The Resilient Recruiter

In 2008, Carol Ann Wentworth lost her business, her home, and nearly everything she owned. Within 10 days of clarifying her next step, three recruiting firms reached out. She had a job offer in two weeks.

That same clarity is what built Wentworth Executive Recruiting into a ten-year retained practice with a 94% retention rate.

Carol Ann has 35 years of experience in executive search. She sends three candidates per search, not thirty. Her interviews run an hour, sometimes two. She made 48 placements with one Silicon Valley client and supported their growth through to IPO. She works with five core clients. Two keep her consistently busy.

This is a different kind of episode. Not about scaling fast or billing millions in year one. It's about what it actually takes to build a recruiting practice that lasts, clients who stay, placements who stay, and a business that works for your life.

Carol Ann breaks down the process behind her retention rate, the mindset framework she used to rebuild after the 2008 crash, and why going deeper with fewer clients has been more powerful than chasing volume.

In this episode, you'll discover:

Why Carol Ann sends three candidates instead of thirty — and what that demands upfront

The two-hour candidate interview: what she asks and what she's really listening for

How she uses social media screening to assess candidates beyond the CV

The clarity, commitment, and consistency framework she used to rebuild after losing everything

The difference between ego and confidence — and why it matters in a crisis

What a sustainable retained practice looks like after ten years

Why scaling isn't the only model for a successful recruiting business

Episode highlights:

[3:54] From an international modeling agency founder at 26 to an executive search

[14:40] The mindful recruiting methodology and what real listening looks like

[15:39] A 94% retention rate and the process that produces it

[17:00] The two-hour candidate interview: what she asks and what she's listening for

[21:01] Social media screening: what Carol Ann looks for and why

[35:14] Losing a business, a home, and nearly everything, and landing a job in two weeks

[38:50] Ego vs. confidence: why the distinction matters in a crisis

[41:04] Clarity, commitment, and consistency: the framework she used to rebuild

[55:36] A Mindful Career: how the book came about

Guest Bio: Carol Ann Wentworth is the founder and CEO of Wentworth Executive Recruiting, based in the San Francisco Bay Area. She has 35 years of experience in executive search, specializing in retained search across commercial construction, renewable energy, and technology. She has achieved a 94% retention rate across her placements and made 48 placements with one Silicon Valley client through to IPO. She is co-author of A Mindful Career, written with her husband Eric Wentworth.

Connect with Carol Ann: LinkedIn: https://www.linkedin.com/in/carolannwentworth Website: https://wentworthexecutiverecruiting.co

Connect with Mark:

Free 30-minute strategy session: https://recruitmentcoach.com/strategy-session/

LinkedIn: https://www.linkedin.com/in/mwhitby/

Instagram: https://www.instagram.com/recruitmentcoach/

What if one placement paid $100,000... but took two years to close?

Few recruiters would touch that model. Darci Smith built her entire business around it.

Darci is the founder of Roklyn, a wealth management recruiting firm based in California. She specializes in financial advisor transitions — moving established advisors between firms, often transferring hundreds of millions in assets. These aren't quick wins. Sales cycles run one to two years. Fees are paid in tranches across twelve months. Her first deal took two and a half years to close and paid $133,000.

In this episode, Darci explains how she makes the model work.

How she stayed solvent in year one by building a career coaching business on TikTok that generated $150,000.

How she charges a $5,000 non-refundable deposit on most searches and why clients don't push back.

How she niched down to California-only wealth management for five years and is now expanding nationally.

And how she engineered her visibility on ChatGPT so new clients find her without her having to chase them.

This is a different way to build a recruitment business.

Fewer placements. Bigger fees. Stronger relationships.

In this episode, you'll discover:

How financial advisor transition fees work and why the sales cycle runs 1-2 years

Why a $5,000 non-refundable deposit changes the client relationship from day one

How Darci built 300,000 TikTok and 100,000 Instagram followers posting from her phone

Her 30-minute AI-assisted video workflow for creating content consistently

How she engineered visibility on ChatGPT and the exact approach she used

Why niching to one state and one industry for five years set up her national expansion

How staying involved through onboarding turns single placements into long-term partnerships

Episode highlights:

[4:09] How sport led Darci into recruiting and her first role at Cybercoders

[9:01] Becoming a top biller at Athletes to Careers through in-person relationship building

[14:25] Choosing wealth management with no industry background

[18:43] First contract: a national wirehouse and 300 cold calls to get started

[21:31] On cold calling: honest about hating it, clear about doing it anyway

[24:49] How financial advisor transition fees work and why they take years to land [31:01] Building 300K TikTok and 100K Instagram followers while building Roklyn

[32:16] Making $150K in year one from career coaching

[45:29] Niching to California-only and the five-year payoff

[47:35] How she engineered visibility on ChatGPT

[49:49] The contained model: $5,000 non-refundable deposit

[55:39] Supporting hires through onboarding and why clients keep coming back

Guest Bio: Darci Smith is the founder of Roklyn, a wealth management recruiting firm based in California. She launched five years ago after roles at Cybercoders and Athletes to Careers, where she reached top biller. Roklyn focuses exclusively on wealth management, financial advisor transitions, and W2 recruiting, and operates primarily on a contained search model with a non-refundable deposit. Darci has built a social following of 300,000 on TikTok and 100,000 on Instagram.

