January 4, 2026 • 29 mins
Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Ken Taunton.
Founder and president of The Royster Group, a nationally recognized, certified Black-owned professional staffing firm. Here's a breakdown of the key themes and takeaways:
🎯 Key Highlights from the Interview 🏢 About The Royster Group
- Founded in 2001, the firm specializes in:
- Executive Search (C-suite to Director level)
- Healthcare Staffing (physicians, nurses, ancillary staff)
- Operates nationally, serving both public and private sectors.
💼 Executive Search Insights
- Royster is a retained executive search firm, meaning they are hired by companies to find top-tier talent.
- Focuses on diverse, seasoned professionals with 7–10+ years of experience.
- Clients include major corporations like Home Depot, Merck, and Pfizer.
- Emphasizes the importance of diversity in leadership and actively includes women and people of color in candidate pools.
🏥 Healthcare Staffing
- Healthcare remains a high-demand field due to an aging population and workforce shortages.
- Royster recruits nationally and advertises through their website, conferences, and referrals.
- There’s a growing need for diverse healthcare professionals to reflect the population they serve.
🧾 Resume & Job Search Tips
- Resumes should be keyword-optimized to match job descriptions.
- Candidates should reach out to recruiters, follow up, and apply through multiple channels.
- Avoid vague resumes—include specific achievements and metrics.
🏆 Business Philosophy & Certification
- Thornton emphasizes the value of being a certified Black-owned business, not as a crutch but as a strategic advantage to gain access to opportunities.
- He acknowledges the challenges and scrutiny minority businesses face and the importance of capacity and execution.
- Advocates for mentorship, SBA resources, and relationship-building as keys to success.
📈 Entrepreneurial Journey
- Thornton transitioned from pharmaceutical sales and HR to founding his own firm after noticing a lack of diversity in executive placements.
- Started Royster with a bootstrap model—a desk, a phone, and determination.
- Now leads a $20M+ company and was named Small Business Person of the Year in Georgia.
#STRAW
#BEST
#SHMS
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hi.
Speaker 2 (00:00):
I am Raean McDonald host the weekly Money Making Conversation
Masterclass show. The interviews and information that this show provides
off for everyone. It's time to stop reading other people's
success stories and start living your own. I'm here to
help you reach your American dream. Let's keep listening. My
guest today is the founder and president of the Roster Group,
a nationally recognized, certified black owned professional staffing firm. They
(00:23):
provide the verse top talent for both the public and
private sector. Please welcome the Money Making Conversation Masterclass. Ken Tumpton.
How are you doing, sir?
Speaker 1 (00:32):
How you doing, Miss McDonald? How's it going really greatly?
Speaker 2 (00:35):
Good? Now? Founder and president of the Roster Group, Please
give us some background on that company.
Speaker 1 (00:40):
Yeah, the Roster Group actually started back in two thousand
and one. We're an executive search and professional staffing company.
We've been in business since two thousand and one. The
company actually recruits senior love executives. In addition to working
in staff, we recruit physicians, nervous ancillary staff in the
(01:05):
healthcare space within the federal government as well. And then
we also have commercial you know, business as well. So
we're we're basically a company that specialized in various different things.
On the executive search side where boutique executive search. And
then on the staffing side we do the staffing in
(01:28):
the healthcare space as well.
Speaker 2 (01:30):
Now nationally correct, nationally correct when you said the word recruit. Now,
how does an individual who has a resume or job
skills set that you are looking for get in touch
with you?
Speaker 1 (01:43):
Yeah, so various different ways. I mean, you know, of
course website, you can always go to our website and
upload your resume and we'll put that information into our database.
One of the things with Royster is that you know,
we're we're not a your typical staffing companies, So it's
not like you can walk in off the street and
(02:03):
and and basically kind of we'll put you in the
database and what have you. A lot of the positions
that we uh work on are more so seasoned positions.
And what I mean by that is is that the
positions are you know, you know, so for an example,
if you're a physician, you know you've got to have
you know, you've got to be certified in different clinical
(02:24):
skill sets and things of that nature. And then on
the executive search side, you know a lot of our
clients look for seasoned professionals, so you know, roughly about
seven to eight, maybe ten years out and what have you. So,
but you know, Royster, we partner with a lot of
different other you know companies, diverse companies at that, whether
(02:46):
they be minority owned or you know, woman own or
what have you. And we're constantly you know, sharing you know, profiles,
resumes with those individuals that I think would be a
good fit for other companies and uh, positions that other
companies are working on.
Speaker 2 (03:03):
So let me get just straight. We're watching you in
an executive search and do your staff and healthcare correct?
Speaker 1 (03:08):
Correct?
Speaker 2 (03:09):
Cool? Now let's look at the executive search part of it.
Speaker 1 (03:12):
Yeah.
Speaker 2 (03:12):
Now, when you say executive, we talk about C C suite.
Speaker 1 (03:15):
Yeah, So we work at the C suite all the
way down to the director level. So so for an example,
you know companies we we've worked with, you know, home Depot,
We've worked with Burke Pharmaceuticals, we work with Pvisor and
some of the other you know, different companies that that
are out there. And these positions basically are more more
(03:40):
so at the VP you know, director VP or C
level type positions, so you know, more more more season,
Like I mentioned to you more you know, more season,
more experience. They manage a portfolio of individuals, whether it
be one hundred to a thousand individuals up to you know,
(04:04):
like I said, that particular skill set with the management
of people, but then also a portfolio, whether it be
you know, a ten million dollar portfolio all the way
up to fifty million dollar for So let.
Speaker 2 (04:16):
Me ask you this can at the Roster group, okay,
because I'm a stand on the executive right now, because
now I'm going to get to the staff and in
the healthcare. Yeah, I'm an individual. How do I find
your company and how do I feel the company has
the value of the potential to create placing it for
me in that suite because you said all the way
up to director, all the way up to the VP level, right.
