The Retained Search Show

Harriet’s Inspiring Success: Retained Search for More Than Just C-Suite & Senior Roles

Retrained Search Season 1 Episode 29

Meet Harriet Janman, who joins us to share her inspiring story of transitioning from contingent recruitment to retained projects, where her fees have nearly doubled.

Harriet's journey is about overcoming fears, adapting to a retained model, and finding success. She openly shares her experiences and growth, offering valuable insights. Harriet explains how she conquered her nerves about working with senior leaders, which led to more rewarding and productive client relationships. This change not only improved her understanding of client needs but also made her recruitment process smoother. With a more strategic mindset and greater confidence, Harriet now takes on higher-value projects and embraces new challenges.

Her story highlights how essential community and support are to achieving professional success.

We also want to thank our community members, whose contributions have helped create a space for growth. If you're interested in learning more about our programs, reach out to discover how you can be part of this journey.

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Speaker 1:

Welcome to Retrained Search, the podcast where we lift the lid on what it's really like to work. Retained Discuss the stories we've gathered along the way and give you all a peek behind the scenes of our amazing community and how they're getting ahead. Hello, harriet.

Speaker 2:

Hello, how are you?

Speaker 3:

Looking beautiful, as always, likewise.

Speaker 1:

For those of you that aren't watching the video, you are missing a treat. The very, very beautiful Harriet Jamman is joining us today. Welcome to the Retained Search show, which I've just been told our podcast is actually called. I've been calling it the wrong thing all this time. Who knew? Welcome to the show, harriet. Wow, thank you, I didn't know it was a show.

Speaker 2:

It is a show.

Speaker 1:

Neither did I.

Speaker 3:

Yeah, we're going places.

Speaker 1:

I know we are Nice to see you. It's been a few days.

Speaker 2:

Yeah, hasn't it.

Speaker 1:

How are you both doing?

Speaker 3:

Jordan's going mad. I've got no internet. I've had no internet for eight days now. So at the moment the reason I've got my background on is because I'm sitting against the wall in my living room so I can bunk onto my neighbour's Wi-Fi.

Speaker 1:

And, more importantly, how are you, harriet? Didn't you have an important pitch yesterday?

Speaker 2:

yes, harriet's doing her usual at the moment of um, deciding we need to do BD and then going to win the load of work in one go and thinking sugar, how do we cope? So, yes, we won, we won yesterday's wow, and then yes, and then we've done a. We've really pitched again today for another, which will be two searches, and I I would hedge my bets on that coming off as well I'm so, so pleased, because this is new territory for you, isn't it?

Speaker 1:

yes, why is it new territory?

Speaker 2:

because we're going up the value chain. We are moving away from sort of engineers and sort of blue collar workers and moving into sort of more project managers, area managers, sales managers, and all four of these searches will be at that level and so, roughly, give us a summary, without giving too much away or anything you don't want to give away in terms of the fee level now versus what the other stuff you have been doing is so the minimum fees of these searches are nearly double our average fee for the year such an achievement, harriet, I'm so, so pleased for you.

Speaker 1:

It could not happen to a nicer person, and I'm delighted that we're part of your journey and I'm not surprised either I say I'm not surprised all the time.

Speaker 3:

It's that hurry it goes. Yeah, might climb Everest next week. I've come off the top of Everest and it's like, yeah, insane, insane, yeah I'm excited.

Speaker 2:

I am shitting bricks a bit, um, but I I said to Ariana I'm going to jump on a call with you, jordan, later, and I'm just going to get you to sanity check me and it will all be good. And we we do what we set our minds to.

Speaker 1:

So, yeah, it is exciting, it is nervous at the same time, and so, if we can just rewind a little bit. So we're talking about four, three, four projects that you have just won that are fully retained at a minimum fee of double your average of all the other fees that you've done for the year. Yeah, let's just rewind to. I don't know when did you start this journey?

Speaker 2:

two years ago yeah, maybe two years ago, maybe a tad longer.

