Author best-selling 'The Savage Truth' : https://thesra.co/the-savage-truth-book/

 and 

Recruit. The Savage Way: https://thesra.co/recruit-the-savage-way/

Founder. The Savage Recruitment Academy: 

LOVE THE WAY YOU LEARN

YOUR PACE, WHILE WORKING, WHEN NEEDED. 

FRESH, FUN & FAST.

The most significant change in coaching recruiters in decades

The new ‘Savage Recruitment Academy’ changes everything you think about recruitment training.

AI-enhanced and embedded on their screens via a Chrome extension, your recruiters can watch content in the standard way - but also ask questions while they work. Every obstacle, every roadblock - help is at hand via the AI voice assistant, which generates quality advice from the 200 hours of training content from Greg Savage and the team of experts

You can explore the website and watch the demo video. ‘Training Days’ are no longer required. Every minute is a training session with the SRA to guide you and your team.

LinkedIn 'Top Voices' 2018

Four decades owning, managing and growing staffing businesses across the world, and sharing the tactics that work.

Founder of four highly successful businesses; Recruitment Solutions (taken to IPO). Firebrand Talent Search (trade sale), Eloquent Staffing (trade sale), and People2People

Greg Savage

Recruitment is not rocket science.

You’ve heard it. You may even have said it.

I have.

But I won’t again.

That throwaway line — breezy, self-deprecating, said with a shrug — by a recruiter (!) does more damage to our profession than any snide LinkedIn post from someone who has never billed a fee in their life.

Yes, recruitment is not rocket science.

But we are not building effing rockets, are we?

So who cares?

Writing a rock song that sells millions is not rocket science.

Scoring a century before lunch at the Sydney Cricket Ground isn’t rocket science.

Holding the attention of 1,000 people for two hours from a stage isn’t rocket science.

You haven’t done any of those things.

Raising children isn’t rocket science.

Overcoming addiction isn’t rocket science.

Easy, is it?

When recruiters dismiss their own profession with that tired line, they imply the job is simple. That anyone can do it. That it requires little intelligence, skill or nuance.

Really?

Agency recruitment — done properly — is relentlessly demanding. It is an intricate blend of art and science. It demands emotional intelligence at the highest level. It requires evolved questioning, consulting and advising skills. It calls for subtle but powerful influencing ability — the hardest human skill to master.

And you must deliver all of that while managing logistics that would frighten most corporate departments.

If it’s so easy, why do so many new entrants to agency recruitment fail and leave within two years?

The problem with saying “it’s not rocket science” isn’t just that it’s inaccurate. It’s self-sabotage.

Because when you diminish your craft, you diminish your self-belief.

And from self-belief flows credibility.

Without credibility, you are not a consultant. You are a CV pusher.

Stand proud.

Recruitment is a fantastic career. What we do is inherently good. We find people jobs that change their lives. We help companies grow by securing the talent that drives progress. That matters.

And yes, it is exceptionally challenging.

So when your lawyer mate at the pub gives you that knowing smirk, remind him that some lawyers defend people they know are guilty of heinous crimes. And as for bankers — well, history suggests not all of them have clean hands either.

We, on the other hand, help people build futures.

Think about this.

Ten experienced recruiters in one room.

Ten experienced rocket scientists in another.

Your life depends on being represented in a brutal recruitment contest — a sort of Squid Game for talent.

Who are you choosing to recruit for you?

The rocket scientists?

Or the recruiters?

I think I know your answer.

⸻

This is a summary of a Chapter from my book : Recruit. The Savage Way. (See below)

Stop belittling your profession.

Language shapes belief. Belief shapes behaviour. Behaviour shapes results.

Treat recruitment as the complex, skilled and honourable career it is.

Strive to master it.

And never again say, “It’s not rocket science.”

Insights & advice on recruitment, recruiters and recruitment leadership. Founding, managing, growing recruitment companies. Author 2 Recruitment books. SRA: ANY EMAIL FROM ‘recruiters.gregsavage@gmail.com’ IS A SCAM!