Speaker 1 (04:37):
Yeah, So let me explain So executive search, and I
think a lot of individuals sort of don't understand how
executives work. We are what they call a retain executive
search firm. So we work for the client. Right, So
the client will come to us and say, hey, can
or Royster, we want you to find us a VP
(04:58):
of HR. We we put everything together, whether it be a
pipeline of candidates that we've worked with in the past,
or we will you know, kind of put a marketing
campaign together to go out and find that VP of HR,
you know, for for the particular client. There is another
side of search. It's called contingency, right. Contingency search is
(05:22):
where a company will work with a client they will
only get paid once they make a placement. Right, so
there's no skin in the game with the client being
in contingency. Now, you know, contingency is great work and
great business. However, Royster, we work strategically with our clients
(05:45):
because they give you know, the fees are paid upfront
to some extent. So we build you know, in certain
categories like a third, thirty and a third, and they
pay us, you know, based on the types of candidates
that we provide.
Speaker 2 (06:00):
Okay, cool, now that's great. Now let's slide over to
the staff in the healthcare where I'm sure a lot
of my call is not saying we don't have a
lot of the people who listening to my show wouldn't
fall under the executive level. But like my sister in law,
she's a nurse and so been in that healthcare field
and have a number of friends who in that healthcare
field talk about how does one find out about Russia
(06:23):
other than the website that like, she's based in Houston,
Texas and you are national staffing from how could she
take advantage of what the services that your company offer.
Speaker 1 (06:35):
Yeah, so we we advertise constantly the company basically, like
I said, you know, one particular aspect of it, we're
have a you know, our website basically advertised all the
positions that were all the positions okay, yeah, all the
positions that we're recruiting for Royce. We participated in a
lot of different conferences, you know, so at different conferences
(06:58):
and things of that nature, whether it be antesthesiology conference
all the way down to occupational health conference or what
have you. So we're ten all of these different conferences.
And then also it's word of mouth. You know, we've
i would say since ye know, we've been in healthcare
for about fifteen plus years, and so we have a
lot of friends of the firm and basically we get
(07:21):
a lot of referrals just from people that you know,
that we've worked with in the past.
Speaker 2 (07:25):
Now that makes you the kaim What are some of
the hot jobs you know, if they're all popular jobs.
You know that everybody's trying to get or somebody's trying
to hire. And I'm not saying they don't. Everybody is employable,
but there are some hot ticket jobs that you want
to keep on your roster because you get the calls
on these jobs live audience known.
Speaker 1 (07:44):
Yeah, healthcare is always going to be hot. I don't care,
you know, I wouldn't tell you, but yeah. And the
reason for that is because our population is getting older, right,
the population baby boomers are retiring, they're getting older, and
so they're going to need that support services, uh to
help them get by. I mean just like you and
(08:04):
I who had older parents and we've helped them. You
know that that service. We can't do everything right, and
so we're going to So the support services in health
care is going to be huge. I think they say
there's a National Institute of Health said it best a
diverse nation calls for diverse health care, health care force.
(08:29):
That's why the portions of efforts and is dedicated and
in the healthcare secretum, meaning that you know, regardless of
skin color, where you come from, what have you, you know,
there's we're gonna need those services to help uh, you know,
as our population get older, you know, medical schools aren't
(08:50):
putting out physicians like they used to. Nursing is still tough.
A lot of our nursing nurses have got burned out
in healthcare, and so we are now looking at, you know,
a shortage in healthcare across the board.
Speaker 2 (09:05):
Let me there's here this because I was I was
interviewing the person about a year ago and I said,
growing up, I said, where did all these old people
come from? You know, because you know, you know what
I'm saying, King, we were growing up, we see all
these old people, you know, you know, we just they
just went away. And so now as we grow older
(09:27):
and we plan for retirement, we forget to plan for
our parents' lifestyle, right, So, and that starts eating the
way into the budget. And so when you talk about
that age group that we have to take care of,
that's what you're talking about, right.
Speaker 1 (09:43):
Absolutely, there's an.
Speaker 2 (09:44):
Age group that we didn't see thirty years ago that
now is living a life into eighties and nineties comfortably.
Like President Jimmy Carter just celebrated his one hundred birthday.
Speaker 1 (09:55):
Okay, yeah, absolutely, you know it was interesting. So a
lot of and I know this is a bit morbid,
but you know, I'm starting to understand. I realized that
as we get older and older, could be you know,
seventy five plus and have you right, you know, that's
when you start tapping into retirement and things of that nature.
(10:18):
But seventy five is sort of kind of that that
age where I think that there's that it's that benchmark
where we are old, right, right, So you know, and
and I look at it like this. You know, I
grew up in government housing, so my parents were extremely young.
They you know, they they grew up with four Yankee
(10:40):
boys in government housing growing up. I think my mom
she was seventeen when she had my brother. My dad
was eighteen. So we grew up with our parents. So
my parents are you know, unfortunately my mom passed, but
my dad is still you know, he's in his seventies.
Speaker 2 (10:55):
Yeah, right, eating barbecue.
Speaker 1 (11:00):
So so I think that honestly, you know, when when
we consider old, it's it's you know, I look at it,
and of course I'm thinking, okay, man, I'm like, well,
my parents used to be when with with you.
Speaker 2 (11:11):
Know, back in the day, but you don't look like
your parents. That's the whole key. That's the whole key.
I go, I mean my dad, now I was I
remember my dad at this age. He didn't look like
me at this age because we have a different sense
of consciousness, you know, and health care awareness, you know.
We you know, like like I got a blood pressure
machine now, you know, I check my blood pressure myself.
I'll have to go to the doc.
Speaker 3 (11:32):
You know.
Speaker 2 (11:32):
I got a bluetooth to my phone, so I know now.
But you know, when you talk about the healthcare, you
talk about your business that you're developing. One thing that
popped out to me was the word certified Black owned
Professional staff can company. Why is it important that you
in part of your bio, part of your resume, you're
saying that you're a certified Black owned professional staff firm.
Speaker 1 (11:54):
Well, so I'm gonna be I'm gonna be very transparent
with you. You know, when as a minority business is
they tell you that you got to get certified, You've
got to get certified because what typically happens is that
the companies want to capture that spin for for minority
owned businesses. I'll be honest with Unfortunately, I hate that
(12:20):
that sort of kind of tack line because I don't
think I need to be certified to compete, right. The
reason why we get certified is because it gives us
the license to hunt right businesses, you know, Fortune five
hundred company businesses. They want to make sure that you know,
we're capable or that we have the capacity to do
(12:43):
business with them. And I could see that because some
businesses that don't have that capacity, once they get the contract,
then you know, it's it's to some extent, it's very
easy to get the contract, but it's pretty hard to
execute on the contract. Right, you got to keep the business.
