Speaker 1: 0:00

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 everybody, and welcome to the RetainCert show.

Speaker 2: 0:25

Welcome.

Speaker 1: 0:27

Welcome, welcome. We had some funny things happen this week and it made me giggle. I mean it's not funny, because if you say it's funny, it implies it's not true.

Speaker 2: 0:41

I was described yesterday for the first time in my 32 year life, as wafer thin. It's true. It's true. Well, sorry, it is true that I was described as wafer thin. It's absolutely not true that I am way I am. I am thinner than once was, but I'm. I'm not allowing anybody to describe me as way too thin. For any of you that have seen me in person, I'm sure you will agree it just makes me laugh so much.

Speaker 1: 1:16

You've probably told this story on the podcast before, but just in case you haven't, I really want you to tell them the tennis why oh, the tennis one, yeah, yeah yeah, so play a lot of tennis and it must have been like 18 months ago.

Speaker 2: 1:33

I just had a day back-to-back meetings. I was like absolutely slammed and I was playing tennis at David Lloyd. I had a league match and I worked from David Lloyd all day and because I'd been back to back, I just hadn't, I hadn't had chance. I was fueled purely on coffee. I hadn't eaten, I hadn't had breakfast, lunch, I just worked straight through and on, straight out to the tennis court and afterwards we were all sat down having a beer and I was like I keep cramping up, all my legs kept cramping. The lad said what's with you? This doesn't normally happen. I said you know, I it is, I think I'm malnourished. And there was this like long pause and someone said, jordan, if there is one thing you are not, it is malnourished and it's a very, it's a very valid and fair point. So I will never, ever make the mistake of calling myself malnourished ever again.

Speaker 1: 2:24

Oh, it's so good. And what I think it's even funnier is that like you can't live it down now every time you see the guys and you're not feeling so great yeah, yeah oh dear, I don't know, I know, I know what was it?

Speaker 2: 2:38

one of the lads had said to me, like he doesn't think, is it red nose day where, like they raise money for, like underprivileged kids in different countries and stuff? Like I don't think they're going to be reaching out to you putting you on one of like the vts before. I don't think you, I don't think I qualify, unfortunately no, I don't think, I don't think we do.

Speaker 1: 3:00

Um, I definitely wouldn't either just describe myself um yeah and not.

Speaker 2: 3:06

Uh, definitely not malnourished way this morning on a call which I won't say um yeah, it works although the whoops really good I'm really liking this span that you're talking about yeah, it's perfect, it's changed my life, but it doesn't make you eat less it does make me.

Speaker 1: 3:21

It make what makes me think about everything. Really, how much exercise I'm doing because I don't like it when I wake up and it's like orange, it's not green. I'm like whoa, hang on a minute. No, I want a green day like dogs, wear bark collars.

Speaker 1: 3:32

If you could make your route, give you an electric shock every time you went, with like 50 yards of a mcdonald's I don't have a mcdonald's, that's not my problem perfect for me yeah, it's like a glass of prosecco for me, or a gin and tonic but stop me I just don't do it anymore, because I know what it does to me.

Speaker 1: 3:51

If we're listening, implement it, and all I want is a small royalty an electric shock every time you go near alcohol or fast food did you see the eight out of ten cats version the other day, one of the new ones this series where jimmy car put electric uh, electric shop, electric shop things on on the contestants? Oh my god, you should have seen josh woodcombe. Oh my god, it was so funny. It's the funniest thing. I was literally crying, oh dear. I mean I don't know how that's legal, but I always remember my brother putting the election, my brother's mate, tom um haunted. He was a hunter, shooter, fisher, and he always had like hunting dogs and one was a bit rogue and kept, you know, killing pheasants and stuff. And so we've got one of those electric collars. My brother is like a 16 year old putting it on and then electrocuting him. Oh god, not good, don't try it. Don't try that at home.

Speaker 2: 4:42

no folks, don't try this at home.

