Recruiting Trailblazers

Send us a textI'm taking January off from podcasting to consider the future of Recruiting Trailblazers. Happy to chat with you privately if you want to email me at marcused@mac.comConnect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textOptimizing Recruiting with AI: Enhancing Human ConnectionIn this episode of Recruiting Trailblazers, host Marcus interviews Nic Mahaney, the founder and CEO of Elly.ai. The discussion delves into the role of AI in the recruitment industry, emphasizing how AI can optimize recruitment processes without replacing human connection. They explore the benefits and potential pitfalls of AI, its ethical considerations, and its ability to reduce biases. Key points include the definition and current application of AI in recruiting, the balance between automation and humanization, and the future direction of AI-driven tools in enhancing the efficiency and effectiveness of recruiters.00:00 Introduction and Guest Welcome02:09 Defining AI in Recruiting02:38 AI's Role and Impact on Recruitment05:35 Human Connection in Recruitment08:54 Ethics and Bias in AI11:54 Adopting AI in Recruitment17:53 Transparency and Authenticity in AI Usage23:14 The Importance of Personal Touch in Recruitment23:58 Challenges with Automated Outreach24:28 Building Trust in Online Interactions25:34 Human Connection in Recruitment26:57 The Role of AI in Recruitment31:35 Strategic Use of AI Tools36:54 Enhancing Candidate Experience39:56 Future of AI in Recruitment43:07 Conclusion and Final ThoughtsNic Mahaney  - connect here: https://www.linkedin.com/in/nmahaney/Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textJust a word from Marcus about next week's guest and conversation.Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textearchIn this podcast, Marcus Edwardes hosts Susan Levine, the renowned CEO of Career Group Companies. Susan recounts her journey, starting with the founding of Career Group in 1981, and shares the evolution of her high-end recruiting firm into a multi-division, nationally recognized company. The discussion covers her unique challenges as a young female entrepreneur in a relatively nascent industry, her innovative strategies to survive economic downturns, and the importance of developing and maintaining a strong company culture. Susan also provides an optimistic outlook for the recruitment industry in the upcoming years, emphasizing the importance of tenacity, empathy, and high-touch service in the ever-changing recruiting and talent acquisition landscape.00:00 Introduction and Guest Welcome01:39 Susan Levine's Early Career and Founding Career Group05:37 Challenges and Successes in the Recruitment Industry12:57 The Evolution of Recruitment Practices19:20 Navigating Recessions and the Pandemic27:19 Understanding Hiring Manager Needs27:36 Navigating Economic Recessions29:05 Adapting to Internal Recruiting Departments31:34 The Value Proposition of Recruitment Agencies34:30 Building a Positive Company Culture36:10 Balancing Culture and Performance42:01 The Importance of Tenacity in Recruitment48:23 Exciting Future Prospects for 2025Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textBuilding Relationships and Success in Cybersecurity Recruitment In this episode, Marcus Edwardes welcomes Drew Fearson, the CEO of Ninja Jobs, a specialized cybersecurity recruiting firm. They explore the nuances of the recruitment industry, emphasizing the importance of physical and mental well-being, positive mindset, and relationship-building. Drew shares insights into the unique challenges and rewards of being a niche cybersecurity recruiter, the benefits of comprehensive intake processes, and the evolving role of technology in recruitment. The discussion highlights the significance of old-school principles like developing strong networks and personalized outreach in achieving long-term success.00:00 Introduction and Guest Welcome00:52 The Importance of Physical Exercise01:59 Mindset and Resilience in Recruitment03:35 Training and Team Dynamics05:54 Old School Recruiting Techniques08:16 Comprehensive Intake Process12:27 Entering the Recruitment Business16:44 Ninja Jobs: A Unique Story20:47 The Importance of First Interviews and Metrics22:12 Navigating the Cybersecurity Recruitment Landscape23:16 The Power of Niche Recruiting25:17 Challenges in Modern Recruitment27:33 Building Strong Client Relationships33:18 Leveraging Technology in Recruitment35:27 The Value of Personalization in Outreach39:59 Long-Term Relationship Building in Recruitment41:50 Conclusion and Final ThoughtsConnect with Drew: https://www.linkedin.com/in/drew-fearson-9431832/Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textBuilding Relationships with the SAMS Method:In this episode of Recruiting Trailblazers, Marcus delves into a game-changing approach to recruiting by emphasizing the importance of cultivating meaningful relationships with candidates. He warns against the pitfalls of transactional recruiting and presents his SAMS method (Situation, Aspirations, Motivations, Skills) as a solution to transform recruiter-candidate interactions. Marcus explains how engaging with multiple candidates daily and maintaining these relationships through regular, valuable content can build a strong referral network and reduce the need for cold outreach. The episode offers practical tips on rethinking candidate screening and reinforcing recruiter-candidate connections through value-driven newsletters, aiming to position recruiters as 'Trusted Advisors' and ensure long-term success.00:00 Introduction to Recruiting Trailblazers00:26 The Best Business Development Tactic01:05 Building Meaningful Relationships02:33 The Biggest Missed Opportunity03:23 Candidate Relationship Strategy05:05 Mindset Shift for Recruiters05:59 Long-term Success in Recruiting07:15 The Power of Connection07:56 Avoiding the Hard Sell08:28 Understanding Recruiter Goals09:44 Introducing the SAMS Method09:56 Step 1: Rethinking Candidate Calls10:05 Step 2: Nurturing Relationships10:55 The SAMS Conversational Strategy11:57 Breaking Down SAMS: Situation12:27 Breaking Down SAMS: Aspirations12:48 Breaking Down SAMS: Motivations13:43 Breaking Down SAMS: Skills and Experience15:22 Building Trust and Moving Forward15:57 Final Thoughts and Next StepsConnect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textWhat drives someone to transition from managing Michelin-starred restaurants to launching a game-changing executive search firm? Join Marcus in a conversation with Hannah Suk-Bragg, the entrepreneur behind Hospitality Confidential, and uncover the fascinating journey behind her leap from the culinary world to the recruitment sector. With roots as a first-generation Korean-American and a wealth of experience in high-end dining, Hannah offers a captivating narrative filled with personal insights and industry revelations. You'll learn how Hannah's innovative approach in bridging the gap between independent eateries and chain restaurants is setting the stage for a more diverse and visionary hospitality scene.Forge deeper connections with the hospitality sphere through Hannah's compelling stories from her time at Spago Beverly Hills to her strategic shift towards recruiting. Discover the nuances of restaurant service culture across the U.S. and the UK, and how these experiences shaped Hannah's professional path. More than just a career change, Hannah's move to recruitment was fueled by a desire for balance, all while staying true to her passion for hospitality. Explore her keen observations on hiring practices, as she delves into the art of placing the right talent in roles from junior managers to C-suite executives.Hannah's commitment to fostering meaningful client relationships is evident as she shares the inner workings of Hospitality Confidential's recruitment strategies. From leveraging LinkedIn and industry-specific job boards to the power of personal interactions, Hannah leaves no stone unturned in her pursuit to connect the best talent with outstanding opportunities. Listen as she discusses her experiences in team building, the unique challenges of recruiting for her own company, and the importance of choosing great people. Through Hannah's eyes, get a glimpse of the hospitality industry's tightly knit community and the evolving expectations of a younger workforce that values balance and benefits.Connect with Hanae: https://www.linkedin.com/in/hanae-suk-bragg-cprw-5125517a/Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textMarcus presents a podcast episode focusing on business development strategies for agency recruiters facing today's economic challenges. He emphasizes the importance of establishing true partnerships rather than mere contingency relationships, advocating for meaningful conversations about client needs rather than just gathering requirements. He discusses the importance of leveraging close connections for referrals and the value of personalization in outreach to differentiate from competitors, warning against the ineffective blanket approach to cold outreach. He concludes with advice to block time daily for business development and start with known contacts to create opportunities.00:36 The Importance of Business Development01:02 Challenges of Contingency Recruiting02:32 Effective Business Development Strategies03:51 Navigating Economic Challenges07:50 Leveraging Your Network10:36 The MPC Approach and Testimonials13:55 Cold Outreach Best Practices14:45 Conclusion and Next StepsConnect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textIn this episode of 'Recruiting Trailblazers,' host Marcus Edwardes welcomes Trisha Kana Mistry, founder of ThreePDS, to discuss her journey in the staffing industry. Tricia shares her unique background, starting in retail and transitioning to founding her own minority business enterprise after 9/11. They dive into how the industry has changed over the past 22 years, the impact of technology like AI, and the importance of maintaining genuine relationships in recruiting. Trisha also details her client-specific approach and the significance of interview preparation and business development. The conversation highlights the critical balance between leveraging new tools and preserving human connections in recruitment.00:00 Introduction and Guest Welcome00:27 Trisha's  Background and Career Journey01:30 Starting a Recruitment Business Post-9/1103:38 The Evolution of the Recruitment Industry04:17 The Role of Technology in Recruitment07:32 Client-Specific Recruitment Approach11:37 Business Development and Client Relationships18:06 The Importance of Human Connection in Recruitment22:32 Transforming Lives Through Job Placements23:03 The Importance of Relationship Building in Recruitment24:57 The Role of AI in Recruitment26:18 Understanding and Utilizing KPIs31:23 Effective Interview Preparation38:32 Challenges and Anecdotes in Recruitment41:37 Conclusion and Final ThoughtsConnect with Marcus https://www.linkedin.com/in/marcusedwardes/

