Billing $6M+ in 2022 is no small feat, and my special guest, Norman Volsky revealed how his team of 10 was able to achieve a phenomenal per-desk average. Norman shared valuable insights on building your team and attracting high-potential recruiters, using an internship program to establish a talent pipeline, and how to approach the challenging role of a billing manager.
Norman is a managing partner at DRI. Since 2011, he’s led the digital health practice at DRI and has built a 10-person team billing $6M+ in revenue in 2022. The Pinnacle Society welcomed Norm as a member in 2021. And interestingly, in 2022, DRI managing partners merged with Kay Bassman and Sanford Rose Associates to form Starfish Partners.
Episode Outline and Highlights
- [01:30] Norman shares why he started his podcast.
- [03:35] How Norman got into recruiting through an internship.
- [07:40] Factors leading to becoming a successful billing manager.
- [16:54] How DRi way of working is different from most recruitment firms.
- [23:15] Why finding top clients matters as much as finding top candidates.
- [30:59] Avoid the “something better than nothing” mentality.
- [32:20] How an internship setup fits a recruiting business.
- [38:14] Topic on internal recruitment: how to attract recruiters with the highest potential.
- [44:40] Sharing the success of their internship program.
- [46:49] Becoming the best example for your team and focusing on the other party’s best interest.
- [54:26] Networking into companies – calling a level up to get referred down.
- [58:04] How Norman juggles his billings while supporting his team – 3 focus areas.
- [01:04:30] Norman shares their flat team structure.
How to Adopt the Internship Model to Build Recruitment Teams
It may be a rare practice in the recruitment industry, but it’s worth exploring how an internship program could benefit your business. Norman shared the story of how he got into recruitment – from starting as an intern with no salary to becoming a Managing Partner. As the first intern in the history of DRI, his firsthand experience shows that an internship is effective in finding recruiters with the highest potential.
He revealed how they are using this model in building their team, which has proven to be very successful. Norman’s team of 10 is billing more than $6m, which is phenomenal per desk average. He shared their thought process in implementing their internship program:
“I was the first and only unpaid intern, but it ended up working out well, so no hard feelings. But our paid internship program is purely in our opinion an opportunity for us to get some talented. individuals exposed to recruiting and for them to get a couple of months of experience and to know whether it’s for them. I think a lot of recruiting, it’s a great career for a lot of people, but it’s not for everyone. It is a lot of rejection. It is a lot of hard work. It is a lot of betting on yourself. Some people want more security than that. Some people want a little bit more of a defined career path as opposed to a lot of ambiguity. So for the right people… It’s an amazing career and we want people exposed to that.”
Would you consider creating an internship program for your recruitment business? This could help you build your team, create a solid talent pipeline, and even boost your branding as an employer.
Juggling the Tasks as a Billing Manager
Norman functions as a Managing Partner and a billing manager – which I believe is the toughest job in recruiting. You’re managing your own workload, your own client base, and doing deals. And at the same time, you’re also training, coaching, mentoring, managing your team, and trying to get that balance right is challenging. Norman walked me through how he is able to cover these tasks with great success. Here are the takeaways:
- It is really important to start with why and focus on your own motivation.
- Learn from the best, and surround yourself with the best people.
- Build your team smartly, think outside the box, and be different from other hiring companies.
- Practice what you preach, lead from the front.
- Overcoming impostor syndrome with the right mindset.
As Norman puts it, “I think hiring the right people makes your life a lot easier. So that definitely stacks the deck in your favor. I think the other thing is you’ve got to practice what you preach. You got to lead from the front. You got to show a work ethic and the standard of excellence and the importance of quality. And if you lead by example, you know, people want to rise to that standard. I think that’s really, really important. “
The Three Focus Areas When Scaling Your Business
Norman also revealed the three focus areas which are key to his team’s success. You will hear him discuss the importance of finding top clients and why it matters as much as finding top candidates. He also shared how to attract the right talent when it comes to internal recruitment and the value of delivering the best training, coaching, and mentoring. Lastly, we talked about being strategic when allocating assignments to your team members and ensuring that you are making great matches for your clients.
