Confessions of a Recruiter

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Send us Fan MailHe got fired from a construction job, drove around for hours before he could face going home, and then made a decision: if recruiters won't return calls, he'll build the kind of agency that does.Luke Cotterell is the Director of Primebuild Recruitment, and his story is a straight-shooting look at what it really takes to go from zero recruitment experience to consistent results in construction.We cover the scrappy start: setting up an agency for under $1,000, learning contracts and terms of business the hard way, and generating early cash flow through people he already knew. Then we get into the tactics that separate busy from effective, including why relying on the same Seek applicants can flatten your judgement, how reverse marketing works when you lead with a candidate not a pitch, and the mindset shift of always asking: what are other recruiters not doing?Luke's standout move is simple and bold. He walks onto residential job sites to meet site managers where they actually are. These are candidates who aren't polishing LinkedIn profiles, don't always have a CV ready, and still get hired fast when the right builder is paying market rates. We dig into how he builds rapport, keeps a bench of ready-to-move talent, and turns that into roughly a placement a week, plus the reality checks around tax, BAS, and respecting money once the numbers grow.If you're a recruiter thinking about going solo, or just curious how modern staffing businesses win in Australia, you'll get practical takeaways you can use this week.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailYou can change agencies, cities, even countries, but there's one thing you carry into every client meeting and every candidate call: your reputation.Simon Marks spent sixteen years at Michael Page, Future You, Sharp & Carter, and Troocoo, finishing as General Manager before relocating to the United States. In this episode, Ed sits down with Simon to unpack how a recruitment career really grows when the market is messy, the desk is new, and the title does not automatically match the responsibility.They cover the big moves recruiters hesitate to make, what separates billers who are ready to lead from those who aren't, how Simon justified newly created roles at every level, and why reputation is the only credential that compounds across firms, cities, and countries.Subscribe, share with a mate in the industry, and leave a review with the one idea you're taking into your next week on the desk.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailA recruiter can build a monster desk and still feel stuck. Brianna Hoy did exactly that, earning the nickname “Millie" for Million Dollar while running up to 450 contractors on a high-volume government desk, only to realise the work had slipped into autopilot and the satisfaction was draining away. We talk through the full arc: door-to-door sales across Australia, the raw “numbers game” that builds resilience, and the ROI mindset that turns activity into consistent billing. Brianna explains what recruiters don't always see coming when a temp book gets big, you become the employer, and every miss-payment, complaint, and messy human moment can land back on your desk. Then a three-month solo travel break becomes the mirror that shows her desk can run without her, but her career can't. From there, she takes a left turn into commercial real estate, learning long sales cycles and how to stay relevant years before a client needs you. That relationship-first skillset becomes the foundation for People People, her specialist property and construction recruitment agency in Brisbane. We get honest about the “launched on Monday” chaos of starting a business, why specialisation matters, how offshore recruitment support can unlock focus, and where AI in recruitment will genuinely help without replacing trust. If you're building a recruitment career, thinking about starting an agency, or trying to hire in a candidate-short market, you'll leave with practical lessons you can apply immediately. Subscribe, share this with a recruiter mate, and leave a review with your biggest takeaway.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailDebbie Davies takes us right back to the start, when recruitment meant Yellow Pages, walk-in candidates, business lists on CDs, and learning by doing. From there, we dig into the moments that shaped her leadership: the work ethic and resilience she developed growing up on a farm, the impact of experiencing a management style that didn't align, and the decision to stay true to her values, especially integrity. We also explore how leadership changes when you step into CEO-level responsibility, where strategy, profitability, continuity and decision-making can't be avoided and where you can't afford to bottleneck the business by trying to be across everything.At Beaumont People, Debbie shares why the agency doubles down on specialisation in the for-purpose sector and how a clear niche supports stronger client relationships, candidate outcomes, and team alignment. We unpack culture versus performance, how to deal with rumours quickly, and why managing high performers can be harder than managing anyone else, especially when burnout risk creeps in. If you're a recruiter, team leader, agency owner, or aspiring CEO, you'll leave with practical guidance on specialisation, reputation, and getting back in front of clients.If you found this valuable, subscribe, share it with a recruiter who needs it, and leave us a review so more people can find the show.Support the show· Our Website is: xrecruiter.io

