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Andrew Banks on recruiting

Recruit against your client's best people.

Andrew Banks makes a simple case. Take the top twenty per cent of people in your client's business, understand how they think and how they work, then measure every candidate against that. It beats recruiting against a job description somebody wrote six months ago.

Andrew Banks to camera on benchmarking candidates against a client's top performers

The film 33 seconds

Talk to usSee how it works 

Andrew Banks ran Morgan & Banks and Talent2 for thirty years and is an investor in Compono.

What Andrew is describing

  • Stop recruiting against a job description somebody wrote six months ago
  • Take the top twenty per cent of people in your client's business and understand what makes them successful
  • Benchmark every candidate against evidence of what success actually looks like in that business
  • If you know what good looks like, you can recruit for it

How a culture match works

1

Send the client a link

One link, sent by the recruiter on the desk. Nothing to install. The client passes it to their best people.

2

Their best people complete a profile

The top performers in that business answer it online in under ten minutes. Back comes a profile the client agrees reads like them.

3

Every candidate is compared to it

The comparison runs at the top end of the funnel, before a CV is screened, so the shortlist reaches the client with the fit already on it.

Talk to us about profiling a client's best people.

Tell us which client you would start with and what you hire for them. We will show you what the profile covers and what it costs to run, and we will be straight about where it earns its keep.

  • 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 Banks, investor in Compono

Andrew BanksInvestor in Compono. Founded Morgan & Banks, co-founded Talent2.

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Common questions

Job descriptions describe a vacancy. Top performers describe what success looks like in that business. When you measure every candidate against the people who already do the job well, you are recruiting for the outcome the client actually wants.

Three to five of their best is enough to build a benchmark. More is better, and a whole team gives you the culture map as well, which is where Compono Engage comes in.

What Andrew says

Andrew Banks

Andrew BanksFounder of Morgan & Banks, co-founder of Talent2, investor in Compono

Here's a simple idea. Take the top 20% of people in your client's business. Understand what makes them successful, how they think, how they work, what drives them.

Then benchmark every candidate against that. That's what a Compono culture match does. So instead of recruiting against a job description somebody wrote six months ago, you're recruiting against evidence of what success actually looks like in that business.

If you know what good looks like, you can recruit for it. Compono.

Ready to run a culture match on your next role?

Tell us the brief. We will show you how it works inside Compono Hire.