BASE Mindset

The business coaching, NED and recruitment advisory services I provide includes a powerful & comprehensive process for ongoing personal development, transformation, & achievement. 

🔹Leadership Development - Mentorship & Advisory. 
🔹Staffing Solutions - Perm, Interim, Temporary.
🔹Retained, RPO, SOW, Exclusive, Job Control 
🔹BD/Networking/Markets/Nurturing Customers.
🔹Talent Management - Attraction, Onboarding.
🔹Retention & Development - Motivations/Drivers. 
🔹Organisational Development, Strategy & Execution
🔹Mission, Values & Vision/Career Maps/Packages.
🔹How to be Fit for sale MBO/MBI/Exit. 
🔹Thought Leadership - Branding/Marketing/Linkedin
🔹Day Plans, Week Plans, 90-Day Plan
🔹Mindset, Pitch, Tone, Rapport Building, Job Qual
🔹Speccing in candidates, email, sequencing
🔹Goal and Target Setting, Personal Development 

chris@basemindset.com
www.basemindset.com
Tel: 07796 304469

Leadership, Performance and Wellbeing Coach / NED

The Purpose-Led Leadership Podcast

The place that helps you communicate, engage and lead with purpose.

We lift the lid on what it takes to be a great leader.

Our guests share tips, principles, wins and failures that will educate and inspire you to lead your own team and business, with purpose.

Check us out on Spotify, iTunes and Buzzsprout

Host

Sinclair James

Working with the founder to deliver scale

NED & Business Mentor

HM Staffing Ltd

Working with the owner and the entire business to drive revenue, expansion and scale.

NED and Business Mentor

Purpose-Led Leadership

Founder

FWD Thinking Recruitment

FWD Thinking isn’t just about finding you a job, it’s about shaping our clients and candidate’s futures. 

I am tasked with making sure we exceed expectations and our career consultants live up to our 3 brand values – bravery, positivity and thoughtfulness.’

As the proliferation of social media gives clients greater access to active candidates, our role as a partner and trusted source of advice and expertise has never been more significant. 

The last six years has seen us build and nurture deep rooted business relationships. Our Ambition and bravery to continue this process is as strong as ever.

chris.oconnell@fwdthinkingrecruitment.co.uk / 0796304469

Managing Director

Angel Recruitment

Working with the owners and the entire business to drive revenue, expansion and scale.

SourceCo Recruitment Agency

Supporting the owner and business to achieve tangible business growth

Absolute Industrial Recruitment Ltd

Supporting the owner and business to achieve tangible business growth.

TrioTech Recruitment

Business Mentor 🥇 I Scaled & Sold My £25M Recruitment Business🔥Now I Empower Recruitment Leaders To Do The Same ⚡️Leadership Coach 🔥NED🚀Host: Purpose-Led Leadership Podcast🎙️Book Call

Ex-global top biller at SThree and £25M Recruitment business owner turned purpose-driven NED and coach.

Almost all business problems are people problems. Because people without a purpose have no centralised reason driving them to perform. 
 
After exiting my last business, I now coach leaders on how to build purpose-led businesses that perform. 

The services I provide includes a powerful and comprehensive process for ongoing personal development, transformation, and achievement.
 
I work with leaders in service-based businesses on: 

🔹Leadership Coaching 
🔹Vision, Mission and Values
🔹Get Fit for sale MBO/MBI/Exit
🔹Career Maps and Pay Packages
🔹Career and Organisational Development
🔹Business Development and Account Growth
🔹Talent  Attraction, Retention & Development
🔹Mindset, Pitch, Tone, Rapport Building, Job Qual
🔹Thought Leadership, Branding & Linkedin Content
🔹Robust value propositions and marketing strategies
🔹Retained, RPO, SOW, Exclusive, Job Control & Closing
🔹Day Plans, Week Plans, 90-Day Plans, Team Coaching
🔹Goal and Target Setting,  Personal Dev, Share Schemes
🔹 Boards Packs, Board Meetings, Strategy and Execution
🔹Speccing in candidates, email, sequencing,call to action 

chris@basemindset.com
www.basemindset.com
Tel: 07796 304469

 
I’m an outspoken advocate of Mental health (MHFA), mindset and self care. 

I’m the proud dad to three incredible boys and am not afraid to tell you how it is. 
 