Send us Fan MailRecruitment can look like hustle from the outside, but the best results usually come from something less glamorous: clear expectations, repeatable habits, and the courage to be human. Sophie Meaglitz from Frontline tells the story of jumping from Melbourne retail into agency recruitment during COVID lockdowns, backing herself when the industry is closed, and still setting clients up for the rebound. The payoff is huge, but the real value is how she explains the choices and behaviours that make the numbers possible.We talk about the moment you realise you are good at the job, and the moment you realise you still have a lot to learn. Sophie breaks down how she manages big vacancy lists with transparency, how she builds trust with clients and candidates, and why “vibe” is not fluff when you are selling a service built on relationships. We also get into leadership in recruitment: being promoted fast, building culture under pressure, letting go of your own desk to grow a team, and making a conscious call about whether you actually want to lead or whether you want to keep billing and stay close to the work.There are plenty of practical takeaways for recruiters and agency leaders: DISC profiles and role fit in fast-paced retail recruitment, finding the right niche, avoiding spam BD, and sticking to non-negotiables like daily business development, consistent KPIs, and closing loops before the weekend. If you want a grounded look at performance, resilience and career direction in Australian recruitment, this one will give you a plan you can use tomorrow.If you got value from this chat, subscribe, share it with a recruiter mate, and leave us a review so more people can find the show.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailMatthew Munson, Managing Director NSW at Talent Group, came to recruitment the long way round. A campervan trip around Australia turned into a decision to stay, and a phone call about a job in tech recruitment changed everything.He landed in 2006 with no idea what a .NET developer was. First six months, he hated it. The language was foreign, the role was a step back from where he'd been, and his ego took a hit. After six months, something clicked. Two years later he was team lead while billing at the top of his office.What followed was twenty years of building desks, running multi-office teams across Australia, Singapore and Hong Kong, leading RPO accounts at the exec level for brands like Yahoo 7 and eBay, and eventually becoming MD of NSW at Talent — a business he's been growing for nearly a decade.In this episode Matthew talks through what actually goes wrong on an underperforming desk, why he's fired high billers, and why moving into management too fast is one of the most common mistakes he sees. He also gets into what it takes to build a personal brand that actually works, why AI-generated content is already valueless, and what being proud to call yourself a recruiter has to do with how long you last in this industry.One of the most honest career conversations we've had on the show.Support the show· Our Website is: xrecruiter.io