And so people are in trusting you know, minority owned
(13:04):
businesses to do the work and what have you. Unfortunately,
we have to be we have to get that stamp
of approval, you know, through all of these different organizations
like NMSDC or E Bank or the l g B
t Q certifications, and will have to say that hey,
we can do you know, we can we can't compete
(13:25):
and we can't do the work. My take is that
I don't mind being certified as the black owned businesses,
but I just don't want that to be my you know,
sort of kind of you know, when I walk into
the door, Hey, I'm minority own give me work that
ain't gonna happen, right, but but but it does give
you some kind of legitimacy and that capacity to say, hey,
(13:48):
if you give us this work, we can do the
work with without any hesitation or without any risk.
Speaker 2 (13:57):
Okay, here's the quick question I want to ask, because see,
I am a black certified or African American certified more
in the company with the Jordan Minorities Supplier Development Council,
which is a feeling of the National Minoriti Subblier Development Council.
And what people don't realize is that you know, they're
big companies out there. They're the white corporations that they
(14:17):
got all the business I cannot get in front of.
I can't get in front of them because they already
got their business. And so what some of these certifications
allow us to do at least allow these companies that
have these relationship with these powerful firms to listen to me,
listen to my story, hear my story, and I have
(14:39):
to make my story so compelling that it said, you
know some I'm glad you're sitting in front of me.
And it's it's called business relationship. And people don't understand it,
just like you. I don't want to be a minority
owned company. But if that's going to allow me to
have a conversation with a company that would not listen
to me because they already got the relationship with a
(14:59):
company because it's a fortune five hundred in my case
is marketing and branding, so in your case is staffing.
You know, they are super charged staffing agencies out there
that could crush you because they are so big. If
you the certification that a lot of people are really
under attack and talking about you know, doing us favors
and talking about that's not fair. What if I was white?
(15:21):
That's not fair to us because we're not saying that
we're asking for any favors. We're just trying to get
introduced in that environment. Am I wrong? In santos Kens.
Speaker 3 (15:31):
Please don't go anywhere. We'll be right back with more
money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass hosted by Rashaan McDonald. Money Making Conversations Masterclass
continues online at Moneymakingconversations dot com and follow money Making
(15:54):
Conversations Masterclass on Facebook, Twitter, and Instagram.
Speaker 1 (15:59):
No, you're not because I mean, you know, we we
want we want to shair at the table, right and
so I think that you know, being certified gives us
that that relationship. Now, these organizations like n M, s
c C, GMSDC, WE banking, some of these other organizations,
what they do is give us that entree, right otherwise
(16:20):
that we wouldn't have We wouldn't have U we wouldn't
have had. As you know, miss McDonald, you know, these
organizations are under attack right now, and so I I
am a bit concerned about, you know, the future of
minority businesses and where we're you know, and and where
are where are we going to be you know, putting
our stake in the ground. Uh, due to the fact
(16:42):
that these organizations, due to the fact these organizations are
under attack. But to your point, you know, they, you know,
these certifying bodies definitely gives us that that seat at
the table. Otherwise that we wouldn't have gotten. And so
I do agree with you on that. I mean, I
believe in the certification process. I endorse it. I tell
(17:05):
you know, businesses that I mentor Hey, first thing you
need to do is go get certified, because if you're
trying to knock on the door of a you know
of an IBM or in the video or what have
you first to say, are you certified? Right?
Speaker 2 (17:19):
Exactly right?
Speaker 1 (17:20):
You know, unfortunately fortunately or unfortunately right. But but but
these organizations definitely because you know, one of the things
that they do allow us to do is we get
the names of their supplied diversity managers and their staff
and what have you. And these supplied diversities individuals are
advocates for what we do as business minority business owners. So,
(17:42):
you know, so we get those names they interest introduce
us to you know, their their clients that they support
within their organizations, and hopefully, you know, it lands into opportunities,
you know, for for for minority business owners.
Speaker 2 (17:56):
I'm telling the Candies the founding president of the Roster
Group of nationally recognized, certified black owned professional staffing firm.
They provide the verse top talent for both the public
and private sectors executive search as well as in the
healthcare staffing area. Well, the thing I wanted to bring
up before we move on for this is that these
organizations they do like business matchmaking. They'll put us in
(18:19):
the position we have to upload all our information to
the portal and then we can sit down and talk
to companies we may not. I might talk to American Express,
I might talk to Chase, I might talk to Cole
Coming I would never talk to And the reason the
power of certification helps us is that we've been vetted.
Just like Ken said, we've been vetted. They want to
know how many years you've been in business. They even
(18:41):
ask you to upload your tax returns. So it is
really a vetted situation. So when you sit down, it
also tells you a lot about your business, how serious
you are about your business, how serious you are all
about your planning process. And that's why I just really
wanted to when I saw an opportunity to bring Ken
on the show, I wanted to tap into his background
(19:02):
as an executive search person, his background as a person
who is providing staffing nationally now not just locally, but
naturally at the Roster Group. But again, the bottom line,
why did you start this company?
Speaker 1 (19:16):
So I started Royster honestly, I mean, and it was
it was it was unfortunate. I'll be honest with you.
You know, my background was in pharmaceutical sales. I worked
for pharmaceuticals as a sales guy for four years and
then I was six years and then I was in
HR for four and then I went to work for
a executive search firm called Corn Fiery, and you know,
(19:38):
of course we recruited you know, C level people, what
have you. What happened was the tech bubble bursts. Right
when that tech bubble burds it, basically the phone stopped ringing. Right.
One of the things that I was I noticed when
I was in executive search working for you know this
(20:00):
this firm, was when I didn't see enough diversity on
the senior level executive searches that we worked on. So,
for an example, we were working on a senior VP
of sales and there were no women and no people
of color for probably I want to say at that
(20:23):
time that total comp was probably about close to two million,
and they and I just didn't see any any people
of color. And so what happened to me and every
search that I worked on, I made it a point
that I was going to have a woman or a
person of color on each search that I did with
(20:44):
that Corn and Corn and I'll be honest, they're not discriminatory.