If you’re a service-based business owner looking for serious growth, DM me to arrange a chat and let’s start growing! 😃

➡️ www.basemindset.com 

➡️ chris@basemindset.com

PS: speak to my clients…! Here’s feedback from one - check my other recommendations too! 🚀👇

🔥Chris is an exceptional coach with extensive knowledge of the recruitment market. 

🔥We engaged with Chris when we were looking to enter a new market, and his expert advice and knowledge helped us gain traction very quickly. 

🔥 Chris has become a trusted advisor and a friend, and I highly recommend Chris to anyone looking for a Coach/Mentor.

________________________________________________

To get to know me a little better, listen to my podcast The Purpose-Led Leadership Podcast 🎙 (Spotify and Apple Podcasts) or follow me on Instagram: @chrisoconnellcoach

https://open.spotify.com/show/72edQlrSeUvLmC2LsqOrQG?si=lPPWojsFTey7BKEyj-8hpg

Many of my clients hit the gym religiously 4 to 5 times a week.

So I asked them: 

“How many sessions did you miss last month?”

Most said:

“None… maybe one.”

Then I asked a different question:

“How many business development sessions do you do per week… and how many do you miss?”

They laughed.
Then they looked at me.
I stayed deadpan.

And that’s when the penny dropped.

You don’t build muscle, movement or flexibility by working out now and then.

You show up. You push through. You stay consistent.

That’s why you get results.

Business works the same way.

You cannot build a pipeline…
You cannot build revenue…
You cannot build momentum…

…if you only “prospect when you feel like it.”

Imagine if business owners and recruiters treated BD and prospecting with the same discipline and pride they treat their physical fitness.

The businesses that win aren’t always the strongest or smartest.

They are the ones that treat consistency like a non-negotiable.

Your pipeline is a muscle train it.

Chris O’Connell🍀

Ex-global top biller at SThree and £25M Recruitment business owner turned purpose-driven NED and coach.

Almost all business problems are people problems. Because people without a purpose have no centralised reason driving them to perform. 
 
After exiting my last business, I now coach leaders on how to build purpose-led businesses that perform. 

The services I provide includes a powerful and comprehensive process for ongoing personal development, transformation, and achievement.
 
I work with leaders in service-based businesses on: 

🔹Leadership Coaching 
🔹Speccing in candidates, email, sequencing,call to action
🔹Vision, Mission and Values
🔹Thought Leadership, Branding & Linkedin Content 
🔹Talent Management, Retention & Development
🔹Robust value propositions and marketing strategies
🔹Retained, RPO, SOW, Exclusive, Job control & closing
🔹Boards Packs, Board Meetings
🔹Strategy and Execution
🔹Get Fit for sale MBO/MBI/Exit
🔹Staffing Solutions - Perm, Interim
🔹Career Maps and Pay Packages
🔹Career and Organisational Development
🔹Business Development and Account Growth
🔹Day Plans, Week Plans, 90-Day Plans, Team Coaching
🔹Mindset, Pitch, Tone, Rapport Building, Job Qualification
🔹Goal and Target Setting,  Personal Dev, Share Schemes 

chris@basemindset.com
www.basemindset.com
Tel: 07796 304469

 
I’m an outspoken advocate of Mental health (MHFA), mindset and self care. 

I’m the proud dad to three incredible boys and am not afraid to tell you how it is. 
 
If you’re a service-based business owner looking for serious growth, DM me to arrange a chat and let’s start growing! 😃

➡️ www.basemindset.com 

➡️ chris@basemindset.com

PS: speak to my clients…! Here’s feedback from one - check my other recommendations too! 🚀👇

🔥Chris is an exceptional coach with extensive knowledge of the recruitment market. 

🔥We engaged with Chris when we were looking to enter a new market, and his expert advice and knowledge helped us gain traction very quickly. 

🔥 Chris has become a trusted advisor and a friend, and I highly recommend Chris to anyone looking for a Coach/Mentor.

