“Definitely one of the good ones. Spoke with Ben for a role and whilst Ben is clearly busy is willing to call me to give me updates even if the updates are that there's been no movement in the role. You can tell by Bens posts, phone manner and high level of service that he cares about helping people, not just getting a recruiter fee.”
About
Thanks for visiting my LinkedIn profile.
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And that’s a wrap! It was a pleasure reconnecting with our customers and partners, and meeting many new people along the way. A big thank you to…
And that’s a wrap! It was a pleasure reconnecting with our customers and partners, and meeting many new people along the way. A big thank you to…
Liked by Ben Townshend
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A bit of Friday positivity for you. I’ve done some calculating. Every job brief we've taken this quarter have…
A bit of Friday positivity for you. I’ve done some calculating. Every job brief we've taken this quarter have…
Posted by Ben Townshend
Experience
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Education
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Westminster Kingsway College
3-year Degree at one of the most prestigious culinary schools in the world.
I was part of the Westminster Kingsway Competition Team - Successful in multiple high-profile competitions across the UK and Spain, as well as respresenting the UK in Hong Kong and winning a Gold Medal. -
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Honors & Awards
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Presidents Club 2018 - Barbados
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Presidents Club 2017 - Morzine
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Presidents Club 2016 - Marbella
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Recommendations received
29 people have recommended Ben
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Justin Hillier
The top agencies on Recruiter Insider in Aus/NZ last FY for candidate experience massively outperformed everyone else in filling roles. Obsessing about the candidate experience you provide has many benefits but perhaps the biggest one of all is increased fill rates. If you want to measure and improve the candidate experience and increase your fill rates you need a demo - https://lnkd.in/gVw35i4t The data doesn't lie. If you want to make more placements you MUST measure the candidate experience throughout the entire hiring process.
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Sophia Holmans
❗ To the HIRING MANAGER wanting to secure the top APAC talent right now AND not lose out to your competitors. ❗ Three months ago, I was speaking to candidates who were only in ONE interview process, yours. This is no longer the case. Come September, I am now speaking to candidates on a daily basis who are in two, three sometimes four processes. Here are FOUR key things to follow to avoid losing out on top talent: ➡️ Speed - Long interview processes, unnecessary time to provide feedback will mean that you will lose out. Period. ➡️ Low-balling - Set the tone and build the momentum with a compelling and competitive offer. ➡️ Selling - Learn and breathe selling your business to candidates as much as you do to your customers. ➡️ Awareness - Post-covid companies compete on much more than just salary, product, brand. Are you on par with what your competitors are offering? This post might seem annoyingly obvious, preaching to the choir almost, but I can guarantee, often isn’t actually practiced. ✅ Be quick. ✅ Be compelling. ✅ Sell your worth. ✅ Know who you are up against. What else do you do to beat your competitors in the race for top talent?
14 Comments -
David Rüdel
FIVE YEARS ago, we released the Mpya Sci & Tech web site and embarked on the mission to create a tech consultant & recruitment company the way we wanted it – the right skill sets, and get-the-job-done-attitude combined with a heart and a smile. 😁 5 yrs of sneaking into our homie office with the joyful feeling of meeting the fab colleagues and eagerness to create value for our customers, our Mployees and the Industry-tech and Life Science communities in Sweden as a whole. 🌟 5 yrs of creatively form and develop a company from scratch together with kick as co-founders Johanna Engblom, Patrik Artman, Johan Östman and Britta Granath – it is when we disagree, we make the longest leaps forward 😍😍😍😍 5 yrs of financial boom, candidate scarcity, 0-interest rate, Covid-19-frenzy, mRNA-vaccines, supply chain bottlenecks, inflation spike, non-0-interest rate, recession, devastating wars and AI-boom. We did not nail all these factors in our SWOT from 2019…, however very proud to have grown to a 100 Mployees and 100 MSEK (profitable) business. 🚀 Mpya Sci & Tech; Let’s be Brave and Curious for another 5 yrs (at least)… #beexcitedlycurious #beallowingandinclusive #bewhotyouare
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Tereza Louise Kirwan
🤔 How does a typical startup perform on the RecruitHub platform 🚀 Close their first placement within 60 days 🚀 Bill on average £270K/$343K in their first year of trading 🚀 Some bill over £800K/$1m Largest fee in 2023 🚀 $200,000 (100% comms on this) Scaling 🚀 Most founders who want to scale start hiring from month 9 🚀 Their employees go on to generate an average £12K/$15K billings per month 🚀 Record is £392K/$500K inside 9 months Want to know more about how our customers are billing? Drop me a message. #RecruitHub #Recruitment #Startups #Scaling #Recruiter
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Abdul Raheem
Recruitment Agency Owners and Leaders - I am speaking directly to you! 🫵 Do you know how to get the best out of your sales teams/delivery consultants during a tricky down market? 🤷🏽♂️ DO THIS: - Build a shit hot, highly capable sourcing/resourcing/admin team behind the scenes (like resourcinHub) and give your relationship builders their time and energies back! 👊 - Hire elite offshore assistants to manage all of your teams searching, project building, candidate outreach, database management, e-mail campaigns, sales list building (customer identification), CV formatting, composing adverts, diary management, general admin, etc. whatever else holds you back! 🤷🏽♂️ OUTCOME: -> Upto 70% savings in overhead costs -> Cross functional teams, an absolute no brainer! I'm talking about highly experienced; Top-tier Resourcers - Search Professionals, CV Formatters, Lead Gen Specialists and VA/EAs.👏 -> The ROI is ridiculous, try it for 3 months & If it doesn't make you more money, STOP!💰 #resourcinHub #rposervices #talentsourcing #cvsourcing #resourcer #marketmapping #headhunting #leadgeneration #rpo #applicanttrackingsystem #crm #cvformatting
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Leah Scarnegi
As a recruiter, I thrive when given the opportunity to truly headhunt. This means having permission to invest deeply in understanding my client's culture, the success metrics of their product, their funding and runway status, the management style of hiring managers, growth opportunities for candidates, running through a demo of their product offering, talking to other team members.... It's important for me to engage with team members to gain insights that go beyond what's readily available on their website. Then, I can call people who I've worked with and have a conversation about something interesting I've been working on and go from there. When I'm brought on as one of multiple contingent recruiters, it's crucial to remember that I operate in a sales-driven environment where competitiveness drives results. Speed is paramount, and I work quickly to deliver for our clients. However, without the authority to target passive candidates as effectively as I would under a retained or engaged model,the best passive talent may not be reached, by anyone. This perspective should be considered when evaluating recruiting strategies. Empowering recruiters to engage deeply and act swiftly can make a significant difference in securing top talent. #recruiting #insight
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