Indo Search

100% fill rate on search with MedTech, and HealthTech Organisations. 
90% + vacancy fill rate on Contingent Assignments
92% have stayed in their roles over 24 months

* Regulatory Affairs / Quality / Clinical Research
* Commercial – including Sales/Marketing/Market Access
* Product Management
* Compliance & Risk
* Clinical & Medical Affairs – including Chief Medical Officer / Medical Director
* Leadership – including C-Suite & Director
* Change & Transformation
* Operations – including Finance/HR/Recruitment

Co-Founder

Practicus

Our mission is to help people navigate change.
Recruiting Change and Transformation consultants mainly in the Life Science and Healthcare space including the NHS

Principal Consultant

Gleeson Recruitment Group

Managed Finance Team for Thames Valley/South of England

Business Development Director

JWS Resources Ltd.

Management of Employee Benefits & HealthTech recruitment business with a broad range of clients including SMEs, Scale-Ups/Start-Ups and Large Enterprises

Associate Director

Business Manager

Regulatory Professionals

Regulatory Professionals focus on providing staffing solutions with Life Science organisations. As part of the Clinical Professionals Group we aim to offer candidates the most accurate and informed advice on careers within Regulatory Affairs. 

Took on the task to help turnaround the division's fortunes into a profitable business unit with influence over a new brand and identity in a competitive marketplace.

Project Resource Ltd

Joined a few months after Project Resource was established working closly with Directors to help grow market presence in the Commercial/QS recruitment market in the UK. My time at Project Resource was a fulfilling and enjoyable one that taught me the value of building internal and external relationships and how much I enjoy making a positive impact on someone's career.  Went on to be the top performing consultant over my time there while also coaching/growing teams to give clients and candidates the best of our market knowledge and recruitment experience.

Recruitment Consultant through to Manager

Huxley Associates

Recruitment Consultant

The Courier

Telesales Executive

How We Helped a High-Growth MedTech Company Fill Critical Positions and Launch Their Cutting-Edge Product…
This company aimed for rapid growth and substantial investment, requiring them to fill critical positions in technical and commercial roles.

They were seeking out seasoned professionals who could guide their product launch and maintain their competitive edge.

Despite their urgent need to fill positions, the company's recruitment team was having difficulty keeping pace with the volume of open roles.

This bottleneck risked delaying the release of their cutting-edge medical device, jeopardizing the company's ability to generate revenue from their investments.

By leveraging our expertise, the company successfully streamlined their hiring process and made more informed decisions, achieving a 100% acceptance rate for initial job offers.

Moreover, our team provided valuable input on clinical research and regulatory approval strategies, as well as sales and marketing efforts to support the global launch of their product.

We are proud to have filled all 17 vacancies for the company, including key roles such as…
> Multiple Regulatory Affairs professionals including Labelling, Pre and Post Market
 
> Multiple Sales and Marketing hires.

> Head of Clinical/Medical Director to work closely with their CMO Co-Founder

> Head of Quality to facilitate the company's US FDA approval process.

One of our unique strengths is our ability to create immersive digital job descriptions that effectively highlight the company's strengths and unique selling points, setting them apart from their competitors.

They’ve been highly effective in generating more interest resulting in a larger pool of applicants and real-time market analysis.

Ridda Michail

TakeTwoBrothers

Spoke with a recruiter yesterday. 
(Brilliant comeback story) 
She billed 20k per year for 3 years… 



Then she switched companies… 

Year 1: £240k 
Year 2: £360k
Year 3:Top Biller at her firm 

Same person. Same industry. Completely different results.

What changed?

She went from sink-or-swim with zero support…

To proper training, market mapping, and people around her who were smashing it.

"If I'd joined three to five years ago, I'd probably have billed a million by now."

How mad is that????? 

20k per year for 3 years to 220k in year 1 at a new company. 

Thats a 1000% increase from changing companies. 

This isn’t a message to drop your company if you're not performing. 

It’s to really analyse and establish whether you're getting the support you deserve.
 
Because the Environment matters…

More than most recruiters realise.

Ben Miller 

We Interview the top 1% of recruiters and share their PROVEN strategies to Win More Placements. 100+ episodes with top billers: from $500k to $2.5 Million producers.

THE ONLY RECRUITERS WHO SUCCEED
Who don't have a niche.
And can STILL bill $1 million + 


I was always told you need a niche to succeed.

It was drummed into me by every marketer.

And until about 12 months ago, I believed them.

BUT then I started meeting 500k, $1 million, and even $2.5 million billers.
And none of them had one specific niche.

Yes, read that again. They don't belong to a specific niche.

Instead, they HUNT for demand.

They scour the market for candidates that are in high demand.

They learn the fundamentals (quickly).

