Growing The Curvy Way - Recruitment International

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Transcript Growing The Curvy Way - Recruitment International

Recruitment International Event 12 th June 2013

Growing The Curvy Way

What’s Coming Up?

   Who are we & what do we do Our journey The 6 concrete pillars to growing The Curvy Way 1.

Culture 2.

Brand identity Customer is KING Flexing the business model Dare to be different Funding

The Curve Co-Owners

Della Wolfe Jeanette Ramsden Lyndsey Simpson

Some of the Curvy team…

The Journey

2004 2007 2008 2009

    The Curve Group began life as Curve Recruiting Ltd in 2004. From 2004 through to 2007, the focus was purely on permanent search and selection of senior roles ranging in salary from £70 150,000 with a significant proportion of roles being retained fees As the business grew, there was client-led demand to help the candidates that we placed then hire the teams in underneath them. Moved into contingent recruitment and re-named both businesses Curve Search (for the senior hires) and Curve Recruiting for hires ranging from £40-80,000 In Sep 2008, the recession hit with force and at that time, our 3 major Banking customers cancelled all recruitment and put in place 12-18 month external recruitment freezes In Oct 2008 we undertook a major review of our business and made some strategic decisions that shaped the business today:  Over 60% of our revenue came from 3 major customers so we pro-actively looked to extend our sector coverage and customer mix   We decided to invest and build Curve Outplacement We built this business from scratch, invested in the IT, built a website for it and launched it on 1 st January 2009, by 10 th January, we had our first customer – Pizza Hut

2010

The Journey Continued…

   In 2010, we built a 4 th business – Curve Outsourcing (Now Curve RPO). This provided Recruitment Process Outsourcing (RPO) and HR Outsourcing (HRO) solutions to corporates in the form of 2 or 3 year full outsource agreements June 2010 – we re-brand to The Curve Group, bring all of our websites and external marketing into 1 site and create a new brand identity with a focussed 2 year PR & Marketing plan to maximise on the investment. Bounced back immediately from the previous year to record a 130% growth in income and returned to higher than pre-recession levels

2011

 Withdrew HRO offering to focus on RPO

2012

 Embarked on another client-led expansion into contractor recruitment. Built and launched Curve Contractors

2013

 June 2013 – re-brand to include 5 businesses, new “responsive” website to go live on Wed 26 th June  Currently tracking at 165% yr on yr growth

Concrete Pillars

1) Culture “The Curvy Way”

So What is The Curvy Way?

     Its how we think and how we behave Its what we hire our people based upon It encapsulates our corporate culture It empowers our team to Be Different – Be Curvy It brings to life our 6 core values every day: 1.

Passionate 2.

Trusted Results-Orientated Added Value/Insight Business Savvy Friendly

2) Brand

Create a Consistent Brand Experience

Ensure Words & Images are Aligned

3) Customer is KING

Customer is KING

Notice the little things Candidates & Clients are the same!

Customer

Always do what you say you will Keep relationship points the same Understand their world & priorities Resourcing & HR are your customers – don’t go around them

4) Flexing the Business Model

“To stand still is to fall behind”

Gordon Forward

    Spot your exposures/look at your pareto analysis and keep building a more rounded business Pull out of unprofitable clients & sectors Change your pricing model – know your profitable limits & level of “seller power” with individual clients The 3 S’s….Silence, solitude, solutions

5) Dare to be Different

USPs

No commission!

No specified hours for head hunters Commercial pricing – create some fun/skin in the game No targets Seek forgiveness not permission

6) Funding

Funding Expansion

      Lots of routes – for us, it’s the Bank Know your cash – daily, weekly, monthly & 3-month forecasts When running projections:  Headcount   Desk space/infrastructure IT equipment  Major outflows e.g. VAT/Corporation tax/annual profit share Don’t ask for money when you need it! Bring them in on the journey, get them excited about your business and feel a part of it Plan ahead and allude to what you will need next quarter, next year…

In Summary

 I hope you found our journey useful…  The 6 concrete pillars to growing The Curvy Way 1.