________________________________________________

To get to know me a little better, listen to my podcast The Purpose-Led Leadership Podcast 🎙 (Spotify and Apple Podcasts) or follow me on Instagram: @chrisoconnellcoach

https://open.spotify.com/show/72edQlrSeUvLmC2LsqOrQG?si=lPPWojsFTey7BKEyj-8hpg

🥇Scaled & Sold My £25M Recruitment Business | NED 🔥Now I Mentor Recruitment Leaders To Do The Same 🚀Speaker 🎙️ Host: Purpose-Led Leadership Podcast 😃BUY MY NEW PRODUCTS ⬇️

The loudest leader isn’t the strongest.

Usually, they’re the weakest.

Real leaders don’t need volume.
They need honesty.

Humility when things go well.
Accountability when things don’t.
Awareness always.

Everything else is ego and noise.

Quiet leadership builds empires.
Loud leadership burns them down.

Seen this in your career?
What would you add?

🥇Scaled & Sold My £25M Recruitment Business | NED 🔥Now I Mentor Recruitment Leaders To Do The Same 🚀Speaker 🎙️ Host: Purpose-Led Leadership Podcast 😃Elite Leaders M&A 📈 BUY MY NEW PRODUCTS ⬇️

Recruitment is the hardest sales job in the world.

If you disagree, you’ve either never done it properly… or you didn’t last long enough.

We’re not selling a product.
We’re not selling a subscription.
We’re not selling something that sits neatly on a shelf.

We’re selling decisions about people.

People who lie.
People who panic.
People who change their mind at the eleventh hour.
People who say yes… then disappear.
People who withhold information until it’s too late.

On both sides of the deal.

Candidates and clients.

Recruitment is selling an outcome you don’t fully control…

….in a process driven by emotion, fear, ego, and risk

where one WhatsApp message can blow up six months of work.

And when it goes wrong?

The recruiter gets blamed.

Your job isn’t “matching CVs”.
Your job is psychological warfare (politely conducted).
You challenge.
You probe.
You call out bullshit.
You manage egos.
You protect people from their own bad decisions.

All while being told:

- “Just send more CVs”
- “The candidate’s keen”
- “We’re almost there”

Until suddenly you’re not.

That’s why most people fail.
Not because they can’t sell 
but because they can’t handle the emotional load.

Recruitment rewards resilience, not talent.
Discipline, not motivation.
Standards, not hope.

Only a small percentage ever master it.
The rest burn out, quit, or hide behind process.

So when someone says “recruitment isn’t that hard”,
what they’re really saying is:

“I’ve never carried real responsibility for human decisions under pressure.”

If you know, you know.
And if you don’t - this post will probably annoy you.

Here’s How I Map a Recruitment Desk to Deliver Growth 🚀

1. Desk Overview

- Desk Name: (Brand it Internally and Externally) 
- Sector: (Specific Industry Segments) 
- Niche: (Technology, Skills, Products, Systems)
- Geographical Focus: (Not Global Please!)
- Contract / Perm: (Not Dual Desk)

2. ICP (Ideal Customer Profile)

Target Clients:

- Size: (0-50–500 emp, VC-backed, scale-ups, etc)
- Hiring volume / frequency:
- Decision makers (titles):
- Pain points we solve:
- Buying triggers / key events:

Target Candidates:

- Skills / Job Titles:
- Seniority:
- Salary Band / Day Rate Range:
- Availability Trends:
- Whst Companies they Work At

3. Market Snapshot

- Market Size:
- Active Competitors:
- Typical Hiring Cycles:
- Average Perm Fees / Contract Margins:
- Talent Supply/Demand Notes:

4. KPIs (Weekly & Monthly)

Activity KPIs (Leading Indicators/Tangible Conversations) 

- Calls/Outreach Per Week:
- Sales Calls / Meetings booked:
- Number and Type of Touchpoints
- Candidate Calls Booked:
- New BD prospects Added and Contacted:
- New Candidates Added:
- Specs Sent
-.CVs Sent:


Performance KPIs (Lagging Indicators):

- Jobs Onboarded: (Graded A, B, C)
- Qualified Jobs:
- Shortlists Delivered:
- Interviews (1st):
- Interviews (2nd/final):
- Offers:
- Placements:
- Revenue per Week/Month:


5. Weekly & Monthly Pipeline Targets

- Live Roles Needed to Hit Desk Target:
- Number of CV’s and Interviews (Suggested)
- Required Average Fee / Margin:
- Monthly Revenue Target:
- Quarterly Revenue Target:


