Daniel Ryan - Vendito Consulting | Confessions of a Recruiter #107

Daniel Ryan's remarkable journey from a management career to a thriving role in recruitment is nothing short of inspiring. As the former General Manager of a national flooring company and a key player at Winning Appliances, Daniel's career shift was met with skepticism, yet his determination led him to build a business generating nearly $750,000 in just eight months. Join us as Daniel recounts how innovative customer engagement strategies, like cooking classes, fueled his success in recruitment and highlights the significance of mindset and meaningful interactions over mere call volume.

Discover the challenges and triumphs Daniel faced as he transitioned from a stable salaried position to the unpredictability of a commission-only role. Despite initial doubts from those around him, including a recruiter who questioned his readiness, Daniel's self-belief and networking skills set him apart. Supported by his colleague Amy and bolstered by abundant resources from a recruitment firm, Daniel ambitiously outperformed seasoned professionals. Listen as we explore his daily routines, strategic use of CRM systems, and insights into fostering genuine business relationships.

The episode also uncovers the transformative power of recruitment, emphasizing the profound impact recruiters have on businesses and individuals. Daniel shares personal stories, including a memorable experience with a L'Oreal candidate, underscoring the importance of aligning candidates with roles they love. With a focus on community, collaboration, and the joy of mentoring, Daniel's narrative is a testament to building success through loyalty, gratitude, and making meaningful connections. Tune in to be inspired by a journey of personal growth, professional triumphs, and the pursuit of genuine fulfillment.

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Episode Transcript

Speaker 1 (00:00):
Hey everybody.
I'm Daniel Ryan from VenditoConsulting.
I'm on the podcast todaytalking about my journey
changing into a new industry inrecruitment in the last year.
I hope you enjoy.

Speaker 2 (00:16):
Before we get into it , let's give people a little bit
of a background on what you do,where you've come from.
I'm gonna give the high levelbrief overview and then we'll
start filling in the gaps.
That's cool.
So at the moment you're acommission only recruiter, which
not many recruiters arecommission only these days.
It's a tough, tough gig to be acomm only recruiter.

Speaker 1 (00:38):
You've been in the industry for eight months Eight,
yeah, eight months, nine months, yeah.

Speaker 2 (00:43):
Nine months.
What have you built in yourfirst, with no recruitment
experience?
What have you built in yourfirst eight months, jeez?

Speaker 1 (00:52):
a million dollar question right, Not quite.
So I've built about 750, justunder 750.

Speaker 2 (01:01):
Okay, so you've built 750.
It's your first eight months inrecruitment.
Insane numbers, and we'll getto that in a moment.
Before you got into recruitment, though, and you decided to
completely change career paths,what exactly were you doing?

Speaker 1 (01:16):
Look, I've done quite a few things over the career of
my life, so I've you know themost recent, I was a GM for a
national business and you know Imanaged teams all around the
country, from Adelaide to Sydneyto Melbourne to Brizzy, and
I've managed teams.
I've managed businesses for thelast I don't know maybe 10

(01:37):
years, from sales management toCEO to GM, and you know I had
teams doing what I do today,right, so I had people in the
business that were very good atwhat they did and and I was
basically managing them, and soit was a flooring company.

(02:00):
Maybe we should, I think this.
That was that was bad.
What would you like me to kindof in this particular part?
What would you like me to thewhole journey?

Speaker 2 (02:11):
or yeah, yeah, just speak from the heart.
My man yeah, yeah, it's allgood.
Yeah, so you were starting at a.
Sorry, you were in a flooringcompany before this as a gym.

Speaker 1 (02:19):
Yeah, so I was a gym and a flooring company.
I looked after quite a big teamall around the country and then
, previously to that, probablythe biggest stint that I had was
working at Winning Appliances,which a lot of people know.
It was a great experience.
We did quite a lot of greatthings at Winning Appliances,
had a pretty big team, prettybig team.

(02:46):
You know, I did, I did a fewthings at winning appliances,
but mainly looking after theflagship showroom in Dank Street
in Sydney.
You know we had chefs, we hadfront of house, we had a huge
team, over 20 salespeople.
So it was a big business greatbusiness.

Speaker 3 (02:58):
What do you mean?

Speaker 1 (02:58):
chefs we had.
We had chefs.
So we it was quite unique,right.
So if you think about goinginto a shop today, right, what
we found was a lot of peoplewere waiting, right, and what do
you do when people wait?
We look after them, we givethem service.
And you know we had some greatchefs in the business and they

(03:20):
were doing.
You know, when I started theywere doing.
You know cookies and you knowcooking classes and so on.
But you know when I startedthey were doing.
You know cookies and you knowcooking classes and so on.
But you know when I left wewere basically you know when
people would come into theshowroom.
You know we knew that peoplesometimes would wait up to about
an hour, right, and we wantedthem to be entertained, we
wanted them to have a good timeeven before they started talking

(03:41):
to a salesperson, right.
So we had a chef prepare food.
You know, if they wanted to comeand have a cheeky cooking class
, you know, before they starttalking to a product expert
about what ovens or what kitchenor what fridge they want to buy
.
And we really started theexperience from the start, from
the moment they got there, frontof house, greeted them.

(04:02):
You know, they walked over tothe kitchen area, to where we
had some great chefs.
We had a charming Italian chefthat you know really got them
excited about the journey beforethey even, you know, spoke to
anybody about what they want tobuy.
And so there's some of thethings that we did, you know,
creating some really interestingjourneys for the clients and

(04:25):
then, you know, juststreamlining the experience,
even though they waited for alonger time.
You know how long have youwaited in a shop these days?
For more than five minutes,right?

Speaker 2 (04:35):
You wouldn't even ask five minutes.
I'm out.

Speaker 1 (04:37):
Yeah, I'm done with this right.
So we try to really change theway people had an experience
when they had to wait for such along time.

Speaker 2 (04:46):
That's amazing.
So you're a successful generalmanager managing teams basically
for the last 10 years or so,and then I mean I'll just call
the elephant out in the room.
Then you took a step back intorecruitment.

Speaker 1 (05:03):
Yeah, look, it's an interesting crossroads for me at
my life, right?

Speaker 2 (05:08):
So I'm in my 40s Midlife crisis was it?
Is it back?
Is it forward?
Well, on face value, I thinkthe natural sentiment would be
Dan is a big dog at these reallygood businesses managing teams
successful, et cetera and thenall of a sudden, has a midlife
crisis and becomes a recruiter.

Speaker 1 (05:29):
On the surface, that's what everybody?
thought right, but internallyright, and I'm glad you asked
the question because it's astory that I'd love to share
with everybody that's watchingright and listening to this,
because I got to the stage whenI know what success looks like.
Right, I've sold, you know, Iused to sell cars for a very

(05:52):
long time almost two decades ofselling cars right, and I was
very good at what I did.
I had a great network of people, people trusted me and you know
.
Then I got headhunted to go towinning, for example, and then I
got to a stage in my life in my40s that I was like what am I
not enjoying about my work, mylife?

