Chris Antartis - Rebel Recruitment

Speaker A: At, uh, Rubber Band, we empower each other through positivity, kindness and practical advice. Join a community of thousands of peers who understand the unique challenges you face. Rubber Band company Agnostic, Low ego, high empathy. Always supportive.

Speaker B: Welcome to the Rubber Band Podcast, the show where we connect people across the recruitment industry, share their unique stories and spotlight the technology shaping the way we work. I'm your host for today, Martin Hill, and I'm really looking forward to taking you through this episode. At Rubber Band, we believe recruitment is more than transactions. It's about community, innovation and the people behind the placements. Across this series, we'll unpack the journeys of recruiters, entrepreneurs and tech founders, learning what drives them and how they're shaping the future of work.

Speaker C: Before we begin, I'd like to acknowledge the traditional owners of the land in which we meet today, pay my respects to elders past and present, and extend that respect to all Aboriginal and Torres Strait Islander peoples listening. Today we're joined by Chris Antatis, director of Rebel Recruitment. Chris has built a career across some of the industry's most recognised brands, from Haze, Mars Recruitment and Locum Life, before stepping out to establish Rebel recruitment in 2023. His background spans temporary, permanent and fixed term placements, with a strong focus on healthcare and allied recruitment. Rebel Recruitment is on a mission to challenge the traditional model, building a culture first values driven agency that combines deep industry expertise with technology to deliver best outcomes for clients and candidates. In our chat today, we'll explore Chris's journey into recruitment, the lessons he's learned from the front line of healthcare hiring and how Rebel is carving out its own space in a market under pressure, but full of opportunity. Welcome.

Speaker D: Thank you, appreciate it.

Speaker C: How are you today?

Speaker D: I'm good, mate, I'm good, yeah, just super busy as, as we just talked about. But, um, no, it's going really well closer to Friday too, which is even better. So, yeah, going really well.

Speaker C: Right on the home stretch now, so excuse me if you have any interruptions from a little baby in the background. She's certainly woken up and wanting a bit of attention. So I'll, I'll try to balance that as best as I can on the podcast, otherwise we'll have an extra host today.

Speaker D: Yeah, bring her in, bring her in.

Speaker C: So, generally under the, uh, the format of the Rubber Band Podcast, we like to go back into the origins and your journey into the, uh, the world of recruitment. So, you know, circling back to how it all began, sort of talk me through how you got into recruitment and how you sort of got your start with some of those big agencies like Hayes and Mars before getting into where you are today.

