From Zero to €18M ARR

The Beginning: Walking Into Chaos

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 business was under-scaling despite having good people. Revenue was stagnant, turnover was high, and there was no clear path to predictable growth. It was the perfect storm of untapped potential waiting for structure and leadership.

The Challenge: Breaking Old Habits

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: Building the Engine

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. Here's what we built:

1. Transparent KPI Framework

We implemented a crystal-clear performance dashboard tracking calls, meetings, placements, and revenue. Every recruiter knew exactly where they stood and what was expected. This created healthy competition and accountability.

2. The Playbook: From Art to Science

We created a unified recruiting playbook that transformed our people from generalist recruiters into market specialists. This included sourcing scripts, assessment frameworks, and negotiation strategies. New hires now had a proven roadmap instead of guessing.

3. Structured Onboarding & Coaching

We built a 90-day onboarding program with weekly check-ins, milestone tracking, and performance coaching. New recruiters went from 6-9 months ramp-up time to full productivity in just 3-4 months.

4. Data-Driven Decision Making

We integrated technology and data analytics to replace gut-feeling recruiting with informed, strategic decisions. Market intelligence, performance metrics, and candidate pipeline health became our north star.

The Results: €18M ARR and Beyond

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:

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: Systems Create Success

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 this recruitment agency. 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 don't just fill positions, but transform their businesses.