Luca Simon

One of the most rewarding parts of being a recruiter (aside from the excitement of helping a candidate land their dream job or seeing a manager thrilled with a new hire) is building genuine relationships with my candidates and supporting them throughout the interview process. Let’s face it—interviewing can feel intimidating. But after 7+ years in the recruiting world, I’ve boiled it down to three simple rules that can help anyone stand out: 1️⃣ Have Fun Be yourself! People hire people they like and can envision working alongside. Bring your personality into the conversation—authenticity goes a long way. 2️⃣ Know Your Why Why are YOU the best fit for this role? Why is THIS company the best fit for you? Knowing your story and being able to articulate it clearly is a game-changer. 3️⃣ Close Strong Before you leave the interview or end the call, make sure you’ve covered all key points, express gratitude for their time, and confirm your next steps to keep the momentum going. I apply these same principles in how I recruit and connect with candidates: ✨ Build relationships based on trust and transparency. ✨ Ask the right questions to ensure alignment between the candidate and the role. ✨ End every conversation with clarity and actionable next steps. Lastly, to succeed in any interview, you need to connect the dots for the hiring manager. Help them see how your experience, skills, and values align perfectly with their role and company. I hope this helps, and be sure to follow along for more tips and tricks 😃 #interviewtips #partnerwithpursuit

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Coffee, Candour and the Future of Hiring Had a chat last week with a Talent Acquisition Head who's seen it all. Over coffee, we talked about what's happening in recruitment for 2025. AI tools are evolving beyond basics. AI screening isn't new. Most companies already use keyword filtering in their ATS (Application Tracking Systems). But what's happening now is different. The new AI doesn't just scan for "Python" or "CFA" - it understands context. A hiring manager cut her screening time by 60% using AI that could tell the difference between someone who listed a technology and someone with real implementation experience. This freed her up to speak properly with promising candidates rather than rushing through calls. Mental health has moved from perk to priority. My TA friend looked worried discussing this. "We're seeing talented people walk away from roles because they don't trust us to look after them," he admitted. A tech firm client recently added a 'wellbeing conversation' to their interview process. Candidates told me this showed the company genuinely cared about work-life boundaries. Wellbeing initiatives have become one of our best-selling points when we recruit for them - candidates perk up when we offer specific examples, not vague promises. For 2025 hiring, skills are just your entry ticket. You need to sell your workplace culture too. Recently I had a tech risk specialist considering offers from two firms I represent. Despite one role offering more salary, my candidate chose the company that demonstrated real flexibility. "I asked how they handled unexpected time off, and they told me about a specific situation rather than quoting policy," he explained. "That's when I knew they meant what they said." If you're building teams this year, remember: candidates are shopping for sanity as much as salary. The companies that get this right aren't just being nice - they're being smart. #Recruitment, #CareerAdvice, #HiringTips

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ChatGPT isn't a source of 'Truth'. What it actually is, is just an engine that deciphers information that is already out there and available, the more of the same information that is out there, the more likely it is to regurgitate that information. It therefore is just a number and data cruncher, and doesn't have any independent though (just like Owen Jones). I suppose what I'm saying is if you ask ChatGPT for a consensus and 100000's of people have written about one specific answer (whether it's clearly untrue to someone capable of thinking or not). Use ChatGPT for what it was made for, take it's responses with a bit of a pinch of salt, ask where it found it's answers and where you can research it for yourself, and stop stating it as fact.

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I spoke to a recruiter billing $2 million And he told me one of his secret weapons: Focus on higher average fees... Let's break this down with real numbers so you can see the power of a higher average fee: If you're aiming to bill $2 million with an average fee of just $5,000, you'd need to close a staggering 400 deals in a single year. That's 34 placements every month! Now, let's raise your average fee to $30,000, and suddenly, you only need 67 deals annually. That's just 6 placements each month to hit the same target. The difference in volume is INSANE! And closing 6 deals a month now feels much more manageable This is why top billers are obsessed with raising their average fee value. They're working smarter by targeting positions that command premium fees. Great reminder for all recruiters Don't just think about how many deals you need. Think about how you can increase the value of each one.