Speaker D: Yeah, for sure. No it's um, it's been a journey. So basically the way I got into recruitment like pretty much everyone, they kind of just fall into it. Right, so we are uh. Before I got into recruitment I was actually door knocking. I was a. Selling charities and walking around the streets of Perth to knock on businesses doors to. Yeah to get into the. Oh uh, there she is. That's. That's a distraction isn't it? Oh how gorgeous. Yeah. So we. So I basically did door knocking for six months. So prior to door knocking I got, I was traveling for three years with my partner me and uh, her went to South America in 2016. We took it, we bought a one way ticket, went to reedition for the Olympics at that time and uh, we just basically traveled through South America for six months got to the us traveled around there as well. New York City and Hawaii are very expensive places so cut into the budget quite deeply and we had a working ah visa for Canada. So we had a working visa for Canada to activate uh my wife's sister or my fiance's sister at the time uh she was living in Toronto and we moved, moved in with her for a couple years and we got jobs in Toronto, lived there for two. We came back to. We came back to Perth but prior to Perth we went through Southeast Asia, traveled for four months around Southeast Asia and got back to Perth. Found a door knocking job. I didn't know it was a door knocking job. I just applied for an advert on seg that sounded really good and it was actually door knocking and I actually really enjoyed it. It was a really good way to firstly learn about sales, really speak to a lot of people and really figure out how to match a mirror yourself with different business owners with different receptionists and trying to work out how to sell to people on the spot. Definitely taught me a lot of resilience and I really just dove into it deep in 20. It was late 2019 when I did it and then it was probably around yeah about early 2020 I think that's when Covid started to become a bit of a thing and um, door knocking is not the most uh suitable job in the COVID time so we yeah we all lost our jobs and I was playing football at the time as well so I was playing footy at ah at a footy at Bell Footy Club and I um, just talking to a friend of mine there and he was a recruiter and I Said to him, you know, do you have any jobs? As we, you know, as every recruiter gets that question, do you have any jobs? And he said to me now I'm a tech recruiter. I was like I don't know what that means. What's, what does a tech recruiter mean? And he goes well I'd recruit for tech. But he's like if you are looking for a job, what are you looking for? And I said well I'm really good with, I really like talking to people. I really like working with people. Selling products to me though was always an issue. I never really had a passion for a product to sell. And he said well mate, you'd be great at recruitment because you know all you're doing is talking to people and finding people jobs. And I said okay, well where should I go? He's like you should apply for some of the big four, the big uh, you know, the Hayes of the Michael pages and things like that. So I applied for all those roles and yeah I was lucky enough to get an interview at Hayes and I had about two or three, I think two or three interview uh, process at Hayes and started working there and that was in September 2020. So my desk was a manufacturing desk. It was all Perth manufacturing so nothing mining. So basically it was one of the toughest tests you could probably get in Perth. Um, every mechanical fitter and you know, boilermaker and you know diesel mechanic wants to be up in the mine. So I was trying to really pitch different things to different trades and I did. I found a bit of a nation machine operating as well. So it was actually pretty all right. And then yeah, I wanted a bit of a change of I guess scenery from, from, from Hayes and a wreck to Rec. I reached out so I worked with them and they put me forward to, to Mars Recruitment where I got into Allied Health recruitment and yeah that's where I definitely found my, my um, myself and found my group as more of a perm recruiter instead of a temp recruiter. Definitely more my style and yeah, just like hit the ground running really fast. Really loved Allied Health from the moment I did it. I don't know what it was. It's just more about I think valid health recruitment and in different industries obviously have different things but Allied Health there's more than just the salary you can sell on different things such as location and, and other benefits within the, within the market. And for me it was really person centric with that because I find out about the person, what they're looking for. What their lifestyle is and then really going deeper with, uh, that. And then, yeah, by the end of the 2022, I, uh, kind of knew I wanted to start my own thing. My wife was pregnant and, you know, we had the opportunity to kind of start a business while she can do side of things and I could do all the recruitment start. And that was probably. That's probably the biggest robot for people starting their own business in recruitment, because they don't have the admin, they have only. They've only got the recruitment, but then they have to format resumes and they have to, you know, send invoices and it's a. It becomes a bit of a, you know, a process when you're doing all that, when all you know how to do is recruitment. So for me, yeah, for us really, we established rebel recruitment and the rebel. So, Chris Antardis. Antardis is a Greek, Greek last name and it means rebel in Greek. So I thought it'd be a lot easier for people to understand and rebel recruitment than Antarctic recruitment. So I thought that we'll go with that and clever and. And, yeah, and then we just, um. Yeah, we've been running now for. Since early. Early 2023. So what's that enough? Nearly two and a half. Over two and a half years now. So, um. Yeah, we've gone really well and it's been, um. Been, uh. Yeah, locum life in that as well. That was my six months, you know, I had a contractor role there, so just worked there for six months and then I could launch into Allied Health again.

Speaker C: Yeah, great, great journey. And it's great to have that admin support, especially on the back end, to be able to deliver those invoices and then sort of allow you to sort of free up and do what you do best and recruit and BD and knock on those doors and. Yeah, it's, um.

Speaker B: Uh.

Speaker C: It's amazing how many people just seem to fall into the industry. As much as we try and sort of educate people. That's great, great industry to work in. It, um, takes a bit of time, I think, to sort of build that.