Send us a textRedefining Tech Recruiting: Insights from Mavic Ventures Founder Darren KoontzIn this episode of Recruiting Trailblazers, host Marcus Edwardes welcomes Darren Koontz, the founder and CEO of Mavic Ventures. Darren discusses his journey from playing football at Boise State University to establishing Mavic Ventures in 2018, a company focused on providing flexible recruiting solutions for startups. Darren explains the unique on-call model Mavic offers, allowing startups to use recruiters on a flexible, hourly basis. He also touches on the challenges faced by recruiting agencies in today's market, emphasizing the importance of maintaining quality relationships and adapting to the evolving industry landscape. Darren shares his innovative approaches to candidate outreach, including the use of benchmarking and personalized messaging to cut through the noise in candidates' inboxes. He also delves into the mental and emotional aspects of the recruiting business, highlighting the importance of resilience and adaptability for recruiters in a challenging market.00:00 Introduction and Guest Welcome00:29 Darren Koontz's Background and Career01:07 Favorite Film and Concert02:01 Introduction to Mavic Ventures03:13 Mavic's On-Call Model and Market Fit06:44 Challenges and Opportunities in Recruiting10:17 Effective Candidate Outreach Strategies20:45 Crafting Effective Outreach Messages22:19 Building Relationships with Candidates24:33 Understanding Company Culture28:31 Challenges in Leadership and Recruitment35:24 Leveraging Technology in Recruitment38:59 Future Opportunities and Market Outlook41:34 Conclusion and Final ThoughtsConnect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, Marcus Edwardes interviews Will Spengler, an executive recruiter with over 15 years of experience. They discuss Will's journey from various agencies to founding Frederick Fox, an innovative recruiting firm, and explore effective strategies for agency recruitment. Key topics include the challenges and rewards of adopting a high-commission, low-base salary model, the importance of personalization in sales outreach, and the necessity of time-blocking and planning for long-term success in the recruitment industry.00:25 Guest Introduction: Will Spengler01:53 Personal Insights and Interests03:13 Running and Mental Clarity04:11 Business Model Discussion04:16 Founding Frederick Fox08:23 Commission vs. Salary Debate19:29 Challenges of Independent Operations23:33 Back Office Complexities27:16 Open Invitation for Recruiters28:00 The Recruiter's Journey: From Unemployment to Success28:31 Who Thrives in Our Environment?29:43 Overcoming Mental Blocks in Sales32:16 Effective Sales Strategies in Today's Market35:55 Personalization at Scale: A New Approach46:05 Balancing Sales and Recruitment47:45 The Importance of Time Management and Planning50:42 Final Thoughts and Success Stories

Old School is the New School: Deep Dive into Headhunting with Chris RelthIn this episode of Recruiting Trailblazers, Marcus chats with Chris Relth, an experienced recruiting professional and CEO of Artemis. They discuss the importance of relationships in recruiting, navigating economic challenges, and the evolving role of technology in the industry. Chris shares his journey into entrepreneurship, emphasizing the value of effective headhunting, ethical recruitment practices, and the significance of cultural fit in candidate selection. The conversation underscores the resurgence of human-centric recruiting in an era dominated by automation and AI.00:00 Introduction and Welcome00:53 Getting to Know Chris 03:07 Defining Moments and Personal Stories04:25 Founding Artemis: The Journey Begins07:49 Navigating the Recruitment Industry11:21 Headhunting and Differentiation24:19 Setting the Ground Rules for Candidate Submissions24:50 The Positive Pessimist Approach in Recruiting25:35 Building Trust with Clients Through Transparency29:30 The Importance of Relationship Building in Recruitment30:52 Modern Business Development Strategies40:55 The Role of AI and Automation in Recruitment45:43 The Future of Recruitment: Human Touch vs. Technology47:23 Conclusion and Final Thoughts

