Podcast
The Resilient Recruiter
Hosted by Recruitment Coach Mark Whitby · EN
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.
49episodes
Episodes
Newest firstAll episodes
How to Build a Recruiter Training System That Produces Top Billers, with Larissa Gerlach
Feb 2701:12:05Tap to summarizeMost recruitment agencies believe in training.Very few build a structured system that consistently produces top billers.Larissa Gerlach experienced the hard version first. In year one, she earned $40,000 and questioned whether she would make it in recruitment at all. By year three, she had reached President’s Club. Soon after, the CFO of a private equity-backed recruiting firm asked her to replicate her results across 25 offices.That request became the foundation of a national recruiter training programme.In this episode, Mark Whitby and Larissa unpack what actually drives recruiter performance, why activity metrics alone don’t create top billers, and how recruitment business owners can build scalable training systems that reduce ramp-up time and increase recruiter billings.If you are serious about recruitment agency growth, search firm leadership, and building consistent performance inside your team, this conversation goes beyond theory.It’s about systems.What You’ll Discover• Why 200+ calls per week worked — and why most recruiters still fail at high activity• The difference between knowledge and live desk performance• How to turn individual billing success into a national training framework• Why daily role plays accelerate recruiter revenue• The three structural reasons founders struggle to implement training• Why cohort-based onboarding produces stronger long-term performance• How to build recruitment agency systems that scale beyond one top performerEpisode Highlights[03:56] From fashion sales to recruitment after the 2009 recession[08:37] The $40,000 first year and the meeting where she nearly quit[12:35] Why most recruiters struggle in year one — and what actually starts to click[22:15] The 200-calls-per-week discipline that changed her trajectory[26:07] The CFO email that led to building a national sales training programme[28:17] What the training playbook looked like — from binder to LMS[35:51] Why daily role plays create elite performers[1:05:49] The three reasons most founders struggle to train their teams[1:10:29] Why group cohorts outperform one-to-one onboardingAbout Larissa GerlachLarissa Gerlach is the founder of Vibrant Talent Group, an executive search firm specialising in marketing, product, and design roles across New York and San Francisco. She has over 15 years of experience across billing, business development, national learning and development, and agency leadership. At a private equity-backed recruiting firm, she became the fastest-growing salesperson in company history before leading national recruiter training initiatives.Resources MentionedRecruiter Training Programmehttps://recruitmentcoach.com/trainingSeven Figure Freedom Scorecardhttps://recruitmentcoach.com/scorecardRecruiterflowhttps://recruitmentcoach.com/recruiterflowTrusted Voice Videohttps://recruitmentcoach.com/videoBook a free strategy session with Mark Whitbyhttps://recruitmentcoach.com/strategy-sessionIf you want weekly conversations with recruitment business owners, executive search leaders, and top billers focused on recruitment agency revenue, recruiter performance, and long-term business resilience, follow The Resilient Recruiter on Apple Podcasts.The difference between average billers and elite teams is rarely motivation.It’s structure.
