Mantra Marketing Magazine Issue #014

Mantra Marketing Magazine Issue #014

NO EXPERIENCE NECESSARY My route to Entrepreneurship with Phil Reid.

07 THE VIEW FROM MANCHESTER On the rapid rise of Redline. We catch up with Chance to discuss all things Redline

11

Stronger

GREAT PEOPLE KNOW GREAT PEOPLE New ways of recruiting with RedSeven

17 A DECADE AT MANTRA We caught up with Kevin and Nina to find out what they remember of joining and how things have changed in the last ten years

Coming Back

23

#014

CATEGORY OUR CONTRIBUTORS

Our contributors Francis Colam Chief Editor

Fran is Chief Operations Officer for Mantra Marketing working with people and companies to help the business become more efficient and profitable.

Alex Rae

Art Director / Designer Alex is the Managing Director of Bristol based film production company Falcon Productions.

Henry Krempels Editor / Author

Henry Krempels is a writer and playwright. His work has been published by The Observer, The Guardian, Newsweek, VICE, The New York Observer and BBC Radio 4, amongst others.

His theatre work has been performed at numerous venues across the UK

Nic Kane Photographer

Nic is a Bristol-based photographer specialising in the commercial, events and fitness sectors.

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CATEGORY INDEX

In this issue Welcome 004 No Experience Necessary w/ith Phil Reid

007

The View from Manchester: The Rapid Rise of Redline

009

Great People Know Great People with RedSeven

017

A Decade at Mantra with Kevin Nash and Nina Collis

023

From 3 to 23: The Impact of the Online Academy with B23

031

The New Face of Hydrasales: Coming Back Stronger

035

How to Ace an Interview with Niamh Bailie

039

Making Moves: Expansion to Exeter with Vik Verma

043

Books & Podcasts

045

Festivals: Love Saves The Day

047

Festivals: Boardmasters

049

Photo Pool

051

Money Raised Q2

063

Christmas Party

064

Office List

066

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CATEGORY EDITOR'S LET TER

Welcome Back TO ISSUE #014 2021 EDITION

Hello and welcome to the second edition of Mantra Magazine in 2021! We hope you’re all enjoying your new-found freedoms and staying safe and well. This is an exciting moment, and not simply because it’s sunny! We can’t wait to share all our positive news and plans with you.

It’s fair to say it’s been an unconventional 18

we’re really excited to be working with you!

months, and the simple fact that we have emerged out of our houses in-tact and healthy is a great

We caught up with James for the latest update.

achievement. We are a community of friends and colleagues and it’s wonderful that we’ve been able

Since we returned from lockdown in April we’ve

to lean on each other in such a strange period of

done exceptional work in a very short period of

time. It has been a year that has made us stronger,

time. We are now recruiting more new customers

closer and better at our jobs.

for our clients than we’ve ever done before - and not by a small margin either. From a standing start,

This has also been a year that has pushed us to

we’ve increased sales by approximately 25% on our

think outside the box; to come up with new ways

previous best Quarter, which is just fantastic. Both

of working, and to properly examine the work that

the quality and quantity of new customers is better

is already in front of us. So now that we’ve packed

than ever, and there’s more success stories within

up our makeshift desks, got our living-rooms back

this group than ever before as well.

in order, and returned to our offices, this edition of the magazine will be a celebration of all the

Our ‘New Leaders Meeting’ will have almost double

ways we are emerging stronger, smarter and more

the average attendance - that’s 45 new people

energised than ever.

hitting their targets since April. We’re about to open up 5 new marketing companies, so as an

We are highlighting the success stories that have

organisation will have expanded to 13 companies by

come out of challenging times (there are many!)

the end of next Quarter. We’re working with several

and with a period of such incredible growth, we’ll

new charities, and are about to start testing a new

be looking at the ways in which we can keep up with

campaign with a broadband product, which you’ll be

the increasing demands of the jobs markets; the

hearing much more about in the coming months.

dos and don’ts of interview technique and we’ll also

In short, not only have we survived, we’ve thrived.

be taking closer look at the multi-faceted journey of

We’ve emerged out of this difficult moment and

the entrepreneur.

thrown ourselves into an incredible amount of work, for which everyone deserves to be congratulated.

We’ll be examining the ways in which the pandemic

2021 Five countries - fifty cities five years

has changed our working environment - after a year

Yes, this Quarter has been an undeniable success,

of zoom, how can we take what we’ve learned and

however, I do want to warn against complacency.

use it out in the field? How have we kept each other

The real key here is to build on these successes.

motivated? And, kept control and focus on the

We should feel very good about where we are but

things we can? Then, finally, it’s not all about new

it would be a mistake to congratulate ourselves too

growth and new starts, as we chat to two of the

early, because it is the year-end that is important.

company’s longest-serving members, who are both

We have a fantastic platform on which to build, but

celebrating the milestone of 10 years at Mantra.

the work is nowhere near done. We have so much potential in our teams, our job now is to make sure

Before we get going then, we also want to give a special welcome to the newest members of the team: Brodie, Claudia, Kurt, Olivia, Sophie, Molly, Grace and Oliver. We hope you’re all settled in and

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we fulfil it.

CATEGORY EDITOR'S LET TER

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CATEGORY EDITOR'S LET TER

'We’re always looking at how to improve, how other businesses are working, and for the next generation of talent. '

When we spoke to Fran she said..

This has been a strange and unpredictable period of time for our sector. The pandemic has offered everyone challenges but there is a sense that from out of this comes opportunity. Lockdown has given us the chance to examine our priorities, freshen things up and strengthen the core of our business. It has allowed us time to prioritise things that we couldn’t before. Although our offices have been quiet, the work has not remained quiet at all.

Since retuning in April, there has been an incredible sense of positivity. We have been championing fresh perspectives and exploring new ways forward. It is great to see the industriousness, innovation, and boldthinking that has come out of this moment.

We continue to build on our successes and are now looking to expand further in London, Exeter and Liverpool. We have been busy training, building and recruiting, which means that we’ve been able to return in a stronger position than before. Our teams have moved ahead technologically—not least with our recruitment moving online in Bristol—and our offices have been given a new life and a fresh look.

I want to extend a warm welcome to our new team members, who are a hugely motivated group and are already demonstrating a readiness to take their new opportunities.

Above all, we are a group that thrives on being around other people, so it was a joy to share the same space again at the Owners Meeting and raise a glass with familiar faces.

We have sorely missed the personal side to our work, but we can now look forward to getting back to doing what we do best!

This Quarter has been a great success and,

perhaps

surprisingly

given

the

circumstances, we are on course for the biggest year we’ve ever had. The future is bright for the business and its people.

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CATEGORY DEVELOPMENT

NO EXPERIENCE NECESSARY

My Route to Entrepreneurship w/ Phil Reid For many people beginning the search for a job, there is a conundrum that comes up again and again. How do you get experience when no-one will take you on, unless you have experience already?

