The Resilient Recruiter

Recruitment Coach Mark Whitby
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The Resilient Recruiter Podcast

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.

  1. 15 HR AGO

    How to Achieve Rapid Success in a New Recruitment Market, with Alec Borlin

    How does a recruiter go from new to market to Champions Club in just two years? For Alec Borlin, the answer lies in the power of disciplined planning and relentless consistency.   Alec is a CPA turned recruiter. He started with one of the world’s largest recruiting & staffing companies, where he did extremely well before starting his own firm BGC Search in 2022.    He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area.    Alec recently launched The Recruiter’s CPA which provides bookkeeping and tax services for recruiting and staffing companies.   In this episode, you will hear how Alec structures his day with daily habits and strategies that result in consistent billings. He also shared the concept of having an ideas bank, how to utilize AI when enhancing content, and why LinkedIn is still his trusted platform for lead generation.   Episode Outline and Highlights [01:00] How Alec got into recruiting. [05:36] Early successes in agency recruiting. [09:58] Discipline and daily actions for success. [16:42] Launching BGC search - Alex walked us through what motivated him to launch. [21:19] How Alec achieved $100k revenue in Q1 from inbound leads alone via LinkedIn. [27:49] Trusting LinkedIn as a relevant platform to get results. [34:05] Consistent posting by having an ideas bank and how to enhance your content with AI. [39:11] Alec discusses Recruiter CPA  and how it helps staffing and recruiting firms in accounting. [44:10] The challenges of being a solo recruitment business owner in terms of tasks and time management. [48:38] What is next for Alec and his team?   Planning and Strategies That Set Alec Apart In his second full year as a recruiter, Alec became part of the “Champions Club” for two consecutive years despite being new to the market. What sets him apart is his work ethic which includes consistency in planning. Alec sets himself apart by maintaining a consistent and disciplined approach to daily activities. His early career success was rooted in structured habits, such as waking up early, exercising, planning his day the night before, and following a rigorous schedule that included conducting at least 10 interviews and 3 client meetings per week.   Here are the key takeaways from Alec's approach as a successful recruiter:   Consistent daily routine: Early mornings, exercising, and being in the office by 7 AM helped set a productive tone for the day. Proactive planning: End-of-day planning allowed Alec to focus on specific goals for the next day, ensuring efficiency. Structured activity targets: Conducted at least 10 interviews and 3 weekly client meetings, keeping himself accountable to those numbers. Learning from high performers: Alec absorbed successful habits early in his career by observing and emulating top billers. Breaking tasks into manageable steps: Rather than being overwhelmed by big goals, he breaks them into smaller tasks, which keeps him focused and motivated. Prioritization and time-blocking: He allocates specific time slots for high-priority activities, ensuring he tackles important tasks first. Using productivity tools: Leveraging tools like Asana and calendars to track tasks, organize workflows, and stay on top of both personal and professional goals. Accountability and follow-through: Alec holds himself to a high standard, consistently executing his plans and commitments.   Trusting LinkedIn as a Relevant Tool in Generating Leads How much do you invest in LinkedIn as a lead-generating platform? Alec shared an interesting case study about how they were able to build more than $100k from inbound leads in the first quarter of this year using LinkedIn.   “Twelve months of consistently posting on LinkedIn and not seeing a result. Right. So that was, it was posting videos, it was posting copy. So just words, just word posts, posting imag

    53 min

  2. 16 SEPT

    How to Stay Ahead in Recruiting: Insights from NAPS Leadership, with Trinette Cunningham and Teresa Delibert