Your database is cheating on you
 
Are you overwhelmed by AI tech and the promises of AI vendors?
 
Stay calm.
 
You are not alone.
 
The quickest benefit you can get from AI right now is getting good AI to improve, cleanse, and update your database that you're so proud of.
 
"We've got 500,000 candidates on our database", says the owner of a recruitment company.
 
Meanwhile, the truth is that the database is a candidate graveyard. 

It's full of dead people.
 
And when I say dead - well, some of them might actually be dead. You wouldn't know because you don't interact with them.

Check out this clip from a webinar I did with Mark Whitby on The Resilient Recruiter Podcast and then read on
 
But they are definitely dead to you, because you can't find them, and you have no idea what their current 'work status' is right now.
 
The stats tell us that, for jobs filled by recruiters, when the candidate came from a job board (via a screening process), 46% of those candidates were already in their database.
 
Can you even comprehend the dysfunction behind that stat? The extra work. The frustration. The time wasting. The money spent on ads for no reason. The lost opportunity
 
So, my heading was unfair. Your database is not cheating on you
 
You are cheating on your clients, candidates, your recruiters, and yourself
 
Fix that using tech, and you'll make a massive step forward

Tag Mark Whitby or Rachel T. and they will post a link to the podcast. Its a goodie apparently...

*** Recruitment rebounds to a 3-year high ***

This article is simple – but very positive.

The past few years have been a grind for many recruiters.

Even worse, some recruitment companies have closed, and many individuals moved on to other things.

However, the past 12 months have felt slightly better, according to the financial results of my clients (Where I am on their Board) and also the chatter in ‘recruiter-land’

But now, I have the hard data

And it is crystal clear.

Recruitment is improving!

(All thanks to the  GRID Industry Trends Report)

Globally, we have seen the highest percentage of firms reporting revenue growth since 2022.

In 2025, financial performance was surprisingly positive across the global recruitment industry. 56% of recruitment companies surveyed reported revenue growth, compared to 40% in 2024 and 49% in 2023. And 13% actually saw revenue increase by more than 25% year-over-year.

For the figures on APAC, Australia, and UK, and the original source data, read the full article.

Here: https://lnkd.in/gcWgunUk

*** This is your future in recruitment***
 
If you want to future-proof your recruitment career, master one thing: 

Influencing skills

Not sourcing. Not Boolean strings. Not matching. Not database wizardry.

Those skills matter—but they’re about to be commoditised.

AI and automation will handle sourcing, screening, matching, scheduling, and onboarding faster, cheaper, and at scale. Machines will do the “hack work” of recruitment. What remains—the true craft—cannot be automated.

Recruitment has always been a blend of science and art. The science is being industrialised by technology. The art is becoming your differentiator.

Watch the video snippet from the Savage Recruitment Academy Academy 

Influencing is not confrontation. It’s not manipulation. It’s not ‘hard sell’. It most certainly is not dishonest. Nor is it attempting to ‘steal an advantage’ over clients or candidates.

In fact, it’s in everyone’s interests
 
It’s professional courage: asking better questions, listening deeply, challenging assumptions, shaping outcomes, coaching clients, and guiding candidates. It’s architecting the deal rather than reacting to it.
 
We’ve long dismissed these as “soft skills.” That label is wrong. These are hard to learn, hard to teach, hard to replicate, and impossible to automate. Influencing, persuasion, trust-building, conflict resolution, counter-offer management, and advisory selling determine who succeeds in recruitment.
 
This is where the TechnoEmpath emerges—the hybrid recruiter who combines technology mastery with human influence. AI literacy is essential. Data matters. Automation matters. But talent is not a commodity. Candidates can say no. Clients can change direction. Emotions, motivations, politics, and trust drive outcomes—and algorithms don’t navigate those moments of truth.
 
AI will free recruiters from transactional tasks. That means fewer recruiters, but far more valuable ones. The remaining recruiters will sell, advise, consult, influence, and shape strategy. They will replace those who hide behind digital tools.
 
