• Why Doing Videos is No Longer Optional in Building a Successful Recruitment Brand, with Sunjay Vyas, Ep #239
    Dec 20 2024
    If there is one thing more certain in marketing and branding, it is this: Making videos is no longer optional for building a successful recruitment business brand. How do you overcome the common barriers, misconceptions, and complexities of creating effective video content? What are the proven ROI and benefits of doing so? In this episode, we are joined by Sunjay Vyas, an accomplished videographer, video podcast producer, and content creator based in the UK. He prides himself on producing compelling video content. Episode Outline and Highlights: [01:50] Sunjay’s story of starting in recruitment at age 16 and becoming a sourcer at 18. [09:27] Realizing his passion: What made Sunjay shift to a different role from recruitment? [15:21] Three biggest misconceptions of recruitment business owners on video and audio content creation. [20:09] Overcoming the fear of creating videos for branding: building an audience. [28:22] Becoming an authority in your space by putting yourself out there. [31:51] Outsourcing, keeping it simple, and the importance of starting small and being consistent. [38:48] Generating inbound leads by constantly creating content. [40:08] Advanced content strategies and repurposing for those who already host their podcast. [44:25] Information about "Behind the Mic" community resource The Three Common Misconceptions or Barriers to Creating Video Content Some recruitment business owners find creating videos or audio content difficult when building their brand. Sunjay and I agreed on the three most common misconceptions, and if you can relate to any of these, then you will enjoy this episode as we explain why the benefits and return on investment outweigh the barriers. It’s Too Complicated or Overwhelming Why It’s a Misconception: Recruitment business owners often see video production as a technical, complex, and time-consuming process. Many start as solopreneurs already juggling multiple roles, making video creation feel like an enormous task. Why It Shouldn’t Be: Modern tools and platforms have simplified video production. With minimal equipment and basic editing software, creating professional-looking videos is accessible and manageable even for beginners. Starting small and scaling up can reduce overwhelm. It’s Too Expensive with Unclear ROI Why It’s a Misconception: The cost of video production can seem prohibitive, especially if the return on investment (ROI) is uncertain. Business owners might struggle to see how content creation directly translates into revenue. Why It Shouldn’t Be: Video content builds brand visibility, trust, and long-term customer relationships, indirectly boosting sales and recruitment opportunities. Even low-cost content can yield significant returns through consistent engagement and brand presence. Feeling Uncomfortable or Experiencing Imposter Syndrome Why It’s a Misconception: Though confident in conversations, recruitment business owners might feel uneasy in front of the camera. Self-doubt creeps in, raising fears of judgment, embarrassment, or not being perceived as valuable. Why It Shouldn’t Be: Authenticity resonates more than perfection. Audiences appreciate real, relatable content. Over time, regular practice helps overcome camera shyness and builds confidence, making the process more natural. The Three ROIs of Video Content and Podcasting The three benefits below, which can bring an exponential ROI to your recruitment business, counter the three common misconceptions about creating video content. Many of our previous guests, as well as many from our existing coaching community, have proven and shared these benefits. 1. Building an Audience Video content and podcasting allow businesses to reach a broader audience beyond one-on-one interactions. By sharing valuable insights online, companies can connect with potential clients and candidates they might never meet otherwise. Even if viewers or listeners don’t engage directly, the content can still impact their decisions, creating a ripple effect. Consistency is key—regularly publishing content builds trust, credibility, and a loyal following, transforming businesses from being the best-kept secret to a well-known industry authority. 2. Becoming an Authority in Your Space Creating content positions businesses as experts in their field. Companies can demonstrate expertise by sharing knowledge, insights, and solutions to industry challenges rather than just claiming it. This visibility helps potential clients associate the business with industry leadership and up-to-date insights. People trust brands that consistently showcase their know-how, making them the go-to resource when prospects need help or advice. 3. Generating Leads Podcasts and videos serve as powerful lead-generation tools. They create touchpoints that nurture relationships and keep businesses top-of-mind for potential clients. A well-executed content ...