It's just that, you know, it's very tough trying to
find you know these uh sometimes trying to find these
executive search professionals. So when the tech bubble bursts, I said,
you know what, let me take a packet and then
let me start my own firm and let me start
concentrating in diversity search. And that's how I got my
(21:08):
impetus just this uh into executive search and staffing. And
and it was due to the economy.
Speaker 2 (21:14):
Right, which is always how do you shift? How do
you shift in bad times? And that's what you were saying, right, Yeah,
you didn't throw up your hands.
Speaker 1 (21:23):
Yeah, I just knew I had that that determination, that
grit to say, you know what, I can do this,
and you know, and currently right now, I was, you know,
a Small business Person of the Year last year for
the state of Georgia. I've won several awards, you know,
Roycester now is we're twenty plus million dollar firm. We
(21:43):
do a lot of work on the federal side as well,
and so I've learned a lot. You know, I've had
some bruises, don't get me wrong, but for the most part.
Speaker 2 (21:52):
You're Birmingham, Alabama.
Speaker 1 (21:54):
Boy, you know, I'm birminghamy.
Speaker 2 (21:57):
You know, I am come on in, you know, so
like you said, you know, you started a company. What
was that business model? You know, what was that business model?
When you're sitting down, I want I want my listeners
and my viewers to understand that. You know, whenever you
sit down with an idea, there has to be a
(22:21):
business structure to go along with it. Like you said,
I wanted to make sure I had this type of
these type of people around me. A mistake I made,
you know that I didn't have the right people. You know,
I hired my friends instead of applying for the right
people to do the job I wanted to do. I
thought they could just learn it. To talk about that
business model.
Speaker 1 (22:39):
You know my business model, I will tell you that
it was bootstrap and and you know it was a
desk in my basement and a phone and you know,
and trying to put names and numbers into the database.
Speaker 2 (22:54):
Right.
Speaker 1 (22:55):
One of the things that that model that I start
learning early on us. If I would have done it
completely different, I would have found a mentor, right, Because
I would have it would have prevented me from those
those bruises you know that you go through. I mean,
you know, starting as a business owners, you don't know
(23:17):
the type of you know, insurances that you're going to need,
you don't know, you know, the type of technology you're
going to need, the registrations and things of that nature.
A mentor will give you that information for free, right
you know. I utilize SBA a lot, I mean going
(23:41):
through I mean I took their you know, different capacity
building classes and things of that nature. And so it
helped me to understand how to set up that model
and not you know, and not make mistakes. I mean,
don't get me wrong, I made a ton of mistakes,
but that model from s B A and SCORE and
(24:02):
some some people that I brought in that I trusted
helped me kind of get over those hurdles. And so,
but having those people around you, and sometimes you don't
have to pay them. Sometimes they just give it to
you for free and and and there's nothing wrong for
asking for information, right But but relationship, absolutely, it's all
(24:24):
about relationship. And so if if you were thinking about
going out on business on your own, just think about
having somebody that you can call and trust. I'm a
part of all these different CEO groups like EO UH,
pure groups and things of that nature. Those are the people,
those are the types of organizations that I would join.
Speaker 2 (24:45):
Now here's a as we close out, you know, I'm
talking to Can the Roster group. He's a he's a
boy from the south Birmingham. You can't get the move
south in Birmingham. That's Ricky Smiley country. You know that
they about it is that when we look at mistakes
or eras and resumes and presentations. You've seen it all
(25:08):
that you said, and you founded this company. You know,
over two decades you've been out there doing it as
an executive, doing the executive search process. Let's start there
some of the mistakes that people should avoid, you know.
Speaker 1 (25:21):
So you know, the recruiters look at resumes extremely quick, right,
I mean I can look at a resume or a
CD like in i'd say five seconds and know that
this person is not going to be a fit. You know.
One of the things that I think that a lot
(25:41):
of candidates typically don't do is really put a whole
lot of meat within their resume really kind of justify
their existence for that position. Right, and so if candidates
could put more meat on their resumes, now things are different, right,
I Mean you've got all of these different platforms now
that you can upload your resume. They shredded. We go
(26:03):
in and they take a look and download and things
of that nature. But a lot of people don't know
that when when they're shredding that resume for us to
take a look at, they're looking at key words, you know,
specifically for the position that you're applying for. So if
you're applying for a position that you think that you
would be a fit for, read that job description, right,
(26:25):
Read the job description. Make sure that you got those
key phrases, those keywords in there, so that you know,
if we're saying, if we pull down you know, like
five candidates or six candidates, ten candidates, whatever the number is,
your resume would be part of that batch, right, and
so put the effort, put the time into writing your
(26:46):
your resume and your CV.
Speaker 2 (26:48):
So basically saying resume is an SEO driven to okay, keywords.
Speaker 1 (26:54):
D you know, and it's unfortunate, right, I mean you
know you know well I would.
Speaker 2 (26:59):
Say it's unfortunate. While you're on the show, listen to
the money made conversations Massa. You get hints on how
to win you know, you know you in.
Speaker 1 (27:06):
The resume to rights that you knew, and sure enough
they passing on in an interview these days, it ain't.
It doesn't happen that way. You got to you got
to put it into the database.
Speaker 2 (27:16):
I'm not saying my sister in law looking for a job.
She beat me up, not talking about it. I'm not
looking for a job. But how does she avoid making
mistakes if she came to your company and put the
wrong things and saying what some hints, some clues.
Speaker 1 (27:33):
So you know, recruiters, you know, executive search and recruiters
take your call, right, I mean, don't get me wrong.
They're not going to call you back like you know,
like over in twenty you know, ten hours or twenty four,
what have you. But they will return your call if
you if you are you know, if they're a viable candidate, right,
And so call a recruiter and say, hey, listen, I'm
(27:53):
thinking of I'm looking at this particular opportunity. You know,
here here my skill sets. How do I apply for
and how and what are you looking for? And how
I upload this resume so that you know you can
pull it or your client and take a look at it.
So you know, call the call the recruiter if you know,
if you have a entree into the company that you're
(28:14):
interested in applying for, you know, send the resume directly
to that hiring manager or to that HR, that HR department,
right and also upload the resume. So do you know,
do a double duty, I mean wrong with that.
Speaker 2 (28:29):
Get your hustle.
Speaker 1 (28:30):
Yeah, the more you can put it, the more you
can put your resume out there to those people that
you're organizations that you're targeting, the better.