(06:13):
Right, and the biggest thingthat I noticed was I managed so
many people.
You know there were some daysthat I'd onboard five or six
people in one day.
Right, onboarding one person isenough, right.
So you know, it got to the pointwhen I was like what is the
part of my life, or my work life, that I'm probably enjoying the

(06:34):
least?
And managing people was one ofthose things that I just, you
know, managing people was one ofthose things that I just I
could have done without right,because I enjoy selling, I enjoy
building networks.
You know, all my life and mycareer I've enjoyed putting
people together, right?

(06:54):
So I'm sitting there going,okay, I don't really want to
manage anymore.
I still want to be in theindustry, in the design and
construction industry, or, youknow, a&d industry, and what do
I do?
And you know, I was actually aclient of Vendita, right?

(07:15):
Funny enough, right?
So I'll tell you what happenedinternally.
Why the hell would you do this?
Right, because people thought Iwas crazy.
Yeah, I was like.
I think you thought I was crazytoo.

Speaker 2 (07:26):
I did, mate.
I sat you down a few times.
I'm like mate.
I just really want to make surethis is the right move for you
Right.

Speaker 1 (07:32):
And you know, people thought what is Dan going
through right now?
Right, and to be fair,internally I was like I want to
do something for me.
I want to do something thatmakes me successful, because I
know what success looks like, Iknow what it feels like.
I want to go back to that, tothat, to that world, to that
feeling Right.
And Amy, Amy Thomas, shout outto Amy Thomas, she, she was my

(07:57):
recruiter.
You know, she loved what shewas doing, she was very good at
what she did and I could see howmuch joy she had from putting
people together and she employedquite a lot of people for us in
the businesses that we wereworking in.
And I said to Amy I said youknow what, I'm going to take
some time off right now.
I'm going to think about whatI'm going to do.

(08:17):
What was her reaction?

Speaker 2 (08:19):
And she's like what One of our good clients was
about to pull the pin on her.
She was thinking no, don't dothat, dan.

Speaker 1 (08:24):
what One of our good clients was about to pull the
pin on her.
She was thinking no, don't dothat, dan, you know.
She said to me Danny, are yousure about this?
I said, yeah, look, I thinkI've got to the stage when I
need to think about what is nextfor me for next 10 years.
Right, because I want to enjoymy life.
I want to enjoy what I do.
I want to do something a littlebit different.
I'm just not sure what that isyet, right?

(08:44):
And there's so many people thatthink that every day, right
After Christmas, most peoplethink about it.
Right, they're like I've hadthree weeks off, now two weeks
off, what's next for me?
Right?
And I thought that at thatmoment in my life, what do I do
next?
And I called her.
I think she was probably thefirst person.
I'm like hey, I'm just wantingto let you know I'm going to

(09:08):
take some time off, and she wasquite upset at me.
And then, I think, about twoweeks after that, I called her
and I said, hey, what'srecruitment like?
Right, because over the span ofmy career, one thing that I did
really well was putting peopletogether, putting teams together
, that, even until today, someof the people that I've worked

(09:30):
with that I've mentored ormanaged or just work side by
side with.
They're still friends, right.
They still love each other,they still care about each other
, they still support each otherin different businesses, right,
and I thought I could probablydo that for a living.

Speaker 3 (09:47):
What was your process to working this out Like?
Was it a reflection with aglass of wine while the decks
are spinning?
Was it just going on walksevery day to figure it out?
Was it an itemized list?

Speaker 1 (09:59):
It was probably all of the above, probably not lists
, right, I'm not a big list kindof guy, you know, but I, it was
a lot of reflection, right, itwas a lot of what am I really
good at, what are my strengths,what is the value that I can
bring to this world, to thecommunity, to people, to the
industry?
And I thought networking issomething that I've always loved

(10:22):
and, you know, even as a youngkid, all my friends would say to
me Dan, you just walk into aroom and you just talk to
everybody, right, you walk out,you know the restaurant owner,
you know the person that's goingto make some decisions, you get
free drinks for everybody.
Like, how do you do it?
Right?
And and that's something that Ireally love doing and I've got
a bit of a weird and kind of afreaky ability to remember

(10:46):
people right for a long time.
So I'd walk into, let's say, arestaurant and a waiter was
looking after us in a restaurantmany years ago.
Did you work at X, y and Z?
Cool, you really looked afterus that time, or whatever it
would be.
The situation would be and theywould be completely freaked out
.
They would be like this guy isa bit strange or he just has a

(11:10):
good memory right.
So networking and rememberingpeople and situations and what
they do and you know where wemet and what happened, if it's a
client, if it's a candidate itreally helped me kind of build a
really good network.
So I went back to my wife and Isaid I think I'm going to give

(11:32):
recruitment a go right, she'slike recruitment Really.
I said, yeah, I think I've seenwhat Amy does.
I've seen how much she loveswhat she does.
She's very good at it.
We've got a great relationshipbecause we've been working

(11:53):
together.
I was her client for a year andshe believes in me.
I believe in myself.
I want to back myself for thefirst time.
I want to do something thatwill really make me happy and
change our lives.
And she said okay.
And then we went through theexperience of coming to you and
and having that conversation anduh, that was quite funny, or
maybe you want to expand on that?

Speaker 2 (12:10):
yeah, yeah, yeah, tell us, what was.
What was that like?

Speaker 1 (12:13):
but you know, it was weird because I'm in my 40s,
right, and most recruiters arequite young, right, they, they,
they get into this quite young.
It's a high energy business.
There's a lot of work that goesinto recruitment.
We can probably talk about thata little bit more later.
But you know, I meet with you,you know, and Amy, and you're

(12:35):
like dude, what's going on here,right?

Speaker 3 (12:42):
Something wrong.

Speaker 1 (12:45):
Right, you're like dude, you were really successful
.
Now you want to do somethingcompletely different and, um,
and and I thought, yeah, right,and cause I knew, I knew what my
worth is, I knew what I coulddo.
Um, a lot of people that haveworked with me know what, what I
can do, you know, and a lot ofmy clients I have actually

(13:06):
clients that I met 15 years agothat I would agree for today,
which is crazy, right.
So we met and maybe you want totell your side of the vision,
because it was quite funny, Ithink, for you.

Speaker 2 (13:20):
I remember Amy coming to me and saying hey, I think
Dan, I think he wants to getinto recruitment, I think he'd
be a gun.
I said tell me more about Dan.
She goes oh, we've been workingtogether great energy, just
like gets it.
I was using a lot of likeintangible kind of lines like

(13:41):
gets it gun, hungry, motivated.
I'm like, okay, but tell meabout Dan.
Like what's the guy?
Where is he from?
What's he used to?
This big salary was a generalmanager managing teams.
And look, I'm going to confessit.
I said to Amy.
I said, amy, I'll give you zerochance of happening.
She's like no, he's really keen.

(14:04):
I'm like Amy, amy, amy, I'llgive you zero chance of
happening.
Like he's in a really good spotat the moment, taking a step
back to a recruiter.
It's just going to be like he'sgoing into the, he's going to
get eviscerated from just thismassive life change.
Is he going to be ready forthat?
Amy goes, he's ready for that.
I was like is he going to beready for that?
And he goes, he's ready forthat.