In this episode of Recruiting Trailblazers, host Marcus Edwardes sits down with Lauren Argenti Rawlings, founder of Precita Placements. Lauren shares the compelling journey of her company's acquisition by ZRG and subsequent rebirth, highlighting her dedication to a high-touch, personalized approach in executive search. The conversation explores the challenges and nuances of diversity recruiting, creative business development strategies, and the importance of building community through in-person events. Lauren also reflects on investing in community events and leveraging social media to differentiate her boutique firm and emphasizes the critical role of candidate experience in forging lasting relationships and earning referrals.  00:00 Introduction and Welcome 00:25 Meet Lauren Argenti Rawlings 01:05 The Story of Proceta Placements 02:44 Challenges and Benefits of Corporate America 04:52 Diversity Recruiting Journey 06:27 The Importance of Client Education 14:36 Advocating for Up-and-Comers 18:48 Building a Network Through Events 28:25 Business Development Strategies 32:50 Concluding Thoughts and Philosophy 34:32 The Role of Social Media and AIConclusionLauren is a testament to how passion, innovation, and commitment to diversity can drive success in the executive recruiting industry. By pushing the boundaries of traditional practices and creating meaningful, face-to-face networking opportunities, Lauren stands out as a true Recruiting Trailblazer in her field. We hope her insights inspire you to rethink your approach to recruiting and business development.

In this episode of Recruiting Trailblazers, Marcus Edwardes discusses the importance of adopting a relationship-driven recruiting approach over a transactional one in 2024. He emphasizes the long-term benefits of building trusted advisor status with candidates and prospects, which includes treating all interactions with the same high level of respect and care. Marcus introduces the REACT conversation strategy (Rapport, Explore, Acknowledge, Confirm, That's Right) and the SAM system (Situation, Aspirations, Motivation, Skills) to guide recruiters in forming meaningful relationships that can lead to an effective referral network and reduced reliance on cold outreach.00:00 Introduction and Welcome00:28 The Importance of Relationship-Driven Recruiting00:59 Challenges in Modern Recruiting01:38 Switching to a Relationship-Driven Mindset03:01 Building Trust and Authority06:36 The REACT Conversation Strategy10:19 The SAM System for Effective Conversations12:57 Conclusion and Final Thoughts

Marcus is on holiday and will return with a new series in a couple of weeks!

In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Stacey Stratton, the president and CEO of True Talent Group. The conversation delves into Stacey's journey of founding her niche staffing agency in her basement in 2008, her passion for matching top marketing, creative, and digital talent with opportunities, and her approach to building meaningful relationships with clients and candidates. They discuss the importance of candidate experience, the challenges of scaling a boutique agency while maintaining quality, and the evolving dynamics of recruitment in a post-COVID world. Stacey shares anecdotes on overcoming initial hurdles, the value of meeting candidates and clients face-to-face, and offers insights on building a candidate-centric recruitment process. The episode underscores the significant impact of relationship-building in the recruitment industry.00:00 Introduction to Recruiting Trailblazers00:25 Meet Stacey Stratton: CEO of True Talent Group02:11 Stacey's Journey: From Basement Startup to Success07:19 Navigating Challenges and Growth10:27 The Importance of Face-to-Face Interaction in Recruitment15:41 Building and Nurturing Relationships in Recruitment24:19 The Changing Landscape of Recruitment24:47 Building Long-Term Relationships with Candidates25:26 Challenges in Winning New Clients27:59 The Importance of Industry Expertise30:44 Understanding Client and Candidate Needs33:25 Scaling a Boutique Agency36:01 Enhancing Candidate Experience35:02 The Role of Candidate Experience 38:57 Nurturing Your Candidate Community 46:37 The Hard Truths of Recruitment 48:39 Balancing Personal Strategy with Scale 49:07 Final Thoughts and Farewell

The episode of "Recruiting Trailblazers" features host Marcus Edwardes in conversation with Natalie Sarmiento, founder of Engage Engineer Search, a niche headhunting firm specializing in the forensic engineering industry. Natalie shares her journey from an HR professional to starting her own agency, which was motivated by the recognition of a gap in the market for dedicated and knowledgeable recruiters in forensic engineering.Natalie discusses the challenges she faced in HR, particularly how generalist recruiters often failed to present qualified candidates. This realization drove her to establish a more specialized recruiting firm, which earned her a place on Forbes America's Best Professional Recruiting Firms list in 2023.The conversation covers Natalie's strategies for connecting with top talent in a highly specialized and confidential field, emphasizing the importance of building quality relationships and trust. She talks about her recruitment approach, which includes understanding both the client's needs and the candidate's career aspirations, ensuring that placements are not just transactional but transformative for both parties.Throughout the podcast, Natalie shares insights into the intricacies of forensic engineering, the importance of industry-specific knowledge, and the ethical considerations in recruiting for such a niche market. Marcus and Natalie also reflect on the mutual benefits of developing genuine, long-term relationships with clients and candidates, highlighting the satisfaction that comes from positively impacting people's careers and businesses. Natalie closes with advice for other recruiters, stressing the importance of integrity, professionalism, and genuine relationship-building in achieving success in recruitment.