Speaker 3:

I think it's about two and a half. I think I'd been trained a few months when you joined us and I've been here three years in December and how did we meet?

Speaker 1:

I'm genuinely asking because I don't know the answer. What did someone?

Speaker 2:

there was a group, a chap called Simon uh, simon Lewis.

Speaker 1:

We've got Simon Lewis to thank for it. Oh, I love Simon great yeah so you were a part of his group, which which was called Members Only. Wasn't it Like a recruitment networking group?

Speaker 2:

Yes, and I'd been, I'd been sort of toying with the idea before, but then he, he introduced us and we managed to make it work, which was great. And, yeah, I, I've never looked back since. Really, it's just been an amazing journey really, it's just been an amazing journey.

Speaker 1:

When we go, if we take you back to that place, then you, what were you doing? What were, what was it like? Why connect with us in the first place?

Speaker 2:

it. I wasn't having a very good time with recruitment when, when we met, I was slogging my freaking guts out and I was giving it all my efforts and energy and working all the hours God sends, having to take on, you know, 15 jobs. It was back then at any one time and I was constantly being let down by things that were outside of my control. Clients would amazingly get the right CV on their desk. That wasn't one of mine. They would take it through to offer stage and pull the offer at the last stage. You know all the things that you mitigate when you're working this way. I was coming up against and I was very frustrated, very upset and just drained with it and I was ready to give up. I wasn't enjoying it at all when we met, I remember that George um I wasn't enjoying it at all when we met.

Speaker 2:

I remember that, george common theme isn't there?

Speaker 1:

yeah, and um, and then you did you sort of know that you wanted to go retain and had somebody said something to you, or was it like a concept that you'd heard of, or how did you? Because some people don't even know that it's an option, do they?

Speaker 2:

I. I didn't know it was an option until I had a client around the time we met. It was his suggestion. He said, well, you know, we'll pay you in stages. And I and I was like oh right, okay, and sort of fluffed up, an incredibly basic change to the terms. And it worked so well and the communication and the respect and he listened to the advice I was giving him and he paid his bills and you know all the things you want to happen and I think that that opened my eyes. So it was one of the things that I think you know helped when I, when I met you as well, because I'd seen it was a better way of working. Right, great, I wanted to just take some of the controllable stress out of. You know, it's hard enough, isn't it? Let's face it, our job when it's going well it's

Speaker 1:

hard enough yeah, and so what happened then? Like what? What journey? Tell us a bit about the journey that you've been on. We know what it's been like from our side. We've been, we've been helping you and looking after you and, as we do with everybody, what's the journey been like for you? What are the memorable moments?

Speaker 2:

So I did the course and I didn't implement it straight away. So I did the course and I didn't implement it straight away. I was sort of it was I was nervous about leaving and saying no to contingent work. So I remember it took me a while to get to a stage where I was mentally ready to say no and then when I got there, I think I won the four searches in one go. Then, when I have no idea what to do now, so that was a big learning curve as well, because it's, you know, having the mindset to say no to contingent is scary.

Speaker 2:

But every client that I said no to has come back round and we've worked on a retained basis with them. And then the delivery for me was a was another learning curve, and there's things that we've implemented now, two years on, that we hadn't at the start. So it's constant learning and it's constant evolving your process, you know, and and changing to be better for me is one of the main things. Um, but yeah, winning four retainers from the get-go was scary, but great. Um, and trusting for me. Trusting because everything you guys have ever told me has only ever made me money, you know, and it's, it's true, right, it sounds like I'm sucking up, but it's true and having that guidance for me has been really important, because I do get worried, I do get in my own head, I do doubt myself, so having that constant support, it is amazing, really, really would you work contingent again?

Speaker 1:

never, no don't?

Speaker 2:

no, absolutely not. We did one during this process and it was the one I said never again. You know, they it just because we thought, okay, well, we've got the retain thing down, let's give it a go.

Speaker 3:

It went wrong harriet, what in terms of your? I reference you a lot when I'm speaking to potential new members to um, to our community, because often people say no one retains. No one retains at the level I work at. I mean, and you've moved to 100 retained and just tell people the types of roles that you've worked on over the past few years wouldn't be the type that you would typically say, well, that's definitely retained, right?

