Updated: Apr 7

Reaching out to new clients can be intimidating, especially when the person you want to speak to is a senior executive. What mindset should you possess in order to have the courage to contact key decision-makers?


My special guest, Natasha Makhijani has been extremely successful at opening doors at C-level. She’s won major accounts such as British Airways, DHL, Royal Mail, Engie, Mitie, and many others. What makes this accomplishment even more impressive is that she started her recruitment company working by herself from the spare bedroom of her parent’s house. In this interview, she shares her strategies and best practices for new business development.


Of course, winning a piece of work is one thing – but being able to consistently over-deliver against the client’s requirements and developing those accounts is quite another matter. Especially when the client asks for the near impossible — in one case Natasha and her team filled 150 roles for a client, completing executive searches within 2-3 weeks and lower level roles within 2-3 days.


Natasha also shared proven strategies for building relationships with your clients and how it relates to long term thinking. Her approach to building relationships has led to some of her clients becoming friends and mentors.


Natasha is the CEO of Oliver Sanderson Group PLC and Co-Founder of Snapp CV Group PLC, a mobile job app and video platform. Oliver Sanderson is a dynamic brand in Executive Search & Selection who look after Perm and Interim assignments to FTSE 100 & 250 clients. They offer retained, exclusive and contingent end to end recruitment in a variety of disciplines and serving major UK & Global sectors.

Episode Outline and Highlights

  • [1:23] Natasha shares her main strategy to open doors for opportunities.

  • [7:10] How long term thinking is inter-related to building relationships with clients.

  • [33:44] Best practices to apply when reaching out to C-level executives.

  • [36:50] Growing too quickly too soon – Natasha talks about her learnings.

  • [41:50] How Snapp CV applies innovation and artificial intelligence.

  • [49:45] Natasha discusses the biggest challenge in her career

The Key that Opens Doors to New Opportunities

When Natasha started her recruitment business nine years ago, she was a one-person business who was able to break into major blue-chip companies, being given C-level roles to fill. How was she able to get such opportunities? For her, the main key is being genuine when building relationships. When building her network, she doesn’t “go in with the premise that she wants the business.” This is how she puts it: “My biggest strength has always been opening a door…I call it networking and building relationships and just being genuine… So my biggest strength is opening a door connecting with CEOs, connecting with chief people officers, connecting with group chairman, and basically, meeting them, building relationships.”


She added, “I don’t go in with the premise that I want business from you. And that’s not the way I build relationships. I think the key to success is that you have your short term gains, your medium-term and your long term gains. And for me, that is about mapping out the people that I wanted to connect with.”



Natasha’s Biggest Career Challenge


When asked to share about the biggest challenge she had to face in her career, her response is: “Going from being a recruiter to managing a business and becoming a CEO.” For her, the transition is not easy as you’ve got to always be thinking five steps ahead. She also emphasized the value of continuous learning. Despite the challenges, was it worth it? As she says, “No longer am I the soft recruiter that I was who just delivers. I’m a businesswoman, I’m an entrepreneur, I’m someone who knows how to achieve. I know how to take a business from zero to hero. And that’s the difference in running your own business.”

Natasha Makhijani Bio and Contact Info

Natasha is the CEO of Oliver Sanderson Group PLC and Co-Founder of Snapp CV Group PLC, a mobile job app and video platform. Natasha began her professional career with Hays Logistics on their graduate scheme. She set up the Victoria office with her manager, and within two years, the Victoria office and the staff of eight were the top-performing offices in the country. She was offered the opportunity to work with Michael Page and Robert Walters. She started with Michael Page Human Resources, and she became their top biller within HR during her first year. She helped set up their St Albans office and then moved to London to set up permanent recruitment for the Public Sector. Later, Natasha was promoted to Managing Consultant and contributed to the growth of the Public sector office. She considers herself lucky to have had a revelation to an entrepreneurial community from an early age, and she believes this helped her to shape into somebody who is vibrant and enthusiastic and with a keen interest and passion for business.


Oliver Sanderson is a dynamic brand in Executive Search & Selection who look after Perm and Interim assignments to FTSE 100 & 250 clients. They offer retained, exclusive and contingent end to end recruitment in a variety of disciplines and serving major UK & Global sectors. They also provide cutting edge service solutions to customers, ensuring the needs are met in tune with the changing marketplace.

Special Offer

Natasha is launching a brand new version of SNAPP CV & SNAPP RESUME both here in the UK and the USA, in addition to their video interviewing platform: SNAPP INVIEW. She is happy to offer 5% off any of our pricing plans active from the 5th of July 2020 until the 5th of August, enter code RRP5 at checkout. App is available from Android and Apple stores.