(14:24):
I was like all right.
She's like I think you shouldmeet him.
I was like, all right, I'llmeet him, let's meet him.
And then, yeah, when we sat downand we were talking, I was like
, for some reason I don't knowwhy, but I felt like I already
knew you and I've said this toyou a couple of times I felt
like we've met before, yeah, andyou spoke well, you were

(14:46):
confident, but you weren't like,you didn't have an ego.
So it was like this really niceblend of I'm going to back
myself, I'm going to bill a lot.
I remember when we wereonboarding, you're like what do
the girls bill out there?
I said, oh, they bill this.
And you're like, yeah, I'mgoing to beat them in my first

(15:10):
year.
And I went, oh, mate, if you do, that'll be awesome.
You know, they've been at itfor, you know, five years now
and I almost wanted to try andsee if I could turn you off a
little bit.

Speaker 3 (15:19):
Yeah, I got that feeling for sure, for sure, yeah
.
And so how did you try and dothat?

Speaker 2 (15:24):
Oh, I basically said look, two and three people don't
make it past six months inrecruitment.
Are you ready to roll the diceand essentially have a 66%
chance that you're going to fail?
Like, how does that make youfeel?
And Dan goes mate, I'm notgoing to fail, I'm going to do
this.
I reckon I can do this.
I said, well, if you're goingto be able to do it anywhere,

(15:48):
it's got to be here, becausewith Venditto, with XRecruiter,
we've got infinite resources totry and make sure that you're
successful.
You're going to be recruitingin an industry that you're
familiar with, with people thatyou're familiar with.
So I guess, if there's anyplace to be successful as a
recruiter, uh, it'll be here.
Um, and, and then we just wewent for it, yeah we did, didn't

(16:09):
we?

Speaker 1 (16:10):
yeah, yeah, I was, uh did onboarding, learnt a lot
about the business, and I thinkwe're talking about this earlier
.
A lot of the insight that I hadfor the recruitment uh field
was your podcasts, right.
So I was listening to them inthe morning, understanding what

(16:30):
people are thinking, whatthey're doing, and I really
wanted to master the the youknow recruitment.
I wanted to to think like arecruiter but also have a layer
of um understanding business,which, which you know, I'm very
fortunate to be able to workwith a lot of people over the
years, manage people, hidepeople, onboarded people,

(16:53):
unfortunately had to fire somepeople over the years, and I
really understand the challengesand the risks that business
owners, gms, ceos, team leaders,sales managers have.
You can have one person thatcan completely change the
trajectory of the business,unfortunately sometimes.

(17:14):
So I wanted to really masterthat and have a completely
different outlook and I say topeople I'm not a normal
recruiter.
I'm not.
I'm somebody that has a senseand an ability to look at people
completely differently toanybody else, because I've had
to train and mentor people overthe years and it's challenging

(17:37):
sometimes, right, you knowpeople have their own agenda
sometimes and they, you know,some people think that they know
.
You know, we've spoken aboutthis in past.
Some people know, they thinkthey know how they're going to
be successful.
Right, but after many years,you know what success looks like
.
And success is consistency.

(17:59):
It's not just selling, it's notjust being the top salesperson,
it's working with a team.
It's you know, it's it's it'sdoing a whole lot of other
aspects to to making yourselfsuccessful.
So so, yeah, so I I wanted tolearn and make the first month
of recruitment.
I tell you it was.

Speaker 2 (18:21):
Tell us about your first month.

Speaker 1 (18:23):
Wow, Well, yeah, you're talking about backing
myself, right Like I'd wake upin the morning sometimes and you
know, I worked with really bigteams, right.
Some of the teams I had 20 or 30people working, you know, with
me and going from huge teams tosmall team right, and working

(18:43):
remotely too, that really buildscharacter.
I can tell small team right,and working remotely too, that
really builds character, I cantell you that, right.
And you know, for anybody outthere I know you guys have so
many great recruiters that jointhe ex-recruiter team.
It's one of those things likehow do I do this on my own?
For the start, right at thestart, you're in your head,

(19:05):
right.
You've got to motivate yourself.
You've got to make sure thatyou know what you're doing and
you're heading in the rightdirection, right?
So first month was basicallyevery morning waking up, going
I'm too old for this, right.
I need to make that many callsa day.

(19:25):
I need to talk to that manypeople.
But you know, day by day itbecame so much more fun.
Right now I've come up from aworld that no was every day,
right, you know selling cars inin my early 20s, you get said

(19:45):
people say no to you every day20 times a day, right?
So it builds that.
You know thicker layer of skinthat you need.
And you know, being a recruiterin the first month is not easy,
right, it's one of the hardestthings I think I've ever done,
right, really the hardest thing.
Why?
Because you're, I'm veryfortunate, right.

(20:09):
So there's two aspects of this.
I know a lot of people in theindustry in the industry, so a
lot of people trust me.
That made it a lot easier forme.
But for the people that Ididn't know, right, trying to
convince them, trying toactually talk to them, because
when you say you're from arecruitment agency, most people

(20:29):
want to hang up on you, right,and that's something that I
discovered, right, they're like,oh, no, no, no, I've had 100
calls today.
I don't want to talk to you,right.
So trying to get through thatbarrier is quite difficult and
you need to be very confidentand it can really shatter your.
You know your excitement forthe day when you've had 10 or 20

(20:51):
no's and, like a couple of themare not that pleasant no's,
right.
But you know you get through itand you know, having somebody
on your team that reallysupports you and again shout out
to Amy Thomas, you know, havingsomebody that's done it for a
while, that kind of gives youthe guidance and hey, it's okay,
you'll get through it, you'llwork out what you need to do.

(21:13):
And just having somebody thereto support you and having the
community around you, you know,with you guys, and being able to
pick up the phone and say, hey,I'm going through this.
This is happening to me today.
How do I get through it?
Thinking like a recruiter isvery different to just a normal
role, a normal job, right.

Speaker 3 (21:33):
How do most people think when they're in sales mode
for, say, a flooring company, Idon't imagine you'd be ripping
the phones doing everything youcan.
Or is it the same sort ofmentality?
I feel like it would be alittle bit more reactive retail
oh, this person came in, let'sgive them a good experience.
Or is it as proactive as whatrecruitment is?

Speaker 1 (21:51):
So in many products, right?
So if it's lighting, flooring,furniture most of these
businesses have a reputation,right?
So if it's a designer or anarchitect that loves, let's say,
a particular business or aparticular brand, they're going
to want to specify it.
So a lot of the work sometimesis done by the person that has

(22:15):
the vision or the specifier.
But, equally, if you're sellinga product that doesn't have a
brand, yeah, you've got to getout there and sell.
It's not simple, you know,because there's so many lighting
companies, so many furniturecompanies, there's so many
flooring companies, there's somany options that people have
today.
What makes you better or whatmakes you more unique?

(22:37):
You know, is it the color, isit the finish?
What is it that is going to getyou across the line?
Now, in that aspect, there's somany decision makers, right?
So there's the visionary,there's the client, there's the
builder that obviously wants tomake a margin on their product.
So things can change veryquickly and it's not simple,

(22:59):
it's not easy, I think.
When it comes to thespecification, well, that's
stuff that I've learned over theyears, right?
Because if you were inrecruitment for the first year
and you didn't know any of that,it's a very different
conversation.
Right, because when I'm talkingto business owners, to GMs, to
whoever's making the decision, Ican have a very different

(23:21):
conversation to them.
And that's what made it, youknow, a lot easier for me.
Because when I'm talking to abusiness owner and I'm saying I
understand the risks that you'rerunning and I understand the
cost of bringing somebody intothe business and I understand
what a really successfulsalesperson BDM, gm, sales
manager looks like right andfeels like right.

