Mastering the Long Game: Deep Dive into Relationship-Driven Recruiting with Brandon Glyck

00:00 Success in industry requires playing the long game.
03:32 Father's setbacks lead to successful cold calling.
07:55 Building long-term relationships is crucial for success.
13:01 Building relationships is key to business growth.
15:47 Hiring new recruiters: experience vs training. Demonstrate, not just talk about, training.
17:20 Building relationships with clients makes business easier.
22:40 Long-term recruiting success: accountability, relationships, productivity.
23:58 Long-term recruiting success hinges on business development.
29:02 Experimenting with LinkedIn automation tools, including Dripify.
30:44 Belief in making a lasting impact.
33:33 Support out-of-work individuals by building relationships.
37:03 Importance of playing the long game in recruitment.

Intro [00:00:00]:
Welcome to the elite recruiter podcast with your host, Benjamin Menna, where we focus on what it takes to win in the recruiting game. We cover it all from sales, marketing, mindset, money, leadership, and placements.

Benjamin Mena [00:00:20]:
This is gonna be an awesome episode talking about one of the things many recruiters are missing out and how you could change that so that way you succeed in the long game and have a long recruiting career. But before we get started, quick announcement. The Recruiting Growth Summit is coming up. Make sure to get your ticket. Link is in the show notes below. We have awesome special guests, Brian Fink, David Stefan Patterson, Clark Wilcox, Tricia Tamkin, Diane Prince, Will McGee, Scott Luff, Madison Dumas, and Keely Flood, all sharing how you can make 2024 your best year yet. So make sure to get signed up. It is free to get signed up.

Benjamin Mena [00:01:03]:
If you do want a copy of the recordings in case you miss them. Right now it's only like $49 so make sure you get signed up. It is going to be an awesome episode And, we're a few weeks away. I can't wait. So, but enjoy this podcast. I am excited about this episode of the elite recruiter podcast. And the reason why I'm excited about this is because most recruiters absolutely suck at this. But it is one of the keys to be a successful recruiter.

Benjamin Mena [00:01:33]:
If you want to stay in this industry and if you want to have a successful career and what it is, it's it's playing the long game. And I think one of the problems that we have a lot of like, you know, recruiters is like, we were trained to just go, go, go, go, go. So the transactions and the relationships that we had were very go quick and transactional. But if you want to win if you want to grow a business and you want to be a top biller, those relationships matter and you have to think about a long game. So I'm excited to have Brandon Glick with me. Who's the CEO of Quantum Search Partners to talk about what they have done To play the long game in both relationships with candidates and clients, and they have really set themselves up for success year after year after year. So welcome to the podcast, Brandon.

Brandon Glyck [00:02:23]:
Thank you. And I'm, glad to be here. Really, I really appreciate it, Ben.

Benjamin Mena [00:02:27]:
And, real quick. You have a, like an interesting background, which I love. Like you've unlike most people, you kind of like were around the recruiting space a little bit. Can you talk about your background and how you even got started in this world?

Brandon Glyck [00:02:40]:
Sure. So that's a great question. And I would say like most recruiters, you know, didn't, didn't go to college with aspirations of getting into the search business. So, you know, but I don't know how unique my story really is, but, you know, I like to think it's a little different. Rewind back to 2006. You know, I was, a a freshman at Princeton University. I was playing football there and, ended ended up getting injured my freshman year. Injury and then some other, you know, associated things.

Brandon Glyck [00:03:06]:
I ended up taking some time off from school. So during that time, I was I was lucky enough that, you know, my father had a had a fairly successful kinda one man one man show recruiting firm at the time. So it was a great lifestyle business. He was, you know, had a few, you know, really kinda top tier financial services clients where he's doing tech recruiting for them. So, you know, it's 06. I'm 18 at the time. And, you know, basically just started making placements. I didn't really know what I was doing.

Brandon Glyck [00:03:32]:
You know, I had a good coach and my dad at that point, but kinda that whole year ended up going back to school. And then, you know, fast forward a bit to 2008, you know, the financial crisis that occurred, He ended up losing, you know, basically his 3 bread and butter clients at that time. So he bought me this book of computer executives' contact info. So this is before ZoomInfo and all that contact info software we have now. And, basically, I had a cold call script. I'm 19 or 20 years old at this point. Start making, you know, 80 80 to a 100 dials a day and ended up actually bringing in some business for us. So I, you know, went back to school, played 4 years of football, graduated and all of that.

Brandon Glyck [00:04:10]:
And I was cutting classes, you know, at Princeton, mind you, on a regular basis, you know, get work done to, go on meetings, essentially acting like I'd already graduated. So fast forward again to 2020 12, graduated to 2 of us, you know, have a nice little again, nice little lifestyle business for ourselves. And then 2014, we decided to start growing. But now we work with some of the biggest biggest companies. Fortune 500, we work with a lot of great cons, you know, management consulting firms, It's really cool emerging tech companies that are out there. And it's been a great, great journey so far. You know, we've got, 16 people on the team and growing, but, yeah, just been not necessarily the typical story, but, certainly fun to talk about.

