James T.

Why is CRM often the last thing brands fix, and the first thing that makes them money? 🤔 Brands obsess over new customer acquisition - paid ads, influencers, flashy site launches. Meanwhile, CRM sits in the backlog. But in practice, CRM often gives the best returns. Take Harrods as an example: 💎 2.5 million registered loyalty members. 💎 Top 0.1% of customers generate ~20% of total sales. 💎 85% of spend comes through their “Rewards” programme. 💎 Loyalty programme members spend ~6% more than non-members. Fixing CRM isn’t sexy - It’s often complex. But when done properly (single view of the customer, meaningful loyalty tiers, personalised experiences), it becomes your first lever to unlock real revenue and stability. Is your CRM still on your to-fix list? Definitely worth getting ahead of your competitors! #CRM #Retention #Loyalty

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One month back at OpusRS – here’s what I’m seeing in the JavaScript contract market. It’s been great to get stuck back in, and I’ve already noticed some clear trends across the UK JavaScript contract space. 🏢 Hybrid working is shifting. Fully remote roles are becoming less common, with more contracts now asking for 2–3 days a week in the office. Collaboration and team presence are making a comeback. 💬 Contractors who know how to add value and communicate clearly with clients are being consistently extended. It’s not just about technical ability—commercial awareness and soft skills are making a real difference. 📉 Rates have taken a hit compared to a few years ago, but demand is still strong for those who can hit the ground running. ⚙️ Next.js is gaining serious traction. While React remains dominant with 39.5% of developers using it, Next.js is quickly rising with 17.9% adoption—thanks to its performance benefits and built-in features like server-side rendering and static site generation If you're a contractor looking for your next move, or a business needing top JavaScript talent, I’d love to connect. #JavaScript #NextJS #ReactJS #Contracting #TechRecruitment #OpusRS

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5 ways to ditch your best recruiter 🫡 Thinking of pushing out your top biller? Here’s a handy guide ⬇️⬇️   🫵 Micromanage them to death Hover over every call, second-guess their judgment, re-write emails, and remind them how you did it back in the good old days. Works like a charm.   🎯 Set KPIs for KPI’s sake Who cares if they’re bringing in the most revenue? Make sure they still make 50 calls a day!   🔨 Give them broken tools Outdated CRM? No access to LinkedIn? No automation? Perfect   🙅 Offer zero support Want a healthy pipeline? Don’t bother with marketing. No client intros. No admin. Let them juggle everything   👊 Create constant turf wars Pit them against others in the team, create an environment where your recruiters won’t share candidates/clients/info – nothing like a bit of healthy competition Are you a manager reading this and feeling personally attacked? I’m sorry to say you may be creating a toxic environment 😭 Are you a recruiter reading this thinking, is this post about me? Message me ASAP 🥲 Recruiters don’t leave recruitment They leave environments that make it impossible to succeed #recruitment #agencylife #recruitertips #rec2rec #recruters  

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Something's shifting in recruitment, and I'm curious if others are seeing it too. A few agency owners I've been speaking with are moving away from traditional placement fees and testing something different. Tom in Manchester mentioned he just closed an annual contract worth £84K - not for placements, but for managing a client's entire hiring infrastructure using AI tools. Jessica in Austin shared similar results with tech companies there. The pattern seems to be: - Companies want predictable hiring pipelines, not individual placements - They're willing to pay monthly retainers for automated systems - Internal hiring teams cost more than outsourced AI infrastructure What's interesting is these aren't just agency owners. Remote recruiters and internal hiring managers are testing this approach too. They're all spotting the same trend. Instead of competing on placement fees, they're positioning themselves as hiring technology partners. The monthly retainer model ($5K-$8K) seems to work because: - Clients get dedicated attention vs. competing for agency time - Still cheaper than hiring full-time internal recruiters - The agency's AI tools enhance the embedded recruiter's productivity I'm seeing this across different markets - UK, US, parts of Europe. Tuesday I'm hosting a session to explore this trend deeper. Looking at the tech stack behind it, the positioning strategies, and hearing from a few agencies making this transition. Not claiming it's the only way forward, but the data is interesting enough to dig into. Anyone else noticing this shift? Would be curious to hear your thoughts. Comment below if you're seeing similar patterns in your market. Session details: Tuesday 16th September, 3pm UK / 10am EST / 4pm CET "The AI Retainer Revolution" - 100 spots available #RecruitmentTrends #AIRecruitment #AgencyEvolution