(23:43):
Gm sales manager looks likeright and feels like right, and
I can very quickly tell ifsomebody's very good or somebody
thinks they're very good right,and there's a lot of people out
there that really think thatthey're incredibly good but
there's a lot more learning tobe done right over their career.

Speaker 2 (23:58):
So it sounds like you were in a position where you
could.
We say this a lot at Execruder,but language of leaders talking
about what's the risk of makinga bad hire, what's the impact
of making a good hire, what areyou responsible for and how can
this role get you to achieveyour goals as a leader?
A lot of recruiters just goI've got a candidate, I've got

(24:21):
two years experience at acompetitor, would you be
interested?
And like it's very productdriven, sounds like you're
approaching this from a solution, consultative standpoint, as a
leader, as a business equal,which is amazing.
Talk to me about your, your callvolume, the intensity, your

(24:42):
outputs, because one thing thatI was concerned about from
coming from a leadership stylerole, the tempo of a leader is
cool, calm, it's brought rightback, it's dealing with a few
internal people.
It's not so much client facingas much as being on the front
line and then going to becominga recruiter and I can't remember

(25:03):
exactly the numbers that I gaveyou, but I said, mate, you're
going to have to be doing 60 or70 calls a day.
Are you prepared for that?
And you said yes, but not manypeople actually are in reality.
And you surprised me becausethat's how many calls a day that
you make.
We speak to some recruiters whomake that amount of calls in a
whole week, let alone in one day, and so I would love to be able

(25:26):
to understand how you were ableto go from low tempo and if I'm
wrong here, just let me knowbut low tempo to not as much
outbound, proactiveclient-facing, to all of a
sudden completely having toreimagine your energy to go.

(25:46):
All right, I'm the front line,I'm the tempo I've got to put in
these outputs.
How did you manage going fromlow tempo to high tempo?

Speaker 1 (25:55):
Yeah.
So I think maybe one thing Ididn't touch on at the start of
why I wanted to move out of whatI was doing.
I was traveling a lot too, so Iwas, you know, going all around
the country and it was a lot ofwork to go into traveling,
staying, meetings, calls, so thetemper was there.
But it was different, right.

(26:16):
And you know, when I came intorecruitment at the start, to be
fair, I was like I've got tomake this many calls, right, and
you do it, and you're like thisis a lot of work, right, how do
people do this?
Right?
But to be fair, and this issome of the stuff that when you
onboard your partners inTechRecruiter, you know, matt

(26:40):
Cossons shout out to Matt, greatguy, he talks about routine.
He talks about things that Iprobably know because I've done
this in the past.
But it reminded me of how toset up the day.
What do you do, what's yourroutine, how do you, you know,
in the morning?
So, basically, my routine is Iwake up, I call new business, I

(27:03):
work out who's doing what,because I've got some great
candidates I'm already speakingwith that I can put in front of
them very quickly, very easily,and I just I do that for the
first two, three hours of theday and then I just call
candidates and one thing that Ilove doing is just having
conversations with people right,listening to them,

(27:25):
understanding what's happeningin their lives, understanding if
they're enjoying their role, ifthey're happy with the job that
they're doing, and just gettingto know people right, and I
think that to me it's not a call, it's a conversation, it's a
hey, I haven't spoken to you fora couple of months.
Or hey, it's Daniel, I haven'tspoken to you for a couple of
months.
Or hey, it's Daniel, I've neverspoken to you before.

(27:45):
What's happening right, andjust having these conversations
and it doesn't seem like a lotof calls.
I think yesterday I looked atthe count, it was like 60 calls,
right, first day back fromholidays.
Most people take it pretty easy, but I was like I made some
good calls.
I met some really cool peopleright from all around the
country, from Perth to Brisbane,to Sydney to Melbourne, and I

(28:10):
don't look at it as calls.
It's what I need to do and ifyou have the mindset of you're
going to go in and meet a lot ofpeople today and have a lot of
cool conversations.
60 or 80, it doesn't matter,right.

Speaker 2 (28:26):
I think that's really interesting because a lot of
people probably listening wouldbe somewhat skeptical that
someone could be essentiallyaveraging 100K a month from
month one when they first getinto recruitment.
That does seem like a veryfar-fetched like for an average
recruiter to be like geez, howcan someone be billing 700K in

(28:48):
their first seven months?
What's actually going on here?
So I think that would be reallyuseful to one understand your
mindset around.
You're not thinking about howmany calls you need to make.
You're thinking about how manyconversations can I make is a
really interesting point thatyou make.
But second, like what that daylooks like.
So I think you mentioned thefirst two to three hours.

(29:09):
What exactly are you doing?
You're getting jobs on.
Is that what you're trying todo?

Speaker 1 (29:15):
Yeah, so I'll take it back.
So the previous day, the daybefore, I would look through my
hit lists.
I'd look through who's lookingto employ and where can I add
value.
So what candidates am Ispeaking with?
I'd put them in the hit list.
I'd have them ready to go inthe morning.
So the CRM system that we usegreat CRM system, by the way,

(29:35):
I've used so many of them, fromSalesforce to just AutoGate, to
all different types, zoho andeverything in between.
Right, yeah, and Loxo reallyallows you.
Can I say the name?
Yeah, okay, cool, and it reallyallows you to prepare for the
day.
So I have a call queue.
I get in in the morning and Iliterally call business owners.

(29:58):
Have a conversation, right,some of them want to have a chat
with me.
Look, a lot of business ownerswhen they're having a
conversation.
Right, some of them want tohave a chat with me.
Look, a lot of business ownerswhen they're having a
conversation with me, theyunderstand that I'm not just a
guy that wants to send themcandidates, right?

Speaker 2 (30:10):
What are you saying?
How do they think that why?

Speaker 1 (30:13):
I think the first thing is I want them to know who
I am, right, so let myself beknown to them, right.
And the second thing is I letthem know that I don't work as a
normal recruiter, right, I amkind of a headhunter because I
go and look for people.
I don't tend to advertise a lotof my roles, I tend to go out to
the market and find the best ofthe best and I say to them I

(30:36):
know what a successful personlooks like, I know what a hunter
mentality is because I've beena hunter myself.
I've trained people to behunters or gatherers right.
And I understand what theyprobably need after talking with
them for a short period of timeright, just listening to what
their pain points are, what therisks are that they have in the

(30:57):
current situation that they'relooking to fill, and what the
team looks like, what thebusiness looks like.
And because I've been around inthe industry, I know these
businesses right.
I know the furniture companies,I know the flooring companies,
I know the lighting companiesbecause I've been around them
right.
So I've got this and I'm veryfortunate to have this insight
that not a lot of people knowright.

(31:18):
And so I spent the first fewhours calling new business and
that's Advertised if they'readvertising Advertised.
Or it doesn't matter if they'readvertising or just people that
I've come across, you know, overthe years, you know being being
, you know in the industry forquite a few years.
You, you tend to learn who'sdoing what and they might not be

(31:39):
advertising, but you call them.
You say, hey, you know what'sup?

Speaker 2 (31:42):
So are you calling them to get to find out if
they're hiring Most?