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    46 mins
  • How Smart Market Timing Built My 25-Year Recruitment Practice, with Brock Boyd, Ep #238
    Dec 12 2024
    "Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. When Brock Boyd started his recruitment firm in 1998, he ran his business from his bedroom in a shared house, where suited colleagues would show up to work daily - sometimes while he was still sleeping from late-night prospecting. Today, 25 years later, he's a member of the prestigious Pinnacle Society leading an international tech sales recruitment practice. Through multiple market cycles - from the dot-com crash to 2008's recession to today's tech slowdown - Brock has built Career Management Inc. (CMI) into a sustainable business while developing wealth-building principles that have given him true financial freedom. Episode Outline and Highlights: [01:49] How a friend needing a ride to a job fair led to recruitment. [04:27] Taking the entrepreneurial leap after just 11 months! [10:47] Recalling the early days: Cold calling from his bedroom while colleagues showed up in suits. [15:26] Discussion of peak performance periods: 1999-2000 and 2021-2022. [18:17] Focus on resilience: Surviving 2002 and the $63,000 bankruptcy challenge [24:22] "I work by far the hardest in the best of times" - Brock's contrarian business philosophy [27:47] Smart financial moves most recruiters miss: The "two boulders" theory [38:51] How to retire early as recruiters: The three key factors [54:56] Tech stack deep dive: What works in modern recruitment [1:03:19] Understanding market cycles: "It's like winter and spring will come" Building a Recession-Proof Tech Sales Recruitment Practice After being hired by a staffing firm, Brock launched his own business after only 11 months! He had a fascinating story of finding his way into permanent staffing without really having much of a background before starting his recruitment firm. From solo operator to leading an international team, Brock has built Career Management Inc. (CMI) into a sustainable practice over 25 years. Starting with just three clients in 1998, he strategically evolved from general sales to specialized tech sales recruitment. Here is his firm’s current structure: 3.5 full-desk recruiters (US-based) 2.5 candidate-focused recruiters International support team across Argentina, Colombia, Philippines, and India Support staff handling administrative and database work Below are the key success factors that helped his business thrive over the years, through multiple market cycles, including the dot-com crash, the 2008 recession, and the current tech slowdown, while growing sustainably through each recovery. Early specialization in tech sales (higher fees vs general sales) Lean operations during growth years Strategic investment in revenue-generating tools Counter-cyclical work approach: highest effort during boom markets Maintaining core tools during downturns while cutting non-essential costs Personal Finance & Wealth Building for Recruiters A topic that resonates well with me is how Brock gives value to personal finance and wealth building for people in the recruitment industry. Most successful recruiters earn exceptional income, yet struggle to build lasting wealth in the long term. Brock has been a great example of turning his recruitment earnings into true financial freedom through disciplined investing and smart money management. He shared his mindset and strategies on how he balances his investment strategy with different instruments and risks. Below are some core best practices he shared on the topic of personal finance: Keep lifestyle expenses well below earnings, especially in good years Never invest more than 10% of total assets in any single investment Maintain substantial cash reserves to buy assets during downturns Focus on three key areas: work earnings, investment earnings, and lifestyle costs "The further below your earnings your lifestyle and spending are, the faster you're going to get to financial freedom. And the closer they are, or God forbid they're overlapped in the wrong direction, then the further away that is." This disciplined approach has helped Brock build sustainable wealth through multiple market cycles while many recruiters, despite high earnings, struggle with long-term financial security. “Working Hardest in the Best of Times” "Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. Brock’s work ethic revolves around maintaining resilience through challenging times while recognizing the role of external factors. Uniquely, Brock works hardest during prosperous times, moderately during stable periods, and least during downturns. He views this approach as a strategic response to the opportunity cost, focusing energy where returns are likely highest. This pragmatic mindset helps him stay balanced and...