Speaker 1: 4:45

No, anyway, some good stuff is going on, not just stuff that is making us laugh, but also yeah, sorry, I was prepared, I thought I was prepared but also stuff that's just making our heart sing straight away out of the traps this year.

Speaker 2: 5:07

Yeah, I think we mentioned it. It feels really positive, doesn't it? Not just in our community, with our members, but just everyone I'm speaking to, just in general. Just in general, it feels positive which is going to go on after a slow 2024 for a lot of people and a difficult 2020.

Speaker 1: 5:26

Yeah, true, yeah, true, true. This is really nice. Third retainer, two months into the programme with a second client on a job I've been working on for six months. She says if I'm finding, if you have a stakeholder, don't pass up the opportunity.

Speaker 2: 5:48

Where's Brittany? Yeah, yeah, she's in canada. Um, actually, I um. It's one of the things I always say. If there's one thing I can guarantee any of you if you don't pitch retained, you won't win it I love this one.

Speaker 1: 6:00

This made me laugh. I just looked at this email and all it says is got one in massive letters full stop. Well done, guys, you know where. Jonathan is no idea.

Speaker 2: 6:11

Because every time I read that, I read it to myself in an American accent.

Speaker 1: 6:15

Do you?

Speaker 2: 6:16

He sounds very American, got one.

Speaker 1: 6:18

Yeah, got one and then he's just got like a screenshot, e-signature completed. It's so funny, I love it. And the next one first fee paid is the subject line. Woo-hoo, got my first fee paid yesterday. One third on commencement, one third on shortlist, balance on offer. Yes, and became a grandfather for the first time at 4 am this morning. So nice, all in all, a great 24 hours. Got gotta deliver the search now.

Speaker 2: 6:45

Hasn't it super really. I mean he's, he's on the call every week asking the right questions. He'll, he'll smash it.

Speaker 1: 6:51

I've got no doubt oh, and this is mike shouting lucy out in the mastermind wanted to give a massive shout out to and I'll say it's lucy because she's awesome for her recommendations and intros into external support to assist with mandates. So specifically, these are small um fast-growing businesses like mike's, like nick smith, uh, like um lucy's, where we're quite often using external support in research, in marketing, and there's some people in our mastermind group that have just got it nailed and really sharing how they're doing it and their processes and their resources. Mike says appreciate the help and it highlights the community we have here. It is so nice seeing the resources shared. In fact, I think we're we're working with several of the resources that have been shared in the mastermind group.

Speaker 2: 7:41

Yeah, we are. Yeah, it's fantastic, isn't it?

Speaker 1: 7:44

this is a nice one jord, isn't it?

Speaker 2: 7:46

right. Yeah, he said I'm happy to share. I've just closed the gm search. The 40 percent one, the winning candidate, is far from the original spec but thanks to the weekly steering calls and the exhaustive research we conducted of this particular niche, we flexed. They are also far outside the original compensation range, which shows how data can inform decision-making for critical senior appointments. I'll never forget sharing with Jordan way for thin Jordan how I lost control of the pitch meeting on a collab call and he helped me take control about leading this breakthrough win. It's amazing what we can do when we simply ask for help. Thank you, jordan. Pleasure Ryan, my pleasure, oh so nice.

Speaker 1: 8:26

What's this one multi-hire project win is the subject line? Bit late posting. This is terms delayed signing, but negotiated this over christmas and now have a great six to eight higher project to work on for the start of the new year. No way I was on the collab call with tracy when she was almost there with that one just. Was it just after Christmas or just?

Speaker 2: 8:47

before. I can't remember, but, as I said, I think it's dragged on. It might have been the one yeah right might have been that one well, rookery.

Speaker 1: 8:53

Yeah, so first week in Jan yeah it was, yeah, really nice. So good, I'm so pleased. Oh, this is nice. Um, hi, louise claire, hope everything's going great. Uh, savio, we haven't worked with savio, for what did claire say?