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The average recruiter... Chasing the fee, not the fit. Focused on volume, not value. More commission than craft. No wonder the market is flooded with mediocre. Recruitment done well is a form of pattern recognition. It’s awareness. It’s finesse. It’s learning the language of people and companies - and connecting them at the right moment. But that takes time. And most recruiters are too busy being “busy” to build that muscle. This week - do it differently. 🎯 Craft over hustle 👥 Awareness over automation 💼 Reputation over reward

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𝙒𝙃𝘼𝙏 𝘼𝙍𝙀 𝙏𝙃𝙀 𝙇𝙊𝙉𝙂𝙀𝙍-𝙏𝙀𝙍𝙈 𝙄𝙈𝙋𝘼𝘾𝙏𝙎 𝙊𝙁 𝙏𝘼𝙆𝙄𝙉𝙂 𝘼 𝙍𝙀𝘿𝙐𝘾𝙀𝘿 𝙎𝘼𝙇𝘼𝙍𝙔? Short-term thinking often wins out when securing a new role quickly becomes urgent or critical. But decisions made under short-term pressure can have a much larger cumulative impact on your long-term earning potential. Take, for example, someone earning $100,000 + super who, due to a redundancy or personal circumstances, accepts a new role paying $90,000. On the surface, a $10,000 difference might seem manageable, but over a three-year period, that decision amounts to $30,000 in lost income. It’s easy to forget the compounding effect of salary decisions, especially when the immediate priority is simply getting back into work. If the move is strategic, perhaps offering better long-term growth, stability, or learning opportunities, then a short-term pay cut can absolutely make sense. The key is to make sure you fully understand the financial impact of accepting a lower salary and that your decision aligns with your longer-term goals, not just your immediate circumstances. #career #jobsearch

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Million dollar biller.✅ Developed multiple big billers✅ Multi million exit.✅ Black eye to top it off. 😉 Marcus Lynch has seen it all in recruitment, from starting out as an Aussie in London to co-founding a business and exiting for millions. And he hasn’t just billed big himself. He’s helped countless recruiters hit seven figures too. On The Special Source, Marcus drops the lessons elite recruiters live by:   Don’t fear the “No”   Play the odds to win big   Being highly visible   Manage your time like a pro This one’s a must-listen. 🎙️ (Especially how he got the black eye!!) Links in comments. PS: Also check out Marcus' newest venture Zinger

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Change In Solution Over Time When I started in recruitment (a very long time ago!!), clients called with roles and we found the people. Straightforward. Now, every conversation is strategic. How does this hire affect delivery? What is the project timeline? Is it a permanent need or a six-month fix? What is the impact on business outcomes? Recruitment is no longer about filling gaps. It is about solving business problems and the services customers' want need to hold us, as recruiters, accountable. That is why at Uniting Ambition, we have shaped our services around the reality of how businesses grow today. Some teams need permanent recruitment to build capability and scale long-term. Others need interim specialists to deliver critical projects quickly. And when transformation or change is on the agenda, our UA Projects solution gives clients a proven and structured way to deliver technology and change programmes from start to finish. There is no one-size-fits-all approach. Just smart, considered, and flexible solutions built around where you are and where you want to go. Uniting Ambition

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Mark Zuckerberg’s recent call for “more masculine energy” in the workforce has been making waves. If you missed it, just search “Mark Zuckerberg & Joe Rogan” to catch up on the chaos. Let’s break it down. First, the framing. Zuckerberg claims there’s a “deficit” of masculine energy in workplaces—even though leadership remains overwhelmingly male. At Meta alone, 63.3% of leadership is held by men. So, what exactly is he asking for more of? Next, let’s unpack this so-called “masculine energy.” Confidence? Assertiveness? Decisiveness? Or is it about Dominance and Competitiveness? By definition, it’s the “qualities regarded as characteristic of men or boys.” But if workplaces are already run by a majority of men, why the rallying cry for more? And what does this mean for women? Is it a thinly veiled suggestion that there should be fewer of us in the room—or that we should show up differently? I’ve spoken to countless brilliant women in senior leadership who’ve been labeled “bossy,” “too much,” or “overbearing” when they exhibit those very traits. Dominance and assertiveness, it seems, aren’t always applauded when they show up in a skirt. Which leads us here: Are we striving for balance, embracing a spectrum of styles? Or are we doubling down on a narrow, outdated view of what progress and power look like? Do we really need more of the same energy already dominating the room? Stay tuned for Part 2 tomorrow, where I’ll dive into Meta’s layoffs.