Speaker D: Yeah, yeah, 100, I think. I think as well, like, it's such a. There's a lot of, like, you know, sales and. And recruitment can go hand in hand, but also, like, there's a lot of other aspects of recruitment. It's not just sales, you know, people think they just could do sales and that's going to be a good recruiter. Sometimes it's not. There's a lot of other aspects like resilience and other things that do, do matter. And I think with the door, uh, knocking role, resilience was my biggest strength. I like, I did it for six months, right. And getting shut down. I remember one day we had a whole thing at door knocking was that you'd have to meet 50 people and you have to speak to 50 day and the day, the day. The reason why you do that is because you only get, you're probably gonna get two sales a day if you speak to 50 people. And that's a stat that they say. And I never believed it until I spoke to 48 people, had no sales in the last two in a day I got 49 to 50, I got two sales and I was like, far out. That's a numbers game, right? So there's all these little resilience that you kind of have to do with and it flows into recruitment. It really does. So, so yeah, it's, it's all these little different things that allow me to kind of get into recruitment, you know, or, you know, show me what to do with recruitment. It was, you know, from, from my past. So it's pretty cool.

Speaker C: Oh great. And looking back, um, from those early roles that you worked in, were there any sort of major lessons or any particular moments that sort of led you to go, yep, I'm going to start my own business?

Speaker D: Yeah, for sure. I think the uh, I think the truth of it was probably more of m. How I am as a person, as an employee. I probably just never really suited the model of being an employee. And I think with Mars was probably the best realization of that. I realized at Mars that I was going down a route of more media, more content driven type recruitment versus uh, the traditional job adverts and calls of candidates. And don't get me wrong, there's definitely a place of big cold calling and being on the phones. That's still a huge aspect of recruiting recruitment. But for myself it was definitely more like let's get onto like, you know, other, other avenues of media and you know, rebel recruitment is a media driven, you know, content to commerce type recruitment place. We don't, we don't post adverts and seek we should be, but like we find it to be more successful via, via social media and speaking to people like that. So that's probably where I was pivoting towards. And my managers and my boss was definitely probably more on the traditional aspect. And I just thought to myself, well like what do I want to do as a recruiter? What do I want? What Do I believe and do I want to just sit here and just post adverts and call people or do I want to make a difference? And I think to me I was like I want to make a difference and give this a crack. And you know, the half. Like I said my wife was pregnant in late 2022 and we were about to have. When you were going to have a baby and we thought well if my wife's gonna be on M. Matt leave and she can help me out with the admin stuff then I can really just drive the recruitment stuff. So it was really a uh, two way thing because I don't know if that was the case I would have done it. It was definitely more her, her skill sets are definitely an admin and, and you know, all of the, the behind the scenes work of a recruit recruitment agency and my strengths are the, the front end. So yeah, if that never. If she was, she wasn't pregnant without baby, we m might not have never done this but um, we did. And yeah, I think um, to answer the question, I'm sorry I've gone a bit in circles but to answer the question, no, I think with when I was at Hayes and then Mars, I think I realized that probably I'm better off on what I think is best for myself and just seeing what happens and I had to give it a shot at that point. And um, yeah, it's definitely the best decision I've ever done.

Speaker B: Yeah.

Speaker C: Great.

Speaker B: You hear from many in the industry that taking that first step on your own is often the hardest part. Certainly not just recruiting. You're managing payroll, finance, marketing, backend systems and spinning all the plates at once. And it can be quite a steep learning curve and a big leap. And from what I've seen from your RCSA events and LinkedIn through your personal marketing, you've managed to do things differently and clearly enjoy it. So I've been looking forward to catch uh up and diving deeper into your journey with uh, Rebel Recruitment.

