Business Development: The Key Driver of Recruiting Firm Growth
If you think about it, business development really determines the growth of your firm. When you have both a quality and quantity of searches coming in, it solves the toughest part of the recruiting equation. That’s the area where most firms struggle. If we can solve that piece, we can grow as big as we want to—because the easier parts of this industry are usually everything else.
Research can be figured out. Recruiting can be figured out. Appointment setting can be streamlined now that new models are available to us. What we really need to master is how to have the right conversations and improve our approach to business development. A steady stream of incoming searches depends on it.
There are game-changing scripts and specific business development scenarios that can dramatically increase your chances. It’s about getting more “at-bats” and putting yourself in situations that consistently bring in new business. If business development is the true growth factor—the vitamins, so to speak, that build the muscle of your search firm—then we need to get excellent at it.
Why Conversations Are Declining—and Why It Matters
Let’s take a look at what’s happening right now across the industry. It’s no secret that conversations are on the decline. We’re seeing fewer and fewer meaningful interactions on a daily basis. Comparing today to 10 or even 20 years ago, I estimate that the number of business development conversations has dropped by at least 50%. Several factors contribute to this.
One major change is the presence of four generations in the workforce. Boomers, Gen X, Millennials, and Gen Z all prefer to communicate in very different ways. Some prefer social media. Others still value face-to-face interactions. Millennials and Gen Z often lean heavily on texting and social platforms.
Not long ago, in the late ’90s, I could pick up the phone, call someone, and get them on the line. That was our primary communication method. Today, we’re navigating four or five different methods to reach prospects. This shift alone has created significant friction and reduced the number of conversations we’re able to have.
Overused Strategies and the Need for Innovation in Business Development
Another reason for the drop in effectiveness is that many recruiters stick to a single business development method. Often, it’s an A-player marketing call or some version of an MPC outreach. While these approaches still work, we’ve collectively overused them. Yes, if you make enough calls, you can still land clients, but there are countless other types of conversations that can also bring in business.
We’re also watching certain industries experience economic slowdowns. Others, however, are thriving. Our Starfish Partners group of nine companies, for example, had a record-breaking quarter last year—up by 10%. The key differentiator? Those firms have figured out the business development side of the equation. So how do we adapt?
We need stronger, more compelling reasons to initiate a business development consulting call. The goal should always be to talk with hiring managers, build relationships, diagnose problems, and offer solutions.
What If You Could Scale Faster — Without Cold Calls, Burnout, or the 360 Grind?
Join us, June 26th | 12 PM ET
Beyond 360: Unlocking Your Search Firm’s 2025 Potential
The Dimensional Search Strategy for Explosive Firm Growth
Let me share something I’ve been working on recently—the Dimensional Search strategy. It’s part of SRA, which has grown to include 180 offices composed of established search firms. Members gain access to one-on-one coaching, technology discounts, and peer groups. This is a robust and supportive organization. On average, these firms experience 250% to 350% growth.
To help accelerate that growth, I suggested that we bring captains of industry into the fold—helping them start their own search firms. This strategy has worked extremely well. We’re currently onboarding 20 firms per quarter. This quarter alone, we expect to bring 25 on board. Originally, the plan was to launch 60 new franchise systems this year. Based on current trends, that number is likely to be closer to 80.
Why DISC Profiles Are Essential for Smart Recruiting Firm Planning
Whenever I sit down with a new owner—especially someone new to the industry—I start with a DISC profile assessment. For those unfamiliar, the DISC measures dominance, influence, steadiness, and conscientiousness. It reveals how someone communicates, how they respond to pressure, and how they process information. From that data, I create a custom growth plan tailored to their personality. The plan is designed around what the owner will naturally gravitate toward and what they’re likely to avoid. So far, the process has been spot-on every time.
Take someone who is a high “I”—they likely have strong communication skills. But if they also have a low “D,” they may avoid risk and confrontation. Combine that with a high “C,” and we can predict they’ll struggle with business development tasks like cold calling, email campaigns, and voicemail drops. Instead of forcing them to do those things, we make a smarter move. Based on their profile, we immediately hire someone to handle that part of the business.
Stop Trying to Be Great at Everything—Build Around Your Strengths
This industry has a long-standing belief that recruiters should be great at everything. People are told to master research, business development, recruiting, and appointment setting. But the reality is no one is exceptional at all four. And no one enjoys doing it all.
So why not flip the script? Focus on what you’re great at and keep doing that. Let go of the rest. Hire out the pieces that drain your energy or fall outside your strengths. When you build your business around what you do well and love doing, you’re going to stop dropping the ball. You’ll also position yourself for real, sustainable growth.
Jon Bartos
In his role as Chief Investment Advisor with Starfish Partners, Jon is uniquely qualified to connect with partners looking to monetize some of the value of their firms, take on strategic advisors, and receive capital to ignite their business growth. With the combination of cash for the owner, investment capital in the business, and equity in the overall enterprise of Starfish Partners, this is a rare opportunity designed to transform our industry for those who are capable, successful, eager, willing, and hungry to grow.
As a quintessential serial entrepreneur, Jon is a thought leader, trainer, speaker, and consultant on all aspects of Entrepreneurship, Human Capital, Talent Management and Performance Management.
P.S. Whenever you’re ready… here are 4 ways I can help you grow your recruitment business:
1. Grab a free copy of my Retainer Blueprint
It’s the exact, step-by-step process of getting clients to give you money upfront. https://get.therecruiteru.com/lm
2. Join the Recruiter Think Tank and connect with firm owners who are scaling, too. It’s our Facebook community where smart recruiters learn to make more money and get more freedom. https://www.facebook.com/groups/there…
3. Join me at our next event
Join us at Beyond 360: Unlocking Your Search Firm’s 2025 Potential – June 26th 12 PM ET.
4. Work with me and my team privately
And if you ever want to get some 1:1 help, we can jump on the phone for a quick call and
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