for me, I'm a new business owner. I'm just coming up to four years. You know, many people think there's overnight success when you start any kind of company, especially in terms of staff and space, especially if you have experience. And I'm telling the truth about, you know, branding, you have to have the brand now because the first thing we all do is when we're looking up anything, whether it's a doctor, a restaurant, whatever it is, we google things, right? So we google to see credibility and that builds trust when we start seeing the reviews and people and all that good stuff. So in the very beginning, it is going to seem exhausting. You're going to be like, what is this even bringing to me?  Over time, it's going to help people find you. So that's the return. So it's not overnight. There is literally no elevator here to success. You have to take the stairs and this is part of that now. So I can honestly say that in the very beginning, I saw the return almost immediately and then it started to go like this a little and then it started to blow up again. And that's recruiting. It's like this. So the biggest thing for me is the reason why I continue and commit to creating this content. It's because we're in a down market, and we're not staying here. So when the market goes like this, I want them to remember my face, my name, my brand, and my company. And hopefully, with putting out as much content as I'm putting out, they do. So that's the whole return on it, which is making sure that you're staying front and center, no matter what kind of market we're actually in. “   Sarah Englade Bio & Contact Info   Sarah Englade is the Owner & Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior-level and mid-executive-level direct-hire roles in accounting, finance, and human resources throughout Houston, TX. Sarah serves as an executive headhunter within the firm, partnering with local high-performing companies to grow their teams. She also offers candidates career resources, including resume, interview support, job market trend updates, local continuing education opportunities, and more.    Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. In her roles, she was regularly recognized as a top producer, successfully placing over 2,800 candidates between 2012 and 2020 and generating millions in revenue. Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values.    Sarah volunteers at Dress for Success Houston, is a Greater Houston Women’s Chamber of Commerce (GHWCC) member and has been a nominee for Houston Business Journal’s 40 Under 40 from 2022-2024. Sarah has also been featured in several media outlets, including Shoutout HTX, Voyage Houston, GoSolo, CanvasRebel Magazine, Houston Made, Forbes Magazine for Houston’s Extraordinary Women in Business, and LFN Network’s Breaking The Silence Talk Show.   <ul> <li dir="ltr" aria-level="1"> Sarah on <a href= "https://www.linkedin.com/in/sarah-englade/" target="_blank" rel= "noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Monarch Solutions website <a href= "https://monarchtalentsolutions.com/" target="_blank" rel= "noopener">link</a> </li> <li dir="ltr" aria-level="1"> Monarch Solutions on <a href= "https://www.youtube.com/@monarchtalentsolutions" target="_blank" rel="noopener">YouTube</a> </li> <li dir="ltr" aria-level="1"> Monarch Solutions on Instagram - <a href="https://www.instagram.com/monarchtalenthtx/" target= "_blank" rel="noopener">@monarchtalenthtx</a> </li> </ul>   People and Resources Mentioned   <ul> <li dir="ltr" aria-level="1"> <a href= "https://www.amazon.com/Compound-Effect-Darren-Hardy/dp/159315724X" target="_blank" rel="noopener">The Compound Effect</a> - Darren Hardy </li> <li dir="ltr" aria-level="1"> <a href= "https://www.amazon.com/Fanatical-Prospecting-Conversations-Leveraging-Telephone/dp/1119144752" target="_blank" rel="noopener">Fanatical Prospecting</a> - Jeb Blount </li> <li dir="ltr" aria-level="1"> <a href= "https://emilyfrisella.com/products/relationships-first-book-pre-order" target="_blank" rel="noopener">Relationships First</a> - Emily Frisella </li> <li dir="ltr" aria-level="1"> <a href="http://claude.ai" target= "_blank" rel="noopener">Claude.ai</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.rustygatesmedia.com/" target="_blank" rel= "noopener">Rusty Gates Media</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.bullhorn.com/" target="_blank" rel= "noopener">Bullhorn</a> </li> <li dir="ltr" aria-level="1"> <a href="https://dripify.io/" target="_blank" rel="noopener">Dripify</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;As a new recruitment business owner, how much do you invest in marketing and personal branding? Is the ROI worth it?&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Our special guest, Sarah Englade, explained how she scaled to $1.5m in revenue in 18 months with the help of LinkedIn personal branding. She shared her strategies and how she overcame struggles when creating content, which can be helpful if you also find value in content creation.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Sarah Englade is the Owner &amp; Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior roles in accounting, finance, and human resources throughout Houston, TX. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. Between 2012-2020, she successfully placing over 2,800 candidates and generating millions in revenue. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[02:42] How Sarah got into recruiting by accident and how she excelled before launching her firm.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[08:15] Understanding contributing factors to burnout in staffing and how to mitigate it early.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[11:11] Keys to Sarah becoming a top producer.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[13:15] The remarkable story of Monarch's launch during the pandemic.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[20:17] Three action items kept Sarah going during the first 6 months of Monarch.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[24:27] Sarah’s book recommendations.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[26:24] Journey and strategies in building a personal brand through LinkedIn.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[36:33] Are you intimidated to do video content? Sarah shares her process.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[41:48] What is the ROI in content and personal brand marketing?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[48:21] Other elements that contribute to Monarch’s successes on top of personal branding.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[54:30] “You always have to be a student of learning”&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[56:16] Quick fire questions: Tech Stack and Metrics that matter for Sarah, and keys to resilience.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Three Steps That Keep Monarch On-Track in the First Six Months&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When Sarah launched Monarch during the pandemic, things were not as smooth sailing as expected. Most people would think that the first three months would get them positive traction, but for Sarah, it had already been around six months, and still, not much was happening. She started the company without a book of business and minimal business development experience.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;If you are a new recruitment business owner, Sarah’s insights on the three things that kept her going can be helpful. Sarah focused on three key things to keep her business going for the first six months:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Self-development and mindset: Sarah dedicated herself to reading books, listening to podcasts, and staying disciplined to work on her mindset and conquer her feelings of inferiority. She focused on personal growth and overcoming self-doubt.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Metrics and consistency: She believed in using metrics to track her progress and committed herself to hitting her numbers. Sarah stayed consistent by posting her goals on a board, reviewing them daily, and compounding her activity to build confidence.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Seeking mentors: Despite facing challenges finding local mentors, Sarah sought out mentors in business and recruiting from other parts of the United States. She leaned on their support and advice to navigate challenges and stay motivated in her entrepreneurial journey.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Strategies for Building a Personal Brand Through LinkedIn&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;A key discussion topic that resonated with me was Sarah's emphasis on personal branding and her strategies for building a brand through LinkedIn.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;“As a new business owner you have to really be very smart with your money. But I always say this to people that scared money doesn't make money. As you know you have to spend money to make it. Like part of my budget and part of what's worked for me and my business model over the years has 100% been investing in marketing.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Sarah was not a LinkedIn expert, as she had just explored it as recently as she started her business. She also is not as fond of being in videos as many of us are. She even gets a lot of bashers and trolls. Nevertheless, it doesn’t stop her from consistently posting meaningful content! &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Here are some takeaways shared in terms of strategies and processes Sarah used for creating and posting LinkedIn videos:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Quarterly video shoots with 20 videos created each time.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Videos based on real conversations with her network to provide value.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Content sourced from suggestions and personal experiences as a recruiter.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Daily preparation: Early morning content creation on the day of recording by reviewing notes and conversations.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Consistency in content creation: Maintaining a positive and helpful tone in videos.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Continuous improvement: Embracing feedback and learning from each video to boost confidence and quality over time.