6. Defined Delivery Ratios (Benchmarks)

(Fill these in once you’ve run the desk for 30–60 days)

- CV to interview ratio:
- Interview to offer ratio:
- Offer to placement ratio:
- Time to fill average:
- Fill rate (% of jobs filled):


7. Risk Factors & Early Warning Signs

- Low Job Flow and Poor Qualification
- Poor CV to Interview Ratio
- Overreliance On One Client
- Market Saturation Signals
- No BD Rhythm, Outreach, Results 

8. 90-Day Growth Plan

Month 1:

- Market Mapping - Master this you MASTER EVERYHING
- ICP Building
- Core KPI Baselines
- Initial Outbound Strategy

Month 2:

- Focus on 3–5 Anchor Clients
- KPIs Optimised
- Build Repeatable Candidate Pools
- Consistent BD Outbound rhythm

Month 3:

- Scale outreach
- Increase job flow
- Evaluate resourcing support
- Review ratios & triggers

9. Tools & Data Requirements

- CRM field requirements
- ICP lists
- Job pipeline tracker
- Weekly KPI tracker
- Monthly scoreboard

10. DM me or Double Dare You 

call me to execute it all

The most dangerous person in a recruitment business?

The current top biller with no consistency

One big quarter.
One big deal.
One big client.

Then nothing.

Everyone loves the person at the top of the leaderboard.

Big deals. Big bravado. Big story.

When I look at data at board level, I don’t look at the top first.

I look at the middle.

Because that’s where the truth sits

With the one doing the work no one celebrates:

	•	consistent BD
	•	consistent nurturing
	•	consistent calls
	•	consistent touchpoints and CV’s out
	•	consistent interviews
	•	consistent pipeline
	•	consistent delivery
	•	consistent resilience

No feast and famine.
No drama.
No ego.

Behaviours.
Habits.
Activity.
Resilience.
Consistency.

Anyone can have a great month/quarter.
Not everyone can repeat it.

You scale a business with consistency, not noise.

And the “middle performer” who does the basics relentlessly?

That’s your real top biller in waiting.

Want a mentor to help you identify and develop more top billers? DM me for more!

One of the most underrated skills in leadership (and in life) is emotional mastery.

Not reacting.
Not spiralling.
Not letting pressure, people or situations pull you out of yourself.

In recruitment and leadership, you’re constantly dealing with uncertainty, moving parts, difficult conversations, delays, high-stakes decisions, and shifting expectations.

If you can’t regulate yourself, the industry and the pressure 

it will run you.

Emotional mastery is the real advantage:

- Staying calm when others escalate
- Responding instead of reacting
- Holding centre in uncertainty
- Seeing clearly instead of emotionally
- Leading the moment, not being led by it

The world doesn’t reward the most emotional person in the room.

It rewards the most regulated.

If you want to build this kind of emotional mastery in your leadership, your team, or yourself - it’s a big part of the work I do with founders and recruiters. Happy to talk. 😃

Your recruitment business isn’t dying because of the market.

It’s dying because all your data is on your consultants’ iPhones

And any one of them can walk out tomorrow and leave you with nothing but a logo.

This is the mistake I see again and again - even in “established” agencies:

- Jobs sitting in WhatsApp chats
- Candidates saved in someone’s personal phone
- Clients managed through Telegram
- Resumes sitting in Slack threads
- Talent pipelines living in private spreadsheets
- BD notes buried in iMessage
- Conversations and intel scattered across 10 apps

It feels fine today.
It feels “easy.”

But the moment someone resigns - your entire operation falls off a cliff.

Because you never owned your data.

They did.

And here’s the uncomfortable truth:

You cannot scale anything without centralised, coded, trackable data.

Not your pipeline.
Not your training.
Not your forecasting.
Not your ratios.
Not your team performance.
Not your strategic decisions.
Not your legacy.

Your database is only as good as what’s on it.
Your tech is only as powerful as the data you feed it.
Your processes are only as strong as your adoption.

You can have the best ATS, CRM, automation, AI and intel on the market…

If your people aren’t putting data in the system,
you’re building a house on sand.

Get every data point out of your consultants’ pockets and into your system - fast.

Candidate pools.
Client pools.
BD notes.
Interview notes.
Ratios.
Touchpoints.
Pipeline stages.
Training gaps.
Trend data.