Speaker 1 (31:48):
of the time it's calling them to let them know
who I am and what I'm doing.
Right?
Okay, cool, because not a lotof people, because I haven't
really been advertising what I'mdoing.
A lot of people, you know, if Idon't call them and tell them,
or if they're not on LinkedIn,they probably don't know that
I've started something new andI've done something new, and a
lot of people would like to hearwhat's happening.

(32:10):
Right, because I've dealt witha lot of these architects,
designers, suppliers over theyears and built some great
relationships with them.
So why not tell them what I'mdoing?
And people that probably don'tknow me?
You know I connect the dots Italk about.
You know their friend that theyprobably had dinner with last
week that owns another businessthat you know I've helped them.

(32:31):
You know, find some greatpeople and try and build a
relationship with some of thesegreat business owners to help me
through.
You know the trajectory of whatI want to do, right?
So it's really again it comesback to and BD is probably one
of the hardest things to do inrecruitment, right, calling
somebody that doesn't know youtime poor.
The last thing they want to dois talk to a recruiter, right,

(32:54):
like they've got so many thingshappening in the business.
They've got team members andmeetings and clients and P&Ls
that they need to be looking at.
The last thing they want to dois to talk to probably a guy
that they've never met before.
They might have a relationshipwith somebody already, or they
might not like recruiters right,and that's something that I've

(33:15):
really discovered.
I remember my first meeting,one of my first meetings, and
sorry I digress here, but I wentinto the meeting.
It's like all right, dan,there's four reasons why I hate
recruiters right.
X, y, z, like I was like okay,all right.

Speaker 2 (33:33):
And I made the right decision and you know what.

Speaker 1 (33:35):
To be fair, the funniest thing is, I could
genuinely sit there and say Iagree with you.
They're the things that Ireally don't like.
What did he say?
So one of the things that hesaid was I don't like it and I'm
going to get a bit of hate onthis one I reckon I don't like

(33:57):
it when recruiters place acandidate and then, after the
guarantee period is up, theyrecycle them, right?
I hate that.
That's why I don't deal withrecruiters, and I've never done
recruitment before, right.
But I do know what it feelslike when a recruiter recycles
my staff, my team members, right?

(34:18):
I've spent six months trainingthese amazing people that are,
you know, on the trajectory tobe really successful, and I know
, as a, as somebody that'sthat's been a leader.
It's a lot of work, right.
A lot of emotions, a lot ofeffort that goes into bringing
people on board.
Why the hell would I do that tomy, to my clients, Right?

(34:40):
I'm not here to just do aplacement Place.

Speaker 3 (34:43):
Don't punch Like I don't get, it't get it.
Do you reckon it comes fromlike they're desperate, they're
lazy?
It's an easy option.
It's low-hanging fruit BecauseI don't know.
As soon as you find that out,you would never deal with that
recruiter again.

Speaker 1 (34:56):
And reputation is everything.
Right?
I've prided myself that I havea good reputation out there in
the market.
People trust me and you knowI've been very fortunate that
going into recruitment has beensuccessful for me because of
those relationships, right?
Why the hell would I try andjeopardize that?
For that main reason, right,you get a quick win and then

(35:19):
you're never going to talk tothem again.
And guess what?
The next time they have aconversation at a dinner table
with their mate that ownsanother business and another
mate that owns another business,what are they going to say?
They're going to say, oh, thatbloke.
You know, daniel Ryan, thatbloke took one of my, like it
happens, right.

Speaker 2 (35:37):
I think a lot of recruiters probably don't have
that kind of broader sense ofwhat happens around the dinner
table with all their friends,because generally you hang out
with people that are in asimilar kind of sphere as you.
If you're a business owner, youprobably hang out with more
business owners than you don't.
If you're a recruiter, youprobably hang out with more

(35:59):
recruiters owners if you don't.
If you're an electrician,you're probably hanging out with
lots of electriciansno-transcript the business.

(36:24):
When they get around the dinnertable and they're all talking
about recruitment, it can be abest friend.
If one guy has a really goodexperience with you and goes oh
my God, you need to speak to DanDan, solve challenge one, two
and three from these reasons,and then it spreads like
wildfire.
All of a sudden you getreferrals all the time.
People love you and you getthis awesome momentum.

(36:45):
But the opposite happens aswell.
If you're really narrow,focused and going.
I need to hit my threshold orelse my boss is going to be
shitty with me this quarter.
This person's updated theirprofile on Seek.
I know I placed them six monthsago, but you know what?
I'm just going to call themagain and pretend that I'm not
pitching them a new job and ifthey happen to go, can you find

(37:06):
me something?
Then I'll place them.
It's still the same outcome andI think that's perhaps the
strategy of a lot of recruitersThey'll see a good candidate
they've placed that have updatedtheir profile.
It'll give them a signal that,all right, maybe I can go have a
chat to this person and eventhough that's my client
technically, maybe I can go havea chat to this person and even
though that's my clienttechnically, they're looking
anyway.

Speaker 3 (37:25):
So maybe I can place them and it just gives it a
massive, massive bad name.
Who's responsible?
Do you reckon that's obviouslythe business owner of that
agency to enforce that culture.

Speaker 2 (37:32):
I think it needs to be like the responsibility of
the recruiter.

Speaker 3 (37:36):
Grow up a bit.
Grow up a bit and understandwhat business looks like I was
about to say.

Speaker 2 (37:41):
Dan, you made a really good point.
That reminds me of howimportant recruitment is, and
that point was one person canchange the trajectory of
someone's business Absolutely,and for me I learned that when
my family run a business and Ihelped recruit a national sales
manager for them in theirbusiness very early on in my

(38:04):
recruitment career.
So I'm seeing my parents runtheir business, they need a
national sales manager.
At the time I'm like I'm goingto headhunt the best national
sales manager I can find.
And so they were only juststarting their business journey.
They were probably two or threeyears in.
I headhunted the national salesmanager of L'Oreal because they
run like a hair and beautybusiness selling to hair salons,
and at the time I thought I dida really good job.

(38:27):
But this guy bombed really hardFor six months.
He was getting a massive salaryand he kept saying the reason
why he's not getting newbusiness is because he's got a
restraint.
I can't speak to them.
I can't speak to them, blah,blah, blah.
So my parents paid him a crazysalary for six months, realized
that he just wasn't the rightfit.
He wasn't a hunter, he couldn'tgo out and get new business and

(38:48):
it set my parents backsignificantly and I was a little
bit heartbroken.
I was like, wow, I put myparents in this really bad
position where I headhunted thenational sales manager of this
company because it was such abig company he wasn't familiar
with like that startup grind ofgetting your brand out there
Cause he's been, you know,leveraged on L'Oreal.

(39:08):
And then when that happened,that was when the penny dropped
for me to go wow, I couldliterally in my role recruiting
for other clients, I couldreally negatively impact their
business If I just, you know, onpaper, do my job.
How much impact could I have ifI found a really good and then
I ended up finding a reallygreat person.
He got the role.
He's been there like six, sevenyears now, absolutely killing

(39:28):
it, doing a great job, andchanged the trajectory of the
business.
Like you get one guy coming inon a small team and it's like
it's life-changing and I think alot of recruiters don't realize
how much impact they really dohave and it just takes being
more involved in business ratherthan being transactional to

(39:49):
realize that.
And when you know you're makinga big impact, you kind of have
a little bit more drive and fireand hunger to do a good job.