In today's episode, our host Marcus Edwardes sits down with Jeremy Jensen, founder and CEO of Encore Search Partners, a 40-person direct-hire recruitment agency. With a focus on headhunting revenue producers and tech professionals, Jeremy shares his expertise on navigating the evolving hiring landscape and the keys to success in the recruitment business.Overview:   - The conversation dives into the functional verticals served by Encore Search Partners, including wealth management, law firms, and technical product companies.   - Discussion on the hiring market, especially post-pandemic trends and current conditions.   - Jeremy explains the technical competency required by clients and the nuances of different job roles.   - Commentary on the difference between contingency and retained recruitment models.Strategies:   - The strategies used by Encore Search Partners for headhunting, including outbound headhunting and leveraging cold outreach.   - The importance of deep technical understanding in recruitment.   - Building trust and credibility quickly with clients.   - The significance of understanding clients' real needs and potentially redefining job roles to meet business challenges.   - Establishing long-term relationships and becoming a trusted advisor to clients.Market Challenges and Opportunities:   - Discussion on modern challenges in the recruiting market, including remote work impacts and the current state of agency recruiting.   - Opportunities presented by companies lacking internal recruiting sophistication due to sudden growth from new funding.Company Culture and Growth:   - Insights on Encore's aggressive recruiting culture and outbound headhunting approach.   - Strategies for growing and maintaining a successful recruiting business.   - The importance of continuous improvement, accountability, and maintaining high standards.Closing Thoughts:   - Jeremy's views on the key to success in the recruitment business—emphasizing continual improvement and gratitude.   - Concluding remarks and appreciation for Jeremy's insights shared during the podcast.Biggest Takeaways:1. Technical Competency and Market Understanding: Jeremy highlights the increasing importance of recruiters possessing a deep understanding of the technical aspects of the roles they are filling. This not only helps in finding the right candidates but also in establishing credibility with clients. 2. Value Proposition and Differentiation: The aggressive headhunting approach and the ability to poach top talent from competitors set Jeremy's firm apart. This strategy is particularly effective in industries where specialized knowledge and technical skills are paramount. 3. Continuous Improvement and Accountability: Jeremy underscores the importance of continuous learning and improvement for recruitment success. Holding the team accountable to KPIs and instilling core values like excellence and resilience are crucial for maintaining high performance and growing the business.

This episode of Recruiting Trailblazers with Marcus Edwardes features a deep dive into the evolving world of recruitment with guest Will McGee. Will McGhee has over a decade of top performing agency recruiting experience under his belt. Averaging over 500k yearly billing and now the Founder of Recruiting With Dynamite he is on a mission to help recruiters everywhere get better every day.Will shares his insights on how the recruitment landscape is changing and what recruiters need to adapt to stay effective. This thought-provoking conversation covers a range of topics from the impact of technology to the power of relationship building in recruiting.- How to initiate the first conversation with potential clients: Marcus inquires about strategies for engaging new clients in meaningful dialogue, emphasizing the challenges recruiters face in today's market. Will suggests focusing on content creation, social proof, and addressing specific pain points to make initial outreach more impactful. - The role of AI and technology in recruitment: Discussion around the implications of technological advancements on the recruitment process, with a particular focus on how automation and AI are reshaping the demand for recruiters. - Importance of a strategic approach: Both highlight the necessity for recruiters to adopt a more consultative and strategic role in addressing hiring needs, moving beyond traditional transactional methods to offer tailored solutions. - Creating value through productization: Will  talks about transforming recruitment services into productized offerings, enabling recruiters to solve specific client problems in a scalable way, and showcasing examples from his own experience. - Candidate experience and relationship management: Insights on the significance of building deep, trusting relationships with candidates and clients alike, focusing on understanding their needs and being genuinely invested in their success.Three Key Takeaways:1. Adaptability is Key: In the face of technological advancements, recruiters must evolve from being purely transactional to adopting a consultative approach that addresses the specific needs and pain points of their clients. 2. Productization as a Differentiator: The concept of productizing recruitment services offers a unique value proposition to clients by systematically solving recruitment challenges through scalable, replicable solutions. 3. The Power of Relationships: Despite the rise of automation and AI, the human element remains central to recruitment success. Building genuine relationships and being strategically involved in both candidate and client journeys is crucial.

This week - Marcus opines on Agency Recruiters' struggles in securing those all-important "first-convos" with prospective clients.What's the issue? What's the solution?Tune in to find out!

In this insightful episode of Recruiting Trailblazers, Marcus dives into the journey of Tom Willis, a successful recruitment entrepreneur who made a significant leap from being a recruiter in the hustle and bustle of London to establishing his own thriving recruitment firm, Placed, in the United States. With over three years of experience in London and five in Los Angeles, Tom shares his unique journey, the challenges he faced, his vision for Placed, and invaluable advice for aspiring recruitment entrepreneurs.How did Tom Willis get into the recruitment industry?Tom mentions he fell into recruitment, much like many in the industry, through familial connections and an unexpected interview at Michael Page. What inspired Tom to start his own recruitment agency?The vast potential of the U.S. market compared to the U.K., highlighting the immense opportunities due to higher salaries and less competition in recruitment. Why did Tom choose to work with an investor instead of starting independently?He discusses the advantages of having support and resources, which allowed him to scale his business more rapidly than if he were on his own. What strategies has Tom employed to grow his business?Focusing on a niche market, building strong local connections, and emphasizing the personal touch in recruiting were key. How does he differentiate his agency in a crowded market?By returning to traditional, relationship-based recruitment and offering service unmatched by competitors. What are Tom's hiring strategies for his firm?He looks for experienced recruiters or sales professionals who fit the company culture and are aligned with the company's long-term vision. What challenges has Tom faced, and how does he plan to overcome them? Candidate generation is a significant hurdle. Tom is exploring technology and partnerships to improve reach and efficiency.The 3 Biggest Takeaways:1. The Importance of Niche Specialization: Tom's focus on a specific market segment, like construction recruitment in the Midwest, has been crucial for establishing credibility and attracting clients. 2. Investor Support: Working with an experienced investor has not only provided financial backing but also mentorship, helping navigate early business challenges and scale effectively. 3. The Power of Relationships:  Despite the digital age's convenience, Tom underscores the irreplaceable value of building genuine, face-to-face relationships with clients and candidates, proving this approach still holds significant weight in recruitment.https://www.linkedin.com/in/thetomwillis/

A quick 5 minute rant by Marcus : Whilst AI should be embraced  throughout the recruiting lifecycle - it is crucial not to attempt to replace the human connection that defines the best Recruiters in the biz!