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Long-term ROI from Content and Personal Brand Marketing&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;How much Sarah invested in marketing and building her personal brand benefited her business tremendously. It leads to client relationship building and trust from candidates that the best headhunter in their niche is handling them. Beyond that, Sarah and I believe personal branding has a more long-term ROI than you can measure. I think that Sarah explained it well:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;“I think it varies on what you look at as the return on that investment. So for me, I'm a new business owner. I'm just coming up to four years. You know, many people think there's overnight success when you start any kind of company, especially in terms of staff and space, especially if you have experience. And I'm telling the truth about, you know, branding, you have to have the brand now because the first thing we all do is when we're looking up anything, whether it's a doctor, a restaurant, whatever it is, we google things, right? So we google to see credibility and that builds trust when we start seeing the reviews and people and all that good stuff. So in the very beginning, it is going to seem exhausting. You're going to be like, what is this even bringing to me?  Over time, it's going to help people find you. So that's the return. So it's not overnight. There is literally no elevator here to success. You have to take the stairs and this is part of that now. So I can honestly say that in the very beginning, I saw the return almost immediately and then it started to go like this a little and then it started to blow up again. And that's recruiting. It's like this. So the biggest thing for me is the reason why I continue and commit to creating this content. It's because we're in a down market, and we're not staying here. So when the market goes like this, I want them to remember my face, my name, my brand, and my company. And hopefully, with putting out as much content as I'm putting out, they do. So that's the whole return on it, which is making sure that you're staying front and center, no matter what kind of market we're actually in. “&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Sarah Englade Bio &amp; Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Sarah Englade is the Owner &amp; Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior-level and mid-executive-level direct-hire roles in accounting, finance, and human resources throughout Houston, TX. Sarah serves as an executive headhunter within the firm, partnering with local high-performing companies to grow their teams. She also offers candidates career resources, including resume, interview support, job market trend updates, local continuing education opportunities, and more. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. In her roles, she was regularly recognized as a top producer, successfully placing over 2,800 candidates between 2012 and 2020 and generating millions in revenue. Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Sarah volunteers at Dress for Success Houston, is a Greater Houston Women’s Chamber of Commerce (GHWCC) member and has been a nominee for Houston Business Journal’s 40 Under 40 from 2022-2024. Sarah has also been featured in several media outlets, including Shoutout HTX, Voyage Houston, GoSolo, CanvasRebel Magazine, Houston Made, Forbes Magazine for Houston’s Extraordinary Women in Business, and LFN Network’s Breaking The Silence Talk Show.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Sarah on &lt;a href= "https://www.linkedin.com/in/sarah-englade/" target="_blank" rel= "noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Monarch Solutions website &lt;a href= "https://monarchtalentsolutions.com/" target="_blank" rel= "noopener"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Monarch Solutions on &lt;a href= "https://www.youtube.com/@monarchtalentsolutions" target="_blank" rel="noopener"&gt;YouTube&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Monarch Solutions on Instagram - &lt;a href="https://www.instagram.com/monarchtalenthtx/" target= "_blank" rel="noopener"&gt;@monarchtalenthtx&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;People and Resources Mentioned&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.amazon.com/Compound-Effect-Darren-Hardy/dp/159315724X" target="_blank" rel="noopener"&gt;The Compound Effect&lt;/a&gt; - Darren Hardy&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.amazon.com/Fanatical-Prospecting-Conversations-Leveraging-Telephone/dp/1119144752" target="_blank" rel="noopener"&gt;Fanatical Prospecting&lt;/a&gt; - Jeb Blount&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://emilyfrisella.com/products/relationships-first-book-pre-order" target="_blank" rel="noopener"&gt;Relationships First&lt;/a&gt; - Emily Frisella&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="http://claude.ai" target= "_blank" rel="noopener"&gt;Claude.ai&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.rustygatesmedia.com/" target="_blank" rel= "noopener"&gt;Rusty Gates Media&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.bullhorn.com/" target="_blank" rel= "noopener"&gt;Bullhorn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://dripify.io/" target="_blank" rel="noopener"&gt;Dripify&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt; &lt;/p&gt;</description>