Whether you just finished university, you’re

Not only had he found an outlet for his

returning from travelling or you’re changing

ambition, but the organisation was also

career entirely, this can be a difficult and

going to provide him with free coaching

daunting challenge to overcome. And it can

and training as well. Something that no-

sometimes keep extremely capable people

one else would. This meant that he didn’t

out of the workforce for a long time.

need to decide on a long-term future or a particular career path, because after joining

“I went to Manchester University having

the organisation, he would have up-skilled

travelled for a year in Australia,” explains

himself to the point where other jobs would

Phil. "I came out of university not having a

then become attainable.

clue what I wanted to do. I didn’t know what industry I wanted to go into and I think a lot

"One of the great things about our industry

of people are like that.”

is that everyone starts in the same place and therefore anyone that is in a “higher

Phil is now an established force in direct-

position” or “doing better” than you has

sales, with a huge amount of experience

come through the exact challenges that

and expertise to his name. He is the owner

you’re

of The Promotions Company which, by the

through trial and error, I was able to learn

end of next Quarter, will have expanded into

through other people’s experiences. You

five locations in just 24 months. As he tells

can use the business a bit like a library at

it, though, it wasn’t always like that.

university. You just need to pick up the right

facing.

So

rather

than

learning

books and talk to the right people and you “I did some bar work for a couple of years,

will have all the knowledge that you need.

because that was all I could find. I didn’t

Maybe I didn’t do that enough when I first

have any experience in anything else and

started, I tried to do too much on my own.”

no companies would take me on because I didn’t have anything on my CV outside

After a couple of months of being in the

of hospitality. Then I got to the position

company, Phil began to train and coach

where I wanted to grow and progress in

people himself. He started off training one

that industry. When the manager of the

person. As his confidence and skills grew,

bar left, I applied for his position but they

so did the number of people in his team.

turned round and said “you can’t do the

After 18 months he had 25 people that he

job because you don’t have managerial

was responsible for training and managing.

experience.” I was like, well, how do I get experience then, if I haven’t got any?”

“I’m quite an enthusiastic, positive person, and I found out quite quickly that a lot of

This lack of progression led Phil to search out

this job was about your enthusiasm and

a new career path but he consistently came

your energy . So I did quite well to start

up against the same problem - experience:

with. I was excited by the atmosphere,

“In the end, I sort of got disillusioned with my

and the coaching was pushing me to learn

opportunities to progress in life. So I started

new things about myself. It was giving

in direct sales because I finally found a job

me experience that other companies just

that said 'no experience necessary’.”

weren’t prepared to give me.”

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'The reason I came back was that although I had this really good job there was a limit to my growth in this employed position. I didn’t feel like I could progress and I didn’t feel like I had control of my future'

Less than two years after first joining, he

otherwise wouldn’t have had. And the second

moved to London and opened his own

type of person who is more interested in a

business there. His numbers were great and

career. Because, ultimately, if I go back to

he added three more branches before he got

the ten year goal, those 50 locations will be

headhunted to become the National Sales

made up of people who join at the entry level

Director for a Google programme. So he

and work their way through in the same way

moved away from the direct-selling industry

I did when I first started.”

for three years, but in 2019 he realised that he missed it.

"A lot of people that we take on don’t have a huge amount of experience and the options

"The reason I came back was that although

end up being either hospitality or retail. Here

I had this really good job there was a limit to

they get free coaching, a great atmosphere

my growth in this employed position. I didn’t

and working environment, with an office that

feel like I could progress and I didn’t feel like

is full of like-minded fun people. And they

I had control of my future. I really wanted

get to be in control of their future and how

that back. I also missed the environment

quickly they progress in the company. In the

and the people. I missed the energy and the

direct-sales industry there is no limit to how

positivity.”

big your organisation can be.”

On 1st April 2019, Phil left Google and returned to the company. Things moved quickly again and he opened up an office in Bristol, then two branches in Canary Wharf, and a fourth branch in North Devon. All of this in the 24 months since returning, and with a global pandemic in the middle.

“We’re opening our fifth location down in Exeter in about six weeks. I’d like to see if by the end of the year we can get to seven or eight, with the goal being 15 locations by

'We’re opening our fifth location down in Exeter in about six weeks. I’d like to

the end of next year. In the long term, over

see if by the end of the year we can

the next ten years, the goal is to open 50

get to seven or eight, with the goal

locations with 1000 people and a turnover of 50 million pounds.”

So you must be looking for many new recruits, with all this expansion?

“Yes, we’re looking for two types of people: some who want to come in for a six to twelve month skill-injection to help their careers and give them experience in coaching that they 009

being 15 locations by the end of next year.'

A lot of people that we take on don’t have a huge amount of experience and the options end up being either hospitality or retail. Here they get free coaching, a great atmosphere and working environment, with an office that is full of like-minded fun people. And they get to be in control of their future and how quickly they progress in the company. In the direct-sales industry there is no limit to how big your organisation can be.

CATEGORY GROW TH / EXPANSION

The View From

Manchester On the Rapid Rise of Redline

I

f you stand in the Redline

for the company.

office in Ancoats, the first thing your eye is drawn to

“We actually needed new offices in order to

is a large graffiti bee on

continue to work”, Niamh explains. “We’d reached

the wall. “It’s the symbol of

the point where we had all these people wanting to

Manchester”, explains Office

come on board with us but we physically couldn’t fit

and

them in the building.”

Recruitment

Manager,

Niamh, “It’s the worker bee.” been

They moved to the ‘up-and-coming’ area of Ancoats

refurbished over lockdown, with an artist specifically

The

office

has

in October 2019 and "by the end of November we

bought in to create the symbol. The aim of the

had over 40 people in the office. We were doing

refurb was to provide a relaxed atmosphere that

over 300 sales a week, 40 to 50 sales a day, and

was still conducive to work, but also one that was

we just built up this incredible momentum really

supportive to the general well-being of the close-

quickly.”

knit team.

“Then”, Niamh says, “lockdown hit.”

“I have a great relationship with the guys”, says

Not taking the global pandemic lying down, Redline

Chance Cowie. “We’ve spent a lot of quality time

moved everything online and focussed their day-

together both in and out the office. We’re really

to-day work on the up-skilling of the core members

following all the systems that we keep here and that

they’d recruited over the previous months. In the

includes treating it as a whole team. I think it’s so

meantime, they temporarily paused their work in

important to build those personal relationships up.

the events sector—which had been all but shut

You know, from my perspective it’s about actually

down anyway—and instead focused on residential

wanting them to succeed and doing everything in

work.

SHINE YOU DIAMOND

my power to get everyone where they need to be.”

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“We had built up so much momentum and we’d been Redline opened their office in Manchester in

so successful so quickly, that we weren’t worried,

October of 2018. Chance moved with five leaders

because we knew it would be the same afterwards.

to a small spot in Didsbury. The business took off

Doing residential was a moment where we were

quickly and, a couple of months later, the team

able to learn new things, new ways of working, and

had surpassed the size of 20 until the point where

we did learn a lot. But events is our strong point

RedLine had outgrown the Didsbury office and

- that’s where we’re the real market experts.”, she

Chance and Niamh began to search for a new home

says.

“We’ve spent a lot of quality time together both in and out the office.

We’re really following all the systems that we keep here and that includes treating it as a whole team. I think it’s so important to build those personal relationships up.

