We all know that recruitment is a competitive game once you are on the “sales floor”. It’s a dog eat dog world and defining your niche is probably one of the most important factors in determining both a consultant’s and agency’s success.
When Jon Eyers broke away from corporate recruitment and started Harvey Thomas he knew for sure that market definition and targeting was his key to winning.
“I had always worked in this niche”, he admitted, “but breaking away to start a new agency I knew I couldn’t target the big software companies like Sales Force and Oracle for example. It’s a subject you covered, Mia, in your other article about how the big players structure their in-house recruitment operations. It was a long term game to try and get into those clients”.
“A long-term game we couldn’t really afford to play as we had to get the business up and running and billing quickly”.
Clever Market Targeting
“So, when Tom and I set up Harvey Thomas, we knew we had to be cute in how we targeted the market”.
“We couldn’t go for the Big Boys, so we had to target more specifically. We looked at the way the software industry was developing and quickly realised there was a massive market in new tech, particularly Cloud, SaaS, PaaS and some of the more advanced software engineering trends. There was a huge amount of innovation around and many companies providing innovative solutions who were VC or IPO backed”.
“This unique subset of the market required a certain sort of skillset, which of course, made it easier to niche”.
A Certain “Something”
“You see, Sales, Pre-Sales and Customer Success people need to have a technological leaning. A little more than an understanding of the sales or pre-sales process. Because some of the offerings put to market by these leading edge solutions, these new tech solutions, the sales and sales support staff need to be quite “switched on” technically”.
“And, because most of the people we hire for our clients are that little bit different, we tend not to reply on traditional techniques for finding people. We manage our candidates long-term careers if you like and work much more in the passive candidate market. This of course provides our clients with access to candidates that are not generally available elsewhere”.
“We’ll often bring people in from across EMEA to service our client’s needs, it’s a broad and fluid market for skills”.
Understanding The Needs
“We also make sure we meet anyone who is new to us as we have come to understand what makes people for this unique market “tick”. There are very definite inidcators that we know our client base look for. This has the added benefit that the time our clients spend in the recruitment process is kept to a minimum. When you are a hiring authority, it is very easy indeed to waste a lot of time in the hiring process”.
“A good recruiter will understand the needs of both client and candidate and making that match a much simpler and easier process for both parties. Our deep understanding of the market we work in, the clienrts and candidates we work with helps save a lot of time, egffort and money for our clients. It also means we have a large number of very satisfied candiates who get the cream of the jobs in this unique subset of software sales”.
“It’s a heady mix, but we love doing it”.
Thank you Jon for your input to this hugely interesting article – Mia
Contact And Requirements
You can find their website here www.harvey-thomas.com
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