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In this episode of all about business, Leanne Appleton, recruitment expert at Reed, speaks with James about how professionals can increase their earning potential and achieve a higher salary.
Leanne shares practical insights into what really drives salary growth, from understanding your market value to building in-demand skills and positioning yourself effectively in the job market. She explains why working harder isn’t always enough, and how being more strategic about your career decisions can significantly impact your long-term earnings.
The conversation explores how to approach salary negotiations with confidence, including when to ask for a pay rise, how to benchmark your worth, and why timing plays a critical role. Leanne also highlights the importance of demonstrating impact through measurable results, rather than relying on tenure or job titles alone.
01:31 know your worth
03:36 why use a recruiter
05:02 benchmarking your value
07:56 are job ads misleading
10:33 negotiating in a sellers market
13:41 over vs under selling
15:50 aim high career journey
18:56 benefits that win candidates
21:13 probation and pay reviews
23:51 counteroffers warning
Follow James Reed on LinkedIn:https://www.linkedin.com/in/chairmanjames/
Find out more about our online course ‘Life's Work: How to get ahead in a career you love’ here: https://www.reed.co.uk/courses/lifes-work-how-to-get-ahead-in-a-career-you-love/466792
James: [00:00:00] Welcome to All About Business with me, James Reed, the podcast that covers everything about business management and leadership. Every episode I sit down with different guests of bootstrap companies, masterminded investment models, or built a business empire. They're leaders in their field and they're here to give you top insights and actionable advice so that you can apply their ideas to your own career or business venture.
James: Well today on all about business, I'm really delighted to introduce our spring shorts season. This is a new take on all about business where I've invited recruitment specialists. To come and talk to me about things that are really important to people in their work and careers, and I couldn't be more happy than to see Leanne Appleton in the studio today.
James: Leanne is a senior recruitment manager with us at Reed. She's in her 20th year at the company and she's a real [00:01:00] expert on something that's gonna be really of great interest to a great many people, and that is how to achieve a good salary when you're applying for a job. Money talks, money matters. People care about it.
James: And it's often a sensitive subject. You know, people are worried necessarily to ask for more or achieve what they believe they're worth. And you're gonna help guide us here. The end. I'll
Leanne: do my best.
James: So welcome. Thank you for coming in all the way from Bristol, um, to talk to me this morning. So what should someone be thinking about when they're applying for a job and they're thinking, what am I worth?
James: What sort of salary? Might I achieve here?
Leanne: It's quite an open question, and what I would say is try and take the emotion out of that decision. It's not what you think you deserve, it's actually about your capability and experience in the market and placing yourself correctly. Um, and I think candidates, there's a lot of insights out in the market and to assess their, their actual capability and where [00:02:00] they're, where they should pitch themselves has to be done correctly.
Leanne: And I think a lot of candidates at the beginning of it's a direct applicant. Don't normally necessarily have those conversations. If they work and engage with a partnership of a recruiter, they can navigate and take that kind of pain point out of it and help them on that journey to achieve the best package.
Leanne: But I think in terms of, um, assessing their ability and how to pitch it, there's so many tools to our disposal to allow them to understand and get their benchmarking correct. Um, shall I tell you a few, few ways
James: of that? Well, you said a lot there that I, I would quite like to sort of, uh, just sort of start, be del uh, start to investigate.
James: So take the emotion out of it.
Leanne: Yes.
James: I mean, that's easy to say and often hard to do.
Leanne: It really is.
James: How do you do that to start with?
Leanne: Look, we all, we all work to have a good life and we have bills to pay and we've got lovely things that we wanna do. Candidates have to take the emotion of what they think they deserve when they don't, if they don't understand that.
Leanne: For example, I registered a candidate recently that being in post for 10 years never worked [00:03:00] with another. Business before they didn't know their worth. So when they came to me and asked, I actually don't know what the market is detailing for me. Please, can you help me establish and understand what my market worth is?