- CHANCE COWIE -

“When that was laid out for me— how you can get from starting in the industry to becoming a business owner—I realised what was possible.

013

014

CATEGORY GROW TH / EXPANSION

'We had built up so much momentum and we’d been so successful so quickly, that we weren’t worried, because we knew it would be the same afterwards.'

After re-opening in April, in their newly renovated

office,

the

work

picked

up

immediately. “In only a matter of weeks, we were doing 200 sales a week. And we didn’t have the forty people that we had before, either, we were sitting in and around the 25 mark.”

They also noticed that a few of the team members had really taken on board the training they’d been given over the numerous lockdown periods. Crew Leader, Mike Harrison, who will have been with Redline for two years this summer, is a good example of the rapidity that seems to come naturally to the Ancoats office.

“Before I started in the industry”, Mike says, “I would job-hop a lot. I would work really hard for a couple of months just as a way of saving to travel. I’d usually quit the job, go travel, come back, get a new job somewhere else.

I used to hate most of my jobs to be honest, whether it was retail, hospitality, or wherever, it was all just a way to get money to travel.”

Immediately before joining Redline, Mike was holding down three jobs. He was working as a personal trainer, in a retail store, and as a bar supervisor. “I would work 18 hour shifts across those three jobs and at the end of it I was on very little money. I was looking to cash up for a trip to South Korea, when I found this job by pure luck really. I saw that is was commission based and I had the idea that if I was already working this hard for minimum wage, then surely if I could work the same amount but for myself then I could make more money. When I started, I saw very quickly that was the case."

“I hit the ground running. I was doing well over 30 sales in my first three weeks in the industry. I was making a hell of a lot more money than I was in the other three jobs that I was working previously.”

After a meeting with one of the leaders about how building a team can get you to ownership, Mike began thinking he might stay. “When that was laid out for me—how you can get from starting in the industry to becoming a business owner—I realised what was possible. After three months, I’d built a team very quickly and I realised that this was something that I had got a bit of a knack for.

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'When that was laid out for me—how you can get from starting in the industry to becoming a business owner—I realised what was possible.'

So I put all of my travel plans on hold and decided to give this a proper go. I wanted to see where it might take me.”

He had only been in the industry for six months when we went into the first lockdown.

It was the first time in his life he didn’t have anything to channel his energy into, which turned out to be blessing. “It allowed me to take a step back and assess things: what I’d done right, what I done wrong, how I’d got to where I’d got and what my goals were. After doing that, it hit me that we can use this time to massively up-skill not just myself but my team, so when we do come back we’re better than ever.”

By the time we re-emerged in April, Mike knew exactly what he wanted, exactly what his goals were and exactly how he was going to get there. “And what I planned to happen, happened. I set a blistering pace in the field, better than I’d ever done before, not just on the sales board but in the recruitment too.

I went from having one person on my team going into lockdown to 16 now. We set a new team PB of 65 last week and we’re looking at doing over a hundred this week. I got promoted to Assisant Ownership 2 weeks ago, andv I’ve got my eye on setting up in Liverpool. We’ve just got so much momentum at the moment, and I’m really looking forward to the future."

This is a sentiment both Chance and Niamh agree with. “We have come back even bigger.

It’s an opportunity to make up the time that we’ve lost in lockdown.”, they tell me. “We’ve got over thirty people now and they’re doing 200 to 250 sales a week. The plan is that by the start of July we’ll be doing three or four hundred sales a week and we’ll have the team doing sixty to seventy sales a day. We want to open up at least three offices by the end of this year and at least 5 or 6 offices by the end of next year. We want to give as much opportunity to as many people as possible. The office is full of fantastic, hardworking people so we definitely trust that to happen.”

CATEGORY STR ATEGY

GREAT PEOPLE KNOW Great People New Ways of Recruiting at Red Seven A good deal of time and attention is dedicated to recruitment. The success of any business is largely reliant on the people who make up its team, so, for many business owners, it’s not just about finding people who can fill the roles but finding the right people that’s key.

W

e spend a sig-

side him, they are welcoming Olivia Harridence who

nificant amount

joins as the Recruitment Administrator. Olivia stud-

of

on

ied Sociology at Nottingham Trent, after which she

with

moved into Agency Recruitment at Adecco, before

money

engaging

recruitment

linking up with the team in Cheltenham.

companies,” explains

Rob

In response to this period of intense growth,

Cotterell

at

RedSeven have put together an innovative new

RedSeven, “be-

scheme which Rob hopes will be both advanta-

cause it’s such an important part of the business.

geous to the business, as well as directly beneficial

So we wondered whether there was an opportunity

to the team members themselves. He saw two dif-

not just to pay a company, but actually invest in our

ferent opportunities: the first was tapping into the

team as well.”

portion of the workforce who have been furloughed or lost their jobs during lockdown, and who might

Since lockdown, RedSeven have been moving

be looking for a fresh start. He also imagined that

quickly. They have partnered with a number of pres-

the current team at RedSeven might know some of

tigious new clients including Guide Dogs for the

these people personally.

RECRUITMENT 2021

Blind and Blood Cancer UK. As always, an increase

017

in new business means a necessity to grow the

“Post-lockdown, we needed to grow the team be-

team. First of all, this led to the appointment of two

cause of this increase in client demand”, Rob ex-

new Recruiters who will take on the responsibility

plains to me. “We were taking on new clients, and

of leading the company forward and keeping pace

we knew we needed to recruit more Brand

with the rapid growth. Brodie Chapman-Rigney is

Ambassadors, but we also wanted to incentivise

welcomed on board as a Recruitment Coordinator

our current team to refer them. Our thought pro-

for the Swindon office. He joined after working for

cess was ‘great people know great people’ and

a company specialising in Grottos, where he was

that’s kind of become the motto in our office for this

responsible for organising the recruitment and run-

initiative.”

ning of various Grottos throughout the UK. He also worked as the in-house magician for Harrods. Along-

So what is the initiative exactly?

“We spend a significant amount of money on engaging with recruitment companies, so we wondered whether there was an opportunity not just to pay a company, but actually invest in our team as well.”

"Great People KNOW Great People"

019

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CATEGORY STR ATEGY

“We decided that if one of our current team

The scheme was only launched a couple of

members referred someone to the business,

months ago and there are already a number

like a friend, for example, and that person

of success stories. Maybe the best example

went on to get a promotion to what we call

of this is Ariel, who was recruited as a Brand

an Advancement to Leadership, we would

Ambassador during Lockdown. In her previ-

incentivise the Brand Ambassador who re-

ous job, Ariel was the Assistant Manager

ferred that person with £500 cash. We’ve got

of a restaurant but when the pandemic hit

a great team, so we knew that they would

and the restaurant closed she was put on

refer some great people.”

furlough. When she joined the company, her intention was to return to the restaurant but

The fact that the team members can refer

because of the progression opportunities at

people that they know brings a lot of benefits

RedSeven and the money she was able to

with it. Not only can they vouch for them as

make, she has decided to stay.

high-quality additions to the team, because they already have a relationship with them,

“Coming from a hospitality background, she

but it also means that the person who is re-

is incredibly hard-working, extremely enthu-

ferred into the business has the opportunity

siastic and highly motivated. One of our core

for a smooth start.

values as a company is self-motivation and she is the epitome of that. She has great

“It’s a little less nerve-wracking for them. You

drive and she’s really ambitious. That’s defi-

can see that the people who have been re-

nitely one of the reasons why she’s been so

ferred have settled into the team really quick-

successful so far.”

ly because they maybe know more about the business already through that friend of

Beginning in the Home Efficiency campaign,

theirs. And we’re very much a kind of a family

Ariel went on to work in various charity

here. The guys are very sociable, they go out

campaigns, which culminated in her winning

for dinner after work or for drinks at the week-

the company’s Brand Ambassador of the

end, and when you refer a friend it makes the

Month Award for April. She hit her targets and

team even closer. I guess it makes work not

got her promotion to Leadership, where she

feel so much like work. And, you know what,

became involved in coaching and mentoring

£500 is a considerable amount of money for

other people.

not an awful lot of effort!”

