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The Resilient Recruiter

The Resilient Recruiter

De : Recruitment Coach Mark Whitby
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 Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.(c) Breakthrough Coaching Ltd T/A RecruitmentCoach.com. All rights reserved. Direction Economie Management et direction Réussite personnelle
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  • How to Scale a Remote Recruitment Agency to 35 People, with Stephen Borer and Shawna Wagner

    How to Scale a Remote Recruitment Agency to 35 People, with Stephen Borer and Shawna Wagner
    Nov 11 2026
    At around 20 people, DMC Recruitment Group’s three founders were still billing, managing recruiters and running everything else. Work was getting half done, and the hours were becoming unsustainable. Co-founders Stephen Borer and Shawna Wagner join Mark Whitby to explain what they did about it. DMC now has 35 people across Canada, with a small Kelowna office and most of the team working remotely. They share why they replaced billing managers with non-billing managers, how new recruiters learn alongside experienced billers, and what it took for Stephen to step off the desk and become CEO. You’ll also hear how their four-week onboarding program works and how they keep a dispersed team connected through shared assignments, weekly meetings and practical learning from colleagues. If your agency is growing but every decision still comes back to you, this conversation shows what to put in place before you become the bottleneck. In this episode: Why DMC only accepts exclusive assignments Why managing people kept losing out to the demands of billing How they support newer and experienced recruiters differently How non-billing managers are paid and rewarded Why new hires work on experienced recruiters’ assignments How four-week onboarding combines training with live work The three traits they look for when hiring recruiters What changed when the founders became the bottleneck How to assess whether you can afford to come off the desk Episode highlights: [06:08] Why DMC only accepts exclusive assignments [07:09] Keeping a dispersed team connected [11:27] How new hires support experienced billers [18:45] Two management roles for different stages of development [20:55] Why the billing manager model didn’t work [26:51] Inside the DMC Way onboarding program [41:42] The growing pains they hit at around 20 people [49:37] When can an owner come off the desk? About the guests: Stephen Borer is co-founder and CEO of DMC Recruitment Group. He previously spent 12 years at Michael Page, including serving as director of its Canadian business. Shawna Wagner is a DMC co-founder specializing in architecture and design recruitment. She previously worked at Michael Page in Calgary and remains one of DMC’s top billers. Connect with Stephen: https://www.linkedin.com/in/stephen-borer/ Connect with Shawna: https://www.linkedin.com/in/shawnawagner/ DMC Recruitment Group: https://dmcrecruitment.com/ Podcast Partner: This episode is brought to you by Recruiterflow, an AI-native ATS and CRM that brings your ATS, CRM, email sequencing, AI note-taking and data enrichment into one platform. https://recruitmentcoach.com/recruiterflow Free Resources: Recruitment Business Scorecard: https://recruitmentcoach.com/scorecard Free strategy session with Mark: https://recruitmentcoach.com/strategy-session/ Connect with Mark Whitby: LinkedIn: https://www.linkedin.com/in/mwhitby/ Instagram: https://www.instagram.com/recruitmentcoach/ Follow The Resilient Recruiter for weekly conversations with recruitment business owners and top billers.
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    1 h et 9 min
  • The 10x Recruiter: Hand the Admin to AI and Make More Placements, with Tycho De Saeytyd