Speaker 2 (28:39):
Awesome, I tell you them again, this is awesome. Now, well,
this is enjoyable. Now I want to invite you to
some other platform. But again, thank you for coming on
Money Making Conversation master Class. You've educated me, educated my
audience and gives what he hiring hiring the brother's hiring
black certified hiring. Okay, you can for coming on Money
(29:01):
Making Conversations Masterclass.
Speaker 1 (29:02):
All right, Miss mcdild you take care, sir, take care.
Speaker 2 (29:04):
Appreciation.
Speaker 1 (29:05):
All right.
Speaker 2 (29:06):
This has been another edition of Money Making Conversation Masterclass
hosted by me Rushaun McDonald. Thank you to our guests
on the show today and thank you for listening to
the audience. Now, if you want to listen to any
episode I want to be a guest on the show,
visit Moneymakingconversations dot com. Our social media handle is Money
Making Conversation. Join us next week and remember to always
(29:27):
leave with your gifts. Keep winning
Hi.
Speaker 2 (00:00):
I am Raean McDonald host the weekly Money Making Conversation
Masterclass show. The interviews and information that this show provides
off for everyone. It's time to stop reading other people's
success stories and start living your own. I'm here to
help you reach your American dream. Let's keep listening. My
guest today is the founder and president of the Roster Group,
a nationally recognized, certified black owned professional staffing firm. They
(00:23):
provide the verse top talent for both the public and
private sector. Please welcome the Money Making Conversation Masterclass. Ken Tumpton.
How are you doing, sir?
Speaker 1 (00:32):
How you doing, Miss McDonald? How's it going really greatly?
Speaker 2 (00:35):
Good? Now? Founder and president of the Roster Group, Please
give us some background on that company.
Speaker 1 (00:40):
Yeah, the Roster Group actually started back in two thousand
and one. We're an executive search and professional staffing company.
We've been in business since two thousand and one. The
company actually recruits senior love executives. In addition to working
in staff, we recruit physicians, nervous ancillary staff in the
(01:05):
healthcare space within the federal government as well. And then
we also have commercial you know, business as well. So
we're we're basically a company that specialized in various different things.
On the executive search side where boutique executive search. And
then on the staffing side we do the staffing in
(01:28):
the healthcare space as well.
Speaker 2 (01:30):
Now nationally correct, nationally correct when you said the word recruit. Now,
how does an individual who has a resume or job
skills set that you are looking for get in touch
with you?
Speaker 1 (01:43):
Yeah, so various different ways. I mean, you know, of
course website, you can always go to our website and
upload your resume and we'll put that information into our database.
One of the things with Royster is that you know,
we're we're not a your typical staffing companies, So it's
not like you can walk in off the street and
(02:03):
and and basically kind of we'll put you in the
database and what have you. A lot of the positions
that we uh work on are more so seasoned positions.
And what I mean by that is is that the
positions are you know, you know, so for an example,
if you're a physician, you know you've got to have
you know, you've got to be certified in different clinical
(02:24):
skill sets and things of that nature. And then on
the executive search side, you know a lot of our
clients look for seasoned professionals, so you know, roughly about
seven to eight, maybe ten years out and what have you. So,
but you know, Royster, we partner with a lot of
different other you know companies, diverse companies at that, whether
(02:46):
they be minority owned or you know, woman own or
what have you. And we're constantly you know, sharing you know, profiles,
resumes with those individuals that I think would be a
good fit for other companies and uh, positions that other
companies are working on.
Speaker 2 (03:03):
So let me get just straight. We're watching you in
an executive search and do your staff and healthcare correct?
Speaker 1 (03:08):
Correct?
Speaker 2 (03:09):
Cool? Now let's look at the executive search part of it.
Speaker 1 (03:12):
Yeah.
Speaker 2 (03:12):
Now, when you say executive, we talk about C C suite.
Speaker 1 (03:15):
Yeah, So we work at the C suite all the
way down to the director level. So so for an example,
you know companies we we've worked with, you know, home Depot,
We've worked with Burke Pharmaceuticals, we work with Pvisor and
some of the other you know, different companies that that
are out there. And these positions basically are more more
(03:40):
so at the VP you know, director VP or C
level type positions, so you know, more more more season,
Like I mentioned to you more you know, more season,
more experience. They manage a portfolio of individuals, whether it
be one hundred to a thousand individuals up to you know,
(04:04):
like I said, that particular skill set with the management
of people, but then also a portfolio, whether it be
you know, a ten million dollar portfolio all the way
up to fifty million dollar for So let.
Speaker 2 (04:16):
Me ask you this can at the Roster group, okay,
because I'm a stand on the executive right now, because
now I'm going to get to the staff and in
the healthcare. Yeah, I'm an individual. How do I find
your company and how do I feel the company has
the value of the potential to create placing it for
me in that suite because you said all the way
up to director, all the way up to the VP level, right.
Speaker 1 (04:37):
Yeah, So let me explain So executive search, and I
think a lot of individuals sort of don't understand how
executives work. We are what they call a retain executive
search firm. So we work for the client. Right, So
the client will come to us and say, hey, can
or Royster, we want you to find us a VP
(04:58):
of HR. We we put everything together, whether it be a
pipeline of candidates that we've worked with in the past,
or we will you know, kind of put a marketing
campaign together to go out and find that VP of HR,
you know, for for the particular client. There is another
side of search. It's called contingency, right. Contingency search is
(05:22):
where a company will work with a client they will
only get paid once they make a placement. Right, so
there's no skin in the game with the client being
in contingency. Now, you know, contingency is great work and
great business. However, Royster, we work strategically with our clients
(05:45):
because they give you know, the fees are paid upfront
to some extent. So we build you know, in certain
categories like a third, thirty and a third, and they
pay us, you know, based on the types of candidates
that we provide.
Speaker 2 (06:00):
Okay, cool, now that's great. Now let's slide over to
the staff in the healthcare where I'm sure a lot
of my call is not saying we don't have a
lot of the people who listening to my show wouldn't
fall under the executive level. But like my sister in law,
she's a nurse and so been in that healthcare field
and have a number of friends who in that healthcare
field talk about how does one find out about Russia
(06:23):
other than the website that like, she's based in Houston,
Texas and you are national staffing from how could she
take advantage of what the services that your company offer.