In this enlightening episode of Recruiting Trailblazers, Marcus sits down with Kate Brogden, a seasoned professional in the executive search and recruiting industry. With over a decade of experience, Kate shares invaluable insights into her journey from a CPA at PricewaterhouseCoopers to founding her own boutique national executive search and recruiting firm, Evolve Partners. Tune in as Marcus delves into the catalyst behind Kate's entrepreneurial leap, the challenges she faced, and the innovative approaches that set Evolve Partners apart in a competitive market.- Marcus asks Kate about her transition from working as a CPA at PwC to entering the recruiting industry and eventually founding Evolve Partners. - Kate discusses the realization that sparked her decision to start her own firm, emphasizing the importance of innovation in recruiting. - Marcus questions the sales aspects of the business and how Kate adapted to it coming from a background with no sales experience at PwC. - They discuss the challenges of establishing a personal brand and the impact of social media on the recruiting process. - Kate shares her thoughts on performance management within her firm, highlighting the balance between motivational and metric-driven approaches. - The conversation steers towards the intricacies of the recruitment process, including comprehensive intake procedures, sourcing strategies, and the benefits of different search models (contingency, retained, and container). - Finally, Marcus inquires about the significance of creating a collaborative work environment and the culture at Evolve Partners.The three biggest takeaways from this episode are: 1. The importance of innovation in the recruiting industry can't be overstated. Staying ahead requires a willingness to adopt new strategies and tools, as highlighted by Kate's perspective on moving beyond traditional cold-calling metrics. 2. A comprehensive approach to client engagement, including a detailed intake process and transparent client communication, is critical for success in executive search and recruiting, ensuring a deep understanding of client needs and fostering strong partnerships. 3. Building a personal brand is essential for recruiters in the digital age. Utilizing platforms like LinkedIn to showcase expertise and connect with both clients and candidates can significantly enhance visibility and credibility in the industry.

This week -  a conversation between Marcus Edwardes, the host of Recruiting Trailblazers, and his guest Brad Terry, the owner of Crossvine Recruiting. Brad shares his journey from being a medical device sales rep to starting his own recruiting firm specializing in the medical industry. The conversation delves into the intricacies of recruitment, emphasizing the importance of knowing the domain, the recruiter-candidate relationship, the challenges with the contingency model, and candid discussions on candidate preparation and interview processes.1. *Brad's Transition and Crossvine's Recruiting's Focus:Brad shared his story of transitioning from a seasoned medical device sales representative to founding Crossvine Recruiting. This pivotal change was driven by his desire to leverage his deep industry knowledge and network to specialize in recruiting sales representatives and managers within the medical industry. Brad emphasized the value of his firsthand experience and insights from the medical sales domain in building his recruiting firm.2. The Importance of Domain Knowledge in Recruitment:One of the central themes of the podcast was the crucial need for recruiters to have a solid understanding of the industry they are recruiting for. Brad and Marcus discussed how possessing such knowledge not only boosts a recruiter's credibility but also enables them to engage in more meaningful and insightful dialogues with candidates. It enhances the recruiter's ability to screen candidates effectively, ask pertinent questions, and ensure the right fit between candidates and the roles they are being considered for.3. Candidate Preparation and Building Relationships:Both speakers delved into the significance of preparing candidates for interviews, noting that it's not about providing answers but equipping them with the right mindset and questions. This approach ensures that candidates can showcase their understanding of the role, the company, and effectively communicate their interest and fit to prospective employers. Moreover, the podcast highlighted the invaluable role of building genuine, trust-based relationships with candidates. Such relationships enable recruiters to truly understand candidates' motivations, aspirations, and suitability, facilitating a more personalized and effective matchmaking process.4. Navigating the Contingency Recruiting Model:The dialogue also explored the challenges associated with contingency recruiting, where recruiters are only compensated upon the successful placement of a candidate. Marcus and Brad discussed strategies for managing client expectations, emphasizing the necessity of clear, timely feedback, and the ability to prioritize engagements based on the level of client cooperation and commitment. They shared insights on the delicate balance recruiters must maintain, especially in competitive or economically challenging environments, to ensure their efforts are valued and lead to successful placements.3 Important Takeaways:1.  Knowing Your Domain is Critical: As a recruiter, possessing in-depth knowledge of the industry you're hiring for contributes significantly to your credibility with both clients and candidates.2.  Preparation and Relationship Building:  Preparing candidates thoroughly for interviews and building genuine relationships with them can considerably impact the recruitment process's success.3.  Challenges and Strategy in Contingency Recruiting:  The podcast shed light on the challenges faced in a contingency recruiting model and the importance of setting clear expectations with clients to ensure a successful partnership.

Susan Burke is the Vice President of Talent Acquisition for PeaceHealth. During the conversation, they (Marcus and Susan) delve into Susan's journey in the field of recruitment, the importance of building internal stakeholder relationships, and strategies for strategic talent acquisition. The podcast delves into the nuances of the recruitment process, highlighting the crucial role of recruiters as consultants and emphasizing the importance of creating a high-quality candidate experience.In the initial segment of the podcast, Susan talks about her professional journey in the recruitment sector from agency recruitment to being the VP of Talent Acquisition. She underscores the importance of exposure to diverse industries and the ability to flex recruiting styles to achieve success in corporate talent acquisition.In the middle section of the conversation, Marcus and Susan discuss the qualities they look for in recruiters, such as passion, persistence, resilience, and the ability to build relationships. They also emphasize the challenges in building internal partnerships, highlighting the critical importance of investing time in understanding business needs. Susan also elucidates on the intake session and the crucial role of recruiters in understanding the business and representing it to potential candidates accurately.Towards the end, the conversation focuses on the importance of ensuring a positive candidate experience throughout the recruitment process, from maintaining continuous communication during the feedback loop to providing constructive feedback to candidates about their interviews.The 3 biggest takeaways from the podcast were:1. The role of recruiters is not just about sourcing and submitting candidates but also about understanding the business and functioning as consultants to the hiring managers.2. Building internal stakeholder relationships is crucial for smooth recruitment processes. It is essential to invest time in understanding the business needs to find the right candidate for the job effectively.3. Ensuring a positive candidate experience is essential for maintaining a good employer brand in the market. This includes providing constructive feedback to candidates and maintaining open lines of communication throughout the recruitment process.