Leanne: Right? So it was a bit of a deeper delve. But then there are other candidates who come in all guns blazing saying, I've seen this job paying 50,000. I'm on 40, I want the 50, when actually we have to have an educator conversation about. It's go through CV history, your career aspirations and goals, and break it down.
James: What can you actually do?
Leanne: What's your experience? Absolute experience. Absolutely. It's about demonstrating worth and capability and being able to articulate that, to be able to get that negotiation power. So
James: you as a sort recruiter who who's been in the market for two decades, has a lot of information at your fingertips a little bit.
James: Which you are using. Hopefully. Hopefully so. So I mean, it seems self-serving. It is. But for a candidate to have a recruiter alongside them is actually very helpful. In these discussions with a potential employer,
Leanne: I think it's advantageous. I think it's a real benefit. I think those that [00:04:00] go direct to the market, it's not a seamless process, let's be honest.
Leanne: Looking for a job is incredibly daunting. Um, it could be that they've gone through redundancy and they're in, they're feeling very vulnerable. Or it could be that they, they just wanna strive and there being an under-recognized in their current firm, working in partnership with a specialist recruiter who lives and breathes that market space, they're only gonna get good things from that.
Leanne: So I would, for example, I do bespoke benchmarking, read, have salary guys, which is incredible. Some market intelligence information with job boards and LinkedIn insights and salary guides, but actually someone on the ground who knows their space incredibly well is incredibly advantageous and beneficial for any candidate.
James: So a good ally.
Leanne: Absolutely.
James: And that service is free of charge to candidates?
Leanne: It is. It is,
James: yeah. And you want them to get a good job?
Leanne: Of course. I wanna go on that journey with them. I wanna champion them all the way, and I wanna take the pain points out a bit and make it as seamless as possible. 'cause it's, it is a daunting process going for an interview and trying to secure a new job opportunity.
Leanne: And I wanna take that pain piece away [00:05:00] and make it as easy as I possibly can.
James: You talked about benchmarking yourself?
Leanne: Yes.
James: Welcome. Preparing yourself with the market, what are the key factors someone should be looking at to do that successfully, accurately, usefully.
Leanne: Well, it, it depends on, there's a lot of regional D differentiators in terms of location.
Leanne: It depends on the role that you do. It goes against skills, experiencing qualifications and set to knowledge. So it, we have to break down exactly what your worth is in terms of being able to identify where we need to pitch your salary correctly. With all the will in the world. We all want to earn a hundred thousand pound, have a flower parked out front, but how are we gonna reach those goals and what are your career aspirations to achieve that?
Leanne: So we need to kind of take a step back and understand what their expectations are, but does it align to the market trends and market worth and what they're gonna be realistically gonna be able to achieve?
James: So that sounds like, you know, quite a, a delicate conversation.
Leanne: It is. It is. [00:06:00]
James: You, when you're assessing what someone's worth, I mean that is quite, I mean, you take, take the emotion out of it, but.
James: It's if you say to me, you're not worth as much as you thought you were.
Leanne: Well, we don't say that directly,
James: but you don't say, well, well, how do you deal with that?
Yeah.
Leanne: I think the one thing that I pride myself on is good service and treating candidates as I would want to be treated and understand and air drivers and motivations to either be passively or actively looking in the market and their circumstances.
Leanne: Um, we've all got bills to pay and salary and base rate is absolutely key and paramount. However, there's a number of key other factors that candidates. Are are important to them, such as benefits, flexible working, you know, you know, a healthy life, life work balance, as well as that kind of ethos and culture fit.
Leanne: So there's a number of things that candidates need to consider over just salary. So when having a conversation with them and being very delicate in my approach, I wanna get them on side, I wanna. Champion them all the way and want them to understand what their worth is and how we're gonna achieve that.
Leanne: But we always have to have a, what's your current [00:07:00] expectation? What's the reasons for, and then I can let them know a bit more market insight of what's realistic, and then we can work together in terms of articulating that through an interview scenario process. And then obviously taking the power way of doing the negotiation so they don't have to worry about those difficult conversations.
Leanne: 'cause talk and salary can be very awkward.