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🔑 Top Tip if You’re Job Hunting When you’re looking for a new role, make sure you’re connecting with recruiters who specialise in your field. I can’t tell you how many engineers and IT professionals send me connection requests and InMails. While I’d genuinely love to help, I’m not an expert in those industries — meaning your valuable time and energy would be far better spent reaching out to recruiters who know your space inside out. Specialist recruiters not only understand the market and roles available, but they can also provide the right advice and guidance tailored to your profession. ✅ Do your research. ✅ Target the right recruiters. ✅ Use your time wisely. It will massively improve your chances of landing the right role, faster.

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6 Comments

Saw a CV which was too good to be true. And I mean, ticked absolutely every single box. A quick call later and things didn’t quite add up.  Turns out, they’d used ChatGPT to match their CV to our job spec. To Job Seekers: Don’t feel you have to use AI to get ahead of the game. It’s a great, in fact brilliant, tool but shouldn’t replace the human element. Use it for inspiration. Use it to spellcheck. But don’t use it to create a version of yourself that doesn’t exist. Because if you land a role you can’t deliver on, the truth will come out eventually. And that doesn’t help you, your team, or your future. Use AI wisely. But stay honest, stay human, and stay true to your real experience. That’s what employers are really looking for.

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I made a call that cost us £50k. And I'd do it all over again given the chance. At Tech2Rec, part of our service is building custom tech solutions for recruiters. One of these solutions was an AI vacancy workflow. The idea was simple. → Find adverts from ideal clients → Pull them into a database → Gather hiring manager info → Push it all into the ATS/CRM We spent £20k on development and resources. Then implemented this across our client base. But things changed. 1️⃣ New recruitment software hit the market. It did everything our workflow did, but better. Lower cost. More features. Selling ours would be wrong when clients could get more value elsewhere. 2️⃣ This workflow moved us away from our core offering. We help recruitment leaders scale with tech support & consulting. This project made us look like a lead gen company. Confusing our messaging. We'll also lose £30k moving clients to a better product. Shoutout Vente AI. £50k gone. Vanished. Never to be seen again. Saying no to more revenue always stings. But I knew it was the right call. Doing the right thing for clients comes first. Even if it costs us in the short term. I’d rather lose £50k than sell something not fit for purpose. What would you have done in this situation?

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The top question I'm getting from Tech candidates right now? 💬 "How can I make my CV stand out among so many applicants?" 💬 Firstly, if you believe you’re a good fit for an opportunity and it genuinely interests you, don't be put off by a large number of previous applications. You should still apply! The key is to make your CV work harder for you 📜 Here are a few ways to help your CV stand out ➡️ 1️⃣ Powerful Profile Statement: Use a strong summary at the top that clearly links your experience to the job, outlines what you're looking for and why you want to apply. 2️⃣ Tailor Your Application: Take time to read the job description and highlight the skills and achievements that directly match the requirements. 3️⃣ Context: Make sure to include some insight on the company or projects you've worked on in your career. (I see so many candidates focusing on listing the tools/ tech, but it's so much more powerful to give a view of the project, the objectives, your level of contribution etc.) 4️⃣ Show Your Impact: Include results and achievements along with duties. 5️⃣ Include Practical Details: Location, availability, contact details (!), visa, job preferences etc. These might sound simple but honestly, get these elements of your CV right, target opportunities that genuinely align with your skills, and you will stand out! #cvtips #techjobs #BWTech #Brightwater

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