Speaker 2:

absolutely so. They've been mostly blue collar workers, you know. They've been technicians, basically that we've been working at. So, yeah, skilled people, but low level hires. They're're not C-suite, you know. They haven't been senior managers. They've been the guys on the ground doing the work.

Speaker 3:

It's funny as well, because I always I've always felt that since I went through this training back in 2018 and the roles I was working on were like 40, 50k salaries too, like not senior stuff, and retained was a really new concept to the people I was talking to. If you offered me two desks, if I had to start a desk in a recruitment firm today, and I had a choice of two and one was like lots of retained retained was really commonplace, the managers had had the discussion before and one was brand new to it I would pick the desk that was brand new to retained every day of the week.

Speaker 2:

Yeah, we've been going on a journey of educating our clients and that's been a big learning curve as well for us. But actually I'm starting to enjoy it now. Now I've got my head around it and it's become an enjoyable process. But they don't know this way of working. They don't know there's a better way once they do it, once they love it. But but trying to educate them on it is definitely a, you know, a journey and a slow burn initially yeah, I absolutely love your journey.

Speaker 1:

You're very human, authentic and open and honest about everything how it's going, what's worrying you, what's going well, and that's why we wanted to share you really with the audience, because so many people out there kind of feel, I think, that retained, has this just this mystique, or you know that it's all unattainable really and that frightens a lot of people. I think it worries people and it frightens people To those people that feel that clients you know wouldn't do it or they won't be able to do it, how, what would you say to them? What advice would you give to where maybe maybe you might have been a year before or well, it's a really good.

Speaker 2:

It's a really good question, and I even think back to six weeks ago, eight weeks ago, where I didn't think I could go up the value chain because, you know, I didn't see why anyone would want to talk to me. And if you know one, if you don't do it, you'll never know um, and you've got to try, right, if, whether you believe you can or you can't, you're right and you know you, you put in place the actions that make you stand out from others and that's what gets you places. So I think if I can do it, anyone can do it.

Speaker 3:

Still makes me laugh, though. You have a constant drive to develop and grow. On our weekly call, of course, every week I say right, so who's got any questions? And there's always like a bit of a silence at the start where everyone's like who's going to go first? And Harriet's always there in the corner, like I've got questions. Yeah.

Speaker 1:

I've always got questions and I love that as well, and you know you you made a transition as well. Uh, once you moved to retain and I think that last contingent job just really put the final nail in the coffin for you on contingent and said, right, it's retain. I remember distinctly that conversation you were furious and said that the retain is the only way forward. I am not, and it was almost like you were saying it to me, but you were saying it to yourself I am not working any more. Contingent work, and with the retained work, was a norm and it became a norm, and you've recently made a transition into the next level of learning, into the mastermind group. Tell us a bit now, then, about this move that you're making up the value chain, because there's been some quite eye-opening moments and whole new learns for you in this. What can you share with us about that?

Speaker 2:

I think, you know, self-belief is really important as well in this journey for me.

Speaker 2:

You know I was so nervous, so worried, I was so scared, and now I'm like why was I shitting bricks?

Speaker 2:

I had nothing to worry about. I genuinely didn't believe that business owners and there's some incredibly senior people I've been talking to here you know managing directors and global managing directors of generator companies and, and you know engine manufacturers as well so right at the top of the sector I work in I really didn't believe they would want to talk to me or want to share their, their struggles and their pain and their experiences and challenges around talent acquisition with little me. So I was incredibly surprised and shocked at the response from them, and they have told me more than I could ever have hoped for, which has not just enabled me to understand their businesses, um but also that's marketing information for me as well. It's it's things I can share on LinkedIn to build my network and show that we can add value. So it's helped. One of the biggest things for me there is it's helped me in more ways than one and more than I realized it would as well do you once.