Speaker 1: 9:10

it's been years yeah two years, three years wanted. I know you guys have been really busy, as always. I wanted to tell you guys the training was invaluable and I've been working completely retained for years now and across continents too. I referred a friend of mine from japan to your program. I'm so delighted to see that, like it's sometimes, people do the training, they go on and they go on.

Speaker 1: 9:31

You know good to great and then we we're not really keeping track, are we, of what everyone's doing, and it's so nice when they come back and share that story. And the reason that he's sharing that is because we're having a chat, because he's um, wanted to have a chat about the mastermind, so that's really cool, okay. So, with all the good news, um, the other bit of good news that we have to share is that we've been working on something quite intensely over the last uh or so, after quite a lot of figuring out what people need help with yeah and what we noticed.

Speaker 1: 10:13

There was a few things that prompted us. One of them was the information that one of the big groups that were a part of the TRN, the recruitment network, in I think they've got mainly UK recruiters, but quite a lot of them work the US market from the UK and most of our probably 40% ish now customer base that is North America. This is us and canada based um telling us that they are not necessarily at the beginning of the journey with retained, but some people are. Some people are purely contingent and haven't really done anything with it, but quite a lot of them, george, have already like started on the retained journey, haven't they?

Speaker 2: 11:07

they've like had the bit, the toe in the mark in the water. They're maybe getting the odd deposit you'll hear them say, or a few thousand dollars up front, right, like you can tell, can't you just very early on in the conversation with the language, that they understand why and they like the idea of financial commitment. But they're kind of almost in this, like the way I describe it to you, as a cross and a bridge, and they've kind of got halfway across and like now there's this big gap and they don't know how to get across it.

Speaker 1: 11:39

Yeah, they might fall yeah, and, and I I mean god, we, we speak to so, so so many people you know, those that we're coaching, but also those that are, you know, interested in finding out more, or that we're just kind of advising um on their journey. And that's what it feels like it, and we've described it as a journey to retained, because it doesn't sort of go one minute you're contingent and then the next minute you wake up and boom, you know, you've, you've, I don't know, done the course and or got the information and suddenly you attained. Some people do that, like you kind of said right, that's it, I'm not doing any more contingent. But even then, like you, then when we're kind of attained basis and you're kind of experimenting with the delivery model of what works, what doesn't work and is it enough to just get some money up front and then kind of have it the rest on completion and I speak to so so many people that are doing a bit of that, they're doing a bit of what um, you know, dennis, described as like retingent or contained, like you say, a bit of money up front, and normally it's, I know, 5k, 10k, whatever, like um, not a significant, not, not the majority of the, or even anywhere near 50.

Speaker 1: 12:53

Sometimes they're taking 50, but normally it's a token gesture, really, and the reason that they end up talking to us is because it's not like that's not it, like that's not the end of the journey actually where they, where they find themselves, I thought I think is often worse than contingent right, because that, listen, as you know I'm not a fan and it has so many pitfalls.

Speaker 2: 13:19

But I can kind of see why some people might say I quite like working that way in the sense of there's no commitment. If they go and get stuff, you bail out.

Speaker 1: 13:30

Yeah, ping a few CDs over don't really give a shit. Not the way I choose to work.

Speaker 2: 13:33

But I understand it right. The challenge with loads of people that come to us and are kind of caught in that middle ground is they take this really small deposit. They feel like the customer, because of of that, is tied in and committed, but they're not really. But because they've taken the deposit, they now feel obliged to deliver exactly, so the kind of really flexible contingent delivery model goes out the window. They're actually delivering a retained search. So sometimes, yeah, without all of, without all of the benefits, it's like paying for a holiday but you've got to go to a war-torn country, like you pay for a holiday, but you're sitting there and it's like it's really not a nice place to be.

Speaker 1: 14:14

No, or they're taking the deposit and then just doing what they would normally do contingently and not really doing anything differently.

Speaker 2: 14:25

And then sometimes that pays off and it's fine. That's almost the worst thing that can happen, because then they think oh, this is fine, I'll just do that again if that, if that does work, trust me, it's only worked on that occasion, it's just my luck it isn't going to work long term and so so many of the people that we, we meet, we talk to, we work with or just advise are aren't starting kind of with a blank piece of paper.

