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.
7 Years to 7 Figures: From Rookie Recruiter to Million Dollar Biller, with Tyler Frisbie
From working in a recycling facility to becoming a million-dollar biller, my special guest Tyler Frisbie shares his inspiring story on how hard work, building sincere relationships, and staying humble helped him become a successful recruiter today.
Tyler is a Managing Partner of Global Recruiters of McKinney (GRN), based in McKinney, Texas. He specializes in recruiting exceptional leadership talent in environmental and industrial sectors globally. Tyler launched his search firm in 2012, with no prior recruiting experience, and has become the number one office in his network.
Episode Outline and Highlights
[1:23] Tyler reveals his amazing story leading up to his recruiting career. [16:49] Tyler didn’t close a deal in the first 6 months - here’s how he stayed positive and turned things around. [21:18] Always be open to opportunities - hear how attending one event became a game-changer for Tyler’s recruitment business. [32:28] How relationships and connections enhance your brand. [40:40] Becoming selective - why you should not be afraid to say NO to business. [56:47] Memento mori - how remembering our own mortality can help us make better decisions and live a good life Tyler’s Journey from Garbageman to a Million Dollar Biller
Driven by his motivation to support his family, Tyler’s story is amazing in terms of his transition from working in a recycling facility to becoming a million-dollar biller. He shared his struggles when he started working while in high school, doing several jobs while attending night school. It took him eight years to get his degree, but the challenges he overcame laid the foundation for his future success.
Do Not be Afraid to Say No to Business
One of Tyler’s key learnings is to eliminate the fear of saying no. “From early in my recruiting career… I say yes to everything. I wanted to get experience and I learned a lot of hard lessons in doing that. Working for cheap and working for … people that I didn’t like.” In hindsight, Tyler appreciated the value of being selective in the assignments to take on for his business.
“There is so much power when you say no. It really shifts psychologically. I think in the minds of people you are saying no to, and in your own confidence.”
Hear how Tyler applies the above principles especially on fee negotiation and other aspects of his recruitment business.
Tyler Frisbie Bio and Contact Info
Tyler is the Managing Partner of Global Recruiters of McKinney (GRN), based in McKinney, Texas. Since 2012, he has been recruiting exceptional leadership talent in environmental and industrial sectors globally. He is a member of The Pinnacle Society since 2019.
Tyler’s route to becoming a big billing recruiter was quite unconventional. At the age of sixteen, Tyler began working the second shift at a telecommunications manufacturing plant in Dallas, Texas. One year later he took a purchasing agent position at a different manufacturing facility that specialized in-flight safety-critical parts for Boeing, LearJet, and Cessna. Shortly after being promoted to purchasing manager, Tyler realized his passion for people and took a sales position at Balcones Resources where he worked with Fortune 1000 companies in implementing creative landfill diversion strategies throughout the US.
Through his hard work and determination, Tyler became the top sales producer and began developing his extensive professional network. During his 14 year tenure at Balcones, Tyler worked his way up to Business Development Manager and ultimately Vice President of Sales and Marketing. He gained expertise in commercial recycling/trash service, plastics recycling, electronic recycling, metals recycling, glass recycling, document destruction, product destruction, fuel technology, and various zero waste initiatives. While working full time, Tyler earned his BA in Busines
How to Ignite Your Recruitment Career in Tough Times, with Kris Holmes
As a recruitment business owner, how do you balance internal operations while strategically generating revenue? In this episode, my special guest Kris Holmes shares fascinating insights and ideas on internal operations - from rewards and compensation, peer to peer evaluations, and culture.
Kris is an executive recruiter and partner at the O’Connell Group, which is a leading search firm in consumer marketing and market research. She is also the best-selling author of Ignite Your Career! which is a book she launched in July 2020. Before becoming a recruiter, Kris worked for a decade in consumer marketing with companies like Johnson & Johnson and Kraft Foods. She is also a member of the Pinnacle Society which is a consortium of industry-leading recruiters in North America.