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Repetition drives performance in recruitment. 📣 But it only works if the reps are high quality. -Plan who you’re targeting. -Have a purpose before you pick up the phone. -Know where you can add value. -Aim for output (meeting booked, callback locked in, useful intel) You get better by being deliberate. 👊🏼

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AI is no longer optional, it’s reshaping how businesses hire, operate, and innovate. Entry-level AI screening, new roles like AI Leads and Compliance Analysts, and Victoria’s booming GreenTech sector are just some of the trends we’re seeing this quarter. Small and mid-tier businesses remain cautious but curious, trialling AI in marketing, document handling, and data entry. Tier One organisations? They’re doubling down on AI to boost efficiency and customer experience. For a deeper dive into more updated insights, I’ve shared these in Talent’s More Than Money Salary Guide: https://lnkd.in/gygUwGuF What’s your organisation’s approach - cautious or leading the charge?

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What am I hearing about AI implementations? I have a lot of clients and candidates asking me that question. Lately I’ve noticed a clear trend emerging. Temps are being brought in to fix the fallout from AI & automation projects that didn’t go to plan. Clients, candidates and colleagues across the recruitment industry are talking about this a lot. But honestly, this isn’t new. Back in the early to mid-2000s, I was placing temps (and in numerous numbers) to several global brands across FMCG, Pharma, and Construction when the implementation of Oracle and SAP went pear-shaped. Who else remembers those days! History tends to repeat itself. Even with all the planning in the world, large-scale system or AI rollouts bring unexpected and unpredictable problems. Data mismatches, process gaps, human error, re-work, and operational slowdowns. Every transformation project needs people who can step in and stabilise things while the system catches up. The key is to factor this cost into your planning. Right now, there’s a fantastic pool of temps and contractors available from analytical problem-solvers to high-performing processors who thrive in fast-paced change. The key to a temp committing can be as simple as offering them some of the benefits your permanent team enjoys. Or even simple perks like an end-of-assignment bonus or development opportunities. You’ll attract the best and they’ll feel part of the team. If your business is planning (or already like most navigating) an AI or system rollout, it’s worth asking: Who’s going to pick up the pieces when the tech teething problems begin? We still need people to create a lasting impact.

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𝗪𝗲'𝗿𝗲 𝗰𝗼𝗺𝗶𝗻𝗴 𝘂𝗽 𝘁𝗼 𝗮 𝘆𝗲𝗮𝗿 𝘀𝗶𝗻𝗰𝗲 𝗦𝘁𝗲𝗮𝗹𝘁𝗵𝗪𝗮𝘁𝗰𝗵 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 (𝗯𝗲𝗴𝗶𝗻𝗻𝗶𝗻𝗴 𝗼𝗳 𝗠𝗮𝗿𝗰𝗵 𝟮𝟬𝟮𝟰). 𝗪𝗵𝗮𝘁 𝗮 𝗿𝗶𝗱𝗲 𝗶𝘁 𝗵𝗮𝘀 𝗯𝗲𝗲𝗻 (𝗼𝘃𝗲𝗿𝗮𝗰𝗵𝗶𝗲𝘃𝗲𝗱 𝗼𝘂𝗿 𝟮𝟬𝟮𝟰 𝘀𝗮𝗹𝗲𝘀 𝘁𝗮𝗿𝗴𝗲𝘁 𝗯𝘆 𝟭𝟮𝟬%). 𝗗𝗼𝗻'𝘁 𝗴𝗲𝘁 𝗺𝗲 𝘄𝗿𝗼𝗻𝗴 𝗶𝘁 𝗵𝗮𝘀𝗻'𝘁 𝗯𝗲𝗲𝗻 𝗮 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝘆𝗲𝗮𝗿, 𝗯𝘂𝘁 𝗜 𝘄𝗼𝘂𝗹𝗱𝗻'𝘁 𝗰𝗵𝗮𝗻𝗴𝗲 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴, 𝗮𝘀 𝘆𝗼𝘂 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝘆𝗼𝘂𝗿 𝗺𝗶𝘀𝘁𝗮𝗸𝗲. I wanted to share 10 key things (there are many more, but can't give away all the secrets🤣) that I have learnt from the last 10 months or so. 1. It will take time and a lot of hard work (don't think this is an easy ride). Make sure you have enough money behind you to focus on winning business and not paying bills. 2. When you find a great client (partner), build that relationship and help with as much as you can within your strengths. 3. Take calculated risks, if you get the chance to hire superstars (even before you have budgeted for it) go for it, don't miss out on top talent. 💪 4. Hire experts to do the things that you're not an expert in, it will save you money and time in the long run. 5. Don't be afraid to spend money, there are lots of things out there that will give you a great ROI. 6. Don't go cheap on essential tools. As they say buy cheap buy twice. 🤣 7. Realise the client is key, do everything you can do get the best talent for them💪 8. Referrals are key for new clients and ''hard to find'' candidates. 9. The team is everything, build a winning/sharing culture, so everyone wins together and clients get the best talent. 10. Intensity is key, treat every hire like it's your first. Don't slack on any hires as your clients want a premium (consistent) service. I'm incredibly proud of what we've accomplished at StealthWatch and excited to see how the business continues to grow and evolve.💪 To the founders out there, anything I've missed?