185 episodes in the can, over 100K downloads, I think it might be time to move on. Thanks to everyone for your feedback - please let me know your thoughts!Marcus@marcusedwardes.comhttps://www.linkedin.com/in/marcusedwardes/

The Evolution of Talent Acquisition: An Interview with Laura VictoriaIn this engaging episode of 'Inside HR', host Marcus Edwardes sits down with Laura Victoria, a seasoned professional in Talent Acquisition spanning 25 years across diverse industries. Their candid conversation delves into the challenges and triumphs of Talent Acquisition, exploring aspects such as the vital role of communication among TA leaders, changes brought by AI in the recruitment field, the significance of balancing structured interview processes along with intuition, and the impactful human element necessary in interviews. They further touch upon "likeability" as a factor in the hiring process and chat about its diminishing importance in the face of skills and experience. They question traditional recruitment practices, notably analyzing the 'would you have a beer with them?' metric often used informally to gauge a candidate's fit within a team.A lighter moment is shared when Marcus recalls a peculiar incident when a candidate vaped during a zoom interview, underlining the exceptional circumstances recruiters sometimes find themselves in.To cap off the conversation, they highlight the critical role communication plays throughout the recruitment process, the potential downsides and benefits of leveraging AI in interviews, and the importance of moving away from automated, impersonal interviewing towards a more human, intuitive mode of candidate interaction.

Summary:In this podcast episode, Marcus Edwardes discusses the negative impact of mass outreach and the importance of prioritizing quality over quantity in communication. He highlights the commoditization of connection and the erosion of trust caused by generic and manipulative email campaigns. Marcus suggests a paradigm shift towards personalization, valuable content, relevancy, and targeting. He emphasizes the need for genuine interest, concise and valuable content, contextual relevance, and tailored messaging. Marcus encourages recruiters to differentiate themselves from AI-powered outreach and focus on building trust and fostering meaningful connections. By implementing these strategies, recruiters can outwit the competition and initiate conversations that excel in the marketplace.

Marcus opines on the importance of the human touch in the age of AI recruiting - touching on:The Rise of AI in RecruitmentTechnology is transforming the talent hunt....The Essence of Hiring Lies in Understanding HumansNot just data- but empathy, passion, curiosity, vulnerability, and humor....AI's Assistance to the Modern RecruiterThink about sourcing and screening....AI Lacks EmpathyAI can't really gauge a candidate's cultural fit, or their passion for a role, or their emotional intelligence....The Importance of Human Traits in Building RelationshipsThe Future of Recruiting: AI + Humans

In this cracking podcast episode, host Marcus Edwardes and seasoned executive recruiter David Wells explore various facets of recruitment ranging from the initial transition into the sector to the present-day intricacies of agency recruitment. Wells shares invaluable insights on his recruitment methodology, emphasizing the significance of relationship maintenance with candidates and the 'give-to-get' principle during initial candidate correspondence. The conversation also sheds light on diverse topics encompassing the impact of automation on recruitment and the importance of storytelling as a recruitment tactic.Initial Transition into RecruitmentCurrent Challenges in Agency RecruitmentAutomation in RecruitmentThe Role of Storytelling in RecruitmentEffective Candidate Outreach StrategiesHandling First Candidate CallsThe Importance of Relationship BuildingThe 3 Biggest Takeaways:Relationship-building is crucial in recruitment: David Wells emphasized the importance of nurturing relationships with candidates. He shared his technique of a 'give-to-get' approach during the initial candidate interaction, which ultimately benefits the recruitment process.The role of automation and personalization in recruitment: The conversation shed light on the significant impact of automation on recruitment. David explained how personalization and focused targeting can make outreach more effective, moving beyond a reliance on automated messages.The art of presenting opportunities: David stressed the significance of how opportunities are presented to candidates. He noted the importance of being a good storyteller to build connections with candidates and present job roles in a manner that aligns with their career aspirations.

In this episode of Recruiting Trailblazers, Marcus Edwards engages in a secure and revealing conversation with Jerry McMillin, the director of technical recruiting at ClickUp. They delve deep into the intricacies of internal and agency recruiting, the role of personalized outreach, the impact of tenure, the importance of work ethic, and the changing dynamics of the recruiting industry. They also explore candidate experience, relationship with stakeholders, and the outlook for internal recruiting.Insights into Internal and Agency RecruitingMarcus speaks with Jerry about the different and similar challenges of internal and agency recruiting, how each role requires a unique mindset, and the consideration of individual transitions in hiring decisions....The Role of Personalized Outreach in RecruitingJerry explains how personalization, relevancy, and flattery are essential in outreach. Whether contacting candidates or clients, it's crucial to ensure each message is genuinely pointed at the recipient, rather than being sent as a blanket statement....The Influence of Tenure in Hiring DecisionsThe discussion pivots around the influence of tenure on hiring decisions. Marcus asserts that tenure importance varies based on context and that every resume tells its unique story providing nuance and insight into the candidate's experiences....Work Ethics in RecruitingFollowing the premise on the unteachability of hunger, Jerry shares how a candidate's degree of dedication and passion can be a determining factor in hiring decisions, often going beyond raw skill....Outlook for Internal RecruitingTouching on the future implications for internal recruiting, Marcus talks about its evolution, how the focus on quality over quantity will become increasingly important, and the potential for more contractual roles and relationships with agencies....Candidate ExperienceThey round up the conversation discussing the significance of the candidate's interview experience and how enhancing this experience can also benefit the company in return if the candidate now acts as an ambassador to your brand.Here are the top 3 takeaways from this podcast:1. Personalized Outreach: Personalization in outreach can have a significant impact on the responses received by recruiters. Jerry emphasises how adding a personal touch, highlighting relevancy, and consistent quality communication can build a long-lasting relationship with both candidates and hiring managers. 2. Work Ethics: Jerry stresses the importance of hunger and dedication toward one's work. Regardless of the skill set currently possessed, if a candidate is passionate and willing to learn, they can become valuable assets to the company. 3. Role of Tenure: Both Marcus and Jerry brought up the role of tenure in hiring decisions. They discuss how every resume tells a unique story and the role of tenure is often contextual rather than an absolute deciding factor. Inspection should be done on a case-by-case basis and interpretations should be made in light of the candidate's entire job history. This conversation provides insightful perspectives on the nuances of recruitment and how certain strategies can affect the hiring process. The primary theme across points is that both candidates and recruiters benefit from a personalised, committed approach with a focus on long-term growth and adaptability.