Benjamin Mena [00:04:51]:
And it's so cool that you got to learn the, like, the old school ropes from your dad.

Brandon Glyck [00:04:55]:
Yes. Because I, I, yeah, I'm sure it's very different than it is today. That's for sure.

Benjamin Mena [00:05:00]:
But like a lot of those old school classical recruiting techniques are still extremely relevant. And we'll have to touch.

Brandon Glyck [00:05:10]:
Especially the relationship side. And for that support, I give credit to my dad on this one. The training on that end was, was incredible. You know, his, and he had relationships for 20 years. You know? And that's how as a small business owner, he was able to be successful for for many years because he really, really valued relationships.

Benjamin Mena [00:05:29]:
So and, you know, talking about relationships, like when you, when you think of a relationship or a lot of people think of a relationship, they automatically just think of the client. Sure. Now, are you talking about like long term relationships with candidates and clients?

Brandon Glyck [00:05:43]:
Absolutely. So, you know, that's and that's where, again, you know, I think candidate experience really treating everybody with the same respect throughout the process. So critical. Delivering well on both ends of the process. Some of our best clients have been former candidates. And it's honestly sometimes it's a candidate we've placed. A lot of times, it's not. It's just a candidate that had a good experience with one of our recruiters and, you know, wants to continue doing business with us when they're in a position to hire.

Benjamin Mena [00:06:10]:
Wait. So you just said that people that you guys couldn't place have start become some of your best clients.

Brandon Glyck [00:06:18]:
Yeah. I know. Isn't it, isn't it amazing? It's the way it works out like that.

Benjamin Mena [00:06:22]:
Okay. So, like, when you're when you guys are, like, dealing with candidates, like, are you guys doing something different? Like, what it what's the magic that you guys are doing?

Brandon Glyck [00:06:29]:
That that's that's a great question. And you know what? I I don't think it's any I don't think there's a secret recipe here. I think it's just, at the end of the day, treating people with respect, following up. And again, we have we've certainly had times where, you know, the feedback loop isn't always perfect, but it's something we train our team on. It's something we really care about. The end of the day, when you're giving that experience to a candidate, when they're in a position to hire, they wanna work with with companies that are gonna represent them well in the market. And, honestly, how you treat the candidates that don't get the job often says a lot more about your company than how you treat the candidates that do get the job.

Benjamin Mena [00:07:04]:
And of course, like we've all seen like, you know, popular posts on LinkedIn and TikTok is all about ghosting.

Brandon Glyck [00:07:10]:
Yes. Yes. Ghosting is not good. Do not do that. If you wanna have a long term career in recruiting.

Benjamin Mena [00:07:16]:
So when it comes down to like some of these, like, the candidates that don't get the job, are you just, are you, do you guys like follow-up with them? Like, like, what do you do? Like You

Brandon Glyck [00:07:24]:
know, and then this is a process. So, of course, so it really depends. Some if it's a candidate that's really in our target wheelhouse, so let's say it's, I don't know, VP of product or a director of engineering, you know, candidate that we would do business with as a hiring manager on the other end. We do keep sort of like a running list of contacts. Each one of my recruiters has this running list, and it's people that we want them continuously keeping in touch with. You know, it's not just when that person's hiring. It's really about keeping in touch just to keep in touch, to stay relevant. And, ultimately, like, you know, it's our goal.

Brandon Glyck [00:07:55]:
I mean, it doesn't happen every time, but to really be you know, really get to know these people and become friends with them long term because that's and who do you wanna do business with at the end of the day? And it's in a way I look at it, recruiting is a unique business and that we're not really selling a product at the end of the day. You know, like, we are the product, essentially. And with all the different agencies out there, you know, there really aren't necessarily on paper that many differentiators from 1 agency to the next. So how better to differentiate yourself than showing that you really do care, you know, and and I mean it when I say that, and connecting with someone long term, letting them know that you're not in it just for the short term win. Over time, that compounds there's this compound interest effect, and you end up with, you know, some really great, you know, many cases, long term lifelong clients in some cases.

Benjamin Mena [00:08:42]:
And I, I love that you mentioned like compound interest because compound interest, does affects everything with your money, your learning and even your relationships.

Brandon Glyck [00:08:53]:
Totally.

Benjamin Mena [00:08:55]:
And so you, you mentioned that you guys have like a system and I think that's one of the problems I think a lot of recruiters have is like, they just live in chaos.

Brandon Glyck [00:09:04]:
Yes. That's true. And way, you know, to say we're perfect is not the right, you know, the right statement either. That's for sure.

Benjamin Mena [00:09:10]:
Is like for people that wanna make this change and want us like, like work on developing these long term clients or long term relationships? Like, what kind of systems do you guys have in place that can help with that?