    As the recruitment industry rapidly evolves, it is crucial to stay on top of the trends shaping its future. In this episode, we talk with Trinette Cunningham and Teresa Delibert about shifts in candidate engagement, social media strategies, and the growing importance of wellness in hiring.   Trinette is the President of NAPS, the National Association of Personnel Services. She has held that office for 9 years and has been with NAPS for 23 years.    Teresa is on the board of NAPS, and she’s here to add her perspective as a recruitment business owner with over 20 years of experience in the industry.    I’m keen to get Trinette and Teresa’s perspective on the recruitment industry from her vantage point as the president of the oldest recruiting association in the United States.  Working with their membership of thousands of recruiters, want to explore the trends, challenges, and opportunities they’re seeing in the market.   Episode Outline and Highlights   [01:39] Trinette shared an overview of NAPS. [07:23] Teresa’s role within NAPS and how she started in the recruiting industry. [14:41] Discussion on the current economic and recruitment climate and how NAPS supports its members. [21:01] Enabling diversity, equity, and inclusion.  [25:26] The size of NAPS membership and the value of their certification process. [29:06] Emerging trends of opportunities and challenges in the recruitment industry. [42:53] Shifting from a candidate-driven to a client-driven market. [45:20] Know about the upcoming NAPS conference.   Emerging Trends - Opportunities and Challenges in the Recruitment Industry   Being with NAPS for 23 years, Trinette’s insight into emerging trends in the recruitment industry is invaluable. As a recruitment leader or business owner, do you want to focus on capturing upcoming opportunities or mitigating future challenges? Below are some takeaways on the emerging trends that Trinette and Teresa shared:   AI Integration: AI significantly improves recruitment by automating tasks like job description writing, reducing unconscious bias, and aiding in candidate screening and interviews. AI helps recruiters become more efficient and data-driven, allowing faster decision-making.   Automation and Asynchronous Video: Automation is streamlining recruitment processes, particularly through technologies like asynchronous video interviews.    Data-Driven Strategies: With immediate access to metrics, recruiters can be more strategic and proactive, leveraging data to enhance decision-making and performance with artificial intelligence.   Passive Candidates: Building long-term relationships with passive candidates (those not actively looking for jobs) is becoming increasingly important across various job levels, not just for executive roles.   Social Media Shift: Recruitment is moving beyond LinkedIn. Companies use platforms like Instagram, TikTok, and even Snapchat to attract younger candidates, particularly Gen Z, reflecting changing social media habits.   Wellness and Mental Health Benefits: Post-COVID, companies are expanding their benefits packages to include mental health and wellness programs, responding to a growing emphasis on holistic employee wellbeing.   Enabling Equity and Inclusion   Trinette and Teresa also shared how they enable equity and inclusion by working with WBC (Women Business Collaborative).    NAPS and Trinette support DEI by fostering collaboration with industry groups focused on addressing gender inequality and promoting women in the recruitment industry. They actively engage in partnerships to provide opportunities for women, including initiatives like pairing women seeking capital with potential investors. NAPS conducts surveys and research across its membership base, sharing valuable insights on workplace diversity and DEI issues within the staffing and recruiting industry. They also work to rai

    54 min

  3. 30 AUG

    The 4 Talent Magnets that Drive Recruiter Retention and Success, with Charlie Saffro

    “We spend 50% of our lives working… What is crazy is that 8 out of 10 people in today’s workforce say they don’t even feel a connection to their jobs or their employer. Which means that most of us are probably half of our lives feeling disengaged and maybe feeling unfulfilled.”   This is how Charlie Saffro opened her TEDx talk on prioritizing people in your business. As the CEO of a recruiting firm, she gives insightful takes on how a people-first culture can positively impact you and your client’s retention and long-term revenue.   Charlie is the CEO of CS Recruiting, which specializes in the Supply Chain, Logistics, and Transportation industries. The company is based in Chicago and recruits nationally. Charlie founded CS Recruiting over a decade ago and has built it from the ground up into a multi-million dollar organization.   She leads a team of 28 talented recruiters, emphasizing a people-first culture.    Episode Outline and Highlights   [02:55] How Charlie fell into recruiting and eventually put up her recruitment firm. [10:46] Winning and completing a project involving hiring 50 people in the first year of business. [14:32] Milestones within the 10-year journey as a founder and CEO. [21:41] Fostering a People-First Culture and its long-term benefits to retention and revenue. [33:58] The four magnets in building a people-first culture. [36:25] Transitioning to and embracing the full CEO role by learning to delegate. [43:47] Keys to developing a strong brand. [53:33] Charlie’s perspective on the current market environment and how she responds as a leader.   The Four Magnets in Building a People-First Culture   From a business point of view, a people-focused culture benefits employees and contributes to the organization's long-term success and resilience. Charlie gave very specific and pragmatic initiatives that they implement to engage with their employees. What strategies can you implement to foster a people-first culture in your recruitment firm?    Charlie explains that culture acts like a magnet in attracting the right talent while repelling those who don't align with the company's values. She breaks down this concept into four key "talent magnets":   Walk the Talk: The company should live its values daily, celebrating employees who embody these values, like recognizing "value winners" quarterly. Beyond the Paycheck: This magnet offers more than just a salary; it offers flexibility, benefits, and other tangible and intangible perks. Intentional Connection: This is about fostering genuine relationships within the team, getting to know them beyond their work roles, and maintaining regular check-ins to gauge team happiness. Growth Takes Two: This emphasizes collaboration between employees and leadership on career development, ensuring promotions align with employees' personal goals and conducting "evolution meetings" to discuss future aspirations.   Charlie believes that these magnets help attract and retain the right talent while ensuring a strong and aligned company culture.   Practical Steps to Enhance People Engagement   What steps do you currently take to enhance your team's engagement? Does it need a big budget? I wanted to know the actual actions that Charlie implements from a leadership perspective to further a people-centric environment.  A notable takeaway is how Charlie initiates small, personal gestures of appreciation, like handwritten notes or small gifts, regardless of whether there is no budget allocation for these gestures. These small acts of recognition made a significant impact on employee morale and engagement. Over time, this evolved into a formal appreciation and recognition program within her organization. The program includes a budget for recognizing milestones such as new hires, promotions, anniversaries, and personal achievements like buying a house or having a baby. There's also a "petty cash" fund

