Why We Only Hire Entry-Level Talent and How It Got Us to £8 Million with Matthew Sullivan скачать в хорошем качестве

Why We Only Hire Entry-Level Talent and How It Got Us to £8 Million with Matthew Sullivan

In this episode, I sit down with Matthew Sullivan to unpack why his business only hires entry-level talent and how that decision helped them scale to £8 million NFI. We talk hiring strategy, retention, and building systems that turn rookies into high performers. There’s loads to take from this one. You can connect with Matt here:   / matthew-sullivan-04ab67116   ------------------------- Timestamps: 00:00 – Intro 00:49 – The business journey: From 9 heads and £600k to 66 heads and 02:14 – The three pillars of growth: People, opportunity, systems 03:34 – Why the business hires only entry-level talent 05:32 – Why hiring is the founder’s number one job 07:06 – The profile of a successful hire in the business 10:15 – The importance of having clarity on your hiring persona 12:20 – Recruitment’s softening standards and setting expectations 14:25 – Why you must define who you are as a company 15:55 – Matt’s interview style and what he looks for in a candidate 17:31 – Selling people against the role to set the right expectations 18:48 – Red flags in entry-level hiring 19:31 – Role plays and psychometric testing in the hiring process 22:16 – How they use psychometric testing (and the provider they trust) 24:12 – The biggest factor in retention: Performance 25:18 – The real reason most people leave recruitment businesses 27:41 – Why opportunity design is key to long-term retention 29:05 – The “insider model” and how it was born 32:43 – What makes someone ready for equity and partnership 34:24 – How they decide who to back in the group 35:43 – What they offer to people who want to go on their own 37:16 – The real value of joining an incubated recruitment business 40:12 – Why founder chemistry matters 41:44 – Should future recruitment founders learn operations? 42:43 – Getting serious about onboarding and internal L&D 44:51 – Breaking down the first 90 days 46:58 – What people do in their first weeks – and when expectations kick in 49:20 – The key metrics that matter in the early days 50:46 – When new hires should be billing 52:13 – The dashboards and stats Matt actually tracks 54:30 – When to hire and how Matt’s done it in the past 56:47 – Signs a desk is ready for a new hire 58:31 – When and how to add people into new markets 1:00:09 – Why scaling past 15 heads needs system-led thinking 1:03:58 – How to break down recruitment into micro skills 1:09:22 – The two core processes that drive performance 1:11:05 – How documentation helps keep systems consistent 1:13:24 – Why recruitment is a people system – and how that’s changed 1:15:53 – Where to start if you’re serious about systems and growth 1:18:40 – What Matt’s doubling down on in 2024 1:20:56 – Optimising for meaning, not just metrics 1:22:35 – Wrap-up and reflections ------------------------- Sponsors - Claim your exclusive savings from our partners with the links below: Sourcewhale - [Check Out Sourcewhale & Claim Your Exclusive Offer Here.](https://sourcewhale.com/book-demo?utm...) Raise - [Check Out Raise & Claim Your Exclusive Offer Here.](https://www.raisetech.io/rmp) ------------------------- Extra Stuff: Learn more about our online skills development platform Hector here: https://bit.ly/47hsaxe Join 4,000+ other recruiters levelling up their skills with our Limitless Learning Newsletter here: https://limitless-learning.thisishect... ------------------------- Get in touch: Linkedin:   / hishemazzouz   ------------------------- Support the show: https://ratethispodcast.com/recruitme... Support the podcast and leave a review here.