Brandon Glyck [00:09:25]:
That that's a great, great question. And, you know, we obviously have our ATS, and we use that for tracking openings and candidates. But, you know, it's really gonna sound very simple. We have a we call it our BD sheet, you know, or quantum BD tracker. Everybody has their own sheet. And on it, there's just a running list of of candidates and clients to keep in touch with. And that list for some of our recruiters, maybe it's a 100 or 200 people. For me at this point, it's it's significantly longer than that.

Brandon Glyck [00:09:53]:
Just having been in recruiting now for over 15 years. But the idea is these are people that, you know, it's not every candidate, so I should make it make it clear it's not every client. It's people that you genuinely have a connection with that you feel, like, you feel like it's someone you wanna support long term. Keeping a list of those people and just making sure a few times a year you're checking in. But it doesn't have to be overcomplicated. I feel like everyone's always trying to hack the system or make it overcomplicated. Like we keep a running Excel sheet. Okay.

Brandon Glyck [00:10:20]:
You know, that we keep in touch with people and make a note when we've contacted them.

Benjamin Mena [00:10:24]:
Okay. So like, so people don't like listening. You don't have to go buy an expensive system or the expensive toolkit to try to help us. It's it's really an Excel spreadsheet. That's really helped you guys at least on it.

Brandon Glyck [00:10:36]:
So, I mean, you can, I'm sure there are ways to do it better, but, you know, I think in, especially on the business development side of recruiting, you know, I feel like it all things often get overcomplicated. And at the end of the day, if you're a good person, you're putting out good content, you're genuine in your approach and you really care, you know, keep in touch with people effectively, you know, the rest kind of happens naturally.

Benjamin Mena [00:10:55]:
And that's awesome. So, can you, like, maybe give an example of like how, like, I know, and I, I know you have many of these, but example of how, like, these long term relationships have really helped the business.

Brandon Glyck [00:11:05]:
Awesome. So this is, this is actually one of my favorite examples. And, you know, this this person has actually become, you know, a great friend of mine over time. So there was a VP of HR. I won't name his name just to avoid embarrassing embarrassing him at all, but, basically, I reached out to him as a kind of an outbound business development reach out years ago. I think it was back in 2017, 2018. He, you know, his company wasn't in a position at the to hire at that point. But fast forward about 6 months, and he was in a position to be looking.

Brandon Glyck [00:11:36]:
So I ended up we don't really place VP of HR all that often. But, you know, I'm a big believer in the more good stuff you put out, the more comes back. So in those situations, what we'll try and do is make an intro if we can. If it's a client of ours, you know, we we won't ask for a fee or anything. It's more about just and more about just putting out, you know, as much positive energy in the world as you can. So, you know, long story short, met him for lunch, and we ended up hitting it off. Like I said, he's become a great friend. And when he landed in his next position, which, you know, fortunately, we didn't help him find, you know, but we were supportive of him through that whole process.

Brandon Glyck [00:12:09]:
You know, he ended up bringing us in, and now I've done business with him in 3 companies that he's been at. And he's referred us to, I don't know, 6 or 7 other clients of ours over time. I've been able to speak on some panels because of, you know, because of his support. So it's one of those things. It's like a just because there's not an immediate gratification doesn't mean that building these types of relationships isn't important.

Benjamin Mena [00:12:32]:
Oh, wow. That's absolutely powerful. And it's, it's one of those things that I've like, I've seen, like people talk about on the BD side of the house is spending time and figuring out where a lot of your business has come from.

Brandon Glyck [00:12:46]:
Sure.

Benjamin Mena [00:12:47]:
And then like almost doubling down on those relationships because of stuff like these referrals and speaking on panels and these opportunities and what, 3 companies he's gone to 3 companies and you've placed people at a whole company of those organizations.

Brandon Glyck [00:13:01]:
Exactly. And the good part is, you know, when he's left, those companies still remain clients of ours. So it's, you know, it's been a I mean, that's a unique sit I mean, I will say that is one of the better examples for sure. But, you know, there's been countless situations that are fairly similar to that, which is how we've grown our business over time. And we and I should mention, you know, this isn't to discount outbound business development, you know, and all that is still an important part of growing your business over time. But I know a lot of your listeners are, you know, more boot on the boutique side or at least some of them are. If I'm building my name in recruiting, I'm starting off really honing on the relationship side. Once you get to a certain scale, obviously the outbound does become necessary, but it's a great way to really grow your business over time.

Brandon Glyck [00:13:46]:
Organically.

Benjamin Mena [00:13:49]:
For listeners, where w you know, if you can narrow it down like 3 main things that they can think about or do to really strengthen relationships, like what 3 things would you say that they should be doing?

Brandon Glyck [00:14:01]:
Totally. Well, I think number 1 is actually caring. When you're talking to people, it should not just be about instant gratification. How do I get to the close? That mindset won't really get you far in long term relationship development. As I mentioned, you know, a lot of our clients, you know, it's not I know there's a few of the the how do I frame? Some a few of the recruiter influencers are out there that actually do talk about this quite a bit. And I think it's important. Building business and recruiting is a long game. You need to understand that it's not always gonna be an instant opening.