James: And you can do that for them.
Leanne: Absolutely.
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James: Together we can protect wildlife, restore habitats, and help nature thrive. Visit big give.org between the 22nd and the 29th of April. Choose a cause close to your heart and make double the difference. Thank you for supporting Earth rate. How does a a, an applicant nerve an advertised salary is actually fair.
James: I [00:08:00] mean, often there are sort of. Bans advertised, or sometimes salaries aren't advertised at
Leanne: all. Absolutely.
James: So how, how, how can an applicant or candidate know that they're getting a fair deal?
Leanne: To be honest, job adverts can be very misleading. Um, it's all based on job titles. Someone looks at a job title, thinks I can do that.
Leanne: It pays 10,000 pound more than my current salary. So that's what I should be recognized to earn. But I think job adverts, as you know, there's the lower and upper end. It all depends on skills, experience, and qualifications in the industry. And I think when discussing this with candidates, we have to identify what they do on a day-to-day basis.
Leanne: How it applies and, and where the essential skills are, and to pitch it that, that way. But I think in my market, I specialize in financial services. We're a bit job buoyant and we're candidate shy. So candidates actually rule the roof somewhat. So. So
James: you are looking for more people.
Leanne: Absolutely. So it's more of these
James: skills are in short supply,
Leanne: very much short supply.
Leanne: Um, even my bread and butter business, I face support roles. For example, used to [00:09:00] have five cvs to every job and it'll be filled pretty instantly. Everyone's chomping at the bit now for that kind of caliber because they are the, the backbone of any thrive and IFA business. So, and 'cause those candidates know they're in demand, they feel that they can warrant a higher salary expectation when actually that's not reality.
Leanne: There's some corporate businesses that have very strict structure of salary levels and there's other smaller IFA businesses that actually a bit more agile can be flexible and be accommodating. But we need to know where that is about that kind of, um. Skill and what's scarce and what's in demand and the trends.
Leanne: And that way we can warrant more of a premium pay.
James: Yeah. So some larger companies often have pay layers, don't they? They
Leanne: do. That
James: people need to fit into We do. Which can make negotiation little less flexible.
Leanne: That's correct.
James: But you are saying smaller ones, you can often get a better deal.
Leanne: Absolutely. No, absolutely.
Leanne: Um, I work with an array of, of businesses in my industry. Um, I work with your [00:10:00] corporate that are very s. Very regimented instruct in terms of their, what they can offer. Um, smaller outfits have a, you're talking to the man that holds, or the woman that holds their purse strings, so they've got flexibility.
Leanne: They know that there is an absolute need and this is a sense of urgency in the business, and it's a real requirement. They will pay over the odds as they may think to get that cans day attraction in, but actually what they're gonna get is. A really good solid can that's gonna deliver, um, with what they want and hopefully, um, reap the rewards and add that instant value.
James: So the, the market you are working in, financial services you've just described is what I would call a seller's market? Yes. The, the people applying for jobs in that market have got quite a lot of negotiating power. Do you find that you are in the intermediary conversations when the employer's saying, I'm offering, but.
James: Candidates saying, I want why quite a lot. And how do you, how do you achieve an outcome where both are happy?
Leanne: Very much so. I think what's really, really [00:11:00] important as a recruiter and speaking to candidates and clients alike is making sure that at for the very be beginning, we are setting the scene and managing expectations.
Leanne: Um, obviously it's really difficult to pitch candidate certain salary when there's a banding. Um, I would obviously benchmark their salary. So I would always, um, we would always discuss and agree what is right according to their needs as well as the market, um, requirements. But when submitting mechanic forward, the real power comes into play once you demonstrate and articulate your worth and capabilities and interview.
Leanne: Um, and that's where the negotiation power comes in, and that's where we kind of hold the cards somewhat. Um, but it's hard to get to that point. And my motto in life is, if you prepare to fail, you fail to, if you fail to prepare, you're prepared to fail. Um, so. There are some candidates in the market that can articulate themselves and very well at an interview scenario, and that brings great results.