And they SELL what's in demand.

It's a simple lesson you probably get taught in your first economics class.
But we never really think about it in business. 

Without demand… everything is uphill, everything is hard, everything requires more volume.

I'm not saying drop your niche and copy these top billers.

I'm saying demand should be the lens you view everything through.

Your niche is only as good as the demand within it.

(P.S, here are 3 TOP BILLERS who are also demand hunters)

I spoke to a 500k Biller
She spent 6 years as a Head of TA. 
She said there's SHAME around calling an agency…



When an internal recruiter picks up the phone to an agency

This is what's running through their head:

"Am I failing at my job?"
 "Does my team suck?"
 "We already have a team in place...
 Why can't we fill these jobs?" 
"Will leadership think I can't handle this?"

She even went to her boss and asked point-blank:

"If I call an agency, do you view that negatively?"

In other words, they're stressed, defensive, maybe even embarrassed.

This is REALLY important to understand from a marketing perspective. 

Because you need to make them feel understood AND reduce the perceived risk as much as possible. 

Communication should be around: 

1. Social proof - "I've helped Other TA teams in your situation do exactly this" - they're not alone

2. Make them the hero - Knowing when to bring in help is smart leadership, not failure

3. Reduce the risk - Make the first step tiny, the exit clean, the process transparent ( Make them feel safe ) 

And remember, when a TA brings you in, they’re really putting their reputation on the line.

Keep that in mind : ) 

Full podcast in comments

LinkedIn

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Sales Navigator

LinkedIn right now: Christmas Parties
Fancy venues, Pretty people, alcohol flowing. 
And me: 




A 4-year-old Bengal cat 
A Cuppa tea 
A laptop. 

Anyone else miss working in an office right now?

My fellow Brits.
I'm sorry to throw you under the bus like this.
But it has to be said.



Most would think we Brits and Americans are similar.
And we are in some respects…

We both eat food. 
We both sleep.
We both breathe air.

But that's about where it stops.

After speaking with hundreds of American recruiters and hundreds of British recruiters, I can tell you the BIGGEST differences between the two.

(Of course, this doesn't apply to every single person on the planet, so any Karens out there… move on by)

British recruiters:
- Generally very risk-averse
- Very price sensitive
- Less disposable cash
- Less ambitious
- Glass-half-empty attitude

American recruiters:
- Always have lofty goals (sometimes unrealistic)
- Tend to be optimistic and positive
- View problems and obstacles differently
- A lot more cash to spend
- Glass-half-full attitude

Let me end by saying I still love Brits, and there are some incredible British recruiters out there. 

But as a generalised observation, the American mindset is on another level.

I can literally see it first-hand on calls, and when I'm working with them. 

I think we could learn a thing or two from them.

Spoke with a recruiter yesterday 
He told me about his worst month
(It's pretty brutal)



"I had 8 people at final interview stage.
Didn't close a single one."

He’s a pretty big biller ( 1 mill + ) 

Reminder:

The biggest billers still have bad months.

You just don't hear about them.

I spoke with a recruiter yesterday 
30 minutes into the conversation... 
I wanted to slap him with a 7-pound Salmon  


I spoke with a recruiter yesterday who's in the perfect situation.

7-figure business.
Great reputation. 
16,000-strong network. 

And he's supplying VERY in-demand candidates.

High-voltage engineers.

- Data centres and renewables are fighting over the same talent. 
- Senior HV engineers are retiring. 
- Almost no new grads are entering the field.

He has something valuable that clients desperately need, RIGHT NOW.

And yet?

He's still slogging away doing outbound. 

Cold calls. Cold emails. Grinding for attention. 

It's still working (Just about) 

But he admitted it's getting harder and less effective. 

In another 12 months, he’s gona have to send 500 emails just to get a response. 

I wanted to grab a wet 7-pound salmon and slap it across the face.

Because if I were him?

I'd be posting aggressively and positioning myself as THE go-to expert for high-voltage engineers.

- I'd tell stories about how to find these candidates. 
- I'd share case studies. 
- I'd do MPC posts. 

I'd make sure every single bloody person in my market knew my name.

The most ironic thing?

By the end of the call, he was still lukewarm.

So I mentally upgraded to an 8-pound tuna.

Look, it's not complicated.

If you have something valuable, and you KNOW people need it…

Shout about it. Post about it. Talk about it.

Because your silence AND inability to market is costing you… 

Probably 10’s of thousands of dollars every month.

It’s becoming unbearable to watch.

If I were a recruiter 
And I wanted to build a shit hot brand
AND get more inbound, Here’s what I’d do… 




I’d cherry-pick one or two in-demand candidates. 

