Drue Burbery (Huntd Recruit) The Passionate Talent Manager | Confessions of a Recruiter #25

Send us Fan MailA near million-dollar blue collar desk, a life jump to Japan, a return to Melbourne during COVID, and a pivot into tech and enterprise accounts, Ena Colo has lived the full recruitment rollercoaster. We sit down and unpack what actually works when you’re trying to build a long-term career in recruitment, not just hit this month’s number.We talk about the difference between reactive recruiting and a true account director approach: becoming a single point of contact, earning trust across talent acquisition and line managers, and doing the relentless groundwork before the market “tap” turns on. Anna shares how she measures success through account growth, how she runs 15+ client meetings a week when needed, and how that effort compounds when hiring freezes lift and roles finally flow.From the delivery side, we get practical on standards and alignment. Why sending two excellent CVs beats uploading six average ones, how to tighten feedback loops with delivery consultants, and what the one percenters (formatting, spelling, rate clarity, super) do to your credibility. We also go deep on employer branding, managing expectations when a client has a poor reputation, coaching hiring managers to move faster, and keeping candidates engaged with clear communication and personalised outreach.If you want better candidate experience, stronger client relationships, and a more consultative recruitment style, you’ll take plenty from this chat. Follow the show, share it with a recruiter mate, and leave a review, what’s one recruiting standard you refuse to compromise on?Support the show· Our Website is: xrecruiter.io

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Send us Fan MailMost recruiters treat candidate experience as an afterthought. Nathan and Jett from Impact Talent have made it their competitive advantage.In this episode of Confessions of a Recruiter, the co-founders of Impact Talent break down exactly how they've mastered candidate experience in one of Australia's most relationship-driven industries — insurance.From the moment they make first contact to the final offer, Nathan and Jett share the frameworks, conversations, and mindset shifts that have helped them build a reputation where candidates actively want to work with them. We cover why setting clear expectations from day one changes everything, how they deliver honest feedback without burning bridges, the "accept on your behalf" close that transformed their offer success rate, and why pulling a candidate from a process is sometimes the most powerful thing you can do.If you've ever lost a placement at the offer stage, had a candidate ghost you, or struggled to stand out in a crowded market — this episode will change the way you operate.Impact Talent specialises in placing insurance brokers, claims managers, underwriters, and loss adjusters across Australia.Do not miss this episode!Support the show· Our Website is: xrecruiter.io

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Send us Fan MailIn this special masterclass, Sam and Jory from H People — who have built and scaled their own recruitment agency, sit down with industry titan Greg Savage to unpack what real agency growth looks like in 2026.Greg lays out a sharper path: decide whether you’re building a lifestyle shop or a sellable asset, then align your structure, metrics, and leverage to match. We get candid about the biggest threat and opportunity facing recruiters in 2026 and why chasing revenue at the expense of margin often leaves agencies bigger, but less profitable.They explore the make-or-break decisions founders face before hiring: appetite for risk, willingness to step away from billing, and the discipline to niche down. Greg breaks down the “valley of death” at 10–15 staff, where owners cling to production and starve the business of leadership.You’ll hear the KPIs that actually drive decisions — GP per staff member, staff costs as a percentage of GP, temp GP mix, debtor days, and expenditure per head — plus how to increase GP per recruiter without adding headcount and eliminate the time sinks quietly crushing productivity.If you’re serious about scaling profitably in 2026, this masterclass is essential listening.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailOn this episode, we sit down with Natalie Rogers of Six Degrees to uncover a practical system for keeping senior FMCG candidates engaged, informed, and excited to say yes. From the first brief to the final offer, Natalie shows how trust, clarity, and coaching slash no-shows and build momentum.We break down why FMCG hiring is so tough—shifting categories, tricky job titles, and credibility that hinges on commercial detail. Natalie shares her reverse brief, sourcing strategies that actually convert, and coaching frameworks that help candidates tell clear, commercial stories without sounding scripted.If you recruit in FMCG, marketing, or any talent-tight market, this episode is a masterclass in candidate control without being controlling.Support the show· Our Website is: xrecruiter.io

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Send us Fan MailThe hardest part of hiring isn’t sourcing; it’s steering the process with enough care and clarity that both sides feel confident saying yes. We’re back with one of the best in the industry, Christian Bonadio, Director and Founder of HireQ Consulting, to unpack a practical, people‑first approach to candidate control that ditches gimmicks and builds trust from the first call to three months after start date.Christian is a master of building processes that actually work — from market coverage and why posting targeted job ads still matters, to tactical outreach using your CRM and LinkedIn, and why the phone beats email for real engagement. He shows how offering useful market intel establishes credibility before any pitch, how deep interviews uncover motivations, decision patterns, and fit, and why preparation is the unfair advantage every recruiter needs.We dive into salary and counteroffer control: setting baselines early, reconfirming often, and pressure‑testing interest without burning trust. You’ll hear how to discuss offers without formally offering, when to pause, and how to orchestrate short alignment calls that convert wobbly maybes into solid yeses. Finally, Christian shares aftercare rituals that keep momentum through notice periods and reduce early churn, from week‑one coffees to one‑month and three‑month check‑ins.If you want fewer fall‑throughs, tighter shortlists, and cleaner acceptances, this episode with Christian Bonadio of HireQ Consulting gives you a grounded, actionable framework you can start using today. Subscribe, share with a recruiter who needs a reset, and leave a quick review with your best tip for controlling offers without losing trust.Support the show· Our Website is: xrecruiter.io