Episode Outline and Highlights
[2:19] Kris shared the biggest challenge she’s faced in her 25 year recruitment career. [14:10] Internal recruitment is a major challenge for recruiting firms - what are some best practices and KPIs? [20:06] How to manage internal operations while strategically generating revenue. [23:46] An insightful approach to rewards and compensation. [30:26] Peer to peer evaluation - effective metrics to measure performance. [33:25] The four steps O’Connell Group are taking to face the C19 challenge. [37:30] How to add new revenue streams including coaching services. [40:00] What inspired Kris to write Ignite Your Career? [44:45] The “One-Two punch” business development approach. [48:00] Stoicism - its relevance today for recruiters. Insights on Recruiter Compensation, Company Culture and the Power of Peer to Peer Evaluations
In this episode, Kris was able to share insightful approaches on different aspects of managing internal operations. One of the best practices she shared is the compensation program that they implemented that effectively rewards the “superstars” or their high performing recruiters. She also shared their practice of peer to peer evaluations, on which they evaluate each other’s performance using at least 20 peer metrics! Hear this fascinating idea from Kris.
Although the mentioned practices sound like it would create a very competitive environment, you might be surprised at how O'Connell is able to inculcate a very nurturing and supportive culture for its employees. This has fostered fantastic staff retention and enabled some of their employees to stay with them for more than 15 years.
Game Plan to Address the Challenge of Covid19
How does Kris plan to lead O’Connell Group through the C19 crisis successfully? This is what she said: “I’ve been doing this for 25 years. I’ve seen September 11th, I’ve seen the Financial Crisis. I have never seen anything like this that is rocking everybody to their core… But the steps we’re taking work. Our philosophy is whenever we go into these times of crises, where we cannot control the external market, we can control what we do. And so we have taken many steps.”
Listen to the four steps that they are proactively taking that you may find also beneficial to your recruitment business. Yes, this may not be a good year, but with focus and determination, Kris was able to confidently say: “This is not gonna be a good year at all. But I think we’re gonna come out of it much stronger than when we went into it because we’ve been very strategic and focused on how we streamline, cut cost, and how we increase our capabilities going forward.”
Kris Holmes Bio and Contact Info
Kris Holmes is an executive recruiter and partner at O’Connell Group, a leading executive search firm in consumer marketing and market research. With more than twenty-five years of experience, she is also a member of the Pinnacle Society, the premier consortium of industry-leading recruiters in North America. She is also a best-selling author of Ignite Your Career! whic
Multiple Streams of Revenue, Moving to an RPO Model and Managing Negative Emotions, with Tish Conlin
To thrive in tough times requires us to embrace change and make adjustments - both in terms of our business model and our mindset. In this episode, my special guest, Patricia (Tish) Conlin shares how she was able to future-proof her recruitment business and create multiple revenue streams. She also shares one of the most difficult times in her life, when she felt like she’d “hit the wall,” and the step-by-step process she used to manage her emotions, rebuild her business and ultimately reach new levels of success and fulfilment...
Tish is President of Global Consulting Group Inc., based in Canada. She has delivered strategic Talent Solutions to build great teams for her clients for over 25 years. During that time, Tish has produced millions of dollars in fees and built an office with 20 people at its peak. Fortunately, prior to the pandemic, Tish had already moved to a remote working environment with a small team of full-time and part-time employees. In addition to running her recruiting firm, Tish is an international speaker, author, and trainer delivering educational and engaging programs to boost performance and build tomorrow's leaders.