Speaker 1:

Now you've started to get exposure, not just exposure to the next level. Well, actually you probably skipped a level. You've probably gone a couple of levels up.

Speaker 2:

I didn't mean to I'm perfectly happy with that um.

Speaker 1:

Do you think there's a difference in now, what um, or what happens next? Once you've broken through those worries of communicating with them and understanding their challenges, are you feeling that there's any different difference in your capability to solve their problems?

Speaker 2:

I think I think the capability is definitely there. Now I understand more around it. I'm excited about the people that I'll be working with and their communication skills and their commitment as well. I believe that there's a little bit more transparency. One of the issues or challenges that we've overcome for many years with working at the lower level is motivated around looking for work you know and really having the candidate commitment through the process, whereas I believe that if a candidate is not committed higher up, you'll know a lot quicker you know they'll.

Speaker 2:

They'll tell you, um. So I think that that part is going to be somewhat easier. Of course there's going to be other challenges, you know. Of course there's going to be learnings and things that we'll figure out along the way, but I'm quite excited for that part.

Speaker 1:

That's great, that is so good to hear. I can tell you from my experience maybe george uh might say something similar, I don't know but I found it easier the higher up the value chain that I went, not not more difficult learning from a delivery standpoint.

Speaker 3:

Yeah, I just remember thinking like I mean I'll prep the candidate for interview, but like I really I really don't need to. Like they're very good, yeah, they know how to prepare for an interview and I tell you what harry. I guarantee it'll turn up for the interview.

Speaker 3:

You're not going to get that poor saying he never turned up and they'll tell you if the offer is not not enough and like they just haven't got time to waste and they're very capable and yeah, yeah, I had I had a much better time higher up the value chain yeah, and there's, you know, there's some searches that are similar to ones we've done in the past but we haven't, you know, actively gone after them before and we've, I don't want to say, become complacent.

Speaker 2:

We were known for our brand working at that level, so it's exciting to do fresh work, it's exciting to have different challenges.

Speaker 1:

It's exciting to show you know that we're capable of much more as well what was it, harriet, like I've been banging on about this with you for I know, probably the last nine or ten months, saying you're capable, at higher levels, we can double the revenue by by doubling the fee. If we just move, move up a couple of levels, and you're going yeah, yeah, yeah, yeah, yeah, and then not not doing it not doing it?

Speaker 3:

What?

Speaker 1:

was it that clicked? Or was it a series of things? Or what is it that suddenly and now you've just won four projects at you know double the fee? What is it that's changed, I'd say?

Speaker 2:

there's a couple of elements. One is that, because we're tiny, when we win searches, we jump into the delivery mode, you know. So my capacity at times wasn't there, um, and then we, we, uh, covered all our searches and I sat there and went. I haven't got any work on so, so I need to do something about it. And having the mental headspace then to go, right, okay, let's be strategic about this, you know, let's now do what we need to do. Plus, um, there's been some searches that we've worked on recently that have had certain problems on them that I truly believe we won't necessarily have those same issues when we're working higher up the value chain and, um, I can see ways that we can overcome things differently. So, again, I think it was a mixture of those and it just felt like the right time now. You know we've got through the tricky part of the year that a lot of people have had. You know we've completed on searches. We're ready now to take the next step.

Speaker 3:

I've been frustrated for you in the past because I know how hard you and Ariana work on some of those delivery projects and I'm thinking, oh god, it's not a big fee for that amount of work yeah, you know, and we I cancelled my summer holidays.

Speaker 2:

We're supposed to go away and I didn't go away because we won searches and we delivered on them. There's been a lot of personal sacrifices, that a lot that everyone goes through, right, um, so I was like right, now's the time. Now do this, do this for Ariana, do it for me, do it for Renew, get yourself where you need to be what measures have you put in to make sure it doesn't slip back?

Speaker 2:

we've said no. Uh, we have said no several times this week, which is a little bit scary again. Um, we've said to a client that we wouldn't take on uh searches at engineer level and it was several searches that they wanted us to work on. And we've said to another client that we couldn't add value in the way they wanted us to at that level, which was a little bit hard, I'll be honest. A little bit hard to say no, but we've got to do it to be able to focus on, you know, the new searches and make an impact there.