Speaker 1: 14:45

They're starting with some kind of model going on already, and often the bigger firms and the teams that we're working with that's very much the case.

Speaker 1: 14:52

There's maybe one or two people that can win retained, but no one's quite sure exactly how they're doing it, and lots of people that can't, and there's a real kind of mixture of starting points that we help so many people, regardless of where they are, to the other side of where they want to get to, which is a profitable, scalable, sustainable, retained model where everyone's happy and confident to move forward and grow on that basis. But we also realize that we aren't kind of sharing much of that stuff with you and with with our audience. So we have put together a new masterclass, um, and we've been working on that and we wanted to just give you some snippets of it and, um, kind of bounce it off you guys, so that you can get a feel for what it's about, and, um, you can hopefully give us a little bit of uh feedback, maybe in the comments and or reach out to us and let us know what you think, because I'm gonna call it pizzazzed pizzazzed.

Speaker 1: 15:52

Well, I've got to say I did the pizzazzing this time, george, so it's probably not great well pizzazzed well, pizzazzed. I don't know what you think about the sideways title there, but it says completing your journey to retained and the perils of stopping at contained you like the bit of alliteration, though? I think that was yours, george.

Speaker 2: 16:07

Well done so a little bit about me. I'm a primary school teacher, can't you?

Speaker 1: 16:13

hey, blackboard out and a little bit about george, and then it starts with like okay, we all kind of started with contingent. Most, most of the people we work with kind of started with contingent apart some of the mastermind members and we liked it. Right, I used to like it. You build up a great network, you build up a great track record. You get really into your industry and you're like cool, I'm in the groove here, I'm an expert. You build up a strong reputation, you make a few placements and you start building up confidence. You're like like right, if anyone can fill this, then I can right. Except when clients start rejecting really good candidates and don't give you a reason for it. Or they say they just want to see more candidates when they've already seen the best ones, or they suddenly like a random npc from another recruiter it probably doesn't even fucking exist, right, and that kind of throws you off course.

Speaker 1: 17:05

Or an internal candidate like crops up that they didn't bloody tell you about and so many things yeah, they get like they start or maybe they already are unrealistic on salary or they've got a bit of a inflated idea of how attractive their proposition is in the market, which is can be quite often the case.

Speaker 1: 17:24

Or hr bloody get in the way, or talent acquisition haven't been involved and then suddenly stick their war in, or they change the bloody goal posts on you or you know a new decision maker gets involved, or they are shy to interviewing and they put the candidates off at interview, or somebody goes on holiday, on vacation, and ghosts you and you can't get decisions made, or they lowball offers at the bloody final hurdle and then we just get sick of it all and walk away.

Speaker 1: 17:51

And of course then we have no forecastable revenue because we're working contingently. 70% of our time plus is working for free. We've got a high staff turnover if we've got staff and other people are struggling to, you know, keep the groove and EBITDA is really hard to build in that situation. Of course we're getting beaten down on fees. We're getting pushed into this high volume, low margin and morale's feeling like shit with the contingent model, because lots of people do and it's very hard to get into the senior and sophisticated projects when we're in that space and it's really hard to get those high margin projects, and so we know right that retain gives us committed partnerships and really nice healthy juicy.

Speaker 1: 18:32

95 100 fill rates, you get the forecastable revenue. You get great productivity, great morale. You get to grow your ebitda. Everybody knows the value in your business increases when you've got forecastable revenue. You can work on the bigger sexy projects and get up the value chain.

Speaker 1: 18:48

But you know that already everybody probably listening to this probably has got a sense that that is the case, which is why probably most of you listening to this, or maybe some of you, are already getting money up front from clients.

