The Retained Search Show
To empower ambitious recruiters to win, and deliver retained searches with confidence and credibility by sharing real stories, proven strategies, and practical insights.
The Retained Search Show
What We Learned in LA: Inside the Minds of Retained Search Leaders
From members who've doubled their revenue after transitioning from contingent to retained work, to recruiters who've fallen back in love with their profession, the transformations are nothing short of remarkable.
One of our members went from struggling to bill £140K in contingent work to effortlessly generating £300K through retained search—while working fewer hours and with greater satisfaction.
Another has completely converted their most skeptical clients who had "sworn never to go retained again" until experiencing the methodology's undeniable value.
In this episode, we take you behind the scenes of our recent Los Angeles in-person event, where behavioral scientist Jess Biller delivered a session on DISC profiling. Understanding whether your client is a high D (direct), high I (interpersonal), high S (supportive), or high C (analytical) transforms how you communicate with them. As Jess wisely noted, "We can't change the way our communication is received. We can only change the way we give it."
We also explore the business development approaches working right now for our most successful members. The common thread? It's about adding value first and offering genuine support rather than pushing for immediate sales.
The most innovative members are creating sustainable processes that turn every client engagement into valuable market intelligence that fuels their content creation and attracts new business.
Perhaps most encouraging is the realization that while the results are impressive, the methods themselves are remarkably straightforward. As Jordan puts it, looking at what top performers are doing: "It's all doable. You go, 'Oh, okay, yeah, I can do that.'"
Ready to transform your recruitment business? We're bringing our in-person masterclasses to Sydney in September, and we're hosting a special session for those in Japan on the 22nd of April: https://us02web.zoom.us/webinar/register/WN_QXep7wUsQpWyugbkvozY5A
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Connect with Louise: https://www.linkedin.com/in/louise-archer-48612844/
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Welcome to Retrained Search, the podcast where we lift the lid on what it's really like to work retained, discuss the stories we've gathered along the way and give you all a peek behind the scenes of our amazing community and how they're getting ahead. Hi, george, hi, how are you? I'm really good, actually Really good. Shall I tell you why?
Speaker 1:Tell me, tell me, why I'll tell you why Because we had the best March ever, and already April I'm feeling like all the magic and all the love and all the winds and all the everything is just suddenly just beautiful, and it's beautiful outside as well.
Speaker 2:I just think January and February is shit anyway.
Speaker 1:It's just fucking cold Christmas has been.
Speaker 2:The only thing you look forward to in winter is Finnecon. The weather's shit, the nights are dark, it goes dark early, it's cold, it's horrible and you can't be arsed to do anything. And then you get towards the end of the weather's shit. The nights are dark, it goes dark early, it's cold, it's horrible and you can't be arsed to do anything and then you get towards the end of March and you start to live your blue skies and the hot rain and the tennis season pictures get released.
Speaker 2:Oh my god, I know we shouldn't, we shouldn't talk about. Everything in the world is right again. Everything in the world is right again.
Speaker 1:Everything in the world is right, we should start a tennis podcast. We should start a tennis podcast. Well, we'll do a little bit of tennis talk. So I was just I had a gap between calls, which again is really nice and rare, as you know, yours and my diaries always are so busy. I had a gap between calls so I thought walk the dog down to the river. And I quite often cut through the tennis club to get to the river because it's a bit of a shortcut For all of you that don't know Louise's house.
Speaker 2:I open my back gate to the bins. Louise opens hers to the tennis courts. Now, they're not her tennis courts, they're not my tennis courts, it feels like they're my tennis courts.
Speaker 1:It does feel like we're just going down to the bottom of the garden and it's a beautiful little tennis club. It's an old-fashioned English little pavilion. It's so pretty like Victorian tennis club and anyway, I walked through the tennis club, had the dog with me. I thought go and get coffee by the river and let the dog have a swim. And the coach was there and she said we've had one not turn up and we've just got a three ladies coaching session do you want to join?
Speaker 1:so sorry so, yeah, I just ran the dog to the river, had a, let her have a swim and then ran, ran back, got changed and just did like 40 minutes on the tennis court and I had like spur-of-the-moment coaching session. It was really good, really good fun. Yes, so we're just loving everything that's going on at the moment and, of course, we've just come back from the lovely California, which was also immensely sunny wall-to-wall sunshine the whole time we were there. It was beautiful.