In this episode of Recruiting Trailblazers, host Marcus Edwardes welcomes back expert labor economist, Andrew Flowers from APPCAST. The discussion circles around critical trends shaping the world of recruitment and labor markets for the upcoming year, 2024.The pair embarked on the conversation by touching on the imminent hiring slowdown in 2024, with a special focus on standing up positions vs sitting down positions. They delved into how the hiring demand for knowledge workers or the laptop class would cool off, while demand for direct care providing or production workers, the standing up roles, would heat up significantly.Next, Andrew throws light on an unexpected increase in job seeker activity, supported by the massive transition of women and immigrant demographics into the labor force. They discussed how the strong U.S. economy acted as a magnet for global immigrants, which boosted the number of job seekers.Following this, they explored the changes in commercial real estate entwined with work-from-home policies, viewing it as a reckoning period for corporate real estate. With a substantial shift towards remote work and a decrease in office space utilization, Andrew sees corporations grappling with strategic decisions related to maintaining office space and personnel policies.Finally, they delved into how AI could become a staple in recruiters' day-to-day workflows. Andrew anticipates an increased adoption of AI tools like chat GPT by recruiters to perform mundane tasks, leaving them to focus on judgments and decisions that require a human touch.1. Market Demands: Understanding market needs and demands will contribute significantly to recruiting strategies. 2. Flexible WFH policies: Companies that provide options for remote work have an advantage in recruiting talent. 3. AI Augmentation: Utilizing AI to augment recruiters' work can make processes more efficient and scalable.

In this enlightening podcast episode, Marcus Edwardes engages in an exploration of the role of a recruiter in the era of AI and chat GPT with Ben Otero, the Head of Global Talent at Doorloop. With their combined industry knowledge and distinct insights, they delve into major aspects of recruitment, detailing how these processes are evolving with time, and what recruitment might look like in the future.- The role and importance of a recruiter in today's evolving recruitment landscape. - The impact of relationship building on modern day recruitment. -- The potential role of AI and chat GPT in streamlining recruitment processes. - Proposed future recruitment model: The 'Recruiting Architect'. - Predictions about the impact of AI and chat GPT on recruitment.Key Takeaways:1. The AI and chat GPT era will not eliminate the human element in recruitment. In fact, the ability to build relationships and offer personalized recruitment processes continues to be a competitive advantage. 2. The 'Recruiting Architect' hypothesis suggests a future recruitment model that could hybridize the recruitment tech stack, optimizing talent acquisition strategies. 3. Despite the potential of AI and chat GPT in recruitment being largely untapped currently, recruiters must keep pace with these technological advances to increase their utility and effectiveness.

Welcome to the Recruiting Trailblazers podcast! In this episode, Marcus Edwardes interviews Logan Marsh, a global talent acquisition leader and startup advisor. They discuss various topics related to talent acquisition and leadership. Let's dive into the key points covered in this episode:- Marcus introduces Logan Marsh, a global talent acquisition leader and startup advisor. - They discuss the biggest challenges faced by TA leaders today and the key to navigating those challenges. - The qualities and skills that make a great recruiter and how to identify them during the interview process. - The biggest misconceptions about the TA leadership role and how it differs internally and externally. - The importance of communication in leadership and how it can bridge the gap between supporting the team and meeting leadership expectations. - The role of AI in the recruiting industry and how it can augment human recruiters. - The future strategy for building out the talent acquisition function, including the use of external services and a more balanced approach to resource allocation. - The need for talent strategists who understand both the art and science of recruiting and can influence workforce planning. - The challenges and complexities of being a TA Leader in today's rapidly changing landscape. - The importance of being a well-rounded leader with expertise in recruiting, technology, and HR.And here are the three biggest takeaways from this podcast:1. Communication is key: As a TA leader, clear and effective communication with your team and top-level management is essential for success.2. The IT factor: When hiring recruiters, look for those who possess soft skills such as curiosity, sense of ownership, drive, and problem-solving abilities. These qualities set the best recruiters apart.3. Embrace AI: AI can be a valuable tool in the recruiting process, particularly in areas like sourcing. Recruiters should learn to embrace and utilize AI to improve efficiency and focus on the human aspects of recruitment, such as building relationships with candidates and clients.

This week's guest is TA Leader, Julie Coucoules.Julie and Marcus discuss their top five holiday movies:  - Julie's number one pick is "Love Actually".  - Marcus' number one pick is "Elf".  - Julie's number two pick is "Home Alone".  - Marcus' number two pick is "The Family Man".  - Julie's number three pick is "The Holiday".  - Marcus' number three pick is "Planes, Trains, and Automobiles".  - Julie's number four pick is "It's a Wonderful Life".  - Marcus' number four pick is "Die Hard".  - Julie's number five pick is "Edward Scissorhands".  - Marcus' number five pick is "It's a Wonderful Life".  They discuss some honorable mentions, including "How the Grinch Stole Christmas", "Bridget Jones's Diary", "Lethal Weapon", "Trading Places", "Rudolph the Red-Nosed Reindeer", and "Charlie Brown Christmas".

In this episode of 'Recruiting Trailblazers', host Marcus Edwardes sits down with Joe Kotch, a 30 year veteran of the recruitment industry with extensive experience across various sectors. Their engaging and insightful conversation traverses the landscape of the recruitment business; covering internal and external recruitment dynamics, relationship building, the impact of technology, and the essential shift towards candidate experience-focused recruiting.Joe's LinkedIn https://www.linkedin.com/in/joseph2470/Topics discussed:- Transitioning from external to internal recruitment and how both sectors operate. - The crucial role of relationship building and having a human-to-human connection in recruiting. - Importance of candidate experience in every aspect of recruitment, and how it influences recruiters to always aim for a win-win situation. - The impact of technology on the recruitment process, how it complements the art of relationship building and the importance of being data-driven. - The necessity of having an established and understood set of metrics to evaluate the success of a recruitment process. - The approach agency recruiters should have when building relationships with internal talent acquisition leaders.- The need for deep understanding and connection with candidates as a recruiter, thereby treating them like a human, not just a resource, is pivotal for improving candidate experience. - Utilizing technology to its maximum benefit, informing and supporting recruiters, should be considered, but not at the expense of humanizing the recruitment process. The balance between art (relationship) and science (technology) in recruitment is essential. - Evaluating success using established metrics assists recruiters in understanding where to focus their efforts and time, hence streamlining the recruitment process. It also helps in setting realistic expectations and standards for the recruitment process.Top 3 Takeaways:1. Importance of Humanized Approach in RecruitmentThe need for deep understanding and connection with candidates as a recruiter, thereby treating them like a human, not just a resource, is pivotal for improving candidate experience....2. Optimal Utilization of Technology in RecruitmentUtilizing technology to its maximum benefit, informing and supporting recruiters, should be considered, but not at the expense of humanizing the recruitment process. The balance between art (relationship) and science (technology) in recruitment is essential....3. Significance of Metrics in Streamlining Recruitment ProcessEvaluating success using established metrics assists recruiters in understanding where to focus their efforts and time, hence streamlining the recruitment process. It also helps in setting realistic expectations and standards for the recruitment process....