Send us Fan MailDana Sarkissian, Associate Director at iPharm Consulting, started in recruitment in 1999, back when shortlists went out by fax and couriers on bikes collected printed resumes off your desk.Twenty-five years on, she's the go-to recruiter in clinical trials, running a 9,000-member industry community on LinkedIn and taking calls from clients who want her advice before they want her candidates.In this episode Dana talks through the early years on a desk that never fit, why she left the industry without another job lined up, and what brought her back. She unpacks the decision that changed everything: going deep into a niche she actually cared about, and saying no to work that falls outside it.We also get into what real business development looks like when you stop chasing job ads, why the KPIs most agencies track are measuring the wrong things, and the advice she gives every rookie who's thinking about walking away.One of the most practical conversations we've had on the show.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailYour career can look “successful” on paper and still feel wrong in your gut, and that's where this chat with Chris Barr lands straight away. Chris is State Director Queensland at Six Degrees Executive, and he's refreshingly honest about what it really takes to build a recruitment career in Australia: making the calls when you're nervous, doing the reps when you'd rather hide, and sticking with the long game even when the market turns.We walk through Chris's path from running 51 supermarkets in the UK to starting recruitment after a life jolt, six months travelling the east coast, and interviewing from a Brisbane backpackers hostel. From there, we get into the real skills that separate average from great in agency recruitment: a tight feedback loop, learning by osmosis in a strong team, and why investing in candidates early pays off years later. We also talk about the “playbook” culture in bigger firms, how it can crush authenticity, and why being yourself is not a soft extra, it's part of your brand and performance.Leadership is a big theme too, from inheriting teams and building social capital, to stepping into a State Director role and dealing with imposter syndrome. Chris shares how he thinks in clear buckets (people, performance, customer), why a personal board matters, and what he's doing with AI in recruitment to buy time back for real human conversations. If you're curious about practical AI use, you'll love his example of building a Claude app to prep better one-to-ones and reclaim hours every week.If you got value from this, subscribe, share it with a recruiter mate, and leave a review so more people can find the show.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailRikki Tiwari became a recruiter purely by accident. He arrived in Sydney with $500 in his pocket and no plan, having spent his early UK career on corporate sales floors, then in sales coaching and NLP training. Robert Half in Sydney threw him straight into it, and year one tested him hard even when he was doing everything right. His first major placement came from a move most recruiters avoid: meeting a client when there was no live job at all. From there it was Ourpath, then in February 2020, walking away from the corporate ladder to build ARCQ Talent, his own agency, niched into the Microsoft ecosystem across infrastructure, cloud, dev, data, security and AI/ML. Going solo meant learning the hard way that you're also the marketer, the finance department and the delivery team, and that the loneliness is real. So he built the systems and SOPs to protect his family time, while staying stubbornly human-first on the phone with clients and candidates.If you enjoyed this conversation, subscribe, share it with a recruiter mate, and leave a review to help more people find the show. Support the show· Our Website is: xrecruiter.io

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Send us Fan MailHe landed his first deal within days of launching Trade Plus Recruitment. No inherited database. No clients waiting. No one telling him what to do next.We sit down with Max Kozin to talk through the part nobody glamorises: payroll exposure, insurance, health and safety compliance, and the mental load of starting a blue-collar recruitment agency from scratch.We get into the systems he built to move fast. Max uses Loxo to send candidates a structured pre-screening form that updates his database automatically, so when a client needs carpenters tomorrow, he can sort by tickets, location, and availability in minutes. If you've ever tried to phone-screen hundreds of applicants, you'll understand why this changes everything for labour hire.We also dig into niche strategy and BD. Max breaks down how his niche tightened over time, why "carpentry" alone is still too broad, and why focusing on self-delivering builders makes the desk more profitable. He shares how he approaches market mapping, uses tools like Firmable, and why going interstate made sense once he truly knew his market.The thread running through all of it: back yourself, build better processes, and make your edge the fact that clients deal directly with the person who cares most.If you're thinking about starting a recruitment agency, scaling a labour hire desk, or just sharpening your niche, this one's for you. Support the show· Our Website is: xrecruiter.io

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Send us Fan MailA recruiter who still loves picking up the phone after 16 years is either wired differently or has figured out something most people miss. Rav Prasad joins us to unpack how he went from selling gym memberships to thriving inside major agencies, then stepping out on his own and building Humanistics in Brisbane. Along the way we get into what the Michael Page environment demands, why standards and internal reputation can shape your career, and how those early years harden the skills that matter when markets turn. We compare agency cultures and recruitment KPIs in real terms, including what the Robert Half contracting engine feels like, why activity and connected calls change everything, and the downside of being siloed when you spot a great lead. Rav breaks down why he stayed in accounting and finance recruitment, how Brisbane has become more transactional, and why human connection is still the edge when everyone is moving fast. If you care about candidate experience, client trust, and doing business development without burning out, there are plenty of practical cues you can steal. We also go deeper on leadership and building a recruitment business. Rav shares the mistakes he regrets, why focusing on titles can pull you off track, and what “consistency” looks like day to day when you run your own desk. Then we look forward: AI in recruitment, where automation genuinely helps (admin), where it falls short (context), and why meeting people face to face still gives you information you cannot get on Teams. If you enjoyed the chat, subscribe, share it with a recruiter mate, and leave us a review so more people can find the show. Support the show· Our Website is: xrecruiter.io