It was around this time that she also made use of the new incentive scheme and referred her friend Trevor, who previously worked as a Logistics Manager at Marks and Spencer before also being furloughed.

“I’d been talking to him about the job for a while” Areil tells me, “so he knew a lot before he’d even started. We’re both big chatters anyway, so I knew he’d be good at it.”

When Trevor came on board, he slotted in well because he had a solid understanding of the business. His expertise wasn’t in direct sales but the skills he had learned were transferable and, under the guidance of Ariel, his progression was quick.

“He’s on my team and it’s so much easier to train somebody who knows something about the business already because you don’t have to worry about managing their expectations in the field. A lot of the first week is getting to know someone and trying to understand how

021

CATEGORY STR ATEGY

When Trevor came on board, he slotted in well because he had a solid understanding of the business. His expertise wasn’t in direct sales but the skills he had learned were transferable and, under the guidance of Ariel, his progression was quick.

you can best help them be the great sales person they can be. So, with someone you know, you’re already at least a week ahead of that. It’s all just a lot easier - you already know what motivates them, and, from their perspective, they are happy to buy into what you’re doing because they trust you.”

Were there any concerns about referring him?

“No, I had no doubt he would be good at it and I was proved right, because he’s even doing better than me now! In his second week with us he made over a £1000 in commission and won the Brand Ambassador of the Month Award for May.” Would you refer someone again?

“Definitely! I’m already keeping my eye out for more people to refer. And for anyone else thinking about doing it, there’s so much that’s already there. The relationship is built, the coaching is easier because you’ve got the base knowledge before you even get them in the field and there’s a good chance they’ll settle in quicker because they already know what to expect. And the £500 isn’t bad either! I bought a whole new wardrobe. I went and got a load of suit jackets from Marks and Spencers, so I was buzzing.”

“We decided that if one of our current team members referred someone to the business, like a friend, for example, and that person went on to get a promotion to what we call an Advancement to Leadership, we would incentivise the Brand Ambassador who referred that person with £500 cash. We’ve got a great team, so we knew that they would refer some great people.”

- ROB -

022

A DECADE

at Mantra WITH KEVIN NASH AND NINA COLLIS

CATEGORY GROW TH

I was out in the field with Nina on her very first day in the company. She was an impeccable brand ambassador; textbook. If this was a school she would be a prefect, because you could always rely on her.

- James Buckley -

If you’re anything like me, you might occasionally struggle to remember what you did last week. (Maybe, sometimes, you might also forget what you did this morning.) If that’s the case there’s a high chance you don’t remember what life was like in 2011, either. Well, let me give you a quick rundown: The King’s Speech won Best Film at the OSCARs, Will and Kate got married at Westminster Abbey that summer and David Cameron was quietly enjoying his second year as British PM. Yes, I know, a lot’s happened since then.

2011 was also the year Kevin and Nina joined the organisation and, in June and July respectively, they both celebrated a decade at the company. Although their arrivals were only separated by a single month, they both came through the door at very different points in their lives and followed very different paths along the way. What they do have in common is that they’ve both enjoyed a huge deal of success during their time here.

I caught up with Kevin and Nina to find out what they remember of joining, how things have changed in the last ten years and what they think has kept them in the job for so long.

Hi both. First of all, congratulations on your ten years!

Nina: Thank you. It makes me feel so old saying that out loud. The other day, I told a someone that I’d been in the industry ten years, and she said, “Oh, you don’t look like it”. So I said, “Thanks, you can stay.”

Kevin: Yeah, it’s sort of scary isn’t it. It was ten years on 1st June. I remember the date because it was my nephew’s 5th birthday and he’s just turned 15!

So what was is that brought you to the company in the first place?

Nina: I actually wanted to be an actress, I loved showing off in front of people. But when I left school my mum told me, quite bluntly, that it wasn’t going to happen. She crushed my dreams quite early! But, seriously, I think she actually did me a favour. I loved science and watching CSI so when I left school I went

025

Kevin and Nina are both great people, who also happen to be great at the - James Buckley -

business.

and did a science degree. I had a great time, studied hard and got a first class degree at the end of it, but in my fourth year we spent six months in a lab and I really didn’t enjoy that. I thrive off human interaction and the people that are in labs are normally very studious, focussed people. I just wanted to make people laugh. So when I left I felt a bit lost and decided to go travelling. I wanted to go to South America, so I tried to think of the quickest way to make enough money to get there, and sales seemed a good idea. I applied to a few different jobs and I had two interviews, one for here and one for another marketing agency. They both offered me a role but I opted for here because I was really looked after in the recruitment process.

I was made to feel very special and I didn’t feel like just another number. They also really spoke about the opportunities to advance and about their goals as a company. It was clear that they were going somewhere and I’m an ambitious person so I chose here and, yeah, I never left.

Kevin: I joined as part of the sales team through

an

online

advert

like

all

our

candidates do. I didn’t know what I was applying for to be honest, I had no real idea what the role was. I was between jobs. I had just finished working for an Interior Design company for 16 years, so I was at a bit of a crossroads. When I applied, I thought it would be a temporary thing for the summer and that I’d find something a bit more permanent.

So I came like a lamb to the slaughter, not knowing much of what any of it was about.

But what has really stuck in my mind, ten years later, is the conversation with one of the recruiters at the time, a woman called Gosia. She was so friendly and so helpful on the phone and the emails had such a nice tone to them that it made me come in for the appointment. I don’t know if I would have come in if it wasn’t for her.

'With business, there’s often just one chance

to

convey

the

appropriate

message and bring people on board.

There’s not a second chance to explain.

It’s so important to get the tone right.'

‘I studied hard and got a first class degree’ but in my fourth year we spent six months in a lab and I really didn’t enjoy that. I thrive off human interaction and the people that are in labs are normally very studious, focussed people. I just wanted to make people laugh ‘

027

CATEGORY GROW TH

What an absolute pleasure it has been to work with Kev for ten years. He’s one of a kind. He’s incredibly loyal and hardworking.

It’s been amazing to see him develop over this time and I just hope he’s here for another ten.

- Fran Colam -

What was it like starting out?