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I am a recruitment and tech nerd (shock), however in 2025, with the increasing advancement in automation and AI, it is critical to not lose the personal or human touch during the actual recruitment process itself. The tools currently available are incredible and there is more to come (which is exciting) …however, that’s what they are, tools. They should enable efficiency gains, save time and streamline processes for people to spend more time with…. people. Sounds simple, but I recently watched the film CONCLAVE -brilliant film…and it got me thinking. The film is basically about a recruitment process (be it a senior appointment) and highlights more than ever the importance of having a good recruitment plan and clear process…although the one in the film did have some room for improvement. It also showed how important during the recruitment process it is to have a human interface/point of control, timely 2-way communication & feedback, balanced conversations (even some difficult ones) and listening to each other…although it wasn’t perfect all the time in the film! It’s not ‘rocket science’, but it highlighted some key takeaways when it comes to the recruitment process (be it for a recruitment agency or internal TA team): ✅ Unexpected vacancies arise:  Do you have a plan ready? Are you always looking for talent, even though you might not have an open vacancy? What’s your contingency for the unexpected vacancy – internal cover, interim help, talent bank ready to go? ✅ Who is control of the process: Who has the ultimate authority? Is everyone aligned and are timetables/process agreed? ✅ What are the parameters of the role: Are you replacing like for like? Is it an opportunity to look for a different profile, skillset and approach? ✅ Who makes the shortlist: How do you narrow the field? There were over 100 cardinals in contention in the film…. you might get over 100 applications for a role. ✅ Confirm the interview process: Is it 1, 2,3 or more stages? Don’t drag your heels, but don’t speed up for the sake of it. Have an agreed timeline that everyone signs off on.  ✅ Keep communication open and real time: Even if it’s bad (or no) news, people want to hear from you. ✅ Selecting the ‘right’ candidate: Don’t overlook the unexpected candidate. What skills are been brought to the role? The importance of EQ in the role. Once you’ve selected them – have they selected you? The above isn’t exhaustive and it maybe that you are doing this already. However, it could be a good opportunity to not just check how your tech supports your business, but to check your recruitment contingency plans and processes are robust and fit for purpose in 2025. It is definitely worth checking and ensuring that you have got enough ‘human’ in your recruitment processes….

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How to make your profile attractive to clients for a relocation ✈️ Thinking about making the move to Australia in the future? 🇦🇺 
Here’s how to get your profile in shape so that companies take you seriously — and are willing to invest in you. (Recruitment) ⏰ Tenure - No job-hopping! Clients want to see stability. If you’ve moved every 12 months, it raises red flags — they want to see commitment, especially if they're sponsoring you (paying for your visa) 📞 Business Development - Get exposure to 360. Evidence of bringing on your own clients, running the full recruitment process, negotiating terms — the more ownership, the better. 💻 LinkedIn Profile - Make it professional. Clean, clear photo. Headline that actually says what you do. A summary that outlines your specialism, market, and career goals. 💰 Billings. - Ideally, you should be billing £130k+ annually. If you’re not quite there yet, focus on consistency and growth — clients want to see potential, not just peaks. 💪🏽 Achievements - Outline them clearly — awards, promotions, major wins. Don’t be shy. This is your time to show off (professionally, of course). 👩‍💻 Know Your Numbers - Clients will ask! Be ready to talk about your average fee, targets & performance — know your stuff. 
If you’re thinking about it, I’m always happy to chat or give honest feedback! Drop me a message - +447881984671 (Whatsapp) 0490247210 - Aussie contact robyn@limeres.com.au

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