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Send us Fan MailYou don't often get to hear from someone who's spent 32 years inside one of the world's biggest recruitment agencies and still has a clear view of what matters. Darren joins us to share how he “fell into recruitment” in early 90s London, survived the boiler room pace, and eventually helped build Hays into a powerhouse across Queensland.We dig into the real differences between UK recruitment and Australian recruitment culture, especially in Brisbane and regional Queensland. London can be transactional and outcome-first, while Queensland recruiting often rewards relationships, trust and showing up in person. Darren explains how the same recruitment methodology can land very differently depending on the market, and what that means for client management and candidate experience.We also get practical on systems and leadership: why CRM and ATS rollouts are so hard in big agencies, how to win buy-in (including pulling sceptics closer), and how to manage KPIs when your most experienced recruiters operate on instinct and deep networks. Darren shares why compliance and customer service can't be an afterthought, plus what the GFC taught him about redundancies, humanity and leading when it hurts.If you're building a recruitment agency, running a team, or trying to stay sane while chasing targets, this one is packed with grounded lessons. Subscribe, share it with a recruiter mate, leave us a review, and tell us: what's the hardest change you've had to lead in your business?Support the show· Our Website is: xrecruiter.io

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Send us Fan MailWe sit down with Theo Elliott from Rover Recruitment to unpack the real first-year story behind a fast-growing labour hire desk in Brisbane and the Gold Coast, including the ugly parts recruiters don't post about: rejection, cashflow stress, and learning suburbs on the fly while still trying to win work. We get practical about what moved the needle early. Theo shares why he doubled down on manufacturing, warehousing and logistics recruitment, how he approached market mapping, and what it took to do 1,000 business development calls in two weeks. We also dig into the quality versus quantity debate, why activity creates better outcomes over time, and how speed-to-market affects candidate attraction in blue-collar hiring where applicants disappear fast. Then we go deeper into operations and risk. Theo breaks down how he runs a lean 360 model, when he hired support, and how remote recruitment professionals help with sourcing, screening and contractor flow while he stays focused on client acquisition and account management. We also talk bad debt and liquidation risk, the warning signs he wishes he acted on earlier, and the lesson he wants every recruiter to take away: get on site, understand the culture, and manage expectations with clients before you promise anything. If you're building a recruitment agency, scaling a labour hire desk, or trying to improve candidate attraction and temp-to-perm outcomes, this one will sharpen your thinking. Support the show· Our Website is: xrecruiter.io