Speaker 1: 19:01

Yeah, you're probably already encouraging your team to do the same, if you've got one, and quite possibly some of your work is retained already and you're working on more of it being retained because that makes sense. So cool gravy, all done, easy. Except the client still rejects great candidates without giving you reason and they want to see more candidates and they get an NPC from another bloody random recruiter or an internal candidate still pops up and they were unrealistic on salary. And surprise, surprise, hr still get in the way and they change the goalpost still and the interview process still is sketchy and a stakeholder can still sod off on vacation and not tell you. And they're still low ball offers. So we end up in this place that you were talking about george, where retainers sometimes take really bloody long to fill and they're like a noose around your neck because you've got this deposit or this retainer and you've committed to filling it and yet all this shit's going on so it. How can you right clients?

Speaker 1: 20:05

are frustrating the process and sometimes like you're having to rebate or you know rework searches when they're just the profit isn't there, you haven't that. The amount that they've paid you doesn't anywhere near cover the kind of work that you're putting in and and no surprise. But some people can win retain, but some people are maybe staring a little bit clearer of it because they don't really like the look or the sound of any of that.

Speaker 2: 20:28

Well, actually, my biggest worry is they get halfway across the bridge, they experience this and they go whew, exactly, I'm turning around. Oh, this is shit, I'm out.

Speaker 1: 20:37

Yeah, and that's what happens. They get this money up front, they commit to deliver. They get this money up front, they commit to deliver. They're delivering the service that isn't viable. They're feeling like they should be less stressed but actually it's bloody worse and committed to all this stuff. But it's a nightmare and struggling, not surprisingly, to bring other people on the same journey. I haven't. What did you call it?

Speaker 2: 20:58

Pizazzed it.

Speaker 1: 20:59

I haven't pizazzed this one.

Speaker 2: 21:04

Those of you watching the screen. Sorry, it's very raw, but we're testing it out on you, right? This is not very pizzazzy.

Speaker 1: 21:07

It's not very pizzazzy. This is our raw brain, what we see and what we do on a day-to-day basis, and the reason that this is is like how the hell are you supposed to know how to do this? It isn't just about getting the money up front. The money get the money up front doesn't actually solve the bloody problem. It doesn't solve any of all the problems that go wrong. All it does is give you a little bit of commitment from the client. All the other things, all the other shit can still bloody happen if you don't put the proper process in. But how are you supposed to know what the proper process is? Because you've never worked for a retained firm. Probably most of the people we work with haven't. I haven't when I first started doing this, which is why I made all these mistakes as well, and you haven't worked for a shrek.

Speaker 1: 21:50

For those of you that don't know, spencer, stewart, hydric, struggles, russell, reynolds, egon, zender, corn ferry biggest search firms in the world made the mistake of using that acronym on a webinar recently and no one knew what it was. So just saying to put that out there. And you end up with this breakdown in confidence with your client, which is horrific, and you can get a total breakdown of confidence with your recruiters and your team. And how can people sell it when they don't have confidence in it? So, like george says, like don't lot. Some people we meet have have kind of gone down this road and then gone back to contingent and they're like yeah, I think I probably should try again. Like our goal is like stop you from turning around if you're part way there. This is normal, it's understandable. We see it all the time.

Speaker 2: 22:38

We want to help you just get to that next bit and after going, and often that step, like you can be halfway across the bridge and like look and thinking, god, shit, that seems a long way to the other side. But actually with with the right tweaks and with the right knowledge and subsequent confidence, like often, you're only a few steps.

Speaker 1: 22:58

Yeah, that's it.

Speaker 2: 23:00

Like, you're not a million miles away.

Speaker 1: 23:02

Oh, where's my image?

Speaker 2: 23:05

I hope they've deleted it.

Speaker 1: 23:07

Oh, no, oh there it is. Oh, hang on there. That's my little image. It comes later, but that's my little image.

Speaker 2: 23:14

It looks like it was taken on a nokia 3310 for anyone not looking at it.

Speaker 1: 23:19

For those of you not looking at the screen, it's a nice little bridge, but there's a gap in the middle, and then there's a person's little hand flat, just bridging the gap so the little man can walk across it. And that's us there, um. And then it's contingent on one side and retained on the other, um.