Brandon Glyck [00:14:32]:
So that's number 1. Now I would say the second thing is, you know, do your best to add value outside of just placing candidates. So it might be helping with some thought leadership. It might be, you know, introducing a candidate where you don't get a fee in that moment. It might be connecting a relationship or making an introduction that's helpful. Going out of your way to add value beyond just being a transactional recruiter. That's that's always a great method to develop relationships. And then, you know, this is the most important piece piece is just keep in touch.

Brandon Glyck [00:15:04]:
You have a good conversation with someone don't let 2 years go by without touching base with them again. You know, it makes you look transactional. You know, at the end of the day, you should be keeping in touch with people. And not just because it's something good to do for business development, but because, you know, you really care about the people that you're supporting at the end of the day.

Benjamin Mena [00:15:22]:
That is awesome. Definitely. Thank you for that advice. And for the listeners hit that 32nd back thing on, on the audio podcast and replay that. So when it comes down to like how you guys have also like, I trained recruiters in this, like, how do you guys actually, like you've hired, you've have a great team, you guys have been growing. You guys are doing phenomenal. Like how do you train this in a new person?

Brandon Glyck [00:15:47]:
That's that's a great question. And one of the things that we've found is, you know, when we're hiring new recruiters, it's oftentimes easier to find to to find the right person that has doesn't have recruiting experience previously. Okay. You know, instead of us having to train out what we consider to be bad behaviors, what's much it's, at times, easier to start with a fresh slate. At the end of the day, it's just about making sure that, you know, as you're training a you're training a new recruiter, that, you know, these ideas like, you're demonstrating it. You're not just talking about it, but that they can see with how you're interacting with your candidates, with your clients, with your, you know, business colleagues. And even this podcast, for instance, what you're doing, you're helping essentially, helping other recruiters get their name out there. But in effect, you know, it's building your brand.

Brandon Glyck [00:16:32]:
It's making you, I'm assuming, bringing you more business over time. That's another it's doesn't have to be one-sided. You know, I would say, it was something like this. I would I would never, you know, go into things expecting something in return. You know, that's sort certainly a recipe for disaster, but it is kind of amazing. Like, the more good you do for other people, you know, the more good comes back. And I think with our team, it's just something that's it's a topic we're constantly talking about, and it's something that we, we make sure is, excuse me, is baked into our training process, you know, from the 1st day someone steps in the door to work with us.

Benjamin Mena [00:17:05]:
Oh, that's phenomenal. And it's it's one one of the things that I think a lot of people, when they're a leader, they don't think about is, you know, in our heads we have like, this is what we're going to do. Sure. Reality, the team like is gonna do what you focus on and talk about the most.

Brandon Glyck [00:17:20]:
Yes. Correct. And, and what it is, I will say, like, are there are some other search firms out there that I'm sure, you know, maybe they've they can grow a little quicker if they're, you know, if they're just doing outbound. But those relationships and the the, you know, end result for the recruiters on the team isn't gonna be as good. Like, the other part of it is it's much easier to deliver at the end of the day, provide a good service when you're getting access to hiring managers, when you're, you know, a trusted partner, when you're not expected to go up against 6 other firms for an opening, you know, that's where the relationship piece really comes in. You know, when you become that true trusted partner, it just makes, you know, it makes being in this business, which can be a grind at times a lot more fun and a lot easier at the end of the day.

Benjamin Mena [00:18:07]:
That is awesome. I love that you like you have it baked into your training. Is there some, any other things that you guys are doing that that might just seem like out of the box, It might be normal to you guys, but you might seen out of the box to other recruiters that is really helping you guys succeed.

Brandon Glyck [00:18:21]:
Good question. I mean, I, I don't really know that there's a secret recipe. I think it's consistency. You know, I'm a big believer in that. You know, if you do the right things day after day, you know, over a period of, you know, extended period of time, you're gonna see the results. And I think, unfortunately, what happens, you know, especially with a lot of new recruiters, is they come in, they see that they can earn a lot of money, you know, if they make quick placements, and, you know, they take shortcuts. And, you know, the idea is if you wanna be in this business long term, there really aren't shortcuts. It's just doing the right things, executing at a high level, providing your candidates feedback, being a trusted partner to your clients, you know, doing all those things all those things day after day.

Brandon Glyck [00:19:02]:
That's what leads to long term success. So there's no secret recipe other than just be consistent about about your process.

Benjamin Mena [00:19:09]:
Going back to your dad, kind of jumping to the very beginning of your story. Yeah. What was one of the best lessons outside of relationships that you learned from him that you're still using today?