The future recruiter is not a CV pusher or a process administrator. They are an advisor, a strategist, and an influencer.
 
In short: Technology will handle the process. Humans will handle the outcome.

And influencing skills are the currency of that outcome.

Go to the Savage Recruitment Academy page and from there to the website where you can see content, demos, pricing, and sign up

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

Six years ago, I was the very first guest on The Resilient Recruiter Podcast

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

My view?

AI hasn’t made recruitment easier.

In many ways, it’s made it harder.

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 I have 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

Check out this clip from the podcast, then read what you will learn below the video


Why AI Is Making Recruitment Harder

·      Why AI screening tools produced only 14% overlap in shortlists
·      Research suggests that 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, the distinction between retained and contingent recruitment, and how to scale a recruitment business as AI reshapes hiring.

This conversation is less about tools and more about leadership, positioning, and building a recruitment business that stays relevant.
If you want to future-proof your recruitment business without burning out, this episode is a must-listen.

Connect with Mark Whitby on LinkedIn.

If you’re a recruitment agency owner subscribe to The Resilient Recruiter Podcast 

https://lnkd.in/g6YMhsYa  - Apple Podcast

https://lnkd.in/gYPyBDnT - Recruitment Coach Podcast

 https://lnkd.in/g_Cb7q4e - Spotify

https://lnkd.in/gqsu_X8J -YouTube

"If you are filling 2 jobs out of 10, wouldn't it be better if you only took 4 jobs and filled 3?"

Confessions of a Recruiter

Savage Recruitment Academy

I was 21 when I got into recruitment.

It was in Executive Search, and every client, every candidate was older and more experienced than I was.

I had big-time 'imposter syndrome', and I guess in the early days that was warranted.

But not for long!

In business, as in life, you get treated the way you allow yourself to be treated. We all know individuals who are always 'the victim'. Bad things are 'always happening to them'. If something could go wrong with a client or candidate, it will. It's all so unfair! But the reality is that it is their behaviour, demeanour, and attitude that's the problem. They are failure magnets.

Watch the video snippet from the Savage Recruitment Academy training library, and read the full story below

You see, the foundation point for a great recruiter is self-belief. You are the expert. Your client may be an Executive Director of a listed company or the CEO of a multi-national conglomerate, but who knows more about the permanent recruiting market? You or him? Who interviews hundreds of candidates each year? Who negotiates salaries every day? Who knows what motivates staff in today's marketplace? Who knows permanent market-rate salaries, or how to handle a counter-offer situation?

You do!

You are the expert. Believe in that and behave as though you believe that. If you do, your client will believe in you. But if you behave like a resume processor or a clerical resourcer, that is how you will be treated.

The recruiter with 12 to 18 months of experience, mainly on the candidate side, cannot imagine how she can add value to a conversation with a client. She feels nervous and 'not really useful'.

But she has interviewed 150 candidates. That is more than any of her clients have interviewed in their lives. She knows more about that market than any of her clients. She knows what candidates want to get paid. She knows the attitude toward working from home. She knows what they're looking for out of an employer. And it changes month to month because the market changes, and you know that. She is an expert in that. She knows more than I, more than 90% of other recruiters, not in her niche, and more than any of her clients.

Recruiters must have self-belief when meeting clients, demonstrating confidence in their insights

Now, I'm not suggesting arrogance like, "I know more than you," but you need that belief when you're talking to a client because your client might be the CEO of a giant law firm or whatever they are, but you know more about what you know.

You are the expert. Believe in that and behave as though you believe that. If you do, your client will believe in you. But if you behave like a resume processor or a clerical resourcer, that is how you will be treated.

This is how great recruiters succeed in our business—belief in our value and ability to control client interaction.

Go to the Savage Recruitment Academy page and from there to the website where you can see content, demos, pricing, and sign up

2,000 recruiters attended Part 1!