Speaker 3 (39:58):
And.

Speaker 2 (39:58):
I think that's probably what you have.
Is you understand the impact,so it it means a lot more to you
.

Speaker 1 (40:04):
Yeah, you know, I'm just thinking about what you're
saying, right?
The amount of sleepless nightsthat I've had because I've had
people that were making itreally difficult to to have a
successful team, or it's maybeone or two people that just
didn't want to be successful,didn't see the value or just

(40:25):
didn't want to change right, andthe amount of sleepless nights
that I've had thinking about howdo I improve, how do I make
this better?
And you know I always cared formy team.
You know I always wanted to dothe best for them and you know
now I take the approach that Iwant to look after my clients.

(40:48):
If I do a good job and get themgood people and they're
successful and they're happy, Icould change not only the
candidate's lives but thebusiness owner's lives, because
when they have good people thatcome in, as you said, the
hardest thing to do in anybusiness is to find good people.
It is the hardest thing.
I can tell you from experience.
It is so difficult because whenyou find them, they're like

(41:13):
rare, right, and our job isreally important, right?
Yes, we can give themcandidates that seem okay, but
if we don't do all the duediligence and we don't really
ask the right questions and wedon't spend the time really
working out what they are, theyprobably won't last.
Right, and you know I'm notsaying that I'm perfect and I'm
not an expert at this.
I've only been doing this foreight months.

(41:34):
But I love changing people'slives.
When they call me and say, dan,thank you so much.
Not only did you get me a payrise, but I love what I do.
I'm successful at it.
The owner's amazing.
You were right.

Speaker 3 (41:48):
Well, think about the triangle of a sale.
When you're selling cars, forexample and this is where I
reckon recruitment becomes sounique.
Like we both come from a carsales background as well and you
sell a car, either you'repumped because you're like great
, there's some gross profit inthis puppy, I'm going to get
good comms, but the customer's abit like I don't know if I
actually got a deal here at all.
And um and then you know they'rehappy or what.

(42:09):
They may be happy with theproduct, but the other way
around as well.
When the customer's reallyhappy, you're let down and
you're like man, I know, this ison driveway, I'm only getting
50 bucks less super for thisdeal.
This sucks that the customer'sreally happy.
Recruitment's one of thoseweird things where you're pumped
, the client's pumped and thecandidate is pumped all at the

(42:29):
same time.
Yeah, if you're not honest andrun a tight process then there's
going to be shit after.
But if you do it right, Ireckon it's one of the rare
transactions.
I don't know many othertransactions the win-win-win
scenario.
Yeah there's not many otherwin-win-win-win scenarios.

Speaker 1 (42:48):
And that's why, today , I think about what I do and I
love what I do.
We were talking about thisearlier, right?
We were talking about peoplegoing into work at nine and then
at five they clock out.
They're done.
That's it right.
Don't ask for more right.
And, to be fair, working fordifferent businesses.
Sometimes I had that mentality,right, I was like, oh, it's the
weekend, I don't have time forthis, I want to go and spend

(43:09):
some time with the family andwhat have you?
Right.
But now I love working hard.
I love getting up in themorning and trying to do the
right thing by the candidate, bythe clients, by everybody.
Right, and you can really makea big impact if you work hard at

(43:30):
it.
Right, this is probably theonly role that you can really
make a big impact.
Right, there's only a few rolesin different industries that
you can really change people'slives.
Right?
And a job is something thatpeople spend more time than they
spend at home.
At right, and a job issomething that people spend more
time than they spend at home atright.

Speaker 3 (43:48):
Why do you think there's such not negligence or
there's not just much investmentin making sure that recruiters
are professional, that there'straining, that there's resources
and that's something we'rereally trying to spearhead?
But I don't get it.
Like you know, you speak of howimpactful it is both being on
the recruitment side now butalso being on the other side,
yet there's next to zeroinvestment from many businesses

(44:09):
on how to be better, how tounderstand that impact.

Speaker 1 (44:13):
Look, I think again, I'm no expert at this, so I'm
just, I'm talking through myexperience and my just my
observation.
Right, to be fair, people don'tlike recruiters.
Right?
You talked about cars, peoplehate car salespeople right, like
they are probably at the lowestof the low right.
And even back when I wasselling cars or working in the

(44:37):
car industry, I always wanted tobe the better person.
Right, I wanted to sleep atnight.
Right, I wanted to be able tosay I did a good job today.
I looked after that person.
Maybe I could have made moremoney out of them, but you know
what?
He's going to talk to hisfriends next weekend and show
them their brand new car and sayDan, dan's the guy, right, and

(45:02):
that is so much more impactfulthan somebody that just doesn't
look forward, doesn't thinkabout this business, this
particular business let's sayit's a lighting or whatever, it
is a furniture business.
If I do a really good job atone or two or three, they will
be clients for life, right.
Right, as long as you give thema reason to leave you.

(45:30):
If you look after them and youreally genuinely care about them
, why would they go anywhereelse?
Right, and I see that ineverything and anything that
anybody sells.
Right, if you have the approachof I'm going to look after you,
I need to make money, right,every business needs to make
money, but I'm going to lookafter you, I need to make money
right, every business needs tomake money, but I'm going to
look after you and if you'rehappy with my service and you

(45:52):
can see that I'm listening toyou and I'm actually not trying
to tell you what you should do,but I'm actually thinking okay,
this is what you want, how do Igo to market and make that
happen?
You're going to win more thanyou're going to lose and I think
that's where that happen.
You're going to win more thanyou're going to lose and I think
that's where you know.
Coming back to why I just maybesome people could be desperate.

(46:12):
You know it could be thepaycheck that they need to pay
the mortgage and you know whenpeople are stressed out and you
know need to make income.
You talked about commissiononly.
Man, going commission only fromhaving some.
You know having some salariesthat came in, you'd wake up in
the morning.
You get paid right, and goingto commission only.

(46:34):
That's a scary thing.
Now, I've been broke before asa kid, right, like you know.
Just growing up as a teenager,I know what broke looks like.
That's a feeling I never wantedto have again and I did have
that when I started.
I was like not knowing wherethe next paycheck is coming from
because there is no salary.
That's terrifying, and youcould do things when that

(46:58):
happens.
You could do things that aresilly, but I don't want to do
those things.
I'd love to learn about thatmentality.

Speaker 2 (47:02):
I'd love to learn about that mentality.
Going to commission only, Iguess.
Firstly, what changed for youpersonally when going commission
only?
Because it's a new perspectiveon life.
Most of the time A lot ofpeople are scared to go
commission only because, to befair, many people live above

(47:25):
their means and they can't gobackwards.
Maybe they would like to, butcar, house, family life,
obligations, life happens right,but going to commission only is
not just.
It's not as simple as okay, nowI'm on come only and I've just
got to watch what I spend, etcetera.
It actually changes thepsychology of how you think of a

(47:47):
lot of things.
So talk to us about that.
What was that transition likefor you?
What was your mindset beforegoing to come only?
And then, when you actuallywere come only, what did that
look like from a personal level?
Like how you looked at things,how you shopped?
Did you go?
Did you start not shopping atDolce Gabbana and start going to

(48:09):
Kmart?
What did it actually mean foryou in real life?