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Send us Fan MailThe defence industry is hard enough. Now try recruiting for intelligence missions where the best candidates cannot be found on job boards, some people barely exist online, and you are not even allowed to talk about certain details in public. In this special episode we are joined by Daniel Newberry, founder of Shadowgate Partners, to get a rare look at what modern intelligence recruitment and space-related hiring actually involves.We talk through Daniel's path from internal talent acquisition at major defence primes to launching his own specialist recruitment agency, then deliberately niching down into signals intelligence and space capability. He explains the early credibility problem, what it is like trying to navigate defence procurement. If you have ever wondered how recruiters source “cleared” talent when LinkedIn is not enough, this is the playbook: internal sourcing, program mapping, and relationship-led headhunting.Daniel also shares why Shadowgate runs retained search instead of contingent recruitment, why some clients only want to see one CV, and what “delivery” looks like when relocations, family impact, and mission outcomes are on the line. We finish with founder-level lessons on picking a niche, not scaling too fast, and building a process that earns trust in the intelligence and defence space. If you enjoy conversations about defence recruitment, security clearance hiring, signals intelligence, Australia's space industry, and building a recruitment agency that can operate across Australia and the US, press play.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailGhosting, dropouts, slow feedback, messy shortlists, and clients who “just want the CVs” aren't random problems. They're symptoms of a process that doesn't build trust early and doesn't make the work visible. We're joined by Ryan Kelly from Creative Natives to talk about candidate management and candidate control in a way that's practical, human, and built for the 2026 recruitment market.We get into employer value proposition and employer branding that actually moves the needle: turning a role brief into a 30-second video, distributing it on LinkedIn, and using it as both candidate attraction and free PR for the client. Ryan explains why his agency positions itself as a true 50-50 partner to both client and candidate, plus the impact-led choices that back up those values, including incentives for hiring return-to-work parents.From there we go deep on content marketing for recruiters, inbound business development, and what to measure when likes don't tell the full story. Ryan shares how webinars, newsletters, and community (including Slack groups) create a slower burn that converts passive candidates into warm, trusting relationships over time. We also cover the nuts and bolts that lift interview-to-placement results: weekly update meetings, presenting shortlists live, capacity limits, interview prep calls, and the follow-up email that too many candidates never send.If you want a smarter retained recruitment process and a better candidate experience without grinding harder, hit play. Subscribe, share this with a recruiter mate, and leave us a review with your favourite takeaway.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailA near million-dollar blue collar desk, a life jump to Japan, a return to Melbourne during COVID, and a pivot into tech and enterprise accounts, Ena Colo has lived the full recruitment rollercoaster. We sit down and unpack what actually works when you're trying to build a long-term career in recruitment, not just hit this month's number.We talk about the difference between reactive recruiting and a true account director approach: becoming a single point of contact, earning trust across talent acquisition and line managers, and doing the relentless groundwork before the market “tap” turns on. Anna shares how she measures success through account growth, how she runs 15+ client meetings a week when needed, and how that effort compounds when hiring freezes lift and roles finally flow.From the delivery side, we get practical on standards and alignment. Why sending two excellent CVs beats uploading six average ones, how to tighten feedback loops with delivery consultants, and what the one percenters (formatting, spelling, rate clarity, super) do to your credibility. We also go deep on employer branding, managing expectations when a client has a poor reputation, coaching hiring managers to move faster, and keeping candidates engaged with clear communication and personalised outreach.If you want better candidate experience, stronger client relationships, and a more consultative recruitment style, you'll take plenty from this chat. Follow the show, share it with a recruiter mate, and leave a review, what's one recruiting standard you refuse to compromise on?Support the show· Our Website is: xrecruiter.io

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Send a textMost recruiters treat candidate experience as an afterthought. Nathan and Jett from Impact Talent have made it their competitive advantage.In this episode of Confessions of a Recruiter, the co-founders of Impact Talent break down exactly how they've mastered candidate experience in one of Australia's most relationship-driven industries — insurance.From the moment they make first contact to the final offer, Nathan and Jett share the frameworks, conversations, and mindset shifts that have helped them build a reputation where candidates actively want to work with them. We cover why setting clear expectations from day one changes everything, how they deliver honest feedback without burning bridges, the "accept on your behalf" close that transformed their offer success rate, and why pulling a candidate from a process is sometimes the most powerful thing you can do.If you've ever lost a placement at the offer stage, had a candidate ghost you, or struggled to stand out in a crowded market — this episode will change the way you operate.Impact Talent specialises in placing insurance brokers, claims managers, underwriters, and loss adjusters across Australia.Do not miss this episode!Support the show· Our Website is: xrecruiter.io