Transcribe →Why AI Has Made Recruitment Harder, Not Easier, with Greg Savage
Feb 1801:04:24Tap to summarizeSix years ago, Greg Savage was the very first guest on The Resilient Recruiter.For episode 300, he returns to discuss the biggest shift our industry has faced since the rise of the internet: artificial intelligence.And he doesn’t hold back.“The contingent, multi-listed perm market… I think that is over.”Greg has built four recruitment businesses. He’s the author of The Savage Truth (20,000+ copies sold). He’s spent five decades watching this industry evolve.His view?AI hasn’t made recruitment easier.In many ways, it’s made it harder.Two years ago, Greg outlined a series of predictions about how AI would reshape recruitment. In this episode, we revisit those predictions and assess what’s proving true — and where the pace of change has accelerated.But this isn’t a doom-and-gloom conversation.It’s about where recruitment agencies win next.If you lead a recruitment agency or executive search firm, this episode will challenge how you think about AI, positioning, and long-term relevance.Episode Highlights00:33 The biggest threat and opportunity Greg has seen in decades02:14 Why the contingent, multi-listed perm model is under pressure06:34 AI shortlisting chaos and the 14% overlap test08:32 What “automating dysfunction” really means26:20 The highest ROI AI opportunity right now30:43 Four questions to ask before buying any AI tool54:04 The rise of the “techno-empath” recruiterWhat You’ll LearnWhy AI Is Making Recruitment HarderWhy AI screening tools produced only 14% overlap in shortlistsResearch suggesting around 40% of tech candidates have inflated their resumesWhat “automating dysfunction” looks like in practiceThe four questions every recruitment leader should ask before investing in AIWhich Recruitment Models Will SurviveWhy the contingent, multi-listed perm model is under pressureWhy retained search and executive search are positioned to growThe business models most likely to thrive over the next five yearsWhy recruiters must sell decision-making, not just placementsWhat Recruiters Must Master NextThe highest ROI AI opportunity: activating and cleaning your recruitment databaseWhy “techno-empath” recruiters will winThe moments of truth that must never be automatedThe skills that will define high-performing recruiters in an AI-driven marketThis episode speaks directly to recruitment agency growth, retained versus contingent recruitment, and how to scale a recruitment business as AI reshapes hiring.Why Episode 300 MattersWhen I launched this podcast in 2019, Greg was my first guest.Since then, we’ve lived through a pandemic, a hiring boom, a market correction, and now the fastest wave of AI adoption our industry has ever seen.Bringing him back for episode 300 felt right.This conversation is less about tools and more about leadership, positioning, and how to build a recruitment business that stays relevant.SponsorThis episode is brought to you by Recruiterflow.Recruiterflow is an end-to-end, AI-first ecosystem built to run and scale your recruitment business. It combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one platform, helping recruitment agencies improve visibility, accountability, and performance.Book a demo at:https://recruitmentcoach.com/recruiterflowIf you want to future-proof your recruitment business without burning out, this episode is a must-listen.Connect with Mark WhitbyGet your FREE 30-minute strategy call:https://www.recruitmentcoach.com/strategy-session/Connect with Mark on LinkedIn.If you’re a recruitment agency owner serious about scaling, retained search, and staying ahead of AI in recruitment, subscribe to The Resilient Recruiter so you don’t miss future conversations like this.If you want to future-proof your recruitment business without getting left behind, this episode is essential listening.
Transcribe →How to Win Retained Recruitment Work Without Pitching Harder, with James O'Brien
Feb 1101:05:36Tap to summarizeWhy do some recruiters win retained work in a single meeting while others pitch for weeks and still lose to contingent competitors?My guest, James O’Brien, knows exactly why. And it has nothing to do with fee structure.James is the Managing Director and COO at i-intro. He’s been in recruitment since the late 1980s and has spent the last decade helping recruitment firms move from transactional, contingent work into retained and exclusive assignments. His clients consistently outperform the market, with 96% one-year retention and 93% of placements still in role after two years.In this episode, James delivers a practical masterclass on consultative selling. He explains why most recruiters lose retained work before they even walk into the meeting, how to reframe hiring conversations around risk and retention, and what it really means to position yourself as a management consultant who specializes in talent acquisition.This conversation is for recruiters who are tired of pitching, discounting, and competing with five other agencies for the same role.You’ll hear the exact questions James uses to expose hidden hiring failure, why “wow” should be the standard for every client meeting, and how preparation, not persuasion, is what wins retained work consistently.In this