Because the moment your people leave,
you should still own:

your relationships
your insights
your intel
your pipeline
your future revenue
your competitive advantage

Otherwise?

You don’t own a business.
You’re renting one from your consultants.

Find a way to get your data onto the system.
Or watch your business walk out the door with it.

PS: I mentor recruitment agencies to build & scale and have done for 27 years - DM me - I’ll show you how 🚀

You don’t escape what you suppress 

you become it.

You grow up thinking suppression is strength.
Hold it together.
Push it down.
Get on with it.

But the truth is this:

Everything you bury in yourself eventually shapes you.

Here’s how:

1. Suppress your anger - it becomes people pleasing

You’re so terrified of conflict, you abandon yourself to keep others comfortable.

2. Suppress your sadness - it becomes numbness

You don’t just lose the pain - you lose the joy too.

3. Suppress your fear - it becomes control

You grip everything tightly so nothing can hurt you again.

4. Suppress your shame - it becomes perfectionism

You chase “flawless” hoping it will finally make you lovable.

5. Suppress your guilt - it becomes over-giving

You sacrifice yourself trying to earn redemption that was never required.

6. Suppress your insecurity - it becomes arrogance

You posture and perform to hide the part of you that feels “not enough.”

7. Suppress your jealousy - it becomes judgment

You attack in others what you secretly wish you had the courage to pursue.

8. Suppress your hurt - it becomes sarcasm

Humour becomes your armour; wit becomes your shield.

9. Suppress your need for love - it becomes independence addiction

You convince yourself you don’t 
need anyone - but it’s loneliness in disguise.

10. Suppress your truth - it becomes self-abandonment

You dim who you are to be accepted, and lose the relationship that mattered most - the one with yourself.

Your shadow isn’t dangerous - it’s wounded.

It’s the part of you that:

Needed comfort and got silence.
Needed softness and got hardness.
Needed presence and got absence.
Needed love and got conditions.

It learned to cope, not thrive.

Your shadow doesn’t need punishment.
It needs understanding.

So how do you heal?

By turning toward what you’ve spent years running from.
By feeling what you taught yourself never to feel.
By offering compassion to the parts of you you’ve exiled.
By telling the truth - first to yourself, then to the world.
By letting your inner child unclench their fists.

You don’t become light by escaping the darkness.
You become light by meeting the darkness with love.

STOP suppressing what’s real.
START listening to what your shadow has been trying to say for years.

That’s where freedom begins.
That’s where self-respect begins.
That’s where you begin.

Remove the tech and you would bill more money!

It’s a bold statement 

But with all the automation, sequencing tools, AI platforms, and shiny new recruitment toys… we’ve forgotten the basics.

Everyone’s obsessed with the next workflow hack.
The next extension.
The next bot.
The next “AI-powered sourcing machine.

And yes the tools are brilliant.
They really are.
I use them. You use them. We all use them.
But here’s the truth nobody wants to say out loud:

👉 If you took all the tech away… most recruiters would genuinely struggle.

Because the fundamentals matter now more than ever.

Give me:

- Market mapping
- Speaking to candidates
- Speaking to clients
- Relationship building
- Getting on the phone
- CV stripping
- Extracting business intel
- Understanding context
- Reading tone
- Becoming an actual consultant
- Pitching
- Closing
- Objection handling
- Building rapport
- Learning the art of conversation
- Using intuition
- Sensing red flags and green flags
- Spotting opportunities by feel, not by dashboard

That’s the craft.
That’s the art.
That’s the part AI will never replace.

Recruitment is and will always be a people business.

And ironically, the more tech floods the industry, the bigger the opportunity for the true pros to rise above it.

Yes, use AI to create efficiency.
Use automation to free up time.
Use tools to remove friction.
But don’t kid yourself:

No piece of software can replace instinct.
No robot can replace intuition.
No workflow can replace the feeling you get when you’re in front of a client, reading the room, seeing the whites of their eyes, understanding their culture in real time.

Zoom won’t give you that.
Teams won’t give you that.
Slack won’t give you that.
WhatsApp won’t give you that.

Meetings.
Conversations.
Human connection.
That’s still the edge.

So yeah keep your tech.
But if you gave me just a phone, a pen, and a market to map…
I’d bet I’d out-perform most of the industry using nothing but the basics.