Speaker D: Yeah, with the marketing piece it's definitely, it's hard right, because nowadays there is a lot of like online presence for a lot of recruiters and I think it's very important for recruiters to have the online presence uh, to showcase themselves but uh, just as much as important as to be in person. I think uh, I think that's like, you know, we've, we've met at RCA RCSA events and other things and I go to a lot of allied health events as well and I think that's the biggest thing, you know you can be as much, you have such a strong presence marketing online, but being in person as well is the, is the biggest selling point. Right. And I think that's what I've always been good at. And I think that came back from, from doing the, the uh, what do you call it? The door knocking. So there's a lot of expos and things like that that go around in the allied health market. And I like to, you know, when I go to an Expo it's like 150 to 200 different companies in this 1x1 in the convention center. So for me it was just like door knocking again. You know, I'm just like basically walk up to different, you know, businesses and having a conversation with. And that's such a. And I didn't realize until I uh, started going to these different events I was like uh, this is actually my strength, like this is why what I'm really good at. And yeah, so then you have that marketing presence and you have the online presence. So you kind of try and try to fit the both in and obviously Rebel Recruitment doesn't sit well. Like it's not, it's not like it's not supposed to be. Kind of blends it in with all the other agencies that are out there. You know most healthcare recruitment agencies are quite bright colors and you know, quite, you know, quite, you know, elegant in that kind of sense. We've tried to be a bit more uh, I guess like Rebel Recruitment. We try to stick to what we are. We, we are a bit more on the moodier side of that kind of marketing and you know, trying to have a bit more of a different presence which I think is, which I think is interesting for most clients as well, our candidates too.

Speaker C: And fast forward to the industry that you're working in today in the healthcare sector. So obviously healthcare is one of those very competitive talent short industries. How have you gone about navigating the challenges with Rebel?

Speaker D: Yeah, that's a good question I think. Well I've always been in, I've always started in a candidate short market anyway. So we had to like you know do a lot of reverse marketing as a, as a selling point, you know trying to find the candidates before we can speak to clients is always a big, you know, big thing. And I guess navigating it, it's probably like just keeping our uh, I guess like lowering expectations to our clients as well and, and to businesses. You know, we're not going to sit there and say we're going to fill 100 different 100 candidates, 100 seats in, in a week or anything like that. We, we have the expectations with them and they understand that. So I think, yeah, it's, it's always been, it's always a bit of a challenge. But I don't really, I mean because it's always uh, what I've always known. I've never really had to really consider anything different. So I've just kind of just done what I've always done in the industry and work around it. And I think as well there's always going to be markets that are going to be candidate short. Sometimes the market gets a bit better at certain times as well. You just kind of go through the waves.

Speaker C: Oh great. And just building on that again. So what do recruiters often get wrong in the healthcare recruitment space and how do you sort of approach things differently?

Speaker D: Uh, it's hard, isn't it? Uh, I probably can't really comment on like my competitors too much because I don't really obviously see what they do day in, day out. And I guess maybe it's just because like we do a little bit differently in terms of like, you know, the marketing aspect. That might be a bit of a, I think that we do differently. But I, I don't know, I think like I said that really hard to say. Uh, compared to what I have, what I've seen, I have seen some really good. I mean to be fair, the people at Mars I work with, we're both in different like healthcare industry. So allied health is very niche and very specific to what it is. So with like nursing, I've seen some amazing nursing recruiters and they do so many different things as well in terms of how they do it. Like for example, I know there's one nursing recruiter who I worked with at Mars, she was just like temp, like she was just literally working from 7 till 7 and just smashing out. Uh, and she was very successful by doing it. And then you know, there's like myself who's a bit more slower pace, more perm based but probably more marketing and different things like that. And you know, we still very different but still can be successful. So I think this is more about finding your own style. You know, I think every recruiter should probably look at, find their own style and what they're good at because there's no point of trying to be someone else. And I think that's what I learned for myself was not to try and be another recruiter or trying to do what other people were doing. What actually fits in with well with myself and how I do my work, that's going to be the best, you know, going forward. And when you do that I think that's probably it's game changing really because then what you're doing is not just copying what like your, your peers are doing or your other people doing. You can't just do it yourself. And that's where I think starts breeding, you know, your personal brand, your values. And that's when you start getting the right clients and the right candidates for your own uh, for the jobs that you're recruiting for.

Speaker C: Fantastic. That's great advice. And fast forward now to your business, Rebel Recruitment. Um, so you've been operating now for just over two years and what, what's the mission behind Rebel and how do you define its point of difference?