Brandon Glyck [00:19:20]:
Definitely. So, I mean, there's many. And my dad was, he was a great guy. He was, I think I've read every self help book out there, you know, because of his influence and all that. But one of the things that comes up with candidate management a lot, and I think this is where he was exceptional. Like, I never met a better candidate, you know, some you know, candidate manager than him. And, you know, it comes down to making sure that you're having consistent check ins at every single check-in. You're you're, you know, getting a sense of every variable.

Brandon Glyck [00:19:51]:
Like, why is this person looking, and what other opportunities are they looking at? And then, you know, why do they wanna make a move to your specific client? Like, really hitting on that at every conversation that you have. I mean, your chances of having a successful outcome or outcome are much higher. You also, you know, become a trusted adviser to that candidate over time. And as we're talking about, it comes full circle. And those candidates, again, even when they're not the ones taking the job, you know, they can become your best clients long term because they see that you really care at every step in the process.

Benjamin Mena [00:20:22]:
And I think that's what goes into, like, some of the struggles a lot I've seen with a lot of recruiters is they're so focused on the next thing.

Brandon Glyck [00:20:29]:
Yes. That it's tough not

Benjamin Mena [00:20:31]:
to be. I mean, it's tough. Yeah, definitely in this space where, you know, everything, like numbers, placements, KPIs to be successful, but like, yeah, it's almost like you're talking about slowing down

Brandon Glyck [00:20:42]:
to

Benjamin Mena [00:20:42]:
actually speed up.

Brandon Glyck [00:20:43]:
Yes. Correct. Which is which is a tough thing to do. I mean, it's I'll say this. When we hire new recruiters, it's much easier, and I much prefer to have to slow somebody down than to speed somebody up. You know, that's always an easier process. So, you know, that sense of urgency, really wanting to to make things happen, that is critical to being a good recruiter. You know? But it's knowing how to temper that effectively.

Brandon Glyck [00:21:09]:
Like, I can be pretty intense. I can be very go go go, certainly. But learning how to temper that over time, you know, if you already have that kind of innate drive, you know, it's a secret recipe.

Benjamin Mena [00:21:20]:
That's awesome. Well, before

Brandon Glyck [00:21:22]:
we move on

Benjamin Mena [00:21:22]:
to the next part of the podcast, is there anything else that you'd love to share about the playing the long game and relationship building?

Brandon Glyck [00:21:29]:
I would just say, you know, to take it one day at a time, you know, be consistent in your outreach, You know, start tracking. That is and even though we just have this basic Excel sheet, make sure you're tracking it. And then when you're reaching out to people, be genuine. Make sure it's not just you're not doing it just to land a new client. You're doing it because you care about these people. You're doing it because you wanna see other people be successful. And like I said, I'm a big believer that the more success there is out there, the better it is for everyone.

Benjamin Mena [00:21:58]:
Absolutely. Across the board of that.

Brandon Glyck [00:22:01]:
Totally.

Benjamin Mena [00:22:01]:
Awesome. So now for the, the quick fire questions, and I love this one, because you have been hiring people and you have been training people. So it's extremely relevant. But for recruiters actually just getting started in our wonderful world in 2024, what advice would you give them to be successful for their career?

Brandon Glyck [00:22:21]:
Definitely. So I have a few, certainly have a few things to share on this one, and it's, you know, certainly an extension of what we just talked about. So Mhmm. The first thing, and this is really important because recruiting can be a grind, is do not expect overnight success. Occasionally, it happens. Sometimes you get lucky. You get a good account when you first get started. You make a few placements.

Brandon Glyck [00:22:40]:
But, you know, at the end of the day, long term success in recruiting takes, you know, many variables. It takes accountability. It takes productivity, attention to detail, consistent sense of urgency, and really, you know, going above and beyond for your clients and your candidates, which is important part to to remember for the long haul, essentially. The another thing would be just, you know, relationships really do matter. So as I mentioned, you know, some of our longest standing clients, you know, started out as candidates, and they're just people who we've stayed in touch with over several years. And one thing I like to tell my team is closing a deal is great, but creating a career long partner and advocate is even better. You know? So make sure we're looking, you know, looking long term. The last part, and this is, again, no recruiter is gonna be perfect at this, especially if you have a full plate, but it's important.

Brandon Glyck [00:23:28]:
Again, I'm the last one to say we're perfect, but it's something we really do care about. Always, always follow-up, provide feedback. And like we've been talking about, you'd never know when a candidate will turn into your next client. You know, and more importantly, it's just the right thing to do. Yeah. The nail on

Benjamin Mena [00:23:43]:
the head with the right thing to do part. Well, same question. Like you have people on your team, you talk to a lot of other recruiters. You know, somebody that's been in the game 5, 10, 15, 20 years.

Brandon Glyck [00:23:54]:
Yes.

Benjamin Mena [00:23:54]:
What advice would you give them to be successful in our in our world?