Because the basics aren’t basic.
They’re the difference.

The top billers in recruitment are resourcers first.

Get your trainees resourcing for the first 3-6 months to really learn the market:

👉build quality candidate pools 
👉market map
👉CV strip 
👉lead gen

It works better and builds them into becoming rounded consultants

They will transition into 360 with more knowledge, confidence and clarity of their markets.

They feel much more confident talking to clients

They are better able to manage the whole 360 qualification process

They become candidate acquisition masters

By setting them resource targets that include:

- finding candidates 
- pulling roles 
- candidate BD'ing 
- speccing out

it gives them an incentive and sense of progression to learn and grow!

That's the best way to transition a 360 person from trainee 

They are much more likely to be excellent with clients as subject matter experts

They are much more likely to be excellent with clients as subject matter experts

They are able to demonstrate market knowledge to clients.

Throwing a trainee straight into the 360 deep end and expecting them to do it all from scratch means they become 

👎 average at candidate acquisition 
👎 average with clients 
👎 average billers

It's better to slow them down first to then speed them up after 3-6 months,

and more often than not they turn out to be much bigger billers!! 😃

So build a culture of "you have to build it yourself"
not expect roles and candidates to be handed to you on a silver platter. 

Because you've gotta be a great sous chef first before you claim to be Gordon Ramsey, right?

What would you add?

PS: I have mentored over 50 recruitment businesses to build & scale, check out my recommendations. DM to secure call.

10 Reasons Recruitment Consultants Don’t Succeed (and how to avoid them):

1. They don’t master the basics.

Candidate & Client Control. Qualification and Follow-up. These aren’t “nice to haves” - they are the difference between busy and billing!!  Many consultants focus on “activity” instead of effective conversations that drive outcomes.

2. Poor time management.

Too reactive. Too much admin. Not enough pipeline-defining abd revenue generating activity. Top billers guard their time like their life depends on it. They protect their pipeline with aggressive prioritisation.

3. No real specialism.

Generalist recruiters struggle because clients can’t see their expertise. Specialists win. Authority comes from depth, not breadth.

	•	Command higher fees
	•	Access hidden talent
	•	Build trust faster
	•	Win retained work

Lack of niche focus = lack of authority.

4. Fear of business development.

They hide behind delivery, avoid tough conversations, and wait for roles to land in their lap. BD avoidance kills careers.

The ones who win are doing this: 

	•	Making outbound calls
	•	Challenging clients
	•	Pitching retainers / exclusive 
	•	Running proper BD campaigns

5. Weak client qualification.

They take on every role. Even the ones that are:

	•	Unfillable jobs
	•	Low-fee clients
	•	Businesses with broken processes
	•	Clients who won’t commit

This leads to wasted time, burnout, and pipeline collapse. It destroys time, energy, and confidence.

6. No real talent network.

Job boards aren’t a strategy. Community, referrals, content, and relationships are +++

	•	Community building
	•	Referral systems
	•	Market mapping
	•	Content-led attraction

Recruitment is a relationships game - not a job-board game.

7. Lack of consistency.

The biggest performance killer is inconsistent:

	•	BD
	•	Candidate sourcing
	•	Follow-up
	•	Content
	•	Account nurturing

Consistency compounds. Inconsistency resets progress.

8. Poor Resilience & Emotional Regulation

Rejection, drop-outs, counteroffers, slow months - these are part of the job. Consultants who take everything personally create emotional spikes that derail performance. Resilient consultants keep moving.

9. Not Using Data & KPIs Properly

Low performers see KPIs as punishment.
High performers use:

	•	Pipeline data
	•	Conversion rates
	•	Forecasting
	•	Activity ratios

To identify gaps, measure effectiveness, and optimise.

10. They Don’t Develop Themselves

The industry evolves but many consultants don’t.
They stop learning, stop seeking coaching, stop adapting, and fall behind on:

	•	Tech
	•	AI tools
	•	Market knowledge
	•	Sales methodology
	•	Personal mindset

Stagnation = decline.

In summary:

The reasons consultants don’t make it are often the same and rarely about talent.

They are about mindset, habits, and how you operate.

This industry rewards those who treat it like a profession - not a job.

If you are serious about growth you’ll make these changes - not just talk about them 😉

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