Speaker D: Yeah, like I've said, it's definitely probably more of a content E commerce business. I think I've grown this uh, at the start I don't know what the difference was. You know, I think every recruitment agency says they're different and then you start working in and you don't really know what you're doing and you kind of figure out what the difference is. But our difference is definitely the, the relations that we like. One of my mottos is that we connect good people with great companies. Like we, we want to work with the best of the best and that's, that's because we feel like we are the best of the best. So what we try and do is align ourselves with great organizations with, and to find work with great organizations. You want to work great candidates and great professionals that want new jobs. And then, you know, then you have those relationships built with these type of organizations and you, you know, it just keeps growing and growing. I guess the, the, the at the start from where, where we are now before it would have been just like, you know, being the number one WA recruiter was the goal. Won a couple, you know, awards for sources of that. So that's, it feels like it's a box that's been ticked and now it's more about, you know, spreading what we've done in WA across Australia and growing a business where it's not just, you know, all these different recruit. I think we're trying to scale the business in a different way compared to other agencies. You know, we don't want to be a uh, recruitment heavy driven business. We want to be probably more lean on that sense and me doing more of the, the client facing type work. But at the same time I think the goal really is for us is to just, you know, replicate what we've done in WA on all the other states and continue the, the content to commerce, the lead type, type work media driven and yeah, grow that front, uh, as much as possible.

Speaker C: Uh, fantastic. And culture and trust are vital in the healthcare space. How do you ensure that Rebel sort of values and culture translate into sort of positive outcomes for your clients and candidates?

Speaker D: Yeah, good question. Culture, uh, I'd say with culture, like it's such a word that gets thrown out there, doesn't it? Culture and what it means is so different to every company. So for me it's really about knowing exactly everything about the business, you know, and that goes from like the job description to the team that they've got to how their attention has been over the last few years, to meeting them in person, to seeing their office space. There's all these different intricacies that I think matter and then I think it's just aligning myself with those people that I would like to work with. You know, I think one of the big things that uh, I've learned, especially starting Rebel, was that I don't have to work with every single company. And there are going to be companies out there that are probably just not aligned with and don't worry, you want to, don't probably, they probably won't like me either. And I'm sure there's going to be some companies out there they'll say that, you know, we don't like, we don't want to work with Rebel. And that's, that's probably vice versa, you know, so. And I think when you start a business, you want everything, you want to have every client, you want every candidate. And I think when we started Rebel, we didn't want that. And I think the culture behind that or the mindset behind that was because we know that we're going to find the right, uh, the right people for us and work with the right people and, and that's going to be more important to us as a culture and as a, and as a business, I guess as well. Like, one thing I learned back in the day was that people like people that are like themselves. So if I'm meeting clients that are very similar to me and my values and you know, I'm probably going to find candidates that are going to be similar to me and my values as well. And then when I put them in for an interview, they usually, the way it works is usually, oh, that was a great, you know, I really like them because I really like them too. And I Know that before that happens in the interview process I've uh, already screened properly and I already know by the time I have having a phone call with a candidate that you know, X, Y and Z companies are the best fit for them and I just need to get an interview in front of them and I can pick on what the best option is. So yeah, I guess I don't know if I answered the question actually but that's basically how I kind of align myself with the right culture and the right values because yeah, it's just more about actually finding out about them and seeing if they're a good fit for us as well as much as they do a good fit for the candidates too.

Speaker C: No. Great. And I think really understanding the employers, uh, and also the clients, sorry the candidates and where they sort of fit your clients is um, definitely a big plus as well, which is great. And in the sort of technology space, technology is completely sort of changing the way we do recruitment and increasingly influencing the way ah, recruitment's done. Are uh, you leveraging recruitment, sorry technology in any particular ways to sort of go about recruitment or again you mentioned very much that people focused and client facing side a lot more sort of in the trenches. What's your typical approach there?