I got to do to get on this trip then?” He said, “You’ve got to get 40”. My personal best at

Nina: I picked up sales quite quickly and

the time was 25 and not for a moment did

started to learn to develop a team. I did sales

I think I could do it. So on the Wednesday I

and team leadership for the first three and a

did seven again and the Thursday I did seven

half years and then I was moving to Swindon

as well. So I was on 28 going into the Friday

and Rob at RedSeven had an open position.

and, who knows why, but it just felt like the

So he sat me down and asked if I thought

easiest day of sales I had ever done. Within

we could work together. So I’ve worked with

three hours I was on six and I just carried on.

RedSeven for seven of those ten years,

I got to 11 of the 12 I needed and we had 10

which seems quite fitting. (I only say that to

minutes left before we had to cut off for the

make sure Robs gets me a gift in July!) When I

day. There was one house left in this village

joined, the team was 15 in total, including Rob,

and, after they said yes, I came outside and

and now we have four offices in Swindon,

just threw all my papers up in the air.

Cheltenham and Manchester. Sometimes it’s easy to take that for granted but actually, to

Kevin: The travel has been the one thing

grow that much over that period of time, it’s

for me. I’ve been to Sri Lanka, I’ve been

a huge success.

skiing a couple of times, I’ve been to Spain.

I’ve had the opportunity to really travel with

Kevin: I was pretty new to sales and it was a

the business and that’s so important to me.

really steep learning curve for me. I remember

It means that I haven’t been stuck inside

we had to shadow one of the leaders for a

four walls for ten years but I’ve got out and

couple of hours back then and on my first

seen the world and worked with the other

day I arrived late, so when I got into the office

offices as well. What I also love about the

there was only one person there, Roddy.

recruitment side is you never know when

He took me out in Bristol and I had no idea

that next superstar is going to come through

where we were going or why I was following

your door. It keeps it fresh and interesting all

him—we even got on the wrong bus I think—

the time, you’re always looking for that next

so it was all just a bit of a disaster from my

person who has got that certain something.

point of view. But Roddy was just about to

And when that happens it’s a really good

open his own office and he was so excited

feeling.

and motivated about the opportunity in front of him and I found that really infectious. He

What do you put your longevity in this

was talking about his logo, about setting up

business down to?

his website. He was so passionate that it was impossible not to be inspired. It was really the

Nina: I have had a lot of support from

friendliness, enthusiasm and how lively the

people over the years and I don’t think

team was that impressed me. So I stayed in

it’s a case of always figuring things out by

sales for another two years, because I was

yourself in this job. Fran has been a huge

stubborn and I wasn’t going to let it beat me,

support, particularly with my transition into

and then the position in Bristol came up and

Recruitment and Office Management, she’s

I suppose Fran headhunted me for that role,

always been there for me and helped me

really.

when I’ve probably wanted to give up. And she’s also helped my celebrate my successes

Are there any particular moments in the

too. Rob, as well, in moments when I lost

last decade that stand out to you?

my confidence or my performances dipped slightly and he went out his way to help me.

Nina: The one that comes straight to mind is

I learned a lot from him sales-wise and he

the time I did a personal best in sales. I was

pushes me hard - which I sometimes moan

on a week-long road-trip with a satellite team

about! And there’s the recruiters all over the

and did seven sales in the first day, which

country that I’ve called on when I’ve been

was probably three times the average. On

looking for inspiration. Kev, too. He’s been

the second day I did seven again. And on

there for me and I’ve been there for him

the third day I had a call with James Buckley.

at various points. So I’m very grateful to all

James is very good at using performance to

those people.

drive people and he had this trip to Australia that I was desperate to go on. So he asked me how it was going and I said “What have

028

CATEGORY GROW TH

Kevin: I think two things: first, embracing change. The business is totally different to how it was ten years ago. The clients we work with, the way we run the business, and the people we recruit are different. I think the generation we recruit today have a different mindset to the people we used to recruit. I think people want more flexibility now. Our key recruitment age-group is 18-23, and

'Nina has been an absolutely

they want a lot more freedom. They want

invaluable member of our team. She

that opportunity to make their own choices

has impeccable standards, she does everything meticulously and has an incredible work ethic. She’s also one of the funniest people you will ever meet and brings a great sense of fun and

and we have to reflect that in the the way we work. I think that was a difficult thing to accept to begin with. People come in and leave so you just have to enjoy the ride. You have to accept that change is good and a part of this business.

humour to the office. Our team simply

And then secondly, I think it’s the people you

wouldn’t be the same without her.'

meet through the journey. I’ve made some

- FRAN COLAM -

great friends through working here, whether they are still in the business now or they’ve moved on to do other things, I’ve made some friends for life. And there’s still a core of people who have been with me all through this: Fran, Roddy, James, Rob and Nina. If you look at those people, they’re all very different, but I think what they have in common is that they all thrive off being around people. It’s a business that attracts people people!

How do you think you’ve changed since joining ten years ago?

Nina: I don’t know if this is because of age, but I care far more about my own opinion of myself compared to others’ now. Maybe it’s maturity, but when I was new I was very impressionable. And I wasn’t focused on my own lane. Sometimes that’s very motivating, like my rivalry with Jack who always seemed to do a little bit better than me. I think that helped me push myself, but there were other situations where, if he was doing something quicker than me, I would start to think I couldn’t do it. I doubted myself but now I can have a much more logical approach to learning new skills or whatever it is. In sport or in business or in life, we don’t all follow the same path, and I know that I just have to focus on my own game. My mentality has really been fine-tuned since being here.

Kevin: Oh, I think I’m a totally different person. The confidence this job has given me; the communication skills; the ability to stand up and deliver a presentation. You know, ten years ago that would have filled me with horror but now it’s something that I love to do. It’s just given me that confidence and I feel like this is the sort of business that everyone should experience. It’s such a sociable, people-oriented business that can take you out your comfort zone and I think that can bring out some really positive traits in a person.

029

CATEGORY GROW TH

'Kevin and Nina are both great people, team players who also happen to be great at the business.'

- JAMES BUCKLEY -

030

FROM THREE TO TWENTY-THREE T he Impact of B23's Online Academy

F

or B23 in Glasgow, the announcement

have been a terrible time to have the office closed, but I think

of a Boxing Day lockdown meant that

Roddy and I very much approached it with the attitude of

Scotland would be joining England

“Well, look at all of the things we can still do” so we treated it

in restricted working and, unlike in

as business as usual. And although we couldn’t go out and

previous months, their office would

do the sales, that’s not my end of the business anyway. From

also need to be closed. Over the

my perspective, it was about focussing on getting the right

course of ten days in mid-December,

people in and looking after them.”

Roddy Barker, and his reduced team of three, including Office Manager Kurt

I caught up with Roddy and asked him about the process

Wilson, put together a detailed plan for a twelve-week ‘Online

of putting together his online academy, as well as the

Coaching Academy’. The focus would be on development

unexpected benefits of setting sales to one side in favour of

and recruitment, with the sales portion of the business being

team development.

put on hold for the immediate future.

You had a busy twelve weeks then Roddy?

“Our whole office was littered with rolls of paper”, Roddy says.