Leanne: And there's others that are vastly experienced, but just not good in interview situations. So it's about understanding your candidate inside out and going on that journey with them to make sure that we can achieve the [00:12:00] best outcome.
James: Yeah. Often the best candidates are not good at interviews 'cause they haven't had a lot of practice 'cause they've been doing a great job somewhere else.
Leanne: Absolutely.
James: Whereas someone who's done lots of interviews might be better at doing it.
Leanne: Absolutely.
James: So you have to gauge, so it's a, this combination of capability and experience is, is what you're looking for. For, and, and that's key as you say. And that's what a, an individual needs to evaluate. Do you find that?
James: You know, employers are often low balling salaries because they haven't been in the market for a while, or they're not aware that this, this is an area where there's a lot of competition now for people, and you have to talk them up somewhat. You might, you might be talking some applicants down a little, but you have to talk the employer up.
James: To explain, you know, you're not gonna get anyone at that if you advertise a job at that level.
Leanne: Indeed. Unfortunately, for me, that's a common conversation that I have to have, and it's an educated piece that I have to deliver to them. Um, and all the world in the world is, you know, I'll ask them what their requirements are, what's the reason, what's the pain points, what's, what happens if someone isn't in situ?
Leanne: What's the, what's gonna [00:13:00] happen? Who's gonna deal with the workload? What's the cost involved? Um, and when you really pull things down in that regard, they then realize, right, okay, I need to make sure that I'm attracting the right talent into my business. What do I need to pay? And that then goes down to benchmarking.
Leanne: I will then. In that area, let them know of direct competitors to them, what their offerings are. And if we are looking to poach from that same pool, they need to be able to grab attention, hit line, sinker. And unfortunately that is an instantly the package on offer, not just baseline, but actually the benefits, the remuneration, the career progression prospects, and all the nice fluffier things, which actually are more important to candidates these days than just a salary.
James: One of the most common mistakes that candidates make when assessing their salary expectations.
Leanne: I think the common mistake is some undervalue and don't know their worth, and they don't have those, the competence to have those conversations. Um, so they just hope that someone's gonna take the reins of that.
Leanne: And actually those [00:14:00] conversations had at the very latter stage is when it's a little bit too late and then they feel a bit devalued. Um, I think. Candidates feel unconfident and feel like find it awkward and don't wanna miss out on the opportunity by having this conversation from the very get go.
James: So people, people were shy about talking about money.
James: Is that what it is? Yeah. It seems like you, when you were describing this, it seems like a sort of British reserve might be getting in the way of
Leanne: achieving. Yeah. Well actually there's a fact. 76% of clients expect candidates to discuss salary from the very get go throughout the journey of the re recruitment process or through the agency.
Leanne: Um. And that's because it's no longer should be an awkward conversation. It should be something with confidence. 'cause that has to manage everyone's expectations and not waste time. So I think there are candidates that undersell themselves and don't do that correctly, and it's too late by the end of it.
Leanne: There are other candidates that actually. Come oversell and and expect too much. And it's about having that conversation with them, right? And trying to set the scene and having that educated conversation [00:15:00] saying, okay, why do you think you're worth it? Take the emotion about what you deserve, but let's kind of put things on the line and why do you believe that salary is achievable?
Leanne: And if it isn't achievable, let's agree where it should be set and what you need to do to achieve those financial goals in the future.
James: So with your long experience as a recruiter, do you see oversell or undersell more?
Leanne: I think I see oversell. Um, and I think that's purely due to the market. As I said, we're job buoyant candidates shy, so they rule the roof somewhat.
Leanne: And I think with the job advertisements that are on, they're very wide salary bandings. And I think if someone thinks, oh, I can do that job, I want to reach that top end straight away. When actually let's get to the kind of nooks and the crannies of your experience, your skills and qualifications, and do they apply and, and will it allow you to kind of justify we get that kind of offering.
James: But Aim High. Must be a good
Leanne: one. Aim high.