Speaker 2:Well, I did Miami for the week before as well, and you did.
Speaker 1:Miami the week before, so we've been super busy. How was Mama Taylor's birthday last night?
Speaker 2:Yeah, it was very nice. So it was very nice. I think we were all really glad it was over. So that sounds awful.
Speaker 1:It does sound awful.
Speaker 2:So Friday last week it was my nephew's birthday. Saturday we had my nephew's birthday party with all his friends and it was my sister-in-law's birthday. Then in the evening it was one of my good friends from tennis's 30th birthday. Then on on Sunday it was Mother's Day. It was, and then on Monday it was my mum's birthday.
Speaker 1:Bloody hell.
Speaker 2:So it's been a weekend of like birthdays, Mother's Day, parties, cake. I just don't want any more birthdays. A bit tired today, yeah, and G woke up at half four this morning. Oh well, that'll be it, That'll do it so a combination of all of the above leads to the bags under the arm. Yeah, but I'm alive and kicking, so we're good. It was very nice, thank you, but yeah, please, no one have another birthday no more birthdays, just have a few weeks off birthdays our members have been busy too, haven't they?
Speaker 1:it's all going on, it's really busy, like I know.
Speaker 2:I think we said on some past podcasts that the conversation seemed really positive in the new year and people had a really good vibe and you know they were seeing green shoots and things were picking up and I feel like they're starting to realize oh my god, yeah, it so is.
Speaker 1:So I I don't know who this is actually.
Speaker 2:This is Alan, alan Alan From Melbourne, and he says hi, all, happy Friday.
Speaker 1:I'm from a contracts background, so interim recruitment, and I've pretty much winged any previous retainers one. I mean, that's the same old story Quite often we hear that, don't we? I've just won my first retainer with a company of less than 200 people. I'm under NDA, so the short story is I've sold them a three-month interim management solution Nice To replace the incumbent and give me time and space to do a proper search for the long-term replacement. So I get to help the client twice. Thanks so much to everyone for the advice and support since I joined. Still lots to do, but so happy with the outcome. Have a great weekend. And it's titled nice, proper project. That is it really. It's lovely, very nice solution. This is short and sweet. Um, yeah, yeah, yeah, this is a call I had yesterday. Um, I just helped her with uh, a project and she's come back. Thank you, lou. You and this are fantastic emma's.
Speaker 2:For those who don't know, my weekend name is this oh yeah, yeah, you and this are fantastic.
Speaker 1:I was sharing some materials with her that actually, incidentally, we were um sharing in los angeles, which I'm going to tell you a little bit more about what happened at the mastery um in-person event, uh, shortly, uh, so she was thanking me for that, okay, a heartfelt thank you it is one of the nicest emails we've ever had. Yeah, uh, go on, you read it out george.
Speaker 2:It says hi lou, jordan and claire. I wanted to take a moment to formally thank you for the incredible journey over the past 18 months with the retrieving Search Foundations course. When I first met Jordan, I wasn't sure if this was the right time to embark on this path. I was just months away from having a baby. By that point I had already devoured all of your free content and had successfully converted our main client to retained work Deep down. I knew this was the direction I wanted for my company, but I had no idea how to steer the business in that direction until your training appeared out of nowhere.
Speaker 1:Out of nowhere. If only it had just appeared out of nowhere, yeah.
Speaker 2:I'm really proud of what I've achieved. Our business is now 100% retained. There's no turning back to contingent work. All of our new templates, automations, sops are done. That's it. I've converted our two biggest clients to retained. One of them had been burned in the past and swore never to go retained again until we demonstrated the value of the methodology. Now they wouldn't have it any other way. It's giving me goosebumps that I know. I've aborted three new clients, all on retained searches from day one. One of them was strictly against it at first, and this during countless emails and our first three meetings. Today they're telling me how much they appreciate our philosophy. I wanted to share a bit of my journey without you knowing. You've been a huge part of so much change and growth for me, both in business and personally.