Brandon Glyck [00:23:58]:
Another another great one. Let me think about this for a second. So what I would say to someone that's been in in agency recruiting for a while, you know, is having some success, well, I assume you might agree with this, but the biggest differentiator in the people that seem to have longer term careers in recruiting, you know, short of being at one of the bigger you know, the behemoth agencies is, you know, is building your skills in business development. And, you know, oftentimes I see recruiters get really scared off by this because I think they envision, I mean, I've gotta be the world's best cold caller. I have to do, you know, thousands of outbound marketing emails a day, and I don't know the first thing about that. Like, I've never done it before. And that's where some of the things we've been talking about today, you know, come into play. The best recruiting account managers, they're gonna value relationships.

Brandon Glyck [00:24:44]:
They're gonna go out of their way to consistently deliver at the highest level, keep in touch with candidates and clients, even when they don't have an immediate opening. And that's going to be get, in many cases, more business. So, you know, it doesn't necessarily have to be you're the best outbound marketer or outbound business development, you know, cold caller. It does mean, you know, consistently driving relationship development over time that you can ultimately turn into new business.

Benjamin Mena [00:25:09]:
That is awesome. And you mentioned earlier that, you know, because of your dad,

Brandon Glyck [00:25:15]:
Sean,

Benjamin Mena [00:25:15]:
you've been a big reader.

Brandon Glyck [00:25:18]:
Yes.

Benjamin Mena [00:25:19]:
And you've read a ton of books. Is there been like 1 book or 2 books that you can just narrow down that's had a huge impact on your success in your career?

Brandon Glyck [00:25:27]:
Yeah. So I thought you're gonna ask this one. And and it's a it's a tough question, but thankfully, I did prepare for this. So, you know, some of my favorites are sort of the original growth mindset books. So you have books like basics, like Think and Grow Rich, which by Napoleon Hill. You have win friends and, influence people by Dale Carnegie, 7 habits of highly successful people by Stephen Covey. Like, all the kinda basics, just getting started in it. I'll reread those, you know, a few times a year.

Brandon Glyck [00:25:54]:
And, especially, I really love, how to win friends and it points people. I think it's a great book on relationship building. You know, however, you know, there's this concept I've tried to live by, and that's actually where the name Quantum comes from is, this idea of that you were living in this field of infinite possibilities. Know, my dad went through a phase where he was a big Deepak Chopra guy, and there's this book creating affluence. And, you know, it's essentially, or at least how I've interpreted it is the more good you put into the world, the more possibility there is for good to circle back around, and which it's not a direct loop. You should never expect anything in return ever. You should be doing things, you know, for the right reasons. But I would give that idea a lot, you know, really most of the credit for the long term success that our team has had.

Benjamin Mena [00:26:37]:
I, I love that you've internalized that as part of your identity.

Brandon Glyck [00:26:43]:
Yes.

Benjamin Mena [00:26:43]:
And it shows.

Brandon Glyck [00:26:45]:
I appreciate that. Yeah. And it it's also just this notion of you know, I think once you go into a scarcity mindset, especially in recruiting, you're shutting yourself off to bring in new business. You're shutting yourself off to delivering at a high level. You know, if you look at things of, wow, there's so many opportunities out there. You know, I can support, like, you and I, I I would say, you specifically are great at this. Like, you support other recruiters building their business. You know, that inherently is, you know, is completely unselfish, and it's an amazing thing that you're doing, but I'm sure it's led to you having more business over time also, even if that wasn't the primary reason for doing it.

Benjamin Mena [00:27:20]:
It definitely has helped it. Everything from referrals to, because of the podcasts bit of like an omnipresence. So like people in, in gov con or like many times are just like, we've seen you, we've heard you like you're

Brandon Glyck [00:27:33]:
on

Benjamin Mena [00:27:33]:
our Facebook feed every day. It's LinkedIn LinkedIn feed like every day.

Brandon Glyck [00:27:37]:
Yeah. Well and it's funny. I just spoke I think I mentioned before our call, but I was just talking to a to another recruiter friend of mine who got started last year, and she said the first podcast she listened to when she got started in recruiting was your podcast. And that's awesome. Some of the, you know, the confidence she needed to really, you know, get her business off the ground. So I thought that was that was really cool. Just the kinda serendipitous that we had that chat literally this morning.

Benjamin Mena [00:28:02]:
That's like, I mean, that's one of the cool things about the, the podcast is seeing some of these messages where it has influence and helped people. And it's, it's really, it's the, the guest sharing. You know, I don't want to say like the secrets of everything, but really just like what's working, what's like how you're winning. So it's, it's cool how the community's like really come together with that.

Brandon Glyck [00:28:22]:
Definitely. Yeah, I think our, so the boutique staffing firm community sticks together. It seems like

Benjamin Mena [00:28:27]:
It's a small world. Yes. Yeah. Well, when it comes to, you know, everything in recruiting, do you have like a favorite rec tech tool that you guys love?