Episode Outline and Highlights
[4:06] How and why Tish started her recruiting firm. [11:12] Hitting the wall - Tish shares the story of an especially difficult period in her life and business and how she turned things around. [17:00] Three practical tips to rebuild - changing our personal reality, micro-goal setting, and transitioning from negative emotions. [25:43] Creating multiple revenue streams by adding soft skills training - both live group training and online learning - for her corporate clients globally [31:20] The shift from contingency recruitment to a retained business model [34:45] Getting money upfront! Moving to an RPO model / winning Managed Service Agreements with two tech clients who outsource all recruiting to Tish’s firm [42:06] Why this is a great time to retool and continuously learn. [44:05] How being a blackbelt martial artist translates to the recruitment business. Hitting the Wall and Going Through Tough Times
During the global recession of 2008, Tish had a very chaotic journey of not only struggling in business but also having to take care of her husband’s and mother’s health as well as caring for her two kids. Despite the difficulties and overwhelming situation, Tish took action to focus on what she can do to bring things in order. Listen to how she turned these challenges into inspiring stepping stones to success.
Recent studies show that the key to success is more than intelligence (IQ) and emotional quotient (EQ). Adversity quotient (AQ) plays a major factor, which is defined as the ability to handle adversity, which is in other words, resilience. A recruiter’s career is full of adversity and challenges that can come from both internal and external sources.
And a very practical tip from Tish: “When you find that you have a lot of negative emotions, you can break it down simply… your whole personality is made up of your thoughts, your feelings, and your actions. And when you take control and change those, you can really change your personality which is only your personal reality. So you can change your whole life.”
Hear three practical tips to help you rebuild when encountering tough times - changing our personal reality, micro-goal setting, and transitioning from negative emotions.
Practical Business Strategies During this Covid19 Pandemic - Multiple Revenue Streams, RPO model, Retained, Getting Money Upfront
To thrive in tough times, during the pandemic, Tish made sure that effective business strategies are in place. Hear about some of the best practices she took such as using her hobby as part of her sidegig, like doing training and webinars. Amazingly, this gave her multiple revenue streams. Her expertise in emo
Failing Forward: The Recruitment CEO Who Embraces Mistakes As Stepping Stones to Success, with Nick Price
Most people are afraid of failure. Especially in recruitment, we’re very focused on achievement -- making placements and hitting sales targets. We’re concerned about how we’re perceived by clients, candidates, coworkers, friends, and family. We naturally want to project an image of being a successful person.
In reality, success is like the tip of an iceberg. Beneath the surface, success is built on a vast multitude of challenges, mistakes, failures and struggles. In this episode of The Resilient Recruiter, my very special guest, Nick Price, shares his perspective on why he celebrates his mistakes and downplays his successes.
Nick is the CEO of Bright Purple Resourcing which he co-founded in 1995. They are headquartered in Edinburgh, with 25 staff specializing in placing technology change and transformation professionals. Listen to the entire episode and hear Nick share a number of critical mistakes that he made during his 25 years in business -- and why he believes those setbacks have been stepping stones to sustainable success.
Episode Outline and Highlights
[3:30] Nick shares his recruitment journey and the biggest challenge he dealt with as a CEO. [14:58] Nick’s perspective on business growth - and why he prefers to remain small. [18:06] A mentor’s insight on “big pitfalls” that new business owners should avoid. [27:50] What it means to stick to the core of your recruitment strategy. [30:14] Why Nick turned down a big offer to buy his business. [35:13] Hear about “Fvck Up Nights” and Nick’s views on success Avoid the Mistake of Not Making Mistakes
Nick is a mentor to several founders of start-up technology businesses. When asked about what advice he can give to those aspiring to be recruitment business owners or those who are new to the industry, he believes that learning from mistakes is essential.
In his words, “I suppose the important thing is that they make the mistakes. One of the things I am a firm believer in is if we don’t try and take those risks, we will never know.” Listen to the entire episode and hear Nick share a number of critical mistakes that he made and why he believes it is key to him successfully running his 25-year-old business.
Why We Learn More from “Commonality of Failure”
Nick also shared a very interesting perspective on why he’s sick and tired of hearing “success secrets” from ultra-rich entrepreneurs and self-appointed experts. “I am 59, I am not a young recruiter anymore… I still have the spark and energy when I entered this industry. But what happens when you get older is you start to realize that the people who tell you how successful they are -- and how they can afford their Ferraris and Lamborghinis and their yachts etcetera -- they never really teach you anything. You go along to a chat by some amazing guy or some amazing lady, you get super motivated. You feel invigorated.”