Speaker 1:A huge, warm thank you oh, makes me emotional failure, it is I had a call yesterday with Alan Nielsen and he's done the foundation course and I haven't seen him for I don't know, about a year probably, since he's been doing the training. He's been busy with you. You've been working your magic. And he came on the call and he just said I just want to tell you that the training has changed my life like my whole life. Not only am I now. I was building about 140k a year. He's an independent um like his own business. Uh, and it was all contingent and it was an absolute ball late to even bill that because I had to work on three times the amount of staff to get just to get that. And but now this past year, since doing the the course, I'm 100% retained and he's doubled his revenue. He's done like 300K this year just from doing the course. He's absolutely over the moon.
Speaker 2:I mean, I appreciate people shouting out the course.
Speaker 1:He's done it himself, hasn't he?
Speaker 2:But it's the move to retain that changes that it is yeah, it's true, this one's viral post alert alert.
Speaker 1:I haven't seen this one. We've been following Sarah Chester, nelson and Aaron's teachings implementing testing and refining and boom in capital letters. One of our posts just exploded with engagement 43,483 views, 62 likes and 8 comments. The whole works.
Speaker 2:That's really nice, really really nice, so the only way I ever get any engagement like that is when I post a picture of gia oh really it's not when you put your cuban collars on and sometimes I put the pictures, yeah people that one of you, popping your buttons open with your shirt, did quite well.
Speaker 1:Yeah, I think well, yeah, that sounds really weird for anyone that doesn't know, it's not a weird, um you know, uh, inappropriate reference. Jordan and I were doing meetings in australia and he had this shirt on, whereas if you just lent back a little bit, all the buttons just popped open something to do with the size of a month?
Speaker 1:yeah, that's it I did a little video on it because I thought it was so funny, and we ended up posting it on linkedin very funny anyway, um, second retainer secured and database tracking for retained searches question.
Speaker 1:Oh, hi, everyone Happy to report I just secured my second retainer Thank you Claire Brevitt, jordan Taylor and Louise Archer and I'm feeling good about retained searches for our firm for 2025. And it's cropped, but there must have been a question on there too. No, I want to show all right. Um, oh, this is a comment on one of our posts. I think louise and the team uh, nail this like no one else can. If you want to fall back in love with recruitment, spend the money, take this course and love what you do. No way. Who is that? Oh, I know who that was. Oh, that's so nice. He's right. Though he's right, you do fall back in love with it.
Speaker 2:Oh, this is right, this is ryan in japan. So ryan said. I've been a bit quiet lately, but I've got some great news to share. Six months ago, I posted about how business development felt like it was taking me longer than others. I had to remind myself that everyone has their own journey. Fast forward to today and I can say that last year I barely hit my target 102 bloody good as well, I've reached my full yearly target.
Speaker 2:Of course, it's not all about me, but the advice, the tool and also golden rules I received through this course, as well as colleagues involved in search projects who have embraced my asking them to adhere to new processes and principles. Lou jordan, sarah, claire and harriet for all of your support and leadership in this community raised my asking them to adhere to new processes and principles. Lou Jordan, sarah, claire and Harriet for all of your support and leadership in this community. I wouldn't be writing this without your inspiration. I'm excited.
Speaker 1:Oh, I love Ryan.
Speaker 2:Lou, I feel like you're close to tears, it's so nice Like it just makes me emotional.
Speaker 1:You know I'm always close to tears. Jordan Multi-hire retainer this is Tom had a nice win last week Two hires on retainer with shortlist and hiring milestones Not revolutionary, but here are a few things that went well and this is one of our mastermind members posting in the foundation course.
Speaker 2:I love that. Ping me if you've got any questions on any of that, yeah, offering to share his advice.
Speaker 1:And yeah, he says ping me if you have any questions. First bullet point he says milestones. I put particular emphasis on explaining milestone payments, why they are the best solution, and partnership. I believe they agreed to retain search because they felt more confident they were paying for results instead of paying for our time. I like that. Second bullet point is capacity. Made the point throughout the process to communicating that we were available, have capacity and want their business. The echoes of Louise Archer saying I'm confident in my mind. It's so funny People often say that to me. I've got your voice in the back of my head and people say that about you as well. I've got Jordan on my shoulder.