Here is a summary article of the conversation between host Marcus Edwardes and Employer Brand Specialist - Marta Riggins."Unlocking Success: Crafting a Magnetic Employer Brand"In today's competitive job market, building a magnetic employer brand is paramount. It acts as a beacon, attracting top talent by showcasing a compelling Employee Value Proposition (EVP). The goal extends beyond attraction; an enriched employee experience ensures talent not only walks through the door but stays, grows, and becomes brand ambassadors.The Magnetic Employer Brand: Attract, Retain, EngageCrafting an irresistible EVP, defining what sets the company apart, is crucial. Authenticity is key—letting employees share real experiences resonates with candidates. This approach not only attracts talent effortlessly but also slashes hiring costs, enhances retention rates, and boosts morale.The Enriching Employee Experience: The Bedrock of InnovationThe employee journey, marked by deliberate touchpoints, catalyzes productivity, encourages innovation, and enhances overall well-being. Providing tools for a seamless workday empowers employees and fosters a sense of fulfillment.The Clarity of Employee Communications: The Harmony of the Workplace SymphonyClear communication guarantees alignment on objectives, nurtures an inclusive culture, and invites feedback for continuous improvement. Establishing diverse communication channels and scheduling regular check-ins fosters transparency and honest conversations.The Vibrancy of Employee Engagement: The Pulse That Powers PerformanceRecognizing and rewarding achievements, big or small, strengthens loyalty, curtails turnover, and amplifies individual and collective performance. Encouraging growth opportunities through learning initiatives and clear career pathways fosters a collaborative ecosystem.In conclusion, these components—Employer Brand, Employee Experience, Employee Communications, and Employee Engagement—are the cogs in the wheel of organizational growth. Ignite these areas strategically to transform your organization into a talent magnet, a cradle for innovation, and a beacon of industry excellence.Marta Riggins emphasizes, "If you're good at employer branding, you can make anything interesting." It's time to wield this power and craft an organization that's not just a place to work but a place to grow, thrive, and make an impact.A magnetic employer brand isn't just a facade; it's a mirror reflecting internal values. It weaves through every job description, interview, and employee story, answering the 'why' for potential employees: Why join? Why care? Why stay?The employee experience is the journey with the organization, from the first interview to the last day. Enhancing it is about respect, empowerment, and creating a sense of belonging, not just perks and parties.Effective employee communications, a bidirectional street, fosters a culture where employees feel heard and understood. It's not just about memos; it's about conversations in hallways, virtual meetings, and collaboration platforms.Employee engagement, the heartbeat of the organization, is the enthusiasm employees bring to their roles. It's a key indicator of organizational health and a predictor of business outcomes.Aligned, these pillars create an environment where individuals contribute, innovate, and feel part of something greater. A commitment to these principles makes a company an employer of choice in the competitive talent landscape.

Amanda is the Founder and CEO of Mindful Growth Partners. She specializes in equipping people and businesses with the skills, processes, and tools to be future-ready, sustainable organizations. Her approach is anchored in fostering transparency, adaptability, and conscious decision-making, ensuring individuals and teams not only navigate but excel amidst change.With 15+ years of experience, I've been privileged to build, operate, consult, and advise over 50 diverse companies, including Google, Warburg Pincus, Jane Technologies, and LifeLabs Learning. 

Marcus and Melissa discuss the best way to get your next Recruiting gig!

Marcus and Holden wax lyrical about the state of the industry and how to get a job in the Staffing/Recruiting Agency business.Holden Lager is a Talent Acquisition Leader with 8+ years of experience in the Staffing & Recruiting Industry. The first five years were spent on the agency side, leading a variety of professional recruitment teams. Three years ago, he transitioned to head Internal TA at Eastridge Workforce Solutions, a 100% Employee-Owned staffing firm based out of San Diego, CA. 

Krista spent 14 years at Premier Talent Partners - and was the Head of People and Talent operations most recently, before she joined a start up as Head of People. Krista is now embarking on a bold new journey of building out a brand new community aimed specifically at women - called the Talent Collective.

Marcus shares a handful of his favorite Stoic Philosophies that can help you succeed as a recruiter.

Reno Perry is the Founder @ Wiseful - who connect companies to top talent from untapped, online communities leveraging the influiencer model.| Reached $1mm in ARR within 4 months of launching. He writes daily to help people land a job they'll love |  and has amassed over 200,000 followers on LinkedInHas developed a Layoff List w/ 19K+ candidates

Marcus chats with Adam Smith, who has 10 years of experience in recruiting and leading talent acquisition in fast-paced technology companies. like Applovin and Machine Zone. Like many great internal recruiters and leaders, he began his recruiting career in the staffing game at Palo Alto Staffing - and, interestingly he is also a Recruiting Advisor @ The Dancing Cat !

Marcus shares his experience watching the Prime Documentary "Just.One.Mile." - and how the protagonist's mindset can work for you during this year's downturn.

James is originally from the UK and now lives in Austin, Texas having moved in 2015. James is the VP of Global Talent Acquisition at Epicor Software, a 4,500-person Software company. James is responsible for the strategy and operations of Epicor's talent acquisition teams. HE oversees global Talent Acquisition, executive recruiting, Talent Operations, Employer Branding, and University Recruiting Teams ACROSS 40 COUNTRIES. Outside of work, James played competitive golf at college and also DJs, with a vinyl collection of over 3000 records. His favorite movie is Forest Gump and couldn't give a favorite artist as it depends on the mood!

Marcus shares a dozen absolute gems from Recruiting Trailblazers vault of excellence!

Marcus chops it up with Brad Wolff on the subject of Business Development and Cold Calling.

Marcus replays 10 amazing clips from previous podcasts

Marcus lays out his rules for a positive BD mindset and reveals a crafty way of circumventing the objection "We're on a Hiring Freeze"!

This week - Marcus opines on procrastination as a Recruiter - and how to reverse engineer the right amount of activity to ensure you hit your Recruiting goals!