Speaker 1:

Did you put a minimum fee in?

Speaker 2:

I did that. I did that one day yeah, it's amazing.

Speaker 1:

I'm so proud and so pleased. I'm so delighted that you're now going to see real reward for the, the techniques and the methods that you use in an arena which is going to appreciate it not more than that, though.

Speaker 3:

I think like me, and lou know it's possible, so we're just proud, but I think it's important for our other members and for the people that listen to this to see that they they can do it too. I mean, it takes a lot of skill and it takes a lot of hard work right, and that's why you're achieving everything you are achieving, but it is possible and everyone's, everyone's on their own journey, aren't they?

Speaker 2:

you know, some people can come in and do it quite quickly, you know, and but for me it's taken a bit longer. But it's that constant trying to improve, learn, you know, develop, change processes and just chipping away um to then be ready to say, right, I'm ready for the next challenge now and the next step yeah, yeah, absolutely what, what, um, I mean just on that.

Speaker 1:

Then if you were to kind of take a photograph of your business now with you know how you communicate, what you share, how you do things, versus the photograph two and a half, three, say three years ago, what, what like are the key differences? You're now a fully retained leadership search firm and you were a contingent recruitment agency recruiting blue collar engineers. That sounds weird. You smiled when I said that that's so weird, but it's true, right, yeah, what, what's the difference like? If you were to look at those two different photographs or those pictures of your firms, like, what are they? What are some of the differences? So someone can get a feel for what might be different?

Speaker 2:

Our process is different. Our transparency is different, because we can be transparent with the clients and show them everything, whereas we couldn't before. When you're contingent, of course, you can't do that. Our process, our transparency, transparency, our setup is different. You know, we use a lot more automation now than we did before, um, which has enabled us to to do a lot more. Our marketing is completely different. Oh my gosh. You know, um, we've worked with sarah so much on changing our marketing. Um, gosh, what else is different? It feels like so many things are different what about?

Speaker 1:

like the messaging that you use, or I know language?

Speaker 2:

or well, that's completely changed. Yeah, our mindset's different, our messaging's different. The way we communicate with clients and candidates is is is just evolved. I would say, you know, we're operating at a higher plane than we were before, um, and because we're able to take the time to do things thoroughly, um, and we don't feel rushed, we don't feel like we're competing against anyone else anymore, we're just just ourselves, you know, just to get the results for the client. That's what. That's what we're here for and you're.

Speaker 1:

I mean the kind of nuts and bolts of it. The fee structure is yeah that's changed isn't it so what did your fee structure look like three years ago?

Speaker 2:

what would your typical, typical, oh my gosh uh, it was probably 12, 15 percent of the basic salary and that was paid. That was paid when they started on start date.

Speaker 1:

Yeah, and and. What does your fee structure look like?

Speaker 2:

now it's around 25 percent of the annual remuneration and it's paid on the commencement of the assignment, on shortlist and on signature of employment contract.

Speaker 3:

Just a little bit different then, Harriet.

Speaker 2:

Yes, yes, just a smidge there.

Speaker 1:

Do you deviate from that at all? Is there some flexibility in there? There's always flexibility.

Speaker 2:

Um, you know, every client's different, all the circumstances are different, the setup's different. So, yeah, there's always flexibility, as long as commercially it works for the business. Of course we want to be flexible for our clients, um, you know, we want to get them the results they need. So, yes, but we just take it on a case-by-case basis, make sure it works for everyone.

Speaker 3:

If only you could hear yourself say what you just said yeah, yeah.

Speaker 1:

I started thinking I'd buy it.

Speaker 3:

It's not just that, it's just such a yeah.

Speaker 1:

It's such an achievement.

Speaker 2:

I'd love to go on one of the first calls that we did, and actually I did look at a collab call with Robin the other day because I wanted to check something on the group and I was listening to myself thinking that doesn't sound like me. Yeah, I'd love to see the difference as well, and it's cool we're getting there, you are definitely more than getting there we're very proud yeah, we are very proud and you know the purpose of sharing Harriet's story for the audience.

