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Andrew Banks on recruiting
The brief tells you the role.
Their best people tell you the rest.
A job brief gives you the role, the experience, the skills and the pay. What it doesn't always give you is what makes someone successful in that business. Andrew Banks starts with the client's top people, benchmarks candidates against them, and shows why those people get something out of it too.
The film 87 seconds
Andrew Banks ran Morgan & Banks and Talent2 for thirty years.
Talk to us about starting with your client's best people.
Tell us which client you would start with and what you hire for them. We will show you how the benchmark runs, what their top people get back, and what the shortlist looks like at the end.
- Fill in the form and pick a time that suits you.
- A short video call with someone who knows agency recruitment.
- We show you a culture match on a shortlist, and answer whatever you bring.
- No deck. If we are not the right fit, we will say so.
Andrew BanksFounded Morgan & Banks, co-founded Talent2.
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What Andrew says
Andrew BanksFounder of Morgan & Banks, co-founder of Talent2
When you take a job brief from a client, you normally get the same things: the role, the experience, the skills, the compensation. But what you don't always get is what actually makes someone successful inside that business.
So start with their best. Assess their top people and benchmark against them. Now you can understand how their high performers work, what drives them, and what they have in common. Then when you assess your candidates, you've got something real to compare against.
And if someone comes back above 80% culture match, that's a much stronger signal. Not just can they do the job, but are they likely to do it and stay and make this team better?
And getting your client's people involved can be part of the value. You're saying, "You're one of our best people. We want you to understand that, and we also want you to understand what makes you successful here so we can hire more great people around you and help the team perform at its best." And they get their own insights onto how they work, what motivates them, and where they perform at their best.
They get something useful, you get the data, and your client gets a shortlist based on who's actually right for their business, not just who looks right on paper. That's what Compono gives recruiters: real people data to understand what great looks like in your client's business, and then find more of it.