Speaker 1 (06:35):
Yeah, so we we advertise constantly the company basically, like
I said, you know, one particular aspect of it, we're
have a you know, our website basically advertised all the
positions that were all the positions okay, yeah, all the
positions that we're recruiting for Royce. We participated in a
lot of different conferences, you know, so at different conferences
(06:58):
and things of that nature, whether it be antesthesiology conference
all the way down to occupational health conference or what
have you. So we're ten all of these different conferences.
And then also it's word of mouth. You know, we've
i would say since ye know, we've been in healthcare
for about fifteen plus years, and so we have a
lot of friends of the firm and basically we get
(07:21):
a lot of referrals just from people that you know,
that we've worked with in the past.
Speaker 2 (07:25):
Now that makes you the kaim What are some of
the hot jobs you know, if they're all popular jobs.
You know that everybody's trying to get or somebody's trying
to hire. And I'm not saying they don't. Everybody is employable,
but there are some hot ticket jobs that you want
to keep on your roster because you get the calls
on these jobs live audience known.
Speaker 1 (07:44):
Yeah, healthcare is always going to be hot. I don't care,
you know, I wouldn't tell you, but yeah. And the
reason for that is because our population is getting older, right,
the population baby boomers are retiring, they're getting older, and
so they're going to need that support services, uh to
help them get by. I mean just like you and
(08:04):
I who had older parents and we've helped them. You
know that that service. We can't do everything right, and
so we're going to So the support services in health
care is going to be huge. I think they say
there's a National Institute of Health said it best a
diverse nation calls for diverse health care, health care force.
(08:29):
That's why the portions of efforts and is dedicated and
in the healthcare secretum, meaning that you know, regardless of
skin color, where you come from, what have you, you know,
there's we're gonna need those services to help uh, you know,
as our population get older, you know, medical schools aren't
(08:50):
putting out physicians like they used to. Nursing is still tough.
A lot of our nursing nurses have got burned out
in healthcare, and so we are now looking at, you know,
a shortage in healthcare across the board.
Speaker 2 (09:05):
Let me there's here this because I was I was
interviewing the person about a year ago and I said,
growing up, I said, where did all these old people
come from? You know, because you know, you know what
I'm saying, King, we were growing up, we see all
these old people, you know, you know, we just they
just went away. And so now as we grow older
(09:27):
and we plan for retirement, we forget to plan for
our parents' lifestyle, right, So, and that starts eating the
way into the budget. And so when you talk about
that age group that we have to take care of,
that's what you're talking about, right.
Speaker 1 (09:43):
Absolutely, there's an.
Speaker 2 (09:44):
Age group that we didn't see thirty years ago that
now is living a life into eighties and nineties comfortably.
Like President Jimmy Carter just celebrated his one hundred birthday.
Speaker 1 (09:55):
Okay, yeah, absolutely, you know it was interesting. So a
lot of and I know this is a bit morbid,
but you know, I'm starting to understand. I realized that
as we get older and older, could be you know,
seventy five plus and have you right, you know, that's
when you start tapping into retirement and things of that nature.
(10:18):
But seventy five is sort of kind of that that
age where I think that there's that it's that benchmark
where we are old, right, right, So you know, and
and I look at it like this. You know, I
grew up in government housing, so my parents were extremely young.
They you know, they they grew up with four Yankee
(10:40):
boys in government housing growing up. I think my mom
she was seventeen when she had my brother. My dad
was eighteen. So we grew up with our parents. So
my parents are you know, unfortunately my mom passed, but
my dad is still you know, he's in his seventies.
Speaker 2 (10:55):
Yeah, right, eating barbecue.
Speaker 1 (11:00):
So so I think that honestly, you know, when when
we consider old, it's it's you know, I look at it,
and of course I'm thinking, okay, man, I'm like, well,
my parents used to be when with with you.
Speaker 2 (11:11):
Know, back in the day, but you don't look like
your parents. That's the whole key. That's the whole key.
I go, I mean my dad, now I was I
remember my dad at this age. He didn't look like
me at this age because we have a different sense
of consciousness, you know, and health care awareness, you know.
We you know, like like I got a blood pressure
machine now, you know, I check my blood pressure myself.
I'll have to go to the doc.
Speaker 3 (11:32):
You know.
Speaker 2 (11:32):
I got a bluetooth to my phone, so I know now.
But you know, when you talk about the healthcare, you
talk about your business that you're developing. One thing that
popped out to me was the word certified Black owned
Professional staff can company. Why is it important that you
in part of your bio, part of your resume, you're
saying that you're a certified Black owned professional staff firm.
Speaker 1 (11:54):
Well, so I'm gonna be I'm gonna be very transparent
with you. You know, when as a minority business is
they tell you that you got to get certified, You've
got to get certified because what typically happens is that
the companies want to capture that spin for for minority
owned businesses. I'll be honest with Unfortunately, I hate that
(12:20):
that sort of kind of tack line because I don't
think I need to be certified to compete, right. The
reason why we get certified is because it gives us
the license to hunt right businesses, you know, Fortune five
hundred company businesses. They want to make sure that you know,
we're capable or that we have the capacity to do
(12:43):
business with them. And I could see that because some
businesses that don't have that capacity, once they get the contract,
then you know, it's it's to some extent, it's very
easy to get the contract, but it's pretty hard to
execute on the contract. Right, you got to keep the business.
And so people are in trusting you know, minority owned
(13:04):
businesses to do the work and what have you. Unfortunately,
we have to be we have to get that stamp
of approval, you know, through all of these different organizations
like NMSDC or E Bank or the l g B
t Q certifications, and will have to say that hey,
we can do you know, we can we can't compete
(13:25):
and we can't do the work. My take is that
I don't mind being certified as the black owned businesses,
but I just don't want that to be my you know,
sort of kind of you know, when I walk into
the door, Hey, I'm minority own give me work that
ain't gonna happen, right, but but but it does give
you some kind of legitimacy and that capacity to say, hey,
(13:48):
if you give us this work, we can do the
work with without any hesitation or without any risk.
Speaker 2 (13:57):
Okay, here's the quick question I want to ask, because see,
I am a black certified or African American certified more
in the company with the Jordan Minorities Supplier Development Council,
which is a feeling of the National Minoriti Subblier Development Council.