Speaker 1:

Listening is, and as real as it is, these are the first time we're asking Harriet these questions. She's um, although we're obviously working together, we haven't kind of reviewed the journey like this, and it's nice to be able to do it is for people to understand that it isn't, it isn't impossible. This, you know, it is a journey and everyone's on a different, going on it in a different way, at different speeds, and there's no need to compare yourself, there's no comparison with anyone else, but that when you look back, it's incredible what, what you can achieve with a bit of help and a bit of guidance. You know, and if I'd asked you three years ago, you know what, what would your, what do you want your business to look like? Like, what would that be? Is it?

Speaker 2:

I wouldn't have expected it could look like this, so I wouldn't. I would have just wanted some of the stress to go away. You know, from the situation that I was in and to to not hate the situation I was in, you know, because I was, I was ready to quit recruitment. You know, because you doubt yourself, you think it's you, you think you know, you think I can't do this job, and that's not the case. You just need the support and the setup and the process and the commitment from the clients to enable you to perform at your best. So yeah, I didn't know I would be here by any means, but this is beyond where I thought I would be, um, completely beyond. You know what I thought I was capable of at the time.

Speaker 1:

And it's funny because I think a lot of people think like that. They don't even realise that this is possible for them and for their businesses. You said you didn't even know that it could look like this, and I think that's very common.

Speaker 3:

I didn't know what retained was. No, I was just a contingent recruiter.

Speaker 1:

Yeah, it's funny. It is funny and it's such an exciting journey to the going on now. I mean, not only have you just doubled your average fee and moved up several bandings, but you won a really nice piece of work. That wasn't recruitment not that long ago.

Speaker 2:

Tell us a little bit about that that gosh, I'm trying to think which wind you're talking about?

Speaker 1:

well, yeah, exactly, but you want to look at that.

Speaker 3:

Could have been. Could have been any, could have been one of several levels of intelligence projects I've carried out recently.

Speaker 1:

But one of them in particular was a real brand new concept for you. I don't think even you knew what compensation and benefit studies were. Yes, and then what happened? Like tell us that story so we've done it.

Speaker 2:

We've done a couple of those now um, and they're and they're exciting as well because you're doing something a little bit different. Um, so we work with one client who wanted to expand their sales team and they were looking for a sales manager, but they just didn't know, you know, how they needed to compensate this person. So what we did is we went to, we went out to market, we figured out what they needed to understand, we approached candidates on their behalf and you know, some of which are happily employed where they are. But we got an idea of what they like about their current companies. You know, rating them out of 10, what makes them a 10, what doesn't, what their packages are, what their current companies do great, and if they were to consider moving, what would a package need to look like to entice them away from where they are? So we collated all that data and we presented it to the client. They were then able to come up with an incredibly competitive package to secure, you know, the right candidate.

Speaker 1:

In the end, we then went through the search process and secured them the candidate of choice thank you, harriet, and I've seen the report because you shared it with the group, the mastermind group, and it's it's lovely, it's a really, really nice piece of work and it you didn't do that for nothing, did you no?

Speaker 2:

no, we didn't. So that particular one we charged. Let me just have a quick think.

Speaker 1:

Don't need to give away the exact if you don't want to, yeah yeah, upwards of five. Yeah, basically give or take for that piece of work, which is which is great yeah, most people give that stuff away for nothing and it's a nice business development exercise always to do and you've then used that to share with other clients as a lead generator yeah, absolutely so.

Speaker 2:

We've used it in marketing, um, and we've used it during calls with clients and spoken to them about, you know, do they understand how competitive they are in the market? You know, if if we were to go and ask their team how to rate them out of 10, what would they say? So we've then used that to generate inquiries elsewhere and other business elsewhere really nice and so somebody listening that maybe is where you were three years ago.