“We did a deep dive into recruitment, retention, coaching,

Well, four months in the end! But yes, we took the stance

sales, where we were on the path leading up to lockdown,

that we might not be able to go out and actively do the sales

what we wanted to achieve throughout it and then the goal

but we would do everything in our power to make sure that

for re-entering the sales field. We’re still riding the wave of

when we emerged, we’d come out the other side with a team

that work at the moment.”

that is stronger, more knowledgable and entirely capable of being the number one team in Scotland.

The success speaks for itself, with B23 having done more sales, hit more personal bests and had more promotions to

What gave you the idea of the Coaching Academy?

leadership in the most recent four weeks than they did in the entirety of the final three months of 2020. They have

When it comes to sales-coaching, it’s very much based on

undoubtedly come out of lockdown in a stronger position

systems. So by applying the systems and following the

and the clearest demonstration of that is going from three

process the outcome is the sales. What we did was take

core members in December, to an office of twenty-three by

our systems and coaching process and put it into an online

May.

platform. We knew we couldn't be in the same room to show people what to do, so the first thing was for us to learn how

“For Roddy, things changed quite dramatically,” Kurt tells me,

to transfer these skills through Zoom. If we did that well, we

“because he could no longer do what he does best. But for

knew that when we reintroduced people into the sales field,

me nothing changed. I was still able to do my part - recruit. I

all they had to do was apply the systems they were taught

think that was the key thing for us. For some people it might

031

'Since coming back, over the last few weeks, Will McCreedy has highrolled the organisation, Calum Sharp has high-rolled it as well, and in the fourth week back the top three sellers in the organisation were all B23.

From a coaching perspective, we’ve got four of our new leadership team all coaching, training, developing people, which isn’t including those that were doing it before.’

CATEGORY TR AINING

How was the process of putting it all online?

rolled the organisation, Calum Sharp has high-rolled it as well, and in the fourth week back the top three sellers in the organisation were all

I’d love to tell you it was really easy but as you can imagine it took a

B23. From a coaching perspective, we’ve got four of our new leadership

lot of work! It wasn’t just a case of putting together slides, because

team all coaching, training, developing people, which isn’t including

certain aspects couldn’t transfer in the same way without it being in

those that were doing it before.

person. You know, showing someone how to make a sandwich and then telling them how to make a sandwich are completely different

So its been a worthwhile investment in the team then?

things. So we had to really break it down. I was running at least three or four zoom calls a day, then, after six weeks, we were able to get our

Yes, the real success of this time is that all of our focus went into

new leaders to actively start coaching the people we had recruited

development. We weren’t trying to do anything else, because we

through lockdown. To get there, we had to really boil it down to its

couldn’t, and now we are seeing the fruits of that. You know, our

critical information—to its best communicated version—and in fact that

leadership team has really stepped up too. Kurt Wilson, the office

then sped the process up.

manager, had only been working with us actively for two and a half months before lockdown and it’s been so impressive to see his

Now you’re back in the office, what has happened to your

attention to detail, his passion and dedication to make this a success.

online academy?

On top of that, when we were doing team nights he was actively on the call every Thursday, helping to run the quiz. It was the small details like

We’re still able to do online recruitment thanks to Kurt. Kurt’s work ethic

that which I think made the big difference.

and focus with regards to recruitment was one of the key driving forces of us being able to push on. And through that we were able to take all

After all these changes to approach over the last few months,

the coaching and put it into a booklet. So if anyone needs any support

what is it you’ll take with you into the future?

or help, when people are coaching in the office or on the sales field, they have this booklet to refer to as well. It’s been such a useful tool.

The focus on the personal; the one-to-one. Whether its team nights or individual conversations, I think just having that connection with

And what’s been the impact of that on the performance of the

the team has made a massive difference. We’ve got a relatively young

team?

team who have spent a long time in isolation but they are the core of our business, and we want to make that investment in them.

Since coming back, over the last few weeks, Will McCreedy has high-

034

CATEGORY DEVELOPMENT

The New Face of Hydrasales

On Coming Back Stronger ‘We’re in a great situation right now. I think lockdown forced us to build stronger relationships within the company. We are a relationship business and we needed to value them both differently and better.’

S

ometimes we’re present-

I caught up with Floyd, who explained to me

ed with a fresh start and

the concept behind his rebranding, and how

sometimes we make that

strengthening his team has allowed him to

choice

grow the company well-beyond where it was

ourselves.

For

Floyd Marriot at Hydrasa-

before the pandemic last year.

les the pandemic offered a mix of both. He saw it

as an opportunity to really dig down on the

How have things been since returning from lockdown?

core of his company, bring his team closer together and focus everyone on a communal

We’re in a great situation right now. I think

goal. Out of this came a whole new sense of

lockdown forced us to build stronger relation-

meaning and some real success stories.

ships within the company. We are a relationship business and we needed to value them both differently and better. It has also forced us to be more strategic in our thinking about the coaching and development of the key stakeholders in our business. We created bubbles within the company and kept connected to each other within those bubbles.

That’s something we intentionally put time and effort into building and planning and maintaining, so that people would not feel as isolated.

How did the growth happen from there?

After the third-lockdown we layered the business. I looked at different people at different positions within the company, and I brought the senior core group together. At the time we had about 22 people in the office and we identified ten key individuals who would make up our core team. Then, through that, we communicated exactly how we would stay connected and how we would learn and grow and develop in this period. We figured that whenever we re-emerged, we would have a strong base which we could build on quite easily. And it worked. We started training again on 12th April and we are back up now to 27 people.

What about your office space?

We’re physically expanding the office as well because of how rapidly we’re growing. So we’re more than doubling the physical space we are operating out of to keep up with what we’re trying to achieve. Also, we operate in Canary Wharf which is a great location in the best city on the planet, where you have all the big city banks and international invest-

035

CATEGORY DEVELOPMENT

'The days of posting an ad in the newspaper are long gone and social media is expanding our network to an extraordinary degree.'

ment bankers. We felt that it was necessary— if we are to compete in this environment—to have a greater sense of our corporate image,

'We are all part of a team, but I cannot motivate people with my goal. It needs to be more personal for them.'

in keeping with our ambition to attract the best talent.

So you are developing the image of the company too?

Yes, I want it to reflect our shared vision to grow and expand, with the principle of getting the right people on board. I think the pandemic showed me how committed the team is and now we have become a stronger set of individuals because of it. So, as a group, we rebranded the company to Hydrasales. Do you know what a Hydra is?

You’ll have to tell me.

It is a deep sea worm. Most people are familiar with the Greek mythological monster, Hydra, who, when you cut off one of the heads, it grows back three more. But that is actually based on a real animal; a deep sea worm similar to a starfish or an octopus. So the concept that we came up with together was that Hydra was a symbol of our intention to expand aggressively with each individual becoming their own organism capable of growing and expanding according to whatever potential they have.

And what’s the response been to your rebranding so far?

It has been amazing. I think it has genuinely benefitted our expansion plans. The team has really got behind it because they played a part in choosing how we rebrand. We fash-

'We’re physically expanding the office as well because of how rapidly we’re

ioned this vision together, so people truly

growing. So we’re more than doubling the physical space we are operating out

feel invested in upholding the standards of

of to keep up with what we’re trying to achieve.'

the company and keeping pace with that identity. We believe it has created a much more attractive business.