James: I mean,
Leanne: is Aim high? I mean, we
James: shouldn't encourage people to aim high. I mean,
Leanne: but I think in some roles there's ceilings. Yeah, there are some positions. There's a ceiling in salary, in return. [00:16:00] Um, but if you want to earn more money, you need to know where your career goals and aspirations are and what you need to do to achieve that.
Leanne: So it's a journey They've gotta look at short term to medium to long term. A bit like the question you've asked me about the five year plan. I think that's really important to understand what someone's motivations are and where their career aspirations are set. And they will, sometimes you have to take a.
Leanne: To move forward. And I think it has to be a journey. It's not a mar, it's not a sprint, it's a marathon. You really have to understand your market to achieve those goals and get that return.
James: I remember being told years ago by an experienced recruiter that to, to get a good candidate to move, you need to pay at least a 10% premium on the going rate or what they're currently getting.
James: And, and the follow up to that was, and the difference between a good candidate and a mediocre one is. Massive exponential. Absolutely. So it's worth the investment.
Leanne: It really is.
James: And uh, it does surprise me how so many conversations that, you know, get stuck here over relatively small amounts of money.
Leanne: Yeah.
Leanne: When I speak to [00:17:00] clients and if they are restricted in terms of the offering that they can provide, I ask them what else they, they can. Give to a candidate. Candidates are attracted by multiple things and what we need to do understands their motivators and drivers, and also then align them to what that client can offer.
Leanne: So it could be hybrid working, flexible working, being a working mom, for example, read of. I'm very fortunate. I've gone through quite a lot tough time in the last couple of years and being a single mom and I thought I might have had to leave my job. Having conversations with my management team, they said, we know you're worth your weight in gold.
Leanne: You've delivered, you've been with us for a long time. We wanna give you the flexibility. And I can do school drops, sometimes school pickups, and I work around the clock and I, it allows me to flourish and thrive and I'm very dedicated to the course and very, very grateful. So I think the same for clients.
Leanne: They need to look at candidates and what their expectations are and what their drivers and motivators are. So even though salary and package is important, for some, it might be flexible working hours, it might be hybrid. Dynamic and that saves time and cost. So we just need to align [00:18:00] candidate to client and offering to make sure that both are gonna be mutually agreed.
James: Yeah, I think that often gets overlooked. I mean, it's very important to people, especially now as you say, there's opportunity to work flexibly and we see that a lot. I mean, in candidates saying, I want to have that
Leanne: do
James: on the on, on the offer,
Leanne: do.
James: So it's not all about money.
Leanne: It isn't. I think back in the day, salary was always number one and it always made me very apprehensive when registering and speaking to candidates.
Leanne: Um, I believe it should be in the top three drivers for looking, but it shouldn't be the be all around all. I think now more than ever, and one thing that I've done quite prominently over the last couple of years is not just benchmark. When I work with companies, I don't just benchmark the positions that they're looking to hire and make sure that they're set in the scene and gonna attract the right talent.
Leanne: I look at what their remuneration package is, what else can you add? Where, where's the added value? And that could be the benefits. I mean this.
James: Yeah. That's interesting to me. So, so for entrepreneurs or employers listening, what are some good [00:19:00] things they should be adding to salary?
Leanne: Multiple. Multiple.
James: Come on.
James: I share, share.
Leanne: Share. Okay. What are they? So benefits are really key. You know, we're all getting older, so what sort of benefits? We're
James: all getting older.
Leanne: So we're all getting older, so, so what are they looking for? I think is, is long term security and safety. So good pension, contribution, good death and service.
Leanne: It's all the healthcare cover. Um, it's genuine career progression prospects with the exam support and actually covering the cost of the study. The material, the study leave. Um, the exam and then, and actually, so you're doing professional studies? Professional studies, absolutely. So that can speak volumes because if a candidate has no exams in my industry and then get level four qualified, that can.
Leanne: Bulk up your salary quite significantly, and that opens up more doors in terms of job opportunities. So you're not hitting a ceiling, you, that you could go into various, um, areas within that business, but it's not just the salary benefits such as pension and healthcare. Really good holiday [00:20:00] entitlement. It could even be gift in a few days of Christmas.
