From Zero to €18M ARR: Building a High-Performance Recruitment Engine
The inside story of transforming Austin Fraser's Southern Germany business unit from an underperforming team into one of Europe's top talent acquisition engines.
The Challenge
When I joined Austin Fraser's German operation, the Southern Germany business unit was struggling. The team had a few star performers, but there was no system, no scalable process, and no consistent way to replicate success. Each recruiter operated in their own silo—some thrived, others barely survived.
The biggest obstacle wasn't a lack of talent—it was the absence of a performance culture. Recruiters weren't held accountable to clear KPIs. There was no transparency around who was performing and who wasn't. Onboarding was ad-hoc at best. New hires were thrown into the deep end with minimal training and expected to figure it out.
The Transformation
I knew we needed a complete system overhaul. Not just tweaking around the edges, but fundamentally redesigning how we recruited, trained, and managed our team.
Four Key Initiatives:
- Transparent KPI Framework — Crystal-clear performance dashboards tracking calls, meetings, placements, and revenue
- The Playbook — Unified recruiting methodology with sourcing scripts, assessment frameworks, and negotiation strategies
- Structured Onboarding — 90-day program with milestone tracking, reducing ramp-up from 6-9 months to 3-4 months
- Data-Driven Decisions — Integrated analytics to replace gut-feeling recruiting with strategic intelligence
The Results
The transformation didn't happen overnight, but the results were undeniable. Within a few years, we scaled the business unit to €18 million ARR with 25+ high-performing team members and three industry awards including "Top 50 Staffing Firms to Work For" and "Best Tech Contracting Agency."
But beyond the numbers, we created something more valuable: a culture of high performance, continuous improvement, and genuine care for our people. Our recruiters weren't just hitting numbers—they were building careers and transforming lives.
The Lesson
This experience taught me something fundamental: talent alone isn't enough. You need systems, structure, and a relentless focus on continuous improvement. Great companies don't just hire great people—they build environments where great people can thrive.
That's why I started Hireling. I saw too many companies struggling with the same problems we solved at Austin Fraser—and I knew I could help. Today, I bring that same systematic approach to every client, helping them build high-performing teams that transform their businesses.
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