episode, you’ll learn:Why recruitment isn’t the real problem and retention isThe three questions that reframe hiring failure for clientsHow to measure retention and use it to justify higher feesWhy most recruiters lose retained work in the preparation, not the pitchHow to show value instead of just describing your processWhat accountability really looks like beyond the placementWhy retained fees feel fair when clients understand the true cost of hiring failureEpisode Highlights:[03:56] Why transactional recruitment is dying[10:13] Recruitment’s not the problem. Retention is[13:34] How to measure retention and monetize better outcomes[18:00] The three questions that reveal a 20–30% hiring failure rate[32:23] Why “wow” should be your minimum standard in client meetings[36:35] The preparation process that wins retained work[45:00] Why proposals still matter and when to send them[59:03] Accountability beyond the placement and why 12-month guarantees workSponsorThis episode is brought to you by Recruiterflow — an end-to-end, AI-first recruitment platform designed to help recruiters run and scale their business more effectively. Recruiterflow combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one streamlined system. Many top recruiting leaders and members of our coaching community rely on Recruiterflow to stay organised, consistent, and competitive.You can learn more or request a demo at https://recruitmentcoach.com/recruiterflow.Guest BioJames O’Brien is the Managing Director and COO at i-intro. Since the late 1980s, he has worked across every part of the recruitment industry and now helps recruitment firms transition from contingent to retained and exclusive search. His work focuses on retention, accountability, and elevating recruiters from job fillers to trusted talent advisors.Connect with James:LinkedIn: James O’BrienWebsite: i-introConnect with Mark WhitbyGet your free 30-minute strategy session: recruitmentcoach.com/strategy-session
Transcribe →Why Candidates Ignore Recruiters and What Actually Makes Them Respond, with Theresa Nordstrom
Feb 500:59:22Tap to summarizeWhy do some recruiters get ignored while others hear, “I never respond to recruiters, but I had to respond to you”?Theresa Nordstrom has spent her career on both sides of the hiring table. Before launching her own search firm, she spent nearly 20 years as an HR leader. In one role, she cut agency spending by over $700,000 by building creative employee referral programs and filling roles in-house.Then she crossed to the agency side.In this episode of The Resilient Recruiter, Theresa explains why most recruiter outreach fails and what actually gets candidates to respond. Her answer isn’t more messages or better templates. It’s storytelling, relevance, and clarity.Theresa shares why job descriptions don’t recruit talent, how she uncovers the real story behind a role, and how video helps her cut through candidate noise without being pushy or salesy. She also breaks down why detailed submittals matter, how she uses AI to save time without sacrificing quality, and when it genuinely makes sense for companies to use external recruiters.Sponsor: RecruiterflowThis episode is brought to you by Recruiterflow.Recruiterflow is an end-to-end, AI-first ATS and CRM built specifically for recruitment agencies and executive search firms. It brings together ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one clean, intuitive platform.Several recruitment leaders in our coaching community use Recruiterflow to execute faster, onboard new hires more easily, and spend more time on what actually matters: conversations with clients and candidates.You can learn more or request a demo at recruitmentcoach.com/recruiterflowIn this episode, you’ll learn:Why candidates respond to stories, not job descriptionsHow to get candidates to self-select early (and save time on both sides)Why progression examples outperform vague culture claimsHow video outreach cuts through noise without needing polishWhat most employee referral programs get wrongWhy detailed submittals increase interview ratiosHow to use AI to elevate quality, not replace judgmentEpisode highlights:[3:01] Why Theresa left a 20-year HR career to start her own search firm[6:41] The Harley Davidson referral program that saved hundreds of thousands in agency fees[9:22] How to elicit the story behind a role candidates actually care about[12:32] Why proof of progression beats generic culture messaging[23:21] How to partner with HR without getting blocked[44:20] The video outreach approach that makes candidates stop and respond[55:03] Why Theresa spends so much time on submittals[58:34] Mixing retained, exclusive, and selective contingent work strategicallyGuest bioTheresa Nordstrom is the founder of Talent Company, an executive search firm specializing in accounting, finance, HR, and C-suite roles. Before launching her firm in 2015, Theresa spent nearly 20 years as an HR leader, where she became known for creative employee referral programs that dramatically reduced agency spend. Her approach today centres on storytelling, multi-channel video outreach, and presenting candidates in ways that make interview decisions easy.If you want to future-proof your recruitment business without burning out, this episode is a must-listen.