Leanne: What's
James: a really good at holiday entitlement these days?
Leanne: Well, I wouldn't like to, there's some that are very, very low, but I would say 20. What?
James: What's very low?
Leanne: Well, I've got some clients that do 20 days. That's the minimum is minimum. But when I speak to them and say, that's incredibly low in comparison to what someone else has.
Leanne: Sometimes I've been able to navigate and agree and negotiate gifting over Christmas so they don't need to take that out, their holiday entitlement. So these little changes and shifts can really make a difference 'cause it can, it makes, it makes them feel valued and that they'll be an accommodation.
James: But this is very useful for companies where money is tight and that's a lot of companies at the moment that they have other levers that they can pull to attract really strong applicants along the lines that you are describing.
Leanne: See even things like volunteering days. To some that might not be important, but to others it would be. Um, and it's also bonus potential. That's luxury. It's discretionary, but knowing what previously they've done. Um, and is this quite common? Is, is, is bonuses, are those [00:21:00] rules quite common? Are they going to happen?
Leanne: It's also salary reviews. Do they do their salary reviews? When are they salary reviews? Um, so there's a number of things.
James: So they can promise that
Leanne: Absolutely at the very beginning, so they know what they need to work towards.
James: So would they typically do that at the end of a probation period or not?
Leanne: Well, sometimes, actually, recently I've had clients that have offered a candidate a very competitive salary, but not as much as the candidate wanted, but all the other.
Leanne: Yes. Other elements have bolstered on that. Um, and what they've done is they've said, what we'll do is after successful probation demonstrating your worth and capability, we'll review your salary at the end of your probationary period. And we actually have that written in contract. So then they know they're gonna get an increment potentially within six months, and then hopefully 12 months later when their annual pay review is to you.
James: And, and was the candidate satisfied with that?
Leanne: Absolutely.
James: Right. So that's quite a good way of going if you are not quite there in terms of absolutely agreeing right at the beginning. We'll look at it again after your probation.
Leanne: I think it's really hard because
James: it's like an extended interview and
not
Leanne: Absolutely.
Leanne: And I [00:22:00] think you've gotta demonstrate working capability. As I said, you've gotta do the do. Um, you can go to an interview and really articulate to articulate yourself very well, and you know. Skills and experience all align. Um, but actually until you're in you, you don't really know your full potential and the value you're gonna add.
Leanne: I don't believe in hit the ground running experience. I, I don't like it when someone wants someone to hit the ground running. You could be a PowerPlan in one firm to a PowerPlan to another different back office systems, different research tools. It might be different advisor contacts. So there's a lot of moving parts that allow, everyone needs a transitional period of settling in, period.
Leanne: So I think probations are really important and if you want to, um, make sure you grab candidates attention, have those increments of salary once they're demonstrating where the capability, rather than saying there's no pay review.
James: I, I've
Leanne: always thought the first
James: three months in any job are really tough.
James: 'cause you've gotta find your way around. I mean, just to sort of know the people, know the systems, know the customers.
Leanne: Absolutely. And
James: it takes a bit of [00:23:00] time to get your feet under the table.
Leanne: It really, really does. And, and you need to. Know your audience. You need to know what is required. What are their expectations?
Leanne: Um, job titles I think are quite misleading. I think people look at job adverts, look at a job title, see a salary range, think that's what I'm worth. And actually they gotta look to the day-to-day duties and actually the firm that they're joining, does it align to their ethos, their ethics, their way of working?
Leanne: Um, is it an environment where they can thrive? Is it supportive? Do they have the training to allow them to flourish and shine, or is it. A smaller firm whereby you've gotta hit the ground running, as they say, and pick up the pieces. Without that extra resource and support, those candidates will really, really struggle.
James: Sometimes some people are suited to one and more suited to the other.
Leanne: Absolutely. It's
James: your job, I guess, to point people, to
Leanne: identify that
James: point people in the right direction. I'll try my best as best you can. That's incredibly helpful. Is there any last bit of advice you'd give a a, a job seeker on achieving the best salary for them?
