Скачать или смотреть Why We Only Hire Entry-Level Talent and How It Got Us to £8 Million with Matthew Sullivan

In this episode, I sit down with Matthew Sullivan to unpack why his business only hires entry-level talent and how that decision helped them scale to £8 million NFI.

We talk hiring strategy, retention, and building systems that turn rookies into high performers.

There’s loads to take from this one.

You can connect with Matt here:   / matthew-sullivan-04ab67116  

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Timestamps:
00:00 – Intro
00:49 – The business journey: From 9 heads and £600k to 66 heads and
02:14 – The three pillars of growth: People, opportunity, systems
03:34 – Why the business hires only entry-level talent
05:32 – Why hiring is the founder’s number one job
07:06 – The profile of a successful hire in the business
10:15 – The importance of having clarity on your hiring persona
12:20 – Recruitment’s softening standards and setting expectations
14:25 – Why you must define who you are as a company
15:55 – Matt’s interview style and what he looks for in a candidate
17:31 – Selling people against the role to set the right expectations
18:48 – Red flags in entry-level hiring
19:31 – Role plays and psychometric testing in the hiring process
22:16 – How they use psychometric testing (and the provider they trust)
24:12 – The biggest factor in retention: Performance
25:18 – The real reason most people leave recruitment businesses
27:41 – Why opportunity design is key to long-term retention
29:05 – The “insider model” and how it was born
32:43 – What makes someone ready for equity and partnership
34:24 – How they decide who to back in the group
35:43 – What they offer to people who want to go on their own
37:16 – The real value of joining an incubated recruitment business
40:12 – Why founder chemistry matters
41:44 – Should future recruitment founders learn operations?
42:43 – Getting serious about onboarding and internal L&D
44:51 – Breaking down the first 90 days
46:58 – What people do in their first weeks – and when expectations kick in
49:20 – The key metrics that matter in the early days
50:46 – When new hires should be billing
52:13 – The dashboards and stats Matt actually tracks
54:30 – When to hire and how Matt’s done it in the past
56:47 – Signs a desk is ready for a new hire
58:31 – When and how to add people into new markets
1:00:09 – Why scaling past 15 heads needs system-led thinking
1:03:58 – How to break down recruitment into micro skills
1:09:22 – The two core processes that drive performance
1:11:05 – How documentation helps keep systems consistent
1:13:24 – Why recruitment is a people system – and how that’s changed
1:15:53 – Where to start if you’re serious about systems and growth
1:18:40 – What Matt’s doubling down on in 2024
1:20:56 – Optimising for meaning, not just metrics
1:22:35 – Wrap-up and reflections

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Get in touch:

Linkedin:   / hishemazzouz  

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