Transcribe →How to Build 8 Revenue Streams That Grow Your Agency in Any Market, with Gerard Koolen
Feb 200:57:54Tap to summarizeWhy do some recruitment agencies collapse during recessions while others keep growing?Gerard Koolen has watched his business expand through three major crises: the 2008 financial collapse, COVID-19, and the war in Ukraine. Each time, Lugera grew. Not by working harder, but by building the business differently.Gerard is the founder of Lugera, a recruitment agency with 11 offices, over 500 employees, and €243 million in annual revenue. Operating across a region tested by economic downturns and geopolitical instability, his firm has been forced to adapt repeatedly. Instead of relying on a single revenue stream, Gerard built what he calls an “all-seasons service portfolio.”Over time, Lugera developed eight distinct revenue streams. When permanent hiring slowed, outplacement surged. When clients froze recruitment, other services stepped in. One stream compensated for another, keeping the business resilient when markets turned.That approach created a new problem. Managing eight revenue streams manually nearly broke the company. Gerard invested 10 years and €2.2 million in building technology to automate work that once required a team of 30 people. Today, one part-time employee handles what used to take an entire department.In this episode, Gerard breaks down how the model works. He explains how to monetise the 99% of candidates most agencies never place, why traditional ATS systems quietly limit growth, and how outplacement can become a counter-cyclical revenue stream.If you want to build a recruitment business that grows through uncertainty instead of being crushed by it, this conversation will change how you think about revenue, technology, and resilience.What you’ll learn:Why Lugera grew 20% during the 2008 recessionWhat an “all-seasons service portfolio” looks like in practiceWhy most agencies monetise only 0.2% of their candidate databaseHow eight revenue streams reduce risk and smooth volatilityWhy your ATS may be capping your growth without you realisingHow automation replaced 30 staff with one part-time roleWhy does outplacement generate revenue when hiring stopsEpisode highlights:[03:30] Growing during the 2008 recession[05:53] The all-seasons service portfolio[08:01] Monetising the 99% of candidates you never place[14:34] The real cost of building the technology[19:42] Why most ATS platforms restrict growth[27:02] Doubling placements without doubling effort[31:33] Turning outplacement into a €1M revenue stream[45:25] Automated outreach that converts job ads into leadsSponsorThis episode is brought to you by Recruiterflow.Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. It combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one platform. Many leaders in our coaching community rely on Recruiterflow to streamline operations and improve execution.Learn more or request a demo at recruitmentcoach.com/recruiterflowGuest BioGerard Koolen is the founder of Lugera, a recruitment and staffing agency with 11 offices across Eastern Europe, over 500 employees, and €243 million in annual revenue. After investing 10 years and €2.2 million developing proprietary AI matching technology, Gerard created the Recruitment Revenue Platform to help recruitment agencies build multiple revenue streams beyond traditional placement fees. This is Gerard’s third appearance on The Resilient Recruiter.Connect with GerardLinkedIn: Gerard KoolenWebsite: lugera.comRecruitment Revenue Platform: recruitmentrevenueplatform.comSpecial offer: Get 100 free credits plus personal onboarding at recruitmentcoach.com/staaConnect with MarkFree strategy session: recruitmentcoach.com/strategy-sessionLinkedIn: Mark WhitbyInstagram: @RecruitmentCoachSubscribe to The Resilient Recruiter
Transcribe →From 3 Placements to 40% Retained: How to Win Without Competing, with James Cairns
Jan 2801:04:02Tap to summarizeWhy do some recruiters stay stuck on contingent work while others shift a large portion of their business to retained without pitching harder or sounding salesy?James Cairns found the answer the hard way.James is a CPA who left a stable corporate finance career to start a boutique search firm with no agency experience, no local network, and just $30,000 in savings. His first year was brutal. Three placements. Borrowed money. Serious doubts about whether he'd made a huge mistake.Then one summer night, sitting on his back porch, James made a decision that changed everything. He eliminated Plan B.From that point on, momentum followed. Today, James runs The CSP Group, a highly respected finance and accounting search firm in St. Louis. He regularly beats national firms, fills senior roles up to CFO level, and now operates with roughly 40% of his work on retained or contained terms.In this