People and Resources Mentioned

https://recruitmentcoach.com/how-to-open-doors-and-build-relationships-at-c-level-with-natasha-makhijani-ep-30/

Updated: Apr 7

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidates for the right job from such pool. Moreover, the main objective of the recruitment process is to expedite the selection process.


Meet Natasha Makhijani, CEO and Founder of Oliver Sanderson Group PLC, who always seeks something more to provide you with the best solution possible for your recruitment needs. Natasha’s desire for something more led her to launch her own business. What started as one lady and a laptop has now become a worldwide company, Oliver Sanderson Group PLC.


The Firm Start


Degree Qualified from City University and a Master in HR from the USA. Natasha began her professional career with Hays Logistics on their graduate scheme. She set up the Victoria office with her manager, and within two years, the Victoria office and the staff of eight were the top-performing office in the country. She was offered the opportunity to work with Michael Page and Robert Walters. She started with Michael Page Human Resources, and she became their top biller within HR during her first year. She helped set up their St Albans office and then moved to London to set up permanent recruitment for the Public Sector. Later, Natasha was promoted to Managing Consultant and contributed to the growth of the Public sector office. She considers herself lucky to have had a revelation to an entrepreneurial community from an early age, and she believes this helped her to shape into somebody who is vibrant and enthusiastic and with a keen interest and passion for business.


Solutions on The Go


Oliver Sanderson is a dynamic brand in Executive Search & Selection who look after Perm and Interim assignments to FTSE 100 & 250 clients. They offer retained, exclusive and contingent end to end recruitment in a variety of disciplines and serving major UK & Global sectors. They also provide cutting edge service solutions to customers, ensuring the needs are met in tune with the changing marketplace. As the market changes, so do the needs of candidates and clients, and the expert team at Oliver Sanderson ensures there are strategies created around new topics matters, IR35 and BAME, to name a few, to satisfy client and candidate needs.

Oliver Sanderson offers access to new products such as their mobile job app from candidate attraction, to Drag & Drop to 1st stage video interviewing platform through their sister company Snapp CV Group PLC. Devising an alternative method of recruitment through their technology strategy has helped to move forward in the recruitment space, and they are excited about developing the digital side to recruitment through the use of Artificial Intelligence with new products due to be launched Q2 2020.


Strategic Manoeuvre


Natasha states that employers need to ensure there are adequate training and development practices in place for employees, and they need to give them the tools to go out and become independent and deliver to customers. To do this, Natasha has carefully crafted an 18-week learning program, enhanced as to work closely with APSCo to train their recruiters. She encourages the team to get involved in business planning and help to develop the growth strategy of the business by giving them a voice and making them shareholders in the company if they are successful and prove they are part of the team and the journey. Natasha and her team create these strategies by listening to their consultants, our board, and the marketplace. Natasha wants them to feel included, feel like business owners, and be thoroughly in the journey of the company, and she thinks it gives you a sense of ownership and pride.


Achievements on the Rise


For Natasha, setting up Oliver Sanderson was one for most significant achievements. She spent most of her first career in a corporate company and took great pleasure in crafting a recruitment company and working on how she thought it should be created and ran. She is proud that her company has achieved worldwide success and continues an upward trajectory. She is also one of the founders of Snapp CV Group PLC, which is a free job board and video interviewing platform. Together, they are about to launch for Series A VC funding, and with new products launching very soon in the AI space of Phase 2, the sky is the limit. To confirm, Snapp CV Group PLC will quickly be offering a database of 14 million candidates globally and access to 168,000 jobs. They are at the cutting edge of technology in recruitment, and Natasha can’t wait to lead the recruitment market into the next era. Watch this space.


Future Endeavours


Natasha states the industry that she works in is an ever-changing one, and you must continually evolve to adapt to the also ever-changing economic, political, and social climates. The market is changing, considering the Global Pandemic of the Coronaviruses, IR35 regulations being imposed on the Private Sector in April 2021 and, of course, the UK exiting the EU. Recruitment itself is also changing and particularly when it comes to technology. Gone are the days of completing a paper application, and we need to embrace this. People and companies who do not evolve will become stuck and lost. Technology is a major driving force in recruitment nowadays and who’s to say that in a few years something as fundamental as a CV is no longer as it is. It could become a one-page bio and a video attachment. Natasha has led the way on with Snapp CV Group PLC. Despite the influx of new technology, one must not forget that in executive search, the human touch is always required.


What Comes More?


