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Centred Excellence
Performance development, recruitment training and coaching for recruitment business owners, managers and independent recruiters.
Success Stories
HBD Partners Bounced Back from a Market Shift, Leveraged the Power of Team & Processes, and Hit 164% of Their Target
- Built on their existing momentum from their previous ROCKIT success
- Shifted from reactive to proactive strategies for long-term sustainable success
Mark Hulton & Will Davies
Co-Founders, HBD Partners
The Situation
Mark Hulton and Will Davies, co-founders of HBD Partners, joined ROCKIT in January 2022 with ambitious goals—scaling their business, refining processes, and connecting with like-minded leaders. Their efforts paid off. Within six months, they doubled their team, boosted billings, and moved into a new office.
Confident in their growth, they decided to leave the programme and scale independently. But when the market shifted unexpectedly, key processes—especially business development—slipped. As BD efforts stalled, business slowed, pressure mounted, and team morale took a hit.
Realising they needed to get back on track fast, Mark and Will made the pivotal decision to return to ROCKIT. This time, they approached it with renewed focus, determined to build on their foundation and implement scalable, long-term solutions.
The results? HBD Partners went from struggling to thriving, with a motivated team consistently surpassing targets and a clear path to £1M turnover in 2025.
The Outcome Mark & Will Wanted:
- Continue scaling by building on their previous ROCKIT success (team growth, increased billings, process refinement).
- Enhance systems to stabilise revenues and adapt to market shifts without stress.
- Strengthen team structure & communication, keeping performance high and consistent.
- Develop a multi-channel BD system to drive long-term growth & resilience.
- Deepen client relationships to increase repeat business while expanding into new markets.
- Step into strategic leadership, focusing on growth instead of getting stuck in daily operations.
- Maintain a resilient mindset, staying focused, adaptable, and growth-driven.
With these goals in mind, Mark and Will returned to ROCKIT, ready to scale with structure, strategy, and systems.
Final Words From Mark & Will About ROCKIT and Their Learnings
“This is the second time around for us, and in some ways, we didn’t think it could get any better. But since we took a break, the way the course has developed has made a massive difference to us and our business.
So, get involved with Centred Excellence. We can’t underestimate the volume of resources you have access to. Yes, there’s the coaching and the calls, but there’s also the entire ROCKIT and Accelerator platform with all the modules, handouts, ideas, and processes.
It’s incredible and has really helped us transform our business in a positive way.”
Listen to what Mark & Will have to say:
Implementation and Results
After returning to ROCKIT, Mark and Will built on their existing momentum, implementing strategies that delivered fast, measurable results:
- Launched the “Fan Club” funnel, achieving a 65% client response rate and boosting repeat business.
- Implemented Profit Pulse checks to track performance and maintain steady, stress-free revenue flow.
- Adopted the 240 model & invested in consultant training, resulting in a consultant hitting her annual target months ahead of schedule.
- Smashed 164% of their Q3 target, proving the effectiveness of their new strategies.
- Focused on mentoring & mindset techniques, keeping the team resilient, motivated, and on track.
- Streamlined operations, eliminating inefficiencies and aligning the team toward scalable growth.
- Introduced weekly team catch-ups, improving communication, clarity, and accountability.
- Shifted from reactive to proactive strategies, ensuring the business focuses on long-term, sustainable success.
- Set a £1M turnover goal for 2025, with a clear roadmap to achieve it.
Final Words From Dawn About Working With Centred Excellence
“Nicky and Katy have helped me in so many ways. Handling my mindset has been hard for me alongside some of the issues that we’d had at the beginning of the year.
Then, becoming unwell myself, it was challenging to drag myself in and have that positive mindset. I had to have it. I had to keep going. I had a purpose and a belief that was in the pit of my stomach that no matter what, I’ve got to keep going and I did and look at the results.
My final words of advice is; follow the process and just do it. And that’s what it comes down to, do it. The programme Nicky and Katy run gives you the blueprint; it’s the map.
When we first spoke Nicky used the example of the pilot taking 500 excited people to Disney World and that most of the time on route they are off course.
However, they still have a map for where they’re going, because they’ve got 500 passengers on there that want to get to Disney World.
You give us that map. You give us that blueprint to do it. And it’s down to us, yes we might deviate off course, that’s fine, but if you follow that map and you follow the blueprint, you will get to Disney World; and I have to say it is magical when you get there.”
Dawn Turbitt MD of KSB Recruitment
Listen to what Dawn has to say:
Implementation and Results
Dawn set a new vision for the company with Katy and Nicky’s help.
With a new lease of energy and belief in hereself and the team, Dawn started to direct, coach and lead the consultants to success.
Dawn set a stretch goal of £750,000 in turnover in 12 months; bearing in mind in Feb 2018 her turnover was £16,805.
Dawn started by rigorously implementing a 90-day plan following Nicky’s structure. This included setting revenue goals, analysing how many placements they would need and how many interviews would have to take place.
KPI’s were set, and the consultants followed an accountability process; including Dawn, who shared her results on the whiteboard too; the team were buzzing.
Dawn actioned Nicky and Katy’s Gold and Silver job process with her team and removed 50% of the current unprofitable jobs they were working off the board.
The consultants started ‘specking out’ candidates using the Centredexcellence MPC strategy.
Dawn instigated a performance management process across the team resulting in the non performers leaving. This left Dawn and a small focussed team. There are two perm consultants, two temp, Dawn and a part-time secretary.
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