THIS IS THE MOST IMPORTANT PART

—--------------------------

I’d then build content around 3 pillars: 

1. Stories/case studies of placing THOSE candidates 
2. Stories/tips on how to FIND those candidates 
3. Stories/tips on what MOTIVATES those candidates 

I’d then sprinkle it with some personal content (10-20%) 

I’d then build a landing page around those candidates. 

One page. Stupidly simple. With ONE very clear offer. 

Something like: 

A Free shortlist 
A Free Market Map
A Free Hiring Guide (Interview questions) 
A 3-step system on how to attract those candidates 
A Free Salary Survey 
A Free placement (I know this one is bold) 

I’d post 3-5 times a week. 

Covering the categories above and making sure I have one STRONG sales post every Thurs/Friday.  

This sales post will have a CTA to drive traffic to the landing page. 

I’d test this process for 3-6 months. 

And eventually (after tracking all the data): 

What gets the most impressions 
What gets the most engagement 
What drives the most clicks 
What gets the highest conversions 

I’d start running LinkedIn ads and scaling. 

Once you get to this stage… things start to get exciting.

There are 2 camps of Top Billers: 




Camp 1: The Top Billers who get to $1 Million
But rely mostly on referrals ( Theres more than you think )

Camp 2: The Top Billers who get to $1 Million 
But STILL do BD, regularly. 

Camp 1 has an easier life.

Camp 2 can weather any storm, pivot faster, and turn the tap on or off at will.

I've interviewed over 100 Top Billers 
Here's the biggest personal lesson 
(Wish someone told me sooner) 




There's always someone ahead of you.

Earning more. 
Building faster. 
Doing bigger deals.

And at first, that intimidated the hell out of me.

But then I noticed something…

It never really ends! 

The 500k biller is chasing the 1 million biller. 
The 1 million biller is chasing the 2 million biller. 
The 2 million biller is chasing someone else entirely.

So you've got two choices:

1. Spend your career feeling behind.

2. Or accept that the ladder goes on forever… 

And just enjoy the climb : )

This recruiter Billed $1M+ for 5 years straight.
His specialty is penetrating Enterprise accounts.
Here's what it actually takes to break in:




Minimum 60 days to get a first response

- 3-4 strategic emails
- LinkedIn connection + engagement
- Personal note
- 2 calls with voicemails

And that's WITH the right message and a battle-tested approach.

Then once you're in?

It takes another year to go from 1 placement to 5-10 placements annually with that account.

The lesson:

Most recruiters give up after 2-3 weeks and wonder why they can't land enterprise clients.

The ones who win? 

They play a completely different game.

It's nearly 2026!!! I can’t believe it. 
Here’s a 2025 in review: 
15 things… Good, Bad and downright weird. 



The Good:
- Biggest revenue year since starting the business
- Working with some incredible recruiters
- Started hiring (finally)
- The FREE TRIAL was one of the best business decisions we've ever made
- I met my girlfriend and went to Taiwan—it was life-changing :)

The Bad:
- I only went away once and didn't have much time off
- Some months were pretty stressful
- I gained a bit of belly fat which was a bitch to get rid of
- Probably had too many hangovers (need to drink less)
- Sam's cat (my cat's dad) passed away :(
- We had to fire a client

The Weird:
- I had a somewhat spiritual experience that's hard to explain
- I'm the 2nd longest-standing resident in my building of 300 people 
(people come and go here)
- I made my first miniature house. It took 8 hours in total
- A stranger recognised me from LinkedIn in public ( it was awkward lol ) 

I'm sure I've missed a few, but these are the bits that stuck.

How about your 2025 so far? Good, bad, weird—or all three?

You know who I BLOODY love working with?




Recruiters who just know their shit.

We can sit in an idea generation session together... 

And I can rattle off any sector-specific question, and they can give me:

Great Stories. 
Thought provoking opinions. 
And REAL specifics.

Nuances in the detail that only an expert could talk about.

The juicy stuff that makes good content unique.

I'm telling you…

If you're a recruiter and you actually understand your market, you are sitting on a goldmine of ideas AND content.

You just need a process to extract it :)

How to send ONE solid candidate
And get 5 signed contracts. 
From a $600k engineering recruiter 




Spoke with a $600k biller last week. 

He doesn’t use any fancy tools or elaborate strategies.  

Just a well-timed email and a knock-out candidate. 

And he’s got more work than he can handle. 

Why?

Because he knows his market (Very well) 

He know's exactly who to speak with 
Which firms are looking 
And who’s in high demand 

To the point where he can pick up a Hydrogeologist, send a 3 line email to a list of mid-sized engineering firms with NO PERSONALISATION and get 5 contracts signed for an interview in the same week (True story) 

These conversations always remind me. 

Nothing beats knowing your market. 