Send a textIn this special masterclass, Sam and Jory from H People — who have built and scaled their own recruitment agency, sit down with industry titan Greg Savage to unpack what real agency growth looks like in 2026.Greg lays out a sharper path: decide whether you're building a lifestyle shop or a sellable asset, then align your structure, metrics, and leverage to match. We get candid about the biggest threat and opportunity facing recruiters in 2026 and why chasing revenue at the expense of margin often leaves agencies bigger, but less profitable.They explore the make-or-break decisions founders face before hiring: appetite for risk, willingness to step away from billing, and the discipline to niche down. Greg breaks down the “valley of death” at 10–15 staff, where owners cling to production and starve the business of leadership.You'll hear the KPIs that actually drive decisions — GP per staff member, staff costs as a percentage of GP, temp GP mix, debtor days, and expenditure per head — plus how to increase GP per recruiter without adding headcount and eliminate the time sinks quietly crushing productivity.If you're serious about scaling profitably in 2026, this masterclass is essential listening.Support the show· Our Website is: xrecruiter.io

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Send us a textOn this episode, we sit down with Natalie Rogers of Six Degrees to uncover a practical system for keeping senior FMCG candidates engaged, informed, and excited to say yes. From the first brief to the final offer, Natalie shows how trust, clarity, and coaching slash no-shows and build momentum.We break down why FMCG hiring is so tough—shifting categories, tricky job titles, and credibility that hinges on commercial detail. Natalie shares her reverse brief, sourcing strategies that actually convert, and coaching frameworks that help candidates tell clear, commercial stories without sounding scripted.If you recruit in FMCG, marketing, or any talent-tight market, this episode is a masterclass in candidate control without being controlling.Support the show· Our Website is: xrecruiter.io

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Send us a textThe hardest part of hiring isn't sourcing; it's steering the process with enough care and clarity that both sides feel confident saying yes. We're back with one of the best in the industry, Christian Bonadio, Director and Founder of HireQ Consulting, to unpack a practical, people‑first approach to candidate control that ditches gimmicks and builds trust from the first call to three months after start date.Christian is a master of building processes that actually work — from market coverage and why posting targeted job ads still matters, to tactical outreach using your CRM and LinkedIn, and why the phone beats email for real engagement. He shows how offering useful market intel establishes credibility before any pitch, how deep interviews uncover motivations, decision patterns, and fit, and why preparation is the unfair advantage every recruiter needs.We dive into salary and counteroffer control: setting baselines early, reconfirming often, and pressure‑testing interest without burning trust. You'll hear how to discuss offers without formally offering, when to pause, and how to orchestrate short alignment calls that convert wobbly maybes into solid yeses. Finally, Christian shares aftercare rituals that keep momentum through notice periods and reduce early churn, from week‑one coffees to one‑month and three‑month check‑ins.If you want fewer fall‑throughs, tighter shortlists, and cleaner acceptances, this episode with Christian Bonadio of HireQ Consulting gives you a grounded, actionable framework you can start using today. Subscribe, share with a recruiter who needs a reset, and leave a quick review with your best tip for controlling offers without losing trust.Support the show· Our Website is: xrecruiter.io

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Send us a textWe sat down with Kylie, founder of Prime Recruitment & Consulting , to unpack a smarter, calmer way to build a winning desk in property and construction: fewer dials, better conversations, and a clear plan for trust that compounds. Kylie takes us through her path from real estate into a boutique agency built around the full property lifecycle, and why aligning your niche with genuine interest keeps you curious long enough to become useful.We dig into practical mechanics recruiters can use today. You'll hear a crisp distinction between a lead, an opportunity, and a job so your pipeline becomes honest and predictable. We map out discovery meetings that earn respect: send an agenda, do deep research on projects and people, and anchor the chat on outcomes at six and twelve months instead of a laundry list of duties. Networking turns into a lead engine when you're present at industry forums and seasonal events, not just pitching but sharing what candidates want and what the market is signalling. If you want your BD to feel more like advisory work and less like chasing, this conversation gives you the structure, scripts, and mindset shifts to get there. Subscribe, leave a review, and share this episode with a recruiter who's ready to swap volume for value.Support the show· Our Website is: xrecruiter.io

