Ryan Brittain

𝐖𝐡𝐲 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐜𝐥𝐨𝐬𝐞 𝐭𝐨 𝐚𝐜𝐭𝐢𝐯𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐢𝐦𝐩𝐫𝐨𝐯𝐞𝐬 𝐭𝐡𝐞 𝐫𝐞𝐬𝐮𝐦𝐞𝐬 𝐈 𝐰𝐫𝐢𝐭𝐞. Along with resume and LinkedIn optimization, I regularly stay connected with 𝐚𝐜𝐭𝐢𝐯𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬 across different teams and organizations. This proximity offers valuable insight into how candidates are evaluated in real scenarios - not in theory and helps me continuously refine how I position professionals in today’s job market. It highlights: • Why strong profiles still don’t get shortlisted • Which skills influence decisions vs filler keywords • How resumes are filtered before interviews • What decision-makers notice in the first few seconds These insights directly shape how I: ✔ Write resumes aligned with current expectations ✔ Optimize LinkedIn profiles for better recruiter discovery ✔ Position professionals for stronger interview traction Effective resumes aren’t built on templates or assumptions. They’re shaped by 𝐫𝐞𝐚𝐥-𝐰𝐨𝐫𝐥𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫. If your applications aren’t getting the response you expect, a market-aligned perspective can make a meaningful difference. 📩 Happy to help with a resume or LinkedIn review.

8

2 Comments

HIRING If this role resonates, take initiative. Connect with the people involved, communicate your expertise and impact, and share why your background and experience are the solution to what they need. Give yourself the chance to be seen, start a conversation.

2

1 Comment

Hiring tech contractors has become more challenging. Not because the demand isn’t there, it’s quality. The new adjusted rate cards have a lot to do with it. On paper, it’s an employer’s market as there is more supply than demand, so rates have come down compared to 12 months ago. But top talent is and will always be at a premium. Rate cards speak to the market as a whole, not the top tier. This is creating friction. Leaders are navigating exceptions, or finding creative ways to bring in the right people outside of standard staffing programs, because at the end of the day, mission-critical projects don’t slow down just because rate cards do. With regulatory pressure forcing modernization, upgrades, and system builds while AI demand is sky rocketing; top talent will continue to be essential. The new rate cards just make it more interesting in how you attract and engage them. And that’s why we’re working closely with tech leaders who need the best people in place to deliver.

16

1 Comment

Most agencies chase speed or scale.  The smartest ones build leverage.  When candidate experience improves, placements follow.  When systems handle volume, recruiters focus on impact.  That’s how agencies grow without burning out teams or bloating headcount.  Not by replacing people, but by amplifying the ones who actually perform. #RecruitmentInnovation #AIinRecruitment #AgencyGrowth #FutureOfWork #HiringStrategy   

53

16 Comments

7/7 placements for one client — not luck, repeatable process. Over recent months Fractional Recruiting completed seven permanent P&C placements (avg base ≈ $100K) for a single client. What made it work: referral-first sourcing, deep P&C focus, role clarity + candidate prep, and disciplined process. We’re also introducing targeted AI to cut low-value work and reduce client cost — without losing human judgement. Read the full breakdown → (link in first comment). #PCInsurance #Recruiting #TalentAcquisition #InsuranceCareers

5

1 Comment

𝗝𝗮𝗻𝘂𝗮𝗿𝘆 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗻𝗲𝘂𝘁𝗿𝗮𝗹 𝗺𝗼𝗻𝘁𝗵 𝗳𝗼𝗿 𝗹𝗮𝘁𝗲𝗿𝗮𝗹 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 If you’re even thinking about a lateral move in 2026, the decisions you make right now will quietly shape your outcome. In today’s market, lateral partner recruiting is no longer about reacting to a recruiter’s call. It’s about being intentional early — before the market gets crowded, before firms lock their strategic hiring budgets, and before the strongest platforms quietly fill their priority gaps. From a recruiter’s perspective, the partners who get the best outcomes aren’t the ones with the loudest books of business. They’re the ones who take time in Q1 to: • Pressure-test how portable their client relationships really are • Map their full client ecosystem — sponsors, portfolio companies, boards, lenders, regulators, and repeat counterparties • Identify which firm platforms would actually accelerate that ecosystem • Understand how compensation, credit, and cross-selling will affect their long-term growth By the time most partners start “looking” in the spring, the most strategic seats are already spoken for. The best lateral moves are built quietly and thoughtfully — not rushed when frustration hits. If you’re contemplating a move this year, the right first step isn’t a résumé. It’s a strategy. Happy to have a confidential conversation with anyone who wants to explore what that could look like. Gloria Sandrino Ata Farhadi Evan Jowers Yuliya Vinokurova #LateralPartners #LegalRecruiting #BigLaw #AmLaw100 #AmLaw200 #ClientEcosystem #PartnerStrategy

9

Ignition K.K. 𝗛𝗼𝘄 𝘄𝗶𝗹𝗹 𝗔𝗜 𝗿𝗲𝗮𝗹𝗹𝘆 𝗰𝗵𝗮𝗻𝗴𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗴𝗲𝗻𝗰𝗶𝗲𝘀? There’s a lot of noise about AI replacing recruiters. The reality is probably simpler — and more practical. I see two big shifts coming for large agencies. 𝟭. 𝗠𝗶𝗱𝗱𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗴𝗲𝘁𝘀 𝗿𝗲𝗱𝗲𝗳𝗶𝗻𝗲𝗱 Many middle layers today focus on reporting, KPIs, and internal oversight. But once AI has access to company data, it can instantly generate reports, forecasts, and performance insights. Much of that operational work becomes automated. So the value of managers has to shift. Less internal control. More external impact. Future leaders will need to win clients, open doors, and create opportunities — not manage spreadsheets. Rainmakers, not administrators. 𝟮. 𝗧𝗵𝗲 𝗹𝗼𝘄𝗲𝗿 𝗲𝗻𝗱 𝗼𝗳 𝘁𝗵𝗲 𝘃𝗮𝗹𝘂𝗲 𝗰𝗵𝗮𝗶𝗻 𝘀𝗵𝗿𝗶𝗻𝗸𝘀 Sourcing, screening, and admin are increasingly automated. That likely means fewer junior and mid-tier “process” roles, and more focus on higher-value work: senior hiring, niche searches, and trusted advisory relationships. 𝗕𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲 Recruitment won’t disappear — it moves up the value chain. The transactional parts get automated. The human, trust-based parts become more valuable. And if AI ever truly replaced all recruitment? It probably means it replaced most jobs too — and then there’d be nothing left to recruit for anyway. AI disruption will have essentially eaten itself and caused its own extinction...;) More likely, the industry just evolves. Agencies that adapt will thrive. Those that don’t will struggle. If you’d like to better understand the recruitment market in Japan and the options available to you, please feel free to get in touch Michael Craven #rec2rec #japanjobs #ignitionkk

23

2 Comments