Leanne: I think so. I think. [00:24:00] One thing that I will point out is counteroffers. Um, when I speak to candidates, I need to understand that they're active, passive, or just keeping an open mind in the market, what their main drivers are. If it's purely salary focus, I really want to kind of understand what that is and get to the.
Leanne: Deeper depths to understand if there's anything else that we can negotiate. I also then immediately talk to 'em about counteroffers. I don't want 'em to be a statistic, and I hate using facts, but within six to 12 months of those accept counter offer are back in the market because money's a short-term fix.
Leanne: All the underlying factors of the trust is lost.
James: Well, I have a
Leanne: theory about this progression.
James: Yeah.
Leanne: You do.
James: If a, a situation arises where someone who's come to you and been offered a job by one of your. Clients is then counter offered by their existing employer offering them more money. I think the relationship at that point is over done because from the candidate's point of view, they think my employer's been underpaying me.
Leanne: Mm-hmm.
James: I dunno how [00:25:00] long, but they've been underpaying me if they can now pay me more. And from the employer's point of view, they're thinking, well, this person, they're looking around, they're not loyal. Um, I don't trust 'em anymore.
Leanne: The trust is brokers
James: so severed as you just said. It
Leanne: really is.
It
James: is. So that's a useful tip for anyone, you know, if you're gonna go and get a job, offer somewhere and they make you a good offer,
Leanne: be committed.
Leanne: Absolutely
James: be committed.
Leanne: And actually, if it is purely money focused, go to your manager. Have those conversations before you go out to the market and start actually looking for other opportunities. Have those conversations, see if there's any, any conversation or, or any increments that could be had.
Leanne: Rather than doing it, use as leverage when get getting an offer at the end.
James: That's a brilliant segue, Leanne, because my next guest on spring shorts is gonna talk about how to get a pay rise. I
Leanne: did that on purpose,
James: so we'll come back to that in the next episode.
James: Thanks very much. Coming. I'm gonna ask you two questions, okay. That I always ask my guests at the end of a podcast. The first is what gets you up on a Monday morning?
Leanne: Apart from my kids at five 30 in the morning. Um, well, the [00:26:00] reason I get up on Monday morning for work is I want to make an impact. I wanna improve lives through work that I do.
Leanne: I wanna offer stellar advice and service and proactive and proactive support and where can partnership with my clients and candidates. So I like the small wins. I obviously to get the bigger wins, but I just wanna know that I've made a difference to someone's life through the work that I do.
James: Well, I hope you were able to do that for many years to come.
James: Hopeful. I, I can see that you're doing that on a regular basis. And, uh, my last question from my interview book, why you 101 questions You'll Never Fear again, Leanne, is where do you see yourself in five years time?
Leanne: Oh, professionally, as, as you've just indicated that I, I'm in my 20th year, very grateful, absolutely feel very fortunate that I love the job that I do.
Leanne: I've gone through multiple pro promotions at re. I think for me, job security and stability is really important. I'm at a time in my life where I know what I'm good at and I wanna continue. Don't change it, it doesn't need [00:27:00] fixing, but I do want to bolster on my team, make sure that we're successful. I wanna be the recruiter of choice and I want my reputation to be maintained and I also wanna mentor others and maybe do more podcast after this experience.
Leanne: You never know. Um, but I just want to be able to deliver my experience through others and make sure that I've empowered them and make, make a difference. So actually, even though I don't wanna be a director, I think I just wanted to continue to do good work and I'll reap the rewards from that.
James: Well, I certainly hope we can support you in the ambition.
Leanne: Thank you
James: for many years. Thanks so much for coming in. My pleasure. Thanks for having me. I really enjoyed the conversation and thank you for sharing your expertise, which I know many listeners will find helpful. Thank you. Thank [00:28:00] you.
This podcast was co-produced by Reed Global and Flamingo Media. If you’d like to create a chart-topping podcast to elevate your brand, visit: http://flamingo-media.co.uk/