New college grads, listen to your snarky recruiter friend on Tumblr when you’re not looking at porn.

If you have just received a degree in a liberal art (or something that isn’t Computer Engineering) and have only one internship under your belt on your resume, do NOT list your desired salary for your first full time position as $80k. 

Check Glass Door’s Salaries page for the company and position you are thinking about applying to. If a position has 0-2 years working experience required, the likelihood of it paying that much is essentially nil. 

I get it. You have a SHIT TON of student debt and you will undoubtedly work harder than most other employees because you are hungry for knowledge and growth and I completely respect that but please research before you spout off $80k when the only actual working experience you’ve ever had is ushering a local theater or working in retail/food service/hospitality. You will be DQed before you even have a shot to make an impression. 

I have spoken to HUNDREDS of candidates from 17 year old interns still in school to 50-something execs and there is one thing that I constantly see. Nerves.

I get it. We have all been there. So perhaps this will help. 

If you get a screening or an interview, your experience or resume/cv has gotten you there most of the time. So the unknown factor for an employer is you... who are you? what are you like? how do you react to questions? what kind of personality do you have? is that a good fit for the demographics and dynamics of the company you are applying to?

Tip 1 - Apply to companies you have looked into and want to be a part of. We want you to want to be here. We want you to have passion for what we do. Do your homework. There is little worse than apathy in an interview. You are wasting my time if you have a great resume and when we speak, you have no interest in the industry or vertical that you have applied to work within. And if you tell me that you like the industry and I rec an on-site interview and you say “Oh this isn’t my passion”, it makes me look bad and it makes you look like an idiot for getting this far and blowing any shot you had at a job.

Tip 2 - Ask questions. No, not the standard things University career coaches tell you. Be honest. What is important to you? Career growth? ASK about it in the screening process. Ask about the rock star on the team you want to join. Why are they amazing? Can you make connections between that awesome person and who you are? TELL THEM. 

and finally, Tip 3 - BE YOU. I cannot stress this enough. Don’t try to be what you think I want you to be. I want you to be who you are on day 1, on day 100, on day 1000. Be you. I will hire you because you are you. Be you. If a recruiter isn’t into it, that’s a sign that it’s not a good fit for you. You cannot try to be someone you are not in the workplace for very long. Present who you are EVERY DAY. That is who I want to see. 

Starting your own recruitment agency is a dream for many experienced recruiters. More freedom, better income potential, and the satisfaction of building something meaningful—it’s all within reach. But to succeed, you need more than great recruitment skills. You need to think like a business owner.

Making the leap from recruiter to agency founder requires a major mindset shift. Here’s what you need to change—and how to prepare for the journey.

1. Shift Your Focus: From Tasks to Vision

As a recruiter, you’re used to working through daily tasks—sourcing candidates, meeting KPIs, closing placements. But once you run a business, your role changes. You're responsible for the direction and future of the agency.

Mindset shift: Stop asking, “What roles do I need to fill today?” and start asking, “Where do I want this business to be in six months?”

2. Create Your Own Discipline and Structure

Without a manager overseeing your day, it’s up to you to stay productive and organised. You must learn to manage your time and energy effectively.

Tip: Build a schedule that includes client outreach, candidate management, operations, and personal development. Consistency is key.

3. Learn to Navigate Risk and Uncertainty

Starting a business involves taking risks—financially and emotionally. Income may fluctuate, and there will be challenges. But those who take calculated risks often find the greatest rewards.

Mindset shift: Replace fear with confidence. Embrace uncertainty as part of the process and keep moving forward.

4. Take Ownership of Client Acquisition

In a traditional recruitment job, you may rely on your employer’s branding or inbound leads. When you own the agency, bringing in business is your responsibility.

Tip: Focus on a niche where you have experience. Specialising builds credibility and makes your outreach more effective.

5. Understand the Financial Side of Your Business

Running an agency means managing revenue, costs, invoices, cash flow, and profit margins. Financial literacy is essential—not optional.

Tip: Use tools like Xero or QuickBooks from the beginning. And if needed, get a bookkeeper or accountant to help you stay on track.

6. Adopt a Leadership Mindset Early

Even if you're starting solo, think like a leader from day one. Eventually, you'll want to grow your team—and building solid systems from the beginning will make that easier.

Mindset shift: Don’t just think like a recruiter. Think like a founder building a scalable business with long-term success in mind.

7. Commit to Lifelong Learning

The recruitment industry is constantly evolving. To stay competitive, you need to stay informed about market trends, tech tools, compliance updates, and marketing strategies.

Tip: Set aside time weekly for learning—whether that’s reading, taking online courses, or connecting with other founders.

Final Thoughts

Starting your own recruitment agency is a big step—but it’s one of the most rewarding moves you can make. With the right mindset, a solid strategy, and consistent effort, you can build a successful, sustainable business that reflects your ambition and values.

Every recruiter deals with the challenges of the current economic state -- not enough time, money, or resources -- but beyond those basic pains MBA recruiters must also deal with these more complicated issues. Despite predicted improvements to the MBA recruitment landscape in 2013, many employers will still lack simple solutions to the following problems:

Finding leadership talent that matches your company's culture.

Keeping your company's brand top-of-mind when candidates start seeking.

Finding up-to-date resumes and job-seeker profiles.

Making a personal connection...

Hiring great people is not easy. Hiring people who fit into your work culture and share your company’s vision is a challenge. Here are a few tips that will help you hire great people.

Write an impressive job description and post a killer job ad.

Maximize the visibility of your job postings to get better response.

Make the most of your network – professional & social.

Diversify your search. Use various online & offline sources & strategies.