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    1 hr and 4 mins
  • How to Win New Clients Using a Monthly Partnership Model, with Julia Arpag, Ep #237
    Dec 9 2024
    From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that transformed client relationships and created predictable revenue while building a remote team that serves clients internationally. Julia founded Aligned Recruitment, specializing in tech recruitment for small and medium-sized businesses. Join us as she shares her journey from unexpected layoffs to building a thriving recruitment practice. Episode Outline and Highlights [01:28] Journey into recruitment through college admissions. [03:17] The layoff that sparked entrepreneurship - 5 weeks postpartum. [08:11] Starting the business part-time during maternity leave. [16:49] Developing a unique monthly retainer model. [21:02] Creating trust through a generous partnership approach. [25:10] Building and structuring a remote team. [30:34] International recruitment strategy and market focus. [39:41] Handholding new clients. [49:26] Detailed breakdown of successful sales campaigns. [54:14] Running multiple lead generation campaigns. [57:15] Faith, family, and building with purpose. Reimagining the Recruitment Business Model Julia developed a distinctive monthly retainer model that transformed how she partners with clients: "A lot of recruiters only charge fee-based. So they're like, wait, you want me to pay you before you've given me a hire? Like, that's psychotic... I want to be your go-to recruitment partner for the entirety of the existence of your business." Julia's retainer model in recruitment operates on a monthly subscription-like approach, charging clients based on the number of roles they need to fill rather than per placement. Here's how it works and its unique benefits: How the Retainer Model Works: Flat Monthly Fee: Clients pay a monthly retainer based on the estimated time and effort required to fill their roles. Per-Role Pricing: The fee scales with the number of roles, offering discounts for higher volumes (e.g., five or more roles). Flexible Engagement: Clients can start with a single role to test the service and then expand based on their hiring needs. Transparent Estimation: Julia provides upfront estimates for time-to-fill, often under-promising and over-delivering. This approach translates to unique relationships, repeat business, and client trust building as summarized below: Cost Efficiency: Clients avoid paying steep, one-time placement fees, even if multiple candidates are hired for a single role. Trust and Partnership: The model fosters long-term relationships, positioning Julia as an extension of the client’s team rather than a transactional vendor. Predictability: Fixed monthly costs provide budget certainty, even for complex or ongoing hiring needs. Comprehensive Support: This option is ideal for smaller businesses without in-house recruiting teams. It offers a "fractional recruiter" who handles all hiring needs without the risks of permanent staff. This model balances generosity with strategic value, prioritizing trust and repeat business over short-term gains. Building a Systematic Sales Campaign Despite never closing a deal before launching her business, Julia developed a systematic sales approach that helped her reach nearly $700K in 14 months. She shares her exact process: Lead Research: "I have someone on Fiverr... charges me 10 bucks for 50 lead needs" with clear parameters: Companies with under 200 employees Currently hiring software engineers Contacts from C-suite and engineering leadership Multi-Channel Campaign: Step 1: Sends personalized Loom videos via email (using Apollo) Step 2: Runs a parallel Dripify connection-only campaign on LinkedIn Step 3: After connection acceptance, follow up with LinkedIn selfie videos "My theory is it's more personal... I think LinkedIn selfies are reminiscent of more personal messaging platforms where people feel like it's like their buddy Julia just dropping in to check in how their Tuesday's going." When running active campaigns, Julia commits to sending 20 personalized outreach videos daily or 100 per week. She also runs a separate automated Dripify messaging campaign targeting past client contacts, doubling down on what's working since many of her clients come from previous relationships. This systematic approach, combined with genuine relationship building, has helped her consistently win new business without traditional hard-selling techniques. Remote Team Building and International Recruitment From solo founder to a team of four, Julia has built a remote-first practice that serves clients internationally. Starting with contract recruiters during her maternity leave, she strategically evolved her team structure based on business growth. Today, her team includes a Director of Talent Acquisition managing client delivery, an Operations Manager, and a ...
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    59 mins
  • How I Won Retained Clients by Starting with Two-Week Trial Periods, with Maddie Loomis, Ep #236
    Nov 27 2024
    From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours. Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today. Episode Outline and Highlights [01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting [03:39] Why leave tech? Maddie’s decision to start Advanced Scope [03:52] Choosing healthcare and orthopedics specialization despite tech background [15:01] The game-changer: Moving from contingent to retained search [16:37] Innovative "dating period" approach to client relationships [27:39] Building the right team: Finding people who share your values [30:34] Unique co-working approach to testing team fit [35:56] Creating sustainability: Journey from 90 to 50-hour weeks [43:24] Leveraging the Healthy Careers podcast for business growth [45:23] Converting podcast guests into business relationships [47:21] Future vision: Creating a self-sufficient team How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances. "If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other practice within that region that I could send that candidate to." Her solution? An innovative "dating period" approach that starts contingent on testing the relationship before transitioning to retained. This allows both parties to ensure fit while demonstrating the value of a committed partnership. The strategy proved transformative - doubling her income from year one to year two while improving client relationships and candidate experience. When presenting retained partnerships, Maddie addresses common client frustrations with contingent recruitment head-on. She helps them understand that without mutual commitment, they're competing not just for candidates but with other opportunities their recruiter is pursuing. As she explains, "It's not about the money. I want you to show me that you're in this with me and that you actually want me to win." The result? A more predictable business model, higher-quality client relationships, and the ability to focus deeply on fewer, more committed searches. Most importantly, it created the foundation for a sustainable business that serves both clients and candidates more effectively. Building a Recruitment Business That Doesn't Depend on You Working late nights and answering Slack messages on her wedding day wasn't what Maddie envisioned when starting her recruitment business. "I got to the point where it was like, okay, either I'm going to burn out and this is going to be short-lived, or I'm going to get the right people on the bus and give them the trust to do the things." She realized that she had to hire the right team members for her business to be self-sustaining. Here are the key action points she took: Created a unique "co-working" approach to test cultural fit before hiring Empowered team with up to 50% commission structure Built systems that allow people to run their own "mini-businesses" Reduced hours from 90 to 50 while doubling revenue Focused on being a visionary instead of doing everything herself Today, her business thrives on trust, autonomy, and shared values rather than founder dependency. Do you envision your recruitment business to be the same? Podcasting to Engage with Audience and Future Business Relationships Madison effectively uses her podcast, "Healthy Careers," to engage with her audience and build business relationships. Here is a summary of how she is doing this: Madison's podcast allows her to connect with her audience and potential clients on a personal level. She shares insights and experiences that give listeners a better understanding of her expertise and the market. By recording three to four podcasts a week, she ensures consistent engagement with her audience, providing valuable content and building rapport with listeners. The podcast is a platform for developing long-term relationships with clients and partners. Through the podcast, Madison gets a feel for the market pulse, ...