episode, James breaks down what actually drove that shift. Not better sales tactics, scripts, or pressure. But commitment, process, and the confidence to walk away from the wrong work.This conversation offers a clear look at what changes when a recruiter stops competing on volume and starts choosing the right work.In this episode, you'll learn:Why eliminating "Plan B" unlocked consistent momentumHow James moved from 3 placements to 40% retained workThe candidate profiling system that generates a third of his placementsWhy being local and specialized beats national firmsHow to position retained search without pitching or pressureWhy walkaway power matters more than persuasionEpisode highlights:[3:44] Why a CPA with zero agency experience started a search firm [6:31] Quitting with $30K, a pregnant wife, and no local network [8:46] First-year reality: three placements and borrowed money [10:04] The back porch moment that eliminated Plan B [18:41] The candidate process that transformed responsiveness [21:51] Talent profiles and how they drive a third of placements [38:02] Why local specialization beats national firms[43:27] The CFO placement that changed everything [50:04] "This is how we work": James's retained positioning [59:06] Why walkaway power leads to more retained workJames's story is proof that retained success isn't about being louder or more persuasive. It's about clarity, commitment, and choosing the right work.Guest Bio:James Cairns is the founder of The CSP Group, a boutique executive search firm specializing in finance and accounting talent in the St. Louis market. James earned his CPA license and began his career at PwC in Big Four audit before moving into corporate finance roles. He started The CSP Group in 2014 with $30,000 in savings, a one-year-old at home, another child on the way, and no local business network. After a difficult first year, James committed fully to making the business work - a decision that changed everything. Today, the CSP Group places senior-level finance professionals up to the CFO level, with approximately 40% of search assignments on retained or contained terms.Connect with James:James on LinkedIn - https://www.linkedin.com/in/james-cairns-062a5b7/The CSP Group website - https://thecspgroup.com/Connect with Mark: Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn - https://www.linkedin.com/in/mwhitby/?originalSubdomain=ukFollow on Instagram: @RecruitmentCoachThis episode is brought to you by Recruiterflow.Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. With built-in sequencing, data enrichment, marketing automation, and AI agents, it’s trusted by many leaders in our coaching community.Learn more or request a demo at https://recruitmentcoach.com/recruiterflow
Transcribe →How to Turn LinkedIn Videos Into Real Client Meetings, with Mike Mello
Jan 2201:04:22Tap to summarizeWhy do some recruiters post content every week and still struggle to book meetings? While others quietly turn short LinkedIn videos into real sales conversations that actually close.Mike Mello has lived both sides of that question.After 10 years in staffing, Mike had built what most recruiters would call a dream run. Over 1,300 placements. More than $100 million in revenue sold. Nearly 140 contractors are billed as enterprise salespeople.Then he walked away.Not because staffing stopped working. But because buyer behaviour had changed, and most recruiters were still relying on volume instead of context.In this episode, Mike shares how he used LinkedIn video alongside outbound automation to warm up prospects before sales conversations ever happened. The insight that changed everything was simple but powerful: senior decision-makers were watching his videos quietly, building familiarity and trust long before replying to an email or taking a call.Today, Mike is the founder of Simple Side AI, where he helps staffing agencies combine content and outbound in a way that creates better conversations, shorter sales cycles, and higher-quality meetings.This conversation goes well beyond tools. It’s about how buyers actually decide, why pain-point content consistently beats ROI messaging, and why most meaningful meetings don’t happen on email one or two.If you’re posting content but not seeing it turn into a pipeline, this episode will help you know what’s missing.In this episode, you’ll learn:• Why visibility now matters more than outbound volume• How LinkedIn video builds context before the first conversation• Why senior buyers watch content without ever liking or commenting• The difference between pain-point content and ROI content• Why unscripted video outperforms polished AI content• How long do outbound sequences really need to run in staffing• Why Mike’s best meetings happen around email six or seven• Why sales skill still matters more than any tool or platformEpisode