    1h 0m

  4. 22 AUG

    Why Relentless Work Ethic is Key to Executive Search Success, with Vince Dunne

    When he started his search firm, Vince was told that you would make 100 grand in year one if you're lucky. In his first year, he did more than $600k in revenue! Was that just a lucky year? Definitely not. He would not even consider his 12 years in business his best year. What are Vince’s key strategies in achieving this phenomenal result? In this episode, he shares two things: his belief system and his hard work.   Vince Dunne is the President of Dunne Search Group, an executive search firm based in South Carolina. For the last 12 years, he’s specialized in recruiting salespeople for the biotech industry and has helped build some of the most important companies in cancer testing.   Episode Outline and Highlights [01:56] How Vince got into recruiting and how he was able to shorten his learning curve. [10:26] Transitioning from a top recruiter to a recruitment business owner. [14:27] Overcoming the scarcity mindset: would you be friends with a close competitor? [16:34] Pulling off $600k in his first year of business.  [25:51] How Vince set up 210 interviews to land 70 monthly placements. [35:10] Discussion on Retain vs Contingent? [36:53] Vince reveals his team size and structure. [42:10] How to pitch an exclusive search arrangement with your client. [45:25] Topic on tech stack and approach to reaching out to clients and candidates. [56:03] How to “make a name for yourself.” [59:12] The biggest adversity Vince faced in his career.   Pulling off $600k Revenue in His First Year Vince and I talked about his motivation to transition from being a top recruiter to launching his search group. “But I noticed I was getting my clients. Nothing was handed to me, and I thought it was because ‘Vince will figure it out. You know, he's. He's doing well. He's rookie of the year.’ I'm hitting all my numbers every quarter… So I was getting my clients anyway. So why am I splitting my business? And so I felt like I was ready. I've got enough clients out there of people that want to do business with me.” Knowing that he was ready, he took on the challenge of becoming a recruitment business owner, leveraging the skills he learned and the relationships he built over the years. Remarkably, he was able to make more than $600k in revenue in his first year!   I wanted to dive deep into the causal factors of this phenomenal success. Vince believed that he was just lucky. But you will find out as we continue our conversation that there are two main ingredients for his secret sauce: his belief system & hard work. Vince was really competitive and strictly adhered to his no-fail mindset. He would reach out to ten people before 9:00 AM daily to generate leads. These traits enabled him to shorten his learning curve when he was just a rookie and surely contributed to his success as a business owner.   How to “Make a Name” For Yourself Another topic that resonates with me is Vince’s emphasis on building a reputation and making a name for yourself. Vince’s niche is in the Biotech industry, a very competitive circle, which means that your reputation is a huge deal. Vince shared insights on how he makes a name for himself and that people know him within the sales biotech world.   Reputation Through Results: Vince builds a strong reputation by consistently delivering results, making successful placements, and ensuring client satisfaction. Client Focus: He emphasizes the importance of caring for his clients, going above and beyond, and even working late hours to meet their needs. Referrals: Vince actively asks for referrals during and after a project to expand his network and connect with more potential clients and managers. LinkedIn Recommendations: He sometimes asks clients for LinkedIn recommendations to build credibility and visibility. Personal Connections: Vince maintains relationships by sending personalized gestures, like Christmas gifts, and ensuring that he rema