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    49 mins
  • Systems That Scale: How To Grow From Solo Practice to Successful Team, with Amanda Brandenburg, Ep #235
    Nov 14 2024
    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 [02:27] What is new for Amanda and her team in the last three years? [08:10] How OpusLex enhanced its business model to align with EOS. [16:30] What processes have been working well with Amanda’s team? [21:47] The practical applications of E-Myth. [27:54] Discussion on things that Amanda and her team are most proud of. [34:40] Learning to grow the team and hire the right people. [42:22] Effective collaboration tools and tech stack. [50:47] Why should working from home be balanced with working together physically? [53:07] Amanda shares what could be the biggest challenge when upscaling your team. 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: 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. 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. 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. 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. 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. 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 ...
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    58 mins
  • How Niching Down Turned a Recruitment Business from Zero to 6-Figure Success, with Tyler Rossi, Ep # 234
    Nov 6 2024
    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 [01:55] How Tyler got into recruitment and why he chose metals as a niche. [08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant. [12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer. [17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack. [20:17] Turning it around from zero to $250k - discussion on business development. [23:53] How to establish yourself as the go-to authority in your niche. [30:57] Podcasting is an effective engagement tool to go above and beyond. [38:39] A creative way of using videos to promote your client and strengthen relationships. [43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter? [46:01] What is next for Tyler and American Dream Search? 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: 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. 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. 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. Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC. 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 ...
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    49 mins
  • How to Find Hidden Talent: The Radical Truth About Second Chances, with Emma Freivogel, Ep # 233
    Oct 30 2024
    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 [02:06] The history of how and why Emma founded Radical Recruit and B Radical. [05:01] Insights on candidates' backgrounds being advocated for hiring by B Radical. [16:33] Emma expounded on her philosophy of giving people second chances - knowing about Chan’s story. [22:23] Interesting story of how Emma got into her field. [24:39] B Radical’s business model. [30:11] How receptive are companies to partnering with Radical Recruit? [32:43] Malcolm’s powerful and inspiring story. [36:44] What is next for B Radical and Radical Recruit? [39:00] Emma’s learnings as a business leader can applied to all business owners and leaders. 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 ...
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    44 mins
  • How to Leverage Video Content to Boost Your Recruiting Business, with Sarah Englade, Ep #232
    Oct 16 2024
    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 [02:42] How Sarah got into recruiting by accident and how she excelled before launching her firm. [08:15] Understanding contributing factors to burnout in staffing and how to mitigate it early. [11:11] Keys to Sarah becoming a top producer. [13:15] The remarkable story of Monarch's launch during the pandemic. [20:17] Three action items kept Sarah going during the first 6 months of Monarch. [24:27] Sarah’s book recommendations. [26:24] Journey and strategies in building a personal brand through LinkedIn. [36:33] Are you intimidated to do video content? Sarah shares her process. [41:48] What is the ROI in content and personal brand marketing? [48:21] Other elements that contribute to Monarch’s successes on top of personal branding. [54:30] “You always have to be a student of learning” [56:16] Quick fire questions: Tech Stack and Metrics that matter for Sarah, and keys to resilience. 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: 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. 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. 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. 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: Quarterly video shoots with 20 videos created each time. Videos based on real conversations with her network to provide value. Content sourced from suggestions and personal experiences as a recruiter. Daily preparation: Early morning content creation on the day of recording by reviewing notes and conversations. Consistency in content creation: Maintaining a positive and helpful tone in videos. Continuous improvement: Embracing feedback and learning from each video to boost confidence and quality over time. 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 ...
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    1 hr and 3 mins