Speaker 1:Multi-hire these are unique roles on different teams. But HR got really interested when I suggested we use one agreement. No need to put HR on legal through two sets of agreements or terms. So we commit to executing both searches in one statement of work and gave HR what they needed to get internal buy-in Love that. Each on what they needed to get internal buy-in Love that.
Speaker 1:And the last bullet point is flat fees for the win. Client asked for a reduction in fees. I said no in brackets and was hung up on the amount of money going out of the door for the retainer and the first milestone we were close to stuck, he says in adverted commas. So I suggested a flat retainer and a flat first milestone that were a little less than the typical third of total fees, whilst leaving the total fee percentage unchanged, and it worked for both of us. The client did not get a discount, but it felt that way because they were paying a little less at the front end and we secured the contract and kept our msa, a master service agreement, intact. We kicked off search one last week and search two this wednesday. Oh, that's so lovely, really lovely. And last, one more retainers, one. It's titled oh, this is vinco, isn't it?
Speaker 2:go on, you read it, george. So he said after winning a few retainers, I saw what I was doing wrong cutting corners. I may or may not have given vinco a little bit of a kick in the arse.
Speaker 1:Did you give him a bollocking?
Speaker 2:And jumped on a collab call where Jordan Taylor did his expert steering.
Speaker 1:Steering is called it.
Speaker 2:Which people knew to finish the retainers. Thank the mill. From there I stuck to the process and secured a BD manager for a French company in Croatia, new client, a sales manager for a Croatian company, new client and multi-hire retainers for a hospitality company in Marbella in Sweden with an existing client, all signed, sealed and commencement fees paid. All processes will be done by the book this time. Right now we're doing about 35% to 40% retained work, with the rest contingent with existing clients, but going forward all new clients will be retained, otherwise they can try their luck elsewhere forward.
Speaker 1:All new clients will be retained, otherwise they can try their luck elsewhere. Love that, I love that. So if anyone listening that's thinking, oh, I'm in a, I'm in a location where you know retained isn't done or it won't work in my location, if it'll work in bloody croatia and marbella and sweden, then it'll fucking work wherever you are. I can guarantee it.
Speaker 2:So yeah, I think he does everything from like sales directors down to like chefs and waitresses. Yeah, yeah or all retained I saw a question.
Speaker 1:Actually I don't know if I've answered. It might have been in my linkedin box about. You know, if it's like 30k, is that too low? No, basically no. Doesn't matter what level it is doesn't make any difference. Doesn't matter where the fuck it is. Doesn't matter what level it is, it doesn't make any difference. It doesn't matter where the fuck it is, it doesn't matter what level it is so sorry for swearing.
Speaker 1:Hopefully someone will beep that out. Amen. I wanted to share as well what we've been helping people with, and what I really wanted to kind of bring to the audience today was some of the tips and advice and some of the things that came up at our in-person session in LA, because there was so much shared and so much of it is really useful, and so I thought we'd do that, if that's okay with you, george.
Speaker 2:Yeah, as long as Jess Bella's session's included that was amazing. I like to see everything I do in life differently now.
Speaker 1:Yeah, I do. You know he said once you see it, you can't unsee it. Yeah, so for those of you listening, jess Biller is a certified behavioural scientist and he is also a Mastermind member and, having spent years studying and practising as a behavioural psychologist, basically and providing assessment, behavioral assessments and consultancy to clients his clients started to ask him because he was often brought into recruitment processes um to refine the profile they needed for a position and then support with the interview process of getting the right fit for the position. He was so successful at that clients started to ask him could they help him actually find the people as well, which is where his search firm came from, and then he joined us because he had no experience in recruitment. He'd only ever.
Speaker 1:Are you enjoying this so far? Don't miss a single episode. Hit the subscribe button right now so you can be part of the conversation that's shaping the future of recruitment. So we dive really deep into the strategies, the stories and the truth about retained search, so if you want to hear more about it or you know someone else that needs to hear this, then share it with them. Right, let's get back to the good stuff. Been consulting and so he wanted to go through the foundation course and know exactly what a recruitment research process needed to look like. But very quickly in the mastermind group and he helps us now understand behavior, doesn't he Like? He kind of gives back to the community and he did a session in LA on how to understand and interpret disk profiling. And I don't know about you, george, but I've been disk profiled about I don't know five or six times in my career probably.