highlights[05:40] How Mike made 1,300 placements and sold $100M before launching Simple Side AI[09:05] The LinkedIn video that changed everything and grew one account to 50 contractors[10:36] Why fear of judgement stops recruiters from posting video[12:04] The analytics that proved LinkedIn video beats cold calling[13:56] Why your best clients watch your content but never engage publicly[19:02] Why content and outbound must work together[23:11] Pain-point content vs ROI content[26:42] Why imperfect video builds more trust[43:53] The observation–problem–solution–CTA email structure[52:19] Turning video viewers into warm sales calls[56:01] Why reactivating past accounts often beats cold outreachGuest BioMike Mello is the founder of Simple Side AI, helping staffing agencies turn LinkedIn content and outbound automation into real sales conversations. Before launching Simple Side AI in 2024, Mike spent 10 years in staffing sales, making over 1,300 placements and selling more than $100 million in revenue. As an enterprise salesperson, he built and managed a book of nearly 140 contractors and ranked as the number two salesperson at his company following the acquisition. Mike is based in New York City.ConnectMike MelloLinkedIn: Mike Mello - https://www.linkedin.com/in/mike-mello-7884b059/Website: Simple Side AI - https://simplesideai.com/Mark WhitbyGet your free 30-minute strategy session: recruitmentcoach.com/strategy-sessionLinkedIn: linkedin.com/in/mwhitbyInstagram: @RecruitmentCoach
Transcribe →How to Build a Hiring Machine That Attracts the Right People on Repeat, with Andrea Hoffer
Jan 1401:05:18Tap to summarizeWhy do some recruiters command premium fees while others compete on speed and price? It’s not talent or experience. It’s whether they’ve packaged their service as a product.Andrea Hoffer learned this lesson the hard way.Before launching her consulting business, Andrea spent 10 years running a Massage Envy Spa franchise. She led a team of more than 30 employees. Her therapeutic staff stayed. Her front-desk hires didn’t. Turnover was constant. She hired fast, hoped for the best, watched people struggle in a sales-driven role, then repeated the cycle.Eventually, she stopped and asked herself a simple question:“I’ve been trained better than this.”That question changed everything.Andrea rebuilt her hiring approach from scratch and turned it into a branded, repeatable system she now calls the Dream Hire framework. It worked so well that other franchise owners began asking for help.Today, Andrea runs AHA Talent Consulting, where she helps business owners build “hiring machines” that consistently attract the right people. She charges $10,000+ for setup and $3,000+ monthly subscriptions. No placement fees. She’s not selling placements. She’s selling a system.In this episode of The Resilient Recruiter, we break down how to package your recruitment process as a signature solution, why story-based discovery beats traditional intake calls, and where AI genuinely adds leverage without replacing human judgment.In This Episode, You’ll Learn:Why packaging your process matters more than speed or experienceHow the Dream Hire framework works and why Define is the most skipped (and costly) stageWhy asking for stories reveals more than job descriptions ever willHow to assess culture fit without relying on gut feelWhere AI creates real value in hiring and where it doesn’tHow to use technology to scale insight without losing trustEpisode Highlights[4:10] The hiring nightmare that forced Andrea to rebuild her entire process[7:38] Why changing the job posting language repelled the wrong candidates[9:31] The 90-minute group interview where candidates self-select out[12:24] Breaking down the Dream Hire framework: Define, Reach, Engage, Assess, Motivate[13:23] Why most recruiters skip defining and pay for it later[30:20] Assessing culture fit by asking for stories, not descriptions[36:08] The CAR technique for behavioral interviewing[39:58] Where AI creates the most value in hiring[41:02] Using AI chatbots to screen minimum qualifications[52:20] How Andrea uses AI to extend reach without extending hoursGuest BioAndrea Hoffer is the founder of AHA Talent Consulting and creator of the Dream Hire framework. She helps business owners attract, hire, and retain the right people through structured hiring systems and disciplined use of AI.Before consulting, Andrea spent 10 years as the owner and operator of a Massage Envy Spa franchise, where she led a 30+ person team and experienced firsthand the cost of hiring without structure. Today, she works primarily with multi-unit franchisees and small business owners who want predictable hiring outcomes without constant churn.If you’re ready to stop competing on speed and price and start owning your process, your positioning, and your outcomes, this episode is a must-listen.