And what people don't realize is that you know, they're
big companies out there. They're the white corporations that they
(14:17):
got all the business I cannot get in front of.
I can't get in front of them because they already
got their business. And so what some of these certifications
allow us to do at least allow these companies that
have these relationship with these powerful firms to listen to me,
listen to my story, hear my story, and I have
(14:39):
to make my story so compelling that it said, you
know some I'm glad you're sitting in front of me.
And it's it's called business relationship. And people don't understand it,
just like you. I don't want to be a minority
owned company. But if that's going to allow me to
have a conversation with a company that would not listen
to me because they already got the relationship with a
(14:59):
company because it's a fortune five hundred in my case
is marketing and branding, so in your case is staffing.
You know, they are super charged staffing agencies out there
that could crush you because they are so big. If
you the certification that a lot of people are really
under attack and talking about you know, doing us favors
and talking about that's not fair. What if I was white?
(15:21):
That's not fair to us because we're not saying that
we're asking for any favors. We're just trying to get
introduced in that environment. Am I wrong? In santos Kens.
Speaker 3 (15:31):
Please don't go anywhere. We'll be right back with more
money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass hosted by Rashaan McDonald. Money Making Conversations Masterclass
continues online at Moneymakingconversations dot com and follow money Making
(15:54):
Conversations Masterclass on Facebook, Twitter, and Instagram.
Speaker 1 (15:59):
No, you're not because I mean, you know, we we
want we want to shair at the table, right and
so I think that you know, being certified gives us
that that relationship. Now, these organizations like n M, s
c C, GMSDC, WE banking, some of these other organizations,
what they do is give us that entree, right otherwise
(16:20):
that we wouldn't have We wouldn't have U we wouldn't
have had. As you know, miss McDonald, you know, these
organizations are under attack right now, and so I I
am a bit concerned about, you know, the future of
minority businesses and where we're you know, and and where
are where are we going to be you know, putting
our stake in the ground. Uh, due to the fact
(16:42):
that these organizations, due to the fact these organizations are
under attack. But to your point, you know, they, you know,
these certifying bodies definitely gives us that that seat at
the table. Otherwise that we wouldn't have gotten. And so
I do agree with you on that. I mean, I
believe in the certification process. I endorse it. I tell
(17:05):
you know, businesses that I mentor Hey, first thing you
need to do is go get certified, because if you're
trying to knock on the door of a you know
of an IBM or in the video or what have
you first to say, are you certified? Right?
Speaker 2 (17:19):
Exactly right?
Speaker 1 (17:20):
You know, unfortunately fortunately or unfortunately right. But but but
these organizations definitely because you know, one of the things
that they do allow us to do is we get
the names of their supplied diversity managers and their staff
and what have you. And these supplied diversities individuals are
advocates for what we do as business minority business owners. So,
(17:42):
you know, so we get those names they interest introduce
us to you know, their their clients that they support
within their organizations, and hopefully, you know, it lands into opportunities,
you know, for for for minority business owners.
Speaker 2 (17:56):
I'm telling the Candies the founding president of the Roster
Group of nationally recognized, certified black owned professional staffing firm.
They provide the verse top talent for both the public
and private sectors executive search as well as in the
healthcare staffing area. Well, the thing I wanted to bring
up before we move on for this is that these
organizations they do like business matchmaking. They'll put us in
(18:19):
the position we have to upload all our information to
the portal and then we can sit down and talk
to companies we may not. I might talk to American Express,
I might talk to Chase, I might talk to Cole
Coming I would never talk to And the reason the
power of certification helps us is that we've been vetted.
Just like Ken said, we've been vetted. They want to
know how many years you've been in business. They even
(18:41):
ask you to upload your tax returns. So it is
really a vetted situation. So when you sit down, it
also tells you a lot about your business, how serious
you are about your business, how serious you are all
about your planning process. And that's why I just really
wanted to when I saw an opportunity to bring Ken
on the show, I wanted to tap into his background
(19:02):
as an executive search person, his background as a person
who is providing staffing nationally now not just locally, but
naturally at the Roster Group. But again, the bottom line,
why did you start this company?
Speaker 1 (19:16):
So I started Royster honestly, I mean, and it was
it was it was unfortunate. I'll be honest with you.
You know, my background was in pharmaceutical sales. I worked
for pharmaceuticals as a sales guy for four years and
then I was six years and then I was in
HR for four and then I went to work for
a executive search firm called Corn Fiery, and you know,
(19:38):
of course we recruited you know, C level people, what
have you. What happened was the tech bubble bursts. Right
when that tech bubble burds it, basically the phone stopped ringing. Right.
One of the things that I was I noticed when
I was in executive search working for you know this
(20:00):
this firm, was when I didn't see enough diversity on
the senior level executive searches that we worked on. So,
for an example, we were working on a senior VP
of sales and there were no women and no people
of color for probably I want to say at that
(20:23):
time that total comp was probably about close to two million,
and they and I just didn't see any any people
of color. And so what happened to me and every
search that I worked on, I made it a point
that I was going to have a woman or a
person of color on each search that I did with
(20:44):
that Corn and Corn and I'll be honest, they're not discriminatory.
It's just that, you know, it's very tough trying to
find you know these uh sometimes trying to find these
executive search professionals. So when the tech bubble bursts, I said,
you know what, let me take a packet and then
let me start my own firm and let me start
concentrating in diversity search. And that's how I got my
(21:08):
impetus just this uh into executive search and staffing. And
and it was due to the economy.
Speaker 2 (21:14):
Right, which is always how do you shift? How do
you shift in bad times? And that's what you were saying, right, Yeah,
you didn't throw up your hands.
Speaker 1 (21:23):
Yeah, I just knew I had that that determination, that
grit to say, you know what, I can do this,
and you know, and currently right now, I was, you know,
a Small business Person of the Year last year for
the state of Georgia. I've won several awards, you know,
Roycester now is we're twenty plus million dollar firm. We
(21:43):
do a lot of work on the federal side as well,
and so I've learned a lot. You know, I've had
some bruises, don't get me wrong, but for the most part.
Speaker 2 (21:52):
You're Birmingham, Alabama.
Speaker 1 (21:54):
Boy, you know, I'm birminghamy.