Speaker 2:Make up for your role of a mailer.
Speaker 1:Well, there was no need for that. What did I do to deserve that? But yes, it's true, I am older than you and I've never really understood them that. What did I do to deserve that? But yes, it's true, I am older than you and I've never really understood them. And I look at the profiles and I think don't really know what that means. You know, it's a graph, sometimes it does that, sometimes it does that, sometimes it's a bit different. Well, don't really know what it means. Some of you listening to it will know what it means. Jess basically walked us through what high D means. Jess basically walked us through what high D means. What high I means. It always makes me laugh. The high D. It just basically means I'm a dick. But it doesn't. You're not a dick, I'm not a dick, you're not a dick, but you are a high D.
Speaker 1:You can be a dick, but not very often, I'd say mostly. Now Emily says you need a husband like Jordan. Your next husband needs to be like jordan. Basically, I'm like it can't be jordan. You understand that? Yes, I understand that. Great. So there you go. You're a great guy, um, but yes, also high d and high I and with a zero s and c, and I would never really have known what that meant. And now and now I do.
Speaker 2:Yeah yes, absolutely. I was always. My attitude to any sort of psychometric was always like just stay clear. If I can stay clear, I lose control of the process. No one really understands it and actually after that session with jess, I think if I was going to hire for my team, I'd probably want them to go through an assessment well, I definitely want an assessment, as long as it can be interpreted in the right way and by the right person, and with the right.
Speaker 1:So, yeah, so it's funny because he got all of the people that came to LA to do the assessment and he assessed all of us and we all sat there and looked at our reports in front of us and then he walked us through explaining what it all meant and who, and had us put our hands up if we fell into this category. In that category, and looking around the room, we were like, oh my god, I'm just like you and you and jemma and tara and jess, and my favorite bit was cory and we went through like the example emails of the different profiles oh yeah, I love that it was like there's a team meeting next week.
Speaker 2:The high d, which is may. The email, will be team meeting tuesday next week 3pm.
Speaker 1:Or that Prince was broken, was the one that made me laugh the most. It was like the high I's, who was Claire, and I forget who else was high.
Speaker 2:I that's like interpersonal skills, like to communicate.
Speaker 1:Influence. It stands for influence, so it's like feedstock engagement with people and their email, if the print is broken, is like hi there, my relationship with the print is broken down. I'm sure that we can make friends again, but I need some help understanding what the issue might be. Just wondered if you could help me to, you know, reconfigure our relationship or something like that. It was all like relationship driven full of emojis as well, like the email, and then the high S which I am, which is like supporting, was like and I'm a helper and I'm a.
Speaker 1:I don't want to trouble you, I don't want to, I don't want to put people out, but I want to help them and I want to, you know, provide support and mine, mine's like. So sorry to bother you. Um, if it's not too much trouble when it fits in with you, I'd be really grateful if you could possibly take a look at the printer, because it doesn't seem and that's like exactly what I'm like, exactly what I'm like. And, george, the high d was like the fucking printer's broken I need to fix it now fix it.
Speaker 1:It was so funny because you're so direct. Oh, fucking made me laugh so much anyway. So what he did is helped us to interpret and and work out people's styles from emails, from phone calls, from like voicemails, and so that we can start to figure out and and use um. Because the other thing that I really love what he said is is we can't. We can't change the way our communication is received. We can only change the way we give it.
Speaker 2:Yeah.
Speaker 1:So by identifying your prospects, your clients, your candidates, style, you can then communicate with them in a way that they will receive better, they will receive well, and so I just feel so much more prepared now to be able to like, look at or understand an email or the style of someone and know then how to close them. You know how they want to be sold to, whether they need facts and figures, like the high c, whether they need to know who they're going to be working with, the high I, where they just need, to the point, direct, no bullshit. Close. This is what it's going to do for you, like the high Ds. It's so helpful, it was just absolutely epic. And he's doing another session for us in September in Richmond, which I can't wait for because it's like the next stage. So what else have I got time within the parameters of this to share? Yeah, I don't know if I've got time for this, but I'll have a go.