    1h 13m

  5. 12 AUG

    How to Leverage Global Talent to Scale Your Local Recruitment Agency, with Troy Ashby

    How did a Certified Public Accountant launch and scale his recruitment business from the ground up? In this episode, you will hear about Troy’s journey in starting and growing his search business! Troy shares the hurdles he faced and his strategies to overcome them and thrive.   Troy is the President of Benchmark Search Group in Dallas. He founded the company in 2018 after working at one of the Big Four accounting firms and more than a decade with one of the largest national recruiting firms.    Troy has built Benchmark’s reputation as a trusted advisor for sourcing and recommending the right accounting talent, specializing in direct hire placement, executive search, and temporary staffing for accounting and finance professionals.    Episode Outline and Highlights [02:02] How Troy got into recruiting and was almost fired in his first 90 days. [08:00] Winning Best Place to Work for Working Parents. [11:57] Key challenges in Troy’s journey of building his own business. [21:44] Time tracking exercise to improve efficiency while focusing on value-adding activities. [24:00] Hiring a VA and fostering an environment where your team members are proactive. [33:09] Doing things differently to improve the training component. [42:40] Troy shares insights on what he had learned while running his search firm. [50:01] Troy’s three most important metrics in running a search firm.   Overcoming Showstoppers When Launching a Search Firm   How a successful search firm owner started his journey is always interesting. Most often, launching your recruitment business can be extremely challenging! Even if you are an excellent recruiter, running your own business is a different ball game; nothing can fully prepare you for it. Troy shared his journey from being a solo entrepreneur to building his own team. Below are the takeaways from the challenges he had, and I am sure you will be able to relate if you are already running your own recruitment business:   Starting as a solo entrepreneur: Troy knew he needed to hire, but it took him nine months to hire his first employee. Slow initial growth: His hiring process was slow, which resulted in impediments. However, Troy focused on hiring top producers from other firms who were looking for a better culture fit, enabling him to build a core team over time. Lack of infrastructure or processes in place: When he started to scale, Troy realized he didn’t have enough infrastructure or processes to support his growth. He established SOPs and initiated training programs to create a more scalable structure. Trying to do everything: Troy became a bottleneck as he felt he needed to get involved in everything. He struggled with the need to control all aspects of the business. He eventually learned to delegate and focus on higher-level activities.   Fostering a Proactive Team Environment for Virtual Team Members   A good sign of a great team is when your members come to you and ask to take stuff off your plate rather than you having to reach out and delegate the tasks. This behavior describes Troy’s team, especially his virtual assistants. How do you foster a proactive team environment with a virtual team?    Troy fosters a proactive team environment, even with onboarding virtual assistants, by treating them as integral members of the team rather than just freelancers. He emphasizes the importance of full integration, where the VAs are not just completing tasks but are actively involved in the business. An example is when his first VA quickly took on leadership responsibilities and even helped onboard a new marketing VA while he was away, demonstrating trust and empowerment.   Another approach is to ensure that the VAs are involved in the company's operations and goals, which fosters a sense of ownership and commitment. This approach allows them to proactively take on tasks and support the team, contributing to a strong and cohesive wor