Speaker D: Yeah, I mean I feel there's so much tech at the moment, isn't there? Like I mean with AI and stuff and I feel like it's so uh, it's a bit like it's a bit saturated. I feel, I feel like there's so many different things that are coming out that are like, I don't know, they're just a bit, it's just, it's a lot, it's a lot of information out there and I think my big thing as well is to try and make as personable as possible with my, about outreach and now and our communication with people. So I think it's more. Yeah, I'm trying to think about what tech we've got. We've got, we've got a few things like, we've got a few like email like for example Fixer, uh, I'm using fixer AI. I'm not too sure if anyone knows that but it's pretty much just an email that creates drafts for you. And when you start writing your emails from the, from when you have Fixer, uh, it allows you to, it kind of picks up what your, how you write your emails. That's a pretty cool tool. But then at the same time now I've got like a thousand drafts in my, in my, inbox and I'm like, they're probably not, you know, relevant, uh, so they always comes with a few teething issues I got. I mean, I'm using LinkedIn talent, like, what is it? LinkedIn recruiter and things like that. So from a tech perspective, I mean it's pretty straightforward. I don't think I've really have got anything that's like a huge advantage for us, I think. Yeah, we're just kind of, you know. I know. I'm sure there will be certain things that going to come up and that will definitely be like, you have to use this.

Speaker C: The benefit of AI and technologies is really leveraging it to do more of what we always have done and that's speaking to candidates, speaking to clients and finding that right fit. So if you can find the right tech that works for your business to help sort of make those connections, I think that's ultimately where the strength lies, not just having a tech stack that adds extra steps to the process unnecessarily. So I think it's really a fine line and a bit of a balance between that sort of compliance piece and speaking to more candidates and clients properly and understanding their needs, which I think you've sort of hit the nail on the head with, which is great.

Speaker D: Yeah, you're probably right because that's probably why I don't really use that much because it's more for like our admin team where we have the formatting resumes and the invoicing and all those other things. So we definitely have tools for that type of work. But like, I'd probably steer away from that. My, you know, like I said, my wife is also the business partner, ah. Of Rebel. She's the one that kind of runs those processes. So yeah, we have, I guess we have that, that tech stacked in a way to make our lives a bit easier for the admin admin roles. But yeah, I guess from a recruiter, I still want that personal touch. I really like talking to people. I know that sounds, you know, even though three and a half, three years in the business and you still want to. I still like to have my fingerprints talking to clients, talking to candidates, because I feel like that's where my strength is as a, as a recruiter. Like, I really enjoy that. So. And I'm sure there'll be a time where maybe things can get automated and, you know, messages start getting, you know, released out to everyone. But at this time of day I think we're, we're pretty happy to keep it the way it is at the moment,

Speaker C: no great and looking forward. So the healthcare sector as it is now is under huge pressure. There's a lot of shortfalls, um, and a lot of demand versus good talent. Where do you see the sort of biggest challenge, uh, opportunity for recruitment to add value uh, over the next sort of five years in that space?

Speaker D: Yeah, there's a lot of things happening at the moment. There's the NDIS changes consistently every second day. I feel like there's a change in NDIS or. And then there's also the aged care reform as well which is happening too. So there's a lot of things happening within, within healthcare. I think like for me I'm not a real, I'm a very optimistic person. So for from opportunities and everything like that, I'm always still very uh, I'm very optimistic about everything about health care in recruitment especially because I feel like people still get old, people still get sick and there's still always going to be that type that work will never do go. You know, there's always still going to be work involved in these type of roles. So therefore from a recruitment perspective you're still going to have to recruit. You know in, in healthcare especially, especially in allied health it's female dominated, right. So there's a lot of uh, people who are off on mat leave. That means the roles you know, coming up and consistently changing. I mean I remember had a chat with my client, one of my clients over last year for lunch at the end of the year and he said look, next year we're gonna be pretty okay for recruitment because we've hired all our play uh, everyone and we're okay. And then yeah, within like the first three months of the year he had like 10 of his team going to gone on Matley for the rest. So you know, this is what I mean, it changes so often. So and I think as well like you know, from my, so my perspective of how the healthcare industry is probably not really like how it really actually is going to go. It's probably my perspective of it is that you know, as long as I'm optimistic and as long as I feel like, you know, we're doing the right things and making those right relationships and connections and you know there's gonna be work there uh, always and consistently so hopefully anyway, so I'm just kind of been more on that, on that train and good markets, bad markets, whatever happens, right, I think there's always going to be something that's going to be out there for us and um, whatever that is, we'll be able to do it. So that's the kind of line I'm going down.

