Analyse your own revenue and business relationships, past, present and future possibilities.
Your billings: in the last year, quarter and month. Provide proof of your earnings and sales that you can show at the interview such as pay statements, P45s, P60s or company league tables.
Your client base: Consider some of the following questions. How many clients you have, what level of contact you speak to in these organisations, how much revenue is generated from each one and what percentage of their total recruitment budget you receive, what is their likely future revenue, where do you have cross-selling opportunities? Did you win these relationships yourself? Are you sure you can work with these clients in the future?
Your candidates: who do you place and where? Which functions and disciplines do you work with, what methodology do you use and at what salary level? Where do your candidates come from and what is the cost of sourcing these (such as a database, resourcers, research, marketing or advertising)? How does your current organisation attract these candidates?
Your approach: Check your current contract of employment for restrictive covenants. Decide how you will build your desk, or division or brand in a new company. How will you fund it and grow it over the first year? What administrative and management support do you need to achieve this? How do you want to be managed?
Finally, what responsibility have you taken for your own training and development to get the skills you need to progress your career?
The self-assessment, exploration of opportunities, goal setting and other activities needed to find the right job. If you know what you are looking for, we can find it for you.