Deconstructing a top-billing business development strategy
Business development in recruitment is often a numbers game. More calls and more emails = more chance of landing a client. But for Harry Young, Senior Consultant at Rutherford Cross, the real key to success lies in playing the long game.
At just 28, Harry has already built a successful career in senior finance recruitment, placing finance leaders in some of the country’s most attractive brands. His approach to business development goes beyond chasing open jobs. Instead, it is about creating relationships, building communities, and positioning himself as the recruiter that both clients and candidates think of first.
We caught up with Harry to explore the strategy behind a top-biller…
Balancing Quick Wins with Long-Term Strategy
Harry believes that business development is two-fold. Recruiters need to strike a balance between the quick wins and building future demand through longer plays.
On one side are the quick wins: spec CVs, chasing jobs, and responding fast to live opportunities such as investment rounds. On the other are the strategic moves: intentional relationship building, nurturing future leaders, and aligning with the brands that will matter in the years ahead.
"You need both to succeed. The best recruiters I've worked with have the ability to chase short-term revenue but also invest in building strategic relationships. The long-term strategy is what really compounds over time."
This reflects a key principle in any role with a sales focus. While only a small percentage of your market is hiring today, your ability to future-proof your desk depends on how well you engage with the majority who are not ready yet.
Events as a Business Development Engine
One of Harry’s most effective strategies has been running events that deliver value. He leads Rutherford Cross’ “Planning Your Career Journey” series, partnering with household names like Scottish Power and Barclays to host topical discussions on issues such as ESG in finance or the realities of private equity.
These events are designed to do more than just fill a room. They give candidates access to leaders they aspire to become, while offering clients a platform to showcase their brand.
"It's about making sure that when someone thinks about senior finance recruitment in Scotland, they think of me and the events I host."
Alongside the large-scale events, Harry has also built a Future Leaders community. This is a series of intimate, invite-only roundtables that connect ambitious accountants with CFOs and FDs. These smaller gatherings help strengthen relationships and create meaningful opportunities that grow over time.
For recruiters wanting to build a similar approach, Lead Management on Firefish provides a simple way support event-led strategy. Recruiters can set up custom lead types for events, create campaigns, send lead invites, and use email engagement tracking to identify engaged leads. This makes events part of the pipeline, rather than one-off marketing exercises.
Relationship Building in a Tech-Driven World
With so much focus on automation in recruitment, Harry is clear about where recruiters create the most value: through real human connection.
"Anything that can be automated will get automated. But AI can't sit across a table, host a roundtable, or create a human bond. That's where recruiters will continue to win."
This is especially important for 360 consultants who are constantly balancing priorities. From sourcing candidates to generating new business, it is easy to get stuck in reactive tasks and lose sight of longer-term client relationships.
Harry’s role highlights a different balance. He is measured not only on net fee income, but also on the number of events he hosts, the thought leadership he produces, and the professional partnerships he builds. These KPIs encourage a high-touch, relationship-led desk rather than just chasing transactional revenue.
That’s where technology makes the difference. Firefish AI takes care of the repetitive admin so recruiters can spend more time on the activities that matter most. CVs are parsed and enriched automatically, skills are analysed in context for smarter matching, and outreach emails can be generated in seconds with Email AI. For a 360 consultant, that means more time to focus on relationship building, networking, and creating opportunities - without losing momentum on day-to-day delivery.
Playing the Long Game Pays Off
Harry’s strategy is not just about goodwill. It consistently delivers commercial outcomes.
"I've had people appointed directly through connections made at roundtables. That's the commercial value of community building. You create spaces for people to connect, and opportunities naturally follow."
Recruiters can measure this same impact by tracking where won revenue originates in their pipeline. With Firefish’s business development reporting, agencies can see which lead types convert, which events generate opportunities, and where deals stagnate.
Final Thoughts
Harry’s story shows that recruitment business development does not need to be a volume game. The real wins come from building credibility, creating meaningful touchpoints, and staying front of mind with the future leaders in your market.
Technology can make this easier. Firefish allows recruiters to set up custom lead types for events, track engagement, and turn relationship-driven strategies into measurable results.
But at its core, business development in recruitment will always be about people.
"Until AI can replace human connection, I'll keep hosting lunches, having coffees, and enjoying being in front of other people."
