Preparing Your Recruitment Agency for Exit: What Buyers Actually Look For

If you're a recruitment business owner thinking about selling in the next 12–24 months, now is the time to prepare. At DGNA Consulting, I work with founders to get their agency exit-ready — not just operationally, but strategically.

One of the biggest misconceptions is that high revenue equals high valuation. In reality, buyers want recruitment businesses that are systemised, scalable, and not overly reliant on the founder. If you're still the one driving sales, onboarding staff, or fixing operational issues, you're not selling a business — you're selling a job.

So, what do serious buyers look for?

A consistent gross profit and EBITDA
Clear internal processes (think onboarding, BD strategy, and consultant KPIs)
Documented systems that allow the business to run without you
A well-structured, performing team with defined roles
Sector specialism and repeat client relationships

Even small improvements in these areas can significantly increase your business's attractiveness and valuation. Whether you’re 6 months or 2 years away from an exit, the groundwork starts now.

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Why Recruitment Founders Struggle to Scale — And How to Fix It

May 22, 2025

Scaling a recruitment agency is no small task. Whether you're placing nurses, developers, or teaching assistants, the challenges are often the same — founder dependency, lack of infrastructure, and inconsistent revenue. At DGNA Consulting, I specialise in helping recruitment business owners overcome these growth blockers with clear, actionable strategies. Many recruitment founders start by doing everything themselves — billing, hiring, onboarding, even IT. But as the agency grows, this hands-on approach becomes the biggest bottleneck. Without systems, role clarity, or internal training processes, businesses hit a ceiling fast. Another common issue is the absence of a real business development (BD) strategy. Relying solely on personal relationships or reactive job flow makes it impossible to scale sustainably. The good news? These problems are fixable. With structured onboarding, consultant performance tracking, and a clear revenue plan, your business can grow with less reliance on you. Whether you're aiming to scale or prepare your agency for exit, DGNA Consulting offers strategic support rooted in real-world experience — not theory. If you're a recruitment founder feeling stuck, burnt out, or unsure of your next move, let’s talk. Your business can work without burning you out.

Why Boutique Recruitment Agencies Win — and How to Stay Competitive

By test • May 22, 2025

Boutique recruitment agencies have a unique edge in today’s market: agility, deep specialism, and personal relationships. But staying competitive requires more than just industry knowledge — it demands structure, consistency, and strategic clarity. At DGNA Consulting, I work closely with boutique agency founders who want to protect what makes them special, while tightening up the areas that hold them back. Common issues include vague consultant roles, lack of onboarding tools, and a founder who’s still wearing too many hats. Buyers and clients are drawn to boutique firms because of their niche expertise and tailored service. But without internal structure, these strengths can turn into weaknesses — especially when you're trying to grow your team, reduce founder dependency, or improve profitability. Here’s what I’ve found helps most: Defining clear roles and KPIs for every consultant Creating lean, replicable onboarding and training materials Clarifying your offer and BD strategy — even if you’re relationship-led Documenting internal processes to protect service quality You don’t need to lose the heart of your business to make it more efficient — you just need to build smarter foundations.