Send us a textTired of choosing between growth and service quality? We unpack a model that lets you have both: embed a trained remote professional alongside every recruiter so admin, sourcing, compliance, and follow-up run in the background while your team spends more time winning and keeping clients. We sit down with Sam and Jory and Jonny to map the exact structure, from hitting $50k GP every four weeks with one RP through to scaling past $70–$80k with a second RP or an onshore account manager. We tackle the big myths too such as brand integrity, accents, client perception and show why embedded offshoring improves response times, protects relationships, and builds a moat as your desk grows. The cost equation is compelling, but the real story is consistency under load: more interviews, faster fills, better retention.Want to know how H People scaled and grew their agencies with Remote Professionals? Download the task list below.https://drive.google.com/drive/folders/1UB2CirhD8fkHdyyKLqe3nW_B95b_AN2bSupport the show· Our Website is: xrecruiter.io

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Send us a textEver wondered how top-billing recruiters consistently hit their targets year after year? Adam Oldman, an executive HR recruiter from Sydney whose biggest year reached an impressive $1.58 million, breaks down exactly how he built and maintains his high-performance desk.The foundation of Adam's success lies in his methodical approach to business development. Rather than simply chasing job ads (though he admits this was his starting point), he's evolved to focus on strategic leads and what he calls the "hot boss" approach - identifying a candidate's manager during interviews so when they resign, you already know who to connect with. This consultative approach has proven far more effective than cold calling, especially in HR recruitment where managers are constantly bombarded by recruiters.What truly sets Adam apart is his commitment to retained recruitment over contingent work. "Why are recruiters working for free?" he questions, comparing recruitment to other professional services like real estate where payment is expected upfront. He shares practical advice for converting contingent clients to retained by demonstrating the superior value of a thorough, dedicated search process, which has not only improved his work quality but also increased his fees and client commitment.Perhaps most valuably, Adam speaks candidly about experiencing burnout multiple times in his career. He describes burnout as the state where "what used to give you happiness doesn't give you happiness anymore," alongside physical symptoms and cynicism about work. His recovery strategies include taking proper breaks, healthy habits, and daily meditation - a practice he credits as transformative for both his career success and personal wellbeing.Whether you're just starting in recruitment or looking to elevate your performance, Adam's insights on business development, client management, fee negotiation, and mental health offer a blueprint for sustainable success that withstands market fluctuations and personal challenges. Take your desk to the next level by implementing these proven strategies from one of Australia's top performers.Support the show· Our Website is: xrecruiter.io

Send us a textEvery successful recruiter knows that consistent business development is the foundation of their success, but how do the habits and strategies evolve as careers progress? This candid conversation reveals the real numbers behind prospecting discipline at different career stages.We dive deep into the evolution of a recruitment professional's business development approach—from the hustle of making nearly 700 BD calls annually in their early years to the more strategic focus required when managing teams and accounts. You'll hear specific metrics that drove success, including aiming for five BD and five candidate calls daily when building a desk from scratch, and how those targets shift with experience and increased responsibilities.What stands out is the unwavering commitment to daily prospecting, regardless of seniority. The guest shares their personal discipline of blocking 10-11 AM every day exclusively for BD activities, establishing this as a non-negotiable part of their routine. There's a refreshingly honest admission about the regret that inevitably follows when this discipline slips: "I know every single time I don't do it, I'm going to be annoyed at myself."Whether you're new to recruitment or a seasoned manager, this conversation offers valuable insights into maintaining the prospecting discipline that separates top performers from the rest. How many BD calls are you committing to this week? Listen now to benchmark your approach against industry veterans who continue to prioritize this essential activity.Support the show· Our Website is: xrecruiter.io

