SM - Recruitment - Additional Business Plan

SM - Recruitment - Additional Business Plan

1. BUSINESS
PLAN - 3 YEAR
Our future...

2. Contents
The CompanyPart 1:
The ServicePart 2:
Strategic PartnershipsPart 3:
Current and Near Future R&D
plans
Part 4:
Potential Business RisksPart 6:
Financial ProjectionPart 7:
Sales And EarningsPart 8:
Investment & FinancingPart 9:
Competitors & ComparisonPart 5: Potential Exit ScenariosPart 10:

3. THE
COMPANY
Part 1:

4. To connect amazing
sales and marketing
talent with top
employers
Our mission :

5. 'Sales and Marketing candidates recruited by
Sales and Marketing professionals, remembering
the people we are helping are people, not
paychecks!'
'Although sales is at the forefront of recruitment, I
believe that customer service should come before
new client acquisition in the metrics of success'.
Ben Hewitt - Founder & CEO
How Are We Unique?

6. THE
SERVICE
Part 2:

7. Why our clients care
about our service
The vast majority of our target client
base will have used and are willing to
discuss using a recruitment consultant.
All busineses would agree that having
the 'right' people in their workforce is
paramount to their success. But finding
them can be challenging and retaining
them even more difficult
The problem we are
solving
We create tailored recruitment solutions
for clients based on their industry,
product or service, ethos and compnay
culture. Not everyone will 'fit' with every
business. We identify cross-over skill sets
from different industries so our clients
benefit from top talent that they may
never have thought of considering.

8. Why our clients would
use our service
As we work with the parts of businesses
staffing that generates company
revenue, we have found clients to be
more compelled to use our service as
the better the candidate the more
revenue they could potentially generate
for their business.
The Vision moving
forward
By keeping the service at more affordable
levels, especially during the current
circumstances while the economy is still
in recovery, we can build the brand to be
known for quality service with great
rates. We do not need to be greedy to
have a successful and profitable
business.

9. STRATEGIC
PARTNERSHIPS
Part 3:

10. We are currently in agreement with 2 other recruitment agencies that are
actively bringing contracts to us to fill, these are positions for their
clients that they cannot fill where we collaborate and split the revenue,
one of these recruiters has handed us solely, 10 contracts to fill for one
of the largest financial institutions in the world (asset value of $1.75T)
with a total potential contract revenue of over £120k.
In addition, we are working with a marketing company, who in exchange
for a small equity stake in the UK business, provide free email marketing
services for the next year.
We are also utilising relationships with other recruiters who have been
running their firms for 20 years+ in different sectors for operation and
best practice advise to make sure we stay ahead of the competition
Easier Working Together

11. CURRENT AND
NEAR FUTURE
R&D PLANS
Part 4:

12. Research &
Development
Now And
Near Future
Service Development:
We will be looking to develop a separate service where we can
offer our clients team coaching for sales and marketing teams.
If we can add this to our service offer, we will not only recruit
the people into these teams but also have a hand in training
them too.
Internal Software Development:
We are also in the process of having a custom build CRM system
that is integrated with our website and will allow us to
integrate and monitor worldwide performance statistics.

13. COMPETITORS
AND
COMPARISON
Part 5:

14. The Sales Recruitment
Company: Only recruit
for sales positions at all
levels
Aaron Wallis: Recruit for
Sales and some
marketing roles.
Reuben Sinclair: Recruit
for sales, marketing &
PR.
After looking at the differences in the services recruitment companies offer;
We are not going to reduce our prices to win clients and give sub-standard
service just to get more contracts on board as many do.
We will be working closely with our clients to build long-term relationships
which are not purely transactional to become their continued recruiter of
choice. Which will take more time to complete contracts but to a higher
standard.
Our contingency service will be worked for 4 weeks to ensure completion as
many times as possible. Our competition generally works a placement for a
week and if the client doesn’t accept any CV’s the position is left to work on the
next and the client has no hire.
Each of our team of recruiters will work on specific industry sectors so as their
knowledge grows it will benefit more clients.
The Competition How we compare

15. POTENTIAL
BUSINESS
RISKS
Part 6:

16. Potential Risks part 1
Economy Changes
Luckily although this can have an effect
on the business, at the moment a huge
drive in employment being shown
nationwide allows us to grow while
other businesses may not. In addition in
the years running up to the pandemic
the UK recruitment industry grew
substantially year on year when there
wasn’t a huge employment drive.
Saturated Market
Based on 2021, the average number of
staff for a recruitment company was 4
with an average GVA of £1,200,000 which I
can only see as a market with space to
grow regardless of the number of
companies operating in the sector as
many are singular people working for
themselves.