    54 min

  6. 9 AUG

    How to Build a Recruitment Dream Team of 27 Top Performers, with Trey Hugley

    “You can't manage people and lead them at the same time… You're managing a task. You're leading people”   Do you apply the same principles when running your recruitment firm? How do you develop leaders and managers to establish a succession plan when you are scaling it?   My special guest, Trey Hugley, shares his insights on fostering an environment in his recruitment business that not only grew his team in numbers but professionally as well. Trey is the President of Genesis Resources based in Dallas Forth Worth. Trey is a leader in executive search for the insurance industry, with over 28 years of experience.   Having launched and sold a recruiting firm, Trey founded Genesis Resources in 2004 with a commitment to bringing a consultative approach to recruitment. Trey also founded a sister business, Genesis Industries, in 2014, expanding consultancy practices into the Manufacturing, Engineering, Accounting & Finance, and Healthcare sectors.    Episode Outline and Highlights   [02:21] Trey’s story from being a recruiter to starting his firm. [06:45] Sharing perspectives on how commitment and exclusivity work with client relationships. [19:54] Milestones in building an organization - how Trey built his team to 27 people. [33:09] How do you decide when you have to part ways with a team member? [46:56] Planning your brakes rather than it creeping up on you. [51:13] Developing business leaders and managers.   Scaling His Recruitment Firm Successfully A key achievement of Trey that I wanted to pick his brains on is how he progressed in building his business from just him to having 27 team members. “I could have made a lot more money over the last 15 years if I was just doing it on my own. Mine is an end game. If I build it, I think my mentality is a little different. I enjoy the concept of building. I like the idea of growing something.”   Trey shared his practices when looking for someone to join his team. He mentioned hiring competitive individuals, often with a background in team sports, who can thrive in a competitive environment. He stressed the importance of training and creating an environment where his staff can support and learn from each other. We covered two focus areas when scaling: taking responsibility and ownership for hiring decisions and training to ensure that the right people are in the right roles.    Deciding When to Let Go of a Team Member It can be challenging to let go of team members. A recruitment business owner could have invested so much time and resources in hiring and training, and the relationship built over time can make it difficult to let go.    Although difficult, Trey explained that it is part of scaling your business effectively, especially if the overall fit of your recruiter is not aligned with your organizational goals. He outlined the following objective factors that can help you decide when it is time to transition your team member to a new career:   1. If they're not meeting their metrics, like having consistent candidate or client conversations, it’s a red flag.  2. Their ability to generate revenue is crucial; it's a concern if they're not producing at least $20,000 a month (in the case of Trey’s organization).  3. Assessing their pending deals and interview activities can predict future performance; if these numbers are low, they indicate potential issues.  4. If they lack the drive and initiative to meet basic expectations consistently, it may be time to let go.   Trey ended it by saying,  “We'll, you know, we'll call it a career transition is what we call it. We're gonna transition you. If you can't succeed here, we don't think you're gonna be able to succeed in recruiting.”   Developing Leaders Engaging your staff and making them leaders is another achievement that Trey is proud of. He has not only grown his team in size, but he grew them professionally into team leaders and managers. He describe

    1h 4m

  7. 26 JUL

    How Can AI Drive Sustainable Growth in Your Recruitment Business, with Julie McGrath

    Already exploring AI but unsure how to maximize its potential to elevate your recruitment business?   In this episode, our coach and Client Services Director, Julie McGrath, shares how you can further embrace AI when creating content specific to your niche market. Julie shares insights on how you can use AI to drive sustainable growth for your recruitment business.    Julie is a highly experienced coach with 15 years of experience in the recruitment industry, including 8 years as a solo recruiter specializing in Tech and Executive recruitment. Before her career in recruitment, Julie worked in large-scale operations and managed 200 people.    You will also get a preview of an AI Program she designed explicitly for Recruiters and recruitment business owners, including a Training program for recruiters to help with Business Development, account management, and candidate sourcing.   Episode Outline and Highlights   [02:31] From a graphic designer to a recruitment business owner - how Julie got into recruitment. [09:57] Retrospect: things Julie would have done differently when starting her business. [16:02] Developing programs to assist young job seekers. [26:30] Running a successful RPO model. [31:03] Common qualities of successful recruitment business owners. [41:09] Leveraging AI to improve your recruitment business. [51:31] Creating content specific to your client and candidates’ needs through AI. [1:01:30] Testing ChatGPT 4.0.   Common Success Qualities of Recruiters and Recruitment Business Owners   Julie’s experience as a recruiter, business owner, and recruitment coach puts her in a position to work with some top-performing recruiters and business owners. She shared great insights and observations on the most common challenges and critical success factors.    “I'm very fortunate to be in this position where I get a peek behind the curtain of the top-performing recruiters. And then also those that are maybe new to the industry that are just starting and trying to define their feet, like we all did it at one point or another in our career.”   Here are the critical success factors that she shared:   Consistency in actions and routines is foundational to success in business and personal growth. Implementation and Action - Top performers build consistent work routines and stay focused on both immediate tasks and long-term goals. Work on and in the Business - Balancing working "in" the business (daily operations) and "on" the business (strategic growth) is crucial. Goal Setting - Setting specific, measurable, actionable, realistic, and timely (SMART) goals is essential. Accountability ensures continuous progress and the ability to navigate setbacks. Business Building vs. Job Creation  - Successful recruitment business owners understand the difference between creating a business and creating a job for themselves. Resilience - This involves self-awareness, flexibility, and adaptability. Self-Awareness and Adaptability - Adapting to changes and being open to new approaches can lead to sustained success.   Julie believes these key factors can help business owners achieve high performance, build sustainable businesses, and effectively navigate industry challenges.   Leveraging AI to Enhance Your Recruitment Business   During our Live Summit in Edinburgh last year, Julie delivered a fascinating session on leveraging AI to improve recruitment businesses. ChatGPT was pretty new at that time, and she was able to provide an amazing take on why the recruitment community needs to embrace AI.    The world will look so different in the next 3-5 years, and I think that understanding AI as early as now can enable recruiters to contribute a more profound impact to their industries. Julie and I discussed her passion for AI, and how it can help recruiters and business owners further engage with their clients and candidates.    Julie point