As a new recruitment business owner, how much do you invest in marketing and personal branding? Is the ROI worth it?   Our special guest, Sarah Englade, explained how she scaled to $1.5m in revenue in 18 months with the help of LinkedIn personal...

How to Leverage Video Content to Boost Your Recruiting Business, with Sarah Englade, Ep #232

As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting.   In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation.   Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial & Professional Services sectors.    Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+.    He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.   Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [02:06] How Mike got into recruiting and why he could adapt quickly. </li> <li dir="ltr" aria-level="1"> [06:21] Building high-performing teams: leading a £3M team of 5 consultants. </li> <li dir="ltr" aria-level="1"> [15:40] Overcoming the lows - why Mike at one point hated recruitment. </li> <li dir="ltr" aria-level="1"> [20:10] Specific best practices on how to format a great CV. </li> <li dir="ltr" aria-level="1"> [27:05] Effective approach to developing other top billers. </li> <li dir="ltr" aria-level="1"> [31:02] Mike shares his business model and placement niche. </li> <li dir="ltr" aria-level="1"> [37:46] What is a recruitment leader’s greatest achievement? </li> <li dir="ltr" aria-level="1"> [41:01] Why sometimes under-projecting works. </li> <li dir="ltr" aria-level="1"> [44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers. </li> <li dir="ltr" aria-level="1"> [48:40] Redesigning back office operations to provide innovative solutions. </li> <li dir="ltr" aria-level="1"> [53:59] The five steps in mapping out your recruitment process. </li> </ul>   Key Ingredients to Build High-Performing Teams A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors:   <ul> <li dir="ltr" aria-level="1"> Trust: Establishing mutual trust between you and your team is fundamental. This foundation allows team members to feel secure and perform at their best. </li> <li dir="ltr" aria-level="1"> Clear Expectations: Be very clear with the expectations for each task. Clearly communicate what is the minimum required performance, ensuring there’s no ambiguity. </li> <li dir="ltr" aria-level="1"> Tailored Management: Every team member is unique, and you need to manage them according to their individual strengths and personalities, not a one-size-fits-all approach. </li> <li dir="ltr" aria-level="1"> Empowerment and Autonomy: Give your team the space to work independently, stepping back when they meet or exceed expectations. Encourage entrepreneurial spirit and avoid micromanaging. </li> <li dir="ltr" aria-level="1"> Skill Development: Focus on developing your team from trainees or junior staff into experts. Break down complex concepts into simpler terms to make learning approachable. </li> <li dir="ltr" aria-level="1"> Team Diversity in Skills: Build a team where each member brings a unique skill set to the table, so they complement each other. This helps tackle any challenge effectively. </li> <li dir="ltr" aria-level="1"> Learning from Mistakes: Mike highlights that making mistakes is part of the growth process. Learning from errors is crucial to long-term success in leading teams. </li> </ul>   Effective Approach to Developing Top Billers   For Mike, his getting big billings is not the best achievement, but rather, when his team members are starting to bill like him:  “The best achievement was actually when, you know, some of my other team members were also starting to get to those numbers as well.”   An effective billing manager does not always translate into a good mentor or sales coach. So, what steps should you take if you want to develop your team members to be like you and bill significantly? Mike emphasized the importance of clarity and respect.   “And it's pretty much the way I parent my children as well, so it's no different. So, yeah, that's kind of been the cornerstone. It's just treat people with respect, be very clear with them, be very honest, and take the pressure off them when they're.”   Scottish recruiters tend to use football analogies a lot, so I am sure you will enjoy how Mike described his approach to team development as the same way football coaches approach their teams.   The Power of Delegation   It is not easy to guide a team of big billers while you yourself need to ensure you are producing—that is why many billing managers find it challenging to maintain consistent team performance.   Mike shared his secret: delegation.   He uses delegation thoughtfully and strategically. Here’s how he approaches it:   Delegate for Development: Mike views delegation as providing team members with learning experiences. He emphasizes that delegation is a win-win because it allows others to gain experience while easing their workload.   Match Tasks to Strengths: Mike assigns tasks based on his team members' strengths and preferences when delegating. He selects the right person for each job, ensuring that the task aligns with the individual's skills and mindset. For example, he delegates a report task to someone who enjoys working with spreadsheets, not to the more social team members.   Motivation: He incorporates positive reinforcement by motivating the team members when delegating. This boosts their confidence and makes them feel valued and capable.   Clear Expectations: Mike is very clear about his expectations when delegating, especially regarding deadlines. He sets the task, communicates the deadline, and ensures the person knows exactly what is required.   This approach ensures that delegation is effective, motivational, and aligned with the strengths and capacities of his team members.   Mike Stirton Bio and Contact Info Mike is a seasoned recruitment leader who has led high-performing teams within the Financial & Professional Services sectors in Scotland. Mike has excelled in producing some of the best and high-performing recruiters within his sector whilst at the same time running a personal desk of £1m+. He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.   <ul> <li dir="ltr" aria-level="1"> Mike on <a href= "https://www.linkedin.com/in/mikestirton/" target="_blank" rel= "noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> BE IT website <a href= "https://be-it.co.uk/" target="_blank" rel="noopener">link</a> </li> </ul>   People and Resources Mentioned <ul> <li dir="ltr" aria-level="1"> <a href= "https://www.bullhorn.com/" target="_blank" rel= "noopener">Bullhorn</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting.&lt;/p&gt; &lt;p dir="ltr"&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial &amp; Professional Services sectors. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[02:06] How Mike got into recruiting and why he could adapt quickly.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[06:21] Building high-performing teams: leading a £3M team of 5 consultants.