Speaker 1:

That might sound like intelligence projects and compensation benefit studies and insight studies is something they're never going to be able to achieve. I mean that, how, how, how do you get to that stage? Like what is it that's enabled? It's not a trick question, but like what you know? How come you're now in a position where you can identify that kind of opportunity and and put a project like that together?

Speaker 2:

I would say learning. For me, it was learning to ask more strategic questions to clients to elevate our offering. So, um, asking the right questions to the right people, to put yourself in a situation so you're ready when the time comes are probably the the key things there. And you know, the actual exercise of carrying it out is well within everyone's capabilities. It's purely calling candidates and asking the question, which you do every day.

Speaker 1:

It's just phrasing them in a slightly different way yeah, and and it happens often you know Nick Cow codely in the mastermind group. He's now consistently uh winning um insight reports that he then uses as uh leverage to open up new relationships. Jemma on the call uh day before yesterday, thursday, I was sharing the executive cnb study that she's never ever done anything like that either and has now got this fabulous project that we're just closing yesterday in fact. So yeah, I guess how I know how inspiring your journey is and I'm hoping that people listening are feeling inspired and motivated to know that there's a world away from contingent, that is achievable and is tangible and is realistic and possible for them, because you are living proof that it's possible. So thank you so much for sharing, sharing your journey.

Speaker 3:

Yeah, and it's not all been hard work. We've had some fun along the way.

Speaker 2:

We've had a cracking time.

Speaker 3:

We're about to be falling through a table drunken, but that can be a story for another podcast, another time, yeah, and we don't talk about that.

Speaker 1:

No.

Speaker 3:

I think Harriet tripped and I was just helping stabilize. Yeah, yeah yeah, and so used to supporting our members, aren't you?

Speaker 1:

yes, so used to supporting. Yeah, that was a great trip. That was a really good trip, yeah, and we've got another one coming up, haven't we? These are mastermind events for those of you of our community, because I know our community listen to these too. So there'll be people listening to us, harriet, that do know you and know me, and we'll be there at the next event in Richmond, which we're going to be very sensible at.

Speaker 2:

Yes, yes, absolutely.

Speaker 1:

Anything else you want to share or add. Before we let people go along their merry lives in a merry way, any little final messages for our audience I just want to say thank you for having me.

Speaker 2:

I was quite nervous I didn't know what you were going to ask me or what we were going to talk about. So, yes, um, it's been really enjoyable.

Speaker 3:

I've loved it, so thank you normally start to prep for these things really then go. Should we just have a chat? Yeah, let's have a chat, yeah let's just have a chat now.

Speaker 1:

It's lovely, it's a fantastic journey and we're so, so proud and delighted that you can now call yourself a retained leadership search firm, which is just a joy. A joy, and long may it continue. You know the future. What is it they say in toy story and beyond? No, what is it they say? Infinity and beyond.

Speaker 3:

Yeah, that one you know you're gonna quote buzz lightyear, get it right sorry, all right folks, lots of love we'll see you on the next episode.

Speaker 1:

Thank you, harry bye.

Speaker 1:

Guys, bye well, that's another episode of retrained search the podcast in the bag. Thanks for listening to our wild tales, linkedin controversies and our top tips on how to sell and deliver retained search. Get involved in our next episode. Send in your questions and share your experiences with us by emailing podcast at retrainedsearchcom. And don't be shy. Connect with us on LinkedIn and come and say hi, we don't bite, unless you're a Shrek firm, that is.

Speaker 1:

We want to say a special thank you to our retrained members for sharing what's working for them right now and innovating new ways to grow and evolve. It's an incredible community. If you're wondering what exactly we mean when we mention our communities, well, we have two separate programs. Our Search Foundations program is for recruiters who want to learn how to sell and deliver retained search solutions consistently, and we have our Search Mastery Program. That's for business leaders or owners already at 50% retained or more and looking to scale and grow and structure their search firm. We cap memberships to these programs to protect the integrity of the community. If you want access, just talk to us. Okay, thanks for listening. We'll be back very soon with another episode of retrain search the podcast.

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