Coz you can by-pass all the fancy shit and just send them what they need.

Had a client post blow-up this week. 
She got a crappy comment from someone.
Here's what I told her:



1. Look at all the positive likes and comments – you have hundreds. Don't let one bad egg bring you down.

2. The post is true and valuable, but it's ok to have people disagree with it.

3. If they're doing it in an aggressive manner, or for whatever reason you just don't like the tone of the comment… delete it.

And if he does it again?

Block. 

You are in complete control of your account.

You decide who you want in your network and who sees your content.

Don't let anyone tell you otherwise.

Spoke with a recruiter this week 
90% of his placements come from specs 
But he's leaving money on the table... 




Because despite his HUGE network 

He’s not posting any content.... 

Don’t get me wrong. 

I love a good spec (MPC) 

It works, it’s consistent and it delivers results. 

But here's the problem:

Specs only catch clients who are hiring right now.
Some of your best clients aren’t hiring today, or even next week.

They’re hiring 3-6 months from now. 

Which is why you have to have a nurturing strategy. 

A process where you’re educating, building trust and demonstrating expertise.
 
After a few months of doing this, you’ll notice… 

- A much higher response rate 
- More inbound (people actually coming to you) 
- Better roles and higher fees! 

I'm working with a client in California. 

He does cold calling, specs, automation campaigns, THE WORKS. 

But we’ve also been building his brand. 

Last week he got a inbound from a CRO, huge business with a ton of potential hires.

That CRO reached out because he'd been watching him build credibility for months. 

And NOW he’s ready for help. 

So I’m not saying stop your outbound. 

I’m saying use content as well. 

You’ll reach MORE people and attract MORE leads for your business. 

If you’re interested to learn more about how to do this… 

I’d love to show you for free : ) 

Head to the comments to find out more

If you NEVER want an inbound lead. 
If you’re happy with an average brand. 
And you ONLY want referrals until you die… 



Do this: 

- Play it safe. 
- Don’t push yourself. 
- Don’t say what you actually think 
- Constantly worry about being judged 
- Never show up with real value, keep it broad 
- Don’t commit to a niche 
- Give up if you don’t see results quickly 

Oh, and keep saying you want to build a brand without actually doing anything.

Got an email yesterday that made my week.
(I was eating spaghetti whilst reading it) 



I worked with this recruiter 5 years ago. 

He recently came back to us after seeing my content 
(yes, I eat my own dog food).

It's 1 month in, and he's already won a new client. 

In his words:

"I've closed a contract with a new client! This is a real 'sweet spot' client as they are recruiting AI Engineers. Given all the content we've been posting lately about AI challenges, this perfectly aligns with my goal of positioning myself as the go-to AI recruitment specialist. So, all good here!"

He's also got two huge clients in the pipeline.

In 2026, you have two options…

Sit on the sidelines and play it safe.

Or finally find your voice and start sharing your expertise online. 

I promise you, 3–6–12 months from now…

You'll either be winning clients like him.

Or watching others do it while you're still "thinking about it."

Link in the comments to learn more.

We just started working with a recruiter.
He told me that if ONE client stops hiring. 
He loses 40% of revenue overnight. 


Ironically, he's had a great year.

BUT…

He's relying heavily on 2 key clients.

He has 13 mouths to feed. 

And if one of them were to stop hiring (and we know this happens)
 
40% of his revenue would be wiped out in an instant.

Which is insanely risky.

But being the forward-thinking recruiter he is… 

He decided to fix the problem NOW instead of waiting until something bad happens.

And FYI, if you wait until something bad happens, it gets a HELL of a lot worse.

You'll start chasing jobs you'd normally walk away from
You'll drop your fees just to keep the lights on
You'll watch your best recruiters leave because there's no work to give them
You built this thing from nothing, now you're watching it slip

Anyway… my point is, you can prevent this from happening.

You can stay in your happy place. 

But you can’t put your head in the sand and ignore it any longer. 

And this recruiter knew that.

So he joined our free trial.

We made him 2 sector-specific posts, and we got him some great results. 

After that, he signed up with us on the spot.

In less than 2 months, we've achieved:
325,000 impressions 
1 new client (Perfect fit) 
2 strong leads

But even more important: He starts 2026 with a simple strategy to win new business. 

If you're a recruitment business owner and want to start generating new business through content

Come and try our 2-week free trial

Let us write you 2 posts

See the results for yourself

Link in the comments below…

2025 was our best financial year 
Yet, I've done hardly any outbound. 
Here are the 3 things (Biggest shifts)

taplio

The Battle

Ridda Michail

TakeTwoBrothers

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The Battle

Ridda Michail

TakeTwoBrothers

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}TakeTwoBrothers's LinkedIn Performance

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