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[15:40] Overcoming the lows - why Mike at one point hated recruitment.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[20:10] Specific best practices on how to format a great CV.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[27:05] Effective approach to developing other top billers.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[31:02] Mike shares his business model and placement niche.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[37:46] What is a recruitment leader’s greatest achievement?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[41:01] Why sometimes under-projecting works.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[48:40] Redesigning back office operations to provide innovative solutions.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[53:59] The five steps in mapping out your recruitment process.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Key Ingredients to Build High-Performing Teams&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Trust: Establishing mutual trust between you and your team is fundamental. This foundation allows team members to feel secure and perform at their best.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Clear Expectations: Be very clear with the expectations for each task. Clearly communicate what is the minimum required performance, ensuring there’s no ambiguity.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Tailored Management: Every team member is unique, and you need to manage them according to their individual strengths and personalities, not a one-size-fits-all approach.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Empowerment and Autonomy: Give your team the space to work independently, stepping back when they meet or exceed expectations. Encourage entrepreneurial spirit and avoid micromanaging.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Skill Development: Focus on developing your team from trainees or junior staff into experts. Break down complex concepts into simpler terms to make learning approachable.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Team Diversity in Skills: Build a team where each member brings a unique skill set to the table, so they complement each other. This helps tackle any challenge effectively.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Learning from Mistakes: Mike highlights that making mistakes is part of the growth process. Learning from errors is crucial to long-term success in leading teams.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Effective Approach to Developing Top Billers&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;For Mike, his getting big billings is not the best achievement, but rather, when his team members are starting to bill like him:  “The best achievement was actually when, you know, some of my other team members were also starting to get to those numbers as well.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;An effective billing manager does not always translate into a good mentor or sales coach. So, what steps should you take if you want to develop your team members to be like you and bill significantly? Mike emphasized the importance of clarity and respect.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;“And it's pretty much the way I parent my children as well, so it's no different. So, yeah, that's kind of been the cornerstone. It's just treat people with respect, be very clear with them, be very honest, and take the pressure off them when they're.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Scottish recruiters tend to use football analogies a lot, so I am sure you will enjoy how Mike described his approach to team development as the same way football coaches approach their teams.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;The Power of Delegation&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;It is not easy to guide a team of big billers while you yourself need to ensure you are producing—that is why many billing managers find it challenging to maintain consistent team performance.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Mike shared his secret: delegation.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;He uses delegation thoughtfully and strategically. Here’s how he approaches it:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Delegate for Development: Mike views delegation as providing team members with learning experiences. He emphasizes that delegation is a win-win because it allows others to gain experience while easing their workload.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Match Tasks to Strengths: Mike assigns tasks based on his team members' strengths and preferences when delegating. He selects the right person for each job, ensuring that the task aligns with the individual's skills and mindset. For example, he delegates a report task to someone who enjoys working with spreadsheets, not to the more social team members.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Motivation: He incorporates positive reinforcement by motivating the team members when delegating. This boosts their confidence and makes them feel valued and capable.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Clear Expectations: Mike is very clear about his expectations when delegating, especially regarding deadlines. He sets the task, communicates the deadline, and ensures the person knows exactly what is required.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;This approach ensures that delegation is effective, motivational, and aligned with the strengths and capacities of his team members.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Mike Stirton Bio and Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Mike is a seasoned recruitment leader who has led high-performing teams within the Financial &amp; Professional Services sectors in Scotland. Mike has excelled in producing some of the best and high-performing recruiters within his sector whilst at the same time running a personal desk of £1m+. He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mike on &lt;a href= "https://www.linkedin.com/in/mikestirton/" target="_blank" rel= "noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;BE IT website &lt;a href= "https://be-it.co.uk/" target="_blank" rel="noopener"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;People and Resources Mentioned&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.bullhorn.com/" target="_blank" rel= "noopener"&gt;Bullhorn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt; &lt;/p&gt;</description>

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

How Clear Expectations and Delegation Built a £3 Million Recruitment Team, with Mike Stirton, Ep #231

Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.

The Resilient Recruiter

Details

Recent Episodes