Speaker 1 (48:14):
Everything changed.
Everything changed.
Right, you know, when you'vegot a salary coming in every
fortnight or month, whatever itis, or if you're on commission
and a salary a lot ofsalespeople are, you know you
get a really good comp check andyou go and buy that nice watch,
or, you know, go on a niceholiday.
But when you go to commission,only something does change in

(48:36):
your mind and for anybody that'slistening to that about to come
on board or thinking aboutcoming on board with XRecruiter,
for example, it changes the wayyou look at things.
On board with XRecruiter, forexample, it changes the way you
look at things.
You have a very differentappreciation for what that money
means and what you should dowith it and not just spend it.

(48:56):
The value of the dollar, thevalue of the dollar, and you
know the value of, I think, thethings that are important.
Right, I've got a friend a goodfriend of mine is a mentor of
mine.
He taught me that these thingsare not important, right?
Nobody cares what new shoes youhave, nobody cares what you

(49:22):
have, right, it's just notimportant have, right, it's just
not important.
What is important?
And that could be different to alot of people.
It could be family.
It could be.
You know, you want to go andexperience the world.
You want to go and travel, youwant to have fun with your
friends, you want to go to a newrestaurant, whatever it is
that's important to you, and forme, it was what is important.

(49:42):
Yeah, I used to buy nice suits.
People that know me always usedto have new suits and different
colors, and I was always thatguy that had.
You know, I wanted to.
I cared about my appearance interms of how I dressed because I
was around people all the time.
And then, going from that toyou know, working in an office

(50:06):
remotely it's not importantanymore.
Right, and it shifted completelyfor me and I'm actually really
grateful that it did right.
I look at life completelydifferently now.
I spend a lot more time with mywife.
I really enjoy our timetogether when before I was
always.
Where are we going today?
What are we doing today?
What are we buying?
You know, it's just a differentmindset going today, what are

(50:29):
we doing today?
What are we buying?
It's just a different mindset.
Right has much changed in her Ahundred percent has.
Yes, she, my wife Lindy.
She talks about how our liveshave changed because we have so
much time together.
I'm not as stressed as I used tobe because running businesses

(50:49):
people think it's easy.
It's not.
It's being responsible forpeople and making sure that
people are happy.
For somebody that really caresabout their team, it's
relentless right and waking upin the morning and doing
something that is important tome, and I know that I'm trying
to do the best that I can for myclients.

(51:10):
I finish at the end of the dayand I'm happy.
Right, you have some bad daysin recruitment, let's not lie.
I try and enjoy life more thanI did before because I was
always thinking about work.

(51:30):
I was always, you know,thinking about where's the next
problem going to come up, whatsolution do we need to come up
for that, always strategizing onwhat's next.
I just know that if I keepdoing what I do hustling away,
calling, making some greatconnections it's going to happen
.

Speaker 2 (51:49):
Okay.
So I mean that's superinspirational, like hearing that
you've changed your life,you're happier at home, your
relationship is better, you'vegone from what traditionally is
like a really good salary tocome only generally.
That puts a lot of tension onrelationships, puts a lot of

(52:14):
tension and pressure on peoplein general.
It almost sounds like it's hadthe opposite effect, and perhaps
maybe it's a variety ofdifferent things contributing
all in one, maybe going frombeing a people manager to now no
longer being responsible forpeople.
I think that sounds like it'sthe biggest factor of your
happiness, sure.

Speaker 1 (52:29):
Because, like You're thinking about myself and the
candidates and the clients right, or vice versa, the client and
the candidate right there's alot less pressure points or
personalities or layers ofcomplexity, right, you know, and
yeah, you're right.
It is another thing, though.

(52:51):
I was committed to backingmyself, right, and I said to my
wife Lindy I said, hey, are youokay with me making this
decision right?
Going comms only is crazy for alot of people, right.
And she said, if you want to dothis, do it.
I'll support you, and she has.

(53:11):
You've met Lindy, great person,and you know that has been a
really big part of why I've beenable to do this.
So, yeah, it's been, it's beena cool Shout out to Lindy, Shout
out to Lindy.

Speaker 2 (53:25):
Behind every good man is a great woman they say 100%,
100%.

Speaker 3 (53:29):
So do you reckon that like to get what did you bill
in your first month?

Speaker 1 (53:33):
$75,000, $80,000 or more, $75,000, $80,000,.
Yeah, in the first month.

Speaker 3 (53:37):
And so did that reinstill a hell of a lot of
confidence.

Speaker 1 (53:41):
It did.
But one thing about me that Idon't know if a lot of people
know this, right, but I'm verytough on myself, right, if I
build 70, I know that there'smore left in the tank for me to
do, right.
And you talked about you knowthe mindset.
The mindset is it's not enough,you haven't worked hard enough,

(54:11):
right?
And I think if some people gointo their jobs or their lives
and they say to themselves Ineed to do more, there's always
10% more that you can do.
And that's what I do.
I go in there, I'm like I did70, I need to do more.
Right, I'm not doing enough.
And I don't need people to saythat to me.
I don't need, for example, if Iwas working in a business, my

(54:31):
boss to say to me Dan, you'renot working hard enough because
I'm the hardest on myself.
And that's where I think I tryto build on that every month.
I'm the biggest critic ofmyself in everything that I do.

Speaker 2 (54:48):
So yeah, 70k month in your first month of recruitment
is huge.
First quarter what was yourfirst quarter?
It's like three.
It's like three three 60 foryour first quarter in
recruitment.
That's more than mostrecruiters bill an entire year.

Speaker 3 (55:01):
So you will bill a million dollars in your first
year, unless On track.
On track to bill a milliondollars in your first year.

Speaker 1 (55:08):
Hopefully.
Yes, I'd love to.
That is, to me, would be the.
That's one of those goals thatI set myself.

Speaker 3 (55:16):
Not many people listening can even wrap their
head around that.
They probably think I'm full ofshit Because we're sitting
across the table.
It probably adds to that.

Speaker 1 (55:28):
It's like who's this bloke with the black jacket that
looks like he hasn't ironed itright?
It's just, honestly, it is.
I'm very fortunate to have agreat team.
You know, I've had theopportunity to come on board and
I am grateful for theopportunity to be part of this
journey, because not everybody,as you said earlier, it's like
man, this isn't this is nothappening right, like he's going

(55:49):
to fail, but if you believe inyourself and you really want to
do the best that you can and youhave a good network around you
like I'm really lucky to havesomebody like Amy that I can
talk to every day, all day, andwe support each other, there's
no competition.
It's really if I look after you, you look after me.

(56:11):
That's it.
It's a family, right, and Ithink if you're surrounded by
people like that and yourcommunity is really like that in
X Recruiter, all the peoplethat I've met, they just want to
look after you, right, and theywant you to look after them
right.
It's what a family is all about, right.
And I think that's where themillion dollars you talk about,
the million dollars I don't lookat that.

(56:39):
I'm thinking about whatbusiness can I help next to grow
their team?
How can I support them?
How can I listen to theirchallenges that they have?
And who do I have in thenetwork that I can lean on and
say, hey, I think I've got a newhome for you, right.
And you know, I tend to findpeople that are the really great
salespeople and a lot of theroles that I recruited I had one

(57:08):
person in mind and that persongot the job right and I think
that's where you know I've beenreally fortunate Right and I
want to continue to be fortunate.

