When Dryden Search established five years ago, the founders main goal was to redefine the traditional view on what a R2R (recruitment-to-recruitment) company should look like.  As Dan Flynn commented back in 2019:

“Most firms within the industry search for available candidates and simply forward them to all the agencies on their client list. Dryden takes a fundamentally different approach.

“We start with the client. We find out all about their business, learn everything about their history and their culture, assess their best people and gain a deep understanding of the type of people they want to hire,”

Even though it seems like recruiters should have it easy when hiring internally, the reality is more complex. This is where Dryden knew they could make a difference.

Now, half a decade later, a lot has changed. The market has shifted, client expectations have evolved, and Dryden has adapted. I spoke to both co-founders to understand  what the last five years have taught us them – both about the executive search market and how to run a business and whether they have managed to ‘redefine’ their clients perception.

Q: How has the recruitment market shifted between 2019 and 2024?

“When we launched, the market was all about speed,” says Daniel Flynn “ recruitment firms were expanding fast, and candidates had plenty of options. It felt like there was always another opportunity around the corner. But since the pandemic, that has changed. Companies are now more deliberate with their hiring – it is less about filling roles quickly and more about finding the right fit”.

At Dryden, this market shift helped the founders find their value. Both founders had never been ones to send a stack of CVs, and understanding who was the best fit for their clients, both in terms of skills and culture, helped their market positioning. “That is where we’ve found success” says Dan  “helping clients make more confident hiring decisions in a more competitive hiring landscape”.

Q: What unexpected trend have you seen rise over the last 5 years?

“One surprising trend has certainly been the rise of ghosting” says Daniel Close  “ and a big reason for this seems to be the shift to virtual interviews and fewer in-person meetings. Without face-to-face connections, people feel more comfortable cancelling or not following up”.

For any recruiter, candidates or clients cancelling any interview or meeting is a real frustration. Even more frustrating are cancellations at short notice.  To combat this, Dryden has (had to) become more selective with who they work with. “We prioritize clients and candidates who are fully committed to the hiring process. By taking the time to understand both sides’ needs and ensuring there’s strong engagement from the start, we create a smoother more reliable process. This helps us avoid the frustrations of ghosting and ensures that both clients and candidates remain invested all the way through.”

Q: How have you helped your clients make the right hires, both in the UK and abroad? 

Any search partner seeks to provide the very best candidates. But let’s be honest – hiring is always a bit of a gamble. Even with the best processes in place, there is always an element of risk. So, how has Dryden overcome this? Both partners agree that, over the past five years they have got really good at helping clients mitigate risk. “We don’t just send a CV over and hope for the best. We dig deeper. Our process includes thorough due diligence on candidates, and we draw on our networks to get a full picture of who the candidates are and how they’ll fit into a team. That’s where our insights come in handy. We seek to understand and know the marketplace, what makes certain firms successful, and what is needed in the DNA of a successful hire”.

For those seeking international opportunities, Dryden can cite examples of helping firms hire in Miami, New York, Sydney, Dubai and Daniel has first-hand experience of opening up an office and living in New York. “We add value to firms internationally if they are looking at recruiters from the UK market seeking to move overseas. Not having a presence overseas does limit us, but there is certainly increased appetite from a section of the UK  market seeking to work overseas and experience a new marketplace. We speak to that marketplace daily, and this is where we can make specific introductions.”

Q: How do you see the future for Dryden? 

 “There is no doubt that the market has changed over the last five years and we have learnt to adapt, refine our processes alongside our clients” says Dan Flynn. Our future remains unchanged: “to keep delivering the best service we can for our clients”. 

Positively, a candidate speaking to Dryden today will find options to suit all their individual needs. “We can showcase everything from established, international search brands to smaller, founder-led businesses on a growth journey. Not everyone will be hiring, but many trust us to arrange an informal coffee and see how the conversation develops over time.”

Interestingly, Dryden continues to follow a policy of not advertising, preferring to make introductions either formally or informally. Despite a turbulent market since starting their new venture, the future looks positive for Dryden and the r2r industry as a whole.

This interview was written and conducted by Emily Davies.