The Resilient Recruiter

By: Recruitment Coach Mark Whitby
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  • Summary

  • Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.
    (c) Breakthrough Coaching Ltd T/A RecruitmentCoach.com. All rights reserved.
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Career Success Economics Leadership Management & Leadership
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Episodes
  • Growing a Recruitment Company from Startup to 120 People | How to Scale Your Agency Globally

    Growing a Recruitment Company from Startup to 120 People | How to Scale Your Agency Globally
    May 7 2025
    Why do most recruitment companies stall at 10 to 20 people, while others scale to 100+ across continents? In this episode, you’ll hear directly from someone who’s done it. STR Group is a family of specialist recruitment brands focused on STEM sectors. As co-founder, Clive Hutchings has spent over two decades growing the business to more than 120 staff across the UK, Europe, and the US—all while staying profitable, adaptable, and values-driven. In this interview, Clive breaks down what it really takes to build a multi-brand, international recruitment group, the leadership philosophy behind STR’s culture, and the gritty truths behind scaling a business beyond yourself.Episode Outline and Highlights[3:35] The early days: starting out in a basement with a phone and zero clients[10:45] The operational and leadership shifts needed to grow from 10 to 100+ employees[17:10] Why many recruitment founders plateau—and how to avoid it[24:20] The importance of co-founder dynamics and “multifaceted leadership”[28:55] International expansion: what worked and what failed in the US[35:20] STR’s “make it happen” culture and the daily mantra that drives performance[41:00] Rookie vs experienced consultants—how to develop and balance both[48:45] The case for cold calling in 2025[52:30] Balancing contract and perm to build a more resilient business[56:15] Mental fitness, running, family—and the surprising role of alpacas in staying groundedLeadership That Scales One of the biggest takeaways from this conversation is the importance of evolving your role as a founder. Clive credits much of STR’s growth to the fact that he didn’t try to do everything himself. Instead, he and his co-founder took on complementary leadership roles—allowing each to focus on their strengths while building out a business that could scale beyond them. If you’re stuck juggling billing, management, and strategy, this is your sign to rethink your leadership structure. Building a scalable firm means building scalable leadership—and that starts with letting go of being the bottleneck. Culture You Can Replicate Culture isn’t just a buzzword—it’s a competitive advantage. At STR, the “make it happen” mantra became more than a slogan; it was a daily mindset that helped the team stay focused, take ownership, and remain commercially sharp as the business scaled. As you grow beyond a small team, you’ll need a culture that can travel across desks, offices, and even continents. A clear, replicable culture creates alignment without micromanagement, making it easier to scale while maintaining high standards. “Is what I’m doing right now making me money?” It’s a simple question—but it changes how people work.” Expansion That Works Opening new offices is easy. Making them work is hard. One of STR’s biggest lessons was that expansion only works when your company’s DNA goes with it. Outsiders didn’t build their most successful US office—it was led by someone already immersed in STR’s values and working methods. So if you’re considering launching in a new market, don’t just focus on strategy or headcount. Ask yourself: Who will carry your culture? The right leader, with the right cultural alignment, is often the difference between a struggling office and a thriving one. Clive Hutchings Bio and Contact InfoClive Hutchings has worked in Technical Recruitment since 1996. he established STR Group in 2000, which has evolved into a collection of niche brands in STEM sectors operating across the UK, Europe, and the USA. STR’s brands deliver people solutions in Life Sciences, Technical Engineering, Automation and Robotics, Maritime & Architecture. Now with offices in Portsmouth, Gatwick, Detroit, and Switzerland, they provide various solutions from contingent contract and permanent, through to retained, managed services, MSP, and Project solutions. Aside from work, Clive is a family man with 5 children and a long-suffering wife. He enjoys football, hiking, being outdoors, and looking after his sheep, having recently taken a course in lambing. Clive on LinkedIn STR website link People and Resources Mentioned • Blackfield Associates website link • Navis Consulting website link • Urban Recruitment website link • Insignis Talent website link • Talos Automation website link Connect with Mark Whitby • Get your FREE 30-minute strategy call • Mark on LinkedIn• Mark on Twitter: @MarkWhitby • Mark on Facebook • Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
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    1 hr and 14 mins
  • Why the Next 5 Years Will Redefine the Recruitment Industry, with DeeDee Doke, Ep #257