Transcribe →How Recruiters Can Use AI Without Losing Trust or Control with Rebecca Hastings
Jan 801:31:27Tap to summarizeThere’s a lot of noise around AI in recruitment.Some people are selling it as a silver bullet. Others are predicting a job apocalypse for recruiters.Neither is true.In this episode of The Resilient Recruiter, Mark Whitby sits down with Rebecca Hastings to talk about what’s actually happening inside businesses using AI right now and what recruiters are getting wrong.Rebecca advises CEOs, boards, and AI leaders on strategy, governance, and implementation. She’s reviewed hundreds of real-world AI transformation case studies and brings a grounded perspective most recruiters never see. Alongside that, she’s built a retained-only executive search firm focused on senior AI leadership and a sales system that consistently books high-quality meetings without volume-driven hustle.This conversation isn’t about tools or tactics. It’s about judgment, trust, and process.You’ll hear why AI doesn’t make work faster unless human capability is already in place, how weak sales systems are exposed when automation is added, and why recruiters who can explain how they use AI will earn more trust, not less.Rebecca also breaks down how she thinks about sales as a system, from market focus and listening time to multichannel outreach and AI-supported preparation. The result is fewer calls, better conversations, and more consistent meetings.If you want to understand where AI genuinely helps recruiters and where it quietly causes damage, this episode will change how you think about it.In this episode, you’ll learn:Why there won’t be a job apocalypse for recruitersHow AI shifts bottlenecks instead of removing themWhy trust and psychological safety matter in AI adoptionHow to build market expertise AI can amplifyThe sales system Rebecca uses to book more meetings with less effortEpisode highlights:[3:42] How Rebecca billed £360,000 in her first year[14:08] Lessons from market downturns[32:17] Why listening time beats talk time[59:37] What actually happens when AI is introduced[1:15:26] The multichannel sales system behind consistent meetingsGuest bio:Rebecca Hastings is the founder of Lucent Search, specialising in senior AI leadership appointments globally. She works with CEOs, CTOs, heads of AI, and boards on AI strategy, governance, and transformation, and is an AI and systems coach with Recruitment Coach.
Transcribe →Why Community-Building is the Ultimate Differentiator in Recruitment, with Leo Hewett, Ep #250
Mar 13, 202501:09:31Tap to summarizeImagine building a recruitment firm where every placement creates an actual positive impact. That’s exactly what Leo Hewett did with Core3 — and this is how he made it happen. After over a decade of experience working for large corporates up to Director level, Leo decided to take the plunge and launch his own ethical recruitment business, Core3 -specialising in Finance & Accounting talent. Alongside their B Corp certification, Core3 are proud to have won multiple awards since launching in 2022, including REC's 'Start up of the year' (2023), and Business Leader's 'Business of the Year' (2024). Episode Outline and Highlights [03:23] The story on how Leo’s mom inspired him to give back to the community through recruitment. [08:43] What inspired Leo to launch Core3? [15:30] A purpose-driven recruitment firm: how Leo set up their organization differently. [28:33] How making a difference can easily attract talents. [30:39] Highlights and challenges in Core3’s growth journey. [34:59] Strategies on reactivating past clients. [37:15] ROI from building a personal brand on LinkedIn. [40:41] The practicality of following through with a voice note after a LinkedIn connection or engagement. [43:10] Developing an inner-circle community to add value. [51:50] Bringing in experienced hires in your team. [57:15] Overcoming two setbacks when scaling: Culture & Cashflow. [1:05:31] Most meaningful metrics Leo and his team focus on. Building a Purpose-Driven Recruitment Firm Leo reached director level at Robert Half and was detached from billing for years. During the COVID-19 pandemic, he led his team on hands-on recruitment and rediscovered that he still enjoys doing it. With an unexpected inheritance, he built a financial buffer which helped him establish Core3. He established his business in a way that is very much different from most recruiting firms: by being B-Corp Certified! B-Corp certification acts as a "fair trade" equivalent for businesses, signaling that Core3 is committed to high ethical standards and strong ESG (Environmental, Social, and Governance) credentials. Core3’s decision to pursue B-Corp certification was driven by a desire to embed impact into the business model and stay accountable to ethical standards. The certification also enhanced its attractiveness to