The one thing that Natasha would like to accomplish is growth to an exceptional level in the interim side of our business. She would also like to open offices internationally, and she has already started exploring New York, India, and The Netherlands. She thinks it is essential for her to diversify the working practices and reach out; there is still so much for us to learn and expand. We also recognise that we must be mindful of a changing workplace due to the Global Pandemic and companies changing working practices and how they hire. The next six to twelve months will affect how business strategy is taken forward depending on the Global economy. There is rise for change and its about embracing new ways of working for everyone. Change brings opportunity it’s about navigating your way through the choppy waters to ensure a successful outcome.


Hand-in-Hand with Technology

Natasha believes in moving with time. It is essential to know that change is always imminent, and that technology isn’t just being an integral part of recruitment; it is a crucial part of the world. It is ensuring that she is at the forefront of technology, and embracing the change is how Natasha and her team keep their spirits high. Change doesn’t have to be scary; we’ve adopted the change and are moving forward with it; the sister company Snapp CV Group PLC was launched with technology at its heart. They are also launching Oliver Sanderson Executive app, which will be coming out over the next few months.


Wise Words for Budding Leaders


Natasha firmly believes that a leader should have passion, drive, energy, honestly, integrity, and humor, to name a few! She thinks it is vital to be aware of the needs of the sector, the job market, and the requirements of one’s company and people. A leader has to be open-minded and find solutions through difficult times. Leaders must be challenged, actively listen, constantly know that they are always learning, and be open to others guiding you. As a business grows, a leader should be apt at identifying and cultivating talent; proper succession planning can lead to great leaders.


Natasha believes it is essential to know what your goal is, devise a strategy and a business plan, and continuously refer to it. It would help if you never lost focus on what your goal is and where you want to go. In the whole of the journey, is it essential to focus on the beginning but always be open and adaptive to how things can change? There will be stumbles and knockdowns, but you can’t let them define you. Failure not what sets you. “It is how you get back up and get back on track,” quotes Natasha.


https://ciolook.com/natasha-makhijani-a-dedicated-compassionate-leader/



Updated: Apr 7

The interim job market is in for an interesting year. The UK is set to leave the EU at the end of January and IR35 regulations come into force in the private sector in April. Either by itself would be cause for concern, but both occurring within months of each other inevitably means that the market is in for a bumpy ride until the ramifications of both become clear.


Brexit first. Recent noise from the UK government about moving away from EU rules and regulations could be a cause for concern. However, in order to navigate through these uncertain times with minimal stress we need to embrace the change, adhere to new government legislation and most importantly, work together to forge a positive path into this new era for the country.


IR35 will impact differently, mainly due to the new parameters around assessing which interim specialists are subject to the regulations.


But even with seismic events like Brexit and IR35, at Oliver Sanderson we strongly believe that there will always be a need for a flexible marketplace and interim specialists, pending disruption to the economy may actually increase this need.


We pride ourselves on being at the forefront of interim recruitment – our knowledge of the marketplace and our understanding of the pending regulatory change ideally positions us to advise on and mitigate the impacts for interim specialists and firms alike.


As ever, the key to navigating change is market knowledge, the need to be adaptable, and good partners that can help with both.


What are the benefits of hiring interim?


It’s a year of great change, uncertainty and risk. But what does this mean for the interim market and what are the benefits of hiring an interim versus making a full-time hire?


Starting with the obvious, in times of uncertainty organisations look to reduce costs. As a result, there’s noticeably less appetite to take on full time employees. Why employ a full-time employee when the situation ahead is unknown and far from clear? What happens if the situation deteriorates? As always though, there’s a corresponding uplift. Uncertain times for full time hires are a boon for interim specialists as they are ideally placed to provide short term solutions for projects that have already been commissioned and that need to be delivered. In this scenario hiring interims enables delivery to continue at a reduced cost in the short term.


Consider also the total amount of time that it can take from meeting a prospective full time hire to them starting their position if it is offered, six months is not unusual. A lot can happen in that space of time, one only has to look back at the past few years to see what’s changed in terms of the geopolitical landscape, radically in some cases. In times of risk, hiring interim specialists provides companies with the required immediate support to maintain their operations.


Immediate availability and timely support are two of the key benefits with regards to hiring interim specialists. However, within these two benefits lies a third. Not only can interim specialists start almost immediately, it’s what they start with that is of huge benefit to employers — specialist knowledge. This means that they can hit the ground running with immediate impact.

At Oliver Sanderson we believe that there will always be a need for a flexible marketplace and interim specialists, even more so in times of change and uncertainty, and we pride ourselves on being at the forefront of interim recruitment.


Find out more about how Oliver Sanderson can support your interim talent strategy at www.oliversanderson.com or email interims@oliversanderson.com or call 0844 567 5627 or call 07514 800 090.


https://www.executivegrapevine.com/publications/guide/guide-to-interim-management-2020/what-are-the-benefits-of-interim


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