The Lone Recruiter

Retained recruitment is something many recruiters talk about, but few fully commit to.
In this ep, I chat with Jack Creith from Yakka Solutions about the unconventional retained model that transformed his recruitment business: 10% upfront and 90% on delivery.
Rather than following the traditional retained search structure, Jack created a model that is simple, low friction for clients and still creates the commitment needed to deliver exceptional results.
We unpack how he developed the model, why the 10% upfront payment acts as a filter for serious clients, and the mindset shift recruiters need to make when moving away from contingency recruitment.
This episode is a must-listen for recruiters looking to improve client relationships, increase commitment and build a more valuable recruitment business.
Tune in for:
👉 How Jack transitioned to 100% retained recruitment👉 Why he chose a 10% upfront fee👉 The psychology behind getting clients to commit👉 Why confidence is the biggest hurdle for recruiters selling retained👉 How small wins create belief in your model
A practical conversation about building a recruitment business around trust, value and commitment.

If I had to build a recruitment desk from scratch today, this is exactly how I'd do it.
One of the biggest mistakes recruiters make when starting a new market is casting the net too wide. They pick an industry, start calling people and hope the opportunities reveal themselves. That approach wastes time and confidence.
In this ep, I walk you through the exact framework I use to identify profitable recruitment markets before making a single business development call. It's a simple process that helps you find high-demand niches with lower recruiter competition, so you can build momentum faster.
I'll show you how to narrow your market, validate demand using SEEK and LinkedIn Jobs, identify where the work is piling up, and test opportunities before committing your time.
Tune in for:
👉 Why most recruiters choose markets the wrong way
👉 How to niche down to the most profitable opportunities
👉 The four filters I use before making any calls
👉 How to analyse SEEK and LinkedIn Jobs strategically
👉 Why recruiter competition matters just as much as client demand
👉 The fastest way to validate a new market before investing months into it
If you're launching a new desk, changing specialisations or simply wondering where the next opportunity is, this episode will save you months of trial and error.

What separates top recruiters from everyone else isn't always a better process, it's confidence. I share the one trait I try to build in every recruiter I coach. Whether you're doubting your process, overthinking your decisions, or second-guessing every call, this episode explains why confidence is often the missing ingredient between knowing what to do and consistently doing it. You'll also learn why validating your process with a trusted mentor, manager or colleague can eliminate doubt, improve your decision-making and help you recruit with greater conviction. If you've ever wondered whether you're doing recruitment "the right way", this episode is for you.

What if improving your recruitment performance wasn't about working harder, but simply paying closer attention.By simply tracking a single activity you could change your results, without complex dashboards or endless KPI meetings.
I have Type 1 diabetes and by changing one simple habit I had the best blood glucose result in years. That experience sparked an important question:
Rather than obsessing over outcomes you can't fully control, recruiters should focus on measuring the activities that lead to success. My suggestion is that you start tracking one metric: first interviews. By simply recording every first interview you secure, you'll naturally become more aware of your activity, identify slow days faster, and unconsciously shift your behaviour towards creating more opportunities. Tune in for: 👉 Why measuring behaviour changes behaviour👉 The surprising lesson recruitment can learn from diabetes management. 👉 Why first interviews are one of the most valuable KPIs on a recruitment desk. 👉 Focusing on controllable activities instead of uncontrollable outcomes. Don't forget to subscribe, share the podcast with another recruiter, and leave a review if you enjoyed the episode.

Recruitment has traditionally revolved around three models: executive search, contingent recruitment and contract staffing.
But I believe the market is changing.
I'm seeing more and more clients asking for retained recruitment partnerships because they want greater commitment, better outcomes and a higher standard of service.
In this ep, I share why I think this shift is happening and introduce a concept I've been developing: Specialist Executive Search.
Tune in for:
👉 The three traditional recruitment models and where they fit
👉 Why I'm seeing clients move away from contingent recruitment
👉 The benefits of retained recruitment for both recruiters and clients
👉 What I mean by "Specialist Executive Search"
👉 Why I believe this approach could shape the future of the recruitment industry