Speaker C: Nice, great approach and great mindset there and especially the future of healthcare. It's always going to be demand for and I don't see that getting automated anytime soon.

Speaker D: Yeah, it's hard, isn't it? It's hard to like, you know, get nurses to come into robotic nurses maybe. I don't know what the future looks like but yeah, it's, it's always going to be industry I think it's like. Yeah, it's, it's hard to, to see. Yeah, it's hard to see. I've not seen healthcare always being a prevalent um, you know, recruitment position to have. So.

Speaker B: Yeah, yeah, great.

Speaker C: And now for a bit of a

Speaker B: pitch for your business.

Speaker C: Uh, so for organizations, healthcare organizations listening in, what can they expect if they engage Rebel Recruitment and how do they reach out to you?

Speaker D: Yeah, for sure. Well, I never actually thought about a picture so yeah, look, honestly what you'd expect from us would be a very personalized approach in recruitment. We're going to really figure out, we're going to be an extension of your business and really find out who the right fit is for you. Our retention rate is one of the easily the best. We keep everyone past guarantee periods and we're very strong with our approach when it comes to keeping retention, which is a huge barrier for a lot of recruitment agencies in healthcare. So we really back ourselves with that, that you're going to get a great, a premium service which is going to be, you know, when I say a bit different, it's going to be different led candidate process where we're trying to find people in different areas in different, in different spots and then the usual traditional uh, job ad market and the way you can find me, you can find me on all platforms, Instagram, Facebook, LinkedIn and yeah, I'm sure we can put my, my contact details in a post or something as well. So. Yeah. But yeah, my website's Rebel Recruitment. You can always find me on there. So you get any, and if you had any expo like any, any type of event that's in allied health specific, I'm probably going to be there too. So don't, don't feel bad to say hi, come up and have a chat with me and we can, you know, discuss what, what your needs are and it might not be now as well because sometimes, you know, I know what it's like sometimes you'll, you think about growth and it's not, not now. It's maybe in 12 months time, but still have that conversation because you just never know when the right person might come through the door. And uh, that's what we try and do. We really try and help. Help, you know, people. Not from now, but also in the future. What that. Where the recruitment needs are like.

Speaker C: Fantastic. Sounds like it's easy, ah to track you down on socials, um, which is great, um, great pitch there on the fly. So thank you again for uh, sharing your story.

Speaker D: Thank you for coming in. Thank you. It's been a pleasure. Thank you for having me. It's really, really nice. I like, I've been listening to Rubber Band for a while now, so, you know, when you, when I saw you was on the hosting, I was like, I gotta, I gotta reach out, I gotta step and come on. Which would be great. So. And you're doing a great job as well, mate, so well done.

Speaker C: So it's um, we're just trying to share the load at the moment between the team, which is great.

Speaker D: So not really well if you're an assistant with you. So that's always a good thing.

Speaker C: Managed to get it, uh, I think my voice put it to sleep, which is a, which is a plus.

Speaker D: No thanks, mate, we appreciate it and you know, I'm glad you got her to sleep as well while we're doing it.

Speaker C: No, uh, she's. So I'll probably be able to get through my next meeting and she'll probably sleep through.

Speaker D: Brilliant, mate. Good stuff.

Speaker B: Well listeners, thank you for tuning in

Speaker C: to the Rubber Band podcast.

Speaker B: Our goal here is to connect people, share recruitment stories and highlight the technology that's shaping the future of work. If you or someone you know would like to come onto the show to talk about your recruitment journey, explore new technology or simply have a good recruitment chin wag, I'd love to hear from you. You can reach out to me directly on LinkedIn just by searching for Martin J. Hill. Until next time, thanks for listening.