Connect with Darci:

LinkedIn - https://www.linkedin.com/in/darcismith/

Roklyn website - https://roklyn.com

This episode is brought to you by:

Recruiterflow — an AI-first ATS and CRM that monitors your database and alerts you when contacts change jobs. Book a demo: recruitmentcoach.com/recruiterflow

Trusted Voice Video — a done-for-you video service that helps you create 30 days of content in just 30 minutes a month. Book a free strategy call: recruitmentcoach.com/video

Connect with Mark Whitby:

Free 30-minute strategy session: recruitmentcoach.com/strategy-session

Free scorecard — identify the biggest bottlenecks in your recruitment business: recruitmentcoach.com/scorecard

Mark on LinkedIn: linkedin.com/in/markwhitby

Follow on Instagram: @RecruitmentCoach

If you want to build a recruitment business with bigger fees and stronger client relationships, this episode is worth your time.

Seb Sharpe built a $4 million recruitment firm in seven years, profitable every quarter, working exclusively on retained and permanent placements.

Then he made a decision most agency owners avoid.

Instead of scaling headcount and doubling down on the traditional model, he stepped back and started building for where he believes the recruitment industry is heading next.

Seb is the co-founder of Inventure, a specialist renewable energy search firm based in Los Angeles. He launched the business in 2018 with his co-founder Charlie Rawlings, starting with no clients, no track record, and an office above a subway line in a WeWork. Within a year, they billed $1 million. In year two, $2 million. The business has remained profitable every quarter since.

More recently, they launched Generate, a platform designed for what they see as the next era of recruitment: more independent, more entrepreneurial, and built around the individual recruiter rather than the traditional agency structure.

In this conversation, Seb shares the systems that drove Inventure's growth, including the one KPI that made revenue predictable, how to properly qualify vacancies so clients stay accountable, and why most recruiters are focusing on the wrong part of the funnel. He also explains why he believes recruitment is structurally overdue for change, how the shift toward independent recruiters is already happening, and where AI is genuinely adding value inside a modern recruitment business.

If you're building a recruitment agency or executive search firm and want more consistent revenue, stronger client relationships, and a clearer view of where the industry is going, this one is worth your time.

Episode Highlights

[2:38] First year: $1M. Second year: $2M. Profitable every quarter

[9:33] Why niching into renewable energy changed everything

[13:34] The imposter syndrome behind early agency growth

[15:05] The academy model for hiring and training

[22:44] Landing a $30K retainer with no brand or track record

[31:29] The KPI that predicts your revenue

[33:51] How to calculate the value of a first-time interview

[36:27] Why most recruiters lose control of searches

[44:06] Why Seb is building Generate

[53:26] The EXP Realty model and the industry shift

[58:27] Where AI is changing recruitment [1:09:57] Mark's top two takeaways

Guest Bio and Contact Info

Seb Sharpe is the co-founder of Inventure, a renewable energy executive search firm he built to approximately $4 million in annual revenue, and Generate, a platform for entrepreneurial recruiters. He launched Inventure in 2018 with Charlie Rawlings, billing $1 million in year one and $2 million in year two, with consistent profitability every quarter. Over seven years, the business has grown through 100% permanent placements. Seb began his recruitment career at GQR in Los Angeles and later helped launch a Chicago office. Originally from England, he attended UCLA and has been based in the US for over a decade.

LinkedIn: https://www.linkedin.com/in/sebsharpe Generate: https://wearegenerateai.com (verify) Millie AI: https://mille.ai (verify)

Links and Tools

Recruitment Scorecard: https://recruitmentcoach.com/scorecard Recruiterflow

(Sponsor): https://recruitmentcoach.com/recruiterflow

Trusted Voice Video: https://recruitmentcoach.com/video

Connect with Mark Whitby Free strategy session: https://recruitmentcoach.com/strategy-session LinkedIn: https://www.linkedin.com/in/mwhitby

Follow The Resilient Recruiter on Apple Podcasts so you never miss an episode.

Harrison Wright built his recruitment business to nearly $400,000 in billings within six months.

Then the market turned.

Hiring froze. Searches disappeared. For six months, nothing came in while he was burning $30,000 a month to stay afloat.

Most recruiters would respond by doing more.

More calls. More CVs. More pressure.

He did exactly that.

It didn’t work.

Harrison is the founder of The Blockchain Recruiter, a search firm specialising in crypto and Web3 talent. After the crash, he rebuilt the business around retained search, tighter positioning, and a more deliberate recruitment process.

Today, he runs a retained model with an interview-to-placement ratio of 2.16 to 1 and has won clients worth more than $350,000 in lifetime value through inbound alone. After shifting into institutional crypto, he’s on track for $1.2M to $1.6M in 2025, despite a difficult market.

This conversation gets into what actually changed.