So it sounds like the pandemic has, by necessity, meant you’ve contracted to a core, you’ve made that core much stronger and that’s allowed you an opportunity to grow that maybe couldn’t have happened without that?

036

CATEGORY DEVELOPMENT

'I have really strong goals. It’s a really challenging path but if you have strong goals it becomes the easiest game in the town.'

I strongly believe so. It has forced us to

people, my business will grow quicker and

transform what we do and how we do it, both

faster. So that’s what I did. When we went

physically with what the company looks like

back into the field, we managed to double the

but also digitally. We have re-engineered

size of the team in a couple of weeks. And we

our recruitment process to make it available

had a lot of promotions because people were

online. The pandemic slowed things down

so ready and excited and they knew exactly

but, instead of just sitting back, we invested

what they were doing. So within the second

heavily and intentionally on up-skilling those

week, I hit my Assistant Owner criteria and

members of the team who remained. We

then in the third week I got promoted.

learned a lot this last year, and now we feel like we are all carrying the banner together.

How did you motivate people during this time?

How

do

you

see

the

future

for

Hydrasales?

We are all part of a team, but I cannot motivate people with my goal. It needs to be

I think our situation is amazing right now.

more personal for them. It can be as small as

We will expand very aggressively over the

going on holiday with a boyfriend or as big

next quarter, and then over the next twelve

as buying a house, but they need to find

to eighteen months we will totally smash

their own thing. Everyone is different but we

the sides of the company with what we are

are all part of each other’s goals. If they are

achieving. By August we should have three

hitting their goals, I’m hitting mine too.

offices in full operation. Going forward, we’re then looking to expand into America next

How did you motivate people during this

year and we will also be looking to branch

time?

into event sales as well. And since coming back, we’ve had Asma hit all of her criteria

I have really strong goals. It’s a really

and she is now in the process of opening

challenging path but if you have strong

her own office. She has been such a positive

goals it becomes the easiest game in the

part of this reemergence. She has been a

town. I am not from this country. I came to

true inspiration to everyone at the company

this country from Algeria and I just wanted

because she is someone making true on the

to study my masters in Architecture and go

story we tell and the opportunity we talk

back home to work with my family. In Algeria,

about.

there is a culture where the family are so important that it can control your life, so I

After the first lockdown, Asma, returned to

didn’t want that to happen. I wanted to take

the office with one person on her team, and

control of my own life but I also wanted to

got to work rebuilding a crew. By the fourth

change my family’s life at the same time. My

quarter, she had been promoted to Crew

goal is to retire my parents. My Dad is quite

Leadership with a team of ten. She managed

sick and cannot work anymore so I wanted

to retain this team throughout the third

to help him. I have been very fortunate and I

lockdown and, since returning to the field,

am always grateful for what my parents gave

has worked her way to Assistant Ownership.

me, so now it’s my turn to give it back. That’s

She will open her own office in July.

what keeps me going, my family.

"I knew it was important to keep all the team

So how are plans coming along for your

together,” Asma tells me, ”and to keep people

new office?

as busy as possible. I wanted to inspire, educate and develop them. My view was

My office will be here in Canary Wharf and is

that I don’t have control over the lockdown,

going to be called Imperium Global Marketing.

however, I do have control over how I develop

I am saving right now but my goal is to

my team and make them better versions of

open on 5th July and promote an Assistant

themselves for when we emerge. Basically,

Owner the same day. 5th July is Algerian

what I was trying to do was replicate myself. I

Independence Day, so on that day I also want

thought, if I can have another person like me,

to be fully independent.

who can sell, or can recruit, train and retain 037

HOW TO Ace An Interview TOP TIPS FROM RECRUITMENT MANAGER NIAMH BAILIE

CATEGORY RECRUITMENT

'We’re not necessarily interested in what a piece of paper says about you. We want to know what your natural core values are and who you are as a person. Our interviews are a lot more relaxed, they often just feel like a chat.'

T

here

aren’t

the beginning, before we’ve even talked.

many moments

This is the foundation of the business we

in

run because we deal in direct sales; so first

life

more

typically nervewracking

impressions are important.

than

sitting

in

office

you’ve

an

2. Dress to Impress

never been to,

They say that you make a decision on

surrounded

someone in the first seven seconds. Whether

by people you’ve never met, waiting for a

this is true or not I don’t know, but we are

job interview. For some reason it’s the exact

all about presentation. So if you come to

instant your brain decides to bring up all the

an interview and we can see that you’re

useless information you’ve ever learned (and

dressed well, that you are relaxed, smiling

never forgotten), or, even worse, it’s when

and confident, immediately you have a

your brain decides not to work at all.

better chance. It’s true that our interviews are relaxed but this is still a workplace, so if

“We’re not necessarily interested in what a

you’re in jeans and a hoodie, we might think

piece of paper says about you”, says Office

you’re not ready to start working with us.

and

Recruitment

Manage

Niamh

Bailie,

who herself has sat across from dozens of

3. Talk to everyone

interviewees, “We want to know what your natural core values are and who you are as a

We want people on this team who can talk

person. Our interviews are a lot more relaxed,

to anyone and, more importantly, we want

they often just feel like a chat.”

people who are curious and engaged. If you’ve turned up five minutes early and

Sounds good, right? But it’s one thing to give

are smartly presented, but you sit in the

a good interview and another thing to give

corner with your eyes on the floor, then it

a great one. We sat down with Niamh and

might give us pause for thought. The best

asked her to tell us her top five tips for acing

way to think about it is that your interview

an interview.

is with everyone in the office - the people at reception, the cleaners, everyone. We’re all

1. Always arrive five minutes early.

part of the same team and I will often ask other people’s opinions. So if you come in

Our motto at Redline is, “If you are on time,

and spend time with the girls at reception, if

you’re late”. The very first thing we want

you ask them how their day has been, we’ll

to know about you is if you’re reliable. If

be able to see that you’re interested in other

you’re keen and eager, you’ve got a much

people and can hold a natural conversation.

better chance of succeeding. A lot of the

But if you’re only friendly with the people

interview process is about discovering who

interviewing you, it might make us wonder if

you are and a lot of that happens right at

we’ve seen the real you.

040

This is the most important. We want you to demonstrate that you have spent the time trying to find out about the work and the company.

4. Do your research This is the most important. We want you to demonstrate that you have spent the time trying to find out about the work and the company. There are so many easy ways to do this - we have loads of information on our website and on Instagram. We want to know that you have an independent working mentality, that you interested in learning and that you prepared. If you have those three things—and you’re a team player—you should fit right in. And if you have put the work in before the interview, you’ll naturally be much more confident when you get here.

5. Be honest to yourself This one covers a lot of areas. We want to see the best version of yourself and you’ll want to show it too. People who do this tend to be more personable, more confident and better prepared. But no-one is perfect and if you have questions—or there are things you don’t understand about the business— then we want you to ask! Personally, I would prefer to spend ten minutes at the end of the interview clarifying our business model than for someone to pretend they have totally understood it. People are sometimes afraid to ask something, in case they sound underprepared, but more often than not, the best way to show you’re eager to learn is to ask the question.