Speaker 1:Some of our very advanced mastermind members were sharing the business development approaches that are working for them right now, and there was a theme. There's obviously pockets of different angles and different areas of expertise from um the different the nature of the services and the way in which they provide those services. But the essence of it all was similar and that was that it's all about adding value and it's all about bringing help and experience and offering to support rather than going for the sale, and that the sale was an output or a center, you know, a byproduct almost of this providing value and offering support for the people that are doing it really well, especially at the highest levels, and that a few in the room had got this process going really nicely, where they're taking the raw data around what their clients objectives and the challenges they're facing achieving those objectives either growing their business, delivering projects, providing shareholder value so their main commercial objectives and understanding the challenges that are stopping them or hindering them from actually achieving their commercial objectives and then providing help directly for those things, like connecting them with people that have got that going well. Or running round tables for, um, you know how to solve employment uh law challenges in a specific um you know state in the us where you it's heavily unionized, or for HR, for example, and then angling it per customer segment and then using artificial intelligence to take the analysis and take the transcripts of calls that they've had with clients where those symptoms and those problems have come up and feeding that bespoke prompt chat, gpt prompt with more information on the empathy maps for the client, the segmentation charts, specific content, linked linkedin posts, white papers, blogs, emails. That are video scripts that are getting the highest engagement because it's all focused around their pain, but it's all sustainable as part. They've got it built as part of a process.
Speaker 1:Now, um, one of the others, uh, that I've had a call with this week are doing something similar with their search work. So every search project that they do, they're putting all their data into again a custom built chat GPT prompt, all the data they collect on the talent pool, the comp bends, the perception of businesses in the market, the employers of choice and why is in the market the employers of choice and why? And it's compiling that data and producing studies, white papers, content to then be able to share with future prospects. So it's a really nice process. So there's someone in the business that's tasked with taking all the information from the search and putting it in and then producing reports and content from every single search project. So it's like this.
Speaker 1:Well, it's a bit like us, isn't it? We've got the same sort of model where you know we, we acquire a client, we work with a new client, we get them really happy with what. Where they are, they wouldn't retain us, and then they they tell us about it and we then share those stories and we share how they've done it and that one means that we acquire more clients. So it's exactly like that. Um, it's using having this constant uh process of of business development intertwined with execution, basically, as well as the clients, the client calls and the client problems, then feeding your content machine. It's all very, very nice and everyone's got it to different degrees. I don't want that to sound daunting for people. Some people are just starting out and we're just on the first journey and they have their first call with Sarah and she starts to break it down with them and just take the first step.
Speaker 1:Yeah, I mean I could go on all day because I've got pages and pages of notes and we did um videos on each one and we've got clips of it all and all the materials that were shared and it's all gone in the mastery group, uh, for people to digest um it was a great few days it was a great few days, no things stick out for you. Mainly Jess's session, I guess, wasn't it?
Speaker 2:Yeah, I think so, but do you know what? This is more of a generic takeaway, and I think I said this to you when we went to play tennis on the last day. For all the skill and the experience and the ability that's in that room, it's always pretty straightforward, but actually when you look at the people that are doing best, Always pretty straightforward, Like, but actually when you look at the people that are doing best, like you know, someone shared, for example, some example of BD emails and it was like no one's going to look at that and go well, I can't do that.
Speaker 1:No no no absolutely.
Speaker 2:It's actually it's pretty straightforward.
Speaker 1:It's all doable, you go oh okay, yeah, I can do that. Yeah, exactly which is? It's all doable. You go, yeah, oh, okay, yeah, I can do that. Yeah, yeah, exactly. Which is why people come on so quickly in the mastery group, don't they?
Speaker 2:they just it's incredible how well people are doing doesn't it like how often business owners to be sitting there going I might try this and see if it works whereas actually to sit there and say, well, here's someone that's doing it and it's working. It just takes for me so much of the guess work out of it that you know it helps people come on so quickly it does.
Speaker 1:Um, what do we want to leave people with from today? Do you know what?
Speaker 1:oh, I've thought something well it was something that alan said actually only because it's fresh in my mind, because, you know, I just had a call with him and he said you said something to me on the very first call that we had that made me want to start this journey and I'm so grateful that you did say it because it had such a massive impact on me and it's that one sentence, almost, is what's meant that my life has changed for the better, overwhelmingly for the better if you don't do it, you're an idiot.
