Jamie Little @AnalyticsJamie

Global Headhunter - Managing Partner - Bateman Fox. Partnering with VCs/PEs & PortCos to land S-Tier talent. Snowboarding 🏂 | Diving 🤿 | Family Man. linkedin.com/in/jamielittle SF | NYC | LDN Joined May 2014

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Jamie Little @AnalyticsJamie

a year ago

8/ Who do you think the candidate will want to work for? Hiring is a race. Move fast. Stay close. Win better talent. 🚀

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Jamie Little @AnalyticsJamie

a year ago

7/ It will pay dividends. Real example: Today at noon, we booked an interview within 2 hours of sending a CV. Meanwhile, a competitor? Still dragging their heels a week later.

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Jamie Little @AnalyticsJamie

a year ago

People complain about recruiters all the time. But sometimes, the people complaining are part of the problem. 🧵

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Jamie Little @AnalyticsJamie

a year ago

Drowning in Resumes. Still can't find good people. Because more candidates ≠ better hires. A broken hiring process + gut feel = disaster. Fix the system first. Then hire.

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Jamie Little @AnalyticsJamie

a year ago

Real businesses aren’t built by chasing volume. They’re built by doing the first job right - and every job after that. #Recruitment #Entrepreneurship #Leadership

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Jamie Little @AnalyticsJamie

a year ago

We found the right person. Placed them. They’re still with that company today. 15 years later. One role. One relationship. It shaped everything we’ve built since.

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Jamie Little @AnalyticsJamie

a year ago

It wasn’t a big celebration. No champagne. No announcements. Just a simple brief from one of my first clients: They needed a T-SQL Database Developer. And I needed to prove Bateman Fox could deliver.

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Jamie Little @AnalyticsJamie

a year ago

Most people probably remember their first placement. I definitely do. 🧵

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Jamie Little @AnalyticsJamie

a year ago

The right move isn’t always the easy one - it’s the one that stays true to your values. That decision shaped everything. And it still drives how we work today. #Entrepreneurship #Recruitment

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Jamie Little @AnalyticsJamie

a year ago

But I’d seen what recruitment had become - a numbers game. People treated like transactions. Promises broken. The industry needed something better.

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Jamie Little @AnalyticsJamie

a year ago

In 2009, I walked away from everything. Big clients. Steady income. Security. All gone - because of a non-compete. I had a young family and no backup plan. But I had one thing that mattered more: belief. 🧵

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Jamie Little @AnalyticsJamie

a year ago

Check out my latest article: How to Build a Scalable Recruitment Strategy for Scale-Ups linkedin.com/pulse/how-buil… via @LinkedIn

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Jamie Little @AnalyticsJamie

a year ago

Founders & Leaders - Scaling your business quickly can leave hiring in disarray. We all want top talent, but too often they slip away due to chaotic processes, lack of clarity, or an undefined culture. It doesn’t have to be that way. In this newsletter, I break down a proven approach for building a scalable recruitment engine that covers: ➡️ Forecasting hiring needs so you’re never caught on the back foot ➡️ Designing a culture that resonates ➡️ Standardising interviews to slash time-to-hire and improve quality ➡️ Balancing specialists (for deep expertise) with generalists (for agility) ➡️ Embracing recruitment tech to simplify the candidate journey We’ve all seen candidates walk away in silence, feel undervalued when processes drag on – or, worse, turn out to be a bad hire. A proper structure not only saves time and costs. It also shows future team members you’re serious about treating them like people. I’m keen to hear your experiences. If you’d like to compare notes, talk strategies, or simply see how a fractional talent acquisition model can help you navigate growth, let's connect.