“I’ve been on many of those over the years, but I never learned anything. Because their view of success isn’t the same as my view of success… The problem with trying to view success is it means different things to everybody else. So how do you teach success? That’s impossible. But one thing you can learn from is the commonality of failure.”
Nick Price Bio and Contact Info
Nick is the CEO of Bright Purple Resourcing which he co-founded in 1995. They are headquartered in Edinburgh, with 25 staff specializing in placing technology change and transformation professionals. Nick is someone who is deeply involved in business and community in Scotland, including industry associations, entrepreneurial groups, and charities. He is also currently working as Director of Communications of PRIMED, an information technology business, as well as a Non-Executive Director of Lifelink, a non-profit organisation supporting mental health.
Nick on LinkedIn Nick
Inner Grit: The Traits of a Big Biller, with Jeremy Sisemore,
Why do some recruiters bill $200k while others bill $750k in a single year with similar work ethics? This is a question that my special guest, Jeremy Sisemore will answer in this episode of the Resilient Recruiter. In Jeremy’s words, “luck has nothing to do with it.”
Jeremy is the founder of ASAP Talent Services and has been a leading IT Executive Recruiter for 20 years, achieving $14 million in personal production during his career. In this interview, Jeremy gives an in-depth overview of his business development process, including some fantastic verbiage for handling objections. Plus, we explore the mindset required to create sustainable success and longevity as a top-producing executive recruiter.
Episode Outline and Highlights
[2:56] How Jeremy became “Rookie of the Year” at MRI. [10:30] Jeremy breaks down his business development process. [15:53] Jeremy shares his exact verbiage for handling the objection from HR/Talent Acquisition, “Don’t talk to the hiring manager.” [23:10] How to use “transitional statements” when selling - e.g. “If I, Will You?” [28:30] The impact of niche / specialization on your success as a recruiter. [32:10] Business development and marketing - volume vs quality. [44:30] The top 3 digital marketing strategies for generating inbound business. [55:38] How do you channel your inner grit? On Niche and Specialization
One of the key catalysts in Jeremy’s success is when he understood the importance of niche and specialization. When he attended an event, a very successful co-participant in his field gave him advice on setting himself apart. How much of a big difference did it make? It increased his fees from $320k to $450k just in one year. Jeremy is convinced that specialization is a game-changer and a significant factor why some recruiters are more successful than others.
In Jeremy’s words, “How can some people do three to four to five placements a month when someone else can only do one or two a month? Well, that is one of the key lightbulb moments. The epiphany moment that said ‘I feel like I’m working super hard and I billed this, how come that guy over there is billing that?’ Well, that was one of the things.”
Channeling Your Inner Grit
Jeremy’s early life played a major role in his current success and why he has such a solid grit. Growing up poor, and small for his age, in rural Texas taught him not to give up and to fight for everything he is going to get. This shaped his character and explains how he deals with unwelcome circumstances as a recruiter.
“Our early life helps to make us who we are. How do you channel your inner toughness? In this business, it’s a big thing. Because bad things happen. And so let’s say you thought you have a $50,000 fee and next thing you know they backed out… That’s demoralizing for some people. And it’s like, how do you internalize that? Are you gonna let it get you for an hour or two? Are you gonna let it get you for two or three days? Are you gonna let it get you for a week or two? If you can shorten that, you’re gonna have a better year.”
He added, “Even how you internalize a “NO.” In business development, if you are told “no, no, no, no, no” are you hearing “no, no, no, no, no?” I actually hear, “not right now.”