Speaker 2:I didn't say that.
Speaker 1:Oh okay, sorry but it was a little. It was kind of similar apparently. I said to him do whatever you want to do, alan, like it's completely up to you, because we have very no pressure. Approach like this is entirely up to you. If you want to carry on doing what you're doing, carry on doing it. We don't mind. If you do think that you might want to do this, then we would like to be the ones to help you. But I said to him do whatever you like, it's completely up to you. Um, if you have any questions, let me know, but just don't get left behind. And he said it was that sentence. It was that a realization that I'm gonna get left behind. If I don't, I've been doing the same thing for years and years and years and years and I'm gonna stagnate and that's why I did it. What you're laughing at there it is again.
Speaker 2:There's the jess Miller session. You're the high, I Do whatever you want. It doesn't like.
Speaker 1:No, that's S. That's S.
Speaker 2:Sorry, high S yeah yeah, and then me If you don't do it, you're an idiot. How do you do?
Speaker 1:So funny. It's very good. Every day in our WhatsApp, our whatsapp group, you can tell the difference between claire and me and you me going. Sorry to bother you. If anyone has a moment, please could you claire going hi, folks, hope everyone's having a lovely day. I've been doing this today and jordan going yeah, running late, so funny.
Speaker 1:Uh, well, that's all we've got time for today, so, uh, it's been wonderful to have you with us, and we've got some really lovely juicy guests coming up, because I've been lining up some of our mastermind uh mastermind members to come and share some of their uh senior executive search wizardry with you all. Uh, yeah, I've just been booking clark waterfall and he is going to be an absolute treat, so yeah, stay tuned.
Speaker 2:One thing I want to add, just because it's top of my mind, for any of our listeners in australia who are regular listeners you may have seen the episode with david walston home. You may have seen the episode with sophie in australia about recruitment. We may or may not wink wink be coming to Sydney in.
Speaker 1:September. Yes, running an event with our esteemed colleagues yes, we're going to run an in-person series of masterclasses in person, which is so good. We've done it before. It was awesome. That's a really good shout. Well, there's a second shout out. Really as well, isn't there?
Speaker 1:Because we're running a also a session for those in Japan next week saying, oh, you know, it just won't work in this market, or you know, it's too difficult, it's too hard, you don't want to be taking containers in this market. And it is absolutely not true, because we've got people absolutely flying with it in japan and but they've made a massive change, like they were all contingent. They didn't think it was going to work either, and so we've invited them onto a session with us to tell their story and so you can have a listen to it and hear how they've done it, and they're going to share as much advice as they can for those of you in Japan that want to do it too.
Speaker 2:I'm just going to learn what the Japanese word for lies is, and every time anyone tells me that retained won't work in Japan, I'm just going to shout lies in Japanese.
Speaker 1:I mean you could soften it a bit, maybe put a bit of.
Speaker 2:S in there.
Speaker 1:I hope you don't mind me saying, but you know that's not true.
Speaker 2:That's what I did last week. I always, at any important email, I copy and paste into ChatGPT and say make sure this couldn't be deemed as passive-aggressive. Oh dear, it's not passive-aggressive. That's hilarious, it normally does it a little bit, does it yeah, yeah, yeah a little bit good job.
Speaker 1:Yeah, you be you. We don't mind, we like it yeah, and that's the same for you, lovely listeners. You be you and we're here for you if you need us. Love you loads thanks, lou see you soon bye.
Speaker 1:Well, that's Thanks, lou Seesearchcom, and don't be shy. Connect with us on LinkedIn and come and say hi, we don't bite, unless you're a Shrek firm, that is. We want to say a special thank you to our Retrained members for sharing what's working for them right now and innovating new ways to grow and evolve. It's an incredible community. If you're wondering what exactly we mean when we mention our communities, well, we have two separate programs. Our Search Foundations program is for recruiters who want to learn how to sell and deliver retained search solutions consistently, and we have our Search Mastery program. That's for business leaders or owners already at 50% retained or more and looking to scale and grow and structure their search firm. We cap memberships to these programmes to protect the integrity of the community. If you want access, just talk to us. Okay, thanks for listening. We'll be back very soon with another episode of Retrained Search the podcast.
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