    The 10x Recruiter: Hand the Admin to AI and Make More Placements, with Tycho De Saeytyd
    Nov 4 2026
    This episode is sponsored by Spott. Tycho De Saeytyd was enjoying his career at McKinsey when his former colleague Manu called about joining Spott. Ty told him there was less than a 1% chance he’d leave. He took the chance anyway, and today he is Head of US at Spott, which has raised US$21 million in Series A funding. Ty walks Mark through a recruiter’s workflow, from taking a client brief to presenting a shortlist. He shows where the admin piles up after every call, how an agency’s existing database can surface the right candidates for a new search, and how AI can help identify new opportunities with clients you already know. Mark also shares what his research taught him about AI and recruiter jobs, including why communication, influencing, qualifying and negotiation skills matter more as routine tasks become automated. If your team spends more time updating the system than talking to people, this one is worth your time. In this episode: Why Ty left McKinsey after saying there was less than a 1% chance Two ways legacy tech stacks cost agencies money Why some top billers leave their records incomplete How a client briefing call can become a search with suggested database matches Why the recruiter should always see the reasons behind each suggested candidate Turning one department at a client into an introduction to another Using hiring growth and funding signals to identify opportunities How a client portal shows the work behind your shortlist Why AI is mostly replacing tasks rather than whole roles The one question to ask any ATS or CRM vendor Timestamps 00:00 The admin that doesn’t increase your GP 01:22 Leaving McKinsey for Spott 06:31 How legacy tech stacks cost agencies money 08:17 Making candidate conversations searchable 10:12 The 10x recruiter 14:34 From client brief to database matches 24:27 Why top billers skip their admin 30:55 Opening a new department with an existing client 32:09 Hiring and funding signals 37:26 Preparing candidate presentations 39:20 Client portals that show your work 45:20 AI, tasks and recruiter skills 54:29 The one question to ask an ATS vendor About Tycho De Saeytyd Tycho De Saeytyd is Head of US at Spott, an AI-native ATS and CRM for recruitment and staffing agencies. He moved from Antwerp to New York to build out Spott’s US business. Before Spott, he was a Senior Engagement Manager at McKinsey, working with technology and private equity clients. Connect with Tycho LinkedIn: https://www.linkedin.com/in/desaeytydtycho/ Spott: https://spott.io/ Free Resources Recruitment Business Scorecard: https://recruitmentcoach.com/scorecard Free 30-minute strategy call: https://recruitmentcoach.com/strategy-session/ Connect with Mark Whitby LinkedIn: https://www.linkedin.com/in/mwhitby/ Twitter: @MarkWhitby Facebook: https://www.facebook.com/TheRecruitmentCoach/ Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter for new episodes every week.
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    57 min
  • The Employee-Owned Recruitment Agency: How to Turn Recruiters Into Owners, with Mark Waschek and Scott Wedel

    The Employee-Owned Recruitment Agency: How to Turn Recruiters Into Owners, with Mark Waschek and Scott Wedel
    Oct 28 2026
    A top biller wants equity in your recruitment firm. Can you offer them a future as an owner? At Integra Partners, recruiters who generate $240,000 in placement revenue over 12 months become eligible for an invitation to buy shares. Eight of the firm’s 16 employees are shareholders. They receive distributions based on profitability, have access to the financials and have a defined arrangement for selling their shares when they leave. My guests, Mark Waschek and Scott Wedel, lead Integra Partners, the employee-owned company behind Ag1Source and Career1Source. Before becoming President and COO, they were competing billers in different parts of the business. Taking over from the founder meant learning to lead together, agreeing on where to invest and helping the founder prepare to let go. They explain why outside support, including a business psychologist, was so important to that process. Mark and Scott explain how employee ownership works in practice, what it changes about recruiting and retaining your own team, and the tension between shareholder payouts and investing in growth. In this episode: How recruiters qualify for an invitation to buy shares Why employees purchase shares with their own after-tax money How share prices, profit distributions and exit payments work What financial transparency demands of the leadership team How a retiring shareholder’s priorities can conflict with growth How two rival billers learned to lead one business Why clearer roles helped improve employee engagement Episode highlights: [01:32] Why the founders built an employee-owned recruitment firm [05:13] The $240K threshold and how recruiters buy shares [06:55] Leading when shareholders can see the P&L [09:42] The disagreement that brought the founder’s exit into focus [12:54] What happens to your shares when you leave [16:18] Balancing shareholder returns with investment [23:23] How a psychologist helped with the leadership transition [28:03] Dividing leadership responsibilities around their strengths About Mark Waschek and Scott Wedel Mark Waschek is President of Integra Partners. He joined Ag1Source in 2006 and brings a background in agriculture, executive recruitment and business development. Scott Wedel is Chief Operating Officer. He joined as a sourcer, became a search consultant and recruited in banking before moving into leadership. He has since handed over most of his recruiting desk to focus on developing the team and running the business. Connect with our guests: Mark Waschek’s profile and contact details Scott Wedel’s profile and contact details Ag1Source Career1Source Podcast Partner This episode is brought to you by Recruiterflow, an AI-native ATS and CRM built for recruitment agencies and executive search firms. Learn more: https://recruitmentcoach.com/recruiterflow Free Resources Recruitment Business Scorecard Free 30-minute strategy session with Mark Connect with Mark Whitby LinkedIn Facebook Instagram: @RecruitmentCoach Twitter: @MarkWhitby Subscribe to The Resilient Recruiter If one of your top billers is asking about equity and you don’t have an answer yet, this one is worth your time.
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    1 h et 8 min
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