Dan Newberry, Shadow Gate Partners | COAR S2-E6 SNIPPET

Send us Fan MailThe defence industry is hard enough. Now try recruiting for intelligence missions where the best candidates cannot be found on job boards, some people barely exist online, and you are not even allowed to talk about certain details in public. In this special episode we are joined by Daniel Newberry, founder of Shadowgate Partners, to get a rare look at what modern intelligence recruitment and space-related hiring actually involves.We talk through Daniel’s path from internal talent acquisition at major defence primes to launching his own specialist recruitment agency, then deliberately niching down into signals intelligence and space capability. He explains the early credibility problem, what it is like trying to navigate defence procurement. If you have ever wondered how recruiters source “cleared” talent when LinkedIn is not enough, this is the playbook: internal sourcing, program mapping, and relationship-led headhunting.Daniel also shares why Shadowgate runs retained search instead of contingent recruitment, why some clients only want to see one CV, and what “delivery” looks like when relocations, family impact, and mission outcomes are on the line. We finish with founder-level lessons on picking a niche, not scaling too fast, and building a process that earns trust in the intelligence and defence space. If you enjoy conversations about defence recruitment, security clearance hiring, signals intelligence, Australia’s space industry, and building a recruitment agency that can operate across Australia and the US, press play.Support the show· Our Website is: xrecruiter.io

Send us Fan MailSupport the show· Our Website is: xrecruiter.io

Send us Fan MailSupport the show· Our Website is: xrecruiter.io

Send us Fan MailGhosting, dropouts, slow feedback, messy shortlists, and clients who “just want the CVs” aren’t random problems. They’re symptoms of a process that doesn’t build trust early and doesn’t make the work visible. We’re joined by Ryan Kelly from Creative Natives to talk about candidate management and candidate control in a way that’s practical, human, and built for the 2026 recruitment market.We get into employer value proposition and employer branding that actually moves the needle: turning a role brief into a 30-second video, distributing it on LinkedIn, and using it as both candidate attraction and free PR for the client. Ryan explains why his agency positions itself as a true 50-50 partner to both client and candidate, plus the impact-led choices that back up those values, including incentives for hiring return-to-work parents.From there we go deep on content marketing for recruiters, inbound business development, and what to measure when likes don’t tell the full story. Ryan shares how webinars, newsletters, and community (including Slack groups) create a slower burn that converts passive candidates into warm, trusting relationships over time. We also cover the nuts and bolts that lift interview-to-placement results: weekly update meetings, presenting shortlists live, capacity limits, interview prep calls, and the follow-up email that too many candidates never send.If you want a smarter retained recruitment process and a better candidate experience without grinding harder, hit play. Subscribe, share this with a recruiter mate, and leave us a review with your favourite takeaway.Support the show· Our Website is: xrecruiter.io

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

Send us Fan MailSupport the show· Our Website is: xrecruiter.io

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

Send us Fan MailSupport the show· Our Website is: xrecruiter.io

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

Send us Fan MailSupport the show· Our Website is: xrecruiter.io