The Resilient Recruiter

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.

One placement can be a transaction. Or it can be the start of a long-term enterprise relationship.

Most recruiters treat it like the first. Brendan Thomas built his career on the second.

He started recruiting at 36, got fired after his first $60,000 placement, and joined a new agency six months later with two clients. By the end of that year, he had built over $600,000 in billings.

Six years on, he has generated more than $5 million in lifetime billings, averaged $1 million per year, and qualified for CEO Club every quarter.

He did it by ignoring the advice nearly every experienced recruiter gave him. When he asked million-dollar billers how they did it, the one piece of advice he kept hearing was to avoid enterprise accounts. He ignored it.

In this episode, Brendan breaks down exactly how he cracks major enterprise accounts, navigates HR and Talent Acquisition without getting blocked, and earns the kind of deep access - hiring manager calendars, ATS logins, long-term contracts - that turns one deal into recurring revenue.

This episode is brought to you by Recruiterflow

Recruiterflow is the AI-first operating system built specifically for recruitment agencies and executive search firms. It combines a powerful ATS and CRM with AI embedded directly into your recruiting process.

Less admin. Smarter follow-up. More time spent on revenue-generating conversations.

Request a demo: recruitmentcoach.com/recruiterflow

In this episode, you'll discover:

Why Brendan ignored the advice to avoid enterprise accounts - and what happened when he did

How to lead with a real candidate to get hiring manager buy-in before HR enters the picture

The three responses you'll get from Talent Acquisition - and how to handle each one

When to walk away from an account and the red flags that tell you it's time

How to expand one placement into a long-term enterprise relationship

Why Brendan never asks for referrals until the candidate has had at least a week in the role

How to earn direct access to hiring manager calendars

What discipline actually looks like on a million-dollar desk

Episode Highlights:

[0:38] The $60,000 placement that got Brendan fired and what he did next

[1:01] Starting over: $600,000 in billings in six months

[3:25] How Brendan entered recruitment at age 36

[18:46] The question he asked million-dollar billers and the advice he rejected

[23:16] Why enterprise accounts are harder to crack and why he pursued them anyway

[28:15] How to approach hiring managers before going to HR

[35:38] The three HR responses and how to handle each one

[46:14] Red flags, yellow flags, and green flags - deciding which accounts to pursue

[54:15] Expanding an account after your first placement

[56:42] Earning direct access to hiring manager calendars

[1:03:23] What "uptime" really means for a million-dollar biller

About Brendan Thomas

Brendan Thomas specialises in finance and accounting placements across manufacturing, construction, and technology industries in the United States. He joined Jobot in June 2020 and has since generated over $5 million in lifetime billings, averaging approximately $1 million per year.

He has qualified for CEO Club every quarter and hit the $125,000+ quarterly threshold 22 quarters in a row. He is ranked third in lifetime billing at Jobot.

He works nationwide and is available from 5am to 5pm Pacific daily.

Connect with Brendan:
linkedin.com/in/brendanwthomas

Connect with Mark Whitby

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

LinkedIn: linkedin.com/in/mwhitby

Instagram: @RecruitmentCoach

Most recruitment agencies believe in training.

Very few build a structured system that consistently produces top billers.

Larissa Gerlach experienced the hard version first. In year one, she earned $40,000 and questioned whether she would make it in recruitment at all. By year three, she had reached President’s Club. Soon after, the CFO of a private equity-backed recruiting firm asked her to replicate her results across 25 offices.

That request became the foundation of a national recruiter training programme.

In this episode, Mark Whitby and Larissa unpack what actually drives recruiter performance, why activity metrics alone don’t create top billers, and how recruitment business owners can build scalable training systems that reduce ramp-up time and increase recruiter billings.

If you are serious about recruitment agency growth, search firm leadership, and building consistent performance inside your team, this conversation goes beyond theory.

It’s about systems.

What You’ll Discover

• Why 200+ calls per week worked — and why most recruiters still fail at high activity
• The difference between knowledge and live desk performance
• How to turn individual billing success into a national training framework
• Why daily role plays accelerate recruiter revenue
• The three structural reasons founders struggle to implement training
• Why cohort-based onboarding produces stronger long-term performance
• How to build recruitment agency systems that scale beyond one top performer

Episode Highlights

[03:56] From fashion sales to recruitment after the 2009 recession
[08:37] The $40,000 first year and the meeting where she nearly quit
[12:35] Why most recruiters struggle in year one — and what actually starts to click
[22:15] The 200-calls-per-week discipline that changed her trajectory
[26:07] The CFO email that led to building a national sales training programme
[28:17] What the training playbook looked like — from binder to LMS
[35:51] Why daily role plays create elite performers
[1:05:49] The three reasons most founders struggle to train their teams
[1:10:29] Why group cohorts outperform one-to-one onboarding

About Larissa Gerlach

Larissa Gerlach is the founder of Vibrant Talent Group, an executive search firm specialising in marketing, product, and design roles across New York and San Francisco. She has over 15 years of experience across billing, business development, national learning and development, and agency leadership. At a private equity-backed recruiting firm, she became the fastest-growing salesperson in company history before leading national recruiter training initiatives.

Resources Mentioned

Recruiter Training Programme
https://recruitmentcoach.com/training

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

Recruiterflow
https://recruitmentcoach.com/recruiterflow

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

Book a free strategy session with Mark Whitby
https://recruitmentcoach.com/strategy-session

If you want weekly conversations with recruitment business owners, executive search leaders, and top billers focused on recruitment agency revenue, recruiter performance, and long-term business resilience, follow The Resilient Recruiter on Apple Podcasts.

The difference between average billers and elite teams is rarely motivation.

It’s structure.