Send us a textEver wondered what separates average recruiters from million-dollar billers? Mollie Gunn, Director i-Pharm Consulting , pulls back the curtain on the strategies that transformed her from rookie recruiter to industry powerhouse.Mollie's approach to business development defies convention. Instead of chasing quick wins, she builds success through persistence, even calling prospects for years before landing them. "I'm relentless, I will not give up," she says, a mindset that has won her major accounts once thought unattainable.The episode dives deep into practical techniques that any recruiter can implement immediately. From creating structured BD blocks in your calendar to insisting on proper job briefings (never just over the phone), Mollie reveals the disciplined habits that drive exceptional results. Her signature question—"Why?"—serves as both a powerful objection handler and a tool to uncover clients' true needs during discovery calls.Perhaps most refreshingly, Molly challenges the transactional approach that plagues many recruitment businesses. She confidently articulates her value proposition to clients, standing firm on fees while offering creative alternatives like extended guarantees for retained work. "If the only thing you can negotiate on is price, I don't know if I really want to work with you," she states, embodying the confidence that has earned her trusted advisor status with clients.Whether you're new to recruitment or looking to break through to the next level, this episode delivers actionable insights that will transform how you approach business development, take job briefs, and handle objections. Support the show· Our Website is: xrecruiter.io

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Send us a textLaura Cole, founder of HopesConsult and former co-founder of award-winning Lotus People, pulls back the curtain on recruitment business development in this captivating conversation. Having cut her teeth during the Global Financial Crisis in London's banking sector before building her own successful ventures in Australia, Laura shares battle-tested strategies that actually work in today's market.You'll discover why "research and prep is still BD" and how to weave prospecting naturally into your day rather than treating it as a dreaded separate activity. Laura reveals her framework for handling even the toughest client objections and explains why the most effective discovery calls focus on uncovering what clients don't like about their current recruitment process.Perhaps most valuable is Laura's passionate take on fee negotiation—a must-listen for any recruiter who's ever felt pressured to discount. "I just wish every recruiter would just say no, and then we wouldn't end up in this situation," she explains, offering practical advice for maintaining your rates while still winning business.Whether you're a seasoned consultant looking to sharpen your approach or new to recruitment and building your foundation, this episode delivers immediately applicable strategies to elevate your business development game. Connect with Laura on LinkedIn to continue the conversation and access more of her recruitment insights.Support the show· Our Website is: xrecruiter.io

Send us a textSteve Tolen has spent over 20 years helping recruiters and leaders grow stronger, more sustainable businesses. In this episode, he shares his Five Before the Call methodology, a modern approach to business development built on personal branding, LinkedIn mastery, AI, video content, and real-world networking. Packed with practical tips on owning your niche, building trust, and creating long-term client relationships, this is essential listening for anyone serious about winning in recruitment.Support the show· Our Website is: xrecruiter.io

Send us a textFrom launching businesses from scratch to guiding recruitment leaders toward sustainable growth, Steve Tolen has spent more than 20 years honing his approach to business development. In this episode, he opens up about the strategies, mindset, and hard-won lessons that have shaped his career in one of the most competitive industries in Australia.Steve breaks down his Five Before the Call methodology, a modern BD framework built on five essentials: personal branding, LinkedIn mastery, smart AI integration, compelling video content, and genuine in-person networking. It's a system designed to create multiple, high-value touchpoints before a single call is made, making conversations warmer, deeper, and far more productive.But this isn't just about tactics. Steve shares why patience, authenticity, and playing the long game will always outperform a transactional approach. He walks us through his five-step sales process: attract attention, increase engagement, build rapport and trust, co-create opportunity, and only then close, explaining why skipping the early steps is the fastest way to fail.We also explore how to own your niche, handle objections, strengthen long-term client relationships, and communicate value across all levels of seniority. Steve's take on praising competitors instead of tearing them down is a masterclass in relationship-first business.Whether you're building your recruitment career or refining your BD strategy, this episode offers a clear blueprint for standing out, winning trust, and building a business that lasts.Support the show· Our Website is: xrecruiter.io