    Why the Next 5 Years Will Redefine the Recruitment Industry, with DeeDee Doke, Ep #257
    May 2 2025
    What does the future look like for recruitment agency owners? In this episode, I’m joined by DeeDee Doke, Editor-in-Chief of Recruiter magazine. With over 20 years in the role, DeeDee has a unique view of the industry, both in the UK and globally. We recorded this live at the Recruitment Agency Expo in London, and talked about how recruitment is changing — fast. Whether it's AI, M&A trends, or the shift from start-up to scale-up, we cover what agency leaders need to know to prepare for the next five years. Episode Outline and Highlights [03:00] DeeDee’s journey from Seattle to London — and 20 years leading Recruiter magazine [08:00] Discussion on doing business in the US in 2025 from the perspective of UK recruitment companies. [09:30] US events and the economy impact the UK recruitment market. [19:04] The differentiator between the UK recruitment industry and the US [27:00] AI and the future of recruitment. [34:47] Advocating the professionalism and pride of the recruiting profession. [40:29] Redefining recruitment: professional pride, upskilling, and smarter hiring Innovation is King - Especially in a Saturated Market DeeDee and I had a very interesting conversation on the similarities and differences between the UK and US recruitment markets. One of the key differences I pointed out is how saturated the UK market is compared to the US, while the US offers more profitable potential due to fees generated from higher salaries. DeeDee pointed out one thing that sets apart the UK market as a differentiator - she believes that the UK recruitment agencies, especially SMEs, are often more innovative than their US counterparts, not because of scale, but because saturation forces creativity. The US tends to focus on scale, while UK firms focus on differentiation and doing things differently. But the key takeaway is this: You don’t need to be the biggest—you just need to do things differently, and better. Innovation is now a competitive requirement, not a nice-to-have. AI and the Future of Recruitment You will also enjoy DeeDee’s insightful take on the advent of AI and how it will impact recruiters globally. We agree that AI will be useful in freeing recruiters from administrative tasks to focus on human interaction and strategies. The integration of AI tools can also improve the candidate experience by providing timely updates and personalized communication, fostering a more engaging and supportive recruitment process. With the streamlining and efficiency potentials AI can offer, it is also important to shift the focus from the old model of scaling, where you would need to add more people. With AI tools evolving fast, firms may no longer need as many people to get the same—or better—results. Efficiency and smart use of tech will define the next wave of growth. It’s Time to Champion the Value of Recruitment DeeDee has always advocated the value and importance of the recruitment profession. Too often, recruiters don’t get credit for the work they do—whether it’s helping someone into a new career, reskilling talent, or supporting growth in client businesses. DeeDee encourages agency leaders to enter awards, tell their stories, and raise standards across the profession. Doing your part means being proud of what you do as a recruiter or recruitment business owner by making others know of the impact you are making. Is there value in doing so? Indeed, this can attract better clients and talent in the long run. DeeDee Doke Bio and Contact Info Long-time editor of Recruiter magazine, DeeDee has more than 20 years of experience as a recruitment/HR specialist journalist and editor. She also has significant international experience as a defence and aviation journalist and in entertainment (theatre, contemporary music) reporting and editing. Originally from Seattle in the US, she has been a proud UK subject/citizen since 2007. DeeDee on LinkedIn Recruiter Magazine website link Recruiter Awards website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
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    45 mins
  • How Inclusive Hiring Grows a Stronger, More Profitable Recruitment Firm, with Adam Tobias, Ep #256