Six years ago, Greg Savage was the very first guest on The Resilient Recruiter.

For episode 300, he returns to discuss the biggest shift our industry has faced since the rise of the internet: artificial intelligence.

And he doesn’t hold back.

“The contingent, multi-listed perm market… I think that is over.”

Greg has built four recruitment businesses. He’s the author of The Savage Truth (20,000+ copies sold). He’s spent five decades watching this industry evolve.

His view?

AI hasn’t made recruitment easier.

In many ways, it’s made it harder.

Two years ago, Greg outlined a series of predictions about how AI would reshape recruitment. In this episode, we revisit those predictions and assess what’s proving true — and where the pace of change has accelerated.

But this isn’t a doom-and-gloom conversation.

It’s about where recruitment agencies win next.

If you lead a recruitment agency or executive search firm, this episode will challenge how you think about AI, positioning, and long-term relevance.

Episode Highlights

00:33 The biggest threat and opportunity Greg has seen in decades
02:14 Why the contingent, multi-listed perm model is under pressure
06:34 AI shortlisting chaos and the 14% overlap test
08:32 What “automating dysfunction” really means
26:20 The highest ROI AI opportunity right now
30:43 Four questions to ask before buying any AI tool
54:04 The rise of the “techno-empath” recruiter

What You’ll Learn

Why AI Is Making Recruitment Harder

Why AI screening tools produced only 14% overlap in shortlists

Research suggesting around 40% of tech candidates have inflated their resumes

What “automating dysfunction” looks like in practice

The four questions every recruitment leader should ask before investing in AI

Which Recruitment Models Will Survive

Why the contingent, multi-listed perm model is under pressure

Why retained search and executive search are positioned to grow

The business models most likely to thrive over the next five years

Why recruiters must sell decision-making, not just placements

What Recruiters Must Master Next

The highest ROI AI opportunity: activating and cleaning your recruitment database

Why “techno-empath” recruiters will win

The moments of truth that must never be automated

The skills that will define high-performing recruiters in an AI-driven market

This episode speaks directly to recruitment agency growth, retained versus contingent recruitment, and how to scale a recruitment business as AI reshapes hiring.

Why Episode 300 Matters

When I launched this podcast in 2019, Greg was my first guest.

Since then, we’ve lived through a pandemic, a hiring boom, a market correction, and now the fastest wave of AI adoption our industry has ever seen.

Bringing him back for episode 300 felt right.

This conversation is less about tools and more about leadership, positioning, and how to build a recruitment business that stays relevant.

Sponsor

This episode is brought to you by Recruiterflow.

Recruiterflow is an end-to-end, AI-first ecosystem built to run and scale your recruitment business. It combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one platform, helping recruitment agencies improve visibility, accountability, and performance.

Book a demo at:
https://recruitmentcoach.com/recruiterflow

If you want to future-proof your recruitment business without burning out, this episode is a must-listen.

Connect with Mark Whitby

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

Connect with Mark on LinkedIn.

If you’re a recruitment agency owner serious about scaling, retained search, and staying ahead of AI in recruitment, subscribe to The Resilient Recruiter so you don’t miss future conversations like this.

If you want to future-proof your recruitment business without getting left behind, this episode is essential listening.

Why do some recruiters win retained work in a single meeting while others pitch for weeks and still lose to contingent competitors?

My guest, James O’Brien, knows exactly why. And it has nothing to do with fee structure.

James is the Managing Director and COO at i-intro. He’s been in recruitment since the late 1980s and has spent the last decade helping recruitment firms move from transactional, contingent work into retained and exclusive assignments. His clients consistently outperform the market, with 96% one-year retention and 93% of placements still in role after two years.

In this episode, James delivers a practical masterclass on consultative selling. He explains why most recruiters lose retained work before they even walk into the meeting, how to reframe hiring conversations around risk and retention, and what it really means to position yourself as a management consultant who specializes in talent acquisition.

This conversation is for recruiters who are tired of pitching, discounting, and competing with five other agencies for the same role.

You’ll hear the exact questions James uses to expose hidden hiring failure, why “wow” should be the standard for every client meeting, and how preparation, not persuasion, is what wins retained work consistently.

In this episode, you’ll learn:

Why recruitment isn’t the real problem and retention is

The three questions that reframe hiring failure for clients

How to measure retention and use it to justify higher fees

Why most recruiters lose retained work in the preparation, not the pitch

How to show value instead of just describing your process

What accountability really looks like beyond the placement

Why retained fees feel fair when clients understand the true cost of hiring failure

Episode Highlights:

[03:56] Why transactional recruitment is dying

[10:13] Recruitment’s not the problem. Retention is

[13:34] How to measure retention and monetize better outcomes

[18:00] The three questions that reveal a 20–30% hiring failure rate

[32:23] Why “wow” should be your minimum standard in client meetings

[36:35] The preparation process that wins retained work

[45:00] Why proposals still matter and when to send them

[59:03] Accountability beyond the placement and why 12-month guarantees work

Sponsor

This episode is brought to you by Recruiterflow — an end-to-end, AI-first recruitment platform designed to help recruiters run and scale their business more effectively. Recruiterflow combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one streamlined system. Many top recruiting leaders and members of our coaching community rely on Recruiterflow to stay organised, consistent, and competitive.

You can learn more or request a demo at https://recruitmentcoach.com/recruiterflow.

Guest Bio

James O’Brien is the Managing Director and COO at i-intro. Since the late 1980s, he has worked across every part of the recruitment industry and now helps recruitment firms transition from contingent to retained and exclusive search. His work focuses on retention, accountability, and elevating recruiters from job fillers to trusted talent advisors.

Connect with James:
LinkedIn: James O’Brien
Website: i-intro

Connect with Mark Whitby

Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session