    1h 6m

  8. 22 JUL

    How to Manage $25 Million in Annual Billings for a Single Client, with Gina Matteson

    In this episode, we dive into the challenges and rewards of managing enterprise clients. Drawing from over two decades of experience in the Recruitment & Executive Search Industry, Gina Matteson shares her learnings from handling large-scale clients effectively.  Gina and I discussed strategies for effective stakeholder management, navigating complex challenges, and delivering exceptional value.   Gina is the Founder & CEO of GemTek Recruiting. They strategically partner with clients in  Connective Intelligence is our groundbreaking recruitment solution that combines the power of advanced AI with a reliable commitment to genuine human interaction.   With over two decades of hands-on sales & recruiting experience in Canada & the US, Gina's passionate approach to work is underscored by an unwavering commitment to prioritizing relationships above all else.    Episode Outline and Highlights   [01:35] How Gina found her way into the recruiting world. [03:38] What led Gina to start her own business? [05:18] Enterprise Insights: Valuable lessons Gina learned from working with big clients. [16:14] How Gina tackled a major challenge—a 15% pay rate cut. [23:06] GemTek's Rollercoaster Ride: The highs and lows of launching Gemtek. [26:36] Gina’s unique recruitment strategy, blends AI with a personal touch. [34:26] A dive into Gina's book and the toughest battles she faced.   $25 Million Annual Billings for a Single Enterprise Client    Gina’s diverse experience working with enterprises like American Express, Honeywell, and Google puts her in a great position to offer perspectives and strategies when working with large clients. She highlighted her experience working for a $2B organization, American Express. She shared what led to her success, which includes annually bringing in $25m in revenue for the client.    One key component is bringing people together, communicating, and bridging the gap between large organizations within the organization. Gina said, “Bringing those groups together and kind of bridging that gap, regular meetings, I would often bring different stakeholders together and actually host a meeting within the organization because one group could be asking for something and then another group, it doesn't work with them.”    You will also hear about the biggest challenges she faced when she had to undergo an audit stating that she owed $10m from her client and how she dealt with a 15% pay cut that also affected her subcontractors. Her stories are not only inspiring but also reminders of the importance of thinking on your feet, being organized, and transparent stakeholder management.    AI Meets Empathy: Extensively Utilizing AI Without Sacrificing the Human Element   A GemTek methodology is pragmatically utilizing AI. Gina shared how AI helps in initial resume sifting, and narrowing down candidates for interviews. They also shared their tools, such as ChatGPT and other ATS (Applicants Tracking System). They balance technology use by advocating the importance of the human element. During in-depth interviews, personality, and technical assessments, Gina believes that “in recruiting, the human element for me and for my organization can never take a backseat to anything.”   Do you have the same approach when it comes to AI?    A Dive into Gina’s Book and Her Story of Resilience   It is not directly related to recruitment, but we also touched upon Gina’s story of resilience and the most significant adversities that she had to navigate. She shared what inspired her to write her semi-autobiographical novel, A Thousand Masks. Aside from professional challenges, Gina also opened up about a deeply personal story of resilience that has shaped her life and her business. Listening to her journey can remind us that we can turn adversity into strength and use our experiences to help others.   Our Sponsor   This podcast is proudly sponsored by i-i

    46 min
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About

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.

Information

  • Creator
    Recruitment Coach Mark Whitby
  • Years Active
    2019 - 2024
  • Episodes
    231
  • Rating
    Clean
  • Copyright
    © (c) Breakthrough Coaching Ltd T/A RecruitmentCoach.com. All rights reserved.
  • Show Website
    The Resilient Recruiter

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