Speaker 2 (57:14):
I think I said this to Dec.
Dec goes to me.
I think we're talking about,you know, your first three or
four months and I'm like man,you should see what this fucking
Dan guy's done.
Like he's crushing it at themoment and dad goes, really
what's he doing?
And I said the numbers and heand I'm like the strange thing
is it's like one and done'severy single time.
It's just oh, here's onecandidate, they get their job.

(57:34):
Here's one candidate, they getthe job.
Statistically, in recruitment,you know there's a, there's a,
there's an old type of stat,that it's.
You know you book in fiveinterviews and three of them
will get a job.
That's kind of like the stats,and so you're defying those

(57:54):
stats, which is very impressiveto see.
So what do you focus on then?
I know you said you want tobill a million dollars, but
you're not like every day,you're not waking up going.
I want to bill a million dollars.
You're more thinking about yourimpact.
What businesses can I help, whocan I help change their career,
et cetera.
But from a personal standpoint,just thinking a little bit more

(58:16):
selfishly here, what goals haveyou got in your recruitment
career that you've thought of,that you really want to get to?
What milestones are youthinking of putting aside the
billing?
Do you ever see yourselfgrowing a team?
Do you see yourself startingyour own agency one day?
Where's your mindset at themoment for the future?

Speaker 1 (58:36):
So I think and we've spoken about this a little bit
in the past you've given me theopportunity to do this right and
I'm grateful and that's whereI'm very loyal when it comes to
that.
So I'm not starting my ownrecruitment agency, but what I
would love to do and what wewill be doing this year, and
we've got some plans that we'lltalk about in terms of growing

(59:00):
the Sydney team right and reallyhaving some really good people
around us here in Sydney.
Really having some really goodpeople around us here in Sydney
that will allow me to, insteadof making 80 calls a day and you
know a lot of them arecandidates, a lot of them are BD
having the ability to havesomebody that can support the
team in doing that and scalingit right.

(59:21):
So you know, expanding what wedo, because I love, you know,
talking to my clients, I lovemeeting with them, and you know,
when you're making 80 calls or60 or 50 calls a day, it's
pretty difficult to get outthere and do a lot of that too,
right?
So I think you know leaning onwhat I do best and what I enjoy

(59:42):
and what I'm good at, that's thegrowth for us for next, at
least for next year.
So we've got plans to bringsomebody on board and grow the
team.
You never know.
We'll probably open up anoffice, and probably in Surrey
Hills.
I think that was the plan to dothat.
So I think there's a lot ofexciting things that we'd like
to do.
It's really day one, right?

(01:00:05):
I've only been doing this for ashort period of time, but I can
.
I can genuinely see thatthere's a there's a growth that
we're going to have.
We're going to have people comeon board.
You know, you guys are inbrissy, I'm in sydney, I want a
crew here too.
You know, get that office barsback right and and you know I I
as much as I love workingremotely, I miss people.

(01:00:26):
I'm a people person.
I've always liked to be aroundpeople and you know I've
mentored a lot of and trained alot of people over my career.
I love doing that.
I love making people successful.
So I want to do more of that inthis realm because it's such a
unique realm.
Right, it's not a standardsales job.
It's really important.

Speaker 3 (01:00:47):
And would you follow the same realm as you have, like
there would be an A&Dspecialist out there at the
moment and say, hey, this iswhat I've done, come join the
crew and make the completecareer shift.
Or would you go down therecruiter route?

Speaker 1 (01:01:02):
When I find the right person you know that right.
You know that person.
You would have a conversationwith somebody, Mate.
I've interviewed somebody at aChristmas lunch table, right, I
want you to come and work withme, Can we make that happen?
And three months later, thatperson came and worked with me
and I love that person.

(01:01:23):
We're still friends even today,so you'll find the person in
the most you know unique places.
So yeah, to answer the question, I don't know.
Having recruitmentunderstanding is important, but
understanding business andpeople, I think is really

(01:01:43):
important too, right.
People buy from people, right?
If they don't like you, they'renot going to buy from you or
they're not going to use yourservices.
They're not going to importanttoo right.
People buy from people, right?
If they don't like you, they'renot going to buy from you or
they're not going to use yourservices or they're not going to
trust you, right?
So I think that's probably whatI'll be looking for.
So if there's anybody out therethat's listening, 100%.

Speaker 2 (01:01:58):
Yeah, we definitely need to do that.
So for anyone listening thatwants to get in touch with Dan,
we highly recommend you do.
Dan, would you be open forpeople to reach out to you and
talk to you and learn more aboutyour experience if they're
interested to find out more?

Speaker 1 (01:02:11):
Absolutely, absolutely.

Speaker 2 (01:02:13):
So danryan, is it Dan ?
Or Daniel?
Daniel Danielryan atvenditoconsultingcomau or Daniel
Ryan LinkedIn, linkedin.
Linkedin.
Send a connection.
Send me a message.

Speaker 1 (01:02:29):
And I'd love to chat with you, anybody that's even
thinking about joining XRecruiter.
And they're like I've got acushy job, I've got to pay.
You know I don't need to reallydo too much and they want to
hear it from me.
You know personally as to myjourney and I've had a few
people reach out to me, have you?
Yeah, I've had people reach outto me and say, dan, what was

(01:02:50):
that like?
Like, are you slightly crazy?
And I'm happy to talk toanybody that wants to, even
anybody that wants to make achange in their career.
Right, and not just recruitment, but anybody that's out there
going.
You know what I really don'tlike, what I'm doing.
I'm in a place that you knowI'm just not feeling it right.

(01:03:14):
I'm not enjoying it anymore,right, and we all know what that
feels like.
Right, pick up the phone, giveme a call, because I can tell
you, changing your happiness atwork will absolutely change your
life.
And joining, you know, yourfamily, it's changed my life.
So thank you.

Speaker 3 (01:03:36):
Thanks for having me today, thank you.

Speaker 2 (01:03:37):
Thanks for coming on, brother.
Hey, this has been awesome.

Speaker 3 (01:03:39):
Yeah, I reckon it'll be really cool for you to build
your recruitment profile, likewe were chatting out, because
you've already achieved morethan most ever do right in such
a short time.
So I think, like building youronline you know, quote unquote
personal brand, I think wouldadd a lot of value and really
help you elevate your profileand get people to know you way
more.

Speaker 2 (01:03:56):
Yeah, Love that Well.
Thank you again for joining uson Confessions, mate.
It was awesome learning moreabout it and hopefully more
people reach out to you and wantto spark your interest to get
to know you more.

Speaker 1 (01:04:08):
Yeah, for sure.

Speaker 3 (01:04:08):
Awesome.
Thank you, cheers legend.
Well done, thanks.

Speaker 2 (01:04:12):
Thanks for tuning in to another Confessions of a
Recruiter podcast with Blake andDeclan.
We hope you enjoyed and got alot of value and insights out of
this episode.
If you do have any questions oryou would like to recommend
someone to come on theConfessions podcast, we would
love any introductions andremember the rule of the podcast
, like share and recommend it toa friend.

(01:04:34):
Until next time.