    How Inclusive Hiring Grows a Stronger, More Profitable Recruitment Firm, with Adam Tobias, Ep #256
    Apr 25 2025
    What if discovering your neurodivergent could unlock a deeper sense of purpose—and make your recruitment business more impactful? In this episode, Adam Tobias shares how getting diagnosed with ADHD and autism in his 40s reshaped not only how he works, but why he works. That discovery ignited a new mission: helping organizations remove the hidden barriers that exclude brilliant, underrepresented talent. Adam Tobias is the co-founder of Inventum Group, a purpose-driven recruitment and consulting firm based in London and Johannesburg. With over 25 years in the industry, Adam has built a company that’s as values-led as it is commercially successful. Today, he advises clients ranging from FTSE 100 companies to fast-growth SMEs on how to recruit inclusively and build more resilient teams. Episode Outline and Highlights [02:40] How Adam got into recruiting, leading to his 20-year-old recruitment firm. [07:50] Avoiding ego-based growth: What Adam considers his lessons and learnings in his recruitment journey. [15:04] Key elements to success. [17:55] How finding out about his neurodivergence became a stepping-stone for inclusive consulting. [24:40] Adam’s discovery of his neurodivergence. [34:46] Strategies that help Adam manage ADHD and autism at work. [38:33] Channeling Adam’s advocacy as a differentiator. [45:57] Inventum’s business model. [48:38] The top hiring barriers for underrepresented candidates—and how to fix them. [56:39] Discussion on behaviour, cultures, and values. [59:00] The value of candidate experience. Turning Purpose into a Differentiator Being diagnosed with autism and ADHD past 40, Adam had a renewed perspective on how to help clients be more inclusive in their hiring process. Once he uncovered his neurodivergence, he stopped trying to fit a mold and started building around what actually worked for him, leading with empathy, structure, and a culture where people could just be themselves. This inspired him to develop The Inclusive Recruiter, a CPD-certified training program that’s now core to Inventum’s offering. It’s not just an add-on; it’s embedded into how they hire, train, and work with clients. “So what we're doing now is helping clients fix their hiring processes—not just make placements,” Adam shared. “It’s not about how well someone interviews. It’s about how well they’ll perform over time.” How did this benefit Adam’s recruitment firm? The ROI of Inclusive Hiring Adam believes that inclusive recruitment is more than a moral imperative—it’s a business advantage. Structured, unbiased interviews. Clearer job specs. Candidate experience that makes people want to re-engage. These aren’t just “nice-to-haves”—they improve long-term placement success. They also turned this mission into a consulting arm of the business. Inventum has added new revenue streams while deepening client relationships. Whether it’s through advisory, workshops, or training, Adam’s team is proving that purpose can drive profit. “I think we’ve done well in a tough market because we’ve stayed true to who we are,” he said. “That’s what’s made us resilient.” Top Hiring Barriers for Underrepresented Candidates Adam shared insights on the commonly observed barriers when it comes to underrepresented groups and how they would advise their clients in terms of solutions. Below are outlined common challenges and recommended solutions: Challenges • Limited Outreach & Narrow Channels • Overloaded Job Descriptions • Masculine-Coded Language in Job Ads • Reliance on Outdated Job Descriptions • Unclear Must-Haves vs. Nice-to-Haves • Unstructured Interview Processes • Culture Fit Bias Solutions • Proactive Candidate Engagement • Simplify Job Descriptions • Audit Job Ad Language • Start from Scratch with Job Specs • Ditch the “Desirable” List • Structured Interviews with Scoring • Reduces bias and makes evaluations more objective. • Use Multiple Independent Interviewers • Focus on Values, Not "Culture Fit" • Client Education & Conversations Adam Tobias Bio and Contact Info Adam is the co-founder of Inventum Group, a boutique recruitment and consulting firm focused on building inclusive workplaces. With teams in London and Johannesburg, Inventum partners with companies across finance, marketing, legal, and HR to deliver talent with purpose. Adam is also the creator of The Inclusive Recruiter—a CPD-certified training program—and a passionate advocate for neurodiversity and equity in the workplace. • Adam on LinkedIn• Inventum Group websitePeople and Resources Mentioned • The Inclusive Recruiter (CPD Certified)• Pinnacle Society Connect with Mark Whitby • Get your FREE 30-minute strategy call • Mark on LinkedIn• Mark on Twitter: @MarkWhitby • Mark on Facebook • Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
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    1 hr and 4 mins

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