Brandon Glyck [00:28:36]:
So that's that's another good question. And we've been looking, you know, into it. So we've certainly played around with ChatGPT. We've looked at some of the AI powered ATS systems. Like, I've had a few calls with Loxo. That one seems pretty good from what I can tell. You know? So so I would say, you know, certainly, we're looking into it. You know, it's it's I would I would say it's hard to replace, you know, good old fashioned candidate experience and people to people communication again in the day.

Brandon Glyck [00:29:02]:
But, you know, one thing we've had some luck with and we've been experimenting with is, some of the LinkedIn automation tools. So we've used, like, Dripify a little bit. You know, we're kinda we're still a little we're, you know, we're about using it too much, but, you know, surely have looked at some of that. And then we've we've had a great experience with our ATS, Crilate k. So far. But, as I mentioned, we've looked into a few others, but, you know, nothing, you know, nothing has gotten us off of ProL8 yet. And still, it's a very easy to use user friendly system.

Benjamin Mena [00:29:32]:
I've got a, if you want to give up, you know, because of the podcast guys, I get a look at a lot of things and sure. Our, our cool tool is out there, but, you know, I think I've been just been in my comfort zone with KLA. Yeah. I use them, I use it myself.

Brandon Glyck [00:29:42]:
Well, you know, where they're really helpful, and this is where we have used it a little bit. So it's not perfect, but if you're creating, like, you know, Boolean strings and, you know, really, it's helpful more with sourcing than with anything else is what I would say. Mhmm. You know, any of these AI tools, I haven't seen anything that's replacing, like, the candidate management experience or the the human interaction part. But, you know, some of the initial sourcing, I could see it getting good enough that you could actually see AI starting to reach out to candidates

Benjamin Mena [00:30:10]:
even, you know, now when it comes to like your personal success and, you know, I, I, I know in your story, you played college for athletics. You had some training with your dad. If, is there something that you can like narrow down on that has really helped you?

Brandon Glyck [00:30:25]:
Yeah. You know, certainly. And that's, that's another really good question. I would just say, you know, at the end of the day, I've been in recruiting now. I'm only 35. I've been recruiting now for over 15 years, which feels like a long time. And being as long as I have, you really have to love what you do. You gotta get fired up every day about going to work.

Brandon Glyck [00:30:44]:
Believe that the big thing for me is is this belief that we actually have the opportunity to make a difference with our work. You know, good example, you know, I was catching up with a candidate that turned into a client, that I first started working with literally over 10 years ago, and it's just someone that we've kept you know, someone I kept in touch with. He's become a buddy, and, you know, it's cool when you get to witness someone starting off, you know, as, let's say, a product manager, director of product. 10 years later, they're a chief product officer and they're, you know, they've really grown in their career during that time. And just to think like, certainly you don't want to take credit for that person's success because all you did was place them. But the fact that you had a small impact on that person having a better life long term, that to me is what really makes this exciting. And the other part of it is I'm sure you've seen in your experience, like, not to say that recruiters are therapists by any means, but, you know, if you build a good relationship with someone, you do become a confidant. You know, the job search experience is very personal.

Brandon Glyck [00:31:40]:
And, you know, just the notion that you get to be a part of that process, that's what keeps me going.

Benjamin Mena [00:31:44]:
That is awesome. Well, and you talked about learning to love, like talking about loving recruiting. Did you have to learn how to love recruiting?

Brandon Glyck [00:31:52]:
You know what? Yes and no. Like, I never really loved I mean, I do now. But when I was first starting off, who loves making 80 to a 100 cold calls a day with their dad looking over their shoulder and making sure they're, you know, they're, you know, hitting their numbers and their their cold call pitch is good. But, you know, over time, yes. Like, especially with the relationship driven approach, you know, we still certainly do outbound and all of that, but it's kinda gets easier over time. It's the, like I mentioned, the compound interest effect, you know, certainly, you know, it does get easier.

Benjamin Mena [00:32:21]:
Awesome. And it's the reason why I asked that is because I know many of us when we start off in the agency world, like it sucks. It's true.

Brandon Glyck [00:32:31]:
It sucks. And I,

Benjamin Mena [00:32:32]:
it's the least my for me, I, I actually had to kind of like learn how to love recruiting. And, you know, I think you said the impact that you have on people, just, you know, once you understand that, it gives really, it gives you like a different lens to look at this industry with.

Brandon Glyck [00:32:46]:
What's your favorite part? I'm curious,

Benjamin Mena [00:32:48]:
one of my favorite parts is, the occasional time where you watch the news and you realize that some of the things happening across the globe is because of some of the people that you placed.

Brandon Glyck [00:33:00]:
That's cool. Well, again, if you do a lot in the, I know the, you know, supporting GovCon and defense, you probably really get to see that happen.

Benjamin Mena [00:33:08]:
So it it's the, those have been some of like the really coolest opportunities up there. Yeah. Like, oh, okay. Like, you know, I hired this person that was part of that team that did this, that did that. And then you, like, that happened.