Jeremy Sisemore Bio and Contact Info
Jeremy Sisemore has been one of the leading IT Executive Recruiters throughout North America for the past 20 years. He started his career with MRI and was Rookie of the Year in 2000 and quickly became the go-to resource for SAP & ERP talent acquisition needs nationally. Jeremy billed millions of dollars in placement revenue over 6.5 years with MRI, received a CSAM Certification, and became known for public speaking on “best practices” within the recruiting industry. In his career, Jeremy has over $14 Million
To Increase Recruitment Profits, Focus on What You Do Best, with Maarten van der Kwaak
What are the parts of your job you’re best at? What are the things you don’t enjoy or aren’t very good at? How much of your time and focus is devoted to just those few things you’re best at, versus all the other tasks that eat into your day?
This self-awareness of one’s strengths and limitations, together with a conscious decision to specialize with laser focus, have been key to the success of serial entrepreneur Maarten van der Kwaak. In this episode of the Resilient Recruiter, I had the opportunity to talk to Maarten, co-founder at MatcHR, Apollo Executive Search, ConsulantcyExit, Legal Top Talent, and The Legal Bench.
Surprisingly, Maaten started his first recruitment business while still in university studying law, recruiting his fellow students and placing them with law firms. On occasion, he would find himself recruiting people while chatting with them in bars! Later, he kept his recruiting firm going as a side-hustle while working full-time as a management consultant for an international strategy consulting firm. Since then he’s founded or invested in multiple start-up businesses in both recruitment and technology.
Maarten shares his wisdom on self-awareness, specialization, transparency, and really valuable insights about successfully running your business even in this time of difficulties.
Episode Outline and Highlights
[4:41] Maarten’s insight on getting quickly into profit from the startup phase. [10:17] On specialization - hear the big difference between sourcing and recruitment. [16:00] How Maarten successfully applies specialization within his different business lines. [29:02] Thoughts on marketing - lessons learned on video outreach campaigns. [38:22] What made Maarten decide to choose a career in recruitment. [51:48] How MatcHR adjusted when the coronavirus pandemic hit. [1:02:00] What special quality can help strengthen company culture during this pandemic? Applying the Concept of Specialization
Given that there are many different types of activities in a recruitment business, Maarten shared his insights on how to apply the idea of specialization. His analogy is to compare the business in a production facility. “If you would have so many different activities in a production facility, you would have a dedicated person for each activity. But what we do in this industry, we say to one person, ‘These are all the activities, please go ahead and be successful at all of them.’”
From there, he elaborated on the difference between the skills of sourcing versus recruiting which further emphasized his point on the importance of specialization. “If we specifically pick out the responsibilities of the sourcing part, if you look at sourcers and recruiters, very often sourcers have very technical backgrounds, more data-oriented background and what they need to do is very different from that of a recruiter to be successful.”
He continues, “If we look at the recruiting part … you need to turn those candidates into hires, it’s a lot about building relationships, selling the company, managing the process, both on the internal side as with the external side… I do not still understand why many companies still have all these responsibilities within their recruitment team without specialization within the team”
How Transparency Contributed to the Strength of Culture During Covid19
In these difficult times when tough decisions had to be made, what helped Maarten’s group maintain a strong culture even if they had to let some people go?
“I’m a big fan of transparency...Everything was going extremely well with the company and then one week after people needed to be fired... I think also research has proven that transparency and having them involved (employees) in the business is also better for their engagement.”
This commitment to transparency led to a
Customer ReviewsSee All
Really good podcast that has made me completely rethink how I work and recruit . Some of the tips you can pick up would likely take years of trial and error to find what you at doing wrong . I would highly recommend if you are a recruiter looking to hear advice from industry leaders.
Mark’s style is perfect
I really love the variety and topics covered.
So thank you for the content, there is always some value.
Excellent clarity of the sound – which important as background noise as often listen while running or waking
Mark’s style is perfect. It feels like you are listening to two colleagues chatting and you are just observing.
Superb series of Podcasts!
I enjoy listening to Marks podcasts. They are full of tips, insights and inspirational stories from industry vetrans. Aspirational!