Consistency is the Bridge Between Struggles and Success – Elliott Manning

In this episode of the Humans of Recruiterflow series, we present the story of Elliott Manning, founder of Kayman Recruitment. Elliott was busy blending flavours and crafting experiences as a chef, unaware that his next big chapter would unfold in the world of recruitment.

“I never planned to be in recruitment. I was a chef — long hours, low pay, and not much of a future. One day, a friend told me, ‘I work long hours too, but I earn a lot more.’ That stuck with me. I realised I was pouring all my energy into something that wasn’t giving me enough back.”

That moment prompted Elliott to leap, and in 2007, he left the hospitality industry behind and joined a recruitment agency. His first desk was close to home, placing chefs. He understood their world, the pressure, and the grind, which helped him ease into recruitment. But it wasn’t until his third role that he truly understood the industry.

“At a small agency, I was given a cold desk — no clients, no reputation, nothing. That was my biggest learning curve. I had to build it from scratch. It taught me resilience and gave me an entrepreneurial mindset.”

Those early lessons shaped the decision that would define his career. By 2013, at just 23 years old, Elliott decided to go out on his own. He launched Kayman Recruitment from his bedroom, with a partner giving him just enough financial support to survive. He didn’t even get to choose his niche — a strict non-compete forced him into a new market.

“I had no choice but to adapt quickly. It wasn’t what I planned, but I made it work, and I ended up enjoying it. If you stay disciplined and persistent, you’ll keep moving forward. Stop, and your growth stops with you.”

Success is not millions in the bank

For many people, success is measured in numbers — revenue, headcount, or the size of their bank balance. For Elliott, it’s different.

“People often say, ‘I’ll be successful when I’ve made tens of millions.’ For me, that’s just money. Success is something else entirely.”

After nearly two decades in recruitment, building Kayman into an international agency, Elliott has seen the highs and lows that come with the industry — recessions, pandemics, and constant change. Those challenges shaped his perspective on achievement.

“Am I happy with what I’m doing? Do I love my work? Do I have a strong brand and reputation that I can take pride in? And is my family comfortable? If the answer is yes, then I’m already successful.”

For him, branding is central. “I’m passionate about creating a positive brand and reputation. That matters more to me than hitting a number. If people know us for consistency, quality, and values, that’s success.”

The numbers that truly matter

In recruitment, KPIs often carry a significant weight — call counts, CVs sent, and interviews booked. Many recruiters have felt the pressure of numbers for numbers’ sake. But Elliott sees it differently.

“We have structure across our business, of course. But for me, it’s not about how many calls you made today or how many CVs you sent. It’s about the quality of the outreach and the consistency behind it. I drill it into my staff all the time: consistency, consistency, consistency. If you stop, you’ll see the impact immediately. But if you keep showing up — reaching out, nurturing, delivering quality — the pipeline builds itself.”

With a team of 25 spread across different markets, Elliott knows that the wrong metrics can demotivate rather than drive. That’s why he’s built his KPI framework around behaviours that compound into results rather than vanity statistics.

Consistency of outreach: measuring whether recruiters are maintaining steady, structured outreach rather than chasing short bursts of activity.

Quality of interactions: focusing on meaningful candidate and client conversations instead of raw call numbers.

Pipeline health: tracking whether activity is actually generating opportunities that move through the funnel.

Follow-up discipline: ensuring no candidate or client drops off due to a lack of timely engagement.

Personal routines & habits:  Elliott holds himself accountable to daily structures that keep him sharp and goal-oriented.

“It’s not about how many calls you made today. It’s about whether you were consistent in the right activities. KPIs should add value, not just create noise.”

Why AI Can Never Replace Recruiters

When Elliott first picked up the phone as a recruiter in 2007, LinkedIn was barely a tool and most sourcing meant digging through directories. “It was very old-school recruitment back then — pure cold calls, finding numbers wherever you could. No shortcuts, no tech stack. Just hustle.”

Two decades later, the industry looks unrecognisable. Automation and AI have become staples, reshaping the way recruiters source, screen, and manage their pipelines. Elliott has embraced the shift — but with a clear boundary.

“AI has its place. It makes operations, finance, and admin so much easier. In some cases, it’s faster and more efficient than humans. But will it ever replace recruiters? I don’t believe it will.”

For Elliott, recruitment is — and always will be — about people. “This job is about emotions, about building trust and rapport. You can’t automate empathy. You can’t program a genuine human connection.”

That’s not to say he dismisses the value of new tools. In fact, his own agency uses automation strategically. But he warns against leaning too heavily on it. “If we drive AI too far, we risk making ourselves redundant as humans. That’s the danger. It should support us, not replace us.”

Elliott sees the new generation of recruiters, entering the field post-COVID, experiencing a very different world. “Someone starting in 2022 only knows recruitment as tech-driven. It’s highly competitive, and in many ways harder than ever. They haven’t had the grounding of old-school techniques, so they’re missing part of the balance.”

That balance — blending the best of old and new — is where Elliott believes the future lies. “I still use my old-school experience, but I mix it with new-school tools. That’s what works. Persistence, consistency, and the human touch — supported by technology, not replaced by it.”

Lessons for Founders who want to build something that lasts

Looking back, Elliott says the most challenging part of starting Kayman was doing it alone. “One of my biggest struggles was working without the right support network. I thought I had to figure it all out myself. That was a mistake.”
His advice to founders is clear:

Don’t go it alone: “Get involved in a networking group early. Surround yourself with people who’ve been there before. Without those groups, I would have really struggled.”

Invest in a coach or mentor: “You need someone who understands both the business and personal challenges. For me, Brad Burton and James from The Recruitment Network have been invaluable.”

Set your foundations right: “From day one, get your tech stack sorted. Don’t get distracted by shiny tools. Choose platforms that actually create value and keep everything in one place.”

Think beyond contingent recruitment: “If you only offer transactional recruitment, you’ll be left behind. Add solutions like retainers, RPOs, consulting, and subscription models. Grow with your clients.”

Keep evolving:  “Recruitment is tough. You can’t stay still. The founders who succeed are the ones who adapt and put themselves in the right rooms.”

Passion Is the Only Fuel That Lasts

Through challenges and periods of rapid growth, one thing has remained constant for Elliott: his passion. He loves his work and enjoys it. In his words, “If you don’t love recruitment, it will break you. For me, that passion is the fuel.”