Speaker 2: 23:33

So yeah, really high quality Mark-. I had really high quality 4K image.

Speaker 1: 23:36

It's really bad, it's just the only one I could find. It was the only one I could find. So, in this masterclass which we are doing and launching, we're doing the first version of it in when are we doing the first version? Like 17th 17th of February Is we're gonna give you our top tips and everything we've learned to be have the model successful on pricing well, these are these the steps?

Speaker 2: 24:00

aren't they that we often find if people take these steps?

Speaker 1: 24:03

yeah, these key things will massively help. Massively help. I mean there's we can't like teach you everything in like a really short master class and there are certain terms and clauses and um elements of the process. Like the devil with all these things is in the bloody detail. It is in the detail and we're going to give you, so we can give you, these three key things that are going to massively help. One is pricing and one is commitment, so what you're actually committing to, and the other is delivery and our top tips on all of those three things we're going to give you in this masterclass.

Speaker 1: 24:40

Uh, and just to reassure you that you're going in the right direction, like over the next, over the next five to seven years and I know this because I had to do a shit ton of research for this um goldman sachs program and present it to, oh my god, all sorts of bigwigs Over the next five to seven years, skills will continue to be scarce globally, technology in every industry continues to develop at speed and competition for talent will remain fierce and the spray and pray contingent agency methods will continue to fall short of client expectations and their requirements and more and more recruitment firms, large and small, will need to move away from the low value, high volume, no win, no fee model in order to deliver positive outcomes for their clients, and they will have to shift to a more rigorous, high value, thorough, headhunting based search model, which, of course, requires not just financial commitment but a rigorous process as well.

Speaker 2: 25:40

I saw an article online at the weekend and it was like it was in camera. I've been in the telegraph or the independent or something and it was like why recruitment markets are going to boom in 2025 and 20 and yes and um, I can't say any more than that because they wanted me to sign up to a pound a month to do this.

Speaker 2: 25:58

Well, I just told you I can tell you the title, but if you follow them, I get a one month free trial and then cancel at any time. I always forget to cancel and I'll realise when I'm 58 that I'm still paying it. And I've spent four and a half grand on one Telegraph article. Yeah, and you could have gone on holiday.

Speaker 1: 26:16

So, yeah, just to say that, wherever you are on the journey, we see time and time and time and time again, we just help people get there faster because we give you, we fill in, the gaps that you didn't get because you didn't go and work for a Shrek and you know, and all the stuff, the experiences that we have learned ourselves and see other people learn from you. You get that all filled in so that you can make the next few steps over the bridge, which sometimes for people is just a few small, not difficult stages of learning. And, yeah, just just, we're showing all that with you all the time. Anyway, the people that do it to give you the confidence that, um, you know it works, and so, yeah, that's the overview of our new masterclass. It is exciting. So if you're considering.

Speaker 2: 27:09

We did that at like 8 pm at night after a full day work. We've done all right there, I think we have done all right.

Speaker 1: 27:14

We have done all right. And I sat with bad sisters in the background because I'm loving the irish accent at the moment, just like the last couple of nights just making little tweaks to it, but I have no idea who's that it's really good. It's like these sisters that are basically trying to kill their brother-in-law over like a prolonged period of time yeah, it's a series and they and they, basically they keep trying and they keep failing to kill him. The guy's an absolute dick, so he needs to go.

Speaker 2: 27:41

They just can't get it done. That's what I thought it was. Maybe we should call this Bad Sisters Bad.

Speaker 1: 27:46

Sisters.

Speaker 2: 27:49

They're a wife, they're not sisters and I'm not a sister.

Speaker 1: 27:51

Okay, okay, well, we'll consider that. We'll put it in the 90-day meeting. In the meantime, we were also going to share, yeah, so if you want to, if you want to sign up for that masterclass, that probably will be strict, be restricted seats because it'll be the first time we're doing it and it's on the 17th of february. February goes to our website under resources it might not be on there yet.