17. Potential Risks part 2
Talent Shortages
At the moment in the UK this is an issue
effecting the industry as there are more
job listings that unemployed people for
the first time. As we are working to
create sole agency and retained
recruitment model we will have the
time to work on projects that many
recruiters don’t, allowing us more time
to find and evaluate the best
candidates for our clients.
Cashflow
As it takes time from starting a project to
receiving funding this is a big challenge
to overcome. Part of the investment will
be used as working capital for this very
reason.

18. FINANCIAL
PROJECTIONS
Part 7:

19. Net Cashflow
Example
3 Year Forecast at
£3000 AVG per
contract
3 Year Forecast at
£4500 AVG per
contract
Year 1 £120,200 £279,500
Year 2 £609,000 £1,233,800
Year 3 £1,950,500 £3,467,800
Total £2,679,700 £4,981,100
Our financial projections are
based on the low end fee
calculations of £3000 average
per placement and steady
growth to an average of 3
placements per staff member
per month. However we have
changed some parameters on
our targets and the average
placement will be more like
£4500. The permanent
recruitment section of the
industry averaged £7100 per
placement. For these reasons I
believe the projections to be
very conservative

20. BUSINESS
AND
SALES
Part 8:

21. Business & Sales
Making
Money
How?:
Working on
recruitment
projects for clients
and in future
offering sales and
marketing
coaching to sales
teams.

Customers
Buying
Why?:
We are using tried
and tested
methods with some
extra added drive
and utilising some
newer automation.
We have already
signed clients and
completed on some
small contracts

Equity &
Debt
Value?:
The holding
company has no
outstanding debt
and is newly
formed. The UK
arm of the group
has directors
loans of about
£10000.

Break Even
Profitability
When?:
Based on the
investment break
even would occur
within 3 months
and profit by the
end of year 1.

Sales So
Far
What?
7 completed
contracts with a
value of £17500
(£8000 due after
6-8 weeks from
now)

22. INVESTMENT
&
FINANCING
Part 9:

23. Amount Being
Raised
Minimum £100k for 10% Equity but would consider up to twice this.
Pre-Money
Valuation
£900,000
Expected
Investment Aim
Automation software for lead generation through LinkedIn, recruitment
team expansion, Custom CRM development completion with integrated
email marketing system, new faster computers for office space, running
costs, first international expansion.
Milestones We
Should Achieve
Full team of staff for recruitment, resourcing and administration.
Software, marketing and automation systems in place to continue
development.
Complete business model to use during expansion.
1st international expansion into US or EU market
Investment & Financing

24. PROBABLE
EXIT
SCENARIOS
Part 10:

25. Probable Exit Scenarios
As the holding company will
benefit from dividends equal to no
less than 70% share in each
expansion, most likely
merger/acquisition but it would be
preferred to continue to focus on
growth rather than selling
Shareholder buyouts should a
shareholder wish to exit
earlier. From my perspective I
would like to build and
maintain the business for
some time

26. MARKETING
AND
PR STRATEGY
Part 11:

27. Marketing And PR Strategy
Currently we are using a
suggestive software to post on
social media called Paiger, this
allows us to share articles and
expertise quickly without having to
create the content ourselves with
the aim of growing an organic
following
We are also in discussions with 2
recruitment specific marketing and
PR consultants. Part of the
investment is to utilise one of
these companies for their
expertise where all of our content
and outreach will become much
more authentic and original.

28. Thank you for taking the time to read our plan. We
hope to be working together in the future.