Why he treats recruitment as a sales process. Why he doesn’t pitch the job on the first call. And how doing more work upfront changes what happens at offer stage.

In this episode:

Why more activity doesn’t fix a broken recruitment model

How Harrison qualifies candidates before a CV ever gets sent

The thinking behind a 2.16-to-1 interview-to-placement ratio

Why he avoids pitching the job early in the process

How positioning led to higher-value retained clients

The shift into institutional crypto and why it changed his pipeline

What most recruiters get wrong about delivery

Episode highlights:

[1:06] From zero to $400K in six months
[1:21] The crash: no revenue and $30K monthly burn
[13:17] The 2.16-to-1 interview-to-placement ratio
[15:14] The 90-minute candidate interview
[21:37] Why pitching first creates problems later
[49:10] The institutional crypto pivot
[1:00:46] What a retained proposal looks like

About Harrison Wright

Harrison Wright is the founder of The Blockchain Recruiter, one of the OG search firms in crypto and Web3. As an avid student of business and the craft of recruiting, Harrison built his business by prioritizing tight positioning, exceptional delivery, and retained client partnerships in a market where most recruiters compete on speed, volume and contingency.

Connect with Harrison

LinkedIn: https://www.linkedin.com/in/harrisonwright
Website: https://theblockchainrecruiter.com

Connect with Mark Whitby

Get your FREE 30-minute strategy call:
https://www.recruitmentcoach.com/strategy-session/

LinkedIn: https://www.linkedin.com/in/mwhitby/
Twitter: https://twitter.com/MarkWhitby
Instagram: https://www.instagram.com/RecruitmentCoach

Sponsors

Recruiterflow
Recruiterflow is the AI-first operating system for recruitment agencies and executive search firms, combining ATS, CRM, and AI in one platform.
👉 https://recruitmentcoach.com/recruiterflow

Trusted Voice Video
You already know video works. You just don’t have time to create it.

One 30-minute session each month. Thirty days of short-form LinkedIn video content, planned, filmed, edited, and ready to post.
👉 https://recruitmentcoach.com/video

Free Recruitment Scorecard

Not sure what’s slowing your agency’s growth?

👉 https://recruitmentcoach.com/scorecard

If your market feels tough right now, this is worth a listen.

A 12-month guarantee on every placement.

That’s not something you hear often in recruitment.

Lewis Waitt and Jessica Multhauf built their firm, Aliniti, around the idea that the placement is only the beginning of the relationship. Because of the way they run their searches — and the way they support both the client and the new hire after the hire — more than 90% of their placements are still in the role after one year.

Aliniti didn’t start as a recruitment firm. It began as an HR and organisational development consultancy working closely with privately held and family-owned businesses. Recruiting came later, growing naturally from long-term advisory relationships with clients who needed help hiring.

That consulting background shapes everything about how they approach recruitment today.

They define the role properly before the search begins, challenge unrealistic expectations, and stay closely involved with both the client and the new hire long after the placement.

The result is stronger hiring outcomes, deeper client relationships, and a recruitment business built on long-term partnerships rather than one-off transactions.

In this episode of The Resilient Recruiter, Lewis and Jess explain how their model works and why it produces better results for both clients and candidates.

What You’ll Learn in This Episode

• Why Aliniti offers a 12-month guarantee on every placement
• How their consulting background shapes their recruiting approach
• The role clarity process they run before every search
• Why unrealistic job briefs lead to failed searches
• How staying involved after the hire improves retention
• Why multiple service lines create stability in a recruitment business
• How long-term advisory relationships generate repeat recruiting work

Timestamps

00:00 Introduction
03:09 How Aliniti started and why recruiting grew out of HR consulting
06:37 Lewis joins the firm as the founder’s son-in-law
09:29 Jess’s path from opera singer to recruitment leader
13:30 The “four-leg chair” business model
15:52 The retained HR model that stabilised the business
19:31 Why deep client knowledge improves search outcomes
28:24 The role clarity process before every search
33:49 Handling unrealistic salary expectations and “purple squirrel” briefs
38:56 Why Aliniti offers a 12-month guarantee
45:37 The onboarding process that improves retention
57:57 Vision for the next three years
1:01:00 Why the firm uses profit sharing instead of commission

Sponsor

This episode is sponsored by Recruiterflow, the AI-first operating system for recruitment agencies and executive search firms.

Recruiterflow combines a powerful ATS and CRM with AI built directly into your workflows, helping recruiters focus on conversations and decisions while the system handles the heavy lifting.

Learn more and request a demo:
https://recruitmentcoach.com/recruiterflow

Resources Mentioned

Aliniti
https://www.aliniti.com

Lewis Waitt
https://www.linkedin.com/in/lewiswaitt/

Jessica Multhauf
https://www.linkedin.com/in/jmulthauf/

Seven Figure Freedom Scorecard
https://recruitmentcoach.com/scorecard

Trusted Voice Video

https://recruitmentcoach.com/video

If you want to build a recruitment firm where clients stay for years and placements actually stick, this episode is well worth your time.