Speaker 2: 28:16

It might not be on there yet, but I'd have thought by the time this podcast goes out, it probably will be on there.

Speaker 1: 28:21

But like, if you, you know, if you want to talk about it or you're in that situation like book some time in and we can run through it with you if you want to, if you want to see it in advance, you can get a little preview.

Speaker 2: 28:43

You'd be happy to do that, wouldn't you, george? Yeah, absolutely, there you go. Just put that on you. Pimp me out, I know, um, and then we always share a bit of a controversy don't we? It's not really a controversy, I'd say more, more like a misconception. We ran a webinar last week. Uh, we were very fortunate to be invited on to ben meaner's. Was it a summit, doesn't he? I think?

Speaker 1: 28:55

Yeah, recruitment summit His.

Speaker 2: 28:57

BD summit and we spoke on Friday Great session. There was a comment in the chat about yeah.

Speaker 1: 29:04

There were lots of amazing comments, by the way. Yeah, lots of amazing comments.

Speaker 2: 29:08

Yeah, there was a comment in the chat, though only one, and it was like yeah, but you guys are in the UK. Yeah, and there's always this.

Speaker 1: 29:21

well, I say always it's a convenient excuse, isn't it, to not believe it.

Speaker 2: 29:24

There's this misconception that how you win retained in the UK is different to the US, which is different to Brazil, which is different to Dubai, which is different to Singapore. We've got customers in over 31 countries winning retained yeah all doing it the same way now? Don't worry, there are nuances, right, how they position their business and stuff. Of course it's not exactly the same, but in terms of the core process, nothing changes doesn't change?

Speaker 1: 29:56

no, it doesn't. But then I guess we're probably preaching to the converter, because most of the people listening to the podcast probably hear us talk about people all over the world in sydney and melbourne and christchurch and harare in africa and um zimbabwe and um fr Germany and Atlanta and Ohio and Montana and New York and California all the bloody time. So you guys probably know that already, but I suppose we just wanted to make sure that myth was completely debunked. That don't be using that as a fucking excuse is what we're saying, because it's not true, or your industry, not true.

Speaker 2: 30:35

Or the salary level, or your industry, or the salary, all your industry? No, or any of that.

Speaker 1: 30:38

Like there are no excuses, no, no, there aren't in fact our next guest. I mean not only of our two of our previous guests, jess biller and tj crosby, both been us-based now you can think of it, but also our next guest is also us based she's based in new york, but she's a brit, so if you guys in the us want to stop us brits from taking the retained work, then you better get on it, just saying uh, okay.

Speaker 1: 31:12

well, I think that's enough for today and we're very excited to see you on our massive bus on the 17th of Feb, and hope you've enjoyed listening.

Speaker 2: 31:20

More stories coming to you soon. If I don't want a beer or a coffee, I'm going to be in Miami.

Speaker 1: 31:24

Oh yeah.

Speaker 2: 31:26

Well.

Speaker 1: 31:26

I mean, I'll be kicking around as well and I'll be in LA, so we'll be in Miami and in LA. Yeah, we're a right laugh and we add loads of value. We know loads about routine, yeah, and we know loads about routine so we can help you. Um, when is it? When is it jordan? Just go, we should.

Speaker 2: 31:47

I think you might be coming out a few days after me. I think I'm probably going to be there from like in miami, from like the 10th until the 15th of march, yeah, and then probably in la from like the 10th, until the 15th of March, yeah, and then probably in LA from like the 11th until maybe like the 19th, potentially something like that.

Speaker 1: 32:03

You'll be in Miami from the 10th to the 15th and we'll be in LA from the 16th to the 19th of March. So look us up, drop us a message, let us buy you a coffee or a beer and let's talk about your business and where you're at and where you're up to. We love finding out where you're going, where you've been and what's going on for you yeah absolutely.

Speaker 1: 32:29

Yeah, good shout, all right, folks, see you next time. Bye guys. 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: 33:05

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 Retrained Search the podcast.