'We want people on this team who can talk to anyone and, more importantly, we want people who are curious and engaged. The best way to think about it is that your interview is with everyone in the office’

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'You are your brand, so own it! It’s about being true to yourself, being authentic in your work and keeping inspired. Once you focus on finding that authenticity in your work, people will remember you.'

Making Moves: Expansion to Exeter

with Vik Verma

After two years with The Promotions Company, Vik Verma is about to take five leaders and make the move to Exeter. At the age of 23, he’s currently running a 25 person team out of Bristol and sees an opportunity for expansion into new territory. I chatted with him to find out more about his plans for the future and what he’s looking forward to when he opens for business

Hi, Vik. How are the plans coming along?

Well, the team is already built. I have nine or ten leaders coming down there with me. The criteria is all hit and we’re

Good! At the moment I’m in Bristol, I’m saving up and then the

just saving right now. I got officially Incorporated last week

move to Exeter will take place in the middle of August. Once

too, which was exciting.

we’re in Exeter, the plan is to take over! Initially Residential but we’re going to do Events as well, so we’ll have two offices

What else is getting you excited about the move?

in one location. A lot of time right now is looking for spaces.

Loads! It’s a new city and there’s a massive pool of It doesn’t feel like a year when expansion should be on

recruitment. It’s got beautiful places to see. But I think the

the cards, so what’s got you to the point where that’s

most exciting thing will be coming out of my comfort zone -

possible?

developing people and being able to offer them everything that I got. That’s amazing.

Yeah, to be expanding in a pandemic is crazy but we’re doing really well to be honest. I was up to 40 sales a week, which

Any pre-move nerves?

means I raised £29,000 for good causes in one week! That’s insane. And in the last week of December my team did 236

To be honest, no. I’m not concerned about going down there

in a week, which is £171,000. It’s not normal. But then opening

because I know I have the support network in place. That’s

a business at 23 is not normal - it’s very abnormal, in fact. It

the best thing about this industry, it’s great for finding that

just proves that if you work hard you can be anything you

help and support. It’s an industry of mentors and there are

want to be.

systems for me to follow. Yes everyone has nerves but I’m not doubting any of it. You know, at the age of 23, it just feels

What’s on your priority list between now and opening up?

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good to be moving out.

CATEGORY BOOKS & PODCASTS

Books and Podcasts The Hard Thing About Hard Things: Building a Business When There are

Unfu*k Yourself:

Purple Cow:

Life

Remarkable

Get Out Of Your Head and into Your

Transform Your Business by Being

No Easy Answers

A successful entrepreneur offers critical

A book that will equip you to believe in

An argument for the necessity to recog-

advice on running a start-up company

yourself and reach for your potential.

nise the changing trends in businesses.

with practical wisdom to help overcome

“Whatever you dream of becoming in the

Looking at how and when those changes

common problems that business school

future is possible.”

occur, and how best to adapt yourself to

doesn’t teach.

By: Ben Horrowitz

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benefit from the new way of things.

By: Gary John Bishop

By: Seth Godin

CATEGORY BOOKS & PODCASTS

Sauntering:

Writers Walk Europe

Podcasts

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The Dose of Leadership Inspiring interviews with leaders, entrepreneurs, authors and motivational speakers.

02

03

The Marketing Book Podcast Fresh ideas about what is working in the always-changing marketing industry

The Hive A series the inquires into our relationship with one another, with technology and with the natural world.

04

Growth Everywhere Usually a blog on business and personal growth, the podcast offers a weekly interview series with different entrepreneurs and marketers.

01

02

The Tim Ferriss Show A podcast on how to manage your time and productivity more effectively.

The Climate Question Stories on why we find it so hard to save our planet, and how we might

A collection of of sixty writers—classic and modern—who walk Europe by foot.

Including contributions from Werner Herzog, Robert MacFarlane and Joseph Conrad.

By: Duncan Minshall

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Love Saves the Day

SEPTEMBER 2021

Love Saves The Day is inspired by bringing together culture and community within Bristol. We want our spaces to be inclusive of people from all backgrounds, diverse in output and a place where people can come together and share their knowledge, experience and culture in a space that is open and accessible for all

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Boardmasters AUGUST 2021

Boardmasters Festival is an annual event held in Cornwall, United Kingdom, usually held over five days on the second weekend of August.

The event is a combination of live music and surfing/skateboarding competitions in and around the town of Newquay.

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Photo Album

A selection of some of our favourite photos from recent events

CATEGORY PHOTO POOL

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CATEGORY PHOTO POOL

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CATEGORY PHOTO POOL

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CATEGORY PHOTO POOL

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£6,371,250 MONEY R AISED FOR CHAR ITIES Q 2 202 1

Office List 2021

CATEGORY OFFICE LIST

Our Worldwide Office List. Please be sure to visit our social media channels for future developments

UK

RUSSIA

Mantra Marketing Group James Buckley / Francis Colam www.mantramarketinggroup.com

People Boosted Veronika Ovechkina Moscow www.peopleboosted.com

RedSeven Marketing Robert Cotterell Swindon / Cheltenham www.redsevenmarketing.co.uk

First Group Albina Fazlieva Nuzhny Novgorod www.firstgroup.moscow

RedSeven Marketing Paul Coombe / Dale Trinder Cheltenham website coming soon

MarGroup Michael Mareev Nuzhny Novgorod www.margroup.org

Monument Promotions Matt Nicholson Swindon www.monumentpromotions.co.uk

Make a Fuss Aleksandr Te Ekaterinburg www.makeafuss.ru

Redline Promotions Chance Cowie Manchester www.redlinepromotions.co.uk

LBN Marketing Elena Bocharova Ekaterinburg www.lbn-mg.ru

The Promotions Company Phil Reid Bristol www.promotions-company.co.uk

Leo Company Leonie Bluznetsov Krasnodar website coming soon

The Promotions Company Josh Keeble London website coming soon

GOST Sergey Melchenko Kazan website coming soon

Hydra Sales Floyd Marriott London website coming soon

Ivse Group Ivan Dmitrachkov Saint Petersburg website coming soon

Empire Marketing Vik Verma Exeter www.empiremarketing.co.uk

Luck Look Company Ayna Papedova Krasnodar www.lucklookcompany.com

B23 Marketing Roddy Barker Glasgow website coming soon

Charity Promotions Yaroslav Roshinenko Saint Petersburg website coming soon

Engima Mark Widnel Barnstaple website coming soon

Pro Pr Aleksey Bondarev Moscow www.propr.top

Fairview Advertising David Hebblethwaite Ipswich www.fairviewadvertising.co.uk

Asana Marketing Group Aidar Zamaletdinov Moscow www.asana-mg.com

WeMake Radik Kamalov Saint Petersburg www.wmwemake.com

BELARUS MEA Marketing Evgeniy Miheenko Minsk www.meamarketing.by

ZAR Marketing Alexander Nikiforov Minsk www.zarmarketing.by

SPAIN INVENTA Ivan Yanez Madrid website coming soon

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“We Shine Bright So That Others May Shine Brighter.”