Register for Part 2 now

Free live webinar! Sign up via link in the comments 

A complete plan to thrive in 2026 and beyond

All recruiters and recruiting leaders

Brought to you by Wingman Recruitment, "The 2026 Recruitment Playbook", for recruiters and recruitment leaders
 
In the webinar I address this issue:
 
“If you do not take crucial actions and add key competencies in 2026…you won't be around in 2027 or beyond. There are those who ‘wait for the market’ and those who ‘make the market’. Your biggest threat, right now, is to do nothing.”
 
The truth is that only the ‘paranoid’ survive. Complacency means extinction. Spot threats before they explode. Reinvent before you are forced to. The landscape is shifting. AI and automation overload. New recruitment models are here. And 2026 will reward the prepared.
 
On the 5th of March at 12pm (QLD) we’re back or Part Two of the 2026 Recruitment Playbook.
 
So much packed into this session

* Quick summary of Part 1
 
* Why and how to specialise
 
* How leaders need to lead differently
 
* The power of a ‘learning ethos’
 
* Build your VPA (Visible Personal Authority)
 
* Upgrade client quality. Ruthlessly. Continuously
 
* Build a Warm Talent Mob (Relax. I will explain😊)
 
* Measure the right things. Some old. Some new
 
 * Transactions. Process. Speed -> to real, proactive relationships
 
 Feedback on Part 1 has been fantastic. 

 Don’t miss Part 2, Link to register in the comments

Don’t get all hot and flustered about KPIs

KPIs have a bad name because they are usually incorrectly devised and appallingly implemented by incompetent leaders.

You can’t manage what you do not measure

And if you don’t measure it, how can you improve it?

Success in recruitment is

‘lots of activity – done well, with the right people’.

Activity x Quality x Target Market
= Success

And the activities will vary depending on the state of the market. They are fluid and dynamic.

I have never seen a successful recruiter who does not consistently churn out activities that drive the outcomes we seek.

Watch the video snippet from the Savage Recruitment Academy training library, and read the full story below

It just comes with the territory.

But it’s not all about activity, is it?

In fact, too much activity of the wrong kind and of inferior quality will be counterproductive.

No, the second component of the success formula is 'quality'

We have to have lots of activities to be successful, but they need to be of the highest quality. And by quality, I mean quality through every step of the process. In fact, your job is made up of thousands of tiny little interactions. (Moments of Truth). Our success is driven by the volume of those interactions (activity) and, crucially, by the quality of those interactions.

That is where a real recruiting professional will display her well-honed questioning, influencing, counselling, persuasion, and negotiation skills. That is the quality I am referring to.

So, success is about activity, and success is about the quality of that activity.

But there is a third leg to the equation. One most recruiters fail to spot.

But we must do that high-quality activity…with the right people!

If you do 15 client meetings a week, and the quality of those visits is superb, you can still fail if you are meeting with two-bit companies that do not need your services or meet people who are not decision-makers.

Twenty candidates’ interviews, even if well done, are useless if the candidates you meet lack the skills your clients are seeking and will hire. Right?

And I know what you’re thinking now. You are thinking, “But this is so obvious”. I know. Isn’t it just?

But do you do it?

And if you are a leader, do you run your business on this premise?

 Are we doing enough activity?
• Is that activity of the right quality?
• Are we doing it with the right people?

Build your desk and your business around it

The holy grail of how to be great at this job.

Activity x quality x target market

Go to the Savage Recruitment Academy page and from there to the website where you can see content, demos, pricing, and sign up

Most recruitment agencies  are still operating an increasingly redundant tech stack.

A CRM here. A sequencer there, and maybe  a bit of AI bolted on top.

The problem is that the recruiters are spending half their day switching tabs instead of speaking to candidates and clients 

Its frustrating (and a little understandable) because it is all new to all of us, but in many cases the  "AI strategy" is blind because it has no context.

Most agencies aren’t using AI to be strategic. Many are using it to write average emails faster. In fact, and this is harsh but true, they are taking the dysfunctional part of recruitment and making it more efficiently dysfunctional with AI

That is more common that anyone will admit, especially the 'TechBros"

Sometimes they are using it to summarise conversations (and then what?)