stakeholders who value purpose-driven businesses. “The values are more than words written on a wall and people love the culture and work I'm working here. But it's, it's different because you can feel it every single day. Because we've given 3% of revenue to these three good causes that we support. Every consultant feels it with every placement. The client, after every placement, gets a menu of which charity they would like to choose where that 3% of this placement will go,” explained Leo. Another way that Core3 engages with its community is by building inner-circle groups. Adding Value Through Inner-Circle Groups Leo and his team have strategically built value-driven communities to foster meaningful conversations among finance professionals. The approach began with the Conscious Finance podcast, which explored finance’s role in meaningful change. As the podcast gained traction, clients expressed interest in deeper discussions, leading to the creation of roundtable events. These roundtables bring like-minded professionals together to discuss shared challenges in an open, collaborative environment. There are challenges in hosting events for these inner circles, such as resource, time, and event costs. However, Leo shared the benefits in adding value to your niche community by developing these inner circles: Stronger Client Relationships – Moves Core3 beyond transactional interactions, making them a trusted partner rather than just another recruiter. Enhanced Brand Authority – Hosting and facilitating discussions positions Core3 as thought leaders within the industry. Exclusive Networking Opportunities – Clients benefit from valuable peer discussions and insights, making them more likely to stay engaged with Core3. Self-Sustaining Communities – With ongoing engagement via messaging platforms, these groups create lasting professional connections beyond Core3’s direct involvement. Business Growth & Differentiation – Unlike traditional recruiters focused solely on job placements, Core3 creates a deeper, more meaningful engagement model that attracts both talent and businesses. By fostering these high-value, non-sales-driven communities, Core3 successfully differentiates itself from competitors and creates lasting relationships with finance professionals. The Challenges of Scaling Your Business Another topic that I can relate to is how Leo dealt with two main challenges when scaling his business. He shared the two main areas where he struggled: culture and cash flow. For culture, defining and embedding a strong culture was difficult in the early stages. Lack of clear values and behavioral expectations made it hard to create a positive and cohesive environment. To overcome it, Leo did the following: Setting Clear Standards from the Start Involving the Team in Defining Culture Hiring the Right People In terms of cash flow, Leo’s corporate background did not give him solid exposure in managing cash-flow directly. Although his business was thriving in its first year, the geopolitical situation in Ukraine and Russia affected his business, leading to a 6-month loss-making. To overcome this, Leo implemented action points such as: Increased Accountability and Visibility: The team collectively committed to improving processes, tracking performance, and holding each other accountable. Shift from Inputs to Outputs: Rather than focusing on meaningless KPIs (e.g., "how many calls did you make today?"), they focused on more meaningful metrics like conversion ratios and actual results. Implemented OKRs (Objectives and Key Results): This allowed the team to focus on high-impact goals and measurable outcomes, rather than just activity. Strengthened Team Collaboration: The team took ownership of the problem and worked collectively to improve performance and cash flow. Core3 survived the six-month loss-making period without losing a single team member. Leo Hewett Bio and Contact Info After over a decade of experience working for large corporates up to Director level, Leo decided to take the plunge and launch his own ethical recruitment business, Core3 -specialising in Finance & Accounting talent. He believes that business has a bigger role to play in society than just making a profit. Being future-conscious and aware of how our actions affect people and the planet is more important now than it ever has been. This is why Core3's purpose is to pioneer the ‘Conscious Recruitment’ mindset; putting people, planet and progress first. Pledging 3% of sales to their local community and the environment. Alongside their B Corp certification, Core3 are proud to have won multiple awards since launching in 2022, including REC's 'Start up of the year' (2023), and Business Leader's 'Business of the Year' (2024). Leo on LinkedIn Core3 website link The Conscious Finance Podcast links </li...
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