Speaker 2 (21:57):
You know, I am come on in, you know, so
like you said, you know, you started a company. What
was that business model? You know, what was that business model?
When you're sitting down, I want I want my listeners
and my viewers to understand that. You know, whenever you
sit down with an idea, there has to be a
(22:21):
business structure to go along with it. Like you said,
I wanted to make sure I had this type of
these type of people around me. A mistake I made,
you know that I didn't have the right people. You know,
I hired my friends instead of applying for the right
people to do the job I wanted to do. I
thought they could just learn it. To talk about that
business model.
Speaker 1 (22:39):
You know my business model, I will tell you that
it was bootstrap and and you know it was a
desk in my basement and a phone and you know,
and trying to put names and numbers into the database.
Speaker 2 (22:54):
Right.
Speaker 1 (22:55):
One of the things that that model that I start
learning early on us. If I would have done it
completely different, I would have found a mentor, right, Because
I would have it would have prevented me from those
those bruises you know that you go through. I mean,
you know, starting as a business owners, you don't know
(23:17):
the type of you know, insurances that you're going to need,
you don't know, you know, the type of technology you're
going to need, the registrations and things of that nature.
A mentor will give you that information for free, right
you know. I utilize SBA a lot, I mean going
(23:41):
through I mean I took their you know, different capacity
building classes and things of that nature. And so it
helped me to understand how to set up that model
and not you know, and not make mistakes. I mean,
don't get me wrong, I made a ton of mistakes,
but that model from s B A and SCORE and
(24:02):
some some people that I brought in that I trusted
helped me kind of get over those hurdles. And so,
but having those people around you, and sometimes you don't
have to pay them. Sometimes they just give it to
you for free and and and there's nothing wrong for
asking for information, right But but relationship, absolutely, it's all
(24:24):
about relationship. And so if if you were thinking about
going out on business on your own, just think about
having somebody that you can call and trust. I'm a
part of all these different CEO groups like EO UH,
pure groups and things of that nature. Those are the people,
those are the types of organizations that I would join.
Speaker 2 (24:45):
Now here's a as we close out, you know, I'm
talking to Can the Roster group. He's a he's a
boy from the south Birmingham. You can't get the move
south in Birmingham. That's Ricky Smiley country. You know that
they about it is that when we look at mistakes
or eras and resumes and presentations. You've seen it all
(25:08):
that you said, and you founded this company. You know,
over two decades you've been out there doing it as
an executive, doing the executive search process. Let's start there
some of the mistakes that people should avoid, you know.
Speaker 1 (25:21):
So you know, the recruiters look at resumes extremely quick, right,
I mean I can look at a resume or a
CD like in i'd say five seconds and know that
this person is not going to be a fit. You know.
One of the things that I think that a lot
(25:41):
of candidates typically don't do is really put a whole
lot of meat within their resume really kind of justify
their existence for that position. Right, and so if candidates
could put more meat on their resumes, now things are different, right,
I Mean you've got all of these different platforms now
that you can upload your resume. They shredded. We go
(26:03):
in and they take a look and download and things
of that nature. But a lot of people don't know
that when when they're shredding that resume for us to
take a look at, they're looking at key words, you know,
specifically for the position that you're applying for. So if
you're applying for a position that you think that you
would be a fit for, read that job description, right,
(26:25):
Read the job description. Make sure that you got those
key phrases, those keywords in there, so that you know,
if we're saying, if we pull down you know, like
five candidates or six candidates, ten candidates, whatever the number is,
your resume would be part of that batch, right, and
so put the effort, put the time into writing your
(26:46):
your resume and your CV.
Speaker 2 (26:48):
So basically saying resume is an SEO driven to okay, keywords.
Speaker 1 (26:54):
D you know, and it's unfortunate, right, I mean you
know you know well I would.
Speaker 2 (26:59):
Say it's unfortunate. While you're on the show, listen to
the money made conversations Massa. You get hints on how
to win you know, you know you in.
Speaker 1 (27:06):
The resume to rights that you knew, and sure enough
they passing on in an interview these days, it ain't.
It doesn't happen that way. You got to you got
to put it into the database.
Speaker 2 (27:16):
I'm not saying my sister in law looking for a job.
She beat me up, not talking about it. I'm not
looking for a job. But how does she avoid making
mistakes if she came to your company and put the
wrong things and saying what some hints, some clues.
Speaker 1 (27:33):
So you know, recruiters, you know, executive search and recruiters
take your call, right, I mean, don't get me wrong.
They're not going to call you back like you know,
like over in twenty you know, ten hours or twenty four,
what have you. But they will return your call if
you if you are you know, if they're a viable candidate, right,
And so call a recruiter and say, hey, listen, I'm
(27:53):
thinking of I'm looking at this particular opportunity. You know,
here here my skill sets. How do I apply for
and how and what are you looking for? And how
I upload this resume so that you know you can
pull it or your client and take a look at it.
So you know, call the call the recruiter if you know,
if you have a entree into the company that you're
(28:14):
interested in applying for, you know, send the resume directly
to that hiring manager or to that HR, that HR department,
right and also upload the resume. So do you know,
do a double duty, I mean wrong with that.
Speaker 2 (28:29):
Get your hustle.
Speaker 1 (28:30):
Yeah, the more you can put it, the more you
can put your resume out there to those people that
you're organizations that you're targeting, the better.
Speaker 2 (28:39):
Awesome, I tell you them again, this is awesome. Now, well,
this is enjoyable. Now I want to invite you to
some other platform. But again, thank you for coming on
Money Making Conversation master Class. You've educated me, educated my
audience and gives what he hiring hiring the brother's hiring
black certified hiring. Okay, you can for coming on Money
(29:01):
Making Conversations Masterclass.
Speaker 1 (29:02):
All right, Miss mcdild you take care, sir, take care.
Speaker 2 (29:04):
Appreciation.
Speaker 1 (29:05):
All right.
Speaker 2 (29:06):
This has been another edition of Money Making Conversation Masterclass
hosted by me Rushaun McDonald. Thank you to our guests
on the show today and thank you for listening to
the audience. Now, if you want to listen to any
episode I want to be a guest on the show,
visit Moneymakingconversations dot com. Our social media handle is Money
Making Conversation. Join us next week and remember to always
(29:27):
leave with your gifts. Keep winning
Host
Rushion McDonald
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