Brandon Glyck [00:33:21]:
Yes, exactly.

Benjamin Mena [00:33:22]:
So, but then it's just it's, you know, the messages that you get, like, from people over the years, like, Hey, you know, thank you. Thank you for that job.

Brandon Glyck [00:33:28]:
Sure.

Benjamin Mena [00:33:29]:
Thank you. Thank you for that stuff. So, and that goes into like, what we're talking about is like playing that long game for the real question.

Brandon Glyck [00:33:33]:
That's actually a really good point. And, you know, one thing I forgot to mention, so there are a lot of out of work people right now. Great engine, at least in our end, we're tech recruiting, primarily great engineers, great, you know, talent people that we've worked with. Go out of your way to help those people, if you can, Even if it's tagging in a post, even if it you know, making an introduction to one of your clients, you know, without expecting a fee, you know, those are really nice things you can do. And, you know, ultimately, again, it's not always gonna be the case, but you're building potentially lifelong relationships, you know, by supporting these people. You know? And it's just a great thing to do.

Benjamin Mena [00:34:09]:
Absolutely. Especially with the way the market's been over the last year.

Brandon Glyck [00:34:12]:
Yeah. It's tough, tough out there for, for internal talent right now, for sure.

Benjamin Mena [00:34:16]:
Well, Brandon, this is one of my favorite questions, Like everything that, you know, now, like everything you've learned, you've gone through the relationships, replacements. If you could go sit down and have a cup of coffee with yourself or a beer with yourself and your 1st week of actually recruiting, what would you sit down and tell yourself?

Brandon Glyck [00:34:37]:
That is a, you know, another good one. And I'm not exactly the most patient person by nature. You know, I do I'm you know, can be intense. I do expect, you know, things if I put my mind to something, I expect it to happen. That's just sort of, and with recruiting, it doesn't work like that. You know, you have to be patient. You know, success in recruiting doesn't hap happen overnight. You know, there are several skip skill areas that need to be developed and you don't just turn into an elite recruiter overnight.

Brandon Glyck [00:35:05]:
It really is something that that is skills based. And, again, it's a compound interest effect that I keep talking about. You know, if you focus on honing, skills across and then there's I look at recruiting. I break it down into 3 areas. Right? There's, recruiting, even sourcing, account management, and business development. If you're if you're focusing on getting great at each one of those individual areas, you know, that's how you become an elite recruiter. It's frequently stepping outside your comfort zone. Like, for me doing a podcast, you know, this is my 1st life, your 1st podcast, so this has been great.

Brandon Glyck [00:35:38]:
Focus on relationship develop development and just prioritize doing things right every single time. Success will follow. But then I would just, you know, I would I would, be screaming this at myself. Be patient, you know, please be patient.

Benjamin Mena [00:35:53]:
Definitely. Definitely great advice. And I'm really glad that you broke it down into like the 3 pillars to be a successful and elite recruiter. So thank you for that.

Brandon Glyck [00:36:01]:
Of course.

Benjamin Mena [00:36:02]:
Well, Brandon, this has been awesome before I let you go. Sure. First of all, if for people that wanna follow you, what's the best way to follow you?

Brandon Glyck [00:36:09]:
Well, I'm not a big social media guy, but I would say, you know, LinkedIn, you know, feel free to connect with me on LinkedIn, shoot me a note. Yeah, that's pretty, it's pretty much the only social channel that, that I focus on work.

Benjamin Mena [00:36:22]:
Awesome. And when it comes to, you know, before I let you go, is there anything else that you would love to share with the listeners?

Brandon Glyck [00:36:27]:
Totally. So, if you're willing to put in the time and effort, without shortcuts and I, I want to make that really that's a pillar. Like, there are no shortcuts in recruiting. Agency recruiting can be really fulfilling. It can be very lucrative, you know, and it can be a long term career path. You know, it doesn't have to be, you know, you graduate college, you go work at one of these, you know, big staffing firms for a year or 2, and then you move into something else. Like, it truly can be a long term, great impactful career path. And it's like I tell my team, you know, prioritize relationships, always be accountable and successful.

Benjamin Mena [00:37:03]:
Well, Brandon, like I said, I I'm so excited that you came and share it and for the listeners, the long game is, something I have for years. You know, I've, I've struggled with, but it's something for years I've seen recruiters across the board struggle with. Because, you know, it's always on to the next day, you know, but every single time I talk to somebody that's been successful in our industry, they have played the long game. So Brandon, thank you for sharing and teaching how to play that long game.

Brandon Glyck [00:37:30]:
Thanks for having me, Benjamin. It was great.

Benjamin Mena [00:37:32]:
And, for the listeners, guys, let's crush it. Let's make 2024 your best year yet. Thank you guys for listening.

Intro [00:37:39]:
Thanks for listening to this episode of the elite recruiter podcast with Benjamin Mina. If you enjoyed, hit subscribe and leave a

Brandon Glyck [00:37:50]:
rating.