It’s inefficient. It’s messy. And it kills margins.

We need to look at AI and its capability differently. 

I have been saying for a very long time that technology should amplify the human, not replace them — and AI is no different.

The big players are investing millions in building in-house AI-infrastructure.

It’s not about speed anymore. Use AI smartly, and it will separate you from the rest.

That’s what Recruiterflow Elevate is all about this time.

I’ll be there in London, March 19th.

Leading up to the event are two interesting conversations worth your time.

And for those of you in London, see you there in person next month.

This is an invite-only event so don’t forget to register here: 

https://lnkd.in/gZqNtQGB

Exigency Recruitment Limited

Exigency Recruitment is a recruitment consultancy that specialises in permanent recruitment in Social Care, matching Support Workers, Deputy Managers and Registered Managers with either an Adult or Children and Young Peoples care background with outstanding care providers ranging from family run businesses with a handful of homes to national providers across the UK. 

We understand the difficulties that you face across the UK, it's an industry that is not heavily glamourized and does not get enough exposure to potential candidates and unless your home places a heavy emphasis on your employer branding and its matched with a even heavier marketing budget, it can be incredibly challenging to get your unique selling points across to attract would be candidates with thousands of other options out there. Our goal is not to just fill the vacancy, but to establish a long term relationship over multiple placements to understand the intricacies and quirks of your business that make your home special, as ultimately higher salaries do not equal better staff, in fact, your best team members are not driven by a bigger pay check, their drive comes from having an innate ability to just truly care for their residents.

Whether you are currently an experienced care professional or if it's an industry you feel you could make an impact in, we can help guide you. We predominantly work with established businesses that have a strong track record of "Good" or "Outstanding" in different areas with either the CQC or Ofsted that place a strong emphasis on career progression, education, support and employee wellbeing with highly competitive salaries to match. We would also be more than happy to assist with cv writing or feedback, career guidance, interview advice or even just a chat!

Managing Director

Wingman Marketing

The driving force in better sales output and telemarketing campaign delivery by managing and improving the performance & capabilities of the sales team. Sustain, evolve and grow both our client relationships and revenue through better communication, account management and self-generated new sales opportunities for the business. 

Sales Team Management

- Manage members of the sales team.
- Support, train, coach and monitor the sales team to increase the quality & volume of sales lead output from campaign activities.
- Create, maintain and influence the use of supportive training assets for the sales team.
- Control and manage day-by-day campaign delivery.
- Influence successful campaign outcomes with ideas and strategy to the messaging and structure of campaign delivery.
- Write sales pitches and supportive content. 
- Monitor the quality control of system use and data management by the sales team.
- Monitor the usable data volumes for each campaign on a weekly basis.

Account Management

- Maintain regular contact with nominated client contacts.
- Act as the clients "Champion" within the business to ensure excellence in our delivery.
- Work with clients and other internal stakeholders to bring new ideas, strategies and campaign messages to campaigns.
- Work with the Campaign Manager to ensure that scheduling is organised, campaign messages are setup and background system tasks are in place.
- Work with the Data Manager to ensure accurate data targeting, sourcing and best practice "data guardianship" takes place.

Sales Management

- Spearhead internal sales campaign efforts to grow exposure in targeted industries.
- Support other internal stakeholders with messaging and other internal marketing activities.
- Generate, nurture and convert internal sales opportunities.
- Work alongside the Managing Director to identify new market opportunities, evolve our proposition and messaging to increase our exposure & conversion rates.

Sales & Account Manager

Managing Director and Health and Social Care Recruitment Consultant at Exigency Recruitment.

Exigency Recruitment is an independent Health and Social Care recruitment consultancy specialising in permanent staffing solutions to residential and nursing home care providers for adults, children, and young people throughout the United Kingdom.

If you are in a role and are considering a move and want a confidential discussion, you can reach me directly on LinkedIn or by sending an email to jp@exigencyrecruitment.co.uk

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The Battle

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Greg Savage's LinkedIn Performance

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